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Posts Tagged ‘development’

So you want to become a leader: here’s how

In Development, Leadership, Performance Management, Personal Branding, Philosophy, Strategy, Team on February 23, 2017 at 1:46 am

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In today’s competitive environment, standing out can actually be the thing that gives you an edge. For instance, if you’re positioning yourself for a leadership role or promotion, It’s important to develop a strategy to consistently demonstrate your personal leadership traits.

To illustrate this point, let’s take a peek into Tim’s profile. Tim is an inspired, hardworking and conscientious high performer. Tim is great at stakeholder meetings and client-facing events. He is also an empathetic listener and hands on team player.

You could say Tim has high potential to be a leader: he’s a HiPo, that is, he has been identified as having the potential, ability, and aspiration for succession to leadership positions within the organization. However, Tim has no management experience, having never officially led a team before. Apart from his own self-confidence and what some of his peers and his manager know, Tim has no concrete data to make a strong case. What’s more, Tim works in a dynamic firm with dozens of others who could possibly be vying for the same role.

So how can Tim progress his career? Tim could start preparing for his performance review conversations by gathering data. You see, future leaders are made long before they are earmarked for success. It comes from your own desire to excel. So what steps do you take to ensure you outshine those vying for that one coveted position?

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Unconscious bias: Why every leader should avoid it and how

In Communication, culture, Development, Effectiveness, Inspire, Leadership, Learning, Organizational Development, Performance Management, Personal Branding on February 6, 2017 at 12:19 am

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Human beings are extremely judgmental creatures. Harsh but true. We make impressions on people, events and things, often within the first fifteen seconds of coming into contact with them. We form opinions and tell ourselves stories that become reality in our minds.

We often credit this to intuition or a claim to have good judge of character. Sometimes, we are right. Sometimes we are not. Sometimes, the judgment is tainted by our experiences, fixed ideas and unconscious bias.

But it’s the opinions we form and the stories we tell ourselves that can become dangerous. Because sometimes, just sometimes, even after we have become more acquainted with the person, event or thing, these opinions and stories stick in our subconscious, even if they prove to be false. We remain wedged in the bias.

Herein lies one of the fundamental flaws of the human psyche. And the workplace is no exception to this rule.

The thing is, managers and leaders are first and foremost humans and are not exempt from this. But to be an effective and fair manager, we want to separate ourselves from this pitfall and manage, inspire and lead without bias, either conscious or unconscious. So how do we ensure we don’t get sucked into the zone of stereotyping but instead embrace attributes that promote inclusivity and diversity?

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Developing talent for the new organization

In culture, Development, Inspire, Leadership, Learning, Organizational Development, Performance Management, Philosophy, Strategy, Training on September 6, 2016 at 2:52 am

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Deloitte’s Human Capital Trends 2016 identified that:

“The ‘new organization’, as we call it, is built around highly empowered teams, driven by a new model of management, and led by a breed of younger, more globally diverse leaders. To lead this shift toward the new organization, CEOs and HR leaders are focused on understanding and creating a shared culture, designing a work environment that engages people, and constructing a new model of leadership and career development. In competition for skilled people, organizations are vying for top talent in a highly transparent job market and becoming laser-focused on their external employment brand.”

External employment brand is about the people feeding the culture internally. It is about a job being more than just a job. It is about a culture where every person passionately gives the best that they can to a cause they believe in the organization.

This is priceless.

There can be no separation between corporate culture and brand. An organization can have the best marketing and corporate communications aligned with a best practice business strategy to market its brand, but if its people do not believe the brand and what it stands for, they will not live it. And if they do not live it. You will hear it in their voice, see it in their actions, and feel it in their work.

This means that human resources (HR) and learning and development (L&D) professionals lend a powerful voice to the paradigm shift from the old organization to the new organization. And senior leaders need to listen to them. Because the competition for skilled people is high and organizations need to focus on developing their talent so they stand a chance of survival in the new world.

But how to do this?

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Networking for leadership enterprise

In Branding, Collaboration, Development, Networking, Personal Branding on December 13, 2015 at 10:52 pm

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Enterprise leadership is the art of encouraging leaders to focus on organizational outcomes and working on behalf of the firm as a whole, as opposed to placing a focus only on their own team. This holistic approach compels consideration at a more strategic level. In other words, working for the greater good.

So as a leader, when you’re invited to events, it’s a good idea to bear this in mind and consider how to leverage from these events to make potential new connections, build on existing relationships and even open up opportunities for the business you represent. It’s not simply about being present at these events, but about strategic networking. So let’s look at some strategies.

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The art of listening

In Communication, Development, Inspire, Leadership, Learning, Personal Branding on February 9, 2014 at 1:06 am

I used to think I’m a pretty good listener. I think this because I’ve been told that I am. And I actually believe that I am.

Chances are, a lot of us think we’re good listeners.

But are we?

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