Here are some questions that I think are interesting. They help us clarify what we are trying to achieve. I’d encourage you to set aside a few minutes and chew on these. I suspect they’ll give you a different perspective on what you’d like this year to be about.
Personal development is leadership development. Taking care of your body is justified. It is worth the time and effort. It’s an investment, not a luxury. It’s part of how you lead well.
Very rarely do businesses set vision statements that are too small. The tendency is to either have no vision at all or one that is improbably grandiose. Both are errors.
Decisions about ‘letting go’ are often the most difficult ones that I have with my clients. They often struggle with letting go of distracting, unproductive, or damaging cultural or professional practices, team members, goals and dreams, or investments of some kind.
There are many challenges that growing organizations face. But even in the happy land of having all the money and staff you could want, one persistent leadership challenge often remains: the ability to fully trust your team.
As a leader, you need to be numerically literate. You need to provide financial leadership. Even if you aren’t a numbers person.
How do you honor a predecessor’s legacy while leading boldly?
If you embrace these two truths, it will transform how you lead and manage.
Without vision, there was no way to know which way to head. All I could do was work off the last thing I could see, the vision I remembered. Here's how to renew your vision.
Leaders tend to mythologize growth. Most really want it. A few don’t. Very few understand it.
When leaders discover this dissonance between the identity offered to them and the one they have, they have two choices. One choice is to remain as is. The other choice is to grow.
One of the defining traits of leadership is the ability to "inspire a shared vision."
We all need help. We all do better with help. We just need to get out of our own way.
What does it look like to act in the opposite spirit?
Unfortunately, many leaders don't articulate what is important. Or why. Or what to do about it.
How do you measure leadership effectiveness?
Leaders have challenges. All leaders do.
Conceptually, people understand the need for clarity. They will agree that when details are lacking, ambiguous or conflicting, it creates problems.
Nearly every client I have is "too busy." Some are proud of this and are clear that they have no intent to change.
It seems as if there are two kinds of people: Those who can’t get started, and those who can’t stop.
