🔍 𝗖𝗵𝗮𝗻𝗴𝗲 𝗖𝗿𝗲𝗱𝗶𝘁: 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗣𝗿𝗼𝘁𝗼𝘁𝘆𝗽𝗶𝗰𝗮𝗹𝗶𝘁𝘆 𝗶𝗻 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗮𝗻𝗴𝗲 How leaders who embody their group's identity can more effectively drive organizational change? In their article 𝘊𝘩𝘢𝘯𝘨𝘦 𝘊𝘳𝘦𝘥𝘪𝘵: 𝘛𝘩𝘦 𝘊𝘰𝘮𝘱𝘦𝘯𝘴𝘢𝘵𝘰𝘳𝘺 𝘌𝘧𝘧𝘦𝘤𝘵𝘴 𝘰𝘧 𝘓𝘦𝘢𝘥𝘦𝘳 𝘎𝘳𝘰𝘶𝘱 𝘗𝘳𝘰𝘵𝘰𝘵𝘺𝘱𝘪𝘤𝘢𝘭𝘪𝘵𝘺 𝘢𝘯𝘥 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘐𝘥𝘦𝘯𝘵𝘪𝘵𝘺 𝘚𝘵𝘳𝘦𝘯𝘨𝘵𝘩 𝘪𝘯 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘊𝘩𝘢𝘯𝘨𝘦, Robin Bachmann, Tabea Scheel, and Rudolf Kerschreiter delve into this intriguing question with empirically grounded insights. 📚 📊 The study surveyed 413 Austrian and German employees from organizations undergoing change. Through survey data, the authors examined the connections between leader group prototypicality 👥, change leadership behaviors 🔄, and organizational identity strength. 💡 𝐊𝐞𝐲 𝐅𝐢𝐧𝐝𝐢𝐧𝐠𝐬 1️⃣ 𝗣𝗿𝗼𝘁𝗼𝘁𝘆𝗽𝗶𝗰𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗙𝗼𝘀𝘁𝗲𝗿 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 Leaders who are perceived as embodying their group's identity gain greater follower support with fewer explicit change management actions. 2️⃣ 𝗧𝗵𝗲 𝗥𝗼𝗹𝗲 𝗼𝗳 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗱𝗲𝗻𝘁𝗶𝘁𝘆 A strong organizational identity enhances the compensatory effects of prototypical leadership, emphasizing the synergy between identity strength and effective leadership. 🌟 This research substantiates the concept of a“𝗰𝗵𝗮𝗻𝗴𝗲 𝗰𝗿𝗲𝗱𝗶𝘁” for group prototypical leaders, aligning with the social identity approach to leadership. The study extends existing literature by 𝐝𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝐭𝐢𝐦𝐞 that leader group prototypicality is not only a unique predictor above change leadership but also specifically compensates for it. 👉 🌐 𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐭𝐡𝐞 𝐟𝐮𝐥𝐥 𝐟𝐢𝐧𝐝𝐢𝐧𝐠𝐬: https://lnkd.in/eQZazizU #Leadership #ChangeManagement #LeadershipDevelopment #OrganizationalChange #WorkplaceDynamics
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🔥 Get ready to revolutionize leadership with insights from Harvard Business Review, The Economist, and the Norwegian School of Economics (NHH)! 💼 Let's dive into the transformative world of Servant Leadership and amplify the conversation to ignite change. In a landscape often governed by conventional leadership models, it's time to challenge the status quo. Harvard Business Review, The Economist, and NHH offer compelling perspectives on Servant Leadership, urging us to rethink how we inspire, motivate, and empower others. 💡 Here's the breakdown: 1️⃣ Empathy Over Authority: Harvard Business Review emphasizes empathy as a cornerstone of effective leadership, while The Economist underscores the value of understanding and connection. NHH further enriches this insight, highlighting the role of emotional intelligence in building strong, collaborative teams. 2️⃣ Team Triumphs Individual: Servant leaders prioritize collaboration and teamwork over individual accolades, as emphasized by all three sources. By empowering every team member to contribute their unique strengths, they create environments where innovation thrives and collective success is celebrated. 3️⃣ Ditch the Dictatorship: Harvard Business Review and The Economist challenge traditional notions of hierarchy and micromanagement, advocating for empowerment and trust. NHH echoes this sentiment, emphasizing the importance of decentralization and distributed decision-making in fostering a culture of accountability and innovation. 4️⃣ Impact Beyond Profit: Servant leadership extends beyond financial success, as highlighted by all three perspectives. From employee well-being to environmental sustainability, NHH emphasizes the broader societal impact of purpose-driven leadership, aligning with the values of both Harvard Business Review and The Economist. 5️⃣ Challenge the Norm: Servant leadership represents a paradigm shift in how we approach leadership, as underscored by Harvard Business Review, The Economist, and NHH. By challenging conventional norms and embracing a more inclusive and empathetic approach, we can create organizations that thrive in today's complex and rapidly changing world. Ready to join the movement? Share your thoughts on Servant Leadership in the comments below. Let's spark a dialogue that inspires change and drives us towards a future where leadership is synonymous with empathy, collaboration, and purpose. 💥 #ServantLeadership #ChallengeTheNorm #HBRInsights #EconomistPerspective #NHHInsights Together, let's lead with purpose and transform the way we work and live! 🔥
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🌍 Conscious Leadership: An Inevitable Turn of Events 🌎 In today’s world, where emotional negligence is reaching its peak, the old paradigm of control-driven management is falling short. At its very core, control implies fear. And whatever is based on fear, is based on survival. This is no longer sustainable for a civilization that is abusing everything it can possibly put its hands on - and as everything else that is fundamentally trying to be controlled. Here are some insights shaping the future of leadership: ✨ Emotional Intelligence Is Essential: Harvard Business Review reveal that leaders with high emotional intelligence foster greater trust and collaboration. Emotional intelligence isn’t just a “soft skill” but the driving force behind sustainable growth and innovation. ✨ Breaking Free from Patterns = Unlocking Potential Organizations stuck in repetitive, control-based models may struggle to evolve. As leaders, when we release old patterns, we empower teams to harness their creativity, bringing fresh perspectives and solutions that drive meaningful change. ✨ Trust as the Bedrock of a Thriving Organization Authenticity and trust are essential to building adaptable frameworks. Research highlights that high-trust organizations are not only more productive but also more profitable over time. Leaders who cultivate trust inspire a culture of accountability and growth. ✨ Aligning Capitalism with Sustainability The data is clear: profit-driven models that ignore environmental and social impacts are no longer viable. Leaders who prioritize long-term value over short-term gain not only safeguard resources but build brand loyalty and a sustainable future. Conscious leadership is much more than profits and processes. It’s about creating an environment where all aspects of oneself are empowered to expand in alignment with their purpose and the company’s vision. What’s one shift you’d like to see in leadership today? There is no contradiction between Business Success and Spiritual Fulfilment🌱 #Leadership #EmotionalIntelligence #TrustInBusiness #SustainableLeadership #FutureOfWork #BusinessGrowth #Alignment #ConsciousLeadership Additional Sources: ↪ https://lnkd.in/eJpy-bTz ↪ https://lnkd.in/etCXjyZd ↪ https://lnkd.in/e24xhNY5 Link to my article for more: ↪ https://lnkd.in/es8jNB9r
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Leadership, in its essence, is a series of decisions—big and small—that shape the direction of teams and organizations. The key to making those decisions impactful lies in the #mentalmodels we use to guide our thinking. Mental models are the frameworks through which we interpret the world, solve problems, drive decisions and lead others. Through my professional journey and with the opportunity to have studied with IPEC (International Professional Excellence Coaching) institution, I’ve seen how adopting the right models can transform decision-making and leadership effectiveness. Three of the mental models that I find of most impact: 1. Trust as a Multiplier: Trust isn’t just a value—it’s a force multiplier. When teams trust their leaders and each other, decisions are made faster, and collaboration flourishes. As Stephen M.R. Covey says, “Trust is the one thing that changes everything.” 2. Communication: Clear communication ensures alignment and builds momentum. It’s not just about what’s said but also about what’s understood. Peter Drucker’s words resonate: “The most important thing in communication is hearing what isn’t said.” 3. Growth as a Leadership Imperative: Great leaders see growth—not just of results, but of people—as their ultimate goal. When leaders invest in their teams’ development, they unlock potential and drive sustainable success. John Maxwell reminds us, "Leadership develops daily, not in a day." At Air Liquide, this mindset is embedded in the #BeActEngage framework: Be: Rooted in safety, ethics, and long-term vision. Act: Making bold, informed decisions that deliver results. Engage: Inspiring growth and trust in every interaction. Mental models like these allow us to navigate complexity, foster innovation, and lead with impact. I’m always exploring ways to learn, adapt and refine my approach—what mental models do you use to guide your leadership decisions? #Leadership #MentalModels #DecisionMaking #Trust #Communication #Growth #BeActEngage #airliquide
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Have you ever wondered why some leaders effortlessly navigate complex challenges while others falter at basic tasks? The Four Stages of Competence, introduced by Noel Burch in the 1970s, reveal a powerful secret that can half (or double) your awesomeness if you tap into hidden potential: Unconscious Incompetence, Conscious Incompetence, Conscious Competence, and Unconscious Competence. Both Unconscious Incompetence and Unconscious Competence hide dangers and treasures. ❌ Unconscious Incompetence, where leaders are blind to their skill gaps, leads to mistakes, ignorance, close mind, and underdeveloped teams. Yet, identifying these blind spots can ignite profound growth. Unconscious Competence, where skills become second nature, poses its own challenges. Leaders may find it hard to articulate their expertise, delegate effectively, creating communication gaps and fostering overconfidence. But when managed well, this stage allows for intuitive decision-making and unparalleled efficiency. The key to unlocking potential lies in bringing unconscious patterns to conscious awareness. Our cutting-edge coaching in #StrategicThinking360, #RedTeaming, and #StrategicRiskAssessment and Management empowers leaders to identify and address blind spots, shatter groupthink, and overcome resistance to innovation. By spotlighting invisible assumptions, biases, and the deficit of thought diversity, we help leaders pierce through the #emotionalfog that clouds judgment. Great leaders master the blend of Conscious and Unconscious Competence. Our client learn to continuously assess their skills, embrace new knowledge, and translate intuitive expertise into teachable moments. This fosters a culture of growth and adaptability. Navigating the Four Stages of Competence transforms hidden dangers into opportunities for resilience and success. How do you unlock your full potential and that of your team? Embrace strategic thinking and effective leadership to turn every challenge into possibilities.
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🌟 In the crowded world of leadership advice, certain traits often become the ultimate keys to success. But here's the catch: some of these celebrated qualities may contradict effective leadership's science. 🤔 This disconnect challenges conventional wisdom and urges us to rethink what truly matters. Take humility, for example. It's often praised as a critical leadership asset, but research shows its positive impact is relatively modest. Yet, many leaders climb the ladder through self-promotion and a confident persona, making others see them as more intelligent and capable. 🧠 Then there's authenticity—being true to yourself, consistent, and transparent. While admirable in theory, the reality in many organizations is career advancement often depends on the ability to manage impressions and, at times, strategic inauthenticity. Those who master this art often find themselves advancing more rapidly. 🎭 Charisma? It can elevate leaders to the top, but it's more about style than substance. Unfortunately, selecting leaders based on charisma alone can lead to overlooking those who deliver value through hard work and integrity. 💼 Conversely, some of the most critical leadership habits—like building and leading high-performing teams—don't get enough spotlight. This ability is the essence of true leadership, and the approach may vary depending on the situation, but its importance cannot be overstated. 💪 Effective leaders are adaptable, switching between different styles as needed, and they harness ambition for personal gain and to drive their teams toward greater achievements. Ambition, when aligned with collective goals, fuels progress and innovation. 🚀 Lastly, self-control is an often overlooked yet crucial leadership trait. Leaders who can master their impulses and maintain integrity are better positioned to succeed, earning the trust and respect of their teams. 🤝 As organizations evolve, so do the methods of identifying these true leaders. AI and data analytics make it harder for those lacking these essential qualities to slip through the cracks. The future of leadership selection is becoming more precise, focusing on those who truly possess the qualities to lead effectively and ethically. 🌍 Still curious, read more with Fast Company: https://lnkd.in/eKA7uYMe #Leadership #Humility #Authenticity #Charisma #TeamBuilding #Adaptability #Ambition #SelfControl #AI #FutureOfWork #LeadershipDevelopment
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Can Cognitive Empathy Make You A Better Leader? Summary: Discover how cognitive empathy can transform your leadership. Learn to understand others' perspectives, improve team dynamics, and build stronger client relationships for business success. Article: Are you overlooking a crucial skill that could revolutionize your leadership approach? In today's fast-paced business world, cognitive empathy is emerging as a game-changer for managers and executives alike. Cognitive empathy, the ability to understand and perceive others' thoughts and feelings, goes beyond simple emotional recognition. It's about truly grasping the perspectives, motivations, and experiences of your team members, clients, and stakeholders. But why is this skill so vital in the corporate landscape? Firstly, cognitive empathy fosters stronger team dynamics. When leaders can accurately interpret their employees' mindsets, they can tailor their communication and management styles accordingly. This leads to improved collaboration, increased job satisfaction, and higher productivity levels. Moreover, cognitive empathy is a powerful tool in conflict resolution. By understanding the underlying concerns and viewpoints of all parties involved, leaders can navigate disagreements more effectively, finding solutions that address everyone's needs. In client relationships, cognitive empathy can be the difference between a one-time transaction and a long-term partnership. Leaders who can anticipate and understand their clients' needs are better positioned to offer tailored solutions and build lasting trust. But how can you develop this critical skill? Start by actively listening without judgment. Practice putting yourself in others' shoes, considering their backgrounds, experiences, and current situations. Engage in open-ended questions to gain deeper insights into others' perspectives. Remember, cognitive empathy isn't about agreeing with everyone; it's about understanding them. This understanding allows for more informed decision-making and strategic planning. As you incorporate cognitive empathy into your leadership style, you'll likely notice a shift in your team's dynamics and overall business outcomes. Your employees will feel more valued and understood, leading to increased engagement and loyalty. Your clients will appreciate your nuanced approach t... Full article: https://lnkd.in/ea79BQWp For more about this topic, visit https://OceanMedia.net. This post was generated by https://CreativeRobot.net. #empathy, #CognitiveEmpathy, #LeadershipTransformation, #BusinessRelationships
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𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝗶𝘀 𝗮𝗻 𝗶𝗹𝗹𝘂𝘀𝗶𝗼𝗻. Letting go is the solution! As leaders, we often grapple with the desire to control outcomes and people. This struggle doesn’t just strain our teams—it strains us. 𝗪𝗲 𝗰𝗮𝗻'𝘁 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝘁𝗵𝗲𝗿𝘀, 𝗯𝘂𝘁 𝘄𝗲 𝗰𝗮𝗻 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝘂𝗿 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲𝘀 𝗮𝗻𝗱 𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗮𝗰𝘁𝗶𝗼𝗻𝘀. Attempts to control employees can lead to: 👎 reduced autonomy, 👎 lower job satisfaction, 👎 and higher turnover. (𝘙𝘦𝘴𝘦𝘢𝘳𝘤𝘩 𝘴𝘵𝘶𝘥𝘺: 𝘈𝘮𝘦𝘳𝘪𝘤𝘢𝘯 𝘗𝘴𝘺𝘤𝘩𝘰𝘭𝘰𝘨𝘪𝘤𝘢𝘭 𝘈𝘴𝘴𝘰𝘤𝘪𝘢𝘵𝘪𝘰𝘯 - 𝘈𝘗𝘈) 𝗡𝗲𝗴𝗮𝘁𝗶𝘃𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗮 𝗖𝗼𝗻𝘁𝗿𝗼𝗹𝗹𝗶𝗻𝗴 𝗟𝗲𝗮𝗱𝗲𝗿 • 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲: Micromanagement kills motivation. • 𝗧𝗲𝗮𝗺 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀: Control breeds distrust, not collaboration. • 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴: Leaders who try to control everything burn out fast. ⭐ 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗬𝗼𝘂𝗿 𝗥𝗲𝗮𝗹 𝗣𝗼𝘄𝗲𝗿 ⭐ 𝗥𝗲𝘀𝗽𝗼𝗻𝗱, 𝗗𝗼𝗻’𝘁 𝗥𝗲𝗮𝗰𝘁: ▶️ Emotional intelligence is your tool. Pause, assess, and then act. 𝗡𝗲𝘅𝘁 𝗔𝗰𝘁𝗶𝗼𝗻, 𝗡𝗼𝘁 𝗥𝗲𝗮𝗰𝘁𝗶𝗼𝗻: ▶️ Plan your steps based on vision, not out of fear or frustration. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿, 𝗗𝗼𝗻’𝘁 𝗢𝘃𝗲𝗿𝗽𝗼𝘄𝗲𝗿: ▶️ Enable your team. Their growth reflects your leadership’s success. 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻 ✅ 𝗟𝗲𝘁 𝗴𝗼: More control isn’t the answer. Better leadership is. ✅ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗿𝗲𝘀𝗽𝗲𝗰𝘁: Your team’s potential will surprise you. Let’s champion a leadership that builds rather than confines. Its time to change things up. Whats your next step. ___________________________________ Follow Me Justin Hills for more on Leadership Performance 👇 Comment with your thoughts and considerations. ♻️ Repost and share this conversation with your network. #leadership #leadershipdevelopment #empowerment
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24 Leadership Insights at 40 I Wish I Had at 30 Image Credit: Justin Bateh, PhD 1. Self-awareness is leadership's foundation. 2. Empathy builds trust. 3. Consistency breeds respect. 4. Delegate with trust. 5. Listening is as crucial as speaking. 6. Feedback is a gift. 7. Recognition boosts motivation. 8. Actions set the team's tone. 9. Invest in your team's growth. 10. Prioritize; balance is a myth. 11. Embrace challenges, grow resilience. 12. Transparency earns trust. 13. Constructively address conflicts. 14. Ask more, tell less. 15. Extend your network. 16. Adapt over plan. 17. Diversity fuels innovation. 18. Well-being enhances leadership. 19. Silence can be strategic. 20. Stay curious. 21. Purpose drives teams. 22. Be patiently strategic. 23. Authenticity secures loyalty. 24. Knowing when to step back is key. Explore these insights further with free courses from top universities: 🎓 Leading Teams: Developing as a Leader by University of Illinois 🔗 https://lnkd.in/dgAPzT3W 🎓 Leadership in 21st Century Organizations by Copenhagen Business School 🔗 https://lnkd.in/dmHhhiN9 🎓 High-Performance Collaboration: Leadership, Teamwork, and Negotiation by Northwestern University 🔗 https://lnkd.in/dZdpuAba 🎓 Building Your Leadership Skills by HEC Paris 🔗 https://lnkd.in/dfjStzSp 🎓 Leading Teams by University of Michigan 🔗 https://lnkd.in/dhpPzvrN 🎓 Leadership Theory: The Basics by Coventry University 🔗 https://lnkd.in/ddT6-uTQ 🎓 Inspiring Leadership through Emotional Intelligence by CASE WESTERN RESERVE University 🔗https://lnkd.in/dJ6zjSDV 🎓 Entrepreneurial Leadership Toolbox by BABSON 🔗 https://lnkd.in/diS3UAib 🎓 Leadership: The Emotionally Intelligent Leader by Robin Hills 🔗 https://lnkd.in/dNin63hd 🎓 Applying Leadership and Strategy Fundamentals in Healthcare by DOANEX 🔗 https://lnkd.in/dTxN8Nzw
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Have you ever found yourself in a room where a leader's directive, meant to inspire, instead feels imposing and dictatorial? It's a scenario we've all encountered, where authority overshadows collaboration and vision gets lost in power plays. Yet, amidst this common narrative, there lies a deeper truth—true leadership isn't about commanding; it's about influencing. In today's rapidly evolving leadership landscape, the concept of influence has taken on a new dimension. It's about understanding the natural flow of teams, individuals, and organizations and guiding them along their paths rather than forcing them to comply with directives. Enter tapping—the subtle yet powerful art of redirecting energy without resistance. Instead of imposing ideas, leaders gently nudge thoughts and emotions toward new directions, fostering growth and development. Leadership, at its essence, is about providing frameworks that guide thinking and decision-making processes. Just as an architect drafts blueprints for a building, leaders offer mental models that organize thoughts and channel efforts effectively. This approach transcends mere directives, empowering individuals to align their actions with broader objectives. Consider the transformative power of models and choreography in influencing decisions. Like skilled mediators, structured models facilitate constructive dialogue, inviting collaboration and sparking innovative solutions. By harnessing the visual medium, leaders make abstract concepts tangible, enhancing understanding and driving meaningful change. The journey toward influential leadership isn't about dictating terms but facilitating growth, not about imposing authority but guiding with grace and wisdom. Today, let's embrace the art of influence in leadership, navigating the currents of thought and action with intention and compassion. #InfluenceInLeadership #LeadershipInsights #GuidingWithGrace #ArtOfInfluence
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I could feel her energy as soon as I entered the room. And it wasn't good. The meeting followed the agenda and was pleasant on the surface. Still, her energy was off. We were just about to wrap when I brought it up. “I could be off base but I’m sensing frustration. Does that track?” “Yes” she said definitively. And out it came. Underneath the "everything is fine facade," there were circumstances causing frustration. We addressed it together and moved forward. It takes courage to acknowledge emotions, feelings and even more courage to work through them together. As leaders, we can be so busy it’s tempting to plow forward. Growing in emotional intelligence is important work to lead successful teams and deliver results. Here’s my strategy: Acknowledge the uncomfortable. Check in to see if it tracks. Ask open ended questions. Listen. Empathize. Listen more. Move forward together. According to Forbes, the research indicates that emotional intelligence is the number one leadership skill for 2024, noting "If there's one thing that all of the most effective leaders and high-performing professionals have in common, and that anyone moving into 2024 needs to prioritize on their professional development radar, it's possessing high levels of EQ (emotional intelligence)." I'd argue it's the top leadership skill, always. Just think about the cost when leaders struggle with EQ. Employee retention tanks, goals are unmet and low morale derails results. Now imagine if all your senior leaders had strategies for understanding the needs of others and creating an environment of empathy where everyone thrives. Productivity and profit are the byproducts of high performing leaders. Take care of your people and they will take care of the rest. #leadershipdevelopment #executivecoaching #emotionalintelligence
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Doctor of Philosophy (Ph.D.) at University of Pretoria/Universiteit van Pretoria
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