Goff Strategic Leadership Center’s Post

In our VUCA (volatile, uncertain, complex, and ambiguous) world, finding time for strategic thinking can feel elusive. Despite constantly fighting the pressure of the limited number of hours in the day, exceptional leaders recognize the importance of finding the time to think strategically. They understand the value of stepping back to gain a broader perspective, identify long-term goals, and devise effective plans to achieve them – and they make the time to do it.

Great leaders often have their own unique approach and way of doing things, which is part of what makes them effective. If you hire great leaders, it's often better to give them the autonomy to create their own systems and processes, rather than asking them to follow an existing ones. This approach can lead to several benefits. However, it's also important to note that some boundaries and guidelines may be necessary to ensure alignment with the organization's overall goals and values. A balance between autonomy and alignment is key.

Few leaders excel at both the unit and enterprise levels. More than ever, though, corporations need people capable of running business units, functions, or regions and focusing on broader company goals. It’s up to organizations to develop leaders who can manage the inherent tensions between unit and enterprise priorities.

Influential leaders accept their own value and can be content in each present moment. Align every action you take with your values, being willing to realign when and as necessary. Take one step at a time, remembering you do not ever need to see the whole staircase or know all the steps prior to taking that next one. Be decisive without second-guessing yourself and take responsibility for your choices.

"What can leaders do tomorrow that will make the organization more successful and the experience of leadership more satisfying?” They need assessments, and trainings based on lived experience and the science of understanding people. With 38 years of expertise starting in 1985, our team at Einblau & Associates help organizations rise in the face of change. We know how to tap into the hearts and minds of people so they can feel proud of the work they create together. We’ve curated the best tools in the market and designed practical processes that leaders can apply immediately. We ask the right, and sometimes uncomfortable, questions to quickly diagnose issues and advise on solutions that we know make a positive difference. Managers become leaders. Staff become more engaged. Top talent is easier to identify, recruit and retain. And we’re not slowing down. In addition to our three Canadian offices in Calgary, Vancouver and Edmonton, we’ve implemented online programs and virtual events to continuously provide consulting services and training programs focused on management practices that work. Learn more at Einblau.com Want a complimentary consultation “spot check” on your team’s potential? Reach out to us at office@einblau.com Let’s build value with people. Your People!

One of the most common pitfalls that leaders fall into when joining a new organization is underestimating the existing team's capabilities and assuming they lack the necessary expertise. This misconception can lead to a lack of understanding and appreciation for the organization's culture, workflows, and roles. It is crucial for leaders to take the time to learn and comprehend the inner workings of the organization, including the strengths and weaknesses of the team, before implementing significant changes. Failure to do so can result in resistance and ultimately hinder the leader's success. By taking a thoughtful and informed approach, leaders can build trust and credibility with their team, foster a collaborative environment, and drive effective change that benefits the organization as a whole.

Culturally responsive leadership stands as the cornerstone for establishing and nurturing inclusive environments, where individuals from diverse backgrounds not only feel acknowledged and respected but also empowered to thrive. Today’s leaders are called upon to proactively immerse themselves in the cultural network within which their team members operate, utilizing this insight to cultivate collaboration, spur innovation, and foster genuine mutual respect. True cultural responsiveness transcends mere recognition of differences; it necessitates a commitment to dismantling systemic inequities and championing policies and practices that champion equity and justice for all, irrespective of cultural heritage. In my perspective, culturally responsive leadership embodies a framework deeply attuned to the myriad cultural backgrounds, identities, experiences, strengths, and needs of those it serves, serving as a guiding light towards a more inclusive and equitable future. With this in mind, reflect on an exemplary leader or organization that epitomizes culturally responsive leadership principles.  Explore their distinct actions or initiatives that demonstrate this ethos.  Consider how they cultivate, articulate, and disseminate their vision, as well as how they galvanize their organization into action.  Respond to this post with an example of a leader who embodies the principles described above.

Being a great leader comes down to making two commitments: 1) An unwavering commitment to results. 2) An unwavering commitment to people. Too many leaders obsess over one side of the equation. They either crack the whip and burn people out or avoid difficult conversations to be the office buddy. Genuine leadership masters the AND. They raise the performance bar AND simultaneously go to bat for their people's wellbeing every single day. Demand excellence AND be a human first.

The pursuit of clarity and knowing the next steps sometimes keeps us immobile. Granted, not knowing what to do or what steps to take stops you in your tracks. We sometimes think clarity comes in a big flash with perfectly curated fonts and colours. Clarity can start with knowing what you do NOT want. Yes! What don’t you want? Start with that. My name is Adeyanju (pronounced Ah-dey-yawn-ju). I help female leaders in mid-senior level management let go of self-doubt, a burden that often weighs us down, to navigate leadership transitions with confidence and joy. If you want to make changes in your professional life, send a DM—link in the comments.