Jennifer leaves the team. Does the morale escalate or de-escalate? Are alliances formed and strengthened among certain people who remain? Or is there a different scenario that unfolds?

Social pschologists study group dynamics from many different angles. Start a discussion with your own experience. I’ll supply what the research has to say about whatever the various dynamics. Pose a question for a quick response. Learn how to avoid repeating disaster and other tips. On the upside, learn what practices work and cause teams to thrive.

Olympic coaches and successful leaders are both familiar with performance management.  As a leader, that is our job.  We are responsible for getting all the pieces of our organization to fit together cohesively for the success of everyone.  We are tasked with developing our resources-  our human capital- to the best of their ability, so they can compete in the marketplace for us.  Much like the Olympic athletes have undergone many years of training, we too, should put in the time for our employees to develop and to grow in their skills so they are at their best.

So let’s all watch the 2010 Olympic games with a new appreciation for what it takes to be a good leader!  To learn more about the 2010 Olympic games, visit the official website.

Thank you to all who contributed!!  Hearing loss affects over 32 million Americans, and improving awareness of such an important cause is near and dear to our hearts.  We are looking forward to next year!

Holland writes about poor communication, a lack of collaboration, and no commiseration in her blog post.  Read the full post here.

Communication- “It doesn’t take much to proactively keep people in the loop, and it pays off big time with a calmer, more prepared team.”

Collaboration- “If you aren’t collaborating with your team- working together to solve problems, encouraging give and take, respecting their comments and concerns and valuing their contributions- then you’re actively disengaging them.”

Commiseration- “When you’re asking a lot of your employees but can’t reward them with raises, tell them you know it stinks, but you appreciate their hard work.  Put yourself in their shoes on a regular basis and ask yourself what you can do to show you care about them.”

The Leadership Trust values these same 3 issues Holland mentions in her blog post.  We see two major issues in those seeking leadership development: (1) Some leaders are too harsh in their direct style and thus need help with soft skills/people skills (we tell kindergartners to “just be nice”) or (2) Certain other leaders struggle with appropriate confrontation and thus need help with self-assertiveness (kindergartners are great at just telling it like it is).

Communication deficiencies are often the reason why leaders fail, and why we have developed specializations through programs and on-site consulting to help you with that. 

As for collaboration, we treat each interaction with our clients as a collaboration in excellence.  It’s the best and only way to ensure all needs are met so that results from our training events exceed our clients’ expectations. 

Empathy is the word we use for Holland’s Commiseration, and we use processes designed to connect your head with your heart, thereby catapulting your intellectual gifts to a whole new level while simultaneously engaging team members in a way that enhances their feeling valued and appreciated.

Learn more about our unique Personalized Leadership Development Program.  We consider it a privilege to play a role in taking you from great to greater!

www.leadershiptrust.org

Want to grow a better crop of leaders?  Start by selecting the right seeds, watering the garden, removing the weeds and in a season or two, you’ll have a bumper crop of ready-to-harvest leaders.” – Dan McCarthy

Developing the leaders within your company begins at their hire date.  To truly gain the most from your emerging leaders, start early with creating and implementing a program that recognizes the potential leaders.  Leadership expert, Dan McCarthy, calls it a “pre-leadership” program. Read his article.

McCarthy wrote, How to Develop a Leadership Preparation Program, in which he lists “the benefits of a “pre-leadership” program, or leadership preparation program, are:

1. Shorter learning curves for newly promoted managers.

2. Improved opportunities to assess high potential management candidates; which leads to better selection.

3. Better career choices- which leads to improved satisfaction and job fit.

4. Improved ability to recruit employees that are looking for leadership development opportunities.”

The Leadership Trust can be a integral part of your “pre-leadership” and leadership programs for your company.  People who graduate from our Personalized Leadership Development Program are better able to identify other potential leaders in your company.  Through our customized consulting programs, we can work with you to develop a highly effective “pre-leadership” program tailored to your unique needs and goals.  Contact us today!  Our goal is to exceed your expectations!

Since I completed my internship at Duke Medical Center in 1994 and participated in the grass roots efforts to promote integrative medicine, I began linking Dr. Oz’ holistic work to leadership training.  On August 31st, Dr. Oz, who was popularized by Oprah, appeared on Good Morning America speaking about his unique approach to healing his patients.  Watch the video here

 Dr. Oz is a well established cardiologist who currently directs the Cardiovascular Institute and Complementary Medicine Program at New York Presbyterian Hospital.  Dr. Oz is on the cutting edge of integrative medicine, using a holistic approach that honors the entire picture of the person by looking at all the systems of the body during heart surgery, because the health of the heart is affected by these other systems.

When our graduates report that they learned in their workshop how to manage their chronic headaches and stress or eliminate asthma and stuttering (Graduate Testimonials), they are actually reporting on how they learned to harness and redirect their energy in a way that is linked to Dr. Oz’ recognition that energy is important to wholeness and complete wellness.  In our integrative leadership development approach, we also look at all of the areas and roles impacting one’s life, because work affects home and home affects work.  If, for example, you are focused on your child’s current struggle and find a new role you can play to help resolve that, you will perform better at work because your focus will be there, not at home.

Like Dr. Oz, our medical model approach to leadership development holds that for every diagnosis (specific leadership challenge), there is a treatment plan (solution that may include physical healing).  Wholeness and wellness are important for all of us, and not just attended to in the medical realm.  Attend one of our signature Personalized Leadership Development Programs  and start your journey to better leadership and a better life.  Email us today to learn more! (info@leadershiptrust.org)

www.leadershiptrust.org

Our office recently took a half day off to hear Baldoni in person.  In a public exchange with him, he personally acknowledged The Leadership Trust®for allowing work associates to determine the nature of creating fun in the office.  Our Personalized Leadership Development Program can offer you support in creating the necessary leadership dynamics to enjoy the benefits that Baldoni covers in his blog post.  We can help you understand how you can go from great to greater for your team and help pull everyone through the economic crisis without the “shoulder to the wheel” approach.  See Graduate Videos and/or read some of our signature Graduate Testimonials to see what ROI takeaways they received from their experience with The Leadership Trust®.  We welcome the opportunity to exceed your expectations!  The Leadership Trust®: Impacting Relationships to Impact Bottom Line.

www.leadershiptrust.org

Mrs. Roosevelt carved out her own niche and started many of the practices we see other first ladies continuing to do today.  Mrs. Roosevelt was the first to hold press conferences and to visit US Soldiers at war unaccompanied by her husband.  She was humble and authentic, qualities that great leaders possess. 

Author Robin Berber wrote a book featuring Eleanor’s unique contributions as a leader:  Leadership the Eleanor Roosevelt Way: Timeless Strategies from the First Lady of Courage.  We encourage you to read more about the women in leadership roles.  Perhaps we have another great Eleanor in our midst!

www.leadershiptrust.org

Our unique processes can help one improve a succession candidate’s existing interpersonal and leadership skills while simultaneously improving harmony in the home.  It’s clear that home affects work and vice versa, and those with more satisfying relationships at home can put greater focus on the future success of the company.

Only 15% of an employee’s career success is the result of expertise. 85% is the result of interpersonal skills. SHRM

This article in Business Week Magazine, offers a real life story about a successful CEO transition during a recession.  The Art of Succession

The Leadership Trust® now has a group on LinkedIn! 

Join our group to participate in discussions about leadership issues, read articles that support leadership development and investing in your people, hear about our upcoming programs, and keep in touch with your fellow program graduates!

Join us on LinkedIn!