[i3] Investment Innovation Institute’s Post

Change is inevitable and can impact even the most effective managers. As a company, it's essential to prioritize the growth and development of your leaders. They have the power to shape and influence the culture of your organization. Investing in their professional development will not only benefit your leaders but the entire company as well. #LeadershipDevelopment #ProfessionalGrowth #CompanyCulture #TheRiverbendGroup

First Priority of Second Line Development Second Line #Development is essential for building strong, resilient #leadership pipelines within an organization. Its primary focus is preparing #future leaders to step up effectively when needed, ensuring continuity and minimizing disruptions. Check the full blog here: https://lnkd.in/dewxCPTw #secondline #leaders #organisations #development #invest #hr #business #employees #linkedin

Top leaders know that it's impossible to have one management style because everyone you manage is different... here's how they do it. #managementdevelopment #leadershipskills #leadershipcoaching #hrconsulting

So what is systemic leadership? Leading change, and in particular, the capability to lead transformational and system-wide change is becoming more and more important in the complex world we inhabit. To tune in and navigate the complexities of transformational change requires a new type of intelligence – system intelligence. HAVE YOU SEEN OUR COURSE ON THIS? https://lnkd.in/gfyncSKW #CEOs #Founders #Leaders #seniorleaders #peopleandculture #HR #HRprofessionals #leadershipsupport #corporates #organisations #governments #NFP #leadership #dynamics #performance #SystemLeadership #HolisticApproach

Key wake-up calls for leaders include: 1. Self-Reflection: If your team is failing, assess your own leadership first. 2. Inspiration Over Authority: Leadership is about inspiring and guiding, not just managing. 3. Continuous Improvement: Leadership requires ongoing evaluation and adaptation of strategies. These insights emphasize the importance of personal accountability, fostering a positive team culture, and the need for leaders to evolve continuously in their roles. Leaders can identify their weaknesses before they escalate by employing several strategies: 1. Self-Reflection: Regularly assess personal experiences and challenges to recognize patterns in behavior and decision-making. 2. Seek Feedback: Actively solicit input from peers, subordinates, and mentors to gain diverse perspectives on leadership effectiveness and areas for improvement. 3. Utilize Assessment Tools: Implement tools like 360-degree feedback, Myers-Briggs, or Emotional Intelligence assessments to objectively evaluate strengths and weaknesses. 4. Journaling: Maintain a leadership journal to document experiences, decisions, and interactions, facilitating reflection on recurring themes and challenges. These approaches foster self-awareness and facilitate proactive development. Leaders can effectively seek feedback on their weaknesses through several methods: 1. Proactive Approach: Make feedback a regular part of the work culture, asking questions like “Is this working?” to encourage ongoing dialogue. 2. Anonymous Surveys: Use third-party platforms to allow employees to provide honest feedback without fear of repercussions, fostering a safe environment for communication. 3. Open Forums: Create opportunities for team members to voice their thoughts in group settings, ensuring everyone feels heard and valued. 4. Follow-Up Actions: Demonstrate responsiveness by sharing how feedback has influenced decisions, reinforcing a culture of trust and openness. These strategies enhance engagement and promote continuous improvement. Leaders can effectively address disagreements with feedback by employing these strategies: 1. Control Emotions: Manage emotional responses to prevent defensive reactions. Taking a moment to breathe can help leaders respond thoughtfully rather than impulsively. 2. Empathetic Listening: Begin discussions with a focus on understanding the other person's perspective. Use active listening techniques, such as paraphrasing their points to ensure clarity and validation. 3. Curiosity Over Resistance: Approach conflicting feedback with curiosity. Explore the underlying reasons for differing opinions, which can reveal valuable insights for personal growth. 4. Open Dialogue: Foster a culture of open communication where feedback is regularly sought and discussed, reinforcing trust and collaboration within the team. These methods help leaders navigate feedback constructively and enhance their leadership effectiveness.

Leadership is an emotion, a dna, that has no room for duality under different situations.......you are one or you are none...positions of authority can just be a myth and a superlative misuse of the term 'Leader'..very well embraced in the guidepost below

Are You Neglecting Your Organization's Backbone? Many organizations overlook a critical aspect of their growth: strengthening their middle layer. This is a strategic mistake that can lead to: - Poor leadership pipeline - Inefficient scaling - Ineffective management Investing time, money, and resources in your middle-level management is crucial for: - Developing future leaders and succession planning. - Driving growth and innovation - Achieving scalability and sustainability Focus on building a strong middle layer to ensure a healthy and thriving organization. #LeadershipDevelopment #MiddleManagement #OrganizationalGrowth #StrategicMistakes #ScalingUp

As a business owner, ask yourself this… How are you recognising and developing future managers and leaders? Continuous personal development should be a given for any growing company….the results of the organisation will NEVER outperform the thinking g of its people. And so developing a plan for growth through your people is paramount. #personalgrowth #talentdevelopment

Very insightful! A great team is only as successful as their leader. Throughout my years of working in management, I’ve learned this firsthand. If your team is unhappy it’s important to dig in further to figure out a solution and sometimes that solution is to change your management style. Everyday we learn from each other and that is the most important part of growth. Both personally and professionally.