Is 2024 the year of the manager? 74% of People Ops leaders think so. Managers have been bearing the brunt of rapid change in the workplace while businesses have cut or underinvested in leadership development. People leaders have noticed and in 2024 they're most interested in supporting their managers. Join us for a live webinar on May 29th at 3pm ET as we discuss everything you need to know about how to best support your managers in 2024. We’ll be joined by a panel of experts from today’s top companies including: - KJ Jenison, SPHR, Director of Talent Management at Shippo - Tyler Pemble, Director of People at Extend - Shana Yearwood, Ph.D., Associate at Booz Allen Hamilton - Jamie Albers, Co-founder and Co-CEO Mento Save your spot here: https://hubs.la/Q02wmrqN0
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Head of Sales | Logistics and Supply Chain Expert with 25 Years of Global Experience | Leader of High Performing Teams | Coach | Executive Leadership
73% of employees report higher engagement levels when their leaders exhibit empathy and understanding. Ironically, these vital attributes don't quite make it to the marquee in traditional leadership development. The real key? Influential leaders don’t merely blaze trails; they uplift their teams quietly from behind-the-scenes—infusing empowerment with an attuned sensitivity to individual nuances. How do we forge such a values-oriented atmosphere? One that magnetizes leading talents while nurturing an ecosystem where everyone feels respected and integral?
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More Leaders who Love Leading with Masterclasses, Bespoke Programmes + Boost Connect ✅ Leadership Coaching ✅ For Happier, Healthier and Higher-Performing Leaders + Teams. ➡️ Join the Leadership Development Network UK.
Are you creating more anxious Leaders? 👉 Leader and manager effectiveness is the top priority (60% of respondents) of HR leaders - according to a survey by Gartner. 🤦♀️ 24% of HR leaders say their leadership development approach does not prepare leaders for the future of work... What do we need to change? We must enable and empower Leaders to be confident and effective - in the right ways. That starts by identifying the shifts they need to make. 👉 We DON’T NEED MORE from them - we need the RIGHT THINGS from them. What do you think - are Leaders more anxious? ------------------------------------- This clip is taken from a LinkedIn Live with Zoe Poulton on "The storm is coming....leading in a post-Covid world" - the link to the full episode is in the comments.
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Did you know: - 60% of leaders believe less than 20% of the work force has at least a basic understanding of company strategy and can explain it (Harvard Business Review). - 48% of organization leaders spend only one day a month reviewing their strategic implementation (HBS). - While 83% of organizations believe it’s important to develop leaders at every level of the company, only 5% of businesses have implemented leadership development at all levels (Kizer). - A staggering 71% do not trust their leaders’ capability to take their organization to the next level (Edelman). - Only 48% of employees view their company’s leadership as “high quality" (Kizer). Don't let these statistics be yours! Register for the roundtable TOMORROW MORNING @10am CT with Jack Stack as we dive into strategic planning, leadership development, and navigating the uncertain future ahead of us! A little birdy told us Culture Queen, Ann Rhoades, will be joining us! https://bit.ly/3zWNbRF
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Investing In Leadership Development Investing in leadership development is a real investment for organizations because good leaders play a crucial role in the success of organizations, but the more good leaders we have, the more successful organizations will be, however developing new leaders has become inevitable. In fact organizations need to focus on developing leaders in order to thrive and succeed, and yet, to achieve organizations vision we need leadership( influence, vision, leaders and followers) and leaders can make all the difference in the organizations. Lastly, Investing in leadership development is the primary goal of organizations because we need leaders in the organization to turn the vision into reality, to enable employees to grow and succeed and to inspire employees think outside of the box to solve problems and share innovative ideas. - Ayoub Dfallah
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True leaders don't create followers; they cultivate leaders. By openly embracing their growth, great leaders inspire a culture of continuous leadership development. https://ow.ly/3xow50QxPIv #LeadershipJourney #LeadByExample
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True leaders don't create followers; they cultivate leaders. By openly embracing their growth, great leaders inspire a culture of continuous leadership development. https://ow.ly/2U5b50QxPIt #LeadershipJourney #LeadByExample
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Director at Illumine Ops | Igniting Resource Industry Excellence through Strategic Operations & Leadership Consulting | Mining Advisor | Legislation Exam Prep | Board Member | Coach & Mentor
🌟 Honoured to be invited to join the Leadership Circle with BHP yesterday! Engaging with org psychs, operational leaders, and leadership theorists, we focused on how to best support and nurture leaders with practical tools and pathways, especially when they’re time-poor and under-resourced. Our key insight? Leaders need the freedom to lead, with tangible actions and behaviours to improve by 1% each day. We discussed ways to unburden their cognitive and emotional load, making leadership less about perfection and more about real-life, messy growth. It was refreshing to shift the conversation from idealised leadership to actionable support and real-life learnings. Excited to see our discussions take flight in industry leadership training, bringing tangible improvements to our leaders’ journeys. What are your thoughts on operational leadership today? I’d love to hear your insights and have conversations about how we can better support our leaders in practical, impactful ways. #shinebrightereveryday #incredibleandimperfect Hindsight Leadership & Resilience Illumine Ops
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Transforming managers into effective leaders is not a one-size-fits-all endeavor; it requires a nuanced approach tailored to the individual needs and aspirations of each team member. By defining the essence of good leadership, identifying managerial abilities, granting autonomy, and fostering individuality, organisations can cultivate a pipeline of inspirational leaders poised to navigate challenges, inspire others, and drive success. Ultimately, investing in leadership development is not just an investment in individuals; it is an investment in the future prosperity and resilience of the organisation as a whole.
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Pennant's Leadership Development is rooted in the principles in 'Crucial Conversations' by Kerry Patterson et al. Central to this approach is the recognition that effective leadership hinges on the ability to navigate challenging conversations with skill and grace. By prioritizing dialogue over debate, leaders learn to foster open communication, active listening, and mutual respect. Drawing from the strategies outlined in 'Crucial Conversations,' such as creating a safe environment for dialogue, mastering emotions, and fostering mutual purpose, Pennant's CIT program equips future CEOs with the tools to engage in crucial conversations with confidence and empathy. By embracing this approach, leaders cultivate a culture of trust, collaboration, and innovation within their teams. Through the lens of 'Crucial Conversations,' Pennant's CIT program empowers leaders to effectively address complex challenges, build strong teams, and drive positive change. By harnessing the power of dialogue, aspiring CEOs not only find common ground but also inspire transformative action, ultimately delivering life-changing service to their communities. #Pennant #CAPLICO #LeadershipDevelopment #LifeChangingService #LifeChangingLeadership #Leaders #Dialogue
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"Creating a world class leadership development program requires your organization to link its leadership development with its strategic intent. This means the leaders of your organization must be in sync with the strategy of the organization and recognize whether or not they are executing the mission and living up to the mission and values of the organization." This is the opening paragraph of Chapter 3 of my book, "Developing World Class Leaders: The Ultimate Guide to Leadership Development." Chapters 1 and 2 are contained in earlier posts. In this book I have outlined my methodology and process for using a unique battery of assessments to hire, retain and develop the best talent for an organization. I hope you’ll want to learn more, so stay tuned for Chapter 4. Or give me a call and I’ll be happy to answer all your questions. Rick Tiemann [email protected] | 219.406.2425 | www.TheEg.com
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Co-Founder at Mento
3moCan't wait!