Revolutionary Thought + Diverse Talent = Innovation

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So, you want to be a CEO of the brightest and most respected company?  You may have an awesome concept or a one-of-a-kind product that everyone needs and wants, but do you have the team with you to really make an impact in the marketplace?  Are you capable of revolutionary leadership?

One of my favorite moments as a corporate executive was when I had the great opportunity to challenge the thought coming from within the organization – or better yet, toss a completely new out-of-the-box concept into the middle of my spirited group when they were least expecting it and let them challenge and contest the very core of it.  If my team wasn’t prepared for debate how could we know that the idea was going to hold up when we rolled it out publicly?  How can you know that the idea, product or service is the best it could possibly be if you didn’t have diversity of thought and deliberation and open review by those that should be your most passionate fans…and ultimately your sale force?

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Define Purpose For Successful “Strategic Leadership” – Form Follows Function

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“Form Follows Function” is a term coined in the worlds of art and architecture however it provides a great route for leaders to direct necessary, positive and continual successful change in organizations.  The phrase essentially suggests that your primary function – your purpose, ideals, strategic goals, systems – defines your organization.  Your form is what your clients see or perceive such as customer experience, client compassion, a vibrant business culture for your employees, the product your produce or even your building.  Your ability and success in adjusting and adapting to the ever-changing marketplace has to be rooted in your purpose.

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Do Great Leaders Need The Applause?

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Well, the answer is yes…and no.  Who doesn’t need to know that they are appreciated on occasion?  However, when it comes to leadership, there is a clear difference in styles – and success – between those that need to “hear” the applause and those that “feel” the sense of accomplishment in order to be fulfilled.  That’s not to say that an “atta girl” every now and then doesn’t help, just that leading by way of waiting for recognition at every turn is doing you, your co-workers and employees, and company a terrible disservice.

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Peak Performance with Gender-Diverse Leadership

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Anyone who has spent even the briefest time working with me knows how I feel about this topic. When I was appointed to take over leadership of The Colony Beach & Tennis Resort on Longboat Key, of the 300 or so employees and dozens of department heads and supervisors, women managers could easily have been counted on one hand. While at first it didn’t register as an issue needing attention, a swift but unforced transition took place.

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