As with any other thing, there are pros and cons to being the boss. While a lot of people think it is a glamorous position, more people are aware of how much stress such position can bring to an individual. This may be accurate in a different perspective, yet a recent study from Stanford University researchers has proved that there is actually less stress on leaders on higher positions than their subordinates. Come to think of it: the senior manager actually faces more stress than the CEO.
It takes a diverse set of skills to outgrow modest circumstances and advance to the pinnacle of the world of business. By looking intently at successful entrepreneurs who have risen from obscurity to direct some of the world’s most notable firms, we can gain insight into what makes them tick and learn from their stories. Certainly, the experiences of their forerunners can prove instructive for today’s aspiring businesspeople.
Bad problem‐solving is everywhere and costs individuals and society incalculable amounts of time and money. Problems persist because people have only been trained to solve easy problems, usually by guessing. This guessing approach is rarely successful when applied to hard problems. When problem‐solving efforts fail, people often find expensive or painful ways to live with or work around the problems they face, sometimes growing so accustomed to problems that they no longer even notice them.
Great problem-solvers are armed with a set of behaviors, not just a methodical approach, that allows them to avoid guessing. They consistently solve hard problems to root cause in a way that can seem magical to most people.
Author Nat Greene has spent over 20 years solving hard problems, and developing and leading great problem-solvers. In this time he has found that great problem‐solvers consistently exhibit certain behaviors when solving hard problems. In Nat’s new book, which is out this week, Stop Guessing, you will learn what the behaviors are, why they’re so important to success, and how to begin adopting them. Developing your strength in these behaviors will help you to:
This week I have the pleasure of helping to promote the book Awakening Compassion At Work by Monica Worline and Jane Dutton. It is a definite must read for all organizations, leaders, managers and employees too!
Awakening Compassion At Work opens our eyes to the power of and importance of compassion in organizations and reveals caring as a competitive advantage that fuels innovation, service quality, adaptability, retention, and more.
The quiet power that elevates
Suffering in the workplace can rob us of humanity, dignity, and motivation. Often silent and left unaddressed, suffering is a costly drain on organization productivity and potential. Marshaling evidence from two decades of research with organizations in a variety of industries and sectors, scholars and consultants Monica Worline and Jane Dutton show us how small actions can have big effects. Offering a view of compassion that is grounded in the best of social science research and the new science of compassion, this book teaches four ways that anyone, regardless of position or role, can bring more compassion to their work lives. Continue reading
One of my favorite leadership authors is back! I am excited to be participating this week in the launch of Leaders Made Here by Mark Miller. I love Mark’s work and this is no exception. Mark truly gets what it takes to be a great leader and create more leaders, not just followers. Mark’s work is easy to relate to as he uses storytelling to reinforce the messages and lessons that he wants you to learn. He is an author that I consistently recommend to others.
The following is a guest post from Mark Miller.
Excellent leaders are few and far between. If you’ve worked at a couple of different jobs in the past, then you’ll probably know what it’s like to work under a leader that doesn’t have the proper qualifications to be ordering you around. There are many reasons that make working for poor bosses extremely difficult: lack of communication, their own personal agendas or even their lack of skill in their fields. However as much as we dislike our leaders, we have to still do our jobs to keep the business running smoothly.
But if you’re looking for the traits of a great leader, then look no further than below. For every hundred people that claim to be a great leader, only a handful are actually qualified to make that claim. So whether you’re looking for the traits of a person who you should follow, recruiting a senior member for your business or even if you want to become a leader yourself, here are some undeniable qualities of a great leader.
The question of whether great leaders are naturally born or created through a combination of environment, circumstance and effort has long been debated. There are strong, compelling arguments to back up either side, but for many, the question is purely intellectual.
For those of us in recruitment, training, and development, the answer to this question matters a great deal and has far-reaching implications. It can help determine who among a set of candidates has the capacity to lead and benefit our organizations long-term. Investing in the wrong individuals can cost companies time and money, not to mention damage to their reputation. Conversely, employees with leadership qualities tend to remain with companies longer, perform better, and have higher overall morale.
It should be noted that in the years to come, finding potential leaders is going to become even more of a pressing issue than it is today. Various sources have attested that there will be a leadership scarcity, and point to factors such as demographics, globalization and underdeveloped pipelines for future company leaders as the cause. In 2015, a Business Human Capital Challenges report stated a lack of leadership was one of the top business concerns, and a Global Workforce Leadership survey claimed leadership is the hardest skill to find in employees.