Everyone has a way of working they prefer – when all things are equal, their default mode if you will. What is not as clear is the degree this default mode changes when under pressure. For leaders, the impact is arguably greater as their behaviour and mode of working affects the wellbeing and effectiveness of their team.
Some reflections on ideas about changing the paradigm of Value we collectively use to determine and shape individual and community wellbeing. Interested in your views and/or links to further readings/listening/viewing on this that you have found thought-provoking.
The next time you find yourself worried about the Rise of the Robots, the Advance of the Machine, or some other form of matrix-style future where AI and AGI have outstripped humanity in the evolutionary race, pause and reflect on the nature of these things. How different are they to ourselves? How different are they to the nature of those we live and work with?
How are your actions as a leader interpreted by those you lead? Are you deliberate with what you do, your mannerisms, your physical instruction? And importantly, how is what you do in concert with those you lead? Without a willing team you will not be able to create the music you and your team are capable of.
People are complex machines. We interact with others, experiences and our own internal drivers, the output of which is how we show up in the world. Though there exists a number of models that describe the various ways we behave, think and feel, what is true is we will often modify ourselves according to our environment. The opportunity is knowing this beforehand so we can maximise interactions with others.
Design thinking enables rapid innovation processes to investigate needs for users and design solutions to meet these needs. This human-centred methodology can also be used by leaders to intentionally shape their practice and refine it. Have you intentionally designed your leadership approach? Follow these five stages to see if there are any areas for refinement or development.
As a self-confessed data nerd, my love of data comes from the insights it can provide. Here are 12 key tips to keep in mind when approaching the collection and use of data individually, and as an organisation. Also, what leaders need to do to enable a great data gathering and sharing culture.
Some may think he is irreverent, I think he is fresh and exciting. To design an organisational structure where employees can have the same power as the board members and where leaders are assessed every 6 months by their subordinates to determine if they should remain their leader? In this TED talk, Ricardo Semler outlines how he has done this with great success over the past 30 years. He explains how it has helped create wisdom in people and freed up their agency through the power of Choice.
In October last year I set out to learn from podcasts.. I started with a couple of shows, added a few more, unsubscribed, added a few more again, and now have a selection I regularly listen to throughout the week. If you are considering listening to podcasts as a form of learning, either about leadership, personal development or other topic of interest, here is my current show list and why I listen to them.
No leadership truly exists in isolation of its context, and in the case of organisational leadership, leaders are influenced by and exist within the culture of the community the organisation serves. Leaders wishing to lead effective organisational cultures need to understand that they do so in the context of a bigger culture they are in.