A key insight that is often overlooked is this: A position can be given, but leadership must be taken. Putting someone in a powerful position gives no guarantee that leadership will take place.
"But what would you want your children to remember you for? What would you want your industry to remember you for? Do you have what it takes to overcome your current and future crises?”
We’ve entered a significantly different era that demands a change in the way we’ve traditionally thought about development.
If 90% of workers claim that they’d rather be with family, why are so many opting not to do so?
In today’s market, speed is everything. A key question facing large companies therefore is how to remain nimble and agile in an ever changing landscape.
What if, instead of stretch goals, employees were given goals that only specify the minimum level of performance outcomes required, and leave everything else loose or undefined?
How can the right to use top-down autocratic leadership be earned in an era where everyone is free and empowered in today’s 24/7 wired society, where position power is woefully inadequate, and where leaders stand naked in today’s age of total transparency?
For far too long, we’ve been confusing leadership with followership and with pleasing people.
This post was cowritten with Adeline Jayasuria. Although their numbers have increased somewhat over the last 20 years, women continue to be under represented within top management ranks. The debate as to why more women don’t make it to the top remains unresolved. One assumption is that a cocktail of initiatives designed to improve working conditions […]
Armed with a dual degree in Law and Finance, Jason joined the legal department of a corporate bank as a legal assistant. Thanks to his strong work ethic and self-discipline, he had done reasonably well throughout school and college. His parents had taught him the value of sincere hard work, and over the years this […]