Learn about eight leadership styles and what traits leaders of each style typically possess, plus review the benefits and challenges of each leadership style.

The Effective Leadership Cheat Sheet Credits to Ronnie H. Kinsey, MBA, follow him for more impactful leadership content. ------ Here's the original…

A visionary framework for leaders in a simple infograpghic.

People have lost trust in leadership, businesses and CEOs. Here's an infographic with the main principles on being an effective leader.

The Leadership Planner Credit to Justin Mecham. Follow him for more visuals on leadership, productivity, & full potential. How many of these critical…

Our free leadership assessment provides leaders with a tool to quickly measure how effective you are as a leader and identify areas for further development.

We Enable Strategic Outcomes through Leadership, Learning and Change Interventions Get in Touch! Read Our Blog Leadership Development Leverage two decades of leadership experience to facilitate strategic leadership workshops and build leaders through customized interventions. Explore Change Consulting & Facilitation Facilitate large scale strategic change programs to clarify and implement goals, focus areas and strategy

How to Give Feedback - The Ultimate Cheat Sheet for Leaders Credit to Rachel Turner. Follow her for more visuals to help founders scale their leadership as…

You get to control the first impression potential clients receive of you and your business, and you also get to help them determine whether to feel confident in your ability...or not. It's all in the wording.

Le monde bouge, l'artisanat évolue, votre métier change. Une entreprise doit pouvoir prendre des décisions de manière avisée, rapidement, en limitant au maximum le risque de faire fausse route.

#Leadership: Start With Trust https://t.co/3yRFG9ydop #sketchnote #trust

Looking to start managing up today? Learn through this simple infographic by managing up expert and author, Mary Abbajay.

Learn the framework that high-performance leaders know to truly succeed at work, at home, and in the community. 10 Qualities of a Servant Leader.

Good leadership as defined by @10MillionMiler:

Radical Candor is a framework describing four different behaviors. In order to become Radically Candid you need to understand all four types.

Their research revealed 9 behaviors that make people want to be on your team. All you have to do is put it into practice.

In any workplace, an inverse relationship exists between training and development and the disengagement of your people. It's subtle, however it's there and… | 40 comments on LinkedIn

Where are you when it comes to investing in your people's leadership development? Is it an everyday function? A nice to have when the budget's available? Or… | 132 comments on LinkedIn

There’s an essential leadership skill that is often taken for granted… ACTIVE LISTENING. You see, most leaders see listening as an automatic part of their… | 10 comments on LinkedIn

Many leaders struggle with coaching their people “in the moment” fearing their team members will perceive that they’re being micromanaged, hovered over, or…

James was struggling to focus in class, and his teachers were struggling to handle his constant disruptions. As the new assistant principal, I wanted to help. Where to start? One of my interventions included creating a behavior plan for James, an incredibly bright and hilarious African American 14-year-old. While we saw some short term positive results, by the end of the year it all fell apart. James ended up being suspended from school several times over the last few weeks, including the last day. Nothing short of disaster. So where did I go wrong? And what did I learn that can help us with the next student that shares these struggles? 1. The behavior plan, while it was developed collaboratively with James, his teachers, and parent, unintentionally communicated low expectations for success. We disempowered James by sending the message that he could not adjust his behavior on his own, without our intervention. James already had the tools to control his own behavior throughout the day; he just needed the encouragement, consistency, and support to follow through on his own. He needed us to believe that he was capable of success. 2. While our team utilized resources like intervention services, the school nurse, and the occupational therapist, we never were really able to get to the root of James's disruptive and difficult behavior. Was he seeking attention? Was he bored? Were there physical or emotional issues that we were not aware of? While it may not produce immediate results, taking the time to obtain an accurate and thorough functional behavioral assessment is important before jumping into interventions. Without it, we may have been reinforcing negative behaviors rather than encouraging change. 3. I thought I could help James: I really wanted him to be successful, and I thought I knew what he needed. Instead, I learned that our students' lives are often more complex than we realize, and that the only way I could begin to understand what it's like to be a black teenager in America is to ASK. And then to be prepared to really listen. We need to be brave enough to have difficult conversations with our students about race, and privilege, and family, and violence, and fear. My own sentimentality got in the way of giving meaningful support to James. Our students do not need us to save them. They need us to know them. 4. I underestimated the ability of James' teachers to be the genuine difference-makers. While aiming to assist, I ended up taking away responsibility and ownership from teachers, who are already in short supply of control and decision-making opportunities during their day. Every interaction between student and teacher is meaningful, either strengthening the relationship or breaking it down. One of my primary roles as an administrator is to keep the student/teacher relationship sacred, and to intervene only to help preserve or fortify it. I will never forget James: I've never learned more from another person in my entire life. I've shared James' strengths with his high school mentors, and am confident that they will highlight and nurture those strengths more than I could. I am intent on remembering the lessons learned from James as I work with other students: while enthusiasm and intervention have their place in education, they cannot come before humanity and humility.

Team trust is critical to the success of any business. But how can you build it on your team? Hive outlines seven key strategies.

Simple gestures and methods from your side and you can handle dominant team members easily. They are: 1. Never Let A Dominant Team-Member StartIt’s the first way to handle a dominant team member. Don’t let them start. They take forever to give space to others.2. Start by politely pointing outStart saying that “the team appreciates your interest and now let’s see what others have to say”.3. Use NamesCall team members by name. For instance: Let ‘A’ have the floor to express what he/she has to say. Keep using the ‘names’ to direct the meeting in a good way. In this way, you can control the dominant team member from invading the meeting space.4. Set BoundariesIf the dominant team member keeps interrupting others and taking the space everywhere, it’s time to set boundaries. Set strict boundaries such as time-limit, asking them to appear after some time or permission to speak last. You have to strictly set boundaries sometimes so that the dominant behavior stops from hurting other team members.5. Finger PointingYou can point fingers to team members and ask them to speak. Let the dominant team-member wait till they get their turn. Raise your fingers and signal that their turn will come shortly.6. Cut them off politelyIf the dominant team member has already taken the stage, cut them off politely. Say to them that “it’s been good so far, thank you. Let “A” take the floor now”.7. Spin what they SayTo handle a Dominant Team Member an effective method is to spin what they said as a question directed to them.

Find expert advice on workflow mapping to help clarify and document processes, and learn how to choose the best workflow map.

We Enable Strategic Outcomes through Leadership, Learning and Change Interventions Get in Touch! Read Our Blog Leadership Development Leverage two decades of leadership experience to facilitate strategic leadership workshops and build leaders through customized interventions. Explore Change Consulting & Facilitation Facilitate large scale strategic change programs to clarify and implement goals, focus areas and strategy

The Leadership Success Model Credits to Paul Byrne, follow him for more leadership content. ------ Here's the original post: The Leadership Trinity I'm…

This blog post shares about barriers of effective communication in an organization.

Board meetings should not sneak up on anyone. In fact, you should be able to plan the meeting agendas for an entire year, in advance! Here's how to...

Become a confident, strategic coach who provides maximum value to your clients. Learn the strategies that top professional coaches use that keeps the phone ringing with a steady stream of clients.

We Leverage Sketchnotes to Synthesize and Simplify Ideas Enable Learning Provoke Thinking and Reflection Connect People With Ideas Facilitate Conversations Inspire Better Performance Why Visuals Work? We combine our "hands-on" leadership experience with visual tools like sketchnotes to offer: Visual Facilitation and Collaboration Value in organizations is created when people come together, collaborate and brainstorm

I asked for some new leadership book recommendations. I wound up receiving so many great suggestions that I decided to share them.