Have you had it with the “yeah, but” excuse? Me, too! In decision making, negotiating, or adapting to change, “yeah, but” needs to be removed from the vocabulary. In order to be an effective leader and respected authority, decisive statements and clear communication is a key element to earn loyalty and credibility and getting results. This is a lesson that not only needs to be embraced by principals of an organization but, as mentors, it is also our responsibility to assist our team members to learn.
Tag Archives: Organizational Change
Balance in the Boardroom
The topic is one that I have already covered in another post but, a recent special section titled “What’s Holding Women Back” and a follow-up article, “How Women Can Get Ahead: Advice from Female CEOs” in the Wall Street Journal (articles attached) have sparked such incredible dialogue I wanted to be sure that everyone has had a chance to read them, contemplate the many issues debated and even join in the discussion and offer your own tips and travails. The topic is always hot – the limited number of women who have reached the top spots in corporate America – but what really struck me is the optimism, confidence and encouraging outlook shared by many who participated in the conversation, both in the articles and other social medium.
Revolutionary Thought + Diverse Talent = Innovation
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?
Define Purpose For Successful “Strategic Leadership” – Form Follows Function
“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.
Do Great Leaders Need The Applause?
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.