Padilla’s Post

🌱 The Fruits of Patient Leadership 🌱 We don't talk about this at all. Let’s think of a plant. In order for it to grow, you take care of it properly. You give the needed space to grow, light, water, the right temperature, air, etc. ⏲️ But most importantly, you give it time. Now, how does this relate to a CEO? As the CEO, you should patiently cultivate an environment where each team member can blossom, grow and reach their full potential. Here are some ways you can achieve patient leading: 1️⃣ Set realistic goals and expectations 2️⃣ Practice active listening and showing empathy 3️⃣ Encourage collaboration and teamwork 4️⃣ Be patient with mistakes and provide constructive feedback 5️⃣ Provide regular feedback and recognition 6️⃣ Invest in relationship-building based on trust and open communication 7️⃣ Commit to consistent effort in patient leadership I've learned that executive leaders have a hard time practicing #2 and #4. When you prioritize team growth, you are creating an empowered and motivated ecosystem of collaboration and open communication for them. Together, you unlock the collective potential of your team, patiently. Do you agree with me on this? It's okay if you don't. I would be curious to know why. 💭 Transform your executive leadership based on decades of research – Ricardo J. Vargas #leadership #executiveteams #csuite

As leaders, we often face the challenge of making decisions that will shape the future of our teams and organisations. The true test of leadership isn't just about finding the "right" answer - it's about making decisions that resonate with our values and align with our long-term goals. Effective leadership means recognising that each decision reflects our principles and has a ripple effect across the organisation. It's about balancing short-term wins with long-term strategy and knowing when to take calculated risks. Perhaps most importantly, it’s about empowering our teams by involving them in the decision-making process. When we engage our people, we gain valuable insights and a culture of ownership and shared success. The world of today is data-driven and the best decisions are those informed by accurate, real-time information. Data isn’t just a tool; it’s a strategic asset. By leveraging data, we can anticipate trends, measure impact, and make more informed choices that propel us forward. But beyond the numbers, it’s about how we interpret and act on that data, combining it with our experience and intuition to lead confidently. Great decisions aren’t made in isolation. They come from collaboration, informed by data, and guided by a deep commitment to our mission and people. Let's make those choices count. #Leadership #DataDrivenDecisions

How long does it take to make decisions at your company? - 1 month? - 1 week? - 1 day? 🚀 How about less than 1 hour? 🚀 That's exactly what happened at 7shifts: Team Management for Restaurants This week I feel grateful to have played a part in their leadership summit. We ran a workshop on how to speed up slow decision making and gave them a challenge: - put all of your managers on one call - make a meaningful decision in under one hour - that everyone supports (without voting) Research suggests that over half of the time most companies spend on decision making is wasted. But 7shifts showed blazing speed during our session. Here's the tactic that gave them the biggest speed boost (you can use it on your team too): DECIDE WHO DECIDES - before launching into any debate, pick a clear decision maker - sounds simple, but it's sneakily hard - once you know who decides, decision velocity skyrockets They didn't even need the whole hour. In about half an hour they made a decision I've seen other companies take over half a month to make. That's an impressive feat! What's your best decision making tip? 👇 --- p.s. Thanks to Anna Marriott, Sara Sadler, Ciara McVicar-Scorgie, CHRL, Brent Beatty and Jordan Boesch for the invite and all the hard work facilitating. p.p.s. speaking of feet, thanks for the socks!

Leading Beyond Metrics in Healthcare: Cultivating Trust and Performance   In a recent discussion with a VP at a healthcare organization, we delved into a common challenge many leaders face: Transitioning from manager to true leader in the eyes of their teams. She emphasized the need to build trust, foster a supportive culture, and move beyond mere task oversight, especially as her team grappled with budgetary challenges. But here’s the key insight: creating a new narrative can transform leadership dynamics. It starts with defining the script you want others to believe about you and your team. As leaders, envision how you want to be perceived. For instance, "I support and empower my team to excel," or "Our Clinical Care team embodies compassion and puts patients first." The real magic lies in consistently creating experiences that align with this new script. This isn’t just a one-time effort but a daily commitment to reinforce positive behaviors and attitudes. What's your experience? Do you see negative scripts holding back teams from achieving their full potential? #EmployeeEngagement #People #WorkCulture #HealthcareLeaders #LeadershipDevelopment

LEADERSHIP IN CONVERSATION - A SUPERPOWER Top-down leadership feels medieval. We live in an ever-changing digital, post-modern, complex, and interconnected world. The rate of change is accelerating even more with AI and other exponential technologies. In such an environment, even the most seasoned executives lack the knowledge and experience to make sound decisions by themselves. And the management consulting companies are not too far ahead. I believe that the way to move forward for everyone in organizations -big and small- is for the top leaders to accept that this is not a binary environment anymore. “Yes” or “No” are no longer valid answers. Saying “Do this” or “Do that” is no longer welcome by the best employees. Organizations must promote leadership and collaboration at all levels, in which everyone adopts a curiosity mindset. They need to create a safe space to hear everybody’s voice and consider everyone’s perspectives; the more diverse, the better. I’m not saying that leaders have to seek consensus. They have to foster connection, partnership, and relationships. Every employee counts. Everyone in the organization is relevant and valuable. Leadership happens in conversation. What comes up for you as you read this? #leadership

🌾  A new mental model for your leadership movement and a . . . . . . modern one at that. >  One that addresses real need . . . Only 7 percent of leaders, teams + businesses believe they have the leadership skill and culture to meet demands of their competitive landscapes. Only 10 percent of leaders. teams + businesses believe there is a connection between leadership skill and culture development received and business outcomes achieved. >  One that powers real solutions . . . Better solutions via leadership development routing growth of the leader + growth of the business. Scaled solutions via leadership development transporting team leaders, service leaders, expert leaders, sales leaders + senior leaders. Sequenced solutions via leadership development linking the LX to the EX, CX + BX sets of experiences. >  One that shifts culture . . . Expansive. Inclusive. Transformative. It is really something! Sending much gratitude and respect to Jeannie Coyle for joining me in the Rejuvi 45 ‘Skootch Over’ conversation. #goupstream with a Modern Leadership platform that . . . >  Starts with modern, dimensional leadership modelling >  Ends with rate of change connected to business outcomes >  Includes analytics and solutions to get from here to there #flow with Rejuvi. 🌾 #leadership #innovation #analytics #strategy The Rejuvi Venture, Inc. + The Rejuvi Venture, Inc. | Certification

SNEAK PEAK(!) NEW #LEADERSHIP WEBSITE: Aligning Purpose with Service HUMBLED SERVANT: Next Summit has served clients since 2003, but I am no marketer (can you tell?!!). As a Consultant and Executive Coach, the process has to reflect the way I coach others. So…this is not about tactically “carving out a niche,” as much as it is a deeper discernment about finding where your gifts play and your passion is nurtured in service to others. THAT’s how I get to this point, announcing a website of all things—bear with me! REFLECTIVE INSIGHT: Folklore tells us that world-changing ideas can come from an apple dropping from the tree onto one’s noggin’…or, that you have to be kicked off the Freshman basketball team to build the internal fire that will someday make you the pro basketball G.O.A.T! How my own journey, being tested in the fires of organization transformation and change, should shape the messaging of the gifts and passion we share with our Next Summit clients…and seek to share with you. INTENTIONAL LEADERSHIP: I seek to foster a self-selected, self-managing community of growth leaders to see through the volumes of trends and studies, as well as beyond the postings here of leadership slogans and promoted “best practices”…To see beyond these things and find something which speaks to them individually, sparks a renewal of energy for driving change, and activates pathways to being the best leader they can be. Grab and go, take it or leave it, but when you take something, take it because it speaks to your own purpose in serving others, adopting a new mindset, or helping make new practices stick. Of course, sharing it with a peer or leader-friend who is struggling or seeking to grow would also be a great way to serve. Watch for FULL DETAILS here tomorrow (confession: I love Fridays)! In the meantime, you can look for the new form of my weekly posting of (FREE) Practical Leadership Guidance here, https://lnkd.in/gaYKA5RR  no subscription required! Stay Well, Be Great! TODD

🌾 The single, greatest factor influencing the culture of any . . . . . . organization is the strength of its leadership. If it is not authentic, people can smell it. Obvious problems must be addressed. Non-obvious solutions must be powered-up. >  The obvious? Leadership movements must address the what, who + how problems that have plagued leadership development effort for decades. And decades. >  The non-obvious? Re-framed, re-tooled + re-routed leadership development must power leadership movements with . . . . . . something better – development routing growth of the leader + growth of the business at the same time. . . . something scaled – development transporting team leaders, service leaders, expert leaders, sales leaders + senior leaders. . . . something sequenced – development linking the LX to the EX, CX + BX sets of experiences. Better. Scaled. Sequenced. And living in the collective heads, hearts + hands of the organization’s people and its work. Sending much gratitude and respect to Regina Hepp, Harold Wiens and Dr. Vidyotham Reddi Ph.D. for their Rejuvi 45 ‘The Catalyst’ conversation. #goupstream with a Modern Leadership platform that . . . > Starts with modern, dimensional leadership modelling > Ends with rate of change connected to business outcomes > Includes analytics and solutions to get from here to there #flow with Rejuvi. 🌾 #leadership #innovation #analytics #strategy The Rejuvi Venture, Inc. + The Rejuvi Venture, Inc. | Certification

🌾 We don't need another culture mandate. We need leadership movements. And modern ones at that. >  Ones that address real need . . . Only 7 percent of leaders, teams + businesses believe they have the leadership skill and culture to meet demands of their competitive landscapes. Only 10 percent of leaders, teams + businesses believe there is a connection between leadership skill and culture development received and business outcomes achieved. >  Ones that power real solutions . . . Better solutions via leadership development routing growth of the leader + growth of the business. Scaled solutions via leadership development transporting team leaders, service leaders, expert leaders, sales leaders + senior leaders. Sequenced solutions via leadership development linking the LX to the EX, CX + BX sets of experiences. >  Ones that shift cultures . . . Expansive. Inclusive. Transformative. Sending much gratitude and respect to Bryan Walker and Sarah A. Soule for penning the piece, ‘Changing Company Culture Requires a Movement, Not a Mandate.’ It inspires. #goupstream with a Modern Leadership platform that . . . >  Starts with modern, dimensional leadership modelling >  Ends with rate of change connected to business outcomes >  Includes analytics and solutions to get from here to there #flow with Rejuvi. 🌾 #leadership #innovation #analytics #strategy The Rejuvi Venture, Inc. + The Rejuvi Venture, Inc. | Certification

We don’t know what we don’t know I shared a poll recently asking healthcare leaders about their leadership style. The options to choose from included: ➡️ Transactional ➡️ Shifting ➡️ Close to transformational ➡️ Transformational 👉🏻 TRANSACTIONAL leaders motivate others by focusing on roles and tasks. 👉🏻. TRANSFORMATIONAL leaders inspire others to transcend their self-interests to have profound and extraordinary effects on teams. 43% of those surveyed responded that they believed they fell under the “transformational leadership” category. However, leaders often do not realize that their leadership might not be as transformational as they think. I had a client say, “I didn’t know what I didn’t know until I started working with you.” How about you - is your leadership: TRANSACTIONAL: 👉🏻 responsive 👉🏻 working within the organizational culture 👉🏻 making employees achieve objectives through rewards and punishment 👉🏻 motivating teams by appealing to their self-interest TRANSFORMATIONAL: 👉🏻 proactive 👉🏻 working to change the organizational culture by implementing new ideas 👉🏻 empowering employees to achieve objectives by appealing to higher ideals & morals 👉🏻 motivating teams by encouraging them to transcend their interests for those of the group or unit The Elevating Healthcare Leadership Impact System helps leaders uncover blind spots they didn't know they had and strengthens team success during hardship and change management. The program includes 4 pillars: ➡️ 1. Self-Transformation ➡️ 2. Team Transformation ➡️ 3. Adaptability ➡️ 4. Results Through deep diving into inner work (thoughts and feelings) and outer work (behaviors), teams become unstuck, interdependent, and thriving while achieving sustained results. To learn more, check out the free training below. (Link in the comments) ⬇️ #TransactionalLeadership #TransformationalLeadership #HealthcareLeaders