From The Complete Leader Podcast Episode #65
Goal achievement is one of those tricky leadership skills to develop. Actually, around 60 to 70% of those involved in leadership are more people-oriented than task-oriented, making setting and achieving goals a lot more difficult for most. Even I don’t like it! But I depend on this core competency as a leader.
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I’ve worked with companies all over the world, and yet when it comes to innovation I still hear excuses again and again. “We don’t have time for innovation.” “We need more big ideas.” “Innovation doesn’t work in our industry.” Organizations use excuses like these all the time to avoid innovation!
One of the first steps in setting up accountability after making a request or receiving one from another person is negotiating an agreement. If you are interacting with other people, at some point you will be required to negotiate. Negotiations can be simple or complex. What follows are 16 ideas about negotiation.
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The approach in Optimizing Strategy for Results is unique in several ways. The book provides a simple, systematic, and structured approach to strategy. This approach is divided into three parts — preparing, creating, and optimizing strategy — and has seven stages. But this model is also dynamic at its core. Meaning that one can move back and forth between stages depending on the situation. Communication among stakeholders is emphasized throughout the process. The dynamism is critical in turbulent environments that are characterized by vulnerability, uncertainty, complexity, or ambiguity (VUCA).
From Episode #62 of The Complete Leader Podcast
Personal accountability is where most begin their leadership journey.
It’s one of the ways you begin to grow your own leadership brand with the things that others believe about you—especially about what people believe of your ability to follow through on what you said you were going to do, your ability to take responsibility and not blame others, and your ability to accept feedback from others. In becoming a complete leader, personal accountability is one of the most important aspects of how leaders lead themselves.
Before you and your team begin the innovation process, you must understand what kind of innovator you are.
If you’ve followed along with The Innovator’s Advantage for a while now, you know one of my favorite things to remind people is that you are all innovators. Each and every person can innovate, but no one innovates in the same way!
Optimizing Strategy for Results differs from other books on strategy in four main ways. First, it introduces strategic foundation, composed of purpose, core values, and vision as a distinct stage. We argue that strategy cannot be developed and executed without establishing this foundation, an argument that is not found in many strategy books.
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By Dr. Evans Baiya
A good strategy is an innovative strategy. Without the flexibility provided by innovation, your strategy will grow stale and stagnant—and your organization will soon follow.
In my most recent book, Optimizing Strategy for Results: A Structured Approach to Make Your Business Come Alive, my co-authors Ron Price, Professor Tim Waema, and I outline seven stages for building an optimal strategy. Stage three is where the options come in because this stage is where you exercise creative strategic thinking to inform possibilities. This part of strategy is critical—organizations need to know what options are available to them to build the most successful strategy.
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Ron Price
From Episode #68 of The Complete Leader Podcast
Today, empathy is a critical skill in successfully leading others. Unfortunately, it is also an often-misunderstood skill. Some studies show that the further up in the organization you rank, the less empathy you demonstrate. To me, this makes perfect sense—the more responsibility you have, the easier it is to be insulated in your own opinions, biases, and troubles. As a leader in today’s world, ignoring what’s happening in others’ lives won’t serve you.
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By Dr. Francis Eberle
Leadership development is worth the effort and time. According to a Lorman survey, retention rates rise 30-50% for companies with strong learning cultures. And 74% of surveyed employees feel they aren’t reaching full potential at work due to lack of development opportunities.
Particularly with workforces shifting, employees retiring, and younger employees taking over those roles, leadership development is a crucial need. It can help address the gaps created, fast pace of work, demands for effective and agile teams, and employees’ desires for advancement.
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