Brooke Weddle

If you are interested in serving on a family business BOARD, then The Power of Legacy is an excellent book for you to read. Learn how "family governance and corporate governance fit together". Author Charles Leichtweis has worked in or for family businesses for nearly 40 years. #boardgovernance #familybusiness https://lnkd.in/gVWFXPdG

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Via Jo Constance of Bloomberg: Executive coaching and outplacement services are becoming increasingly common in exit packages, according to Andrew Challenger, senior vice president of outplacement firm Challenger, Gray & Christmas Inc. Of the nearly 650 American and Canadian companies surveyed in 2022 by the management consulting firm Mercer, about 80% offered some type of outplacement services to employees. Of these firms, 93% offered senior executives coaching. In comparison, 78% offered coaching to rank-and-file employees. These packages are vital in retaining and attracting top talent. Challenger, Gray & Christmas, Inc. hashtag #outplacement hashtag #humanresources hashtag #executivecoaching hashtag #leadershipcoaching hashtag #compen

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Interested in what networking is really about? Joshua Cutler provides you with a clear roadmap on the purpose and approach to networking in his candid, direct article found here: https://lnkd.in/g-hNGKh7

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Is executive presence real--or does it only exist in the eye of the beholder? Truist Leadership Institute's new position paper presents the evidence for and against the existence of executive presence as a tangible leadership construct. We explore models of executive presence, the research behind them (or lack thereof), the characteristics and behaviors associated with executive presence, and identify four traits that models have in common. Check it out! https://lnkd.in/ghsEsYeu

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Nowhere is the significance of the CHRO more evident than in CEO succession planning, where HR leaders play a crucial, nuanced and pivotal role. Find out how to maximize your impact: https://lnkd.in/eu9EMqm8 #SuccessionWithSpencerStuart

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In our September article, we at Integrated Growth, Inc. considered a new type of ELT – an Enterprise Leadership Team (as opposed to the traditional Executive Leadership Team that most of us are familiar with). Over the next five months, we’ll be diving deeper into how to build a true Enterprise Leadership Team, whether at the executive level, the regional level, or any level of the organization. In doing so, we will walk the wheel of our proprietary PRIDE Model (Purpose, Roles, Infrastructure, Dynamics, Execute), focusing on one element each month. Our October newsletter focuses on the first element, PURPOSE, and will be dropping early next week. Be sure to subscribe here, https://lnkd.in/g9Pkkrh6! In the meantime, we’ve compiled a few tips to get you started in transforming your team into a highly effective Enterprise Leadership Team: LEARN | Things for you to learn: 🎯 New definitions of ownership and accountability — shifting from functional to shared goals, measurements, and rewards UNLEARN | Things for you to unlearn: 🎯 Defensiveness — perceiving questions from others as judgment or doubt in your capabilities or competence PERMISSION | Things for you to give yourself and others permission to do: 🎯 Challenge and share — to challenge fiefdoms and allow your own to be challenged, while sharing resources and talent across the enterprise For more tips, take a look at the full cheat sheet in our latest article, “Transforming the ELT”, here: https://lnkd.in/g96yAhRh Do you have any tips of your own for transitioning your leadership team to an Enterprise Leadership Team? We’d love to know in the comments below. #leadership #enterpriseleadership #leadershipdevelopment #leadershipcoach

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Rethinking Strategic Planning in Complex Times Currently, there is a growing reconsideration of the efficacy of traditional strategic planning methods, with a frequently cited failure rate of 70% for large-scale transformations. Common explanations for these failures often focus on employee resistance and lack of effective leadership engagement at lower organizational levels. However, we believe a crucial issue lies in the failure of these traditional methods to account for the complexity of organizations and the ecosystems in which they operate. These traditional processes typically do not explore the relationships, norms, skills, emotional dispositions and attitudes, and patterns of behavior at play in the present, as well as how it is that systems (read organizations and their ecosystems) actually change. In today’s world of unprecedented disruption, rapid technological advancements, and global unpredictability, the need for agility and resilience has never been greater. How do we foster resilience in such an environment? How can leaders better understand and give voice to the diverse and multi-layered perspectives of employees and other stakeholders? At Fénix Leadership & Development, alongside professionals and leaders from the fields of organizational change, strategy, agile, and design, we use methodologies developed by The Cynefin Company. Our process engages a diverse team from within the organization to map relationships, norms, and other influential factors in a pragmatic approach. This inclusive process identifies the constraints and opportunities within your sphere of influence, enabling the design of a portfolio of micro-interventions with a higher probability of success. Through this iterative and adaptive approach, we help organizations advance meaningfully toward their desired change. To learn more, visit: https://lnkd.in/dJ2Ee7JC

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