“Influencing others is a matter of disposition not position.”
John C. Maxwell, The 360 Degree Leader
How you show up is more important than where. A fully engaged person will be far more effective than a dud a few levels higher in the organization.
Do you know how you show up?
You better figure it out.
Your co-workers know.
Categories: Leadership · Personal Leadership
The Global Human Capital Study, 2008 conducted by IBM noted that the primary workforce-related issues facing organizations are:
Lack of adaptability is the bottom line in regards to all these workforce issues.
If the workforce was more adaptable it would be able to rapidly change its skill set to reflect current trends as well as align itself with the organization.
Additionally, adaptability would enable leaders and future leaders to change the way they do things and increase their capacities for leadership.
But, adaptability is difficult and rare, as the numbers show. It is actually a talent that enables you to live in the moment and operate in a environment with a high degree of ambiguity.
Unless individuals with this talent are identified by organizations and nurtured, it does not appear that these issues will be mitigated soon.
Can leaders and employees alike develop this talent?
Yes, to a point, and with a lot of work. Adaptability requires an even-keel mindset where the unpredictability and setbacks of the day won’t result in frustration and emotional turmoil.
Unless your one of the lucky ones who come by this naturally, ultimately, it’s change or die. The numbers show that this won’t go away soon.
Leaders are the one who have it, or can develop it quick. Companies will pay a premium for those who can stay just ahead of the power curve.
It’s worth investing in yourself now to realize a long term payoff over your career.
Categories: Leadership · Leadership Development · Personal Leadership
Tagged: Apaptability, Leadership, Leadership Development
PersonalDNA has a personality test which they claim reveals Your True Self.
I’m an Animated Leader
Here’s an abbreviated version of my report:
Overall, I think the description of me is accurate, but I’m not sure if their description of a leader is right on the money. They describe more of a ‘Forerunner,’ not someone who moves others to action.
Check out PersonalDNA and see what you are.
Categories: Leadership · Personal Leadership
Tagged: Leadership, Personality-tests
“Poor leadership results not from conscious malice, but from inadequate leadership knowledge, values, and behaviors. People in leadership positions do not know themselves well enough [to lead effectively].”
(from The Leader Within: Learning Enough About Yourself to Lead Others. )
Categories: Leadership · Leadership Development · Personal Leadership
Tagged: Leadership, Leadership Development, Personal Leadership
IBM Global Business Services recently released their Global Human Capital Study 2008, entitled: Unlocking the DNA of the Adaptable Workforce. It addressed how globalization is impacting companies and their workforces. Over 400 senior HR executives from 40 countries participated in the study. A key finding of the study revealed the overall lack of quantity and quality of executive leadership necessary to take businesses into the future.
“We believe successful future leaders will need to work more effectively with outside partners; serve as role models and mentors to individuals who are increasingly dispersed across countries, regions and geographies; and provide guidance and structure to employees who come from a variety of generations, experience levels and cultures.”
Companies have expressed “a deep concern” over the potential shortage of qualified candidates. Retirement of the Baby-Boomers along with the growing need for personnel in emerging markets has taxed the ability of organizations to develop future leaders. 75% of the companies in the study cite this need as a “critical issue.”
“Without leaders who can provide the direction, feedback and clarity needed to navigate in a more complex world, companies will struggle to achieve business goals.”
The study asserts that the business organizations must take responsibility to develop these leaders internally in a process that spans almost the entirety of the organization. An organizational culture designed for early identification and supportive guidance of potential future leaders would be successful in developing the necessary personnel required for continued success in the coming decades.
What the study does not address is one fact, at least in the United States, that most people don’t last that long at companies these days. Job tenure in the US, is on average, only 4 years. This puts US companies at a serious disadvantage when it comes to leadership development. Just when a promising subject is entering the training pipeline, the subject is off to the competitors.
US organizations now have a greater set of leadership issues. Not only do they lack sufficient personnel, they can’t keep them around. One way companies could function in this environment, is to hire the short-term talent they need (costly and not reliable) or shorten the training cycle with focused workshops and individual coaching designed to address specific needs and skills.
Leadership development and employee develop in general, has always been a sound strategic investment for organizations. A company that values its workers by making these types of investments is likely an organization where individuals will want to work for an extended period of time.
Categories: Leadership · Leadership Development
Tagged: Leadership, Leadership Development
