Being an Effective Leader - The Leadership Forum - DPG Community2024-03-19T12:05:55Zhttps://community.dpgplc.co.uk/the-leadership-forum/feed/category/Being+an+Effective+LeaderSupporting others during the Pandemichttps://community.dpgplc.co.uk/the-leadership-forum/supporting-others-during-the-pandemic2020-11-19T14:32:47.000Z2020-11-19T14:32:47.000ZGary Norrishttps://community.dpgplc.co.uk/members/GaryNorris<div><p>This is from a highly regarded source with links to the official government advice. I thought it may be something that you could share with your teams:</p>
<p> </p>
<p><iframe src="https://www.youtube.com/embed/BmvNCdpHUYM" width="560" height="315" frameborder="0" allowfullscreen=""></iframe></p>
<p>Here's a link to some supporting documentation: <a href="https://www.actmindfully.com.au/wp-content/uploads/2020/03/FACE-COVID-eBook-by-Russ-Harris-March-2020.pdf">https://www.actmindfully.com.au/wp-content/uploads/2020/03/FACE-COVID-eBook-by-Russ-Harris-March-2020.pdf</a></p>
<p> </p></div>Lessons from Lockdownhttps://community.dpgplc.co.uk/the-leadership-forum/lessons-from-lockdown2020-11-17T13:16:37.000Z2020-11-17T13:16:37.000ZGary Norrishttps://community.dpgplc.co.uk/members/GaryNorris<div><p>If you are looking for insights into the impact of Lockdown on leadership, take a look at this recording.</p>
<p>Here is some information about the event taken from the original event details:</p>
<p>Reflecting on the lessons learned in the six-months since the UK first went into lockdown, this three-hour mini conference delves into what the future might hold for learning, engagement and talent. - as well as offering an inspirational look at the stories of leaders across the UK who've risen to the challenges of the pandemic in novel and innovative ways.</p>
<p>From a charity boss working hard to feed the poorest families in our communities and an NHS HR Director responsible for making sure our health services are delivered reliably and safely, through to a Headteacher managing the complexities of creating safe learning environments for students and a Canon Chancellor who is part of a team leading digital transformation at Wells Cathedral. You’ll hear a diverse take on what “business as usual” really means, and some of the innovative ways people have risen to the challenge.</p>
<p>Phil Purver hosts Russell Miller (Director of Learning Solutions & Innovation for Imperial College Business School), Pat Neal (HR Director at Polygon), and James Betchley (Officials Pathway Manager at Motorsport UK at Motorsport UK) for a special panel discussion.</p>
<p> </p>
<p><iframe src="https://player.vimeo.com/video/476219992?title=0&byline=0&portrait=0" width="640" height="360" frameborder="0" allowfullscreen=""></iframe></p>
<p><a href="https://vimeo.com/476219992">Lessons from Lockdown Leaders - Panel</a> from <a href="https://vimeo.com/user41556834">The Working Manager (TWM)</a> on <a href="https://vimeo.com">Vimeo</a>.</p>
<p>Here are DPG we work with TWM to bring you the CPD and Career Forum.</p></div>Learning Technologies Summer Forumhttps://community.dpgplc.co.uk/the-leadership-forum/learning-technologies-summer-forum2020-07-07T09:54:01.000Z2020-07-07T09:54:01.000ZGary Norrishttps://community.dpgplc.co.uk/members/GaryNorris<div><p>Hi </p>
<p>I've just posted regarding how to get yourself along to the Learning Tech Summer Forum. It's being held online. <a href="https://www.learningtechnologies.co.uk/learning-tech-summer-forum" target="_blank">Click here</a> to jump to my post alternatively it is accessible via the <em>Events</em> area on the Home Page.</p>
<p><a href="{{#staticFileLink}}6669240901,RESIZE_930x{{/staticFileLink}}"><img class="align-center" src="{{#staticFileLink}}6669240901,RESIZE_710x{{/staticFileLink}}" width="710" alt="6669240901?profile=RESIZE_710x" /></a></p></div>Top Tips for creating a successful Leadership Development Programmehttps://community.dpgplc.co.uk/the-leadership-forum/top-tips-for-creating-a-successful-leadership-development-program2019-03-22T12:31:39.000Z2019-03-22T12:31:39.000ZKaren Cottamhttps://community.dpgplc.co.uk/members/KarenCottam<div><p>Hi</p>
<p>I came across this useful blog by Liggy Webb for the Training Journal with some top tips for creating a Leadership Development Programme.</p>
<p>In short the tips are around the following 4 areas :-</p>
<p>1.  Identify your company's leadership needs</p>
<p>2.  Don't train, develop</p>
<p>3.  Discover your potential leaders </p>
<p>4.  Measure you results</p>
<p>I have attached the link to the full article below.  It's well worth a read!</p>
<p><a href="https://www.trainingjournal.com/articles/features/creating-successful-leadership-development-programme" target="_blank" rel="noopener">https://www.trainingjournal.com/articles/features/creating-successful-leadership-development-programme</a></p>
<p>It would be good to hear from other community members who have experience in designing Leadership Development Programmes and have some top tips to share as well.</p>
<p>Karen </p>
<p> </p>
</div>How to get the best out of your employees' ideashttps://community.dpgplc.co.uk/the-leadership-forum/how-to-get-the-best-out-of-your-employees-ideas2018-07-20T10:28:25.000Z2018-07-20T10:28:25.000ZSam Houltonhttps://community.dpgplc.co.uk/members/SamHoulton<div><p><a href="https://storage.ning.com/topology/rest/1.0/file/get/50722273?profile=original" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/50722273?profile=original" width="680"/></a></p><p><strong>Ever had a great idea on how to better your company, but felt unheard?</strong></p><p>Well, you’re not alone.</p><p>According to <a href="http://hrnews.co.uk/a-third-of-employees-feel-their-company-doesnt-listen-to-their-ideas/" rel="nofollow">new research</a> released today by the idea management company, Sideways 6, more than a third of employees across the globe believe that their company wouldn’t listen to their ideas for improving the business.</p><p>This shocked me a little. How can anyone expect to improve the business without starting from within?</p><p>For companies to grow, it takes extreme patience and good leadership. It also takes strong ideas.</p><p>So, when it comes to listening to ideas, why aren’t managers listening to their employees?</p><p>Most staff spend 5 days a week working in the company’s offices. These people put their lives and time into making sure the company succeeds. These people <em>know</em> the business, <em>inside and out</em>.</p><p>So as a manager of a company, how can you make sure you get the best out of your employees’ ideas and turn them into the driving force behind your business's growth?</p><p>Sam Harrison from ‘Fast Company’ has some useful tips on how to utilise receiving great ideas from employees and believes employers should ‘Be Accessible’:</p><p>‘Fresh ideas have short shelf lives. If people feel they have to take a number and wait in line to see you, budding ideas will wither and creativity will die.</p><p>‘To keep ideas growing and flowing, block times in your day to be available to anyone who wants to air a new concept. And make sure your mind is also available–focused, in the moment and open to new directions.’</p><p>Interact-Intranet also have some good ideas on how to promote good ideas from employees <a href="https://www.interact-intranet.com/blog/10-simple-steps-to-get-great-ideas-from-your-employees/" rel="nofollow">here</a>.</p><p>Sometimes, this isn’t enough. Strong leadership needs experience and expert knowledge behind it to get the best out of a manager.</p><p>In this case, an ILM qualification could be right for you. To find the right programme for you and see the Toolkits available, <a href="https://www.dpgplc.co.uk/courses-qualifications/leadership-and-management/" rel="nofollow">take a look</a> at the DPG Website and see how you can Develop Yourself.</p><p> </p></div>Instead of managing employees......start developing them!https://community.dpgplc.co.uk/the-leadership-forum/instead-of-managing-employees-start-developing-them2018-07-18T11:18:32.000Z2018-07-18T11:18:32.000ZKaren Cottamhttps://community.dpgplc.co.uk/members/KarenCottam<div><p><span style="font-size: 12pt;">Hi All</span></p>
<p><span style="font-size: 12pt;">A blog in the Training Journal this week, caught my eye and I thought it was worth sharing with other Leaders.</span></p>
<p><span style="font-size: 12pt;">Diane Strohfus for Training Journal writes "The easiest way to introduce a meaningful change is to start with the language we use. Instead of 'managing' or 'reviewing' performance, talk about 'developing' it."</span></p>
<p><span style="font-size: 12pt;">I totally agree that by a change focus from management to development, this then leads to increased employee engagement, increased performance and a forward thinking organisation.</span></p>
<p><span style="font-size: 12pt;">The link to the full article is added below for you.....</span></p>
<p><span style="font-size: 12pt;"><a href="https://www.trainingjournal.com/articles/opinion/stop-managing-your-employees-and-start-developing-them" target="_blank" rel="noopener">https://www.trainingjournal.com/articles/opinion/stop-managing-your-employees-and-start-developing-them</a></span></p>
<p><span style="font-size: 12pt;">It would be great to hear your thoughts....</span></p>
<p><span style="font-size: 12pt;">Thanks</span></p>
<p><span style="font-size: 12pt;">Karen :)</span></p>
<p> </p>
</div>3 reasons why science says kindness can make you a better leader.....https://community.dpgplc.co.uk/the-leadership-forum/3-reasons-why-science-says-kindness-can-make-you-a-better-leader2018-06-12T09:56:06.000Z2018-06-12T09:56:06.000ZKaren Cottamhttps://community.dpgplc.co.uk/members/KarenCottam<div><p>Hi All</p>
<p>I came across this interesting article from Inc Magazine.</p>
<p><a href="https://www.inc.com/todd-nordstrom/research-says-kindness-can-make-you-a-better-leader-here-are-3-reasons-why.html?cid=sf01003" target="_blank" rel="noopener">https://www.inc.com/todd-nordstrom/research-says-kindness-can-make-you-a-better-leader-here-are-3-reasons-why.html?cid=sf01003</a></p>
<p>I totally agree with this, particularly point 1.  Appreciation definitely does inspire greater results.</p>
<p>People are impacted by the way they are treated. A thoughtful and considerate leader is something that from a personal point of view has always motivated me to do and give my best.</p>
<p>Have a read, and share your thoughts.  </p>
<p>Thanks</p>
<p>Karen</p>
<p> </p>
<p> </p>
<p> </p>
</div>Catch people doing something right!https://community.dpgplc.co.uk/the-leadership-forum/catch-people-doing-something-right2018-04-24T15:40:23.000Z2018-04-24T15:40:23.000ZKaren Cottamhttps://community.dpgplc.co.uk/members/KarenCottam<div><p>One of the first books I read as a people leader was Ken Blanchard's One Minute Manager.</p>
<p>Such a useful book, which if you've not already done so, I would recommend you read. It’s only just over 100 pages long yet so powerful - all 3 leadership lessons you learn are so effective. </p>
<p>One of key learnings is about praise and to 'catch people doing something right'.</p>
<p>Blanchard says,  "After people are clear on what they are being asked to do, you need to wander around and see if you can <strong>catch them doing something right</strong>. Accent the positive and praise <strong>them</strong>. If someone does <strong>something</strong> wrong, but is a learner, don't punish the <strong>person</strong>."</p>
<p>What a great leadership lesson!  In my career, I have observed so many leaders who are so quick to give feedback when something is going wrong but forget to look out for the things that their team/individuals are doing right. This is so important especially when someone is learning something new as it builds their confidence which in turn helps to build their competence.</p>
<p>There is a great example of this in the book using an analogy of when a baby is learning to walk. You don’t stand a child up and tell them to walk and when they fall reprimand them - you stand the child up and the first day when they wobble a bit you get all excited and make a fuss of them because they stood and finally the child realising that it’s a pretty good deal, start to wobble their legs more and more until eventually they walk. </p>
<p>Catching people doing something right has been one of the most valuable pieces of learning/advice I have been given as a leader, and something that I have always done with great success. </p>
<p>It would be good to hear from community members on this topic.</p>
<p>Do you/your leaders do this already?</p>
<p>What is the most valuable piece of learning/advice you have been given as a leader?</p>
<p>Please join in and share your comments/experiences below.</p>
<p>Thanks</p>
<p>Karen</p>
<p> </p>
<p> </p>
<p> </p>
</div>Leaders of the Future - Infographichttps://community.dpgplc.co.uk/the-leadership-forum/leaders-of-the-future-infographic2018-02-13T10:45:18.000Z2018-02-13T10:45:18.000ZNatasha Brathwaitehttps://community.dpgplc.co.uk/members/NatashaBrathwaite<div><p>I am trying to find an infographic(s) which illustrates the following:</p><ul><li>What are the qualities future leaders will have and why?</li></ul><p>Any ideas/thoughts on this?</p></div>How balanced is your leadership?https://community.dpgplc.co.uk/the-leadership-forum/how-balanced-is-your-leadership2017-06-09T06:54:45.000Z2017-06-09T06:54:45.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>From a young age on leaving school, I spent just under seven years in the armed forces. Whilst I didn’t think about it much at the time, on reflection years later, the various ‘teams’ I worked in were amongst the most effective and successful I’ve had the pleasure of being a part of.</p>
<p>Good job really. They needed to be. The variety of situations those in the forces find themselves in are where lives literally depend on team working at its best. Believe it or not, command and control doesn’t work most of the time. It had to be where people were empowered to think on their own feet and trust those around them. Yet no-one ever sat us down in a classroom and ran through a training course on ‘how to work as a team’. It just happened. Some leaders seemed to get this working better than others.</p>
<p>Several years later, six years ago now, I was introduced to a leadership model famously developed by John Adair. He served as an active member in the armed forces before later in life becoming a leadership theorist and the author of forty books on business, military and leadership. His career included working as a senior lecturer at Sandurst Royal Military Academy.</p>
<p>Adair’s famous ‘three circles’ model is one of the most recognisable and iconic symbols within management theory and the simple concept is easily explained.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/382244?profile=RESIZE_1024x1024" target="_self" width="701"><img src="http://storage.ning.com/topology/rest/1.0/file/get/382244?profile=RESIZE_1024x1024" width="600" class="align-right"></a></p>
<p>John Adair indicated three areas of focus that a leader must have and suggested that effective leaders know how to balance these well.</p>
<ul>
<li><b>Task: </b>Getting the job done; setting out the strategical direction, defining the tasks, planning, allocating resources, controlling and monitoring progress</li>
<li><b>Team:</b> Team dynamics (see Bruce Tuckman’s Model), team development, motivation, collaboration, sense of community, communication</li>
<li><b>Individual: </b>The needs of the individuals that make up the team, their development needs, sense of purpose to the overall team, their skills, knowledge, views, opinions, barriers and challenges</li>
</ul>
<p>Thinking back to my time in the forces, this is perhaps the reason why some leaders did this well. Perhaps they applied the principles of Adair’s model. Knowing how to balance your focus as a leader as well as recognising where you need to focus at any one time based on what’s happening is the key to making this work well in your organisations.</p>
<p>The video below is a great summary of all of this.</p>
<p>I’m interested to hear what you think?</p>
<ul>
<li>Where’s the focus of your business leaders?</li>
<li>Where does it need to be?</li>
<li>What are the circumstances that occur in your organisation and industry that changes this?</li>
</ul>
<p> </p>
<p> </p>
<div class="SP_Video_Container">
<iframe width="479" height="511" style="border: 1px solid #CCC; border-width: 1px; margin-bottom: 5px; max-width: 100%;" src="//www.youtube.com/embed/scJ8bVJavXk" marginwidth="0" marginheight="0" scrolling="no" allowfullscreen="" frameborder="0"></iframe>
</div></div>Mentoringhttps://community.dpgplc.co.uk/the-leadership-forum/mentoring2017-01-08T07:56:20.000Z2017-01-08T07:56:20.000ZJustin Rigdenhttps://community.dpgplc.co.uk/members/JustinRigden<div><p>Hi Everyone,</p>
<p>I was wondering if anyone can recommend an individual or in deed a source for connecting with senior level mentors?</p>
<p>I would like to connect with a mentor that could help and advise me on a few matters relating to my own career and personal development over the coming months as I embark upon a few changes.</p>
<p>Any guidance would be much appreciated.</p>
<p>Justin.</p>
<p><a rel="nofollow" href="mailto:justinrigden@yahoo.com">justinrigden@yahoo.com</a></p>
<p></p>
</div>10 Habits Of Highly Effective Leadershttps://community.dpgplc.co.uk/the-leadership-forum/10-habits-of-highly-effective-leaders2016-03-30T13:32:12.000Z2016-03-30T13:32:12.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>Our friends over at OfficeVibe have shared a fantastic infographic <span>the habits of the most highly effective leaders</span><span>.</span></p>
<p>If you can build these habits into your life, you’ll become a leader that employees love working for.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/377765?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/377765?profile=original" width="750" class="align-full"></a></p>
<p></p>
<p>See the original article <a href="https://www.officevibe.com/blog/habits-effective-leaders?utm_source=hs_email&utm_medium=email&utm_content=27613234&_hsenc=p2ANqtz-9tE0f0dtAhJB9I_WZ_28qCKJerPdGe03ODma6vqGSLMAYoRtluhSvnylG5nhNZTMo40FsOFBEQeaL0AMKrh4pMkJ54kw&_hsmi=27613234" target="_blank">here</a>.</p></div>Organisations face challenge in developing effective leadershttps://community.dpgplc.co.uk/the-leadership-forum/organisations-face-challenge-in-developing-effective-leaders2016-03-24T10:15:58.000Z2016-03-24T10:15:58.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>Developing effective leaders is the biggest people challenge facing organisations at the moment. That’s what the majority (nearly four out of five) of HR managers said in recent research carried out by the leadership institute, Roffey Park.</p>
<p>The Institute’s 19th annual report, ‘<a href="http://www.roffeypark.com/wp-content/uploads2/Management-Agenda-2016.pdf" target="_blank">The Management Agenda 2016</a>’, of nearly 1,000 UK managers both in and outside of HR, found that many HR managers think appropriate leadership capability is lacking in their organisation.</p>
<p>HR managers in the public sector have the least confidence in their organisation’s leadership and management capability – 40%, compared to 50% of those in not-for-profit organisations and 54% of those in the private sector. HR managers in very small organisations have the most confidence in their organisation’s leadership and management capability – 69% compared to 48% of those working in organisations with more than 250 employees.</p>
<p>It is clear from the research that leaders know they have big challenges on their hands. When asked to describe the current organisational climate, three words were repeatedly mentioned: changing, uncertain and challenging.</p>
<p>What is also clear from the research is that many HR managers think there is a leadership capability gap in terms of meeting those challenges.</p>
<p>What is required is leaders that can effectively set direction, involve others in change and foster a culture that is both innovative and supports learning. Are the leaders of today able to do that? The Institute’s research indicates that many are not sufficiently able to meet these challenges.</p>
<p>Modern leaders are required to be agile, flexible and adaptive. However, what emerges in the report is a view of change that is top-down and driven, imposed upon the workforce, rather than a result of a shared, collaborative and open inquiry into how best to respond and adapt to changing conditions.</p>
<p>The reports goes on to talk about the need for leaders to lead and not just manage. Organisational structures are increasingly complex and diverse, meaning that leaders need really good people management and employee engagement skills. In this uncertain, constantly evolving business landscape, the Institute says leaders need to be able to set clear expectations and connect with employees on both a personal and emotional level. They need to praise employees and recognise work that has been done well.</p>
<p>Succession planning is also highlighted in the report as a serious concern – 70% cited it as a key issue. Under half of public sector HR managers (45%) said that their organisation was either ‘successful’ or ‘very successful’ at developing and appointing successors. This rose to 59% in the private sector. However, both sectors admitted that succession planning is a challenge that needs to be met – 70% said so in the private sector and 82% in the public sector.</p>
<p>In order to have a strong leadership pipeline, HR, leaders and managers need to foster an effective learning culture. However, this often does not happen. In the report, for example, one in five operational managers said their line manager never discusses their training or development needs with them. A third say such discussions only take place once a year and one in two say they never or rarely receive any coaching from their line manager.</p>
<p>The HR professionals polled are of a mixed opinion about how effective they are at developing and appointing successors. What is for sure is that they need to encourage and support leaders to have a greater focus on employee development, coaching and succession management.</p>
</div>The 5 Leadership Behaviours you Need to Boost Employee Engagementhttps://community.dpgplc.co.uk/the-leadership-forum/the-5-leadership-behaviours-you-need-to-boost-employee-engagement2016-03-10T16:09:00.000Z2016-03-10T16:09:00.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>Employee Engagement is one of the hottest topics in HR and never seems to be far from the trend of what HR need to be doing more of and increasing engagement.</p>
<p>But it doesn't just sit with HR everyone has a responsibility to connect with the people we work with, to provide a purpose and meaningful work.</p>
<p>So what behaviours can boost employee engagement?</p>
<p>Take a look at the <a href="http://www.entrepreneur.com/article/247099" target="_blank">full article here</a> from <a href="http://www.entrepreneur.com/" target="_blank">Entrepreneur</a></p>
<p>Here is a summary the 5 key points made:</p>
<ol>
<li>
<h2>Give employees something to reach for.</h2>
</li>
<li>
<h2>Embody the company vision.</h2>
</li>
<li>
<h2>Get involved in the company culture.</h2>
</li>
<li>
<h2>Use transparency to inspire.</h2>
</li>
<li>
<h2>Fake it ‘til you make it.</h2>
</li>
</ol>
<p>Do to these things resonate with you and the behaviours you'd like to see to increase employee engagement?</p>
<p>Does it just sit with 'leaders' or everyone in the organisation?</p>
<p>Is there anything missing?</p>
<p>What would you have as your top 5?</p>
<p></p>
</div>The Difference Between A Boss & A Leader 2https://community.dpgplc.co.uk/the-leadership-forum/the-difference-between-a-boss-a-leader-22016-03-10T16:04:23.000Z2016-03-10T16:04:23.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p><a href="http://storage.ning.com/topology/rest/1.0/file/get/377648?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/377648?profile=RESIZE_1024x1024" width="750" class="align-full"></a></p>
<p>We've touched on this subject before (<a href="http://community.dpgplc.co.uk/the-leadership-forum/the-difference-between-a-boss-a-leader?context=category-Advice+and+Guidance" target="_self">see here</a>) but now we've come across an updated, better version:</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/377712?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/377712?profile=original" width="625" class="align-full"></a></p>
<p>This infographic was crafted with love by Officevibe, the software that shows you <a href="https://www.officevibe.com/employee-engagement-solution/leadership">how to be a good leader</a> by collecting feedback from your employees.</p></div>20 Leadership Experts Share Their Best Leadership Tiphttps://community.dpgplc.co.uk/the-leadership-forum/20-leadership-experts-share-their-best-leadership-tip2016-02-19T10:03:05.000Z2016-02-19T10:03:05.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>Trust what these leaders say about good leadership. They are experts on the topic.</p>
<p>Good leaders all have one thing in common: They know how to seek advice. It's a bit like parenting. No one who raises a child for the first time understands the job perfectly. You have to keep learning and growing. These experts know the drill. They've written about their experiences in leadership, spoken in front of mass audiences, and honed their skills over many years. Here are their single best tips, exclusive just to this list:</p>
<p><strong>1. Don't hide anything from employees</strong></p>
<p>"Your team can tell if you're hiding something. It makes them uncertain or suspicious, both of which you don't want. Lay out the rules of the game as you see them with your team. Let the team know where they are; work on a plan to go forward. Keep individuals up to date on their status as it relates to the group. All this forces you to have and share your vision, which is what makes you a great leader in the first place."</p>
<p><em>Tony Scherba, President and Founder of Yeti</em></p>
<p><strong>2. Show empathy in tangible ways</strong></p>
<p>"You can't just be sympathetic and try to be liked every time someone comes to you with a problem or concern. But you need to be able to understand the problems, as well as that person's point of view. You can't just dismiss them out of hand. And if you're able to see things from their point of view and truly be empathetic, you'll be able to frame your response in a way that will prove you've heard them, and also answer their specific concerns. They might not always be happy, but it will lead to more acceptance if you have to tell them something they're not eager to hear."</p>
<p><em>John Turner, the CEO of UsersThink</em></p>
<p><strong>3. Learn how to lead the younger generation</strong></p>
<p>"Leaders of younger generations are from the most social generation in history. They are in constant contact with peers and family through iMessages and social media sites. But they are also highly isolated because so much of their relational contact is through technology. This has led to poor people skills, low emotional intelligence, and the inability to handle interpersonal challenges. Leaders should work to build relationships one-on-one. A helpful way to do so: Join industry or peer communities to take advantage of meeting and networking in person. Not only will this help their professional development but also help them learn to communicate on a level playing field with those of various generations and years of experience."</p>
<p><em>Tim Elmore, a speaker, author and president of Growing Leaders</em></p>
<p><strong>4. Don't be afraid of the truth</strong></p>
<p>"Be willing to look at the truth, no matter how uncomfortable. That includes truths about yourself, your product, your people. If your product stinks and your people aren't performing, pretending that just ain't so won't change anything. At the same time, don't beat yourself up. Just look at it, address it, and move on."</p>
<p><em>Katherine Hosie, Powerhouse Coaching Inc.</em></p>
<p><strong>5. Think like Swiss cheese</strong></p>
<p>"Be candid with yourself and acknowledge what you know and don't know. Select supportive team members who possess the skills necessary to take the business in the right direction. See yourself as a piece of Swiss cheese--know your holes and add others (slices) whose substance, when layered on your slice, eventually creates a solid, firm unified block of cheese. A single slice of cheese with its many holes can easily be pulled apart, but a solid block is very difficult to pull apart."</p>
<p><em>Richard J.Avdoian, the President and CEO of Midwest Business Institute, Inc.</em></p>
<p><strong>6. Be human, not humanoid</strong></p>
<p>"Humanoids show (and feel) no emotion at all. Ever. They are incapable of it. You may think there is no room for emotion in the workplace, but think again. There's already emotion there--too bad much of it is negative. Let some positive emotion flow between you and your people. Get to know them better ... and let them get to know you better. People will go to the wall for people they know, like, admire, and respect. But if they don't know the first thing about you (or vice versa), how can they feel as though they know you, or have a relationship or anything at all in common with you? Humans truly connect with each other on a personal level, not a business level. You don't have to be "best buds," but you must have at least a few human elements in common in order to effectively work together to accomplish common business goals. One way to be more human is to realize that simply saying, 'Hello, how are you?' each morning does not constitute a relationship. Get out and talk with different people occasionally; ask about their families, pets, hobbies ... and share yours. Remember their names (and the names of their significant others/children/pets); ask about a tough situation they've gone through. When they know you really care about them, they will care more about you, and this will bridge the divide and help eliminate the 'Us' and 'Them' mentality."</p>
<p><em>Sandy Geroux, the CEO (Chief Entertainment Officer) of WOWplace, International</em></p>
<p><strong>7. Never forget your responsibility</strong></p>
<p>"My best leadership tip is to think of leadership as a responsibility as much as an opportunity. Effective leaders understand that they are responsible for everyone that they are leading, and consider that responsibility as the main concern of their position. If you ever lose empathy for, and dedication to, the people you are leading, you are not being a leader."</p>
<p><em>Michael Talve, the Founder and Managing Director of The Expert Institute</em></p>
<p><strong>8. Get comfortable in dynamic environments</strong></p>
<p>"In today's dynamic and uncertain business environment, the most successful firms are able to act quickly and decisively in response to change. Strong self-efficacy, high achievement, autonomy, and the ability to take decisive actions in the face of uncertainty and dynamic environments are critical capabilities for an organization. Preparing individuals to evaluate a dynamic environment and act in the face of uncertainty is a particular strength of the military and it should be a priority for executive training programs. It all begins with having a clear vision and a specific mission that empowers people to act in alignment with the company objectives."</p>
<p><em>Damian McKinney, the CEO of McKinney Rogers and author of The Commando Way</em></p>
<p><strong>9. Surround yourself with people who are smarter than you</strong></p>
<p>"Leaders find success when they create teams composed of people who are experts in their areas, and many times, smarter than the leader who's hiring them. Great leaders give them room to grow and innovate. These are the leaders who people want to work for. Unlike the micromanager leader whose insecurity leads them to create teams that include people 'just like them.' These teams may make the leader feel comfortable, versus challenged for the purposes of creating the best work."</p>
<p><em>Tatiana Lyons, the Principal and Owner of Your Creativity Leads</em></p>
<p><strong>10. Take someone in training along with you on mundane tasks</strong></p>
<p>"Several years ago I had to go to the Department of Motor Vehicles to renew my license--a task that sometimes could mean three to four hours of waiting. There was a college student who was working for our church as an intern for a college credit. He wanted to learn the ins and outs of church leadership, so I asked him to come along to the DMV. Sure enough, it was a three-hour wait, but I spent that time answering all of the intern's questions about leadership. It was real quality time to invest in the young man. Now when I have a task that will involve a long wait time (such as going to the DMV or doctor's office or waiting for a plane flight or going on a long ride in the car, etc.), I take along a developing leader to invest in him or her."</p>
<p><em>Chris Elrod, the Senior Pastor at Impact! Church</em></p>
<p><strong>11. Let employees in on your vision</strong></p>
<p>"Be as transparent as you can with all of your team members. The more they know, the more you all are part of the same dream and vision and you'll all work harder to get where you need to go as a team. If you're keeping information from your team members, they'll lose trust and start to feel like they're not contributing to the bigger picture. That's when they look elsewhere."</p>
<p><em>John Hingley, co-founder of startup Dasheroo</em></p>
<p><strong>12. Honor the past, built for the future</strong></p>
<p>"When you're leading a new team or joining a new organization, honor the new team/organization's past, and then build them a bridge to the future. Too many leaders inherit a new team and want to tell everyone how much success they had in the past, and how good their old organization/team was. When leaders disrespect their new team, team members start asking each other the following questions: If your old organization or team was so good, why did you leave? If your old organization is so good, why don't you go back?"</p>
<p><em>Peter Barron Stark, a consultant, speaker, and author</em></p>
<p><strong>13. Have a clear vision and communicate it to your team</strong></p>
<p>"Know what your future looks like, feels like, and acts like. It has to be a compelling vision that gets your people excited and focused. Latch onto that picture as though it has already happened. Transport yourself into the future so you can see it with picture clarity. Share it with your team so they can see it and do what it takes to achieve it."</p>
<p><em>Brian Scudamore, the Founder and CEO of 1-800-GOT-JUNK?, WOW 1 DAY PAINTINGand You Move Me</em></p>
<p><strong>14. Make it a priority to develop your current leaders, nurture your future leaders, and hire great leaders</strong></p>
<p>"Strong leadership is one of the key pillars of success at any organization. People aren't necessarily born with great leadership skills. As such, organizations can't just sit back and hope people will be great leaders. Leaders need to be shaped and molded. And by leaders, I don't just mean executives--I mean managers at every level of the organization. Too often frontline managers are overlooked when it comes to leadership development, when the reality is that 70 percent to 80 percent of the workforce reports to frontline managers. The results of a study we did with Harvard Business Review Analytic Services reveals 79 percent of global executives believe lack of frontline leadership capability negatively impacts company performance. As such, it's critical to the success of any organization that these people be given the tools, resources, and development to succeed."</p>
<p><em>Dominique Jones, the Vice President of Human Resources for Halogen Software</em></p>
<p><strong>15. Always lead with character</strong></p>
<p>"Leaders with character are highly effective. They have no need to pull rank or resort to command and control to get results. Instead, they're effective because they're knowledgeable, admired, trusted, and respected. This helps them secure buy-in automatically, without requiring egregious rules or strong oversight designed to force compliance."</p>
<p><em>Frank Sonnenberg, author of the book Follow Your Conscience</em></p>
<p><strong>16. Nurture a better self-awareness</strong></p>
<p>"Leadership has got nothing to do with figuring it out and everything to do with feeling it out. It is an 'awareness,' and for so long in my businesses, I too was not aware. Leaders aren't born; they evolve. And to evolve you must first be self-aware. To develop leadership skills, allow yourself to be open, honest, and real. Be confident, not arrogant. Confident leaders lead through values, vision, and vulnerability. Arrogant leaders lead through fear, blame, and ego."</p>
<p><em>Troy Hazard, a TV host, business owner, former Global President of the Entrepreneurs' Organization, and author of the book Future-Proofing Your Business</em></p>
<p><strong>17. Good leadership is about good alignment</strong></p>
<p>"If you think about achieving your vision, it's like climbing a mountain. Executives and managers think they have to be all buttoned up and have the path up the mountain all mapped out, then they shout the directions back down to their organization. But really, leadership is about alignment, and that means we can achieve a lot more if we all go up that mountain together."</p>
<p><em>Sonya Shelton, founder and owner of Executive Leadership Consulting</em></p>
<p><strong>18. It's not about you</strong></p>
<p>"Repeat the words, 'It's not about me!' every day, multiple times a day. Don't make your leadership about being in charge, being right, getting promoted, or looking the best. Make leadership about the cause of the organization, serving the legitimate needs of those you're leading, and not taking yourself so darn seriously. You'll have people lining up to work for and with you and the results will follow."</p>
<p><em>Jeff Harmon, author of The Anatomy of the Principled Leader and founder ofBrilliance Within Coaching and Consulting</em></p>
<p><strong>19. Use the right posture for leadership</strong></p>
<p>"Your posture and body language needs to be intentional and consistent. Always be aware of your posture when you are sitting, standing and walking. Roll shoulders up, back, and down. Straighten your spine; leaders don't slouch. Nor do they intimidate with off-putting body language such as crossed arms, puffed out chest and finger waving. Align your appearance, head-to-toe, with how you wish to be known. Aligning your appearance also means dressing the part head-to-toe. This includes wardrobe, haircut, eyeglasses and even shoes. Leaders look the part--not like they just rolled out of bed. A pressed dress shirt or wool sweater, well-fitting trousers, leather shoes and belt is a good uniform to adopt. A tie and/or sport jacket give extra bonus points for executive presence. Update your eyeglasses every other year and get a good haircut. Dress, head-to-toe, as the leader you want to be."</p>
<p><em>Marian Rothschild, a Certified Personal Image Consultant and best selling author.</em></p>
<p><strong>20. Be a curious leader</strong></p>
<p>"When we are curious with others, we learn, we collaboration, and we innovate. When leaders aren't curious, they tend to judge, tell, blame, and even shame without realizing it. This creates conflict, frustration, narrows perspectives and opportunities, and prohibits collaboration, innovation, and understanding. Based on our 10 years working with leaders, we know that they know they need a new language to be successful; however, they don't know how to access it. Curiosity allows you to access that language to meet the leadership needs of the 21st century."</p>
<p><em>Kirsten Siggins, the Co-founder of Institute of Curiosity and a Certified Executive Coach</em></p>
</div>10 Books every Leader Should Readhttps://community.dpgplc.co.uk/the-leadership-forum/10-books-every-leader-should-read2016-02-05T13:35:20.000Z2016-02-05T13:35:20.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>Looking for some inspiration and adding some books to your reading list?</p>
<p>Take a look at the list curated by OfficeVibe and what they believe should be 10 books every leader should read</p>
<p><a href="https://www.officevibe.com/blog/10-books-every-leader-should-read" target="_blank">https://www.officevibe.com/blog/10-books-every-leader-should-read</a></p>
<p><strong><em>Have you read any of them?</em></strong></p>
<p><strong><em>Would love to know what you thought?</em></strong></p>
<p><strong><em>Are any missing of the list that you would recommend?</em></strong></p>
</div>20 Inspirational Leadership Quoteshttps://community.dpgplc.co.uk/the-leadership-forum/20-inspirational-leadership-quotes2016-01-27T10:07:43.000Z2016-01-27T10:07:43.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p class="dropcap">At Officevibe, they end their daily standup meetings with an inspirational quote to start the day on a positive note.</p>
<p>Whoever’s turn it is to speak holds a basketball, and the last one to speak has to come up with a quote of the day.</p>
<p>Everyone puts their finger on the ball, and when the quote is said, the ball gets thrown up in the air and we all say “think about it”, as a reminder to really let the hidden meaning of the quote sink in.</p>
<p><img src="https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-670x670.jpg" data-lazy-src="https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-670x670.jpg" alt="officevibe standup meeting" width="640" height="640" class="aligncenter size-medium_2x1ratio wp-image-5067881 lazyloaded" srcset="https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-150x150.jpg 150w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-300x300.jpg 300w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-768x768.jpg 768w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-670x670.jpg 670w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-210x210.jpg 210w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-286x286.jpg 286w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n-90x90.jpg 90w, https://officevibecdn.blob.core.windows.net/website/wp-content/uploads/2016/01/11010591_592288640874886_8083086111778216895_n.jpg 900w" sizes="(max-width: 640px) 100vw, 640px"></p>
<p>So here are 20 leadership quotes. Use them to help you become an even stronger leader.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/377397?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/377397?profile=original" width="606" class="align-full"></a></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/377415?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/377415?profile=original" width="602" class="align-full"></a></p>
<p></p>
<p><a href="https://www.officevibe.com/blog/20-inspirational-leadership-quotes?utm_source=newsletter&utm_medium=email&utm_campaign=leadershipquotes" target="_blank">20 Inspirational Leadership Quotes</a> by Officevibe</p></div>High Impact Leadership Survey - Your imput needed!https://community.dpgplc.co.uk/the-leadership-forum/high-impact-leadership-survey-your-imput-needed2016-01-05T13:58:03.000Z2016-01-05T13:58:03.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p><a href="http://joshbersin.com/wp-content/uploads/2012/12/Vertical259w.jpg" target="_blank"><img src="http://joshbersin.com/wp-content/uploads/2012/12/Vertical259w.jpg" class="align-left" /></a>Our friends over at Bersin by Deloitte are currently conducting their newest high-impact leadership research and would like to invite you to participate in their survey! If you are in a leadership position in your organsation, they want to hear from you. This includes:<br />
<br />
  ·  C-suite, business unit, or functional leaders<br />
  ·  HR, Talent Management, and/or Learning & Development leaders<br />
<br />
<a href="https://bersin.qualtrics.com/SE/?SID=SV_5BTVF7TDURCHb9z&RID=CGC_5i477wSddhRKfI1&Q_CHL=email" target="_blank">Take the survey</a></p>
<p>Completion of the online survey takes between 10 and 15 minutes and as a thank-you for your time and effort, you'll receive access to the following resources:<br />
<br />
  ·  An <u>instant snapshot</u> of how others rate the leadership in their organisation<br />
  ·  A <u>link to their latest tool</u>, the Leadership Development Maturity Assessment (Rapid)<br />
  ·  An <u>executive summary</u> of this study (once available)<br />
<br /></p>
</div>7 Hacks to Kill Useless Meetingshttps://community.dpgplc.co.uk/the-leadership-forum/7-hacks-to-kill-useless-meetings2015-10-15T14:53:57.000Z2015-10-15T14:53:57.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>We've all attended meeting after meeting. We have all probably hosted meeting after meeting....but are the meetings we host or attend giving us what we need or are they pretty ineffective and in some cases useless</p>
<p>Here is a funny video showing us just how meetings can actually disrupt our days and impact productivity rather than improve it.</p>
<p><a href="http://thenextweb.com/shareables/2015/10/01/those-who-can-do-those-who-cant-hold-meetings/?utm_campaign=share%20button&utm_source=copypaste&utm_medium=referral&awesm=tnw.to_c4kPN&utm_content=Those%20who%20can,%20do.%20Those%20who%20can%27t,%20hold%20meetings" target="_blank">Those who can, do.Those who can't, hold meetings</a></p>
<p>So the question is what can we do about these ineffective meetings and how can we put a stop to them?</p>
<p>Check out these <a href="https://blog.fuze.com/7-hacks-to-kill-useless-meetings-infographic/" target="_blank">7 Hacks to Kill Useless Meetings</a> from our friends over at <a href="https://www.fuze.com/" target="_blank">Fuze</a></p>
<p>Do you like the hacks?</p>
<p>Have you any hacks or tips yourself to kill the useless meetings - we'd love to hear your tips in comments below </p>
<p></p>
<p></p>
</div>Which of these 6 levers to sustainable leadership do you use?https://community.dpgplc.co.uk/the-leadership-forum/which-of-these-6-levers-to-sustainable-leadership-do-you-use2015-10-02T14:58:26.000Z2015-10-02T14:58:26.000ZAngela Armstronghttps://community.dpgplc.co.uk/members/AngelaArmstrong195<div><p>Hello,</p><p>I really enjoyed this Korn Ferry blog as it pulls together all my favourite development themes into a single list of 'transformative pauses'.</p><p>I've provided a short summary in brackets so you can join the discussion even if you don't <a rel="nofollow" href="http://www.kornferry.com/institute/pauses-really-do-refresh" target="_blank">read the full length blog</a></p><ol><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><strong><span style="color: #3366ff;">Pause to Push the Boundaries. </span> </strong></span> <span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">(slow down and consider the bigger picture to reduce 'noise' and focus on what's important to improve productivity)</span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><strong><span style="color: #3366ff;">Multiply Energy to Generate Sustainable, Differentiated Value. </span> </strong> (su<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">stainable leadership becomes more possible when we proactively build up our own energy and then multiply it in others)</span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Generate Energy by Sharing Compelling Stories</strong> </span> (u<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">sing inspiring stories to illustrate values, purpose and appreciation is a crucial language for multiplying sustainable energy and drive in an organization)</span></span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>See Purpose as Elevating Performance to New Heights</strong>. </span> (So employees <span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">have a purpose bigger than product or performance, a purpose that will likely drive performance to new levels)</span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Focus on Coaching and Authenticity</strong> </span> (<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">The evolution from critic to coach and from accuracy to authenticity is fundamental to transformative leadership)</span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Use Questions to Innovate</strong> </span> (<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">Becoming adept at the language of integrative intelligence—compelling questions—is one of the most underdeveloped competencies in leaders today)</span></span></li></ol><p><span style="color: #339966;"><strong>Question: Which of these 6 levers to sustainable leadership do you use regularly? Which did you find a useful reminder?</strong></span></p><p>I use them all to varying extents depending on my client engagements, the one that was hardest for me to learn yet probably the most beneficial is #1 Pause to Push the Boundaries. I have to have a regular reminder in my diary or I still forget! Yet I know that I have my greatest moments of insight when I step away from 'doing'.</p><p>I'd love to hear which of these you use and how it benefits you, please share your thoughts below.</p><p>Angela</p></div>Leaders Learn, Leaders Sharehttps://community.dpgplc.co.uk/the-leadership-forum/leaders-learn-leaders-share2015-09-11T09:45:01.000Z2015-09-11T09:45:01.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>I've had a great week this week, learning from leaders. Leaders in learning, leaders in HR, leaders in life. I've learned from leaders in digital. I've learned from leaders in journalism, curation and knowledge sharing. Leaders in communities, development, creativity, social, neuroscience, technology to name a few. Leaders in nuturing and caring. I'm grateful and I'm lucky to have been able to do so.</p>
<p>I'm in awe of how generous these people are when they share what they learn. Their intent not to sell or to boast. Their genuine intent to help us be better at what we do.</p>
<p>So I'm wondering, what have you learned this week? What can you share?</p>
<p></p>
</div>CIPD's Leadership Factsheethttps://community.dpgplc.co.uk/the-leadership-forum/cipd-s-leadership-factsheet2015-06-17T09:59:58.000Z2015-06-17T09:59:58.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p><strong>What is leadership?</strong></p>
<p><strong><em><strong>Who are the leaders?</strong></em></strong></p>
<p><em><strong>What is an effective leadership style?</strong></em></p>
<p>Take a look at CIPD's Leadership Factsheet <a href="http://www.cipd.co.uk/hr-resources/factsheets/leadership.aspx?utm_medium=email&utm_source=cipd&utm_campaign=cipdupdate&utm_term=1003090&utm_content=170615-2791-2561-27-20150617095607-Read%20our%20factsheet%20on%20leadership" target="_blank">here</a></p>
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</div>Do we need more rebellious leaders?https://community.dpgplc.co.uk/the-leadership-forum/do-we-need-more-rebellious-leaders2015-03-25T09:04:14.000Z2015-03-25T09:04:14.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>Stumbled across this in my <a href="https://twitter.com/community_mike" target="_blank">Twitter feed</a> last night and thought it would give us some good discussion points.</p>
<p>I very much like the idea of challenging and two of my favourite quotes sayings are</p>
<blockquote>
<p>If you always do what we've always done - we'll always get what we've always got</p>
<p>Ask for forgiveness and not permission</p>
</blockquote>
<p>Of course it makes sense to challenge the status quo but is this different to being a rebel?</p>
<p>Take a read of this post here <a href="http://switchandshift.com/how-rebellious-leadership-leads-to-success" target="_blank">How Rebellious Leadership Leads to Success</a></p>
<p>There are a lot of things in here I agree with and the examples that are used such a Martin Luther King and Steve Jobs are two iconic leaders that have made massive changes to society & attitudes and how we 'think differently'.</p>
<p>But what about in the 'real world' is having a rebellious streak a good thing, what if everyone was a rebel and all rules were broken. Would this lead to anarchy and commercial chaos.</p>
<p>Does your organisation culture encourage challenge or do people follow the rules as they are there for a reason?</p>
<p>I do believe that in order for us to progress, change and evolve we must always be prepared to challenge what has been before but it must be measured. We can't have a load of mavericks running around disrupting things so how can this be encouraged but done with minimum risk to business and people. Some business decisions could be classed as rebellious and challenging but have ultimately led to the downfall of organisations. </p>
<p>More questions here than answers but I'd be interested in your thoughts on the subject.</p>
<p><strong>Do Rebellious Leaders Lead to Success?</strong></p>
<p></p>
<p></p>
</div>What is Great Leadership?https://community.dpgplc.co.uk/the-leadership-forum/what-is-great-leadership2015-02-04T16:19:35.000Z2015-02-04T16:19:35.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p><a href="https://twitter.com/givebackuk" target="_blank">GivebackUK</a> have recently filmed a video with leading professionals including <a href="https://twitter.com/adamharwood26" target="_blank">Adam Harwood</a>, <a href="https://twitter.com/burrough" target="_blank">Sam Burrough</a> and <a href="https://twitter.com/LightbulbJo" target="_blank">Jo Cook</a> giving their views on what makes great leadership.</p>
<p>We'd love to hear your opinion on this. <strong>What are your tips on being a great leader?</strong></p>
<p><iframe width="560" height="315" src="https://www.youtube.com/embed/PdocvgiDXJQ" frameborder="0" allowfullscreen=""></iframe></p>
</div>Do women have more emotional intelligence than men?https://community.dpgplc.co.uk/the-leadership-forum/do-women-have-more-emotional-intelligence-than-men2015-01-28T14:59:19.000Z2015-01-28T14:59:19.000ZJennifer Penneyhttps://community.dpgplc.co.uk/members/JenniferPenney<div><p>I recently interviewed the best selling author Kevin Allen about the topic of women leaders and how their emotional intelligence compares to man. It was interesting and he had some very interesting insights.</p><p>You can watch the interview here:</p><p><a rel="nofollow" href="http://planetjockey.com/blog/do-women-have-more-emotional-intelligence-than-men" target="_blank">http://planetjockey.com/blog/do-women-have-more-emotional-intelligence-than-men</a></p><p>And I would love to hear what you all have to say about it? Do you think it will put women in the running to becoming better leaders than men?</p></div>Fearless Leadership and the Future of Companieshttps://community.dpgplc.co.uk/the-leadership-forum/fearless-leadership-and-the-future-of-companies2015-01-21T13:27:31.000Z2015-01-21T13:27:31.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>Good afternoon Visionaries!</p>
<p>Bob Mackenzie from Benchmark for Business is inviting you to an extraordinary thought-provoking conference in the form of <strong>Adrian Gilpin</strong>.</p>
<p>Join Bob and a line-up of world-class speakers at <em>“<strong>Fearless Leadership and the Future of Companies”</strong></em> at Kensington’s Royal Garden Hotel on <strong>Wednesday 22nd April 2015</strong>.</p>
<p>In a day packed full of inspirational insights, Adrian will open our minds to how bold leadership, innovation, change and profit are all unlocked when people learn to step beyond their fears and take action.</p>
<p>And before Adrian takes to the platform in the afternoon, <strong>David Smith</strong> will lead the morning’s proceedings. David will challenge you to embrace a future where changing demographics, changing environments, changing technologies, changing education and changing distributions of wealth all converge to transform your organisations and our lives.</p>
<p>Please click on the link below to view the ‘<strong>key learnings</strong>’ and outlines of this conference:</p>
<ul>
<li><em><b><a href="http://benchmarkforbusiness.cmail1.com/t/r-l-qllkuil-tdttklthik-y/">Fearless Leadership and the Future of Companies</a></b></em> <strong>at the Royal Garden Hotel in Kensington, London on Wednesday 22nd April 2015</strong></li>
</ul>
<p>Finally, a quick mention of their forthcoming conference (only two weeks away) as below, at which there are only a few places remaining.</p>
<ul>
<li><em><b><a href="http://benchmarkforbusiness.cmail1.com/t/r-l-qllkuil-tdttklthik-t/">Profiles for Success</a></b></em> <strong>at the Royal Garden Hotel in Kensington, London on Wednesday 4th February 2015</strong></li>
</ul>
<p>Both events promise <strong>a rare immersion into the minds of thinkers whose ideas will inspire and provoke you in equal measure</strong>.</p>
<p>Finally, if you require hotel accommodation on 3rd February, the night before the next conference, the Royal Garden has its new year ‘sale’ featured at <a href="http://benchmarkforbusiness.cmail1.com/t/r-l-qllkuil-tdttklthik-i/">www.royalgardenhotel.co.uk</a> where discounted room rates are available. Alternatively, Benchmark for Business delegates can phone the Royal Garden’s reservations number <strong>+44 (0)20 7937 8000</strong> and quote reference number <strong>040215BENC</strong> to obtain a ‘Queen Room’ rate of <strong>£195</strong> which includes continental breakfast and VAT (not available online). I would still advise checking their online site first.</p>
<p>DON'T FORGET AS A VALUED DPG COMMUNITY MEMBER YOU CAN SAVE £200 OF THE EVENT PRICE - ADD <span style="color: #ff0000;">DPG <span style="color: #000000;">IN THE PROMOTIONAL CODE AREA WHEN BOOKING </span></span></p>
<p></p>
</div>Global Leadership Forecast 2014/2015https://community.dpgplc.co.uk/the-leadership-forum/global-leadership-forecast-2014-20152015-01-08T11:21:36.000Z2015-01-08T11:21:36.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>Take a look at this report focusing on leadership on a global scale </p>
<p>Created by <a href="http://www.ddiworld.com/glf2014#.VK5lhiusX5c" target="_blank">DDI and The Conference Board</a></p>
<p>The report looks at </p>
<ul>
<li><strong>What's Keeping CEO's Up at Night?</strong></li>
<li><strong><strong>Are Leaders Ready to Deliver?</strong></strong></li>
<li><span style="color: #ff0000;"><strong>The New Role of HR</strong></span></li>
<li><strong><strong>What do Leaders Need in Order to Improve?</strong></strong></li>
<li><strong><strong><strong>What's Holding Them Back?</strong></strong></strong></li>
<li><strong>What Happens When Organizations Get it Right?</strong></li>
</ul>
<p>You can watch a short video summarising the findings and get the detail below</p>
<p><a href="http://www.ddiworld.com/glf2014#.VK5lhiusX5c" target="_blank">Global Leadership Forecast 2014/2015</a></p>
<p></p>
<p></p>
</div>Management Intuition for the next 50 yearshttps://community.dpgplc.co.uk/the-leadership-forum/management-intuition-for-the-next-50-years2014-10-14T11:17:57.000Z2014-10-14T11:17:57.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>This article is the quarterly publication from McKinsey&Company the thought leading consultancy firm.</p>
<p>It's a really informative piece and looks at the next 50 years in business and what that means to business leaders.</p>
<p>It covers</p>
<ul>
<li>Technological Disruption</li>
<li>Rapid emerging-markets growth</li>
<li>Aging population </li>
<li>Strategy Setting</li>
<li>Decision making </li>
<li>Management </li>
</ul>
<p>You can read it below </p>
<p><a href="http://www.mckinsey.com/Insights/Strategy/Management_intuition_for_the_next_50_years" target="_blank">Management Intuition for the next 50 years</a></p>
<p>Did you know that you can also get these articles and publications straight to your smart phone?</p>
<p>McKinsey Insights App allows you to access all this great content and more from your phone - available on Iphone and Android</p>
<p><a href="http://www.mckinsey.com/features/ipad_and_android_app" target="_blank">Download it here</a></p>
<p></p>
<p></p>
</div>