Sergio Ezama

Vision isolation is something leaders go through in every quarter. As a leader your vision needs to be aligned with your teams. Transfer it in bits and pieces and build communication around it so it can be translated into actions. What are your views on it? Do you feel as a leader your vision is not translated? Share your thoughts. #leadershipdevelopment #leadershipcoach #executivecoaching

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How often do you give feedback as a leader? Continuous Feedback loops are essential for high performing teams to tailor their performance as they thrive on it. Make it a practice to share regular feedback for improvement and growth. How often do you share it with your teams?

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Pivot Point: Humanity "ABIDES" in all of us. There can be no humanity without diversity. Humanity is anchored in our Accessibility, Belonging, Inclusion, Diversity, Equity, and Sustainability. We should move humanity toward what abides in us all not away from it.

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Meet Eve, a brilliant leader who has unlocked the power of daily leadership practice with The Executive Edge! Eve, like many of us, understands that leadership is a journey, not a destination. She realized that waiting for crises to hit is a recipe for chaos and stress. But she decided to take a different path, one that's proactive, thoughtful, and transformative. 🌱 By committing to her daily leadership practice, Eve gained a profound sense of control. 🙌 She no longer had to wrestle with surprise challenges that pop up when stress levels are off the charts. She found clarity in the chaos and, as a result, makes decisions with confidence, not confusion. Eve's dedication to her practice wasn't just about self-improvement. It was about enhancing her team and her organization. She knows that effective communication is the key to preventing unnecessary chaos, and she knows how to navigate conversations with emotional mastery. As a result, Eve tapped into her existing leadership knowledge while boosting her emotional intelligence, elevating her influence within the organization. It's an absolute honor to have inspiring leaders like Eve in The Executive Edge. If you're ready to take control, make clear decisions, and prevent chaos with effective communication, just like Eve, join us on this incredible journey. Now is the time! Book your seat before July 16! Let's redefine what it means to be a strong leader together. #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

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In 2024, DEI EFFORTS must become INTEGRATE throughout the organization. This looks like: - Inclusive leadership competencies added to promotion criteria and performance evaluation processes. - Shared expectations for respectful dialogue and communication across email, virtual collaboration tools, video calls, and in-person. - Organization-wide DEI goals broken down into department and even team-specific goals that leaders are responsible for achieving. - Investments in initiatives like pay-equity audits and expansive benefits that meet unmet needs, ensure fairness, and root out discrimination. - Learning opportunities and event programming designed to directly impact employees’ day-to-day work and experience — not simply entertain. In short, its great we share the ambition but lets roll up our sleaves to get the work done!

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Work ethics are your first hand recommendations. I've seen firsthand how a strong work ethic can propel individuals to new heights. It's more than just putting in the hours; it's about a deep-rooted commitment to excellence, integrity, and a relentless pursuit of goals. A strong work ethic is the cornerstone of effective leadership. It inspires trust, fosters respect, and drives productivity. What do you think about work ethics? #leadershipdevelopment #hrtranaformation #peopleandculture

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In a PD Session I led this week, I shared this sentiment with a group of Regional Managers. Leaders are only as good as the questions they ask. Ask questions at 3 times the rate that you convey your opinion. Not only will the opinion you end up providing be more informed, but you convey to your team that you care deeply about their thoughts. Employees need to feel heard. #HR #Leadership #HRconsulting

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Need a stronger leadership bench? You might have to crack some skulls. Or at least some mindsets. Bench Strength is now a rare organizational asset possessed by only 12% of organizations. Surprising to no one, the 12% also does far better at retaining top talent, engaging employees, preventing burnout, building leadership quality, and yes, bringing profits to the bottom line. How do they do it? They start by crushing toxic mindsets. In my article for StrategicCHRO360, I unpack three toxic perspectives that quietly poison #succession systems. Check it out for more #LeadershipDevelopment myth-busting. https://bit.ly/3WfC51G  

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Effective leadership is critical to organizational success. Leaders who excel inspire their teams and drive performance and innovation https://lnkd.in/eD5H7fes High-performing companies are more likely to provide leadership programsemphasizing character development, while low-performing companies are likelier to offer no character development. Managers showed 8.9% greater profitability when they received feedback on their strengths #leadership Forbes

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I don't believe in cancel culture but I do believe in consequence culture. What is the difference between cancel culture and consequence culture? It entails that society should encourage growth and education even when holding individuals or companies accountable for their actions. In consequence culture, the focus is not on punitive measures or public shaming as seen in cancel culture. The past couple years, if not more, we've heard the argument about what constitutes someone getting cancelled, following an outcry about the dangers of “cancel culture.” In turn, those who are for cancelling people for mistakes, transgressions, or outright bad behavior call it “consequence culture. Some media commentators including LeVar Burton and Sunny Hostin have stated that "cancel culture" should be renamed "consequence culture." The terms have different connotations: "cancel culture" focusing on the effect whereby discussion is limited by a desire to maintain one certain viewpoint, whereas "consequence ... diversity done right " was named by Amazon as: Top New Release #1 Best Seller #1 Best Business Diversity, and Inclusion (book) #1 in Human Resources (book) #3 in Social Science (book) on Amazon #diversity #changestartshere

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Bath and Body Works apologizes for selling candles that looked like Ku Klux Klan hoods. Diversity done right. Cultural awareness in marketing is crucial for understanding and respecting the values of our audience. Recently, Bath and Body Works apologized for inadvertently selling candles resembling Ku Klux Klan hoods. Why is cultural awareness important in marketing? - Build trust: Marketers can foster trust and brand loyalty by being respectful and authentic. - Avoid controversy: Cultural awareness helps in steering clear of offensive content that could spark controversy. - Connect with diverse audiences: It enables marketers to reach a broader audience and connect with consumers on a deeper level. - Stand for social causes: Brands can establish themselves as socially conscious and take a clear stand on social issues. For more on this story, visit: https://lnkd.in/gnNNpbnE #CulturalAwareness #Marketing #Diversity #BrandLoyalty

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One thing that makes me feel uncomfortable, and I often call out, is referring to a group of people in workplace by their nationality (eg. the Indians, the Polish, etc.), when this is not linked to their de-facto location but to the “set of tasks or responsibilities performed”. In global organizations we should be extra-mindful about langauge and we should learn to call people by their name or their roles and avoid derogatory generalizations. True cultural transformation goes beyond diversity—it’s about creating inclusion. This happens when institutional and personal biases are actively challenged by: 👉Inclusive policies that embed fairness and equity into the system. 👉Inclusive behaviors that leaders and teams model and reinforce every day. Leaders play a pivotal role in this transformation. It’s not enough to set policies—they must also live the new norms, scrub outdated practices, and ensure inclusion becomes a positive and intentional habit of the organization. This requires self-reflection, curiosity and kindness (to yourself and to others). And sometimes also courage to call out conscious and unconscious bias or micro-aggressions. Diversity exists naturally; inclusion requires intentionality. Are you ready to act? #Inclusion #Diversity #CulturalTransformation #Leadership

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Good leadership article from McKinsey, with a number of interesting observations and recommendations. As an advocate for more effective utilization of our senior talent in organizations, I really appreciated the comment that, “The current leadership team should create personalized immersion sessions for new leaders. The most senior executives should lead these courses rather than having them administered by HR or delivered through self-driven courses. Senior leaders should compare notes with future leaders, get them to open up about their biggest challenges, and jointly determine how to address them. Lessons can come from anywhere in the business ecosystem.”

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Racial equity is now an issue for people of all races. Our researchers at Korn Ferry, in partnership with the Global Black Economic Forum, look at the current landscape of inclusion in business and leadership in this seminal report. #leadership #inclusion #diversity #performance #equity #race #LGBT #CEO #Board #trends #strategy #innovation

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It's all about #behavior! Job and organizational #performance directly depend on behaviors, which can be measured. Need for better measurement? Talk to Kodo People :) Interesting perspective published by McKinsey & Company https://lnkd.in/dmqSHJgD

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McKinsey interview and podcast with Dr. Tomas Chamorro-Premuzic, regarding Leadership selection and promotion and the tendency to confuse confidence and competence. Some great insights into what propels some people to leadership roles and strategies for organizations to ensure that they are advancing people with the right attributes.

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🌟 Shifting the Paradigm: The New Normal in Network Activation 🌟 The way we think about leadership and networking is evolving. Conventional wisdom once positioned leaders as the central conduit of knowledge, with the power to filter and share information. However, the new normal is challenging that approach. Today’s leaders are moving beyond being mere gatekeepers. They are becoming connectors, fostering valuable connections that benefit everyone involved. This shift acknowledges that in our knowledge-driven economy, no single leader can be the sole source of knowledge. Instead, they play a critical role in facilitating connections that empower their teams and networks. Key Takeaways: 1️⃣ Leaders are connectors, not just data filters. 2️⃣ Knowledge is a shared asset, not monopolized by a single leader. 3️⃣ Networking is about creating value for all, not just personal gain. This shift is about moving from a hierarchical approach to a more collaborative and inclusive way of leading. Let’s embrace the new normal and activate our networks to unlock collective potential. Credit to David McLean and McLean & Company for this insightful perspective. #Leadership #Networking #KnowledgeEconomy #TeamBuilding #ConnectionsMatter

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