Strategy Driven

JANUARY 13, 2020

Specialized skills are expensive to develop in-house and you might only need them occasionally. This means they develop a network of connections. Vested interests and personal power plays may at best limit thinking. At worst it can sabotage the corporate strategy. Change of Perspective. Independent Party.

Consultative 70

Consultative Company Decisionmaking Long-term 70

The Empowered Buisness

JUNE 17, 2015

2. Fear of (owning your) power. All leaders are powerful yet few know how powerful they really are. True personal power (or lack of it) determines whether you show up on the cause or effects side of your outcomes equation. 4. Fear of sharing your power. One of those paradoxes is about power.

Leadership 100

Leadership Construction Power Long-term 100

The Empowered Buisness

APRIL 14, 2015

The BIG question is … How can YOU develop your own leadership presence? It’s mindset, attitude, personal power and congruent physiology/tonality all wrapped up in one. Owning your space is absolutely crucial to become a powerful, influential leader. These strategies only take a small investment of time and daily practice.

Leadership 100

Leadership Energy Audience Influence 100

Strategy Driven

OCTOBER 26, 2015

Attitude controls, rules, affects, and directs your career, your family life, your personal life, and you. Attitude has power. Personal power. You determine the way you think about, develop, and deliver your attitude. It affects or can impact your relationships, your business success, and your health.

How To 50

How To Customer Loyalty Seminar Definition 50

The Empowered Buisness

JULY 14, 2015

Yet companies continue to invest in skills development only to be disappointed by little or no difference in performance. High performing leaders score in the healthy range of Power – neither overly strong nor weak. Too weak and the leader shrinks from being in charge and their own personal power. People and Group.

Motivation 100

Motivation Leadership McClelland Long-term 100

Harvard Business Review

APRIL 24, 2017

Organizational politics refers to a variety of activities associated with the use of influence tactics to improve personal or organizational interests. Studies show that individuals with political skills tend to do better in gaining more personal power as well as managing stress and job demands, than their politically naive counterparts.

Politics 14

Politics Bureaucracy Long-term Short-term 14

Harvard Business Review

JULY 7, 2016

To become more systematic about culture design, we use a tool that our company, Strategyzer, and Yves Pigneur co-developed with Gray. Participate in in-fighting and blaming, look out for oneself, have a personal agenda, sabotage projects. Care about personal power and prestige, only focus on quarterly numbers.

Company 12

Company Tools Incentives Participative 12

You're Not the Boss of Me

APRIL 11, 2010

I think the difference is that a bossy woman operates from a place of love and a bully from a place of personal power. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. Your comments have me thinking about the difference between a bossy woman and a bully. It sounds about right to me.

Leadership Styles 48

Leadership Styles Blog Bottom-up Definition 48

Harvard Business Review

OCTOBER 20, 2015

You’re likely still relying that strategy now. That’s because it is easy to slip into allowing our natural need for power to escalate as we are granted legitimate authority — especially if our “star status” has given us special privileges. This is what McClelland called “personalized power.”

McClelland 8

McClelland Management Emotional Intelligence Self-aware 8

Harvard Business Review

DECEMBER 7, 2016

From previous research , we already know that these “male champions” genuinely believe in fairness, gender equity, and the development of talent in their organizations, and that they are easily identified by female leaders for the critical role they play advancing women’s careers. And what do they have in common?

Mentor 8

Mentor Diversity Self-aware Talent Management 8