Cook County Government’s Post

💡Employee spotlight: Vice President Jan Perkins discusses one of our newest service areas – Executive Coaching.   Public-sector organizations depend on strong leadership, and Raftelis’ executive coaches are helping local government and utility leaders achieve their professional goals.   Learn more about this and our other executive services at: https://lnkd.in/gYds4YD5

86% of associations either lack a business development strategy or have one that underperforms. While that statistic may seem alarming, it doesn’t have to be overwhelming. Sean Soth, EVP of strategy and global partnerships for SCRS and founder and chair of the leadership advisory board for PAR, offers his insights on how your association can establish a robust strategy that positions it as the innovative, go-to voice in your industry. https://ow.ly/bRcH30sHAke

What’s the best way to identify and nurture a home-grown talent pool, so that colleagues remain galvanised and prepared for the long-term goal of senior leadership? In this article from our team member David Wright, we explore why using a senior leadership ‘primer’ is the best course of action, allowing colleagues to learn more about life in the C-suite and to gauge their own suitability. Learn more >>> https://bit.ly/4fPkqaf

86% of associations either lack a business development strategy or have one that underperforms. While that statistic may seem alarming, it doesn’t have to be overwhelming. Sean Soth, EVP of strategy and global partnerships for SCRS and founder and chair of the leadership advisory board for PAR, offers his insights on how your association can establish a robust strategy that positions it as the innovative, go-to voice in your industry. https://ow.ly/Yuva30sHt7I

IHI Leadership Alliance members realize the value of the Alliance in their first year of membership. Each like-minded member, united by a common mission. Learn more about the IHI Leadership Alliance by downloading the prospectus today: https://lnkd.in/dgxn9J5D

86% of associations either lack a business development strategy or have one that underperforms. While that statistic may seem alarming, it doesn’t have to be overwhelming. Sean Soth, EVP of strategy and global partnerships for SCRS and founder and chair of the leadership advisory board for PAR, offers his insights on how your association can establish a robust strategy that positions it as the innovative, go-to voice in your industry. https://ow.ly/M8eo30sHsXg

Here's to many more impactful moments ahead! 💫 #EducationEquity #LeadershipInstitute #LeadershipDevelopment #Education

Dr. Brenda L Carter provides valuable insights as she "bridges the gap between intent and action" in her discussion on Organizational Justice. Does your organization place Organizational Justice at its core? Organizational justice is a critical aspect that shapes the perception of fairness within organizations. The concept of organizational justice, encompassing procedural, distributive, and interactional justice, is crucial in shaping this perception. Procedural justice ensures transparent and consistent processes; distributive justice focuses on the fair allocation of rewards and resources, while interactional justice focuses on the quality of interpersonal interactions and respect. A holistic approach to these elements is key to creating an environment where all members of the organization practice, perceive and value fairness. From a Human Resource Management perspective, understanding and implementing these facets of organizational justice is essential for minimizing any perception of unfairness. Additionally, fostering a culture where communication across all levels of staff, irrespective of position or title - is respectful and dignified is critical for upholding interactional justice. These actions extend beyond mere policy enforcement; they involve embedding a culture of fairness into every facet of the organization's operations. Integrating principles of Organizational Justice into daily operations and strategic planning is key. This ensures that every policy, procedure, and interaction within an organization reflects a strong commitment to fairness and equity. For deeper insights, I suggest tuning in to Dr. Brenda L Carter's discussions as she offers the benefit of her extensive expertise. #InclusiveLeadership #OrganizationalJustice #Inclusion #DEIBJ

Interesting report: The world is now more ‘complex and unpredictable’ and not the ‘complicated and predictable’ world that many leaders and organisations developed within and for. It is natural, therefore, for leaders to want to focus on things they can control. It is also natural for this to play out at all levels of an organisation, and an unidented consequence is that individuals focus on personal objectives that are not aligned. Naturally, leaders want their associates and employees to work as a team. In this study, one CEO said their most important job was to “create a culture where leadership and teams at all levels are truly committed to the collective ‘us’ and not the individual ‘me’ to be able to make quick decisions.” Within organisations, it is easy for subsystems to exist. It is analogous with a footballer being happier losing a game 4-3 when he/she scores three goals versus not scoring but winning 1-0. Human nature wants us to take control of our own success. It takes greater courage as a team to work together, listen to insights from all levels of the organisation (as often ohers are closer to the grounded reality), stack the cards in your favour for success, make the right plays, hold hands and adapt as you go. We are seeing that in the Euros right now. It is tough to be a leader in the 21st century if you adopt 20th century tactics.

🌟 Unveil the secrets of senior living marketing from Phoenix's shadows! 🌟 Learn key takeaways from Christy Van Der Westhuizen 😊 , James Kelly, and Larry Williams from the Senior Living Executive Leadership Conference by reading our most recent blog: << https://bit.ly/4bpzGba >>