The cost of complacency in the workforce is staggering. The cost of complacency in leadership ranks is beyond calculation – it multiplies! That’s the issue for Today’s Challenge this week: What do you do with leaders who are not fully engaged?
The cost of complacency in the workforce is staggering. The cost of complacency in leadership ranks is beyond calculation – it multiplies! That’s the issue for Today’s Challenge this week: What do you do with leaders who are not fully engaged?
Have you ever noticed, the more you look for something, the more you find it? Like when you get a new car – the next week, you see dozens of them. That’s what I’m feeling right now about today’s topic. I’ve been shocked by how many leaders I’m encountering who have low self-awareness.
I had the opportunity to play in a golf event to raise money for a good cause. The course was amazing, the weather was perfect and I was playing with my son. What could be better? The only thing missing was a consistent golf swing.
How do you become an MVP? It helps to have amazing statistics. It also doesn’t hurt to be part of a winning team. But I think the truth is more complicated than that. Last week, the NBA named Kevin Durant their MVP for the 2013 – 2014 season. Yes, he had great numbers and his team is in the playoffs, but what makes Kevin a real MVP was revealed in his acceptance speech.
I went to a funeral today. When’s the last time you went to one? How did it affect you? Do you ever leave a funeral service with questions? I do. One of my recurring questions is… Did the people who spoke say what the deceased would have wanted them to say?
In challenging economic times, one of the easiest items to cut from the budget is training and development. The rationale is understandable. Rarely will any organization see immediate negative consequences when training is discontinued. It looks like found money in the budgeting process.
I had two experiences Saturday that reminded me of a little discussed responsibility of leaders - maintain relevance. We must not only work to stay relevant ourselves, we must help the brands and organizations we serve maintain relevance in a changing world.
Simplicity drives clarity. Clarity generates focus. Focus enhances results. Many years ago, someone challenged my team to assess the scope of our product and service offerings. We were doing a lot of things, and we were doing them well. The bigger question was, were they the right things?
For the last few years, I’ve been thinking a lot about the heart. My most recent book, The Heart of Leadership, is focused on addressing the issues of the heart that impede our leadership. In the last week, my mind has once again returned to the importance of the heart as I’ve waited with my dad for his heart surgery.
As you may know, on Fridays I respond to a question from a reader. Today is another good one. I’ve written previously about how important it is for a leader to find ways to grow his or her capacity. Today’s question is: How do you discern inherent leadership capacity when interviewing a candidate?
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