Submitted by Sal Silvester on September 4, 2013
Are your future leaders prepared for roles that will directly impact business results? Are there people on your team you'd like to groom for future leadership positions but don't seem to have enough time to effectively mentor? Is your leadership bench primed with skilled leaders who will enable the business to navigate rapid growth?
Submitted by Sal Silvester on July 29, 2013
Today’s global business environment requires leaders to navigate geographical and cultural differences that team members and constituents bring to the business. Perhaps it’s remote employees based in China, India, or the Philippines. Maybe it’s the sales relationship with customers in different regions of the country.
Submitted by Sal Silvester on July 20, 2013
So, you are a leader in a matrix organization. Perhaps you are the Line Manager to whom a Team Member reports directly, although you rarely see each other.
Submitted by Sal Silvester on July 15, 2013
One of the challenges senior leaders face is that for the first time in their career they may find themselves on multiple teams. For example, they lead their own team of managers who run the function of an organization such as Sales or Engineering. And, they may also belong to a leadership team comprised of fellow hard-charging peers from other functions of the organization that report up to a General Manager or CEO.
Submitted by Sal Silvester on July 8, 2013
In my last post, I introduced the idea that developing a deep level of interpersonal agility is critical to being successful as a senior leader. That's partially because as senior leaders rise to higher levels in their organization, they are less likely to hear the truth.
Submitted by Sal Silvester on June 24, 2013
As leaders rise to higher levels within an organization, they are required to navigate increasingly complex and chaotic situations. There are hand-offs and trade-offs with stakeholders and constituents. There are executive leaders to please and junior leaders to lead. Fellow peers with competing agendas from other functions such as Sales, Engineering, and Finance, vie for the same set of limited resources. And, decisions become more and more consequential to the organization.
Submitted by Sal Silvester on May 20, 2013
Take the time to really get to know your employees. Find out what motivates each one. Respect people’s differences.
Submitted by Sal Silvester on May 6, 2013
In last week's Ignite Leadership Launch training workshop here in Colorado, a curious participant asked, "How do I deal with an employee who isn't changing even after I give her feedback?" An insightful response came from another participant that I thought would be helpful to share. Here's a summary of what she had to say…
Submitted by Sal Silvester on April 22, 2013
Ignite Leadership Launch is a two-hour Leadership Training seminar that will ignite your potential as a leader, and the potential of the people around you. Whether you’re a future, emerging, transitioning or senior leader, you’ll gain insight and practical skills to elevate your effectiveness in the workplace. Led by author, speaker and consultant Sal Silvester, this seminar is now offered to individuals and is based on his popular book Ignite! The 4 Essential Rules for Emerging Leaders.
Submitted by Sal Silvester on April 6, 2013
Have you ever worked for a leader who was overly focused on results?
How about the leader who placed too much emphasis on relationships?