Just like professional athletes, business leaders need to train intentionally, properly and regularly to manage their energy -- physical, emotional, mental and spiritual -- and achieve the results they're after.
Aspiring leaders have a vision, which is divergent from the past. We certainly can extrapolate essential learnings from past leaders. Leaders though start movements, they change the status quo, they listen to consumers and they have a vision. Their vision requires followers.
The Human Performance Institute uses a multidimensional model of high performance that helps leaders and their organizations learn to meet the ever-increasing demands in their lives, without sacrificing their health and happiness. The model is a Performance Pyramid.
As many people are frantically shopping for Christmas presents and awaiting the launch of new stores to open, I request that you take a moment out of your lives to just be grateful for what you already have in your life and give a moment to those that don't.
Diversity is a concept that persists in the daily lexicon of the press and in the narrative of organizations. A concept akin to a green ant -- gently nipping away at the top layers of the skin and trying its very best to get to the core!
While startup CEOs are launching their company they must go big with their social presence. Because anything less isn't just a missed opportunity to build a brand -- it means they're just as anti-social as the old-school CEOs they might eventually compete against.
Becoming a great success in any arena is a cumulative process that occurs over a period of years, choice-by-choice, step-by-step, leading to transformation. The process is characterized by steady plodding, which builds greater momentum.
Ego carries out life's directive to survive by adapting to adverse environmental or organizational conditions. Senior leaders often have large egos; it's what helped them survive the trip to the top of their organization.
In executive coaching, I have clients hurtling themselves toward a goal. They want to get "there" no matter what. Then there are the adrenaline junkies who enjoy the risk of chaos, taking pride in not needing methods and plans.
A leader's primary role is to advance her team and to engage their collective talents towards the goals that they have set. How she performs individually is of little consequence if the process falls behind schedule or comes in over budget. When the team wins she wins.
What if an entrepreneur never had the opportunity to thrive in the annals of innovation? What if he or she never received the capital, technology, networks and information crucial to the founding and flourishing of business ventures?
You've probably heard the term "war on talent." People in human resources have been talking about it for a decade. Well, that time is really here now. However, I'd like to challenge us to change the vocabulary around this. War has such a negative connotation.