As part of the ongoing support we offer clients, we have a programme of learning throughout the year that covers various aspects of the business. Some of this is online and some in person, as it encourages better interaction. Last Thursday, at Tylney Hall in Hampshire, we met with Operations Managers from a diverse range of companies to discuss and share ideas and resolve common challenges they face in their roles. They were a great bunch who really embraced the purpose of the get-together to nurture new thinking in their leadership roles.
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Our latest monthly leadership blog is out now ----> Solving decades old problems of an organisation through engaged leadership by Charles W. Coker. "Through a simple step by step process, you can turn a negative culture into one that engages employees and creates a healthy corporate culture." https://lnkd.in/gBqHJgkn
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The usual practice on Social Media is to post about a book which we found inspirational, and has miraculously changed our lives. Wouldn't that be grand if that happened every time. I recently read Shackleton's Way, and as a biography is was quite interesting. I have read quite a bit about Shackleton, and he was truly a great man, with character and vision. But it is simplistic to try and distil the great man into a series of management techniques, and then fool ourselves into thinking we can achieve our own successes by imitating Shackleton, and following a six-point leadership plan based on his experiences. For a start, almost every situation Shackleton faced was unique, and different to anything we might face. But essentially for Shackleton, he was not following any leadership strategy or management structure - the way he acted simply reflected who he was on the inside. If we want to emulate a man like Shackleton, we have to look at our own character first, and decide whether we want to follow these leadership techniques as a shortcut to success, or because we really believe them.
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One of Texas A&M’s core values is leadership. The Rudder Association, Chairman of the Board, David Dean ’76 defines leadership as; “Knowing what your team can do, analyzing the mission at hand, clearly communicating expectations to your team, providing support, mentoring and guidance, then celebrating the success of the mission.” How do you define the complex concept of leadership?
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Details of our new Leadership 360 service. A game changer for developing your leaders, their impact, and creating a positive impact on the feedback and personal development culture of the organisation. Contact us for an informal, no obligation chat with no pushy sales tactics about how you can do this. https://lnkd.in/eV4ArCEN #360degreefeedback #leadership #leadershipdevelopment
Do you want to develop the success of your organisation through the leadership effectiveness of your best people? Here is some information about our new Leadership 360 which does exactly that, while developing the openness of the feedback culture and encouraging others in your organisation to reflect on their performance and how to develop it. You can request more information here: https://lnkd.in/eJs6_HaB
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“Leadership isn't just about setting expectations; it's about consistently upholding them. It involves leading by example and holding oneself to the same standards as the team.” Read more as our very own Scott Maysura, Lead Consultant at Floodlight Consulting Group, shares strategies for applying the principle of being fair yet firm in maintaining company standards in the latest issue of C&R Magazine or online https://hubs.li/Q02yjnKx0
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While reaching consensus on every decision may be difficult, striving for collective agreement in your Leadership Circle is essential to building trust. The more your team feels involved in the decision-making process, the more invested they will be in the company’s success. Encourage open dialogue, allow for disagreements, and take the time to explain the reasoning behind your choices. Even when consensus can’t be reached, making space for discussion shows respect for your team’s perspectives. Over time, this approach will foster greater loyalty, trust, and alignment within your Leadership Circle. More here: https://ow.ly/fkhw50TnOuI
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What leadership lessons have you learned that helps at work AND home?
The skills we learn at work can have a surprising impact at home. Lawrence Nwosu of Colton RV told us about his experience in our Manager Development Program and how it equipped him for challenges as a manager *and* as a father. Have you experienced this in your own leadership journey? How do you empower your team to develop skills that contribute to both professional success and personal well-being? For help with improving management skills – like communication, time and project management, conflict resolution, and collaboration – take a look at our 6-month Manager Development Program: https://lnkd.in/gv2r_hD2 Here's what Lawrence had to say about it: "The program changed so much for me – giving me leadership tools and elevating how I hold myself and my team accountable. It strengthened me as a manager and the “owner” of my department. It even prepared me for some of the challenges I face as a father."
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What leadership lessons have you learned that helps at work AND home?
The skills we learn at work can have a surprising impact at home. Lawrence Nwosu of Colton RV told us about his experience in our Manager Development Program and how it equipped him for challenges as a manager *and* as a father. Have you experienced this in your own leadership journey? How do you empower your team to develop skills that contribute to both professional success and personal well-being? For help with improving management skills – like communication, time and project management, conflict resolution, and collaboration – take a look at our 6-month Manager Development Program: https://lnkd.in/gv2r_hD2 Here's what Lawrence had to say about it: "The program changed so much for me – giving me leadership tools and elevating how I hold myself and my team accountable. It strengthened me as a manager and the “owner” of my department. It even prepared me for some of the challenges I face as a father."
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While reaching consensus on every decision may be difficult, striving for collective agreement in your Leadership Circle is essential to building trust. The more your team feels involved in the decision-making process, the more invested they will be in the company’s success. Encourage open dialogue, allow for disagreements, and take the time to explain the reasoning behind your choices. Even when consensus can’t be reached, making space for discussion shows respect for your team’s perspectives. Over time, this approach will foster greater loyalty, trust, and alignment within your Leadership Circle. More here: https://ow.ly/fkhw50TnOuI
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