Dr. George Ayee

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Leaders Who Tell Stories Rule the World "But far more importantly, as Kets de Vries explains, stories can become tipping points for change – not just for the audience but also the leaders who tell their stories. To effect change in others, he explains how psychological judo can be a useful method to influence others through their own stories." >> Short interesting podcast with Manfred Kets de Vries / INSEAD on storytelling. https://lnkd.in/e_g7kVN3

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Watch and learn about Innovative Management Tools and how we are shifting the optic and focus from "Change Management" to "Change Facilitation". https://lnkd.in/g9q3uqRX #imt #ConversationFrameworks #PeopleProcessPlanning #ChangeFacilitation

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🌟 Embracing Inclusive Leadership 🌟 "Inclusive leadership requires district and school leaders to be intentional, hypervigilant, and to contextualize their work. These actions must be ongoing. They are not accomplishments, rather they must be a way of leading and seeing the world. (Berry, Cowart Moss & Gore, 2018; Mette, 2019) I'm incredibly proud to co-edit this book and chose this quote because it highlights the profound responsibility of leading inclusively. Implementing these principles can be challenging but is essential for creating healthier, more productive schools and organizations. In today’s educational landscape, as we see educators and students leaving public education behind, we appreciate the need to center the well-being of educators, students, and families. Inclusive leaders don’t just talk about it; they embody this belief in mindset and in their actions. 🔍 What Does Inclusive Leadership Look Like? * Facilitates Dialogue and Actively Listens: Creates opportunities for stakeholders to ask questions and have honest discussions. * Values Diverse Perspectives: Actively seeks out and considers alternative viewpoints. * Ensures Representation: Continuously asks, "Who else needs to be at the table?" * Cultural Competence: Understands and respects different cultural contexts and practices. * Continuous Learning and Development: Commits to their own growth and the development of their team members. * Adaptability and Flexibility: Willingness to change their approach based on the needs and feedback of their team. Feeling the strain of managing conflicts or navigating complex cultural dynamics? Ready to transform your organization into a more inclusive and intentional space? Let’s connect! 📞 Set up a free, 30-minute discovery call and discover how Justice Consulting Group (JCG) can support you. 👉 Book your call now 📚 Purchase book here #InclusiveLeadership #EducationalLeadership #organizationalhealth #SchoolLeaders #LeadershipDevelopment #JusticeConsulting

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Group 360’s most recent research has been on ‘Transition Resilience’; a retrospective study on how an individual’s attitude towards transition affects their Career Transition journey and outcomes. We have been fortunate to have interaction and insights into thousands of transitioning individuals and we have found that the ability to to move forward with confidence is a positive and powerful factor. We also work with companies in structuring off boarding to be the most humane possible. Earlier this week I was honored to to join Atul Khosla and Linda Jingfang Cai at Leadership et` Humanite` LLC ‘s conference around what actions an individual leader can take to bring ‘Humanity’ to the workplace. This particularly resonated with our team because so many of the leaders we work with are already exhibiting this conduct routinely in their interactions. I get asked a lot and people I’m speaking with comment on our teams’ positive and confident approach to active transition. It’s because we have the data and methodology that demonstrates that transition is a temporary state- the professional exploration journey is one of self- reflection, developing new skills and approaching work differently/ better. Individuals who through professional transition learn to share their expertise and experience better and with confidence can help others achieve their goals too. Quick thoughts: 1. Please don’t refer to people as ‘fired’ or ‘let go’. How about separated or transitioning externally? The nuance of the language is important. 2. We purposely do not refer to transition support as ‘Outplacement’- an outdated term that implies that individuals are no longer associated ( therefore ‘out’) with their former firm. They still have friends, relationships, maybe even relatives at the previous firm. They may have voluntarily exited, retired etc. Most exiting individuals are re-hire eligible and may be applying for internal roles while also exploring opportunities externally. 3. Individuals transitioning may be using this opportunity to explore new industries, roles, pivoting to entrepreneurial endeavors. Through the exploration they meet people who they would not otherwise have met. We are thrilled that these networks continue to grow even after people ‘land’ professionally. Of course Career Transition can be uncertain sometimes uncomfortable but it has so many positive outcomes. We are grateful that our work allows us to to see these wonderful outcomes.

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 This is a great post. When I think of how this relates to our work around psychological safety the first thing that comes to mind is the degree of psychological safety needed for strategic vs process driven innovation. Although it’s not absolutely true, strategy requires a lot more willingness to suspend judgment when considering various paths forward. Process can often have components that are more predictable. In both cases the ability to innovate requires psychological safety, high standards and a process that includes planned experimentation. Smart risk taking is an art and a science.

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🗨 Skills you not only want to have but ace in your leadership repertoire: 👉🏼Design and communicate a CLEAR vision for you & your team(s) 👉🏼Easily implement DELEGATION strategies to free time and develop teams 👉🏼Learn the How and the Who for a ROBUST Succession Plan 👉🏼Perform a task energy audit to FOCUS on what is really important 🎟 Register now ⬇ - workshop is on June 12 (next week!)... Catherine Rymsha, Ed.D. #leadership #strategy #coaching #emotionalintelligence

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🎙️ New Podcast Episode! 🎙️ In episode 514 of #Lean Blog Interviews, I’m joined by Hugh Alley, an experienced author and consultant who has coached over 1,000 frontline leaders in continuous improvement and supervisory skills. We dive into his Lean journey and discuss how methods like TWI (Training Within Industry) can transform workplace culture, leadership, and trust. From manufacturing to sports, Hugh shares real-world stories of improvement—reducing lead times, building trust, and even drawing parallels between leadership in business and coaching in hockey. 🏒 Tune in to hear about: ✅ Using TWI to foster a better workplace culture ✅ The power of continuous improvement in both sports and business ✅ How to develop effective supervisors and leaders Don't miss out on this insightful conversation! 🚀 #Lean #ContinuousImprovement #Leadership #TWI #LeanManufacturing #LeanCoaching #Podcast #Kaizen #LeanBlogInterviews https://lnkd.in/gaGPmGCi

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Are you feeling overwhelmed by constant challenges and struggling to keep your team motivated in the face of adversity? In this week's episode of Helping organisations thrive podcast, we tackle the critical issue of leadership resilience head-on. Join me as I welcome Marie-Hélène Pelletier, PhD, MBA to explore the strategic elements of building resilience as a leader. We'll strip it back to basics, defining resilience and strategic resilience, and uncover why a strategic plan is vital for success. Dr. Pelletier guides us through: Where to start when creating a strategic resilience plan. Impactful exercises and practices for building resilience. Key behaviors for successfully executing and maintaining your plan. By the end of this episode, you'll feel inspired and equipped to tackle resilience more strategically, transforming how you lead through challenges. Don't let unpredictability derail your leadership. Tune in and learn how to thrive, not just survive, in today's dynamic business environment. Link to the full episode in the comments below.

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If you really want to learn, you must go all the way to your edge. This week I had the privilege of facilitating a #ChangeMindset Workshop for 120 HR professionals. The experience was right at my edge. To date, I’ve intentionally capped the #ChangeMindset Workshop at 20 participants, to help create a more manageable and intimate experience.   The smaller group works well for individuals to share vulnerabilities and stories about how they have experienced change – this seems to have a powerful effect on a group dealing with navigating organizational change. A client asked me to facilitate a workshop for 120 HR people at one time, due to time constraints and scheduling. That is 6x bigger than normal. Here is what I learned from pushing myself all the way to my edge to learn. 1.)    When we push ourselves to the edge, we test our constraints. Often, we don’t even know where these constraints begin to exist. You find crystal clarity on where constraints exist when you get to your edge- there is no denying when you have passed the constraint line. Once you have this clarity you can then work to recast your constraints to make them more or less- depending on what your needs are, and context is. 2.)    When we push ourselves to the edge, we increase the probability of something ‘negative’ happening. When we go all the way to our edge, it is risky. The edge is exactly that, the limit. Dealing with negative events is skill that can be learned. Moving to your edge allows you to practice dealing with negative events. Honing your ability to see the specific nature of negative event while recognizing that they are only temporary are two important tools to learn how to become graceful when navigating negative events. 3.)    When we push ourselves to the edge, it will feel like chaos. The edge is a new personal frontier, and a frontier is beyond where you are comfortable. Reframing how you view chaos can have a dramatic effect on how you are able to deal with your edge. Seeing chaos simply as learning, begins to teach your brain that the best form of learning, is chaos. Order comes from chaos. To find order we need to find clarity. Your edge will bring you clarity. Professionally, I don’t think we go to our edge nearly enough. Especially when we work in an organization. Our organization norms and culture, encourage us to not get to our edge, because we have been led to believe it will be to damaging. At work we have a deep aversion to failure, so we ‘manage our risk’ and avoid doing anything that may damage our brand, reputation, or status. But the best way to change and experience progress, is to learn how to be comfortable at your edge. #changemindset.

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✅ It’s that time of year again! Organizations, teams and individuals are in planning mode, developing goals and objectives, and aligning resources to address complex, unpredictable challenges and meet the demands of the next year. In this post, I share thoughts on why planning is important and tips on how to do it effectively. https://lnkd.in/exiyQgyu #leadership #strategicplanning #goals #success

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🌟 Unlocking Workforce Potential: How Grants Can Fuel Growth 🌟 Are you aiming to build a highly skilled, committed workforce? Comprehensive Learning Strategy: Implementing a robust learning strategy linked to your strategic plan is your secret weapon. It’s not just about training; it’s about empowering your team to thrive. 🌱 Workforce Development Grants: 💡 Did you know? U.S. states are eager to support companies like yours. They want to see more jobs and capital investments within their borders. 💰 My $5.5 Million Journey: Over the past decade, I’ve navigated the grant landscape. From identifying learning needs, requesting funds, to project management, I’ve secured over $5.5 million! 🙌 Economic Development: Support States offer grants and tax incentives for workforce development. Tap into these resources. 🌎 Remember, it’s not just about dollars; it’s about building a brighter future for your team and building the skill base in your community. Let’s invest in growth together! 💪 #WorkforceDevelopment #InvestInPeople #FutureReady #Leadership #Goalsetting #Leadership

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🌟 Case Study: From Lead to Supervisor - Success How I got it right after failing the first time? 1️⃣ Employee Buy-In: Expressed excitement, simplified roles with innovative ideas. 2️⃣ Gradual Implementation: Rolled out changes, ensured smooth adaptation with feedback. 3️⃣ Celebrating Wins: Recognized achievements, fostered leadership. Join me for more such insightful case studies. Let's unlock greatness together! #LeadershipJourney #CareerGrowth #SupervisorSuccess #CareerProgression #LeadershipSkills #InspireGreatness #CaseStudies #RachelLGary #MotivationalSpeaker #SuccessCoach #SuccessCoaching #SuccessTips #LifeCoach #LifeCoaching

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Always learning and building your expertise to better serve our clients. Way to go, Jenn! 🙌 #ICFACTC #ExecutiveLeadership #LeadershipCoaching #TeamCoaching #GroupCoaching #LeadershipDevelopment #LeadershipTeam

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Another happy client book launch, Melissa Creede, P.Eng., CPCC, PCC, CPQC Beyond Your Inbox: Intentional Leadership in a Distracted World. If you are a leader or an up-and-coming leader who wants to lead more effectively (lead people, projects, towards a vision, or lead transformative change in your organization, your community or in the world), if want to be more strategic and intentional about where you’re heading, if you want to be invited to higher level meetings and be considered for higher level projects and roles, if you want to be more focused in your business, or if you want to work on complex systemic social change but you get derailed by day-to-day demands, 𝐭𝐡𝐞𝐧 𝐭𝐡𝐢𝐬 𝐛𝐨𝐨𝐤 𝐢𝐬 𝐟𝐨𝐫 𝐲𝐨𝐮. Grab your today: https://lnkd.in/eZyvzxUr

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