With the global pandemic of COVID-19, several changes are being made among organizations faster than preferred. Organizations are having to redesign how they work by transitioning…
The arrival and severity of the COVID-19 pandemic has abruptly altered how, when, and where companies around the globe conduct business. Social distancing and remote work…
As insignificant or cliché goals may sound, goals actually play a big role in our decision processes, whether we know it or not. Depending on ones’ views and approach, goals have the power to motivate, inspire, and give way to change. For this reason, it is not only important that leaders recognize the influence goals have in the business environment, but also know how they can best capitalize on theirs and their employees’ goal setting strategy so to attain the best performance outcomes possible.
It is important that those who are in leadership positions possess exceptional and effective leadership abilities within the increasingly complex world businesses operate in. Leaders have the ability to drive change, facilitate learning, and encourage motivation; all of which are the building blocks to productivity and success within their teams. Having a leader who can develop and better both the organization and its people is crucial to long-term success.
While many organizations have made progress towards diversifying their leadership make-up, it’s clear that women still face significant hurdles. Women are advancing to top level management, acquiring positions as high as Level 1-C-suite executives and presidents, and yet, women —especially women of color and stigmatized groups— remain underrepresented at every level in the workplace.
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More and more organizations are implementing post-hire assessment programs for employee development and various personnel decision-making— like identifying high-potentials or confirming readiness of successors for key leadership roles. These types of assessment applications create unique ethical challenges because we’re assessing current employees vs. external job candidates and the assessment results usually have profound effects on employees’ future careers within the company. What are the best practices as you launch post-hire assessments?
Solving complex problems requires time, and it’s unlikely that the first solution that comes to mind is the right one. That’s why thinking through solutions is such an important leadership skill. As a leader, you face many problems on a daily basis, and it can be difficult to devote time and energy to finding the best solution to every problem, even when you have done your research. This skill enables you to consider all your options and ensures that you don’t just settle on the first solution that comes to mind or make a reactive decision out of frustration. Such reactive decision-making often results in ineffective solutions that only address superficial issues and leave the underlying problems unresolved.
There are many things in life that baffle me, but none so much as the illogical lack of progress and action to correct diversity in workplaces. You don’t have to search far to find compelling and sound research calculating that organizations do far better once they make moves to increase the representation of women and people of color in their leadership ranks. Organizations are more productive and profitable, have a stronger market valuation, produce better quality goods and services, employee engagement grows and talent is retained. These seem like good things, particularly when most executives are not sleeping at night due to stalled growth and a leaky talent pipeline. It appears that diversity is not only a race or women’s issue, but a strategic imperative for all organizations. That would be logical, right?