With 10,000 Baby Boomers retiring each day, your organization will soon be, or may already be, hiring for leadership positions. Filling these positions can seem like a daunting task if you’re not properly prepared as an organization. Hiring from your internal candidate pool can be a cost-effective and advantageous strategy when done correctly.
Many believe that a great leader is simply a person who has the ability to command a room and the charisma to influence others to rally around their message. But, those are not necessarily the attributes of a great leader. Behavioral science reveals great leadership is much more than just good speaking skills and charm. In today’s workforce, good leadership is characterized by a person’s ability to effectively connect and collaborate with people throughout various contexts of the organization. While the practice of connecting with people is not something that is natural for everyone, the ability to effectively collaborate with others is widely recognized as a critical business skill.
Few would argue the importance of strong company culture. In fact, 94% of executives believe a distinct workplace culture is vital to a business’ success. Yet, only 12% of executives believe their companies have the right culture. Why the disconnect?
Leaders are always seeking new insights into the art and science of influencing others toward a common purpose. One of the most valuable resources for leaders looking to grow and develop their core competencies is found inside great books on the topic of leadership.
Leadership has the power to influence culture and plays a critical role in the sustained success of an organization. Good leaders have the ability to create a positive culture and optimally motivate their people, while poor leadership drains motivational outlooks and can poison a culture. It’s important to keep in mind that leadership’s impact on cultivating culture gives companies a competitive advantage over other organizations. Today’s modern organizations can not afford to ignore the influence of leadership has on organizational culture. Great companies intentionally invest in leadership development as a viable business strategy and a means to creating a healthy and engaged culture.
Your organization’s greatest asset is its employees, who make up the mindshare, and knowledge base to serve your current and future customers. But how do you measure that asset?
According to Gallup’s 2018 survey, 53% of workers would place themselves in the "not engaged" category, meaning they may be generally satisfied but are not cognitively and emotionally connected to their work and workplace. While these employees may still be executing their duties, they’re likely not performing to the best of their ability and certainly not making a significant contribution to the purpose and culture of the organization.
“When you look at people who are successful, you will find that they aren't the people who are motivated, but have consistency in their motivation.”
— Arsene Wenger
Earlier this year, The Golden State Warriors head coach, Steve Kerr, became one of the only coaches in the National Basketball Association (NBA) history to coach 5 All-Stars from the previous season, during a professional basketball game. However, even with those 5 All-Stars playing consistently every game for the past month and a half, the two-time defending NBA champions are struggling, and Steve Kerr is concerned about his team heading into the playoffs next month.
“You have to have confidence in your ability, and then be tough enough to follow through.”
Dr. Don Meyer, in a Huffington Post article entitled, So Near, and Yet, So Far chronicled the heroic story of Florence Chadwick, and American Swimmer who attempted to become the first woman to swim across the Catalina Channel, a 21 mile journey off the coast of California, between Catalina Island and Palos Verde, California.