Harvard Business Review

JULY 17, 2014

As I explain in my new book, Executive Presence: The Missing Link between Merit and Success , performance, hard work, and sponsors may get top talent recognized and promoted, but “leadership potential” alone isn’t enough to boost even the most qualified men and women into top jobs and prime opportunities.

EPS 8

EPS Hypercompetition Diversity Constraint 8

Harvard Business Review

OCTOBER 11, 2016

They modify their appearance, body language, and communication style — all components of executive presence (EP), that intangible element that defines leadership material. ” More than half (53%) of Latinas and 44% of Latinos say that EP at their company is defined by conforming to traditionally white, male standards.

EPS 8

EPS Banking Diversity Bottom-up 8

Harvard Business Review

DECEMBER 30, 2013

For leaders, this means a new urgency in targeting, nurturing, and advancing top talent in their organization. Leaders have long recognized that an inherently diverse workforce “matches the market” and confers a competitive edge by recognizing the unmet needs of consumers and clients like themselves. Create pathways for sponsorship.

EPS 9

EPS Diversity Innovation Bottom-up 9

Harvard Business Review

APRIL 7, 2015

The advent of the modern organization and the practice of management constitutes a “social technology” that has been equally transformative. Tumbling transaction costs are altering the economics of organizations and, at a stroke, invalidating old business models.

Management 8

Management Drucker EPS Short-term 8

Harvard Business Review

MARCH 17, 2011

Carol wanted to promote someone from within; however, that executive lacked the broad discipline knowledge of channels, marketing and sales ops. Convincing me took only this: "You'll be among my top leadership team, fix anything that can and will go wrong, and you can drive every new strategy to drive our market growth."

EPS 15

EPS Strategy Reference Execution 15