Jesse Lyn Stoner Blog

MAY 20, 2013

It begins with a willingness to be deeply accountable for a body larger than yourself - for a team, an organization, a community. Imagine how strong your organization would be if everyone were deeply committed and accountable for its success. So how are today’s organizations and institutions doing? It seems benevolent.

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Leadership Environment Workshop Consultative 210

Jesse Lyn Stoner Blog

APRIL 1, 2015

Once upon a time, in a land called Industrial Age, the leaders of organizations resided at the top of a hierarchy, managers were in the middle, and workers were supervised. It was the job of leaders to do the important thinking and the job of managers and supervisors to make sure it was implemented. Because their life.

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Information Strategy Leadership Long-term 120

Jesse Lyn Stoner Blog

NOVEMBER 22, 2011

One of the top reasons leaders fail to implement their vision is because they don’t manage the “mid-space.”. The biggest failure in implementing vision successfully is in not effectively managing the airspace between the 3000 ft view from the hot air balloon and the on-the-ground view of day-to-day activity.

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Management Middle Management Charisma Commitment 176

Jesse Lyn Stoner Blog

AUGUST 12, 2014

Do you wish senior leaders would make some changes in your organization? Instead of waiting and wishing for someone from above to provide leadership, you can make a significant impact no matter what your role is. You might be wondering, “How can I change my organization.

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Senge Covey Process Planning 226

Jesse Lyn Stoner Blog

JANUARY 7, 2014

If you are tired of “trickle-down” change, consider using a collaborative change process where a large slice of your organization comes together for real conversation and to make decisions about your collective future in real-time. It was used by the Seaport Hotel and World Trade Center when they opened under new management.

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Hotels Process Power Organization 205

Jesse Lyn Stoner Blog

NOVEMBER 15, 2012

Collaborative leaders understand that organizations are networks of relationships and that relationships are the glue that holds them together. Anyone can be collaborative leader—whether you are the CEO, a mid-level manager or a front-line supervisor. In fact, the organization benefits when information is freely shared.

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Competitive Advantage McKinsey Creativity Diversity 282

Jesse Lyn Stoner Blog

NOVEMBER 27, 2013

It hurts your organization. Stacey got feedback that her team saw her as a micro-manager, and she was working hard to step. → Read More: How to Delegate So the Gain Outweighs the Pain The post How to Delegate So the Gain Outweighs the Pain appeared first on Seapoint Center for Collaborative Leadership. .

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Delegation How To Stress Skills 218

Jesse Lyn Stoner Blog

SEPTEMBER 10, 2012

“It is critical that you build a pool of recognized, well developed and prepared talent for the organization, and that you identify and build future leadership.”. ~ One of the key business needs of any organization is a ready-now pool of talent and future leaders. One option is to hire people who are already competent.

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Development Attrition Team Fashion 223

Jesse Lyn Stoner Blog

NOVEMBER 26, 2012

Allow leadership to emerge. Roles and responsibilities shift as the nature of the work changes, and leadership emerges according to what is required. They hold themselves accountable for the organization and are willing to take a stand and make tough decisions when necessary. Know the business and the landscape.

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Diversity Creativity Bottom-up Long-term 277

Jesse Lyn Stoner Blog

JULY 14, 2013

Under his leadership, the company generated quality sales growth and some of the best employee engagement rankings in the industry for ten consecutive years. They are trying to push everything away so they can do their work, and they’re looking for “how to” answers like time management tricks. So how can leaders respond to this?

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CEO Committee Execution Learning-by-Doing 184

Jesse Lyn Stoner Blog

APRIL 22, 2012

1. Get Organized. Before you begin down the path of execution, spend some time getting yourself organized by creating processes and checklists to help you stay on track. From a simple checklist, a spreadsheet, mind-mapping software, project management software, or software designed for goal tracking. About Todd Nielsen.

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Strategy Software Telecommunications COO 251

Jesse Lyn Stoner Blog

FEBRUARY 19, 2012

And the values are fundamentally connected with the organization’s purpose. We would expect a vision of a financial services organization to describe accuracy, reliability and dependability and a vision for an amusement park to describe fun and safety. It should show what is unique about the organization and what differentiates it.

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Definition Short-term Organization Goal 196

Jesse Lyn Stoner Blog

JUNE 17, 2013

Middle level managers often need to look three to five years into the future. Because being forward-looking is the differentiating leadership quality, you need to spend more time reading about, thinking about, and talking about the long-term view. That’s because the challenge escalates with managerial level.

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Long-term Quality Trends Committee 219

Jesse Lyn Stoner Blog

JUNE 24, 2013

A Leadership Vision for America: Rebuilding a Divided House. The complaints are not so much about the leadership capability of the current president as they are about the political system in general. An organization without a clear vision or goals is like a river without banks—it stagnates and goes nowhere. Ken Blanchard.

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Blanchard Goal Learning-by-Doing Operations 201

Jesse Lyn Stoner Blog

JULY 8, 2013

My insight on the topic is based on the corporate storytelling work I do on transformational leaderships as well as storytelling for influence and engagement. Dr. Tanvi Gautam (Managing Partner, Global People Tree ) helps organizations adopt innovative talent management practices. Why does vision feel devoid of meaning?

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Storytelling Katz Magazine Tactics 183

Jesse Lyn Stoner Blog

JULY 22, 2013

By using vision as an excuse from driving a change vision that does not benefit the individuals in the organization – We have given her a job that is beneath her dignity …. By not demonstrating how the vision connects to daily life, what I call “managing the mid-space” – We see her as irrelevant …. Three Things You Can Do Right Now.

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Blanchard Senge Mission Statement Banking 191

Jesse Lyn Stoner Blog

FEBRUARY 11, 2013

Tony wanted to shift out of a management role in a specialized field where he’d been for decades into a broader general manager role. He needed to rebrand himself from a specialty line manager into a general manager. Work this equation backwards: Tony wanted general manager opportunities.

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Brand Career Case Study Resources 159

Jesse Lyn Stoner Blog

FEBRUARY 18, 2013

There are numerous case studies of great teams – in sports, in non-profit organizations, even in businesses. Although the journeys are all unique, they all begin the same way – it starts with leadership. Establish Vision – Leadership always begins with clarity on where you want to go. His answer, “If they’re breathing!”.

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Team Case Study Education Uncertainty 189

Jesse Lyn Stoner Blog

APRIL 15, 2012

But inviting them to actually participate in the decision-making process creates stronger buy-in and also builds leadership capabilities and future talent for the organization. Seeking their input before you make the decision helps. Information: Do you have all the information you need? . Not everything is as urgent as it seems.

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Guidelines Delegation Commitment Participative 196

Jesse Lyn Stoner Blog

FEBRUARY 21, 2013

For the past two years, I’ve been laying out my research, concepts and process for creating a shared vision, interspersed with information on building high performing teams, organizational change, collaborative leadership, and navigating non-hierarchical work environments. Leadership is a dance, not a one-way street.

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Blog Blanchard Self-aware Team 172

Jesse Lyn Stoner Blog

OCTOBER 4, 2011

HOWEVER studies of high performing organizations show over and over again that shared vision is one of the key differentiators. And, when I ask people to recall the best organization or team they have ever been associated with, they readily acknowledge the importance of a shared vision.

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Article Organization Books Team 147

Jesse Lyn Stoner Blog

AUGUST 27, 2012

Chris, the leader of the planning committee for the next District Managers Meeting, sent an email to the company’s leadership team describing two possible venues. It’s not clear which decisions are to be made by the planning committee and which by the leadership team. Emails flew around as people weighed in.

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Proposal Consensus Committee Uncertainty 214

Jesse Lyn Stoner Blog

DECEMBER 12, 2011

In his book Second Wind , Bill Russell describes his experience as a member of the Boston Celtics during the “dynasty years” (1957-69), where under the leadership of Red Auerbach, they came together as a unified team. The organization becomes a partnership, where each person has something to contribute in his or her own way.

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Sports Creativity Guidelines Commitment 183

Jesse Lyn Stoner Blog

DECEMBER 31, 2011

I’ve had the good fortune to connect with and learn from some of the great leadership bloggers. 5 Easy Ways To Tell If An Organization Is REALLY Values-Driven What do Zappos, Ben and Jerry’s, and Southwest Airlines have in common? I still find the shorter the post, the longer it takes me to write.

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Self-aware Airlines Guidelines Learning-by-Doing 147

Jesse Lyn Stoner Blog

AUGUST 20, 2012

Matrix organizations are becoming more common as organizations grow larger, become more complex, and/or enter global markets. Leadership In a Matrix. Everyone must provide leadership and assume responsibility for success. In order to complete work, are people dependent on others who report to a different boss?

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RACI Management Project Restructuring 208

Jesse Lyn Stoner Blog

MARCH 4, 2013

Welcome to the March 2013 Leadership Development Carnival! Thanks to those who contributed the many excellent posts on leadership practices, the workplace environment and personal mastery. And a special thanks to carnival leader Dan McCarthy at Great Leadership for the invitation to host this carnival.

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Leadership Development Development Leadership 360-Degree Feedback 205