Featuring Ron Price, Business Credit, March 2020
Taking the journey to become a better credit leader can begin at any stage in a creditor’s career, regardless of whether a position of authority is held. Leadership in the credit department takes many different forms and can be approached from several perspectives—emerging from places like employee retention and self reflection.
By Dr. Jeremy Graves, HR.com February 2020
Let’s get one thing out in the open. I am not a Millennial; I have never been a Millennial and I don’t claim to speak for them. I have, however, spent the last 10 years working with Millennials—as a professor, executive director, coach and mentor—specifically studying how multiple generations interact within the workplace. Through my work, I have met some of the brightest and most engaging Millennial leaders on the planet. I have had the opportunity to coach several, while also taking a learning posture from many. Read More
Featuring Ron Price, In Trust Magazine, Fall 2019
“Wax on, wax off,” instructs Mr. Miyagi as he instills the fundamental basics to Daniel, who would grow to be The Karate Kid. The classic movie follows the developing relationship between the martial arts master and his young student. It’s a mentorship made in Hollywood heaven. But mentors provide a vital role in in everyday lives. Read More
By Ron Price & Stacy Ennis, HR.com, October 2019
Building influence and engagement through character, expertise and position
One of the long-term challenges for leaders in the workplace is how many employees feel powerless. For many years, employee surveys around the world have measured levels of engagement as high as 70% or more. What creates levels of disengagement this high? Is it bad managers, as many experts claim? Many have heard the moniker, people leave bad managers, not bad companies. We believe this is overly simplistic. Instead, we can point to four different causes for employee disengagement. Read More
By Stacy Ennis, SmartBrief.com, September 2019
As women, we have experienced great strides in the past few decades. But still, we’re statistically at a disadvantage: only one in five senior leaders are women, and only one in twenty-five are women of color. A staggering 93.4 percent of Fortune 500 CEOs are men, and only one is a woman of color.
Those numbers might not be shocking to you—many of us know them by heart. But they are revealing.
With few exceptions, women work in companies that are permeated with conscious and unconscious biases regarding the capabilities and roles of women. Some women overcome barriers through their expertise, others through grit and courage. While there are systemic barriers—certainly hiring and promotion but also how we are parented and educated—there are ways women can grow their influence, right where they are. Here are ten of them.Read More
By Dr. Evans Baiya, HR.com, July 2019
In today’s fast-paced world, innovation must be the future of any company looking to compete and win market share. You simply cannot grow and thrive by doing what you’ve always done. Therefore, it is a natural conclusion that innovation will be a key component to the future of performance management.
Over the past several years, my co-author Ron Price and I have seen an increasing number of companies embrace innovation as part of their strategic plan, even going so far as to create new company roles such as chief innovation officer, innovation analyst, innovation engineer, and more. In fact, a 2018 CB Insights State of Innovation study reported that 85% of executives see innovation as an important initiative. Read More
By Dr. Evans Baiya, allbusiness.com, July 2019
Are you looking for the next big thing? Searching for an idea that will attract new customers, improve your offerings, or simply give you a leg up on your competition? The good news is you probably have most of what you need already at your fingertips: Your employees will be the defining factor to your success. And creating new value can be easier than you think if you get the right tools and processes in place.
You may have the inspiration or the original idea, but it is your employees who will execute that vision—and maybe even improve upon it—if you give them the right tools. It is impossible for a leader to single-handedly transform a company, thus the adage: “Leadership is the art of getting things done through people.” Large-scale change requires the work of a team.Read More
Featuring Ron Price, Fast Company, June 2019
Being influential has its benefits. People seek out your opinion and listen to you. Your words have power. Those around you believe what you say and give weight to your input. But you don’t have to be a member of the C-suite or a high-ranking employee for this to be true. It’s possible to expand your influence in virtually any role.
“Inside the workplace, there’s formal influence, which comes from your position—the responsibility and authority that you’ve been given,” says leadership consultant Ron Price, founder of Price Associates, and author of Growing Influence: A Story of How to Lead with Character, Expertise, and Impact. “But there’s also informal influence, which comes from who you are and how you show up.”Read More
By Stacy Ennis, HR.com, February 2019
An Open Conversation About Women in Leadership
It was 7:45 a.m. on a Tuesday. My team and I were waiting on participants for a breakfast meetup we had organized at a global conference. The topic was Women in Leadership.
The meetup was meant to be an open, candid conversation about the state of women in leadership. But the event description included something you don’t often see for these types of meetups: “Men, we hope you’ll join us.”
That morning, our space filled quickly. We brought in more tables and chairs, and yet people still kept coming. The room was packed. We had attendees from all over the world, each with different backgrounds and experiences. The diversity in the room was beautiful.
By Dr. Evans Baiya, innovationenterprise.com, March 2018
Innovation is fundamental to grow and sustain an organization. Yet when it comes to innovation, leaders often make the mistake of involving the wrong team members in the process, which ultimately stalls or kills the initiative.
What if I told you there are just six high-performing innovation personalities that are all necessary to get the innovation job done? While every person on your team is capable of contributing to innovation, they all contribute differently. Personality matters when it comes to innovation projects. And it is not possible to develop and scale an innovation without each of these personalities. Read More