Whether you think you are over-explaining or you’ve just been told that you do this, you may or may not truly be over-explaining. Consider what you are explaining and why. And then do one more thing… (take a simple one-phrase self-assessment). Continue reading “Are you over-explaining? Assessing your own courage may give you the answer”
Those of you who know me or are getting to know me… understand that I am all about business vibrancy. In my terms, that translates to a nimble organization, continuously building its business value, and a great place to work. An organization with these traits has what I call “Aligned Momentum,” which I show in the visual above this post and write about in my book (you can find an excerpt here).
For over 20 years the average results from employee engagement surveys have shown a rate of disengagement at over 30%. Aon’s recent 2017 Trends in Global Employee Engagement reports that 41% of employees are disengaged and feel undervalued.
What this reflects, at least in part, is a lack of empowering employees to initiate change – a critical step in a Pivot toward Aligned Momentum.
A critical part of a leader’s role is to build others up. Great leaders are highly skilled at this. Good leaders sometimes give up because they are not yet skilled in communicating in a way that empowers and inspires others. This is a skill worth developing.
“You cannot change a person, but you can change their context.”
~Lori Michele Leavitt, The Pivot: Orchestrating Extraordinary Business Momentum
You can create a safe place in which you and others become aware of how you each see the world. You can adjust how you communicate so that there is understanding of what you say, in the way you intended it, and that you care.
My intention is to speak to leaders, developing leaders and those who support leaders. My intention in sharing this video is not political (given our country’s turmoil from miscommunications and hate, I need to make clear that I am not speaking directly to this). Please watch and listen to JFK in the video below, perhaps more than once, and consider how your own communications might combine power and caring, as he does:
We often hear about pivots and pivoting in the context of quick shifts by an individual or in the early days of a startup.
A quick “turn on a dime” pivot does not result in lasting change for a business beyond a handful of employees. Perhaps the mental model that a pivot must be quick has stopped you from considering it for your business. Consider The Pivot.
The Pivot leverages one of the most effective means for long-term change: collaboration. It inspires action in terms of best next steps.
Continue reading “Any business can be nimble. It starts with true leadership.”
We love our heroes. They stay alert for danger and then swoop in to save the day.
Everyday heroes may not be looking for danger but they are wired to be the person who saves the day, or in a workplace perhaps it is that they are the go-to person to solve a sticky problem.
A great leader isn’t the person to solve every problem, even if he or she could do so.
A great leader builds up others so that they solve the problems they encounter or foresee.
This is especially powerful when it creates closer collaboration within a team and across teams.
Does this mean you never help solve problems? No. If you (still) are an expert in a particular area or topic, and the team asks you to step into the problem as an expert, then you’ll do so. At that time you are in the role of the expert and not in the role of the leader.
“A great leader feels no need to be the hero. A great leader builds a team and supports them being a hero in their role.” ~ Lori Michele Leavitt
To learn more about building a great workplace and realizing performance breakthroughs (without being the hero)…
> Get my new book <
The Pivot: Orchestrating Extraordinary Business Momentum.
“Why is it so hard to find an excellent employee?”
That was the subject of a recent discussion in a leadership group on Linkedin. Responses (over one thousand to date!) can be grouped into four main themes:
1. that it is indeed nearly impossible to find an excellent person to hire;
2. that there are many excellent people, but they are in the wrong jobs;
3. that the right person may be out of work and not getting noticed; or
4. that employers are so far below excellence that no individual could be excellent in their employ.
Where’s the issue? Is it in the selection? hiring? alignment of person to role? management? something else? all of the above?
Continue reading “Excellence – Found, Made or Elusive?”
Strategies change. At least they should – in order to even just keep up with the change around us.
This series addresses Alignment. How can you align your people with strategy? How do you know when strategy must change? (even when it hasn’t been a year)? How do you re-align people when strategy must change in a way that changes their daily work?
Let’s talk about the first step – aligning people with strategy (when the strategy does not require significant change in roles or the work people do). Continue reading “Alignment Series #1: How to align people with strategy”
What are you doing to keep momentum as you grow?
The practices in Scaling Up are proven effective, with our clients growing 3x average profitability compared to their peers!
Want to learn more? Let’s connect via LinkedIn
Feel great & do even better! Who doesn’t want that for themselves? Who wouldn’t want that for others? So of course we foster feeling great at work. whoops! screech. halt. back up. We don’t? Why not? Mostly because what we think we need to do is hard. But they really are NOT what is needed, or wanted. I call these Better Business Management Myths and I’ve listed three for you below: Continue reading “Align YOU with what you do.”
This post is about failure and success. It will likely resonate greatest with those who think big, create strategic plans and take risks to see those strategies executed. Continue reading “Leadership & Successful Risk-Taking – #1 of Series”