Patrick Mwila’s Post

CEOs and executives need leadership development too. In fact, they may need the investment BEFORE other talent investments IF you want to shape or improve your organizational culture.   ✅ Talent management cannot be an afterthought or low-priority investment when starting a business or pushing to the next growth stage. ✅ Future-forward talent strategies include executive development, manager development and hi-po (high potential development), in that order. ✅ Don't assume that legacy or long-term leaders don't need leadership development. Unchecked bad behaviors over time, or under-developed self-awareness, self-regulation, communication and social skills WILL harm the people and teams they led and impede business performance. ✅ Human-centered leadership behaviors must be modeled and reinforced throughout the organization to build and drive a high-performance culture that scales. Those behaviors start and end with the C-suite.   How are your C-suite and executive leadership behaviors influencing your culture?   #HR #CHRO #PeopleLeader #managerdevelopment #leadershipdevelopment #leadership #chiefpeopleofficer #toxicculture  

The debate between leadership and management continues to spark conversation. But what if we told you there's a way to not only reconcile these forces but also harness their combined power for unparalleled success? The traditional hierarchical model, with its rigid distinctions between leaders and managers, often stifles collaboration and innovation. By embracing a culture of shared leadership, where every member of the organization is empowered to contribute their unique insights and talents, we can break down these barriers and foster a more inclusive and agile workplace. But it doesn't stop there. Redefining the roles of leaders and managers is crucial in aligning their efforts towards common goals. Leaders, instead of merely setting directives, must become visionaries who inspire and motivate their teams towards a shared purpose. Meanwhile, managers, beyond their traditional focus on operational efficiency, must also champion the organizational vision and nurture a culture of trust and accountability among their teams. Together, through integrated leadership, we can create an environment where collaboration flourishes, innovation thrives, and high performance becomes the norm. Let's embark on this journey together and unlock the full potential of our organizations! #Leadership #Management #OrganizationalSuccess

🔓Unfortunately, some of my friends, family, and colleagues are suffering because Middle Management Teams have struggled a lot these past few years! Empower Middle Managers and ignite your organization’s success! Here’s some things you should consider. Why, why, why? 🔥 🚀 The need for leadership development among middle management is more critical than ever because Leaders develop Leaders, and they get stuff done. 👥 It's evident that middle managers play a pivotal role in bridging the gap between senior leadership and frontline employees. 💼 They are tasked with executing strategic initiatives, managing teams, and driving results on a day-to-day basis. Help them! 📈 However, the complexity of modern business environments demands a new level of leadership effectiveness. 💡 By focusing on key principles such as Mindset, Habits, and Performance Rrituals, middle managers can elevate their leadership skills and make a significant impact within their organizations. 🏀 Just like in basketball, where every player's performance contributes to the team's success, every action of a middle manager influences the overall performance of their team and organization. 📚 Provide a foundation -  mentorship, training, coaching, and support through technology, group training, reading, and simply caring about your people. #LeadershipDevelopment #MiddleManagement #People #Culture #ProfessionalDevelopment

The Indispensable Middle Manager Often overlooked, middle managers are the unsung heroes of organizations. They bridge the gap between leadership and frontline employees, playing a critical role in achieving business objectives. Middle managers are the: Culture carriers: They embody company values and create a positive work environment. Strategic implementers: They translate high-level strategies into actionable plans. Talent developers: They identify, nurture, and develop future leaders. Problem solvers: They address challenges proactively and find innovative solutions. Change agents: They drive organizational transformation and adapt to new realities. Investing in middle management is an investment in your organization's future. By empowering and supporting this crucial layer of leadership, you can unlock greater potential and drive sustainable growth. Let's celebrate the importance of middle managers! Share your appreciation for the middle managers in your network below. #middlemanagement #leadership #talentmanagement #organizationaldevelopment #workculture #staffingagency

When Executive leadership lacks coherence (Coherent Leadership Foundation) and fails to set an example, inspire, and provide vision (Example Function Leadership Foundation), the repercussions on an organization and its people are dire. Trust, morale, and performance suffer, plunging the organization into a crisis. Here’s a glimpse at the impact: - Loss of Trust and Credibility - Decline in Employee Motivation - Dysfunctional Organizational Culture - Vision Deficiency Leads to Directionless Effort - Loss of Employee Ownership and Initiative - Talent Drain and Difficulty Attracting New Talent - Innovation and Growth Stagnation - Worsened Organizational Performance and Productivity - Compromised Teamwork and Collaboration - Decreased Customer Satisfaction and External Reputation - Poor Crisis Management Leaders must embody trust, inspire, and provide a clear vision to navigate these challenges effectively. If you recognize some of those attributes, it's great time to work with focus on a serious action plan to make those foundations much stronger and raise your leadership team to positive impact #Leadership #OrganizationalCulture #EmployeeEngagement #ExecutiveLeadershipdevelopment #PerthoWuli3DLDS #ExecutiveCoaching

Food for Thought: Emotional Intelligence is the ability to manage both your own emotions and understand the emotions of people around you. In Leadership roles, it's common to push Emotional Intelligence as a training priority within organizations. However, the crux of Emotional Intelligence lies in comprehending the emotions of others. Often, C-Suite Executives, Administrators, Managers, and Supervisors overlook the importance of recognizing the emotions of those they lead. This oversight can lead to inadequate responses in coaching and mentoring, hindering professional growth and development. While it's easy to attribute this to generational differences, the core issue lies in the failure to establish a seamless succession plan. Effective succession planning hinges on inheriting well-defined work plans, clear strategies, and accurate forecasting. Understanding and addressing the emotional needs of team members is a pivotal step towards fostering a culture of growth and continuity. #EmotionalIntelligence #Leadership #SuccessionPlanning #Management #TeamDevelopment

Rethinking Leadership: Beyond the Short-Term Gains The pressure to deliver short-term results can overshadow long-term strategic goals. This approach often seems advantageous in the moment, driving quick wins and immediate performance boosts. However, when leaders prioritise immediate gains, they often neglect investments in innovation and sustainability. This can lead to a lack of competitive advantage and diminished organizational resilience over time. Additionally, a short-term focus can erode employee morale and trust, as workers may feel undervalued and overburdened, leading to decreased engagement and productivity. This environment fosters a transactional relationship between the organisation and its employees, undermining loyalty and long-term commitment. To counter these issues, it is essential for organisations to cultivate leadership that values and integrates both short-term performance and long-term strategic vision. Ethical and strategic thinking should be at the forefront of leadership training programs. It is as simple as establishing clear, long-term objectives that are broken down into smaller, manageable milestones to ensure continuous progress. Additionally, fostering a culture of continuous learning and innovation can help align short-term actions with long-term goals, ensuring that day-to-day activities contribute to sustainable growth. #Leadership #EthicalLeadership #LongTermThinking #CorporateStrategy

Leadership vs Management are two sides of the same coin Many people use the terms "leadership" and "management" interchangeably but they are distinct yet complementary skill sets. While both are crucial for organizational success, understanding their differences can help us become more effective in our roles. Leadership focuses on people, vision and growth. It's about: ↳ Clarifying and communicating the vision ↳ Motivating and inspiring teams ↳ Mentoring and developing others ↳ Facilitating innovation ↳ Building careers, not just jobs Management, on the other hand deals with processes, execution and control: ↳ Performance oversight ↳ Resource allocation ↳ Problem-solving ↳ Ensuring compliance ↳ Planning and prioritization Did you know? → 77% of organizations report they're experiencing a leadership gap (DDI, 2021) → Only 48% of employees say their company invests in developing their leadership skills (Gallup, 2023) → Companies with high-quality management practices are 25% more productive (World Management Survey, 2022) The most effective organizations recognize the value of both leadership and management. By developing these skills in tandem, we can create more resilient, innovative and successful teams. Are you more of a natural leader or manager? Let me know in the comments. #Leadership #Management #ProfessionalDevelopment #OrganizationalSuccess

Very wise words that all areas of business, absolutely including healthcare, should embrace. Rather than importing leadership, a structure that might need to do that in the short term, but ultimately applies this concept at the same time, will reap rewards in the long term. Not everyone currently in a leadership position deserves or has the skills to be there, but there will be those in your organisation that could be very strong, loyal leaders with the right support in place. Grow your own.