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The Encouragement Of Personal Branding

By Business, Innovation, Leadership

One trend in organizations today that I am not sure existed even ten years ago is the freedom employees have to promote their personal identity on company time. Companies today seem to allow and actually encourage employees to brand themselves separate from the organization. Whether it is with a personal blog or through authoring a book, employees can have a larger personal following and name recognition than the top leadership of the organization and at times even greater than the organization. This is true in the corporate world and the church world.

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August 26, 2009
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What to do if employees don’t respond?

By Business, Innovation, Leadership, Organizational Leadership

This is a great question. I would encourage you to survey your employees to make sure you have the environment you think you have. If this is not realistic, perhaps you could bring in an outside perspective, such as a consultant or a friend who knows your organization well and understands these principles. Once you have done that, ask these questions about the employees who refuse to take initiative:

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August 19, 2009
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Stress Results and Not Details

By Business, Innovation, Leadership, Vision

That is a hard concept for many leaders. They own their vision. They have in their mind what they want to achieve. They have pre-determined exactly what a win looks like. They can almost detail it out in their heads. Therefore, if a leader is not careful he or she begins to stress the details of that vision as opposed to stressing and rewarding people for results achieved.

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August 18, 2009
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Does Your Organization Produce Innovative Leaders or Managed Followers?

By Business, Innovation, Leadership, Organizational Leadership

A friend of mine called recently to discuss his business. He wants his employees to assume more ownership for their work and take more initiative on their own, without having to be asked to do something. He wants to lead an organization that produces innovative leaders, not a bunch of managed followers. Knowing a little about his workplace, I asked him an important question. “Have you created an environment conducive to produce the kind of employees you say you want?”

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August 17, 2009
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The Negative Side of My Command Strength

By Business, Leadership

I am becoming a student of Strengths Finder. This personality reviewer gives a person insight into his or her “signature themes” of strengths or behaviors that help drive a person. Over the next few days I will share my individual themes in an afternoon post. Hopefully this will give insight into some of what makes me the way I am and even a clue as to why I may blog about what I blog about.

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August 12, 2009
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I Hate Job Titles

By Business, Innovation, Leadership, Team Leadership

Titles to me are too specific. They seem to indicate a defined area of focus. I realize some people need that for clarity, but I prefer a job description to a title. I like for a person to understand the goals and objectives for the position, and even more than that, the overall vision of the organization and for them to realize how they are part of the organization’s success. That is hard to capture in a specific job title.

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August 12, 2009
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Never Miss An Opportunity Again

By Business, Leadership

I love being able to respond to opportunities as they present themselves. I am not talking about possibilities. I am referring to legitimate opportunities, things that the organization should and wants to take advantage of when they come available. (Read HERE for a post explaining the difference in possibilities and opportunities.)

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August 11, 2009
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