Today’s leaders need to understand people like never before. Leadership Intelligence refers to the ability to grow, learn and master new ways to lead people. There are three tenets to consider when boosting it: self-awareness, executive brain function, and response agility.
A difficult conversation offers helpful guidance for team leaders faced with conflicting version of the truth, including the need to differentiate between intent and perspective, the importance of recognizing how inherent biases often blur understanding, and the value of fostering empathy through face-to-face communication.
Agile teams are self-organizing, and sometimes self-managing, but they still need leadership. Agile leaders create space for failure (and learning) while ensuring that individual performance is aligned with organizational goals. Four "lenses" — areas of focus — are helpful: mechanism, culture, process and motivation.
Leaders and executives in agile organizations must embrace the idea that the future is not only unpredictable but unknowable. They must focus on creating an environment where self-managing teams can thrive. And they must get comfortable with being wrong a few times in order to find the correct path.
In business environments that demand rapid response and adapting, leaders need decision-makers throughout the organization. But trading control for agility requires even more leadership skills. Here are ideas and actions to diversify and accelerate the decision-making process, which will improve short- and long-term performance.
Guess what…this project manager went to a project management conference and it wasn't boring! In fact, it was very memorable. This two-part article recalls some thoughts from attending the recent PMI Global Congress 2016—North America in San Diego.
Thousands of project managers gathered in San Diego in September to share best practices, network and improve their skills. In a few short days, there was much to learn. In this article, some attendees share some of the benefits they gained through meeting others and sharpening their skills.
Do your change initiatives create high levels of uncertainty, frustration and wasted effort? Is the human side of change valued through coaching, communication and recognition? This review template can help executives, project/program managers and implementation teams evaluate the effectiveness of change leadership in their organization.
A disciplined team is going to get the job done and produce satisfactory results most of the time, but a motivated team offers the possibility of delivering outstanding outcomes that go above and beyond expectations. Here are some strategies and tactics for motivating your team members.
The only thing you can reliably change or control in any company or team is yourself. So start there and be a truth-teller, says Mindy Mackenzie, author, McKinsey senior adviser and former WalMart executive. It’s the first step in building a credible partnership with your boss and collaborative, reciprocal relationships with your peers.