Leadership is a crowded space. The sharing of knowledge on leadership is full of every conceivable tool you could ever want or need. So, you’d
Are you a leader or are you a manager of people/function? When we ask participants in our programmes this, they initially struggle to answer the
Leadership training – Coaching people to be confident, capable, excellent leaders The performance of your leaders influences the effectiveness of your people and the entire
As long as we make leadership something bigger than us, as long as we keep leadership beyond us and make it about changing the world, we give ourselves an excuse not to expect it every day, from ourselves and from each other.
When we believe we’re the sole architects of our success, we tend to be ruder, more selfish, and more likely to interrupt others. This is especially true in the face of setbacks and criticism.
It’s not how we like to think of leadership. Usually, when we say the word leadership we have a positive, heroic image in mind. Nonetheless, leadership it is.
They’re depressing because we know this stuff. We “know” what makes for an engaged workforce. Read the excerpt below and you’ll see none of it is unexpected, or even new. And whilst the best employers certainly do know it, and live it. There are a whole heap of organisations who just don’t.
We know that diversity of thought and experiences makes good business sense. We know that organisations with women on boards perform better than those that don’t. More women in leadership would hopefully break down the unhealthy “boy’s club” culture that is endemic in many of our organisations.
This is why I do what I do. The impact of leadership – good and bad is so enormous.
Plenty of studies examine this phenomenon. While listening is the core of most of our communications—the average adult listens nearly twice as much as he or she talks—most people stink at it.
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