If you want to fulfil your leadership potential and be more effective as a leader, you don’t need to be more politically savvy – you need to be more “strategically savvy.” You need to be more inclusive. Only then will you build the trust and common purpose that delivers strategic alignment, and ensures sustainability and success, through strategically savvy people.
By recognising and focusing on each and every individual, the ‘Every Individual Matters’ model enhances personal performance on an organisation-wide basis and thus inevitably enhances organisational performance. It provides a solid foundation for coaching and so builds a powerful, sustainable leadership framework.
Ultimately change requires vision, and vision is the initial prerogative of few. It is the visionary who conjures a different future. Yet,without entrenched power, they must win “popular opinion” to realise it, because the majority only accept the need for change when the status quo becomes unbearable.
“We JUST need to engage our heads and our hearts in a leadership process that validates the worth of every individual. Where everybody matters.” (My … Read more
“The goal of leadership is producing servants.” What do you make of that statement – a recent article headline? Do you agree? For me it … Read more
Employee engagement is, essentially, a matter of attitude. Think about it for a moment. What you are looking for in employee engagement, is employees who … Read more
Like most people I have been appalled by the recent report on child sex abuse in Rotherham where, for those that may not be aware … Read more
Have you noticed how employee engagement statistics rarely change? It does not seem to matter who conducts the research or whether it applies to the … Read more
At the end of the day employees are people and employee engagement is ultimately about nothing more than how best to deal with your people; by treating them as human beings. After all, as Conant clarified, they are what ultimately determine your success.
More than this, though, we have to stop incentivising on the basis of performance. This emphasis on performance distracts while driving and distorting all our reward systems. It inverts the order of this model and means, even at the highest level, that managing becomes more important than leading. Furthermore, if this is not bad enough, it also breeds competition amongst the employees and so builds silos, dilutes synergy and destroys organisational integrity.
You really do not have to look any further to unlock leadership.