Leadership Philosophy
Leadership is finding what works to increase and what does not work to decrease, you are the expert.
My solution will not work for you, and when you choose to do something different, then you are a leader.
Strategy for Leadership Development
Effective leadership development is too important for the present and future success of a business to be left to the human resources department. It is a core activity to grow leaders.
7 Principles of Leadership Development Education for Leadership
We combined elements of leadership development, individual coaching and team building into one organic process.
Team Building Agenda: Kick-off Program for IT Leadership Team
Occasionally I create a Team-Building program agenda that is good enough to share. Below is the Day-1 ‘Kick-off’ program to 4 months of work I will be doing with an IT Leadership Team. The kick-off is meant to be fun and informative, plus allow me to determine specific areas and strengths that I can offer to the Directors over the next 4 months in coaching and consulting meetings.
Authority to decide personal effectiveness appraisal and merit recognition
If we are to hold a Manager Accountable for the output of their subordinates. Managers must have the Authority to decide personal effectiveness appraisal and merit recognition.
He has the talent just does not talk about it Case Study
Being a Manager is tough and being accountable for the work as well as the behavior of a subordinate adds another layer of complexity to your challenges. Ensuring that the right person you promote is capable of doing the work and Fit-In with their new work peer group is necessary.
Executive Managerial Leadership Coaching: Case Study
Currently there is an authoritarian style of management creating a decrease in morale, satisfaction with work and innovation amongst employees. This is developing a feeling of strife, hopelessness and contempt amongst management and subordinates.
Facts Belong to the Task & not the Performance
“If a question can be put at all, then it can also be answered.”
The questions created around goals, decision making, planning, delegation, task evaluation, etc… all refer to the task established to be completed. The questions radiate the ability to work to your capacity to complete the tasks. Then ensure that tasks that are delegated are completed in the highest capacity to the person assigned to work.
Photo Inquiry Friday: Acknowledging the Gap is Not Enough. Do Something!
When working with established managers, they know how to set goals, make decisions, plan, manage their time, delegate, etc… and they tell me this, often time forcibly.
When you ask for evidence of what they are doing in reference to goal setting, decision making, planning, coaching performance, listening to people, etc… there is nothing. We fall into the knowing / doing gap.