Guest Post by Ted Coiné, Co-author A World Gone Social
What used to seem very good leadership practices in the Industrial Age was good, or at least efficient. But the Industrial Age is over. And it’s not coming back. It’s the Social Age now, and it will be for quite some time to come.
New age, New rules.
We humans are social down to our very core – it’s not just what we do, it’s what we are. Connecting with each other, sharing ideas, news, tips – and sometimes warnings – that’s all we’ve ever done. First our connecting was limited to the physical proximity of our tribe or village. Then letters tied us one by one over distances, then phone lines did; . . . → Read More: The New Rules of the Social Age
Guest Post by Dick Axelrod
Are meetings in your organization places where productivity goes to die? If you answered yes, you are not alone. There are 11 million meetings a day in the U.S. alone. 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.
An efficiency mindset prevails. How to get through the agenda as quickly and efficiently as possible becomes the driving force behind many meetings. This strategy may work to minimize the pain you associate with meetings, but it does not lead to a positive work experience.
In order to transform meetings into productive work experiences, look to two unlikely sources: the factory floor and . . . → Read More: Make Your Next Meeting as Engaging as a Video Game
Guest Post by Dan Rockwell @LeadershipFreak (Jedi Master of leadership lessons in less than 300 words)
I thought vision casting was about me. Jesse Lyn Stoner taught me that vision is about us.
I used to craft the vision and spring it on my team. I’d declare, “Here’s where we’re going.”
It’s the only model I ever saw.
Casting vision as a solo act reflects top-down, disconnected leadership. In the end, it isn’t leadership at all. It’s declaration.
Vision that’s about us takes
The declarative approach is easier at first, but ineffective in the long run.
I haven’t fully learned the lesson. I still . . . → Read More: What I Learned about Vision Casting
“Bad news isn’t wine. It doesn’t improve with age.” –Colin Powell
One of hardest tasks in management is how to give your boss bad news. After all, you want to show you’ve got everything under control, are making the right decisions, and are executing flawlessly.
As a leader, you want to shine the best light on your team—it’s hard when that light reveals a big mistake.
If you’ve got bad news, I’ve got some good news. Handling bad news well can increase your leadership credibility. Helping your team recover from bad news will help to them learn and grow.
Bad News the D.A.R.N. Way
Bad news is never easy. Here are 4 steps to share your news and accelerate the recovery.
Explain the . . . → Read More: How to Give Your Boss Bad News and Keep Your Credibility
Guest Post by Rebel Brown
Whether you’re a small business owner or an executive of a large corporation, you are leading humans and their minds. The two are inseparable. Did you know that the words man and mind come from the same Sanskrit root?
The sum of our individual selves is housed within our mindware, the programs we’ve created throughout our life’s learning and experiences. No two humans have the same mindware. Hence no two humans have the same perceptions, thought processes, communication styles, motivational responses or behaviors.
Understanding individual human mindware is the key to next generation leadership.
Whether we’re making a decision about our strategy, designing a new product promotion, selling to a new prospect or solving a problem for a . . . → Read More: Neuroscience, Mindware and Influential Leadership
Guest Post by Beverly Kaye and Sharon Jordan-Evans Celebrating the release of the 5th edition of the bestseller Love ‘Em or Lose ‘Em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans, which provides twenty-six strategies to keep talented employees happy and productive. In addition to updating and revising all information for the fifth edition, the authors have included more international stories and statistics.
Beverly Kaye is the Founder of Career Systems International. Sharon Jordan-Evans is the President of the Jordan Evans Group. Their guest post illuminates one of the 26 strategies described in their book. All great performers are interested in learning, and the opportunity to learn can be a greater incentive than a promotion or pay raise. Learning opportunities through . . . → Read More: Help Employees Turn the Job They Have Into a Job They Love
Guest Post by Peggy Holman
Like a great wave, cultural stories carry us along, creating a coherent view of our world. For example, the phrase the “American Dream” evokes a story that has inspired generations to believe that no matter who they are, by working hard, they have the opportunity to succeed.
When such a narrative peaks and starts to decline, no longer living up to its promise, a new wave of possibilities begins to churn. Small, even invisible at first, some stories catch on and a new narrative wave forms as the old one dissipates.
As a new story grows strong enough to compete with the old story, some of us feel confused, betrayed, depressed, or lost. Others . . . → Read More: Change Your Story, Change Your Organization
Guest post by Bob Miglani
Walk into a business planning meeting, visit a customer, look at a forecast and all we see is uncertainty on the horizon these days. Coupled with unpredictability, the sheer complexity of global business and the speed of it all, and it feels like we’re living in chaos.
Trying to figure out which way to go, it’s easy to get lost in overanalyzing everything and end up feeling stuck, overwhelmed and unable to move forward.
Yet, despite the chaos, some leaders forge ahead successfully. What are they doing differently? What’s the secret sauce?
Apply these three leadership principles for times of chaos to lead effectively in the “new normal.”
1. Focus on ideas not on resources.
It’s easy to . . . → Read More: Three Leadership Principles for Times of Chaos
Guest Post by Bruce Rosenstein
Most people are familiar with succession planning for an organization. Who is going to follow you as a leader once it is time for you to be replaced, and what must be done to prepare that person?
Succession planning is undeniably important. But if you grow and develop throughout your personal and professional life, and continually transform and improve yourself, there is the possibility that the person who replaces you can be yourself.
In other words, you can become your own successor.
I started developing the idea for this construct in 2011, when the Brazilian business magazine Administradores asked me who could be considered as successors to Peter Drucker, who died in 2005 at 95, as the leading . . . → Read More: How To Become Your Own Successor