Let's Grow Leaders

AUGUST 18, 2022

This conversation came up when we were looking at curriculum design for ongoing training for one of our long-term leadership development clients. We just need FOCUSED execution. What do you think we should do?” ” #AskingForAFriend. And they said, “yeah, maybe not so much on the innovation.”

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Let's Grow Leaders

OCTOBER 14, 2023

Your recent experience with leader-led Challenge and Support groups indicates you’re already ahead of the curve in terms of transitioning your newfound leadership training knowledge into action. So how do you convert that initial leadership training surge into a constant stream of progress?

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Let's Grow Leaders

JANUARY 1, 2024

It encourages your team to think beyond the immediate and into the long-term impact of their decisions. What would future generations criticize about our current approach? This assumption buster instills a sense of legacy and responsibility. It’s about making decisions that our successors will thank us for.

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Let's Grow Leaders

MARCH 7, 2017

Have you ever had a supervisor who congratulated you for doing something that you knew wasn’t praiseworthy, or worse, something you knew actually made things worse in the long run? The first key to real encouragement is have a real understanding of which behaviors are driving your long-term results.

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Let's Grow Leaders

SEPTEMBER 5, 2021

5:30 Jim shares about a study done with some of his students about people they admire for short and long term. In the long term, courage tends to stand out as the most admirable. ” Also, think about longer-term horizons. 4:27 Courage at work involves risky but worthy actions. kindness).

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Let's Grow Leaders

MARCH 15, 2024

Understand your core values and long-term vision to navigate the job market effectively and avoid the allure of superficial attractions. Get ready for a deep dive into creating environments where employee motivation thrives, and conflict dissipates. (01:32)

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Let's Grow Leaders

AUGUST 18, 2023

This can look like prioritizing long-term benefits by facing conflicts rather than avoiding them, working with and through difficult emotions with clarity, care, and connection, understanding the stories we live by and evaluating whether they’re serving us, or learning to listen and lead in ways that align with our mission and values.

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Let's Grow Leaders

OCTOBER 10, 2022

But it will be the deciding factor in your long-term success. It’s not flashy or charismatic. What’s the most valuable leadership practice? Consistency. Showing up moment by moment, day after day, project after project with the same skills, character, and commitment.

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Let's Grow Leaders

MARCH 6, 2018

But don’t underestimate the value of a true utility player for long-term success. It’s easy to hire for rock stars—the folks with the exact niche skills you need in the marketplace. How (and Why) to Find, Hire (and Promote) a Utility Player […].

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Let's Grow Leaders

FEBRUARY 21, 2022

Start by being really clear about what you need in terms of leadership support. Can you help reinforce how valuable she is and give her some additional perspective on her long-term career options here?” Can you please come and share your thoughts as part of my 5×5 communication plan? ” 2.

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Let's Grow Leaders

JANUARY 27, 2023

25:52 Leading with long-term thinking in business ethics and the data on ethical companies outperforming unethical companies by 25%. It’s the living it out. 12:52 Research showed those that who are trained in Ethics are actually making lower-level moral choices than those that haven’t been trained.

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Let's Grow Leaders

SEPTEMBER 30, 2023

What can they expect around the short and long-term plan with the team and the company? What are you bringing to the strategy that’s different from before? What’s staying the same? What do you want to know about WHERE WE’RE HEADED? Here’s where you can share a bit about what they can look forward to.

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Let's Grow Leaders

DECEMBER 22, 2021

Long-term, you can improve. They are an invitation to go deeper into the conversation. 19:55 What are good ways to learn body language to improve your own? Is someone telling you that you have a problem? Quick hacks will not work. You will come across as incongruent. Practice matching/mirroring. We are hard-wired to follow others.

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Let's Grow Leaders

APRIL 7, 2023

These ideas and approaches came from teams in one of our long-term Courageous Cultures programs. If you build risk-taking into your organization’s culture, you can normalize risk, so everyone feels like they are on the same team even when they are trying something new. 3 Leadership Best Practices for Taking Risks 1.

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Let's Grow Leaders

MAY 21, 2023

You care deeply about your team, their results, and their long-term career success. My Feedback Isn’t Working…Performance Management for Repeat Issues You take performance management seriously.

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Let's Grow Leaders

JULY 21, 2023

Connect your ideas to the bigger picture – goals, values, long-term vision– and also consider the technical nuances and challenges for implementation. Do you understand the mission, vision, and values? Do you have a solid understanding of how new ideas are considered and implemented?

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Let's Grow Leaders

FEBRUARY 1, 2022

Pilot programs before committing long term. .” Let your participants know you are trying something new. It becomes a shared experience. Provide assurance that the level of risk you are taking is appropriate for the situation. Take responsibility for your own role – do you own it or rent it?

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Let's Grow Leaders

OCTOBER 14, 2013

Keeping secrets creates short-term advantages and long-term costs. Don’t keep secrets. You gain the edge, but lose the relationship. The world could use less secrets and more sharing. I wish you would share more. Annoying Secret #1: Bad News I was happy when he brought me bad news.

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Let's Grow Leaders

MAY 19, 2014

Short-Term Focus - It’s always urgent, and there’s never time for the long-term investment in people and processes that will impact the business. This can work for a week or so, but beyond that you’re doing substantial long-term damage to your team.

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Let's Grow Leaders

MAY 31, 2018

As we engage in our long-term leadership development programs, we inevitably spend time talking to the HR team about who’s in the program, why, and how we can best help. What does your HR team say about you? Does it matter? For […].

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Let's Grow Leaders

OCTOBER 7, 2023

AskingforaFriend A participant in one of our long-term leadership development programs asked this question when we were talking about components of trust and building deeper trust and influence. “Hi, Karin, you know I just DON’T FEEL COMFORTABLE with all this AUTHENTICITY and VULNERABILITY stuff.

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Let's Grow Leaders

MAY 14, 2014

I was talking to a sales VP the other day who was in the long-term relationship sales game. Our relationship worked because of deep trust and long-term commitment, nagging would have been an immediate turn-off. He said his boss was asking him to call his prospects every day to follow-up.

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Let's Grow Leaders

MAY 2, 2022

We love to incorporate leaders as coaches in our long-term leadership programs through what we call challenger groups. Here are two leaders-as-coaches models you can use to create sustainability in your leadership development programs. Challenger Groups: Senior Leaders as Cross-Functional Leader Coaches.

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Let's Grow Leaders

AUGUST 29, 2022

We do this in our long-term leadership development programs all the time through challenger groups and other techniques (learn more here). Help your leaders become “leader teachers” One of the best forms of recognition is to be asked to teach what you know to others.

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Let's Grow Leaders

MAY 31, 2013

To build long-term results, requires more. Many of the approaches we take to solving problems, do just that. Solve problems. That works, until the next problem comes along. Unleashing your team’s potential leads to breakthrough results.

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Let's Grow Leaders

AUGUST 8, 2022

These can range from temporary issues to long-term conditions. If your team has had a tough work environment for a long time, it’s normal for people to burn out. Lead long enough and you or a team member will experience it. Mental Health. Exhaustion. Your team needs that too. Depression or other conditions.

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Let's Grow Leaders

SEPTEMBER 3, 2014

You’ve got a long track record of leading well. Investing deeply at the beginning will create the strong foundation you need for long-term, breakthrough results. You just wish your new team would talk to your last team. That would save a heck of a lot of precious time. But it’s never as simple as that.

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Let's Grow Leaders

AUGUST 29, 2014

Sometimes the questions are tough because they’re long, convoluted or unclear. Try to summarize the question back in the simplest terms. Telling the truth and answering the tough questions will go a long way in building your reputation as a confident, humble and trusted leader. Repeat the Question. Web Bonus Post.

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Let's Grow Leaders

NOVEMBER 12, 2012

The term ”hot mess” typically refers to someone disheveled on the outside with some redeeming qualities on the inside.

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Let's Grow Leaders

DECEMBER 20, 2017

Quick shot for a counting down the days before a long holiday break Wednesday. Today's New York Times ran a piece on the growing elder care challenges in the US and the disproportionate impact that elder care demands are placing on female workers.

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Let's Grow Leaders

FEBRUARY 13, 2023

I wish we could tell you how many performance issues I’ve dealt with, where I longed to tell the high-performing members of the team what I was doing about their lazy coworker. Your reputation will long outlast the influence of this lazy coworker. And might be dealing with it. It’s possible they’re lazy too.

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Let's Grow Leaders

JUNE 13, 2022

New ideas and solutions are critical for your long-term success. It’s a natural way to think and, unfortunately, it doesn’t serve you or your team well. The world is changing. Your competition is changing. Technology evolves.

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Let's Grow Leaders

DECEMBER 12, 2014

It had been an insane but productive year of game-changing projects and really long hours. Here’s what I need…” Laura then gave me a long list of metrics, correlations, and ROI calculations to do. Even the soft stuff can be reported in terms of numbers. I was proud, but exhausted. I was beyond annoyed.

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Let's Grow Leaders

FEBRUARY 20, 2023

For example: How long do they have to wait, and can they get their issues resolved to their satisfaction? When you do discuss metrics, put them in terms of the key behaviors. For your business, a good guideline is to think about how long it will take you to see results when you implement a change. Six months?

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Let's Grow Leaders

APRIL 1, 2021

Demonstrating a bit of vulnerability can go a long way. Be sure your team has a clear understanding of their strategic, short-term, and daily priorities. “This is hard for me too, and this is why.” Clarify Your MITs (Most Important Things).

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Let's Grow Leaders

DECEMBER 17, 2021

If they’re working long hours and still not accomplishing their most important things, how are they spending their time? Have them write what success looks like for the next 90 days in terms of tangible results, practical activities, and behaviors—and how they will measure success. If they’re stuck in the minutia, why?

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Let's Grow Leaders

FEBRUARY 4, 2016

Managers need to lead with confidence, humility, and a long-term focus on building relationships. Being decisive and knowing how to say no are important leadership skills, but handled the wrong way, they can come off as excuses that can damage your career. Read more at Fast Company. WINNING WELL UPDATE.

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