Interpersonal Agility: Hearing the Truth

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.

Interpersonal Agility: The Foundation for Senior Leadership Relationships

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. 

Sal Silvester at 2013 SHRM Conference and Expo

Sal Silvester, Executive Team Consultant & Leadership Coach with 5.12 Solutions Consulting Group, will present his keynote speech Ignite!  The 4 Essential Rules For Emerging Leaders on June 17 at the 2013 Society for Human Resource Management Annual Conference & Expo at the McCormick Place Convention Center in Chicago.  The keynote is based on his book of the same title and offers the essentials for generating team member commitment, igniting the potential of people and avoiding the pitfalls and mistakes new leaders often make.

How to Bridge Differences in the Workplace

Have you ever noticed the differences that people bring into the workplace? 

Different communication styles, preferences and priorities. Different goals, agendas, and ambitions. Different backgrounds, experiences, and ways of thinking. These differences represent latent potential. They represent opportunity, innovation, and outside-the-box thinking. These differences bring perspective. 

Dos and Don'ts of Recognition

Do Don't

Take the time to really get to know your employees. Find out what motivates each one. Respect people’s differences.

Compete or Collaborate: Leadership Team Shifts

 

Have you ever wondered why your leadership team struggles so much? Why there is unexplained tension and unspoken expectations? 

Leadership Teams are straddled with unique challenges that other teams don't normally face. For example, most members of a Leadership Team often "own" a function of the organization (e.g., Marketing, Engineering, Sales), are rewarded based on the success of that function, and then asked to be part of a team of peers who battle for the same set of resources.

Feedback: Is it a Skill or Will Issue?

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…

Free Leadership Training in Boulder

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.  

Is Your Leadership Style More Results or Relationship Focused?

Have you ever worked for a leader who was overly focused on results? Leadership style - relationships or results

How about the leader who placed too much emphasis on relationships? 

Best Practices of Leadership Alignment

In my last few posts, I have been exploring the behavioral best practices of leaders who Craft a Vision and Champion Execution

As I mentioned in both of those posts, our personality styles impact how we lead. Sometimes our natural preferences help in a specific area of leadership. Other times those same natural tendencies hinder our leadership effectiveness. 

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