Month: September 2014
Execution is the litmus test for articulation. It is a gift to be able to string words together but the greater gift is to pull people together and lead them to achieve excellent results. Leaders are do-ers not just talkers.
Enna B
In order to make a significant impact it is necessary for leaders to endure discomfort. Keep your eyes on the prize and resist the urge to become easily discouraged. Your team feeds off of your energy.
Enna B
I absolutely love this picture that has been floating around the internet all week.
If you don’t know the background of this photo, a retiring U.S. Secret Service agent and his wife came to the White House to meet President Obama. Apparently their son was either bored or unamused because instead of marveling in the presence of the Commander-in-Chief, he face-plants onto the Oval Office’s couch.
Every single person in leadership, or wanting to be in leadership, should plaster this image in his or her head because it sums up what you have to do every time you prepare your next message or meeting—convince the audience why they should care.
What’s in it for them? Why should they have interest? Why should they “get off the couch” and join your conversation?
Imagine that every one who needs to receive your message is this little boy—buried into the couch, not…
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Great leadership doesn’t happen overnight.
It’s a process. But, companies are increasing their budgets on leadership training programs. Leadership contributor on Forbes, Mike Myatt, wrote in an article, “U.S. businesses spend more than $170 Billion dollars on leadership-based curriculum.” While he identifies “The #1 Reason Leadership Development Fails,” here are 3 phases to leadership development.
Find Your Talent
Sometimes easier said than done. Finding the right fit talent for leadership is essential to the success of the team and each individual. The individual doesn’t need to be friends with everyone. They don’t even need to be liked by everyone. Leadership isn’t about making everyone like you. However, people should still want to follow the talent’s vision. Along with this, your talent should be closely scrutinized for values alignment. It will be a long, hard, road to development if the leadership coach and future leader don’t see eye-to-eye on…
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The word “team” is a perfectly good word but one in great danger of crossing the line that divides meaningful language from jargon. We’ve probably all heard it.
“You have to be a team player“, they say.
“I am a team player,” they write on their resumes,
And, even CEO’s talk to the masses of the importance of being on the “team”
You get the idea.
The point is that we throw around this word “team” in a very cavalier fashion, maybe because it has that warm glow of inclusion about it. Who knows?
So, what do we have to do to ensure that we are creating real teams?
Well, I have a few thoughts about that and here they are.
We are likely creating a real team when we ensure that:
Everyone on the team clearly understands its purpose
This seems a bit obvious but…
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Movers, Shakers, Leadership Makers 
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