As I dug a bit deeper into the SHRM article I referenced last time, I liked how they tied servant leadership back to early Eastern culture citing Laozi, a 5th century Chinese philosopher as suggesting that âwhen the best leaders finished their work, their people would say âwe did it ourselves.ââ Tha...
So now that weâve established that not everyone defines servant leadership the same way, letâs build a little bit stronger foundation for all that this idea really involves before we start studying some characteristics we can work to incorporate into our own leadership styles or examples we learn fr...
Iâve heard the term servant leadership thrown around for years; Iâm guessing you have too⊠That said, the entire time Iâve been operating under my own idea of what it meant. Truth be told, I certainly didnât come up with the picture in my head of what servant leadership looks like all by myself. Lik...
Last time we looked at some of the challenges we may face when we move into a new position of authority, and leadership responsibility, for a team of folks who had previously been our peers. But what if thatâs not the situation weâre in? What if our first day with the organization is also the day we...
I ended the last post by emphasizing how ineffective barking orders and cracking the whip is for a leader who needs to get long term engagement (and results) from their team, and I also referenced how that can often look like an easy approach to someone who hasnât held leadership responsibility or s...
In order to become really effective with that idea of Alliance Feedback that I referenced as I closed the last post, and form authentic alliances (relationships) with the team members weâre responsible for leading, we need to develop another essential quality of leadership; we need to become intenti...
Not long after writing what I believe to be one of the most foundational leadership books of all time, The 21 Irrefutable Laws of Leadership, John Maxwell put out a companion book to that called The 21 Indispensable Qualities of a Leader. His thought process was that while there are indeed leadershi...
In his Forbes article, Peter Bregman commented âIâve never seen a leader fail because he or she didnât know enough about leadership. In fact, I canât remember ever meeting a leader who didnât know enough about leadership.â But knowing and doing are two very different things, huhâŠ?
During the dozen ...
We started defining leadership development in the last post by looking at the importance of truly serving our team members rather than barking commands. While thatâs quite the noble concept, itâs far from natural for almost anyone moving into their first position with leadership responsibility. Iâve...
Through the last several posts, we worked through just a few answers to the question Why is leadership development important? In that process, I share some statistics from a few different studies citing costs organizations encounter when they donât put a priority on developing the people filling the...
Before we close the loop on what we can do to exceed expectations for the folks with the final primary behavioral, Iâm going to insert a quick plug for the complimentary session Cindy and I are hosting on Friday, Feb 12 at 2:30p on How Top Leaders Set the Tone for Recruitment & Retention. Whether yo...
As I closed the last post, I referenced one primary difference between the folks with either of the last two styles we looked at and these final two styles weâll be working through; the need to tone it down a bit as we work to exceed their expectationsâŠ
Before going too far with the style weâll foc...
