Articles - The Death of the Charismatic Leader Inc. Almost by definition, an enduring great company has to be built not to depend on an individual leader, because individuals die or retire or move on. What's more, when a company's identity can't be separated from the identity of its leader, it can't be known for what it stand for. So the charismatic-leader model has to die. Building mechanisms is one of the CEO's most powerful but least understood and most rarely employed tools. The old role is still seductive, though. However hard the transition to architect might be, there are three issues, affecting every CEO, that encourage it—and eventually may even force it. First, let's discuss creativity. The second concern is time span. The last concern, scale, is the most crucial. Copyright © 1997 Jim Collins, All rights reserved.
Articles - Leadership (Listed Alphabetically) The 10 Greatest CEOs of All Time What these extraordinary leaders can teach today's troubled executives. And the Walls Came Tumbling Down Leading Beyond the Walls, a book edited and produced by the Peter F. The most productive relationships are partnerships rooted in a freedom of choice vested in both parties to participate only in that which is mutually beneficial and uplifting. Building Companies to Last Inc. In a world of constant change, the fundamentals are more important than ever. Building Your Company's Vision (not available online) Harvard Business Review (with Jerry I. This HBR cover story explains how companies that enjoy enduring success have core values and a core purpose that remain fixed, while their business strategies and practices endlessly adapt to a changing world. Change Is Good—But First, Know What Should Never Change Companies Need Not Hire Outside CEOs to Stimulate Fundamental Change Directorship (with Jerry I. Inc. This article is part of Inc.'
Why Extraversion May Not Matter Recent research evidence suggests that while extraversion is predictive of many positive social outcomes, it may not be extraversion itself that matters. Instead, it may be possession of social skills or competencies that are better predictors of social outcomes than personality constructs such as extraversion. Let me explain. Extraversion is a core personality trait that is associated with high levels of energy, expressing emotions, and seeking the company of others. Extraverts seek out social situations. Intraverts are more low-key, deliberate, and often seek solitude. However, social skills come into play. In a very recent study, we found, consistent with previous research, that extraversion was related to both the attainment of leadership positions and a self-rated measure of leader effectiveness. This makes sense. Think about some of the extraverted folks in entertainment—the Robin Williams, or Jim Carrey types. Riggio, R.E., & Reichard, R.
Great Ideas! Peter Drucker's "The Five Most Important Questions Yo... 8 Habits of Remarkably Successful People I'm fortunate to know a number of remarkably successful people. I've described how these people share a set of specific perspectives and beliefs. They also share a number of habits: 1. They don't create back-up plans. Back-up plans can help you sleep easier at night. You'll work a lot harder and a lot longer if your primary plan simply has to work because there is no other option. If somehow the worst does happen (and the "worst" is never as bad as you think) trust that you will find a way to rebound. 2. You can be good with a little effort. But you can't be great--at anything--unless you put in an incredible amount of focused effort. Scratch the surface of any person with rare skills and you'll find a person who has put thousands of hours of effort into developing those skills. There are no shortcuts. So start doing the work now. 3. ...and they work a lot more. Forget the Sheryl Sandberg "I leave every day at 5:30" stories. Better yet, they want to put in lots of time. 4. 5. 7. 8. To fail.
Leadership Secret Three: Two Skills Great Leaders Master Employees’ Top 3 Demands in 2013 It is no secret that retaining current employees is more cost-effective than hiring new ones. But when you do have to staff up in today's increasingly competitive job market, how does your small business stand out from the rest? Over the course of a year, we connect with hundreds of candidates at BOWEN. I also spend a lot of time talking with our clients, including top Canadian companies, about what keeps their employees happy, loyal and engaged. Based on what employers and employees say, here are the top three things that employees want: 1) Flexibility: We live in a 24-hour workday world. It's also important to note that in 2013, 50% of the Canadian workforce is eligible for retirement. 2) Meaningful work: Many employees, Generation Yers in particular, are looking for more than a paycheque. Some organizations dedicate a portion of their revenue or profits to charitable giving. When budgets are cut, professional development is often the first expense to go.
Meaningful Work- Building A Leadership & Management Must | The Coachable Moment Meaningful Work- Building A Leadership & Management Must © Irene Becker | www.justcoachit.com | 3Q Leadership Blog The importance of meaningful work to YOUR success and the success of YOUR people cannot be minimized. Old school: work=profit New school purpose=profit. The information is clear, a whole new generation of employees will look for and ultimately demand meaningful work. And, the shift and importance of meaningful work to all people is critical. Meaningful Work Is Critical to Agile and Effective Leadership & Management . What is the secret to meaningful work? I am going to share something that is counter-intuitive. Success Story: Having your cake and eating it too! Executive comes to me disenchanted with new position, executive team etc. YES, YOU can probably have your cake and eat it too. The cake is meaning, purpose-YOUR true potential; eating it is the coachable moment. Get in the know & start to grow. Enjoy a self test-go ahead self-test the quality of your work and life.
Do “top leadership” lists exclude qualified women? Where are all the women leaders? Whenever I read a “top” or “best” list for leadership, my reaction is typically, “Hmm. Not a whole lot of women on this list.” These lists often tout sophisticated methodologies that describe how they selected those on the list. Typically, when I read these lists, I notice the absence of women, shrug my shoulders and move on with my day. You know what? Taking that approach makes me part of the problem. By not speaking out, I am reinforcing the perception that there are few women with interesting things to say about leadership. In my personal experience, this is patently untrue. There is a larger point to be made: What’s important is that people with diverse opinions about leadership are heard Participating in the book project The Character Based Leader has broadened my view of leadership – what it is and how it’s played out in our everyday lives. If I want to see a change in these lists, the first step is to start with myself. - Manager in Corporate America
30 "Hidden Gem" Leadership Blogs The Research Back in January of 2013 we released our list of the Top 30 Socially-Shared Leadership Blogs. We went through a quite a process to find these top 30 blogs, which you can read about here. We know that it wasn't a perfect process as we were later told that we missed some great blogs that probably would have qualified. But we feel that it was a good start to being objective about the list. Hidden Gems The research we did to find the Top 30 actually produced a list of 86 leadership blogs. Although these blogs had fewer social shares than the top 30, we think they are worth looking at and following. The Results Search The 30 'Hidden Gem' Leadership Blogs Use this customized Google search to find what you need from the 'hidden gem' leadership blogs. Feedback or Suggestions? If you have suggestions or know of a blog that you feel should be considered in future lists, please tell us by emailing info [at] cmoe.com.
A Myth That Thwarts Leadership I recently sat with a group of teachers while they took some time to make assessments about their own leadership capabilities – I noticed quite a few were struggling. This group was known as the Leadership Team for their school and most had been part of this group for a few years. Yet when asked to assess themselves as leaders the majority of them were seemingly paralyzed. While they had respect for their principal they did not want to ever be like many of the people in leadership positions they had seen come and go. The notion of leading without a title has gained ground, yet the grip of past interpretations of what it means to be a leader continue to have a tight grip on many organizational cultures, not only in education, but in business and government as well. It is particularly strong when you have highly technical people who pride themselves on their knowledge and skill in their craft. The skills of leadership can be cultivated by anyone.
Empathy: A Gateway to Objectivity in Leadership | Organisation Development