Gabriel Doliner’s Post

This isn’t your run of the mill Leadership Development program. The ‘5 Voices For Teams’ program from GiANT Worldwide that I use with clients is a game changer. Check out this feedback from Becky Wickes on the impact it had on her team. ————————————————————————— REAL BENEFITS & DEEPER IMPACT (Part 1 of 5): 1️⃣ Improved Performance - Why it matters: Higher productivity leads to better use of resources, more efficient processes, and increased profitability. - Return on Investment: by enhancing team performance, organizations can expect to see a tangible increase in output and quality of work. This improvement can result in significant cost savings and higher revenue generation. Teams that operate efficiently can take on more projects, deliver better results, and contribute more directly to the bottom line. ————————————————————————- Think your team has room to grow? Want to level up as a leader? Ready to be more intentional and proactive? Struggling to navigate conflict? I’d love to help! Don’t wait until it’s too late 🤙

How I fall in love with the problem! 1. Leaders should ask big, inspiring questions rather than always providing answers. 2. Expressing vulnerability and asking for help builds trust and encourages collaboration. 3. Questioning leadership can reduce anxiety and foster a culture of learning. 4. Involving stakeholders inside and outside the organization leads to better problem-solving and innovation. 5. Sharing progress and insights, even small ones, reinforces the value of the questioning approach.

Leadership decision-making skills are crucial for navigating simplistic and complex situations effectively. By sharpening clear strategic direction, leveraging data-driven insights, and fostering open communication and agility, leaders can make informed decisions quickly, leading their teams towards success in dynamic environments.

Developing a Culture of Continuous Improvement: What Facility Service Companies Seek in Management Leaders 🔧 In the facility services industry, management leaders who foster a culture of continuous improvement are invaluable. Facility service companies are not just looking for someone to maintain the status quo—they want leaders who consistently drive efficiency, quality, and innovation. Here’s what these companies seek in management: - Proactive Problem-Solving: Leaders who can identify areas for improvement and implement solutions before issues arise are critical to keeping operations running smoothly. 🛠️ - Commitment to Team Development: Continuous improvement starts with investing in your people. Companies look for managers who prioritize training and empowering their teams to grow and evolve. 🌱 - Focus on Efficiency and Innovation: Facility service companies need leaders who understand how to streamline operations, adopt new technologies, and optimize workflows, all while maintaining high standards of service. 💡 If you’re leading in this space, building a culture of continuous improvement isn't just an expectation—it’s the key to long-term success. Are you fostering that mindset in your team? #FacilityServices #ContinuousImprovement #Leadership #TeamDevelopment #OperationalExcellence #Management

I recently spent 15 hours one on one training a new colleague before passing him off to his trainer. At the end of the process, it made me think about leadership and transcendence. In the world of secured finance, team building is more critical now than ever. Focusing on the ultimate goal of transcendence—creating more leaders—has a profound impact on our industry. Here are three key reasons why transcendence is essential: **Innovation and Adaptability** Empowered leaders drive innovation and help the organization adapt to changing market conditions. By fostering leadership at all levels, we enhance our capacity to navigate complex financial landscapes. **Increased Productivity** Teams led by strong leaders are more cohesive and motivated, resulting in higher productivity and efficiency. This directly impacts our bottom line and helps us achieve our financial goals. **Sustainable Growth** Cultivating leadership within our teams ensures long-term success and sustainability. As more leaders emerge, we build a resilient organization capable of withstanding challenges and seizing opportunities.

Why do companies, leaders and teams hire an intercultural consultant? Let me share some ideas from requests I receive from my clients as their response to the above-mentioned question: 💡 to support leaders to decode their own cultural values and behaviors which drive their leadership, 💡 to encourage teams, leaders and companies to develop effective communication strategies, 💡 to boost opportunities to talk openly about cultural differences and diversity and turn them into their benefits, 💡 to promote building trust and engagement in decision making, 💡 to facilitate change and its introduction in agreement with cultural values, 💡 to build an environment of psychological safety and happiness. #team #training #communication #psychologicalsafety #culture

The sure fire way to make sure you have a great company culture!! (using coaching to get there) 1 - make sure humans are humaning 2 - make sure leaders are leading 3 - make sure teams are teaming Sounds ridiculous? Let me explain.... 1 - make sure humans are humaning This means that you look after the person holistically. People cannot compartmentalize as much as they claim. Humans need to feel, not repress. Give people the tools they need to be happy, healthy and productive. 2 - make sure leaders are leading It starts with setting an example. Leaders dictate the group culture. Every heard of the phrase "change must come from the top"? Leaders need to identify when and how to assume each of the 5 roles of leadership. 3 - make sure teams are teaming Once the leader is solid, the teams can understand the way they work together, how to resolve conflict and communicate with one another, work better together, and utilize opportunities to grow closer.

Leadership vs. Management: Why the Difference Matters Leadership and management often get mixed up, but they play distinct roles in any organization: • Leaders focus on vision and inspiration. They paint the big picture, encourage innovation, and connect with people personally to drive shared purpose. • Managers are about execution and structure. They create processes, oversee tasks, and ensure stability, guiding teams to meet goals efficiently. In short, leaders ignite change, while managers ensure control. The best teams blend both: leaders to set direction and managers to keep the journey steady.

Once again, I am excited to share that I have obtained a new certification on Building Innovation cultures and Leaders.  In the business world we operate in today, innovating is the one of the best ways to adapter and keep speed with the pace of change in business world.  To this end, Leaders and upcoming Leaders are pegged with the responsibility of supporting an innovative culture across organisational hierarchies to effect change management processes.  This course has helped me learn about business innovation cultures and types of innovation leadership. And most importantly as a development finance officer, how to attract and nurture innovation in the work environment.  https://lnkd.in/d4jtsjb2

Check out my latest Human Capital Leadership article, "Getting Beyond Superficial Feedback: How Leaders Can Elicit Honest, Productive Feedback to Improve Organizations." From the conclusion: "For leaders seeking to boost their effectiveness through better understanding varied stakeholder perspectives, they must go beyond surface-level feedback mechanisms to cultivate genuine candor. Research shows that with psychological safety, regular in-depth conversations, and transparent follow up, people will provide the specific, constructive input needed for organizational growth. Leaders who make feedback a priority through consistent, interactive processes gain insights enabling them to better support their teams in achieving shared goals. When approached systematically as a learning tool rather than a performance evaluation, feedback truly allows both leaders and their organizations to reach new heights." Take a look at the full article and leave your comments below!