New Leadership for a Changing Workforce

Great Leadership By Dan

The Three P’s of Second-Wave Leadership So, how do leaders practically manage this new batch of workers in the workplace, and what do these Second-Wavers need from an employer? So, for these Second-Wavers, I’d recommend focusing on the three P’s: Personal Attention, Professional Development, and Purpose. Purpose After observing focus groups of Second-Wavers, one thing really stands out: They want to know not just what to do and how to do it, but why.

5 Leadership Signals that Turn Culture into Advantage

Skip Prichard

” Those words are printed on the back cover of Five Frequencies: Leadership Signals that Turn Culture into Competitive Advantage. I followed up with the authors to learn more about their leadership philosophy. Leadership Tip: The most effective leaders treat culture-shifting as a serious business process that’s explicitly tied to business results. But you should pick a longer time horizon for calculating ROI on your leadership choices. 5 Leadership Frequencies.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Executive Managerial Leadership Coaching: Case Study

Mike Cardus

Below is an actual Executive Coaching and Managerial Leadership Training + Development process I facilitated. Creating a renewed focus for each person to be working for shared values and commitment to the organization, teams, the community, stake holders, and each other. The coaching commitment consisted of 10 one on one meeting lasting from 45-90 minutes, with each of the managers meeting separately.

For the L of It: Leadership and Love

The Practical Leader

As someone in a focus group quipped, “The most dangerous place in this organization is at the exit door around quitting time. It’s a good time to reflect on the vital connections of leadership and love. Management is “head work,” and leadership is “heart work. ” Leadership is emotional. Leadership deals with feelings. Leadership is about dreams, inspiration, excitement, desire, pride, care, passion, and love.

How To Ask Remarkably Better Questions To Encourage Great Ideas

Great Leadership By Dan

You’re also committed to MBWA (or in today’s pandemic-constrained world, Management By Clicking Around- MBCA). You ask in ways that draw out people’s best thinking, new ideas, and customer-focused solutions. In fact, most open-door policies are a passive leadership cop-out. “I’m

How To 264

How to Ignite and Sustain Organizational Growth

Skip Prichard

This is a company that has focused on its culture from day one. And because of its ongoing commitment to culture, Zappos continues to perform well, even weathering an acquisition by Amazon—without doubt an extraordinarily different corporate culture. Culture Spark.

3M’s SVP of HR Kristen Ludgate on a Better Way to Attract Top Talent

HR Digest

We launched a new culture framework in 2019 to articulate what our culture is – and what we aspire it to be – with a focus on building on our strengths and committing to stretch ourselves into the future. COURAGE UNDER CHANGE.

7 Vital Steps Prior to Implementing Major Change

Ron Edmondson

If you’ve been in leadership for very long at all you’ve probably seen dozens of leaders in the organization change. You will need people to follow your leadership and this requires an established relationship of trust. I’m not saying it will come to this, but it is the level of commitment you need to have before you introduce major change. Leadership in place. Use a focus group. Change Church Leadership Organizational Leadership

Kellogg Company’s Melissa Howell on The Value of Recruiting Veteran Talent

HR Digest

The HR Digest: Under your leadership, Kellogg Company has taken great strides in the field of diversity and inclusion (D&I). We seek (and listen to) qualitative feedback from our employees through our global opinion survey, focus groups and roundtables with our Business/Employee Resource Groups (B/ERGs). The HR Digest: Has it been particularly easy or difficult to advance diversity for leadership roles?

Trust Busters in Mergers and Acquisitions

Coaching Tip

As a result, employees—who, at best, feel marginalized—lose all trust in leadership. The good news is that executives can easily circumvent the trust-busting failures of leadership during M&As. Regular feedback sessions at all levels can help people reflect on where they’re at; their confidence, commitment, and energy, and what it will take to regain it. Additionally, employee surveys and focus groups can be beneficial. By Dennis and Michelle Reina.

To Retain Employees, Focus on Inclusion — Not Just Diversity

Harvard Business

Picture, for example, a Muslim who prays in his car because he doesn’t want to advertise his religion, a mother who doesn’t put up pictures of her children so that coworkers won’t question her commitment to the job, or a gay executive who is unsure whether he can bring his partner to company functions. Three of the most effective ways to find out are survey assessments, focus groups, and one-on-one conversations. Ellen van Bodegom/Getty Images.

7 Vital Steps Prior to Implementing Major Change

Ron Edmondson

You will need people to follow your leadership and that requires an established relationship of trust. I’m not saying it will come to that, but that’s the level of commitment you need to have before you introduce major change. Leadership – Make sure you get buy in from those who will most likely end up implementing the change. In each of the groups listed here, I always ask what questions are in the room and what questions they may sense others will have.

Selling is not a ‘common’ practice.

Strategy Driven

By jumping on these online requests immediately and illustrating your commitment by setting an appointment, you are already showing your professionalism that in most cases goes far beyond the competition. Based on recent focus groups with clients who are involved in buying/procurement departments, we heard loud and clear their frustration with trying to get someone on the phone to quote prices. Selling is not a ‘common’ practice. It is NOT easy.

19 Tips & Ideas on Starting & Running Your Own Business

Miles Anthony Smith

If you want your business to be a success, you need to make a long-term commitment to it, so you’d better make sure it’s something that you truly feel passionate about. See if you can't put a small focus group together, preferably strangers. While a focus group can't fully represent how your idea will do in the wild, it will at least give you an idea of how it could be received by the public. Starting Your Own Business?

USP 56

7 Vital Steps Prior to Implementing Major Change

Ron Edmondson

If you’ve been in leadership for very long at all you’ve probably seen dozens of leaders in the organization change. You will need people to follow your leadership and this requires an established relationship of trust. I’m not saying it will come to this, but it is the level of commitment you need to have before you introduce major change. Leadership in place. Use a focus group. Change Church Leadership Organizational Leadership

Your Innovation Problem Is Really a Leadership Problem

Harvard Business Review

They have a leadership problem," I listened carefully. I featured Ronn, a former P&G executive (and current executive coach and entrepreneur), in several places in The Little Black Book of Innovation , most notably for his rant against the evils of focus groups. Form a growth group! Duncan and I suggest working on four systems — a growth blueprint, production systems, governance and controls, and leadership, talent, and culture.

The Big Picture of Business: The Colonel and Me

Strategy Driven

’ I commissioned focus groups. To test the premise, I staged a focus group dinner meeting at a prominent inner-city church, eliciting ideas and insights. Building corporate cultures and successful businesses means making and sticking to commitments.). Business Know-How Comes From Experience – The Value of Life-Long Mentoring. The Business Tree : Growth Strategies and Tactics for Surviving and Thriving. by Hank Moore.

Pryor 75

Building Great and Nimble Teams - An Equation #management

Management Craft

This work is sometimes done in the form of focus groups, interviews, or team training sessions. Emotional commitment is critical for all employees in all industries. The opposite of emotional commitment is detachment. While most managers are clear that they need to improve accountability, fewer also focus on building ownership or they don’t understand how the two concepts relate and are different. Groups are important to us.

Team 69

Why Women Aren’t Making It to the Top of Financial Services Firms

Harvard Business

To find out, Oliver Wyman surveyed 850 financial services professionals from around the world (both men and women), interviewed over 100 senior female executives globally (C-suite and board members), and held focus groups with Millennial women working across a number of financial institutions in the U.S. Even our definition of leadership often follows stereotypical male characteristics.

How Women of Color Get to Senior Management

Harvard Business

Developing a diverse leadership pipeline can benefit companies in all sectors. And yet black women’s advancement into leadership roles has remained stagnant , even as the number of them in professional and managerial roles has increased. To increase diversity at senior executive levels, more must be known about one group in particular: women of color in midlevel leadership, who successfully developed and progressed beyond individual contributor and first-line management.

How Atrius Health Is Making the Shift from Volume to Value

Harvard Business

For years, Atrius Health had been focusing on standardizing processes, removing waste, and improving efficiency using improvement activities employing lean. The first innovation project, Care in Place, focused on patients over 65 years old. It must be acknowledged that assigning full-time clinicians to such roles, those that don’t entail directly delivering care to patients, is a large commitment. prior focus groups, surveys, and Press Ganey data).

Top Ten Pitfalls to Avoid When Going Social in the Business World.

Strategy Driven

You also need to make sure you have the wherewithal to commit to growing and sustaining your Social Nation, and you’ve got to make sure that you have buy-in from within your company. One of the best strategies for going social as quickly and effectively as possible is to designate employees and subject matter experts to act as community success managers focused on fostering community growth and member satisfaction.

You Need a Community, Not a Network

Harvard Business Review

To get serious results from a network, you need commitment and a continuity of relationships among the participants. Members of a community — as opposed to a simple network — expect relationships within the group to continue, and they even hold one another accountable for effort and performance. Eager to change that, Gilbert encouraged her group to reach out to women customers. Second, they couple the inspirational message with a real-world focus on performance.

The Turnaround that Kept Spider-Man on Broadway

Harvard Business Review

They believed in the project, the committed cast and production team, and themselves. They focused on fixing the mistakes and improving the show. Preview audiences were leaving Spider-Man confused, so the co-producers conducted focus groups, asking early questions about specific aspects of the show. Any turnaround effort is a profound test of leadership.

The Health Care Industry Needs to Start Taking Women Seriously

Harvard Business Review

Instead, according to new research from the Center for Talent Innovation (CTI), the fundamental issue is the health care industry’s failure to develop a nuanced understanding of, and commitment to, women as consumers and decision makers. These seem like no-brainers, but in our interviews and focus groups, women continually report these provisions absent in their own relationships with insurance providers.

How to Design a Corporate Wellness Plan That Actually Works

Harvard Business Review

Individuals may not focus on long-term benefits of a given action when a short-term reward (for example smoking a cigarette, consuming a large pizza, or spending hours watching television) is more appealing. Leadership commitment and support. A successful health promotion program starts with a commitment from company leaders, and its continued success depends on ongoing support at all levels of the organization.

ROI 12