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Page 1 of 3 Are you willing to look in the mirror and explore the dimensions of your leadership and how you influence others? Are you influencing in positive ways?
Questions that Make a Difference What if it was possible to create organizations where change and transformation were exhilarating and natural both for employees in companies and for the organization as a whole? What if we could design organizations that enabled employees to be engaged and accountable? With devoted employees who act as owners rather than visitors? Who act as leaders rather than blind followers? What if we could create organizations where people worked in concert with each other to differentiate their brand and capture the hearts minds and souls of the customers? At the Edge of a New Beginning We are at the edge of a new time in the history of business. Executives and leaders of companies are trying to figure out how to make the fundamental shift from a top down control-driven leadership style to a collaborative and engaging leadership style that nurtures grows and develops talent, which attracts customers to the front door to partner in each others success. Many companies today are investing an incredible amount of time and resources into Leadership Development. These companies are keenly aware that their success comes through their people not in spite of them. These are companies who invest in developing their talent and will reap the benefits of a healthy, committed and inspired workforce. They will increase their chances of becoming a company with staying power, and a company that is world class. At the heart of many of the leadership programs is the desire to develop the capability of employees in their organizations to become better leaders. In many cases, the shift is to help leaders learn how to move from doing it all themselves, to motivating and engaging others to deliver results. Some company’s focus on helping leaders become more self-aware and recognize what may cause them to derail and prevent it before it’s too late. Other companies focus on developing their high potential leaders to ensure an ongoing flow of extraordinary talent. Expanding Our Thinking beyond the Obvious Rather than viewing Leadership Development as courses we send leaders to so they come back with the right answers, a new way to view Leadership Development is to view developing inside of the larger landscape of organizational challenges. Focusing from the outside in, envision the market place shifts in front of everyone. Calculate the implications of the shifts for the business. Determine the competencies that will be required for success. Sitting inside the challenge of leadership development is one of your most important jobs as a leader: that is to help employees and colleagues learn how to work together to expand their collective ability to handle complexity and change, to think bigger and bolder, and learn how to use feedback to become better navigators of the organizational and marketplace terrain. The practices are mind-opening, mind-expanding ways to stretch one’s normal mindset and mental boundaries and open up previously limited thinking in the workplace. Imagine that you have in your power the ability to trigger this potential shift in colleagues and in the organization. Imagine that you have the ability to set the stage for growth beyond what is seen at face value. Imagine that you could shape and craft the environment at work in such a way that you would see talent emerge that previously seemed hidden. What would that work place look like?
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