• Motivate A Leader To Change Who Doesn't Want To

    How To Motivate A Leader To Change Who Doesn’t Want To

    How do you motivate a leader who has no interest in changing? Even after being made aware of the need to change, they are resistant. So what do you do?

    Read More  
  • What Makes Effective Teams

    Google Tells Us What Makes Effective Teams – Are They Right?

    Google attempted to define what made some of their teams more effective than others. What they found might surprise you.

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  • 7 Ways To Develop Your Company's Millennials For Leadership

    7 Ways To Develop Your Company’s Millennials For Leadership

    Those managers sitting around the conference table really ARE younger than ever. Here's how to help them develop into effective leaders.

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  • Flat Support Structure Lets Individual Contributors Succeed

    Top 4 Characteristics That Make Individual Contributors Indispensable

    Our proprietary research on over 300 individual contributors found 4 key competencies that the very best exhibited that made them absolutely indispensable.

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  • Effective Leaders Deliver Results On Time

    5 Reasons That Stop Leaders From Delivering Results On Time

    Our research has found the top 5 issues that stop leaders from delivering results on time, and 2 key actions you can take immediately to fix them.

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  • Political Savvy Is Not About Being Political.

    As A Leader, Political Savvy Is NOT About Being Political

    Being politically savvy is a key competency to success at senior leadership levels. Those who do this well more often then not, are great at the following…

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How To Motivate A Leader To Change Who Doesn’t Want To

Motivate A Leader To Change Who Doesn't Want To

I have a question for you:

How do you motivate a leader who has no interest in changing?

When someone asks that question, they are usually thinking of an individual in their organization who needs to improve in some way — and “everybody knows it”.

Even if the individual has received feedback and been made aware of the need to change, they are resistant.

So what do you do?

Read More How To Motivate A Leader To Change Who Doesn’t Want To

Google Tells Us What Makes Effective Teams – Are They Right?

What Makes Effective Teams

Recent articles and books have cited the work of Google’s Project Aristotle, a team that used data to attempt to define what made some of Google’s teams more effective than others.

Over several years, the company looked at – and ruled out – almost every cliché about what makes for the best teams.

  • Diversity? Nice to have but not decisive.
  • Having lots of “A players”? Sure, but it doesn’t make the difference.
  • A very structured approach to meetings and interactions? Nope.
  • An unstructured, creative approach to meetings? Nope, not that either.

What Google discovered in their internal analysis validates what many people have learned firsthand: The most effective teams are those in which everybody feels trusted and respected.

Read More Google Tells Us What Makes Effective Teams – Are They Right?

7 Ways To Develop Your Company’s Millennials For Leadership

7 Ways To Develop Your Company's Millennials For Leadership

Doesn’t that manager look a little young?

If you’ve asked yourself or someone else that question recently, you may have good reason.

In many organizations, people are moving into management and leadership roles earlier than ever in their careers.

There’s a good reason why this is happening. Demographically, Millennials became the largest generational cohort in the U.S. workplace in March 2015.

US Labor Force By Generation Graph

At the same time, changes among previous generations in the workplace are opening up new opportunities for Millennials.

For example, baby Boomers are retiring at the rate of 10,000 per day, and Generation X — the group currently in their forties and fifties — are too small a generation to fill all the leadership slots opening up as Boomers retire.

What is a “Millennial”?

Demographers don’t always agree on the exact definition of the generational cohort called “Millennials. But in general, they are people born between 1981-2000.

Other generations are also defined as being born during a roughly 20-year period:

  • “Silents” 1928-1945
  • “Boomers” 1946-1964
  • “Generation X” 1965-1980

So, although the oldest Millennials are just in their mid-thirties, they are and will continue to be, moving into leadership positions earlier in their careers than their predecessors.

In fact, a study by Deloitte in 2013 indicated that 50% of Millennials already hold leadership roles.

In addition, a survey done by Deloitte in 2015 suggest businesses, particularly in developed markets, will need to make significant changes to attract and retain their future workforce.

What all this means is that organizations urgently need their Millennial employees to be ready to step up into leadership — now.

How can you make sure they’re ready?

Here are a few suggestions to consider and help your organization build and retain its Millennial leaders:

Read More 7 Ways To Develop Your Company’s Millennials For Leadership

Top 4 Characteristics That Make Individual Contributors Indispensable

Flat Support Structure Lets Individual Contributors Succeed

With more and more frequency, companies have adopted a “flat” organizational structure as a way not only to reduce costs but also to become more agile.

In recent years we have seen the availability of management positions decrease and as a result, numerous professionals are electing to make careers through individual contributor roles that allow more influence and accountability, without cumbersome titles or management duties.

Given this trend, rd&partners examined 360-degree performance appraisal data on over 300 individual contributors surveyed over the last several years.

Some quick background on the respondents:

  • This group was made up largely of “for profit” organizations with revenues between $200M to over $2B annually
  • Most of these organizations were in the manufacturing and financial/insurance industry sectors
  • Those surveyed represented a 65% female 35% male demographic

Read More Top 4 Characteristics That Make Individual Contributors Indispensable

5 Reasons That Stop Leaders From Delivering Results On Time

Effective Leaders Deliver Results On Time

Do you continually deliver results within your organization?

Are the results you deliver on time?

If you do deliver results on time, are they completed without sacrificing other factors like quality, or alienating your peers/co-workers?

Without a doubt, it’s not only important to produce results, BUT to be able to produce results “on time.”

However, everyone’s work is a link in a bigger chain of events within an organization.

If the initiative you are responsible for is late or lacks the necessary quality, your key stakeholders are directly impacted. It’s not just you that has to account for these issues, so too does the entire system.

No leader works in a vacuum and no leader achieves results by themselves.

Here’s quick checklist to see how you are doing as it relates to getting things done.

Read More 5 Reasons That Stop Leaders From Delivering Results On Time

Team Building Without Time Wasting

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Team Building Without Time Wasting:

1 Meeting, 5 simple Steps — More Effective Teams.

A Leader’s guide to supercharging your
team’s performance — quickly!

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