Tanveer Naseer

MAY 15, 2012

In our presentation at the Canadian Talent Management Summit conference in Toronto we’ll share our story of how we used an orthodoxy busting approach with diverse employee groups from all around our organization. The sessions produced more than just ideas – budding leaders were also identified for our talent development programs.

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Innovation Development Talent Management Creativity 214

Tanveer Naseer

MARCH 11, 2014

Let’s use the email from the example above to demonstrate how to look for positive motives. Ask a question and soak up all the value you can get from your teammate’s diverse perspective. When you read the first email, your reaction was probably that the person was out to get you or somehow trying to make your life miserable.

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Document Human Capital Teamwork Productivity 277

Tanveer Naseer

JANUARY 13, 2015

In reading Chelsea’s piece, we need to recognize that putting into action measures to increase diversity in today’s organizations – an issue Intel has recently committed themselves to resolving by creating a $300 million fund to increase workplace diversity – is not a zero-sum game.

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Leadership Diversity Learning-by-Doing CEO 100

Tanveer Naseer

MARCH 10, 2015

For example, they might say, “We’re a bank,” or “We make office furniture,” or “We’re in the pharmaceutical business.” For example, if you asked Larry Page, CEO of Google, to define his company, do you think his answer would be, “We’re a search engine”? This is quite understandable. Not very likely. This is the essential point.

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How To Retail Core Competence Innovation 100

Tanveer Naseer

NOVEMBER 20, 2012

To give you an example of this, I had a conversation recently with my younger daughter about her inconsistent performance in her social studies class, where at times she’d achieve 90% on one test only to get 75% on the next one.

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Creativity Learning-by-Doing Fashion Uncertainty 275

Tanveer Naseer

JUNE 18, 2013

As simple as it sounds, this approach will not only accelerate the behavior change that matters most, but also evolve and align your culture more effectively than forcing a major and potentially disruptive culture change effort on a broadly diverse global organization.

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CEO Teamwork Self-aware Execution 274

Tanveer Naseer

NOVEMBER 18, 2014

And to help illustrate these points, I’m going to use examples from two very diverse organizations – Pixar Animation Studios and the European Space Agency – in order to help demonstrate the value and importance of fostering a sense of belonging and purpose to helping your organization to succeed and thrive now and in the years ahead.

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Tanveer Naseer

SEPTEMBER 16, 2014

I did not feel management set the kind of example that I wanted to abide by.” Affirm Shared Values While credible leaders honor the diversity of their many constituencies, they must also find a common ground on which everyone can stand. Set the example by going first. Lisa’s sentiment is one that we hear time and time again.

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Tanveer Naseer

NOVEMBER 29, 2016

We see evidence of this truth in yet another finding from this study, where 84% of employees stated that it was important that leaders “have the humility to admit when they are wrong, setting an example by modeling a willingness to learn from mistakes”.

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Tanveer Naseer

MAY 19, 2015

In these and every other example of failed leadership that’s happened over the past decade, what we find glaringly absent is a lack of truth about their leadership. And by this, I’m not just referring to whether they were being honest regarding the problems their organization had to publicly grapple with.

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Leadership Self-aware Learning-by-Doing Apparel 100

Tanveer Naseer

JULY 19, 2016

Your employees also have diverse skills, talents, and knowledge that could be beneficial to your overall goals. For example, if a team member has lost a loved one, then you should be compassionate and understand that their mind is elsewhere and ask how you can be supportive of them.

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Emotional Intelligence Team Goleman Self-aware 100

Tanveer Naseer

NOVEMBER 17, 2015

Consider, for example, those times when we’re given advice by our doctors for how we can improve our health. How many of us openly embrace the changes to our lifestyle that we’re being told to make?

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Power Influence Follow-up Travel 100

Tanveer Naseer

AUGUST 4, 2015

Over the last few years, I’ve had the pleasure of being invited to participate in a number of projects and initiatives looking at collecting the thoughts and perspectives from a diverse set of experts, thought leaders, and personalities. For some of these projects, the contributions being sought were straight-forward and to the point.

Leadership 100

Leadership Emotional Intelligence Learning-by-Doing Motivation 100

Tanveer Naseer

APRIL 21, 2015

Of course, while many of us can understand the value and importance of promoting purpose-lead work to our organization’s success and longevity, the challenge lies in how do we ensure we’re creating such conditions in our workplace, especially when the needs and requirements of our employees can be quite diverse.

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Succession Long-term Delegation Learning-by-Doing 100

Tanveer Naseer

OCTOBER 7, 2014

Total rewards statements, for example, can be powerful resources for selling the rewards you offer beyond merely salary. Keeping the skill sets and expertise of Baby Boomers nearing retirement in the organization, for example, may require exploring part-time, work-from-home, or contract employment arrangements.

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Reputation Chief Executive Officer Globalization Motivation 269

Tanveer Naseer

MAY 31, 2016

For example, return-on-investment calculations need to assess results in a way that reflects the agreed-upon objectives, which may have been deliberately designed to include risk. Strategic leaders cannot learn only from efforts that succeed; they need to recognize the types of failures that turn into successes.

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Development Argyris Learning-by-Doing Innovation 100

Tanveer Naseer

NOVEMBER 26, 2013

For example, when we went from the Bronze Age to the Iron Age, the values in these ancient cultures didn’t change. We have to remember that technology is merely a tool that helps us to understand and relate to others and our surroundings; it doesn’t in and of itself define our values.

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