An inspiring and affirming seven minute video where Suann Laurent, President and CEO from Sunrise Health Region provides her experience, knowledge, and beliefs of “change leadership’ and answers the following questions:
· What does ‘change leadership’ mean to you?
· What has been your change leadership experience?
· What changes in respect to leadership have you seen in health care?
· What is our call for change leadership in Saskatchewan?
What’s the Difference?
John Kotter discusses the difference between “change management” and “change leadership,” and whether it’s just a matter of semantics. These terms are not interchangeable. The distinction between the two is actually quite significant. Change management, which is the term most everyone uses, refers to a set of basic tools or structures intended to keep any change effort under control. The goal is often to minimize the distractions and impacts of the change. Change leadership, on the other hand, concerns the driving forces, visions and processes that fuel large-scale transformation. In this video, I delve a little deeper into the differences between the two concepts, and highlight why we need more change leadership today.
Tom Flick
We can agree that all leaders are followers but can all followers be leaders? How can our leaders encourage insurrection every day to make sure followers are leading when they need to? In this episode, we’ll look at the challenges and strengths of the nurse doctor dynamic with Kathleen Bartholomew, leadership styles on and off the sports field with former NFL player, Brian Russell, and a Fortune 500 view of followership with Boeing CEO Phil Condit.
In an atypical fashion, this video is a bit lengthily, however, it is worth the time… after all, it is a Saturday post.
This talk was given at a local TEDx event, produced independently of the TED Conferences. A healthy leader–follower relationship relies on trust, respect, competency, and commitment to the organization. A leader has the power to influence and shape the employee’s job experience and the organizational culture. Destructive leaders, however, abuse their power by using coercion to manipulate for personal gain, and employ fear as a motivator. The negative impacts of a leader’s destructive behaviors are detrimental and painful to the followers in an organization, and the long-term impact on corporate culture can be costly. Followers are pivotal to the success of good and bad leaders.
In Dr. Martin’s study on the Millennial generation as followers, she found they were adversely affected by destructive leaders. Specifically, they felt devalued, participated in unethical behavior induced by fear, lost faith in the organization because it implicitly condoned leaders’ bad behaviors, or chose to retaliate against these leaders. Destructive leadership will perpetuate until followers and organizations stop enabling the destructive behaviors and take action by educating, training, and empowering the workforce to be active participants.
Insights from Levi Strauss and other leaders at #SGFUS – Successful CEOs must keep their eyes on the present and the future. Find out how these business leaders handle the tough challenges and stay agile in these insights from the EY Strategic Growth Forum.
Stanford Graduate School of Business Professor Lindred Greer gives tips for managing conflicts, which left unchecked, can go viral, hurt productivity, and create employee turnover.
One of the best skill sets you can learn in order to get ahead at work is that of emotional intelligence (EQ). Learn about EQ in this tutorial.
