Produgie’s Post

Iron Post Leadership is proud to use Growth Leader Assessments when assessing leaders and building teams. Produgie's tools provide actionable insights and robust development support to drive sustainable improvements and business growth.

In today’s fast-paced business landscape, how do organizations stay resilient and adapt to constant change? At VASUTTI Services Private Ltd., we believe the answer lies in empowering people through capability building and sustainable implementation—the cornerstones of true, long-term success. Curious about how we do it? Our latest blog dives into Vasutti’s unique four-step methodology and how it helps organizations thrive by aligning learning with performance. Discover how programs like ENABLE, LEAD and PRECISE are transforming teams and driving results across industries. Whether you're looking to enhance customer centricity, boost leadership skills, or streamline operations, Vasutti offers bespoke solutions tailored to your needs. https://lnkd.in/gsK-CPF7 #CapabilityBuilding #LeadershipDevelopment #BusinessTransformation #SustainableGrowth #Vasutti #LearningAndDevelopment #Resilience #ChangeManagement

In today’s fast-paced business landscape, how do organizations stay resilient and adapt to constant change? At VASUTTI Services Private Ltd., we believe the answer lies in empowering people through capability building and sustainable implementation—the cornerstones of true, long-term success. Curious about how we do it? Our latest blog dives into Vasutti’s unique four-step methodology and how it helps organizations thrive by aligning learning with performance. Discover how programs like ENABLE, LEAD and PRECISE are transforming teams and driving results across industries. Whether you're looking to enhance customer centricity, boost leadership skills, or streamline operations, Vasutti offers bespoke solutions tailored to your needs. https://lnkd.in/gFEFX6nM #CapabilityBuilding #LeadershipDevelopment #BusinessTransformation #SustainableGrowth #Vasutti #LearningAndDevelopment #Resilience #ChangeManagement

As a #CEO you need to facilitate your #TeamDevelopment. Team development is defined as the process of assembling various members to build an effective team. In order to be effective, it’s critical that team members can work together well for maximum contributions to the team’s desired outcome.  The capabilities that companies need most have evolved, but methods of building those skills have not. Companies focus on sustaining skills and linking learning to business performance. Which is the best model to build capabilities? 👉 Contact us if you need to #Recruit and #Hire Top Executives in #supplychain,  #technology, #logistics, #manufacturing, #valuechain, in order to  #ignite  or  #transform  your #company! 👉 Be at the forefront of #supplychaintech trends, to drive change in supply chain & logistics  #ExecutiveSearch #SupplyChainTalent #TheChain #LeadersInSupplyChain #Leadership 

In this blog post, I speak about the management operating system that I believe to be the most effective for helping businesses, of all shapes and sizes, enhance performance. When I'm asked the question, "What does it look like to work together and how can you help us?"... I share this content with business leaders, Founders, & CEOs. I partner with organizations to implement & fully leverage OKRs as a management operating system to radically improve prioritization effectiveness, increase the focus & alignment behind those priorities, & enhance operational execution. The OKR framework has been around for decades, many companies are either using them to some extent today or have tried to in the past. The constant problem I see is ~80-90% of companies are not using OKRs effectively, I help with this. Give this a read, if it resonates, let's connect for a strategy call to explore how leveraging this system can accelerate performance in your business. #performance #mindset #business #coaching

THINK ABOUT IT THURSDAYS: Having an ‘Enterprise Mindset’ Requires both Learning Agility and Interpersonal Trust – Part 2, Interpersonal Trust Assuming that leaders have a strong market orientation, an ‘enterprise mindset’ enables leaders to formulate how their organizations should respond. Harvard Business Publishing defines ‘enterprise mindset’ as having three components – understanding and aligning the business strategy, asking strategic questions, and collaborating across internal functions and external partnerships. Given the three components of the ‘enterprise mindset’ above, leaders who have highly developed learning agility and can cultivate interpersonal trust are more likely to demonstrate a strong ‘enterprise mindset.’ See my prior post for more on learning agility. In this post, let us look at that other foundational skill, interpersonal trust. Having a growth mindset is a necessary precondition, but insufficient by itself. It is the combination of a leader’s growth mindset with the being able to generate high levels of interpersonal trust that is the winning combination. While there are many trust models, the one that I favor for ease of recall and actionable insights is Professor Frances Frei and Anne Morriss’ Trust Triangle.[i] The Trust Triangle has three key aspects – logic (“I know you can do it.”), empathy (“I believe you care about me and my success.”), and authenticity (“I experience the real you.”). Frei and Morriss share that people usually have a strength in one of these aspects, which they call an ‘anchor,’ as well as an area that is less well experienced by others, a ‘wobble.’ To be really good at trust building with others, leaders need to demonstrate all three aspects of the triangle consistently during interactions with others. So how does interpersonal trust contribute to leaders’ operating with an enterprise mindset? Leaders confronted with complex challenges and significant constraints cannot successfully solve such issues within their own discipline, function, or team. These challenges and constraints require them to reach out to others inside and outside their organization to explore wicked problems and viable solutions. Being able to build trust with a wide range of stakeholders is necessary to both aligning the business strategy as well as collaborating across functions and partnerships. Alignment and collaboration depend on trust. BOTH personal learning agility AND interpersonal trust are pre-requisites to leaders effectively formulating and implementing inter-disciplinary, multi-functional organizational responses. Ensure that your leaders are proficient at both these skillsets so they will demonstrate an enterprise mindset regularly and effectively. Elevated levels of enterprise mindset enable leaders to drive your organization’s agility in dynamic business environments. [i] F. X. Frei & A. Morriss. (2020). Begin with Trust in Harvard Business Review.

𝐀 𝐍𝐞𝐯𝐞𝐫-𝐄𝐧𝐝𝐢𝐧𝐠 𝐌𝐚𝐫𝐚𝐭𝐡𝐨𝐧 𝐟𝐨𝐫 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 L&D as key aspect for Business Strategy Learning and Development isn’t just about skills—it’s a critical driver of business success. By shifting from a one-off project to a continuous, strategic approach, organizations can ensure that every training initiative leads to real business outcomes. In this never-ending marathon, continuous learning keeps your business moving forward. In today’s fast-paced business world, treating Learning & Development (L&D) as a one-off project is no longer enough. Instead, it’s a never-ending marathon—an ongoing process that drives business performance, adaptability, and long-term success. Why Continuous Learning Drives Business Performance Much like training marathon runners, employees need continuous development to keep pace with rapid changes in technology and market demands. This ensures: •Adaptability: A continuously learning workforce can quickly adjust to market shifts and new technologies. • Sustained Performance: Regular skill-building enhances employees' ability to tackle new challenges effectively. • Innovation: Continuous learning promotes fresh ideas and creative problem-solving, critical for staying competitive. • Creating the Right Environment for Growth Even the best-trained employees need the right environment to thrive: • Empowerment: Employees should have the freedom to apply new skills and innovate. • Collaboration: Fostering teamwork leads to shared knowledge and better solutions. • Accountability: Recognizing and rewarding continuous growth keeps employees engaged and driven. • Leadership as the Key to Success Strong leadership is like a coach in this marathon. Leaders play a pivotal role in guiding employees’ growth and aligning their development with business goals: • Strategic alignment: Leaders ensure L&D supports the company’s long-term objectives. • Mentorship: Personalized coaching helps employees reach their full potential, boosting overall business performance. • Motivation: Great leaders keep teams focused on sustained progress, not just short-term wins. Let’s move beyond training for training’s sake and focus on what really matters: constance. 💪. If you need help increasing the impact of your L&D measures, contact our experts, Holger Dahremöller and Rebekka Bürckert. #L&D #BusinessPerformance #PerformanceDrivenLearning #headhearthand

𝗥𝗶𝗴𝗵𝘁 𝗻𝗼𝘄, 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝘀𝘁—𝗯𝘂𝘁 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗺𝗶𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘁𝗵𝗿𝗶𝘃𝗲. When training is an afterthought, employees lack confidence, they feel unprepared, and your results suffer. 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗻𝗲𝘄 𝘀𝗸𝗶𝗹𝗹𝘀—𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗵𝗼 𝗰𝗮𝗻 𝗴𝘂𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗮𝗻𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲. It’s about creating a community where employees support each other, share knowledge, and elevate the entire team’s performance. And when your team feels confident? They deliver exceptional support. They don’t just meet customer needs—they exceed expectations every time. With the 𝗔𝗥𝗜𝗔 Process Improvement Plan, training isn’t an afterthought—it’s the foundation. 𝗔𝗥𝗜𝗔’s training component equips your team with the skills and strategies they need to deliver top-tier results. And sometimes, you need that outside support. An unbiased perspective to identify gaps, build the right training programs, and help your team reach their full potential. This is why businesses come to me. Because I bring 30 years of expertise in developing and delivering training that doesn’t just teach—it transforms. I’ve seen how a well-trained team can turn around a struggling department and drive real, measurable growth. A team that’s confident, connected, and equipped to lead. A culture where employees feel valued and know exactly how to excel in their roles. It’s time to invest in training that actually makes a difference. DM 𝗔𝗥𝗜𝗔 - now!

𝗥𝗶𝗴𝗵𝘁 𝗻𝗼𝘄, 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝘀𝘁—𝗯𝘂𝘁 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗺𝗶𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘁𝗵𝗿𝗶𝘃𝗲. When training is an afterthought, employees lack confidence, they feel unprepared, and your results suffer. 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗻𝗲𝘄 𝘀𝗸𝗶𝗹𝗹𝘀—𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗵𝗼 𝗰𝗮𝗻 𝗴𝘂𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗮𝗻𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲. It’s about creating a community where employees support each other, share knowledge, and elevate the entire team’s performance. And when your team feels confident? They deliver exceptional support. They don’t just meet customer needs—they exceed expectations every time. With the 𝗔𝗥𝗜𝗔 Process Improvement Plan, training isn’t an afterthought—it’s the foundation. 𝗔𝗥𝗜𝗔’s training component equips your team with the skills and strategies they need to deliver top-tier results. And sometimes, you need that outside support. An unbiased perspective to identify gaps, build the right training programs, and help your team reach their full potential. This is why businesses come to me. Because I bring 30 years of expertise in developing and delivering training that doesn’t just teach—it transforms. I’ve seen how a well-trained team can turn around a struggling department and drive real, measurable growth. A team that’s confident, connected, and equipped to lead. A culture where employees feel valued and know exactly how to excel in their roles. It’s time to invest in training that actually makes a difference. DM 𝗔𝗥𝗜𝗔 - now!

Do you accept the data that shows most organizations are NOT highly effective in their improvement endeavors?  If yes, then company leaders, department leaders, team leaders and political leaders must bear some responsibility for this result.  Why might this conundrum exist? It is hard work, in terms of the discipline required, to do this well.  And perhaps our assumptions and beliefs hinder our ability to crisply see the actual reality of a situation. Even when your intentions are good, those mistaken beliefs/assumptions can influence the questions you ask and what your eyes see. We need to learn how to set our misguided beliefs/assumptions aside. Many of the improvement tools are underutilized.  They are powerful so improvement happens when we use them, but much more can often be done. If you want to make more of a difference, learn how to make it happen. Champions in any sport practice to win consistently. So it wouldn’t it make sense that if you wish to be a champion, to be highly effective at what you do, then you must learn how to get better and better at improving your skills and capabilities? The most effective leaders I know realize they are never perfect; they have more to learn and cannot win without a team of people surrounding them also committed to learning, how to get better, and operate at a championship level of performance. I certainly do not have the answers but in a workshop I will run for the Association of Manufacturing Excellence on Oct. 28, in Atlanta https://lnkd.in/gRzHe6au we will discuss four foundational actions leaders can practice; and then apply them to the way they use improvement tools, the way they coach and become a better leader.  This is also the focus of my next book, “Learn to See the Invisible” which will be released by Productivity Press on Oct. 31, 2024.  https://lnkd.in/gPRkdugR use this link for a pre-publication discount.