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?
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.
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.
When we ask why, it is because we are trying to make sense of our contexts, our situation, of someone else’s behaviour. Sometimes, asking Why, when the answer is difficult to find, can disempower us in taking action and progressing with our work, personal lives and our relationships. But why?
Taking courage to lead others is mainly an individual endeavour, but how can leaders enable their colleagues and teams to prepare for change and develop their own courage, especially for change they do not know is coming their way? How can leaders help overcome the impact of their courage, on others?
In its more rudimentary form, a checklist is a set of tasks or goals to achieve in a given period of time. But in his book, The Checklist Manifesto, Atul Gawande explores how using a checklist with deliberate intent on a regular basis has much greater power than most people think is possible from an apparently simple artefact.
Leaders within organisations need to understand their impact on enabling change. Here are 5 key dispositions leaders must cultivate for change to be effectively supported.