In our series, Raising Up Leaders, we discussed that 51% of any great leader’s job is to develop new leaders. This process of raising up leaders is vital to any organization’s long-term success. In the previous article, we looked at the importance of charisma as a key to relating to people in order to influence them. While character is ultimately the bedrock upon which all good leadership is built, without charisma, people will not join the vision. Today, we will discuss leadership competencies…. Read More»
A common job interview question we’ve all either had to answer or ask is, “What are your weaknesses?” Prospective employees spend time agonizing over how to answer this question in a way that turns their weaknesses into strengths. Let’s flip the question around: “What are your strengths?” Their answers might be more confident and spirited. Companies that use a strengths-based approach to hiring and keeping current talent can enhance strengths, innovation, and productivity…. Read More»
In our series, Raising Up Leaders, we have discussed that over 51 percent of a great leader’s job is to develop new leaders. This process of raising up leaders is vital to any organization’s long-term success. In a previous article, we looked at the importance of character as the foundation of all leadership. Character precedes everything else. Without character, you are building on a faulty foundation. Now we’ll focus on developing charismatic leaders. … Read More»
You followed your entrepreneurial spirit, came up with an idea, raised capital and started your own company. Now you spend a great deal of energy keeping your customers, suppliers and employees happy. But are you forgetting someone? What about your shareholders? We asked members of the Young Entrepreneur Council for their advice on how to maintain a positive, open relationship with shareholders…. Read More»
The workplace is changing dramatically. The heart-centered leadership types who are willing to let go of their egos, have high emotional intelligence, and try to do the right thing will succeed faster, and it will be easier for them to make the transition. Why? Because they understand the real purpose behind these changes. Their leadership will be more authentic, and their stakeholders will follow them willingly knowing their leaders have everyone’s best interest in mind. … Read More»
Everyone has their own way of dealing with others. Especially when it comes to motivating and inspiring our employees. However, research from Goleman, Boyatzis, and McKee suggests we all fall into one of six leadership styles. The more we know about these styles, the easier we can use them to our advantage. So, what kind of leader are you?… Read More»
Growth has many wonderful consequences – more opportunity, more reach, more influence, more volume, and more! The truth is, there are also more challenges with a rapidly growing enterprise. The systems, methods, processes and even the structure of a simpler day can falter under growth. These are good problems to have, but they are problems nonetheless. Sometimes people lose role clarity…. Read More»
Trust in leadership should be more frequently discussed in HR and among entrepreneurs. The days of authoritative leadership are done. Employees no longer respond to a “do as I say” philosophy; they want to relate to their leaders. They want regular contact and communication and, most importantly, employees want to believe their leaders will have their backs when it matters most…. Read More»
Collaboration has certainly become a buzzword in business circles — and with good reason. The ability to work together with both internal and external teams will make or break a business. But some see collaboration and competition as two opposing ends of a spectrum; you get one or the other. Fortunately, it’s not an either/or. Building a successful collaborative culture, while maintaining competitive success, requires business leaders to understand the meanings and advantages (and even disadvantages) of both styles, and what these mean to business success.
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In our series, Raising Up Leaders, we raise the issue that the majority of any influential leader’s job is to develop new leaders. This process of raising up future business leaders is vital to any organization’s long-term success In part one we discussed a leader’s responsibility to inspire future business leaders and influence the potential of the people on their team. In part two we explored the obstacles that stall our ability to grow other leaders. In this article, let’s dive deeper into what you should focus on when selecting which future business leaders to invest your valuable time and energy on.
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