It is easy to blame others for inconveniences, injustices and events that make our life difficult. Responsibility, accountability, and ownership are the foundations of our personal influence and power. When we step up, accept, and own the challenge at hand, we strengthen our self-confidence, resilience, and ability to improve things around us.
Organizations use sophisticated tools such as 360-degree feedback processes and multi-rater feedback inventories, yet none of these work as well as someone speaking to those people in the leader’s immediate environment and playing that feedback back to the leader, in some cases, anonymously, yet concretely.
Executive team resistance prevents senior leadership teams from changing, improving and setting the example for the rest of the organization. Learn how to spot the six signs of executive team resistance.
What did your company do with these unexpected travel surpluses? If you were the CEO of your company, what would you do with the travel budgets that were not used last year?
What is happening in your business? Are your great ideas living in isolation? Talking about knowledge sharing means little if you practice knowledge hiding.
Have you ever ask the executive team for more resources or a bigger investment and came away empty handed? All too often the presenters, with legitimate needs, were talking about small rocks.
Leadership teams can benefit from executive team guardrails, designed to help teams stay safe, become effective and focus on what only they can do.
Have the constraints of restricted business travel, fewer or no face-to-face customer meetings, and home office isolation prevented you and your organization from achieving your goals?
How well does your leadership team encourage others to share their struggle publicly, so you and others can provide the appropriate support for innovative solutions?
We must not sit on the back of old habits and patterns. How are you ensuring that you are riding after the right things this year?