We all know that strong leadership is paramount to organizational success. All great companies have great leaders to guide the organization and its people. However, despite all of the studies and information available about leadership best practices, there still remains a large disconnect between what leaders should do and what they actually do.
This is perhaps a reason why 82% of people don’t trust their boss and more than 50% of people quit their job because of their manager.
So, are great leaders born or bred? Read more
“Let’s acknowledge that change is hard. People naturally resist change, especially when it’s imposed on them. But there are things that organizations do that make change even harder and more exhausting for people than it needs to be. First of all, leaders often wait too long to act. As a result, everything is happening in crisis mode. Which, of course, tends to be exhausting. Or, given the urgency, what they’ll do is they’ll just focus on the short-term results, but that doesn’t give any hope for the future. Or they’ll just take a superficial, one-off approach, hoping that they can return back to business as usual as soon as the crisis is over.” – Jim Hemerling Read more
“Your journey is simple — it’s made of steps. Some steps will be right on. Sometimes you will trip. If it’s right on, celebrate, because some people wait a lot to celebrate. And if you tripped, turn that into something to learn. If every step becomes something to learn or something to celebrate, you will for sure enjoy the journey.” – Bel Pesce
Authentic leaders are in demand today. Employees, colleagues, and business partners want to work for/with leaders who are real. People are tired of rhetoric and corporate speak – they want leaders who are genuine, honest, and engaging.
“In today’s culture, where so much emphasis is placed on the superficial, people crave authenticity. Employees today are hungry for real what-you-see-is-what-you-get leadership. The most inspiring and influential leaders therefore don’t lead because of what they do (though they do plenty), but because of who they are. Too often leaders and those who aspire to be, forget that,” says Margie Warrell, Forbes. Read more
Technology and innovation are forcing businesses to evolve at a rapid rate, and consequently altering the career landscape. While is it difficult to predict how a company will look five years from now, talent management requires the ability to anticipate business demand and hire accordingly. As pointed out in a McKinsey Quarterly article, Do you have the right leaders for your growth strategies?, “It takes a mix of leaders and talent to pursue a variety of growth strategies simultaneously.”
How do leading organizations ensure their human capital is up to the task? At Four Corners Group, we always advise our clients that there are certain “must haves” when considering making a strategic hire.
In order to retain top talent in today’s competitive environment, leaders must generate high employee engagement and commitment to company success – especially at a time when turnover is reaching new peaks.
Whether your organization is looking inward to retain thought leaders or outward to recruit new talent, it’s important managers understand how to create and sustain empowerment for current or prospective employees.
Four tips to help make your organization create a culture of empowerment where employees feel motivated, and encouraged, to make decisions and take responsibility: