Ruben Ruolle’s Post

Many leaders really struggle to have what is often seen as "courageous conversations" but are in fact really "necessary conversations". Building your confidence and skill in this area is critical for you as a leader. This TEC article gives some really useful hints on what to do (and what not to do) when tackling these conversations. #leadership #feedback #honesty #development #conversations #timelyfeedback #necessaryconversations The Executive Connection (TEC)

Struggling with knowing where to start with your development? The best leaders, especially at executive level, understand that growth is an ongoing journey, not a destination. While many assessments simply describe where you stand today, the most effective ones guide you forward. Developmental assessments do just that. They don’t just give you a snapshot of your abilities; they offer a roadmap for growth, showing you precisely where to develop to lead even more effectively. Assessments should go beyond a single snapshot, there are ten lines of development, from emotional intelligence and energy to the networks and teams you lead. We help you understand not just where you are, but where you *can* go, in a way that is aligned with your goals, challenges, and leadership context. For HR leaders, these assessments serve as a powerful tool inspire innovation, drive change, and maintain strong relationships with teams. 📈 If you haven’t recently assessed your leadership potential, it might be time for a developmental evaluation. It won’t box you in; instead, it will help you become a more complete leader. Interested to find out more? https://lnkd.in/ecQV-ACZ

Leadership development is broken (but there are keys to fixing it)! 🤔 A recent Neuroleadership Institute poll found that "50% of skills leaders need today are skills they don’t yet have. The other 50% are skills—such as empathy—that were always needed but now are required at much higher levels." In this article, they echo many others from Josh Bersin, Gartner HR and more that suggest that most leadership development isn't effective - mainly due to not doing it in ways neuroscience tells us are required for effective, lasting learning. Some key considerations: ➡ Combine individual development with group development to create core and common language and norms (e.g., Social Learning) ➡ Our brains can only absorb so much; space out the learning over time with application in between ➡ Build in space for reflection during and after formal learning sessions. ➡ Move beyond the top leaders and scale development throughout the leaders (and others) in the organization to have widely practiced new norms and behaviors. 👉 This is why we always say that you can't take a changed person and put them into an unchanged environment and expect anything to be different. It's a both/and; we have to combine individual development with group and cultural work if we want to have meaningful change - period. Depending on the client, we combine individual coaching focused on shifting self-limiting narratives that hold us back and the messy human elements that get in our way along with group development (spread out over time with follow-up reinforcements) and wrap-around systems that shift norms. And it works! ❓ What are your takeaways from this article? What are you doing to fix the brokenness of traditional leadership development? If your organization could benefit from leveling up how you develop your leaders to be future-ready, reach out to us: [email protected]. #leadershipdevelopment #culturechange #courageousleadership #rehumanizingworkplaces

Great article highlighting a perspective that was central to the creation of my Integral Process Leadership framework. IPL goes a few steps further, but hemispheric differences are unequivocally at the heart of the conversation. It's way past time for better balance on a global scale! https://lnkd.in/gPr7aw9z

Leadership isn't always common sense. That’s why it’s worth training managers and, if you’re a manager, going on a course yourself. Here are some things to bear in mind that you might not have come across yet. 💥 Everything is management’s fault 💥 It’s a GOOD sign if nothing changes when you’re away 💥 Tell and delegate look almost the same 💥 Criticism is 10x as strong as praise 💥 Some need information in and others information out 💥 Good people need looking after too 💥 Don’t always give a job to the person who can do it the best Read on to find out how to address these unusual management considerations

Discover essential pointers for empowering emerging leaders through a successful transition. Follow these tips for ensuring a seamless shift into new leadership roles. #LeadershipDevelopment https://buff.ly/3U76ChO

This little article is jam-packed and worth the 7 minute read. The strategy is to develop a coaching culture. Here's a little preview: "However, according to new analysis from global leadership company DDI's latest Global Leadership Forecast, 40% of leaders report inadequate coaching from their managers, highlighting a gap between aspiration and execution." This comment validates my 20+ years of developing leaders to lead. In 2007, my doctoral research had a similar conclusion when I looked at person-job-fit, person-environment fit, and person-organization fit. Your leaders fall into the environment-fit. Employees leave your inadequately prepared leaders, long before they leave your organization. Executives can build a fabulous culture (person-org-fit) and then sit in wonder as good people throughout the organization leave (person-environment fit). If you segment employee attrition per leader you might be surprised at what you find. We solve a lot of problems every day, why haven't we solved this one? Enjoy the reading and reflecting. . https://lnkd.in/gH7aU8HZ

This is true in many industries. Professional people with incredible knowledge and have advanced in their careers to a level where they find themselves in a role where they may have a multitude of direct reports and might be severely lacking in leadership skills. It is these individuals that can truly benefit by aligning with a coach that can teach quality management and leadership skills. True leaders know how to ignore their own egos and recognize that they could benefit from someone who can teach strong leadership skills.

We all know that having a positive, consistent approach to tasks and teams fosters the best team dynamics, so it's good to see the role of #leadership training being recognised as part of that in this opinion piece on good leadership

Want to know a crucial leadership secret? Unleashing a team's full potential requires everyone's active participation. It's not just up to a manager; peer to peer coaching taps into another level of learning, development, trust, and relationship building. On a remarkable team, everyone plays a leadership role. #Leadership #Teamwork