• Critical and Effective Cross-Functional, Peer Relationship Strategies

    3 Critical and Effective Cross-Functional, Peer Relationship Strategies

    As a leader, you know how vital cross-functional peer relationships are to your agenda. Learn 3 strategies you can implement immediately to improve yours.

    Read More  
  • Employee Performance Issues

    6 Steps To Effectively Address Employee Performance Issues

    True leaders know how to deal with employee performance issues. Click to learn how to effectively address employees who are underperforming.

    Read More  
  • Moral Compass Banner

    Giving Voice To Values – How To Follow Your Moral Compass As A Leader

    How can you effectively stand up for your values when pressured by your boss, peers, or customers to do the opposite?

    Read More  
  • Fostering an Innovative Mindset Within Your Organization

    3 Keys For Fostering an Innovative Mindset Within Your Organization

    Learn how to select employees for an innovative mindset and 3 keys for creating "outside the box" thinking within your organization.

    Read More  
  • Grow Your Leadership Identity

    How To Understand and Grow Your Leadership Identity

    How you view yourself as a leader is always changing. Click to read how to grow your leadership identity and become even more effective.

    Read More  
  • Black king in a chess set

    Power: Why Some People Have It And Others Don’t – Part 1

    Learn what power is, how to get it, and how to use it to bring about change, get things done, and be a more effective leader.

    Read More  

3 Critical and Effective Cross-Functional, Peer Relationship Strategies

Critical and Effective Cross-Functional, Peer Relationship Strategies

Effective cross-functional (peer) relationships are among the toughest to build within an organization.

It’s not surprising because of the strong “not created here” mentality between work units, and the natural competition between groups which are often fueled by pay systems that pit groups against one another.

The ability to bridge this discord and build and sustain effective peer relationships is a “game-changer” for most leaders.

It is a true selection differentiator when it comes to consideration and success at the most senior levels.

That is, those who do this well usually go on to senior executive roles where they execute these roles successfully.

Those that don’t…simply don’t.

Their careers are often derailed at one level below.

Possible derailment factors, culled in studies done by V.J.Benz (1967) who did a 30-year study on the subject, concluded that one major reason for leader incompetence was their inability to form effective relationships, cross-functionally or otherwise.

Another study performed by Lombardo & McCall who were inspired by Bentz to conduct similar research in 1983, concluded that the most frequent reason for leadership derailment was insensitivity to others (read as peers)

Why is this?

Read More 3 Critical and Effective Cross-Functional, Peer Relationship Strategies

6 Steps To Effectively Address Employee Performance Issues

Employee Performance Issues

In a recent blog entitled The Paralyzing Effects of Poor Performance I discussed the psychological drivers behind why many Leaders become paralyzed in the face of taking action when faced with employee performance issues.

In this post I wanted to share 6 proven steps that if followed, will effectively address any and all employee performance issues a Leader will face while affecting change within your organization in a straightforward and non-biased manner.

Read More 6 Steps To Effectively Address Employee Performance Issues

Giving Voice To Values – How To Follow Your Moral Compass As A Leader

Moral Compass Banner

The following post is an excerpt from a recent Leadership Leverage radio show. The interview has been edited for clarity and length.

Today we’ll be exploring the topic of values.

And perhaps as important is the topic of values as it pertains to the individual leader.

In other words how effectively can you stand up for your values when pressured by your boss, customers or shareholders to do the opposite?

In a larger sense the ability to voice your values becomes the litmus test for your true ability to lead and develop followership.

Listen to the full audio version of this transcript or download the MP3:

Or Download the MP3

Why is it that as leaders we often know the right thing to do but have trouble implementing it?

How can we find our values’ voice and become a more effective leader?

What can companies do to better foster and reinforce value-based leadership?

To help us navigate this journey, our guest is the popular and distinguished Dr. Mary Gentile.

Currently Dr. Gentile is the director of Giving Voice to Values, a business curriculum launched by the Aspen Institute and Yale with ongoing support from Babson College.

Giving Voice to Values is a pioneering approach to values-driven leadership that has been featured in such magazines as the Financial Times, The Harvard Business Review, Strategy and Business, and in Business Week and is being piloted in over 100 business schools and organizations globally.

Dr. Gentile also recently released a book on the same topic: “Giving Voice To Values: How To Speak Your Mind When You Know What’s Right”.

You can read more about Dr. Gentile and her book here: www.GivingVoiceToValuesTheBook.com

 


Giving Voice To Values

Dr. Denker: Mary I’m curious to know how did you first participate in developing this notion of giving voice to values. What led you down this path?

Dr. Gentile: I’ve been working in the area of business, values and ethics – and the social impact of business – for several decades now.

But a number of years ago around the late 90’s, turn of the century, I experienced what I like to call a kind of crisis of faith.

I began to wonder if teaching ethics in business schools was ethical.

For me this grew out of the fact that we would [have] these long conversations with students, we would examine these challenging values conflicts in business, some global challenges and people would go back and forth about what the right thing to do was.

But in the end at some point students might say, “Mary this is all well and good but in the real world you can’t really act this way, you can’t really do these things. The pressures on you are so great that you won’t be able to behave in alignment with your values.”

That was an answer that I found truly troubling and I actually stepped back from the work a little while and started to reconsider what I was doing.

And the book and the curriculum I’ve developed around “Giving Voice to Values” is really my response to that.

Read More Giving Voice To Values – How To Follow Your Moral Compass As A Leader

3 Keys For Fostering an Innovative Mindset Within Your Organization

Fostering an Innovative Mindset Within Your Organization

Everyone has heard this term, yet few leaders have a solid understanding of what it means to have an innovative mindset and to also identify which of your team members have it, too.

Here’s a case in point: We recently worked with a senior leader whose team was engaged with an outside group that does strategy consulting.

He was advised by this group of consultants that he and his team needed to “think outside the box.”

When the executive called to arrange a coaching engagement with rd&partners, he admitted he was perplexed and did not fully understand what these strategy consultants meant in practical terms.

This is very common, as cute clichés are often tossed around without provision for real assistance on a practical and actionable level.

To assist this executive leader and his team, we needed to help him understand some fundamentals about innovation.

From our experience of working with hundreds of executives, we have determined the following three basic elements of innovation that leaders need to understand.

Read More 3 Keys For Fostering an Innovative Mindset Within Your Organization

How To Understand and Grow Your Leadership Identity

Grow Your Leadership Identity

Leadership identity (how we view ourselves as a Leader) or what we refer to as our Leader-Self is never set in stone, but keeps growing and changing in one way or another over time.

Moreover, our “Leader-Self” (leadership identity) consists of many parts, although this might not be apparent to us.

Most of the time we are used to thinking of the Leader-Self as a single whole that defines us.

For example, we might say that we have a particular characteristic as a leader – for instance being highly competitive or perhaps being an effective problem solver.

However, in order to effectively grow as a leader, it is important to understand that the Leader-Self is not one thing but a complex collection of multiple definitions and parts that all have to grow and diversify into new areas to remain effective and become your leadership identity.

Read More How To Understand and Grow Your Leadership Identity

Power: Why Some People Have It And Others Don’t – Part 1

Black king in a chess set

The following post is an excerpt from a recent Leadership Leverage radio show. The interview has been edited for clarity and length.

Dr. Denker: I wanted to explore the topic of power – why some people have it and others don’t.

In our discussion today we’ll learn what power is, how to get it, and how to use it to bring about change to get things done, and how it can help you be a more effective leader.

To help us navigate this journey, we’ll be speaking with Dr. Jeffrey Pfeffer, a distinguished and popular educator, author, and international consultant.

Dr. Pfeffer is the Thomas D. Dee Professor of Organizational Behavior at the Graduate School of Business at Stanford University, and he’s the author, or co-author of 13 books.

Dr. Pfeffer’s latest book entitled “Power: Why some people have it and others don’t” is the focus of our dialogue today, and is a fascinating read as to the central message that intelligence, performance, and likeability alone are not the keys to career success.

Instead, self-promotion, building relationships, cultivating a reputation for control and authority, along with projecting a power demeanor, are vital drivers for promotion and success.

Read More Power: Why Some People Have It And Others Don’t – Part 1

Team Building Without Time Wasting

team-building-book

Team Building Without Time Wasting:

1 Meeting, 5 simple Steps — More Effective Teams.

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

Download Now Absolutely FREE!

We will never share your email address with ANYONE.

Latest Blog Posts

Topics

Our Latest Video