Solomon Page’s Post

Leadership development IS for everyone. Discover how prioritizing this professional growth is critical for executives, middle management, and entry-level team members to create an enduring culture: https://hubs.la/Q02D0L460 #leadership #personaldevelopment #careerdevelopment #leadershipdevelopment

What is a leader's most important competency in today's environment? First, there are the usual suspects: * The credibility and trust built from personal leadership. * Relational leadership that creates connection and empowerment. * The strategy and tactics of organizational leadership. Second, there are the future focused aspects of leadership: * Developmental leadership that prepares the organization and team for the future. * Change leadership to bring the organization with you on a journey toward the future. * Transformational leadership that inspires and equips the team to anticipate the future. Lately, I've been thinking about two additional leadership competencies: * Existential leadership: The ability to help the organization and its people tackle the tough questions of who we are, what do we want to be, and how do we want to be in the world. * Contextual leadership: The ability to create context and meaning in a world where people are struggling to connect with the vision, mission, and values to understand how they apply in their lives - to create the future of work, if you will. You could say that existential and contextual leadership are subsets and useful tools in the other areas of leadership. I can see that. And, I see more and more leaders struggle to create context and meaning while more and more of our associates crave it. So which is it for you? What is a leader's most important competency today? #leadership #futureofwork #futureofleadership

Why Most Leadership Development Fails: An Insight from 20 Years Experience Leadership development is a crucial aspect of any organization's growth, but it can often fall short of expectations. After 20 years of experience in this field, I have identified some common pitfalls: 1️⃣Lack of Alignment: Leadership development must align with the organization's objectives. Without this alignment, the outcomes often fall short. 2️⃣One-size-fits-all Approach: Leaders come with diverse backgrounds, experiences, and challenges. Generic programs may not cater to this variety, leaving gaps in the development process. 3️⃣Theory Over Application: While theoretical knowledge forms the base, its real-world application is where leadership truly thrives. A disproportionate focus on theory can stymie a leader's practical effectiveness. 4️⃣Short-Term Focus: Leadership is not a destination but a journey. Programs that treat it as a one-time event miss the essence of continuous growth and adaptability. Finally, my favourite reflection from a recent conversation with a client who told me why their efforts failed with their last L+D provider - "We never knew what success looked like in the first place," reminds us all of the importance of setting clear, measurable objectives for leadership programs. Only with clarity can we truly measure and achieve a return on our investment. #LeadershipDevelopment #ExecutiveInsights

Planning and Feedback are Crucial for Better Leadership The journey to better leadership involves a mindset shift from striving to be the best to a continuous pursuit to be better. There are seven steps we can take toward better leadership, including knowing ourselves — understanding goals, values, and purpose — and starting with our strengths for a positive mindset. Next, we need to develop a plan, translating our goals into a tangible roadmap for improvement. Documenting our goals is a motivational tool, breaking down our development into small, consistent efforts. And sharing those plans with supportive colleagues means we stay accountable to them. It's also necessary to construct pathways for feedback, recognizing that self-assessment is challenging when it comes to our leadership development. Providing our team with various avenues for feedback, from the informal to the formal, offers up valuable insights into our leadership impact. This not only fosters continuous improvement but also cultivates an open, transparent leadership culture. #LeadershipGoals #StrategicPlanning #FeedbackCulture #ContinuousLeadershipGrowth #AccountableLeadership Eager to Elevate Your Leadership? Explore our comprehensive guide 'Better Leadership: 7 Steps for Getting There' for in-depth insights. Read more at our https://lnkd.in/gbAgVmBx.

#Leadership is a dynamic social process. It is not a static or one-size-fits-all concept; it evolves and adapts to the changing dynamics of #individuals, #groups, and #organizations. As the renowned leadership expert John C. Maxwell once said, "Leadership is not about titles, positions, or flowcharts. It is about one life influencing another." When individuals within an organization truly comprehend and internalize the social aspects of leadership, they recognize that it goes beyond just holding a position of authority. It involves building relationships, inspiring trust, and navigating the intricate web of interpersonal interactions. Our customized leadership development programs go beyond conventional talent and succession management. We view leadership as a dynamic social process. We guide leaders in comprehending and internalizing the social dynamics of leadership, leading to a transformative impact on organizational culture. To know more, visit our website: https://lnkd.in/d7RpijPV #InvincibleTeam #OwnYourSteel #CustomizedLeadershipProgram

If you work with me, you know I don’t believe in waiting to begin to develop leaders. It’s a Year 1 priority. I truly believe opening up leadership development is a must-have “for businesses that are in it to win it for the long haul,” as the article puts it. But what if I develop them and they leave, Kassi? What if you don’t, and they stay? #leadershipdevelopment #buildingplacespeoplewanttowork #culturebydesign

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It's been proven again and again that diversity in leadership helps businesses to thrive, which means it's high time for forward-thinking companies to think about how they can develop and promote more types of people. "If you want your team to win a race, wouldn’t you want every runner to have a shot at being first?" Wise words that illustrate the importance of opening up leadership development from Neena Newberry in Fast Company. She also details several ways executive teams can shift gears to think more broadly about leadership development. The piece is well-worth a read! https://lnkd.in/efhPyGuR #leadership #HR #diversity

The common pitfall that many organizations experience relative to their leadership development program is that they're attempting to manage well by using leadership principles. If they're doing this, they're still managing, not leading...no matter how much leadership development they do. People will see and feel that it's only being done to improve performance not truly being done to improve lives. The key is for leaders to develop people because they want to help them have a better life, at home and work. That's what will help them connect the most. It's easy to tell the authentic reason development is happening when you speak with upper leaders…Are they focused on the numbers, focused on the people to improve the numbers, or focused on the people because they want the help them personally and professionally and know doing that will take care of the numbers? If the focus of workforce and leadership development isn't grounded in character development, most likely management utilizing leadership principles is happening. That's not real high impact leadership. However, it is absolutely better than most organizations are doing. If the workforce and leadership development program is the real deal, the word “character” will be infused into the content. If not, you likely won’t hear “character” mentioned at all. High impact workforce and leadership development resources are available at BlueCollarLeadership.com #leadership #culturaltransformation