Leadership Freak

APRIL 18, 2017

The saddest state of leadership is thinking you’ve mastered something you haven’t. Courageously leading into the future while diligently managing the present. Over-led organizations become unstable. 7 Provocative Challenges: #1. There’s too much… Continue reading →

Tips 159

Tips Leadership Organization Management 159

Leadership Freak

MAY 19, 2016

The tragedy of poor management is lost potential and lack of fulfillment. Successful managers create environments where people make a difference for themselves and their organizations. Six simple questions all successful managers ask: #1. What… Continue reading →

Succession 148

Succession Management Environment Organization 148

Leadership Freak

MARCH 1, 2012

By definition most of us are average. Even though: 68% of the faculty at the University of Nebraska rate themselves in the top 25% of teaching ability. 90% students see themselves as more intelligent than the average student. 93% of U.S. drivers put themselves in the top 50% of driving ability. 92% of teachers say [.].

Organization 193

Organization Definition Hamel Leadership Development 193

Leadership Freak

AUGUST 11, 2012

Delegating is the path to exponential impact, seizing opportunities, flattening organizations, and leadership development. If your plate is full and you can’t delegate, look around, you’ve reached your highest potential. Why do so many find delegating so difficult? They have [.].

Delegation 204

Delegation Leadership How To Leadership Development 204

Leadership Freak

FEBRUARY 15, 2014

I wish a Fairy would sprinkle fairy dust over every organization and eliminate this fraudulent waste of time, energy, and resources. Distraction: Traditional performance reviews distract HR and management from more useful tasks like real human development and culture building. Quality expert W. […].

Performance Review 241

Performance Review Review How To Energy 241

Leadership Freak

JUNE 24, 2013

Empowerment is smoke and mirrors until management loses power. When managers and front-line employees “pretend-collaborate,” for example, the group that makes the decision has the power. Collaboration only occurs between […].

Consensus 203

Consensus Power Leadership Development Books 203

Leadership Freak

JANUARY 28, 2014

But, help that weakens teams hurts organizations. Culture Encouragement Leading Listening Managing Mentoring Mistakes Success Taking others higher Growth Leadership Leadership Development organizational success' Over-helpful leaders frustrate teams. Help done well strengthens. Help done poorly weakens. Get […].

Mentor 228

Mentor Leadership Development Succession Team 228

Leadership Freak

DECEMBER 13, 2013

But, leaders who can’t manage their anger grow bitter, destroy their health, and disconnect with employees. He’s angry at the response of the people in his organization. Like many leaders, he hasn’t learned to manage anger’s […]. I had a conversation with a young angry leader this week.

Leadership Development 217

Leadership Development Succession Development Leadership 217

Leadership Freak

DECEMBER 27, 2013

Leaders who can’t manage change fail. Companies that pursue and embrace change are healthy, growing, and dynamic organizations, while companies that fear change are stagnant entities on their way to a slow and painful death.” Mike Myatt in, Hacking Leadership Three steps in the change life-cycle. […].

Resistance 221

Resistance Leadership Development Books Succession 221

Leadership Freak

MARCH 9, 2012

Organizations and individuals remain stuck because they don’t understand and/or can’t endure the disorienting unbalance “new” always creates. Wise leaders understand prepare for, accept, and work through the pains of disequilibrium. Unbalance always precedes balance. Technicians spin the tires and add [.].

Leadership 196

Leadership Organization Goal Motivation 196

Leadership Freak

MARCH 1, 2012

By definition most of us are average. Even though: 68% of the faculty at the University of Nebraska rate themselves in the top 25% of teaching ability. 90% students see themselves as more intelligent than the average student. 93% of U.S. drivers put themselves in the top 50% of driving ability. 92% of teachers say [.].

Organization 101

Organization Definition Hamel Leadership Development 101

Leadership Freak

AUGUST 21, 2015

Every organization has a bottom 10% of employees, leaders, and managers who perform poorly. 7 reasons for poor performance: Negative environments where managers are dictatorial, disconnected, or incompetent. Leadership that tolerates poor performers. Organizations that give … … Continue reading →

Environment 100

Environment Goal Organization Management 100

Leadership Freak

JULY 28, 2012

Leaders and managers who help people fit in create dynamic organizations. In those organizations, stand out and you’re out. Organizations [.]. Now I know, fitting in requires knowing yourself not losing yourself. But pressure to fit in from immature leaders prevents people from standing out.

Organization 202

Organization Management Influence Motivation 202

Leadership Freak

MARCH 9, 2012

Organizations and individuals remain stuck because they don’t understand and/or can’t endure the disorienting unbalance “new” always creates. Wise leaders understand prepare for, accept, and work through the pains of disequilibrium. Unbalance always precedes balance. Technicians spin the tires and add [.].

Leadership 100

Leadership Organization Goal Motivation 100

Leadership Freak

MARCH 23, 2022

There’s too much permission-asking in organizations. New ideas always encounter resistance. Success requires initiative. Leaders act without permission. You’ve been asking permission all your life. It began when you were a kid. How… Continue reading →

Resistance 180

Resistance Organization Succession Leadership Development 180

Leadership Freak

OCTOBER 21, 2017

But in some organizations, boldness is perilous. 5 signs it’s perilous to be bold: Upper management believes the status quo is daring. Timid action insults your future. Everyone colors within the lines. Responsible… Continue reading →

Organization 137

Organization Management Leadership Development Development 137

Leadership Freak

JANUARY 5, 2017

Organizations need both disruption and stability to thrive. Over-managed organizations… Continue reading → If you’re not learning, you’re dying. 5 insights I learned from top authors in 2016 #1. That’s Not How We Do it Here, John Kotter.

Kotter 124

Kotter Organization Management Books 124

Leadership Freak

JANUARY 5, 2017

Organizations need both disruption and stability to thrive. Over-managed organizations… Continue reading → If you’re not learning, you’re dying. 5 insights I learned from top authors in 2016 #1. That’s Not How We Do it Here, John Kotter.

Kotter 124

Kotter Organization Management Books 124

Leadership Freak

JULY 4, 2016

High energy organization are led by skilled management teams. 5 questions to re-energized a de-energized team: #1. Where is the complexity*? Complexity is the result of taking the path of least resistance.… … Continue reading →

Team 130

Team Resistance Energy Skills 130

Leadership Freak

JUNE 15, 2012

A recent conversation with a healthcare executive reminded me that Jack Welch’s management rule of 20-70-10 inevitably increases turnover. 70% are being managed up or out. The top reasons people leave your organization include: Perception of limited [.]. 20% of your employees – top performers – are highly rewarded.

Bottom-up 201

Bottom-up Execution Management Organization 201

Leadership Freak

APRIL 29, 2016

I’ve heard managers complain, “These people just don’t get it.” Poor management is the reason people inside organizations are in the fog. Impose the job of creating clarity on yourself. Stop complaining about people who… Continue reading →

How To 100

How To Management Organization Succession 100

Leadership Freak

JUNE 14, 2016

Leaders are well served to remember that organizations run on the backs of front-line managers. 4 weaknesses of arrogant higher-ups: Prideful leaders degrade minion-managers. Organizational life often feels like being bossed around by people who don’t get it. Don’t make enemies of people you depend on.

Management 100

Management Organization Succession Leadership Development 100

Leadership Freak

JUNE 27, 2012

Yesterday, I asked an upper-level manager at one of the world’s largest organization how he’d risen through the ranks so rapidly – he lit up and talked collaboration. He’s succeeding because he influences people he can’t boss. Leaders influence without position, title, or rank; they invite loyalty, passion, and commitment.

Positioning 218

Positioning Loyalty Influence Commitment 218

Leadership Freak

OCTOBER 10, 2012

Every organization of any size has slackers, drifters, and fence sitters. Top management should deal with them, but sometimes they don’t. The need for fairness prevents people in the middle from reaching the top. It’s not fair that you give 100% while they give 75%, or less. The need for fairness whispers in your ear, [.].

Organization 224

Organization Management Politics Succession 224

Leadership Freak

NOVEMBER 10, 2012

Image source Passion for positive change drives people crazy, especially those in the middle of organizations. They won’t change until they’re sure top leadership supports change. People at the bottom go along to get along. But, what if those at the top fear change?

Positioning 208

Positioning Organization Leadership Influence 208

Leadership Freak

AUGUST 22, 2012

Yesterday, I met with two leaders who bring events from planning to execution within the organization I lead. The other excels at managing the process leading up to [.]. The more public an event the more potential it has to create organizational momentum and add value to others. One is best at planning and day-of-event execution.

Planning 187

Planning Execution Process Organization 187

Leadership Freak

JULY 28, 2012

Leaders and managers who help people fit in create dynamic organizations. In those organizations, stand out and you’re out. Organizations [.]. Now I know, fitting in requires knowing yourself not losing yourself. But pressure to fit in from immature leaders prevents people from standing out.

Organization 104

Organization Management Influence Motivation 104

Leadership Freak

OCTOBER 24, 2016

In traditional organizations management is about taking control, not giving it. Robots do what they’re told, but people need a sense of power and control to be engaged. No wonder disengagement scores hover around… Continue reading →

Power 100

Power Organization Management Books 100

Leadership Freak

MARCH 5, 2012

I asked Gary what leadership behaviors have the most impact on organizations. I never appreciated Steve Jobs’ quote, “I want to put a ding in the universe,” until I talked with Gary Hamel, Wall Street Journal’s #1 most influential business thinker. Gary took a swing at the reason we don’t put a ding in the [.].

Hamel 211

Hamel Organization Leadership Company 211

Leadership Freak

OCTOBER 9, 2012

Global organizations do business in countries where men are given more status than women. Susan Thomas Susan Thomas, Managing Consultant with IBM Business Consulting Services, Human [.]. Wise business leaders, for the sake of effectiveness, adapt to cultures.

Consultative 194

Consultative Globalization Organization Management 194

Leadership Freak

MARCH 14, 2012

Delegating may be the most unglamorous part of leadership. I woke up this morning with three things on my mind, delegating an important role in the organization I lead, and two Warrens. ** Mediocre leaders can’t or won’t delegate. They all go together. Warren Buffet on delegation: Hire people and don’t tell them what to [.].

Delegation 196

Delegation Organization Leadership Goal 196

Leadership Freak

JANUARY 10, 2012

Confusion, instability, and chaos describe organizations with poor leaders. Confusion and leadership, however, are partners. Sometimes you create and encourage others to work through confusion. It’s the path to solutions; it’s innovative and invigorating. The dance with confusion is dangerous, however.

Innovation 199

Innovation Organization Leadership Books 199

Leadership Freak

JANUARY 15, 2012

Recruiting, retaining, and developing the best talent is central to every organization’s success. Two reasons people don’t grow: First, past successes formulate, establish, and solidify leadership attitudes and behaviors. [.]. Furthermore, people of influence constantly raise the game of those around them.

Influence 199

Influence Development Succession Organization 199

Leadership Freak

JANUARY 11, 2012

Bennis said, “Failing organizations are usually over-managed and under-led.” ** “I’m so frustrated because my boss won’t make decisions.” Leaders with titles who refuse to lead frustrate their teams. It’s more common than you might think. I regularly hear things like, “My boss refuses to move forward.”

Team 201

Team Development Organization Management 201

Leadership Freak

SEPTEMBER 5, 2015

Bill (Not his real name) manages several franchise locations. Budget and personnel cuts by the mother organization make it impossible for him to fulfill his responsibilities… Continue reading → He finds himself in a no-win situation.

Franchising 100

Franchising Budgeting Organization Management 100

Leadership Freak

JULY 31, 2018

Excessive policy-making hobbles employees and hinders organizations. Remarkable organizations are… Continue reading → Fear drives excessive policy-making. But policies don’t ignite passion. Policies are written for protection and often explain what shouldn’t or can’t be done.

Policies 128

Policies How To Organization Succession 128

Leadership Freak

OCTOBER 30, 2018

The latter group were working against their organization. From January to June of 2018, 53% of workers in the U.S. were “not engaged” at work. 13% were actively disengaged. Gallop) Complaints of incompetence:… Continue reading →

Organization 142

Organization Energy Succession Leadership Development 142