I am a member of a LinkedIn leadership group that recently discussed the characteristics of admired leaders. This is a topic very near and dear to my heart. I’ve studied, worked to apply, written books, developed keynotes and workshops, and provided coaching and consulting on leadership for many decades.
There’s a lot of jargon and mumbo jumbo on leadership. Many people have overcomplicated the topic. I’ve tried to simplify and break leadership down to its core components. From this work, I’ve identified the “timeless leadership principles” that have endured through the ages and keep getting rediscovered and relabeled.
We’ve developed a “leadership wheel” to show these principles as circular with vision, values, and purpose at the hub or core:
Leadership is circular – there is no beginning or end. Each of the supporting leadership principles around the outside of the “leadership wheel” are interdependent and interconnected. If a person, team, or organization develops all the leadership skills, the wheel is well-rounded. If it is deficient in one or more of these skills, the ride may be a little bumpy!
CLICK HERE to review my leadership model and a description of how each of the Timeless Leadership Principles applies to Personal Leadership and to Leading Others.
Practical Leadership Development for Peak Performance webcast (No Charge to Join In)
February 12 – 2:00 – 3:00 (EST) -5:00 GMT
Take Advantage of this Rare Opportunity to Make this a Team Event!
Assemble supervisors, managers, or executives in a meeting room or broadcast this presentation to a large group to:
- Assess leadership strengths and improvement opportunities.
- Discover how to shift your team’s culture toward much stronger people leadership.
- Establish personal, team, or organization improvement plans.
- Develop common languages/approaches for building a more “leaderful” team or organization.
- Gain insights for coaching and developing others.
- Get practical approaches for dealing with change during turbulent times.
During my last webcast many locations used the session as a team event by gathering people in a conference or board room and projecting the presentation onto a screen. You may want to do the same with supervisors, managers, and executives for this session.
CLICK HERE to get more detailed information about the agenda and to register.
Integrating Succession Planning, Culture Change, and Executive Team Development – (Link Correction from Last Week’s Blog)
The effectiveness of Learning and Development, HR tools and technologies, competency models, engagement programs, performance management systems, or succession planning hinges on the organization’s culture. Partial and piecemeal programs bolted onto operational practices are dramatically less effective than processes integrated into “the way we do things around here.” That culture ripples out from individual and collective executive team behavior.
This was the focus of my one hour presentation on January 28 at the Human Resources Professionals Association (HRPA) annual conference last month in Toronto. Anyone who may have tried to access my slides on LinkedIn last week may have had a problem. The new link on my web site is here.
New Coming Events Section on Our Web Site
Our business is almost exclusively customized internal sessions for specific Clients. I’ve typically done very few public events that have open attendance. However, over the next six months I do have a higher level of Canadian presentations and workshops CLICK HERE to access it.
