In today’s volatile, uncertain and complex landscape, traditional leadership development programs are falling short.
By accepting a position of leadership in your organization, you’re making a promise to your employees that you will develop them, give them enriching work, encourage growth and provide opportunities.
One question that senior leaders and CEOs often ask is, “How do we get people more engaged with our strategy?” Research indicates that most employees want not only to understand the strategy but to contribute to it.
Think of your best leaders. They saw your potential and pushed you toward it.
If you ask Hall of Fame caliber coaches in competitive collegiate athletics to reveal the secret of their success, literally all of them will respond by saying one thing: “Talent!”
Emotional intelligence is the number-one predictor of professional success and personal excellence.
According to Lean In’s Women in the Workplace 2017 study, companies whose top management teams include women post 35% higher returns on equity and 34% higher total returns to shareholders.
I will admit it: Somewhere between 2002 and 2017, I lost my time.
There really is no such thing as a bad leadership style.
“Revolutionizing leadership” refers to the practice of seeking out, creating and supporting transformational change in how individuals and organizations perceive, practice and leverage leadership.