Think Differently. Be Clear.

For teams to execute strategy brilliantly, a leader must be clear. Clear about the vision (the direction). Clear about the strategy (the way to move closer toward the vision) in a way that each person can understand the role they play to brilliantly execute that strategy. Clear about the purpose (why the company exists) and how the strategy aligns with this purpose.

One leader who inspired others, and connected to them with his communication in an actionable way, was Steve Jobs former CEO of Apple.

Steve Jobs Think different 1997

Continue reading “Think Differently. Be Clear.”

Leadership today: Balance masculine and feminine traits

PIVOT, leadership, masculine, feminine
PIVOT to a more balanced way of leading

Input about how to BE as a “Leader” is plentiful. There are also books on management, which is part of the issue in our lack of leadership, which I’ll discuss briefly later.

Should you be more competitive and guided by The 48 Laws of Power or should you be more empathetic and guided by Emotional Intelligence? Answer? Be aware of both and be authentic to who you really are and why you are on this earth doing what you do. This is about balance.

First, envision how you want to BE, as a leader. Then, become aware of how you are BEING now (you’ll need to search inside and ask others whom you trust). And then, determine your best next steps to Pivot from the you right now to the you that you intend to be.

Here is one scenario to help you get clear about how a possible imbalance of your own masculine and feminine traits may be holding you back from being a great leader, or from meeting the expectations of a work role. I encourage you to collaborate with trusted others to understand how you are BEING so that you can then determine how you might change. Continue reading “Leadership today: Balance masculine and feminine traits”

Agile, Lean, and The Pivot

Nimble, Agile, Lean, The Pivot, Aligned Momemtum
Nimble: Agile Lean Pivot

As a leader, you are positioned to orchestrate change. You may have teams already working together in a nimble way, and a way in which change comes naturally. Bridge these styles (and often unique languages) together, and you will find that leading – and orchestrating change – throughout the organization comes more naturally.

  • Familiar with Lean? You will recognize the phrase “working together.”
  • Or with Agile? You will recognize “collaboration.”
  • Top leadership? You will recognize those phrases and “strategic alignment.”

    (When there is alignment and engagement and empowerment, you’ve reached a state of Aligned Momentum)

  • It is only in the state of Aligned Momentum that performance breakthroughs are possible.

    It’s up to you, the leader, to ensure that all players come together to make one enchanting sound. Make communication and clarity a top priority.

    3 unintended consequences from not speaking out when your gut says it’s wrong

    The Pivot
    Create a culture where every person feels safe to speak out

    It’s subtle. Yet it is powerful. That is: The internal pull to do what fits in – what doesn’t stir things up – because speaking out would be too uncomfortable. What is uncomfortable feels risky.

    Yet by not speaking up you are also taking a risk, and perhaps a bigger risk than if you spoke up.

    Every time we choose we are telling our brains that this is what we want.

    Continue reading “3 unintended consequences from not speaking out when your gut says it’s wrong”

    Meet Lori Michele Leavitt

    Lori Michele Leavitt The Pivot Catalyst
    LML – The Pivot Catalyst

    Lori Michele Leavitt infuses nimble practices into grown up companies, and helps fast growth start ups grow into the larger business with a culture they thrive in.  This translates into work environments that are collaborative, innovative, engaged, and value-focused.

    Lori brings her passion, and action-oriented methods to life through speaking, consulting, coaching and technology.  She specializes in performance and risk management, and has worked with hundreds of leaders and their organizations.

    The time is now for more nimble practices. People are easily distracted, and many are overwhelmed. Leaders are not getting the information they need to make nimble decisions. So often people are not clear how they can add value, or if they even have a voice.  What will it take for every person to know where they fit, who cares and what’s in it for them?  It’s so possible!

    Lori will teach you to orchestrate a Pivot from Performance Management to Performance Momentum.  Through this Collaborative-Action blog she provides ideas that may provide the spark or nudge you need, or need to share.

    Collaboration is about taking action.

    Lori’s book, The Pivot: Orchestrating Extraordinary Momentum offers a deeper dive into building and leading a culture with both alignment and momentum in place (aka, “Aligned Momentum”).

    View Lori Michele Leavitt's LinkedIn profileView Lori Michele Leavitt’s profile

    follow via Twitter: @LoriLeavitEvans 

    Empower others to initiate change. Leaders orchestrate.

    Employee Engagement-41pct Disengaged

    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.

    Continue reading “Empower others to initiate change. Leaders orchestrate.”

    As a leader you can’t change a person but you can change their context.

    Culture and Brilliant Execution
    You Can Create a Workplace Context Where People Thrive, and Execute Brilliantly

    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:

    Continue reading “As a leader you can’t change a person but you can change their context.”

    Excellence – Found, Made or Elusive?

    “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?”

    Align YOU with what you do.

    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.”