Silvia Wiesner’s Post

Earlier this year, I had the opportunity to join my executive and leadership teams in Las Vegas for a leadership summit hosted by Tim McKey and Bill Biggs of Vista Consulting Team. I still haven’t looked at the actual cost of the investment, lol, but it was absolutely worth it. To the leaders out there, if you’re not investing time and money into cultivating connections with your leadership teams and, more importantly, into their professional development, you have no chance. As John Maxwell says, “everything rises and falls on leadership.” The content of the summit was rich, focusing on the theme of leading through disruption. But frankly, the title should’ve been “Leadership BY Disruption” because the big takeaway for me was that real leadership happens as a result of intentional disruption. Disruption is inevitable—you’re going to hit a ceiling, and you’re going to face changes both internally and externally. As a leader, you get to choose: either disruption will happen to you and your business, or you will intentionally create disruption for your business’s and team’s benefit. This conference emphasized that what got you here won’t get you there. The best leaders aren’t comfortable with the status quo. True leadership and vision involve seeing what’s around the corner and anticipating that without appropriate change, you can and will experience loss, pain, or frustration. Again, you get to choose your hard. Some leaders preach the importance of patience and letting things play out organically. While I am a big proponent of patience and delayed gratification, there’s a difference between these virtues and simply failing to lead. As highlighted at the conference, leading requires courage. It requires a willingness to make changes even when things are seemingly good, in order to create something great. Over the last six months, our firm has experienced its best year ever thanks to some of these disruptive changes. I’m curious if other leaders have seen similar benefits? #Leadership #ProfessionalDevelopment #Disruption #Vision #JohnMaxwell #VistaConsulting #LeadershipSummit

Good article on authentic corporate leadership

Philips lands in the top 100 for Best Companies for Future Leaders in 2024 by Time 🙌 🙏 Another great achievement as we continue our focus on improving the lives of 2.5 billion lives by 2030 through meaningful innovation 💙 #healthcare #medicalcareers #career #leadershipopportunity #leadershipdevelopment #leadership #talentmanagement #philips #philipshealthcare

Authenticity is a key component in modern corporate leadership. In a recent interview with moneycontrol.com, I shared advice for emerging corporate leaders and spoke on the importance of leading with authenticity. Read the full article here: https://lnkd.in/d89DT8ht

Over a decade ago, we founded McKinsey’s Bower Forum, a safe space for CEOs to have frank discussions with their peers about what it takes to be a leader. To date, more than 500 leaders have participated in some 145 Bower Forums. The discussions are wide-ranging, but ultimately these leaders end up discussing the personal challenges they face. They talk about the need to listen to others in order to unleash the potential of their colleagues, how to reconcile different views and ideas, and the need to be humble, feel that they belong and to make bold moves. It was the learnings from the Bower Forum that inspired us to write my upcoming book The Journey of Leadership: How CEOs Learn to Lead from the Inside Out. My experience as co-Dean of the Bower Forum helped me become a better coach and facilitator. Over the years my colleagues and I developed and refined a very deliberate process for self-reinvention. In our two-step process, we first, we ask you to learn how to listen to your inner-self, and how to overcome your own barriers and biases. What is it you really want to accomplish? What assumptions are you making—including ones about yourself—that stand in the way? This requires that you assess your situation in an unbiased manner. Here we help you learn how to deeply listen to your network of stakeholders who can help you understand their own needs and offer advice to you as a leader. The result is a deeper self-awareness and self-reflection that helps you develop a clear inner compass for navigating competing views and for finding the confidence and resilience to make the right decisions.   The second part of the Bower process is all about making positive change in your people and in your organization by leveraging the aspirations, the deeper self-awareness, and human leadership attributes that you cultivated in the first step of the process. In other words, now that leaders know how to lead their inner selves, they are prepared to lead individuals, teams, and systems, in essence, from the “inside out”. We explore how to deliver on the leader's mandate in a way that enacts true change in an organization. You learn how to engage your team in your radical plan for change, to get them to speak truth to power, to be flexible when unexpected circumstances hit, to feel a sense of purpose and to be willing to go the extra mile to make the business a success. If you’d like more on how the Bower Forum works, please check out this recently published blog written by me and my The Journey of Leadership co-authors https://lnkd.in/dbz_zdbB  

Mr. Pat Chrzanowski, Orkin President, was our final speaker in the Executive Welcome session at the Rollins Brands Leadership Summit. There were multiple takeaways I am going to share. At the beginning of 2023, his challenge to leaders was to ask yourself, “Are you built for growth?” As he scanned the whole meeting room, he asked everyone, “What does that mean?” Great question! Every one of us has a different idea of what that means, right? Plenty thoughts go right to revenue and profit. Business and growth. That’s not wrong thinking. Is it where we should start? No. Here are some answers that were shared from the room: “Having the right people, being staffed to absorb growth, people investments, expectations set, ready to learn, innovation, clear/specific goals.” Mr. Chrzanowski then questioned what we, as leaders, are doing currently in developing our future leaders. “How are you helping your employees develop & grow which then helps your organization grow?” He asked that we take ownership of this statement, “When people leave us, they are leaving the leader. Take every turnover personally. We hired them because we saw something and the biggest mistake we can make is not to continue to help them and invest in them.” The next question was, “What is standing in the way of our growth on the P&L? The word “turnover” was just one word that stuck out. Mr. Chrzanowski countered that with what he believes is a “lack of vision”. That is what stands in the way. He went onto say we need to empower our managers-leaders to develop and grow to their potential. Help them focus on their potential not just plan. Plan or Potential? If turnover is at an all-time high on routes, what are you doing to re-recruit your people every day? Recruit our people every day….what does that mean to you? Take a moment and think about this one. What development potential do your people have? What is your market potential? What is your customer base growth potential? Mr. Chrzanowski ends with this. Focus on taking care of your people, growing your people, creating more opportunities, this is how you grow. Work to your potential. It’s not just your revenue & profit. It’s all of it together and it requires consistency.

Authenticity is a key component in modern corporate leadership. In a recent interview with moneycontrol.com, I shared advice for emerging corporate leaders and spoke on the importance of leading with authenticity. Read the full article here: https://bit.ly/3G3OgaY

Authenticity is a key component in modern corporate leadership. In a recent interview with moneycontrol.com, I shared advice for emerging corporate leaders and spoke on the importance of leading with authenticity. Read the full article here: https://bit.ly/3G3OgaY

HOW DELIGHTFUL to be invited by WISE Employment to present on Leadership and Resilience to their Senior Leaders. With full support to up the experiential engagement factor, we delivered a powerful simulation activity in the boardroom to a group of insightful leaders. Olga Merryfull Chief Operating Officer, kindly shared the following feedback and graciously allowed me to share 🙏🏻 🌟🌟🌟🌟🌟 “I wanted to express my deepest gratitude for your presentation and leading the afternoon activity during our recent Senior Leadership Team meeting. Your session was not only engaging but also incredibly insightful, leaving a profound impact on all of us. The session you facilitated was a true highlight of the day. It brought to light the critical importance of effective communication within our teams and with our broader stakeholders. The discussions prompted by the activity were both eye-opening and thought-provoking, leading us to reflect deeply on our communication approaches and strategies. Your session underscored how quickly communication can break down without clarity and consistency. It served as a powerful reminder of the need to continuously improve our communication practices to achieve better outcomes collectively. Thank you once again for your dedication in organising such a valuable activity. Your efforts have contributed significantly to our team's growth and cohesion. We look forward to applying the lessons learned from your session in our future interactions. - Olga Merryfull - Chief Operating Officer, Workforce Australia and Allied Services, WISE Employment” --- True thanks goes to WISE Employment for their commitment to building a future of emotionally intelligent and introspective leaders, each making a positive impact in the world. Collaborating with purpose-filled organisations is always my pleasure, especially the brilliant humans at WISE. I look forward to future collaborations and continuing this important work together. 👏🏻 . . . #emotionalintelligence #leadershipdevelopment #experientiallearning #immersiveleadership #socialenterprise #eqleaders #eq #leaddifferently #melbournebusiness #geelongbusiness #leadership

Sharing this interesting Forbes read by John Bremen, exploring how corporate leadership has evolved over the past 40 years. The growing importance of intangible assets and the increasing diversity and broader experience among top executives. Insightful piece for anyone interested in the future of leadership. #Leadership #BusinessStrategy #CorporateLeadership #Innovation