The realities of leadership

The realities of leadership


Inc. is one of my favorite sites to read and expand my thinking.

After reading this article, I wonder, what strategies could a leader  put in place, to mitigate the mistakes that can be caused by the distortion of there own reality. How does one continually sell the vision but remain connected to the reality of what is?

I would be interested to hear your thoughts.

Enjoy the read.


So what is it you do …

So what is it you do …

We get asked all the time, “so what sort of training do you guys do” ? Our answer is, it depends on what you need. We are  in full agreement – one company cant do everything. We are specialists in the design and delivery of development strategy. This  means we are able to target the skills and create learning specifically for the people in that business.

These are topics for a modular programme we put together for a large supervisory team –  different people had different needs. 

  Inter-personal Communication    Core Supervisory Foundation   Delegation Basics   Coaching Basics ●  Working with Cultural   Diversity    Performance Feedback Conversations    Basic Managing Effective Meetings   Collaborating & Influencing   Team Problem-solving  ●  Managing Stress & Pressure  ●  Assertiveness  Professional Workplace Conduct Group Leader and Team-building Presentation Skills I  Behavioral Interviewing Time Management Coping with Conflict Negotiation Skills  

No one person completed all the topics, just the ones they needed. Skills practice was based on the reality of their operational environment.  They went back to the workplace with an action plan to start practicing the skills that afternoon.

Would some of these topics work for your people?

We truly believe that investing in people just makes great busine$$ sense.

Let me think about that …

How often have you sat in a meeting; one of your team has shared a new idea that you need time to consider?

In your mind, you respond positively to the information with “that’s an interesting idea, but let me think about it”. The reaction you observe is one of disappointment or embarrassment. When asked for further information about the idea at a later date the team member seems surprised or disinterested.

In another example, you pitch your idea. There appears to be interest and you answer questions with a detailed explanations, you see lots of heads nodding. At the end of the meeting, the response is “that’s an interesting idea, but let me think about it”. You feel quite positive, however any attempts to follow up or continue developing the idea is declined or side tracked.

The same words, but a different meaning.  Continue reading