Although my blog post The 40 Best Leadership Quotes has had almost 20,000 views, over 1600 social shares, and many comments, no one seems to have noticed that 85% of the quotes are by women.
Since most of the “best leadership quotes” lists include less than 10% women, you might think a list of 85% would be conspicuous.
I discovered this gross imbalance in 2014 while doing an Internet search for a pithy leadership quote. As I scrolled through a list of 100 leadership quotes, I was struck by how few were by women. I did a counted and found only 7 by women.
The next list titled “Top 25 Leadership Quotes” had only one woman. With my curiosity now piqued, I clicked on nine . . . → Read More: Are You Unconsciously Perpetuating an Outdated View of Leadership?
How do you help leaders understand they need to delegate? I often hear this question, and it was the focus of this recent letter:
Hello Jesse: What have you found are the most effective ways to engage business owners in the need to delegate? Are there particular pain points that make them consider learning how to delegate? Or instead does an appeal to the upside such as employee development and engagement get more of a response? I am working with business owners with 5-50 employees. Michael.
Instead of responding privately, I decided to publish my response in my blog, as it might be of interest to others as well.
This is an excellent question. And I’d like to offer a . . . → Read More: How to Show Leaders They Need to Delegate
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. That really shakes things up and gets change going – especially if you replace them with new people who come in with a different attitude about the company and the work.
If that doesn’t appeal to you, the only way to quickly and effectively change the culture is to involve the people you want to change in designing and implementing the change effort.
They will better understand why the change is needed and will be . . . → Read More: 3 Approaches to Culture Change: What Works
Great leadership quotes inspire and guide us. They become part of our mainstream language and instilled in our culture. We accept them as a reflection of the ideal, aspire to live them and use them when teaching others about leadership.
But sometimes a quote takes root that sends us in the wrong direction. Frequently these are from highly respected leaders who are often quoted. Not bothering to think critically, we just assume everything they say is on target.
Or it might be that the quote is pithy, and we like the way it sounds. The problem with a catchy slogan is that the form supersedes content.
These 10 “worst leadership quotes” are included on many “best leadership quotes” lists. Although these particular quotes miss . . . → Read More: The 10 WORST Popular Leadership Quotes
Delegating is often one of the hardest things for a manager to do. You give away your authority to make decisions but are still responsible for the outcome if something goes wrong.
Often managers don’t delegate because they hold one or more of these beliefs. Do any sound familiar?
“If you want the job done right, you have to do it yourself.” “They don’t know how, and it’s not my job to train them.” “They don’t want extra responsibilities.” “They’ve already got too much to do.” “It’s my job to do the thinking. It’s their job to do the work.” “They will get the recognition instead of me.” “If they do too much, I might be seen as dispensable.” “If they do it wrong, it . . . → Read More: How to Delegate Effectively and Minimize the Risk