Most leaders regardless of tenure stray from keeping their purpose, mission and vision at the forefront of everything that they do. They focus on the lagging KPI’s not the leading KPI’s. This causes employees to be unsure of why they come to work, unfilled in the work that they do, and a culture focused solely on results instead of the process.
Problems and challenges aren’t new in the workpleace, but the insurgence of the Millennial and Gen Z workforce has created an urgency for change. In some ways it feels as though professionals want big changes to occur, but don’t know where to start. It starts with this idea of not needing permission to lead, but choosing to lead.
There is no doubt we are all more confident when we know our strength’s and then play to them in our professional life.
We’ve been told leaders care about revenue and production, (and they do) but those are just table stakes. Every business pays its employees to produce results, but that’s not what real leaders actually care about – it’s what they expect. It’s critical to differentiate between expectations and care.
A Sense of Purpose is one of the Foundations of a High Performing Team
It’s shocking how many bosses still live in a world where it’s “do as I say and don’t ask questions.”
“although the core characteristics of being a leader remain the same, what my friend was failing to do was to look at leadership with a different, modernized lens.”
Of all the different training methods organizations are using to align to the modern learner which ones are most effective and can be best measured?
When the growth of a team member slows down, it may mean the leader or employee has lost their focus on the importance of personal development.
Eventually, I stopped dreaming up new ideas. I was crippled by a sense of fear that led to inaction.
