Better Leadership Now!

Break Down Silos. Many organizations are implementing digital initiatives. Research shows that thinking only about one’s own part of the organization is a major cause of digital project failure. Consider inviting colleagues from unrelated areas to your meetings. Use the first 5 minutes to learn about their  major initiatives and challenges. Then offer your help should it ever be needed. You will be improving your organization’s chances of digital success.  #betterleadershipnow

Who You Are. Crisis can create trauma in one’s professional or private life. Behavioral science research reveals that taking 30 minutes to write down one’s core values and why those values are important, significantly strengthens one’s ability to cope with uncertainty and change. Consider trying this for yourself. Then be sensitive to signs of colleagues who may be struggling, and suggest they do the same. It is an easy and completely confidential process that produces positive results. #betterleadershipnow

Only You. Recent research on CEO effectiveness showed that one important element is: Do what only you can do. This is both a mindset and a discipline. Focusing in this way ensures that one’s energies are going to areas where they will have the greatest impact. Consider adapting this useful focus in your own job. Delegate what others can do. Concentrate on strategic issues that you are best positioned to improve. You will be increasing leadership effectiveness and empowering those around you. #betterleadershipnow

Diversity Plus. Many organizations are faced with identifying changing customer needs. Research shows that diverse interdisciplinary teams are better at identifying customer trends and improving the necessary analytics. Consider helping your organization become even more effective adding gender, ethnic, cultural, and geographical diversity to teams. You will be helping your organization discover valuable insights that lead to improved performance. #betterleadershipnow

Better Faster Decisions. Organizations urgently need growth to optimize new opportunities emerging from advancements in technology. Research shows that diverse, multidisciplinary teams are linked to higher performance. Such teams deliver better decisions faster. Consider serving as a catalyst for cross-functional and multi-level communication flows throughout your organization. Provide opportunities to facilitate and encourage communications in all directions. You will be supporting a key enabler for growth.  #betterleadershipnow

Expect More Change. Research reveals that in times of crisis the most successful organizations make the largest changes. This can mean completely new activities or drastic changes to current operations. Consider helping your team prepare for even greater change. The normal tendency in stressful times is to reassure that the biggest changes are behind us. But the opposite and more realistic message will help set up staff members for success. #betterleadershipnow

Budget for Learning. Many organizations are pursuing growth by creating new businesses, very much like start-ups. Research shows that one cause of a start-up’s failure to grow into profitability is not including the cost of setbacks in the budget. Consider ensuring to reserve 10% - 20% of the start-up budget for the cost of setbacks. Link the setbacks to an immediate After Action Review process. You will create powerful learning that improves the chances of start-up success. #betterleadershipnow

Rapid Test and Learn. New technologies are providing organizations with many tools that can improve the customer experience. Research shows that enabling staff to use rapid test and learn processes is essential to an organization’s transformation towards better customer experiences. Consider developing the culture and policies necessary for rapid test and learn projects to become a frequent source of improvements. You will be maximizing the impact of technological developments on the customer experience. #betterleadershipnow

85 85. A recent survey of large organizations showed that 85% of senior executives felt their personal purpose in life was reinforced in their work. 85% of frontline workers felt their life’s purpose WAS NOT reinforced in their work. This means that most of the people responsible for your day-to-day customer experience are coming to work because they must, not because they want to. Consider getting your organization’s creative talents focused on revamping frontline roles to achieve organization objectives and align with individual purpose. You will be breaking new ground while creating huge competitive advantage. #betterleadershipnow

Too Many Participants? A current decision-making trend is to involve a wide range of people. This produces the best ideas and builds commitment for implementation. Research has revealed cases of decision-making that included participants who did not add value to the process. Consider reviewing your decision-making process to ensure that all participants add value either to the decision or to the quality of implementation. You will be improving your organization’s decisions and freeing people from needless meetings. #betterleadershipnow