Over the years of working as a leadership consultant with leaders from all types of organizations, there is no doubt that transformative leaders have something in common. Great leaders are only as strong as the support system they put into place around them. Strong leaders have strong teams to support them Great organizations don’t have ivory towers occupied by leadership. They understand the importance of taking a team approach and the risks associated with unilateral leadership. The leaders at the top of your organization cannot exist in a vacuum — isolation at the top can significantly hurt top level decision making and business strategy. Strong leaders have strong support teams to assist them — not a team of yes men. Strong leadership teams are comprised of individuals who each have a unique voice, diverse skill sets and are not shy to challenge leaders. Two (or more) heads are always better… Read more »
Leadership That Stimulates Change
LEADERSHIP THAT STIMULATES CHANGE focuses on the critical relationship between leadership, employee engagement and delivering an exceptional customer experience as a competitive advantage.
Bill is recognized as the Performance Excelerator™ because of his uncanny ability to create profound change and deliver extraordinary results with the most demanding organizations.
As a senior executive with over 30 years experience, he works with senior leaders to navigate change and influence and inspire higher performing, customer-focused cultures that create long-term, profitable relationships with your customers and excelerate performance and productivity with leaders and employees.
James Lawther is my guest writer this issue. James doesn’t pretend to be a leadership expert, but he is fascinated by how organisations work, so he writes about process improvement and employee engagement at www.squawkpoint.com instead. In January 1990, an airliner crash-landed on Cove Neck, Long Island, in New York State. Minutes before the crash all four engines on Avianca flight 52 from Bogotá stopped. That evening 73 people lost their lives.The accident was totally avoidable. Flight 52 just ran out of fuel.How did it happen? The evening of 25th January 1990 was a horrible, windy and foggy. All along the east coast of the United States planes were struggling. During its journey, Flight 52 had been held in 3 separate holding patterns before it was finally cleared for landing. Whilst the plane was making its descent towards the airport, the wind direction changed suddenly and the plane plunged toward the runway;… Read more »
This is the sixth and final article in our leadership consulting series that looks at creating transformative change in your organization. The full series will be available for download as a white paper once it is completed. In our last article, we discussed building your change management plan. Now let’s discuss how to continue the cycle and develop the skills of future leaders. Maintaining Strong Leadership – Building from Within In my experience as a leadership expert, an organizational culture that reflects your vision and values as a leader is sustained over time only through the internal development of future leaders. Continuing the cycle of strong leaders is possible by being proactive and developing the skills of future leaders. This is possible by embedding leadership development into your organizational culture and establishing strategies that will help identify future leaders internally, and by creating ways to develop the skills of future leaders through… Read more »
Organizational culture is a living and breathing entity. In my years as a leadership consultant, it has become abundantly clear that organizations which view their corporate culture and values as a dynamic entity are more successful in harnessing who they are as an organization. To create your envisioned organizational culture, it is vital that leaders not only reinforce company culture and values, but also treat it as a dynamic entity and fill the company with leaders and people who reflect the desired company culture. All leaders Reflect Company Culture Let’s be honest — the CEO cannot be everywhere all the time. For this reason, CEOs and other C-level executives need to not only reflect company culture and reinforce its values, but also make sure that other organizational leaders do the same. Managers and supervisors who have a direct influence on their teams and employee engagement need to communicate and be… Read more »
This is the fifth article in our leadership consulting series of articles that looks at creating transformative change in your organization. The full series will be available for download as a white paper once it is completed. In our last article, we discussed critical moments of truth that allow for transformation. Now let’s discuss how to lead change in your organization. How to Lead Change in Your Organization When consulting leaders in various companies over the years, a common piece of advice that I discuss with leaders is that leading change is a process. It starts with leaders having a personal change realization, understanding that change is necessary, creating a leadership team to assist with developing the implementation plan and managing adoption. Phases of Leading Change Once you identify the need for change, leaders need to develop a concrete plan that frames the importance of change through each phase. At… Read more »