Jesse Lyn Stoner Blog

MAY 6, 2019

My professor, advisor and mentor, Don Carew, handed out this article at the beginning of each semester while I was a grad student in Organization Behavior at University of Mass, Amherst in the mid 1980’s. What does this have to do with leadership? Why is it important for both men and women? The answers will […].

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Mentor Article Organization Leadership 327

Jesse Lyn Stoner Blog

NOVEMBER 7, 2018

Guest post by Jim Haudan and Rich Berens Lack of truth-telling in organizations can take many forms. The post The Importance of Truth-Telling for Your Organization’s Success appeared first on Seapoint Center for Collaborative Leadership. It could be information not reaching the boss because no one wants to pass on the bad news.

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Succession Information Organization Leadership 183

Jesse Lyn Stoner Blog

FEBRUARY 7, 2018

Culture is the social environment of an organization and is determined by the underlying assumptions, values and beliefs that govern how people behave. It’s the organization’s personality. You might think of culture as atmosphere, and it is, but it’s also more than that.

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Banking Environment Organization Leadership 268

Jesse Lyn Stoner Blog

JUNE 2, 2014

Leadership #IndiaHRChat Emergent Leadership Flat Organizations Matrix organizations TweetChat Twitter Chat' The post TweetChat: An Exciting New Way to Learn, Connect, and Explore Emergent Leadership appeared first on Seapoint Center for Collaborative Leadership.

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Hamel Leadership Organization Article 175

Jesse Lyn Stoner Blog

JUNE 2, 2014

Leadership #IndiaHRChat Emergent Leadership Flat Organizations Matrix organizations TweetChat Twitter Chat' The post TweetChat: An Exciting New Way to Learn, Connect, and Explore Emergent Leadership appeared first on Seapoint Center for Collaborative Leadership.

Hamel 165

Hamel Leadership Organization Article 165

Jesse Lyn Stoner Blog

NOVEMBER 14, 2017

We discussed the forces most likely to disrupt organizations and what will be required of leadership – topics he addresses in his fascinating new book The New […]. The post Leadership of the Future: #Podcast Interview With Futurist Bob Johansen appeared first on Seapoint Center for Collaborative Leadership.

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Leadership Books Organization Review 240

Jesse Lyn Stoner Blog

MARCH 31, 2014

In the traditional, hierarchical view, senior leaders are at the top of the organization and ensure the organization fulfills its mission effectively. If you’re like most people, you have an underlying belief that leaders should be out in front of the line, leading the way. The Hierarchical View of Leadership.

Leadership Styles 260

Leadership Styles Leadership Participative Organization 260

Jesse Lyn Stoner Blog

OCTOBER 28, 2014

High Performing Organizations Leadership new employees new hires onboarding' . → Read More: 3 Tips to Quickly Onboard New Employees. The post 3 Tips to Quickly Onboard New Employees appeared first on Seapoint Center for Collaborative Leadership.

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Tips Project Organization Leadership 216

Jesse Lyn Stoner Blog

AUGUST 12, 2014

Do you wish senior leaders would make some changes in your organization? Peter Senge says to give up traditional notions that visions are always announced from on high or come from an organizations institutionalized planning process.. You might be wondering, “How can I change my organization.

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Senge Covey Process Planning 226

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. People want their organizations to be successful, and when given an opportunity to participate, they bring their best thinking and contribute fully. Without them, there is no organization.

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Competitive Advantage McKinsey Creativity Diversity 282

Jesse Lyn Stoner Blog

AUGUST 20, 2014

If your organization has published values, it is still helpful to identify the values that are specific to the needs and purpose of your team. If your organization has not articulated values, it is even more important to identify your team. It’s okay if they are not the same, as long as they are aligned and don’t conflict.

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Team How To Influence Organization 238

Jesse Lyn Stoner Blog

DECEMBER 8, 2014

A 2012 study shows “employees want their organizations to display honesty and integrity in business activities,” and “when leaders behave consistently with the core values, they earn employees’ trust and confidence.” It is an organization I am. Why are so few companies values-driven? A True and Typical Story.

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Company Organization Leadership 233

Jesse Lyn Stoner Blog

JUNE 5, 2018

Guest Post by Kevin Eikenberry Organizations around the world are trying to come to grips with the way we work today. How does work get done effectively when people aren’t in the same place at the same time? Telework, even part-time telework, alters team effectiveness in unexpected ways. To prepare leaders for remote work teams, […].

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Team How To Organization Leadership 165

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

MARCH 21, 2017

Let’s set aside the boring debate about leaders vs. managers for a moment and take a look at daily life for most managers in organizations. The reality is that middle managers provide leadership, or at least have the opportunity to provide leadership, all the time.

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Middle Management Management Leadership Organization 192

Jesse Lyn Stoner Blog

SEPTEMBER 15, 2014

Organizations need people who know what they’re doing, where they’re going, and have the skills to get there. ” It’s frustrating to try leading an organization without the right talent. We call that “talent.” You spend a lot of time spinning your wheels.

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Welch Collins Development Skills 230

Jesse Lyn Stoner Blog

MARCH 25, 2012

I believe these skills will soon be required of leaders in all types of organizations. Painting a very clear picture of where the organization is going. It used to be that strategy was the province of the top of the organization, and the bottom was responsible for execution. Organizations are made up of people.

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Skills Succession Leadership Long-term 245

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, 2013

Nothing tells you more about an organization than the way it makes decisions. And nothing affects an organization more than the decisions the people in it make. Or, organizations will use a participatory style of decision-making in which recommendations are given to the boss, who then makes the final decision.

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Strategy Case Study Learning-by-Doing Organization 176

Jesse Lyn Stoner Blog

APRIL 5, 2016

When presenting my question, I had noted: Studies of high performing organizations show over and over again that shared vision is one of the key differentiators. As more and more organizations are flattening their hierarchy and pushing authority and decision making down […]. The post Is Vision Relevant in 2016?

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Organization Leadership Strategy 120

Jesse Lyn Stoner Blog

JULY 2, 2014

I was delighted to catch up with Jake Jacobs, the creator of Real Time Strategic Change (RTSC), the approach that brings hundreds of people together to make collaborative decisions about their organization in real time, which I described in Try Collaborative Change for a Change.

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Books Organization Leadership Development 193

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 when the Boston Gardens closed and they opened the new Fleet Center building.

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Hotels Process Power Organization 205

Jesse Lyn Stoner Blog

JUNE 25, 2012

The traditional paradigm where the great leader imparts his wisdom and leads his organization to great heights does not work in today’s world. With an expanding global economy, a digital information explosion, and increasingly rapid pace of business, our world is too large, our organizations too complex. This is not a new discussion.

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Senge Collins Case Study Learning-by-Doing 161

Jesse Lyn Stoner Blog

AUGUST 20, 2014

If your organization has published values, it is still helpful to identify the values that are specific to the needs and purpose of your team. If your organization has not articulated values, it is even more. High performance teams are clear about their values and consciously make decisions based on them.

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Team How To Influence Organization 172

Jesse Lyn Stoner Blog

FEBRUARY 17, 2015

High Performing Organizations Leadership Do Less Better Jacobs Suchard John Bell Kill Your Darlings' . → Read More: To Be a Better Leader You Must Kill Your Darlings. The post To Be a Better Leader You Must Kill Your Darlings appeared first on Seapoint Center for Collaborative Leadership.

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Short-term Organization Productivity Products 120

Jesse Lyn Stoner Blog

NOVEMBER 26, 2012

They hold themselves accountable for the organization and are willing to take a stand and make tough decisions when necessary. They equip those involved in disagreements to manage it themselves with the mandate to seek creative solutions aligned with the vision that benefit the organization as a whole. They are not afraid of conflict.

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Diversity Creativity Bottom-up Long-term 277

Jesse Lyn Stoner Blog

APRIL 30, 2012

The sub-group members understood it was not a good idea to do the work in isolation, so in an effort to be inclusive, they sent out a survey to the everyone in the organization. Very few selected the values they believed were essential to drive the organization’s mission. Lack of conversation.

Team 206

Team Mission Statement Delegation Teamwork 206

Jesse Lyn Stoner Blog

JULY 13, 2015

You can’t “do” culture change to your organization. Culture arises from the beliefs and underlying assumptions held by the people in the organization. Trying to change culture by decree or through training programs won’t affect people’s beliefs. One way to change the culture is to fire a lot of people.

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Training Organization Company Leadership 120

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. Others only used part of their brains, limiting their focus to implementation without regard for the impact on the larger organization. Because their life.

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Information Strategy Leadership Long-term 120

Jesse Lyn Stoner Blog

APRIL 3, 2012

Both create transformational change within their organization. Because the vision is understood and owned by the people throughout the organization, it continues to provide guidance after the leader has gone. The question is: what is the “glue” that holds the organization together? Personality is not the issue.

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Airlines Loyalty Motivation Strategy 228

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. To ensure the realization of your vision, you need structures and processes which act as guardrails to keep you from falling off the path.

Strategy 251

Strategy Software Telecommunications COO 251

Jesse Lyn Stoner Blog

JULY 30, 2014

My involvement began two years ago when Steve Piersanti, president of Berrett-Koehler Publishers, asked me to help create a new organization that would further their mission in a way beyond what a publishing company could do. This is the last week as the Executive Director of the Berrett-Koehler Foundation.

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Execution Leadership Tools Strategy 216

Jesse Lyn Stoner Blog

AUGUST 4, 2014

Are meetings in your organization places where productivity goes to die? Guest Post by Dick Axelrod. If you answered yes, you are not alone. There are 11 million meetings a day in the U.S. Half are ineffective. The problem with most meetings is that meeting leaders and participants do not think of them as places to do productive work.

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Video Efficiency Participative Productivity 212

Jesse Lyn Stoner Blog

MARCH 15, 2016

A common mistake organizations […]. It requires a complete shift in how you see your role and in how you deliver results. And unfortunately, most people who are promoted into that role are ill-prepared.

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Management Team Organization Leadership 120

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

NOVEMBER 27, 2013

It hurts your organization. You will get overloaded, stressed, and will eventually drown in the details. It hurts your team. If you are doing their work, you are denying them the opportunity to grow and develop new skills and experiences. Delegating hurts, too.

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Delegation How To Stress Skills 218

Jesse Lyn Stoner Blog

APRIL 30, 2013

Protect them from unrealistic demands from the larger organization. Champion them in the larger organization. The kinds of things you do are: Remove roadblocks. Provide resources they need. Provide opportunities for interesting, new challenges. Leadership coaching Delegating Empowerment Supervising Closely'

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Delegation Learning-by-Doing Efficiency Report 221