A leadership transition is a critical change for the organization, the new team, key stakeholders and especially the new leader. The need for the newly hired leader to get up to speed quickly, understand the business, navigate the culture, build relationships with key stakeholders, assess and lead their new team, and understand their own personal leadership strengths and needs in the context of this new role can be a daunting task.
Professional Development/
Leadership Skills
How to Start Your Private Peer Coaching Group
Introduction Purpose of This Information The following information and resources are focused on the most important guidelines and materials for you to develop a basic, practical, and successful PCG. The information is intended for anyone, although it helps if you have at least some basic experience in working with groups. All aspects of this offering …
In my last post (October 13) in the Management Library's leadership blog (managementhelp.org/blogs/leadership), I offered history and some detail on the Five Core Strategies of Appreciative Leadership. Today, instead, I’ll share some of the practices of Appreciative Leadership.
This is a guest post from Dr. Greg Waddell. Management and Leadership are two very different systems of human behavior. Both are essential to the success of an organization; yet, like the repulsing polarity of two magnets, they push against one another and, if not kept in balance, can end up ejecting one or the …
This blog entry – consistent with my entry from October 7 -- is a commentary on Whitney, Trosten-Bloom, and Rader’s book Appreciative Leadership: Focus on What Works to Drive Winning Performance and Build a Thriving Organization. I want to be transparent about my biases related to this current series of blog entries on Appreciative Leadership (AL).
Many of my coaching clients have trouble delegating. It’s an essential skill of managers and leaders because delegation frees up time as well as develops people. Here is a simple 5 step delegation model to assure what you delegate meets your expectations. 1. Identify the need – What are you doing that someone else could …
Leading and Working in Complex Human Systems -For Diane Hetherington- The importance of human systems: We spend much of our lives as part of human systems. Examples include the organizations in which we work, the teams and groups of which we are members, our families, our communities, and our world. In fact, I would argue …
In this posting, I build on the October 7 blog, in which Steve Wolinski introduced Diana Whitney’s, Kae Rader’s and my book, Appreciative Leadership: Focus on What Works to Drive Winning Performance and Build a Thriving Organization. Expanding upon Steve’s clear summary of our book’s content, I provide some history behind the approach and the design of the text, along with more detail about the five core strategies that together unleash positive power.