50/50 versus 100% accountability
When you take relationships strong and steady, you balance the unpredictability of a changing environment. Committed partners accept 100% accountability in all matters. This means keeping your attention on what you can change, not on what others should do.
The price of avoiding difficult conversations
Some leaders tend to soften their message. While others dump their reaction on others saying whatever is on their mind, thinking they are talking straight. Both are wrong. ‘Talking straight responsibly’ – with the emphasis on the word responsibly – is not a freedom to say whatever you feel. It requires that you be authentic, emotionally honest, and accountable for what you say and how it impacts others.
Playing Big or Playing Small
The first step in transformation is to move beyond denial.
Many leaders claim that there are no significant behavioural or cultural issues in their organisations. Others refuse that their behaviour is a primary contributor to organisational performance. When you are in denial, your problem will either not appear on your radar screen or it will appear as the fault of others or circumstances.
To lead a transformation you have to roll up your sleeves first
To transform your organisation, you must have the courage to examine your behaviour and lead the way. If you want a recipe how to fix and change others, this is it: fix and change yourself first, and others will respond to your commitment and follow suit.
The 21st century world of work is “not a place for wimps”
What actually happens when your drivers overshoot or when you offer too much of your strength competence and you find yourself acting out the shadow side of leadership?
The Secure Leader and Organisation Politics
The leader of high performing teams called by David Clutterbuck the Secure Leader, who is able to think about and use constructive and positive politics and have the confidence to let go. While insecure leaders tend to operate in the political arena in a more destructive and negative way.
Equipping Leaders to Manage Through Change
Taking the right risks one of the catalysts to personal disruption and get leaders equipped to harness change.
How you behave as a leader matters, and it matters a lot!
How leaders behave is what makes a difference in understanding and explaining why people work hard, how engaged, committed and loyal they are based on the research done by James M. Kouzes and Barry Z. Posner.
Leadership Intention vs Impact
“We judge others by their doings, but ourselves by our intentions.” Edward Wigglesworth - Accidental Diminisher: well-intended leadership, who think they are doing a great job leading, but faintly or completely unaware of their negative impact on their environment.
Leadership Wisdoms on Change #3
Transformation and change can bring people together and can drive them apart as well. Your role as a leader is to do whatever necessary to make change happen with challenge, inspiration, and support or a complete rewire of self and the entire team for the future.