Without personal connection, we risk not taking the time with each other to understand what’s needed and what others plan to do with our deliverables, not trusting enough to negotiate priorities, and not discussing the nuances of the work.
Teams can become more extraordinary than ever! I’ve seen this time and time again. The companies that feel confident about their current company culture, took the time to gather data. We want data in order to effectively strategize. Here’s the information we need.
Strengths are activities at which you excel and that you enjoy. You want to know your strengths so you can bring value and your energy and interest to your work. When you are working in your strength areas, you are more creative and resilient. You bring your best self and best leadership.
I suggest leaders use two different inquiries to identify their ideals or to have team members identify their ideals. it’s important to distinguish your top ideals because you want to use them as guidance when you’re making tough choices and decisions about where to focus your time and talent.
To inspire others to get 100% on board with you, you need to let others in and have them learn more about you. To know is to understand and to understand is to trust. In order to let others learn about you, your philosophies, your values and leadership, you need to be aware of these yourself.
If we regularly encourage employees to renew and refuel, they will create practices that allow them to keep their energy levels up and will increase their resilience. Here is a 3-part process to support team members to renew and refuel, which involves the creation of a development plan.
How do we get into the mindset for extending trust? Assume good intentions. That’s it, assume good intentions. From the beginning, and when it seems like someone is stalling, and when a mistake is made, assume good intentions.
Great leadership is more important than ever. There is ambiguity, uncertainty and safety risks right now. Working from home and working in new ways is magnifying the deficiencies and the strengths in the leaders around us.
70% of engagement is attributed to the leader, according to Gallup (Randall Beck and Jim Harter, Gallup Business Journal, April 21, 2015). As a leader, you are the biggest factor determining whether those around you are fully dedicated to the work, or not.
Listen as Amy talks with The HIVE host, Larry Durham of St Charles Consulting Group about recognizing and providing effective leadership in today’s changing business environment.
Be Legendary 2020 will inspire you to take on the new decade with brilliance; choosing success, influence, impact, and creating change.
Discover how to increase productivity, declare a leadership legacy, inspire people to accomplish what’s really important, and use the #1 secret to achieving amazing results, time and time again.
Our world, right now, needs leaders who know how to inspire, engage and get extraordinary results. As a leader, you’ve got opportunities, pressures, questions and complexities coming at you...
When it’s time to deliver a tough message, do you can feel like you’ve got to have a complex set of interpersonal skills mastered? If so, you’re not alone.
How to be bold and create the extraordinary? Sounds like a big topic that would involve lots of methods and techniques. Yet there are 2 secrets...
If you want to be a powerful leader, embrace your weaknesses. Weaknesses are any activities that we don’t do well or that drain us of energy. We want to include “tasks that we don’t enjoy” in our definition...
How can you be the most powerful leader possible? By doing leadership YOUR way. In the consultative and coaching work that I do, I have the opportunity to work with leaders at all levels and in various...
Creating extraordinary results. Sounds like a BIG topic that would involve LOTS of methods and techniques. Yet there are 2 secrets to creating extraordinary results.
Of the thousands I’ve leaders I’ve worked with, the most powerful ones – the ones who achieve the most extraordinary results – are those who’ve defined their leadership legacy. A leadership legacy is an aspiration about how you want to be known or ...