Transformational leadership, a style that emphasizes vision, inspiration, and positive change, has been widely studied and lauded for its effectiveness in various organizational settings. My research underscores the critical role of self-awareness in achieving transformational leadership success.

Emotional intelligence has gained significant traction over the past few decades as a critical factor in leadership and organizational performance. While many leaders focus on technical skills and IQ, others research the indispensable role of EQ.  I particularly love EQ and self-awareness, in driving leadership effectiveness.

Leadership is a multifaceted construct that has been studied extensively, yet no single definition or approach to effective leadership has been universally accepted. Among the various models, the Five Practices of Exemplary Leadership® by Kouzes and Posner stands out as a well-researched framework that offers actionable insights into leadership behaviors that drive success.  And, this research has provided similar results over 4 decades! 

In today’s fast-paced, Volatile, Uncertain, Complex, and Ambiguous (VUCA) world, leadership effectiveness is more crucial than ever. The external pressures of the global economy, technological advancements, and rapidly shifting market conditions demand that leaders not only possess technical expertise but also a deep understanding of their own emotional states and how they impact others.

In the wake of the recent hurricanes to hit the southeast, the physical damage is often plain to see—destroyed homes, downed power lines, and scattered belongings. However, the emotional and mental toll can be just as significant, though less visible. Dealing with destruction, loss of power, and the uncertainty of recovery can weigh heavily on your mental health. It’s important to recognize that emotional wellbeing is a crucial part of the recovery process.

Team learning is more than just a collaborative effort; it’s a process deeply rooted in neuroscience. When individuals learn together in a team, the brain's social and cognitive functions are activated in unique ways, enhancing the learning experience and outcomes.

Great leaders continuously learn. In the complex landscape of leadership, technical skills and strategic acumen are often emphasized as crucial elements of success. However, there is the human side, the people side of leaders that is equally—if not more—important: emotional intelligence.

In the realm of leadership, the influence of a leader can shape the culture, morale, and performance of an entire organization. While effective leadership can inspire, motivate, and empower, the presence of toxic leaders can have devastating consequences that reverberate throughout the workplace and beyond.

In the realm of leadership, influence is not measured by authority and title or position. True leaders inspire action, igniting a spark within others to strive for greatness.

Leadership is an adventure, a continuous journey of growth, learning, and empowerment. I'm thrilled to share my latest exploration into one of the most impactful frameworks in leadership development: "The Five Practices of Exemplary Leadership" by Kouzes and Posner.

I’ve been thinking a lot about credibility lately.   I feel like it is similar to a company culture.  If you don’t create it, it will happen without your vision/focus. How well are you designing your brand, your reputation, your credibility?

In the latest episode of the Next Steps To Leadership Podcast, Dr. Stephen W. Oliver and I engage in a captivating conversation about helping leaders develop their emotional intelligence and self-awareness to achieve greater success in their personal and professional lives.

Many organizations are seeking ways to continuously improve as a differentiating competitive advantage. They are focusing on continuous professional development and process improvement activities to assist them in reaching their next level of competitiveness. In the Learning Organization culture, there is a core value around each employee finding better ways to do his/her job(s).

Envision working in an organization where work feels more like play, where failure is not penalized but rewarded because learning from the past improves the future. Envision working in an organization where everyone has an opportunity to become an expert in his/her current job and/or develop for a future role. And imagine this organization not only builds intrinsic motivation for employees, but cultivates team learning, all leading to improved performance results.

I had the benefit of participating in SHRM’s 2021 National Conference, all masked up, and lots of research-based leadership and culture tips and techniques. As an avid life-long learner, I always find nuggets that support my clients and their vision of the future. Here are some takeaways you may use as you coach leaders and/or your team members on creating a culture of inclusivity.

Times they are a changin’. And, without a clear approach on developing our talent, our talent will not develop technical and interpersonal/soft/relationship skills needed for optimal results. We are going through so many unprecedented changes: technological advancements; employee exodus/resignations; social awareness and Diversity, Equity and Inclusion (DEI); remote work, masked work; political divisiveness; physical and mental stressors and more. This is a time for upskilling, for reskilling, and for career conversations.

It’s not about what we say we do, a culture is about what we prioritize, and what actions we reward or penalize. “Culture eats strategy for breakfast” notes Peter Drucker. In other words, what comes to fruition is based on the culture you create, not the strategy you plan.

How can ethics be part of your organization’s game plan, so that employees, venders, customers, candidates, and shareholders will be considered? Not always easy in a publicly traded organization where market share too often is the only goal. But, fortunately, there are many organizations who value the wellbeing (financial, safety, health, etc.) of all those impacted.