Legacy“Your significance in this world is not measured by what you have attained, or what you have left behind; rather, it is realized by what continues on without you.”
Quality Deliverables"The quality of a team's output is in direct relationship to their leaders' willingness to encourage, empower, and embrace their input." (Graphic)
Leader or Manager?
“An analysis of whether your most essential assets are anything other than your employees will be evidence of whether you are a leader or simply a manager.”
The Key …"Behind every storm cloud, there is a bright tomorrow. The key is in knowing how to find tomorrow, today." (Graphic)
Perspective"Our perception is greatly based upon our point of view. Create a new perspective, by changing your POV." (Graphic)
“Why would we ask our employee’s to perform a task that we ourselves are not willing to do?”
Where is your passion?
“Our passions originate from experiences which have altered our perception …”
Staff Motivation"Your staff is not motivated by how much you know, but by how much you know, they know. " (Graphic)
Control & Power"If control and power is what you cherish, you will be no good to those under it. " (Graphic)
“Patience often surrenders to time, and dreams go unfulfilled… act as if time is fleeting, as it is.”
“No matter how hard you try, you can never be something that you’re not.”
No matter where you are in your organization, “COURAGE is one of the most underrated characteristics of leadership” – don’t forget that!
Some great reminders that we often loose sight of, when we are in the thick of it !
Having a difficult or uncomfortable conversation sucks. It just does. BUT that doesn’t mean you should avoid them. In fact, that’s exactly what you SHOULDN’T do. Mel Robbins uses these 4 techniques whenever she’s going to have a difficult conversation to help her stay focused instead of getting hijacked by her emotions.
Health workers long for organizational leaders they trust. Leaders who model the values they espouse, value and respect them as well as the patients and communities they serve, and who will work collaboratively to reduce barriers to compassionate, person-centered care. But today, lack of faith in societal institutions and leaders are fueling distrust, polarization and dissatisfaction. Join us as Ron Carucci, leadership and organizational change consultant, describes his 15 years of research with a variety of organizations and businesses into what makes leaders trustworthy. He’ll share an expanded concept of honesty and why, to be trusted, leaders must lead with the power of truth, justice and purpose.
How does upper-brain and lower-brain thinking affect your team’s performance outcomes? Learn more from Michael Frisina, PhD, who used neuroscience research in his new book, Leading with Your Upper Brain: How to Create the Behaviors That Unlock Performance Excellence.
Business is brutal and the everyday brutality requires that we find directions that serve the purpose. Sometimes we have to be comfortable in the knowledge that we will FAIL our way into SUCCESS.
“Discipline generates results, results create motivation.”
Originally posted on 01/02/2019 – needed to hear it again.
Mentor relationships evolve like friendships. And a true mentor is someone who always has time for you. Something to think about…
Why does trust matter in leadership? Recent studies confirm that building and maintaining working relationships in a high-trust organization benefits all parties –– employees, leadership, and the business. According to Paul J. Zak, author of Trust Factor: The Science of Creating High-Performance Companies, people employed by high-trust companies report the following:
A 60% increase in career satisfaction
A 50% increase in productivity
A 66% increase in team unity
When trust is questionable or missing, however, these all suffer. Job performance slows down, employee engagement is low, and turnover is high.
Therefore, trust in leadership is crucial to a healthy workplace and sustainable shared success.