It may seem like a contradiction, but some leaders don’t like people. Although they technically need others in order to run a team, they behave in ways that indicate they have no need for them. This proves to be a significant liability and it’s generally not difficult to spot. Continue reading

While focusing on strengths is very worthwhile and profitable, leaders can’t reach peak effectiveness without taking a hard look at their weaknesses. A leader’s prominence in the organization automatically designates their strengths as assets. Alternatively, their weaknesses can be considered liabilities, blocking the organization from reaching its potential. Continue reading

Leaders are encouraged to develop their strengths and sharpen their skills to maximize their effectiveness. Many resources are available, including books, seminars, conferences and qualified executive coaches. A coach, of course, can address your specific needs, and customize an approach that perfectly fits your personality, circumstances and goals. Continue reading

A strong culture depends on an environment of trust, where people can count on each other, take risks together and benefit from the resulting successes. Leaders who inspire authenticity entice people to step out of their comfort zones and enjoy the spirit of cooperation. Continue reading

Without a fundamental purpose, organizations cannot steer efforts in any general direction. Employees need a reason to serve, shared goals, a common cause and focus. They need to know what their organization stands for so they can embrace its stance. Continue reading

Research in social science and organizational behavior points to a critical quality, one that most directs every company’s future: culture. A strong culture consistently leads to robust performance, while a weak culture suffers ongoing failures. Continue reading

Some companies prosper and draw the business world’s attention. They continuously grow, innovate and impress. In contrast, others struggle, never breaking through to reach their desired success. The latter must deal with downsizing, financial shortfalls, market-share losses and tarnished reputations. Continue reading

Employees often flock to visionaries’ companies, hoping the future will offer prosperity within a corporate culture that promotes free thought, excitement and cutting-edge innovations. But some visionary leaders can be difficult bosses whose brainstorming and idealistic tendencies frustrate employees and create career obstacles. Continue reading

We live in an age of remarkable products and services from inventive thinkers with lofty ideas. These visionary leaders, who don’t think or work like anyone else, have started businesses based on novel concepts, and those whose achievements greatly impact society are afforded special status. Continue reading

Employees who are passionate about their jobs find fulfillment. Great leaders seek ways to inspire passion in their people. Leaders who make genuine efforts to enhance their employees’ experiences are rewarded with a staff of motivated, productive achievers. Continue reading

Successful leaders know that key values set the direction of their organizations. They continuously come back to the fundamental principles that optimize human activity and fulfill their people. Values mean nothing to people unless they’re backed up with action Continue reading

Employees trust leaders who speak clearly and directly. Authentic communication cannot be muddled, confusing or timid. When leaders communicate with purpose, logic, intention and emphasis, people detect authenticity. They trust leaders who cogently convey ideas and account for their audience, which maximizes connection. Speaking as directly as possible delivers the most trustworthy message. People think a leader who hedges or beats around the bush has something to hide and write off communication as inauthentic. Continue reading

Being adaptable requires a confident and, ironically, consistent character. Adaptability doesn’t mean being fickle, constantly changing course or bending under pressure. It calls for sticking to principles and plans with consideration, reasonable flexibility and understanding. Being consistent in how you display these traits allows your people to count on you. They know what they’re getting and what to anticipate. Consistent adaptability provides comfort and support, two important ingredients of fulfillment. Continue reading

The most successful leaders know that employees want a rewarding work life—an environment that cares for them, values their contributions and gives them a chance to grow. Research consistently confirms that organizational health directly depends on employee satisfaction. When people are unhappy, the company suffers in myriad ways; when employees thrive, the company flourishes. There seem to be no exceptions. Continue reading

Companies can no longer be impersonal buildings where employees show up each day, carry out their duties and shut off their brains before going home each night. People aren’t satisfied with simply following procedures and checking boxes. They seek professional fulfillment through engagement, passion and long-term value. Continue reading

People want to be part of a winning team. When they’re engaged, they’ll contribute and feed off others’ energy. Establish a team mindset to get the best from employees. When practiced effectively, teamwork is a positive, encouraging and confidence-building process. Continue reading

People need to be part of something bigger than themselves, and they generally embrace opportunities to contribute to organizational success. They want to be part of a unified team. Relationships are the lifeblood of organizational dynamics—the fuel that makes things happen. When people are fulfilled, unity blossoms and companies profit. Continue reading

People feel unified when leaders create a culture of high purpose, moving everyone toward a noble goal. Share your company’s vision by clearly explaining and discussing it. When everyone works toward the same overall mission, depending on each other to achieve it, value is added to everyone’s role. Continue reading

Organizations run by leaders with traditional management mindsets lag behind their forward-thinking competitors in many areas: turnover, morale, productivity, market share, financial stability and profitability. The impact reaches far beyond the workplace and has a boomerang effect. Continue reading

Researchers have exposed a profound truth: While stock prices, market share and material assets are important, softer factors determine true organizational strength. Employee engagement, job satisfaction and creativity play greater roles in performance, effectiveness and profitability. Continue reading

Leaders with grit are extremely conscientious and disciplined, keenly aware of what’s best, what’s right and why. These organized and detail-oriented leaders understand the consequences of their actions and strive to provide the best outcomes for their people and organizations. Continue reading

Socially intelligent leaders are known for their interpersonal skills, relational aptitude and positivity. These personality traits are most beneficial to leading people effectively. Continue reading

Traditional approaches to leadership development merely scratch the surface. The real issues occur at foundational levels and are remedied only when directly addressed. Methods and practices are important, but companies benefit only when they delve into leadership personality. Continue reading

Despite all of the resources available to leaders today - books, articles, seminars, coaching and training programs - employees remain dissatisfied with leadership, their jobs and the future. After decades of attention paid to building better leaders, overall workforce distaste and distrust show little improvement. The managerial mindset is also stagnant. Continue reading

Perfectionistic leaders must recognize how their criticisms affect people and their work. Take the time to gauge morale and productivity levels. Work with a trusted colleague, mentor or coach to improve how you offer feedback and suggestions. Continue reading