Mento’s Post

Another excellent event in Pacific Talent Partners’ leadership series, 'Emerging Leadership Strategies for a Dispersed Workforce" Thank you Elliot Long, and Terry N Samaras for the invitation. The panel presented a dynamic spectrum of viewpoints and challenges regarding soft mandates, hard mandates, the optimal in-office days, for all or for some, and their subsequent impact on engagement. I look forward to hearing more about Prof. Jaco Lok's research. A couple of my takeaways: The Productivity disconnect: The prism through which we view productivity varies greatly. Employees often measure it by the outcomes achieved and tasks conquered - a transactional lens. Meanwhile, employers pivot towards the "how" of productivity, encompassing creativity, and the nuanced benefits of human engagement and spontaneous connections. Acknowledging these differing perspectives and reframing the conversation to connection, not productivity. Flexible Boundaries: The traditional 9 to 5 may have unintentionally morphed into a 5 to 9, but this begs the question - in the pursuit of flexibility, do we risk eroding boundaries? The office, in its structure, offers a framework for the working day. Let's remain vigilant about preserving boundaries to safeguard well-being. Beyond Events: Let's rethink how we champion connection. Crafting "events", or prizes for turning up misses the point. Our focus should pivot towards selling the profound benefits of genuine connection. These intrinsic rewards should be what beckon us together. If it takes events, did we ever truly understand the engagement of our teams? Balancing Act:  We bring life’s lived experiences, and diverse perspectives to our work, and through work often develop lifelong friendships, receive peer support when life throws us a curveball, and mentors for personal and professional growth. Let's stop talking about work-life balance as a binary zero-sum concept; it's a vibrant interconnected canvas, it's not, either, or - it's and! As we navigate this new terrain, it's clear that a one-size-fits-all approach has little benefit. The key lies in crafting a framework that is “human-centered”, while aligning with the organization's goals. This isn't merely a resistance or compliance challenge, but an opportunity to reimagine and re-engage on the value of human connection. Thank you again for bringing together such as diverse and insightful panel, I look forward to the next one.

73% of employees report higher engagement levels when their leaders exhibit empathy and understanding. Ironically, these vital attributes don't quite make it to the marquee in traditional leadership development. The real key? Influential leaders don’t merely blaze trails; they uplift their teams quietly from behind-the-scenes—infusing empowerment with an attuned sensitivity to individual nuances. How do we forge such a values-oriented atmosphere? One that magnetizes leading talents while nurturing an ecosystem where everyone feels respected and integral?

Are you creating more anxious Leaders? 👉 Leader and manager effectiveness is the top priority (60% of respondents) of HR leaders - according to a survey by Gartner. 🤦♀️ 24% of HR leaders say their leadership development approach does not prepare leaders for the future of work... What do we need to change? We must enable and empower Leaders to be confident and effective - in the right ways. That starts by identifying the shifts they need to make. 👉 We DON’T NEED MORE from them - we need the RIGHT THINGS from them. What do you think - are Leaders more anxious? ------------------------------------- This clip is taken from a LinkedIn Live with Zoe Poulton on "The storm is coming....leading in a post-Covid world" - the link to the full episode is in the comments.

True leaders don't create followers; they cultivate leaders. By openly embracing their growth, great leaders inspire a culture of continuous leadership development. https://ow.ly/2U5b50QxPIt #LeadershipJourney #LeadByExample

True leaders don't create followers; they cultivate leaders. By openly embracing their growth, great leaders inspire a culture of continuous leadership development. https://ow.ly/3xow50QxPIv #LeadershipJourney #LeadByExample

"Creating a world class leadership development program requires your organization to link its leadership development with its strategic intent. This means the leaders of your organization must be in sync with the strategy of the organization and recognize whether or not they are executing the mission and living up to the mission and values of the organization." This is the opening paragraph of Chapter 3 of my book, "Developing World Class Leaders: The Ultimate Guide to Leadership Development." Chapters 1 and 2 are contained in earlier posts.  In this book I have outlined my methodology and process for using a unique battery of assessments to hire, retain and develop the best talent for an organization. I hope you’ll want to learn more, so stay tuned for Chapter 4. Or give me a call and I’ll be happy to answer all your questions. Rick Tiemann Rick@TheEG.com | 219.406.2425 | www.TheEg.com

Another research-backed reminder of the importance of leading with curiosity and empathy. “If inclusive leaders are so influential, then inclusive traits like humility, curiosity, and empathy should be treated as critical leadership capabilities rather than simply desirable…” #leadershipdevelopment #inclusiveleadership Great read by HBR PS: leadership coaching is a quick way to amplify those skills…

While diving into my school readings, I came across an enlightening piece on servant leadership—a philosophy I've naturally resonated with but had yet to study formally. The article by Michael Mazzei, from the 2022 Salem Press Encyclopedia, highlights how prioritizing team needs can lead to remarkable organizational success. It discusses research by Adam Grant, which shows that servant leaders, by focusing on others first, are not only better regarded by their employees but also gain deeper insights into their organizations, enhancing their effectiveness. Although popular in Christian organizations, servant leadership is not widely adopted among executive leaders in twenty-first century America. Key Takeaways: 1. Enhances productivity. 2. Allows leaders to gain deeper insights into their organization. 3. Underutilized in modern leadership. Thought-provoking!

Inclusive Leadership Leading larger and more complex organizations necessitates an inclusive leadership style. Leaders should create an environment where diverse perspectives are not only valued but integral to the organizational culture. Inclusivity enhances innovation and strengthens the organizational fabric, contributing to resilience during periods of uncertainty. Read the full article here >> https://lnkd.in/gTazZxA5 #alignment360 #leadershipdevelopment #agility

Transforming managers into effective leaders is not a one-size-fits-all endeavor; it requires a nuanced approach tailored to the individual needs and aspirations of each team member. By defining the essence of good leadership, identifying managerial abilities, granting autonomy, and fostering individuality, organisations can cultivate a pipeline of inspirational leaders poised to navigate challenges, inspire others, and drive success. Ultimately, investing in leadership development is not just an investment in individuals; it is an investment in the future prosperity and resilience of the organisation as a whole.