As another pretty unusual year comes to a close, the importance of effective leadership has become increasingly clear. Organizations that have survived – and even thrived – during these past 21 months are the ones that have cultivated extraordinary leaders. Extraordinary leaders are able to communicate strategy and connect people to it. Extraordinary leaders support collaboration and innovation. Extraordinary leaders build engaged, high-performing teams. Extraordinary leaders develop others and tap their creativity and the best they have to offer.
And every month this year, the Leadership Development Carnival has offered insights, advice, and inspiration for those who aspire to be extraordinary leaders. This month, our authors and thought leaders were challenged to submit their best articles. So what you’ll read is a remarkable roundup of strategies and tactics to put your best foot forward in the new year.
Thank you for supporting, reading, and engaging, with the Leadership Development Carnival. Best wishes for a lovely holiday season. We look forward to continuing to develop leadership together in the new year.
When the pandemic hit, leadership teams figured out really quickly that effective communication was essential to business continuity and helping employees through the transition to the new reality. Here are five proven approaches leaders can use to help continue to communicate better in a way that engages their employees. Connect with David on Twitter @ThoughtPartner.
With 2021 nearing an end, it’s time to start thinking about resolutions for 2022. In addition to “eat less/exercise more,” how about joining me and searching out phrases from three admired leaders and committing (to strive) to live by them? My three? “Be the change that you wish to see in the world,” Mahatma Gandhi; “The buck stops here,” President Harry S. Truman; and, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel,” Maya Angelou. Connect with Diana on Twitter @DianaPMAuthor.
How to Overcome the Annoying Assumption of Knowing – Marcia Reynolds of Covisioning Transformational Leadership
The assumption of knowing – thinking you know what a person means and wants – without exploring their words creates conflicts. You can overcome this habit with these tips on how to align your thoughts and desires. Connect with Marcia on Twitter @marciareynolds.
There’s no argument that today’s workplace is in tremendous flux. We now see the consequences of all this in the form of what’s become commonly referred to as ‘the great resignation.” How ‘great’ the exodus of workers will actually be, depends upon whom you ask, the data they draw upon, and the comparisons being made. But what’s certain is that ‘great resignation’ or not, the events we’ve all shared over the past year and a half have sparked if nothing else a ‘great re-evaluation’. Connect with Julie on Twitter @Julie_WG.
Culture Leadership Charge: Three Things to Boost Retention – Chris Edmonds of The Purposeful Culture Group
The pandemic has changed what people expect of their workplaces, colleagues, and bosses. Leaders don’t know how to meet those changing expectations. Leaders want to go back to “the way it was” because that’s the only way they know how to manage. Employees have learned they have a voice and they have a choice. How can business leaders change their mindset and change their work cultures? By making respect as important as results. Connect with Chris on Twitter @scedmonds.
As you face challenges in areas like decision-making, strategic planning, cultural transformation and leadership development, your ethical framework will reveal itself, particularly under pressure. Connect with Bill on Twitter @drbilldonahue.
We’ve all had good bosses, and more likely bad bosses that outnumber the former. This post is a more provocative commentary on leadership; however, it has important lessons for those people wanting to become effective, well-rounded leaders. Connect with Jim on Twitter @JlcTaggart.
We can learn to lead ourselves in such a way that we Lead Up and influence organizational change…and then we tackle the fact that we need our top leadership to Learn Up in order for our organization to be a living, thriving place. Connect with Jillian on Twitter @jillian_miles.
Can for-profit companies stop global warming and improve social issues? The answer is yes, shows Chris Laszlo. The flourishing organizations of the future depend on doing good as their core business. Where’s yours at? Connect with Marcella on Twitter @MarcellaBremer.
As a mentor, you are often asked similar questions by the people you are advising. Here are answers to some of the most common mentee questions. Connect with John on Twitter @AwesomelySimple.
How to Provide More Meaningful Performance Feedback – Karin Hurt and David Dye of Let’s Grow Leaders
If you knew your manager really cared about you, would you want them to give you meaningful performance feedback? Even if it was hard to hear? Every time we ask these questions in our leadership development programs, the answer is always a resounding “YES!” Connect on Twitter @letsgrowleaders.
I was listening to a podcast the other day discussing what is necessary to be a high performer. The host posed a thought-provoking question to the guest: “Are you interested in high performance, or are you committed to high performance?” There’s a big difference. Connect with Jon on Twitter @jonverbeck1.
Do the persons who know and work with you see a leader with wisdom or simply another wise guy that doesn’t get it? Connect with Ken on LinkedIn.
Creativity—the ability to look at complicated situations and identify novel solutions that solve problems, advance initiatives, or rewrite old rules—may be the most critical skill of all in our workplaces. Are you giving your colleagues a chance to be creative, or are you suppressing it with your leadership approaches? Connect with Art on Twitter @artpetty.
Drama teacher Lea Marshall had a unique opportunity to show her students that a pandemic didn’t have to put a hold on their creativity. Written from the perspective of an audience member, a look at what can happen when the entire campus becomes a stage. Connect with Paula on Twitter @biggreenpen.
Instead of using analytical thinking, start using elastic thinking for creative and innovative ideas. You will get more done. Train to shift your thinking to think beyond the obvious. Connect with Neal on Twitter @exec_solutions.
From pandemic to the dastardly attack on the US Capitol to a steady barrage of climate change-emboldened floods, wildfires, and hurricanes, we all seem to be suffering from Disaster Fatigue. Faced with too many warnings — and the need to make too many decisions — it’s easy to allow our thinking to lapse into what I call Defeatist Mode, and essentially shut down our Idea Factories. Connect with Braden on Twitter @innovate.
Did someone inspire you to be where you are today in your career or life? No matter where you start, it is how you finish that counts! Learning to be solution-focused helps you overcome those barriers that try to get in your way. Connect with Brenda on Twitter @BrendaYoho.
A quote from Alexander den Heijer helps us go from managing people plodding reluctantly on the corporate treadmill, to leading them effectively so that they feel like running. Connect with Ken on Twitter @RapidStartLdr.
With computers in front of us and phones at our sides, we were all distracted at our quarterly planning meeting. One team member was concerned about this email, another concerned about this text message. Trying to lay the groundwork for our plans for the next quarter, we were all lost in the distractions of right now. So in the midst of our distraction state, I stopped and broached a subject with my team that I had put on the agenda but we weren’t to yet. Now was the time to call this to everyone’s attention. “I want us to consider all taking sabbaticals over the next few months,” I said. I think that got their attention. All looked up from their phones and computers. Connect with Mary on Twitter @maryilaward.
Eileen shares three ideas to see what can be done to eliminate some of our 40 hour weeks and regain energy and focus… not to mention a 3-day weekend. Connect with Eileen on Twitter @macdarling.
Organizational self-care requires constant attention to team member needs, internal and external environmental triggers, and ideas on how work gets done. Leaders must model this behavior for others. It’s an investment in our most important resource, our people. Connect with Priscilla on Twitter @PrisArchangel.
With all the attention on the employees who are leaving, we had better pay attention to all those that are returning. This article talks about three returning mindsets “returning with burning, returning with churning, and returning with yearning”. Connect with Beverly on Twitter @BeverlyLKaye.
Change is never easy. The last months have brought a rapid amount of changes in a very short amount of time. An effective leader must manage change in their organization. The first step is finding out why we are often so resistant to changes in the first place. Connect with Bill on Twitter @btreasurer.
You can’t accomplish the mission alone and it won’t happen by itself. People are the key to success. Connect with Wally on Twitter @WallyBock.
Photos by Leon on Unsplash, Thought Catalog on Unsplash, Christina Morillo from Pexels, Andrea Piacquadio from Pexels, Fauxels from Pexels, Christina Morillo from Pexels, Rodeo Project Management Software on Unsplash.