Otti Vogt

Our latest guest on #SimplifyingComplexity is @Gerald_Ashley , who speaks on risk, Knightian Uncertainty, and the importance of understanding whether the issue you're trying to solve is a Puzzle, a Problem, or a Mess. https://lnkd.in/eVD7QsWX

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A common misconception in leadership development is that just relying on 'training' will create the desired mindsets and behaviours, but it often falls short. Q5's recent research highlights that addressing inner barriers is crucial for leadership development, beyond just consuming content. Discover how this approach can drive meaningful change: https://lnkd.in/eepSUJMS #Leadership #LeadershipDevelopment #ExpertInsights

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Learning to say no effectively can transform your professional growth. It’s not about shutting down requests but navigating them thoughtfully: refining tasks, negotiating adjustments, or leveraging opportunities for growth. Boundaries done right can enhance trust and open doors. How do you handle requests that push your limits? #ProfessionalGrowth #EffectiveCommunication #SettingBoundaries

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We’ve used natural language from FTSE 100 CEOs on earning calls to assess their leadership style… The model we use to assess leadership is the interpersonal circumplex, which places individuals based on their use of agentic and communal language: Agentic - leaders who use language which indicates they are likely to exert their influence in the pursuit of personal goals. Communal - language suggests they are likely to use social cohesion in pursuit of group goals. Top Leadership Styles Amongst FTSE100: 💡 1. Inspirational - (high agentic, moderate-to-high communal) - 39 CEOs 👉 2. Directive - (high agentic, moderate-to-low communal) - 27 CEOs 🚌 3. Coaching - (moderate-to-high agentic, high communal) - 14 CEOs Research has shown that CEOs in the upper right hand quadrant (inspirational and coaching) are associated with higher returns. This doesn’t mean they are the only styles which generate success. Greater knowledge of leaders' proclivity towards a certain style can help them adapt their behaviour based on objectives and circumstance. —-------- Find out your leadership style https://lnkd.in/gaPf4HMB (currently available for VC and PE investors)

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Transformation - Kotter's 8-Step Change Model 1. Sense of urgency 2. Powerful coalition 3. Vision for change 4. Communicate the vision 5. Remove obstacles 6. Create short terms wins 7. Building on the change 8. Anchoring the change Arsis Global Consulting may be your partner on your business Transformation. #transformation #changemanagement #leadership #agilemethodology #communication #processmanagement #peoplemanagement #arsisglobalconsulting

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In the battle to find & keep the right talent in a business, understanding how to identify & develop the potential we already have is critical. Some interesting research from Gallup here - only around 1 in 5 employees believe their performance is managed & their potential developed in a way that inspires them to do their best at work. How much more productive & competitive could we be if we got that process right more of the time? One of the most rewarding things for me about running development programmes is seeing both competence & confidence grow in the delegates on our workshops - hopefully that's making it easier for their employers to get that potential & performance identification process more right more often! https://lnkd.in/eEvxnzd9? #successionplanning #talentmanagement #leadershipdevelopment #productivity #performance

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One of the goals of a consulting recommendation is to enable your clients to make a decision. Decide to do something. Beyond that, they need to actually do the thing they decided to do. The decision science shows that that implementation - seeing through the decision they’ve made - is more likely to happen when they feel that they’ve considered a full range of alternatives. The Good - Better - Best model (structured around their particular needs, balancing off cost, effort, time etc.) gives a framework to enable them to make decisions that stick, without the paralysis of overwhelming choice. Read more about curating choice and helping your clients make confident decisions in our most recent article on The Skilled Consultant: https://buff.ly/3K3bKhI

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For high performing teams and successful organisations the Board and Senior leadership teams need to work effectively together and this article explores some of the common challenges and ways for a CEO to build a better environment with the board. At Boyden we have found that by using a psychometric tool - Prophet - we can work with organisations to gain deep insights into the natural motivators and influencers of behaviour. With Prophet, businesses can identify how a senior leaders will fit into the existing team and complement the attributes of the people they will be working with. We have seen it help with faster onboarding by providing in-depth insights into individual behaviour and motivators. This is a way to stimulate these conversations that are often difficult but essential for success and team performance to maximise the value of relationships within teams and create insights into organisational culture. https://lnkd.in/eNk6ng_7 #CEO #board #highperformingteams #effectiverelationships #psychometrictool #onboarding #CEOandboardrelationships

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Roughly 70% of all transformations fall short of their objectives, for a variety of reasons. But boards can make a meaningful difference in whether a transformation hits its target objectives—or falls short. The challenge is that success requires boards to expand beyond their traditional role and engage with the CEO and management team frequently and proactively. #leadershipmatters #boards #transformation https://lnkd.in/gfr2-gxe

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We talk a lot about "new-age HR leadership", but has the Chief HR Officer role changed 𝐚𝐭 𝐚𝐥𝐥 since the introduction of the Ulrich model in 1995? For decades, there has been one single generally accepted way for companies to manage their people and culture. Pioneered by Dave Ulrich in '95, this is (still) characterised by three pillars: Human resources business partners, specialised cross-disciplinary units known as centres of excellence, and shared-service centres. But, things are changing. There's no longer just one HR archetype to rule them all. The modern CHRO now brings a tapestry of skills and experiences, often outside of what's traditionally been considered "core HR". This removes barriers to entry for non-HR CxO leaders, but could this industry trend leave conventional CHRO's out in the cold? Join Chris Rowlands and I for an in-depth discussion on "The Future Ready CHRO" brought to you by the London HR Connection on the evening of November 19th at Bush House (the former iconic home of the BBC) where we'll be moderating a fantastic line-up of panellists who'll be sharing their views on the changing role of the CHRO; ► Catherine Douglas - Chief People and Sustainability Officer at The Co-operative Bank plc ► Kate Moughtin - Chief People Officer at Hiscox UK. ► Gira Davda - Chief People Officer and Chief of Staff at Brightwell ► Natalie McClean - Chief People Officer at Partners&. and Co-Founder of Nexus We'll also be shining a light on the work at Nexus who are committed to help (re)define a path for future CHRO's, equipping them with the toolkit they need to meet the future needs of organisations around the world. Secure your space via the link below, or drop me a note for details | E: [email protected]

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Dear #CEO, Some #CEOs put their gifted and most powerful ideas in a can; cover the can with a lid and sit on the can. Why? Because they are unsure if the idea will fly. Yet, they know if ever there was innovation, they are sitting on it. Ideas are Thoughts. That hidden, invisible, unseen realm is where my expertise is. It is the place the many do not go, many meaning 99.9% of leaders while the ones who go there are so few - 0.1% or less. Listen up, dear #CEO, the standards required of leaders like you are not found on the surface; they are not common and mostly unseen. If you must lead you cannot see so-called competitors; you cannot lower the QUALITY of work by hiding it behind "quantity." Anyone can create quantity. Only the Exceptional, the Fearless, the ones with Audacity - the cheek to step up, step out and ACT - they are the ones who change the world - no, scratch that ... they are the ONES who TRANSFORM the world, one person, one organisation, one company at a time. Look, if you are doing what everyone else is doing, you are LEAVING GOLD on the ground of your mind, going only as deep as zinc, cobalt, and other precious stones EXCEPT the most precious of them - GOLD. In addition, realise a GOLDMIND is not in the few but in those who dare to THINK at SUPREME levels. Dear #CEO, you can. The economy of nations is transformed by the ones who MINE FOR THE GOLD ON THEIR MINDS. If you are committed to: + putting your cards on the table with me + telling me what you want to achieve + the timeline for achievement + willing to have a conversation about it + happy to obtain strategies to achieve your goals from me for free Then... please CLICK the link below and fill out the application form for a free consultation, although this is not guaranteed as certain criteria need to be met, like... + you have clients already + you are able to acquire clients and still do + your revenue is $5M-$10M per annum + and more You will receive a call within 48 hours of receiving your application. PS: It is the invisible and intangible that create the visible and the tangible. I would love to partner with you to make this your reality in short order. Why I am doing this? Because I hope you will hire me ONLY IF you are satisfied with my work. Otherwise, you can have the information I share and use to your hearts content.

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Empathy, psychological safety, and Trust are crucial skills for leaders

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Just added a new episode to my #podcast. It shows that #values can add value to the business. Have a listen. #growth #strategy

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🎄 Still looking for the perfect #Christmas gifts? 🎁 Why not gift the gift of #growth this year? Here are three inspiring reads: ⭐ Dancing with Monsters by Todd Dewett, PhD, - a unique tale on embracing our fears 👻 ⭐ Mental Toughness - by Doug Strycharczyk, Professor Peter Clough and John Perry - Strategies to Improve Performance, Resilience and Wellbeing in Individuals and Organizations ⭐ Group Dyna-Mix by moi, a powerful resource for mastering team dynamics. These books are thoughtful gifts for anyone passionate about personal development, #leadership, or #teamwork! 📚✨ #psychology 🧠

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I'm Robin, and in this new series, ‘Why Use an Executive Coach’, I'll share how executive coaching can transform your leadership skills. I work with leading companies like Microsoft, Freshfields, and the NHS. My goal? To help leaders communicate better, find clarity in projects, and build confidence. Stay tuned to learn how coaching can help you become a stronger, more effective leader. #ExecutiveCoaching #LeadershipDevelopment #ProfessionalGrowth #LeadershipSkills #Management

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Fascinating new research, and once more emphasizing the critical role emotional intelligence in leadership plays in business today. Let CK Academy help develop the skill sets for your executive team, with a bespoke flexible programme.

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