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LEADERSHIP IS A PROCESS OF SOCIAL INFLUENCE, WHICH MAXIMISES THE EFFORTS OF OTHERS TOWARDS THE ACHIEVEMENT OF A SHARED GOAL.

Friday, October 29, 2010

What Makes Teams Smart?

What makes some groups perform better than others?

A new study published in Science  found that three factors were significantly correlated with a group’s collective intelligence — in other words, its ability to perform a variety of tasks collectively, from solving puzzles to negotiating. 

The three factors are: the average social sensitivity of the members of the group, the extent to which the group’s conversations weren’t dominated by a few members, and the percentage of women in the group.  (The women in the study tended to score higher on social sensitivity than the men.) In other words, groups perform better on tasks if the members have strong social skills, if there are some women in the group, and if the conversation reflects more group members’ ideas. The groups studied were small teams with two to five members.

Interestingly, the researchers from MIT found that collective intelligence wasn’t strongly correlated with the average intelligence of the  individuals in the group — or with the intelligence of the smartest person in the group. They also found, as they wrote in Science,  ”that many of the factors one might have expected to predict group performance — such as group cohesion, motivation, and satisfaction — did not.”


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Lombardi

Earlier this month, a new play based on one of our heroes, former Green Bay Packers coach Vince Lombardi, premiered on Broadway. Our first reaction to this news was utter surprise. It doesn’t seem like Vince’s life would lend itself easily to the Broadway stage.

But, as we began to think about it, we realised that his life really was the stuff of good theatre. His no-nonsense determination to win, his endless ability to inspire, and his penchant for delivering pitch-perfect motivational wisdom are all characteristics that have the potential to create great theatre.

It’s great to know that, even 40 years after his death, there’s no shortage of enthusiasm about this inspirational character.

Here’s a taste of vintage Lombardi:

"Coaches who can outline plays on a black board are a dime a dozen. The ones who win get inside their player and motivate."

"Confidence is contagious. So is lack of confidence."

"The dictionary is the only place that success comes before work. Hard work is the price we must pay for success. I think you can accomplish anything if you're willing to pay the price."

"Football is like life - it requires perseverance, self-denial, hard work, sacrifice, dedication and respect for authority."

"The real glory is being knocked to your knees and then coming back. That's real glory. That's the essence of it."

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Thursday, October 28, 2010

An Introduction To Positive Leadership Limited

Check out this SlideShare Presentation:

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Saving Good Ideas From Getting Shot Down

John Kotter, emeritus professor at Harvard Business School and author of Buy-In: Saving Your Good Idea from Getting Shot Down, outlines four common attacks and explains the best ways to defend against them.



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Wednesday, October 27, 2010

7 Habits of Highly Ineffective Leaders

1. Focus only on winning and prove yourself to be better than anyone else.
2. Surround yourself with ‘yes men’ who are dependent on you.
3. Be impervious to criticism and blind to alternatives.
4. Isolate yourself from the real world.
5. Value loyalty more than ability and fitting-in more than expertise.
6. Make political considerations the most important criteria for decisions.
7. Kowtow to anyone you think is more powerful than you —and bully everyone you think is weaker.

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Developing Leaders


Developing Leaders magazine is uniquely focused on the confluence of best practice in management education and leadership development and how it is implemented in large organisations worldwide - Developing Leaders

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How to Push Past the Pain, as the Champions Do

How to Push Past the Pain, as the Champions Do
By Gina Kolata, From The New York Times, 18 October 2010

'My son, Stefan, was running in a half marathon in Philadelphia last month when he heard someone coming up behind him, breathing hard.

To his surprise, it was an elite runner, Kim Smith, a blond waif from New Zealand. She has broken her country’s records in shorter distances and now she’s running half marathons. She ran the London marathon last spring and will run the New York marathon next month.

That day, Ms. Smith seemed to be struggling. Her breathing was labored and she had saliva all over her face. But somehow she kept up, finishing just behind Stefan and coming in fifth with a time of 1:08:39.

And that is one of the secrets of elite athletes, said Mary Wittenberg, president and chief executive of the New York Road Runners, the group that puts on the ING New York City Marathon. They can keep going at a level of effort that seems impossible to maintain.

“Mental tenacity — and the ability to manage and even thrive on and push through pain — is a key segregator between the mortals and immortals in running,” Ms. Wittenberg said.

You can see it in the saliva-coated faces of the top runners in the New York marathon, Ms. Wittenberg added.

“We have towels at marathon finish to wipe away the spit on the winners’ faces,” she said. “Our creative team sometimes has to airbrush it off race photos that we want to use for ad campaigns.”

Tom Fleming, who coaches Stefan and me, agrees. A two-time winner of the New York marathon and a distance runner who was ranked fourth in the world, he says there’s a reason he was so fast.

“I was given a body that could train every single day.” Tom said, “and a mind, a mentality, that believed that if I trained every day — and I could train every day — I’ll beat you.”

“The mentality was I will do whatever it takes to win,” he added. “I was totally willing to have the worst pain. I was totally willing to do whatever it takes to win the race.”

But the question is, how do they do it? Can you train yourself to run, cycle, swim or do another sport at the edge of your body’s limits, or is that something that a few are born with, part of what makes them elites?

Sports doctors who have looked into the question say that, at the very least, most people could do a lot better if they knew what it took to do their best.

“Absolutely,” said Dr. Jeroen Swart, a sports medicine physician, exercise physiologist and champion cross-country mountain biker who works at the Sports Science Institute of South Africa.

“Some think elite athletes have an easy time of it,” Dr. Swart said in a telephone interview. Nothing could be further from the truth.

And as athletes improve — getting faster and beating their own records — “it never gets any easier,” Dr. Swart said. “You hurt just as much.”

But, he added, “Knowing how to accept that allows people to improve their performance.”

One trick is to try a course before racing it. In one study, Dr. Swart told trained cyclists to ride as hard as they could over a 40-kilometer course. The more familiar they got with the course, the faster they rode, even though — to their minds — it felt as if they were putting out maximal effort on every attempt.

Then Dr. Swart and his colleagues asked the cyclists to ride the course with all-out effort, but withheld information about how far they’d gone and how far they had to go. Subconsciously, the cyclists held back the most in this attempt, leaving some energy in reserve.

That is why elite runners will examine a course, running it before they race it. That is why Lance Armstrong trained for the grueling Tour de France stage on l’Alpe d’Huez by riding up the mountain over and over again.

“You are learning exactly how to pace yourself,” Dr. Swart said.

Another performance trick during competitions is association, the act of concentrating intensely on the very act of running or cycling, or whatever your sport is, said John S. Raglin, a sports psychologist at Indiana University.

In studies of college runners, he found that less accomplished athletes tended to dissociate, to think of something other than their running to distract themselves.

“Sometimes dissociation allows runners to speed up, because they are not attending to their pain and effort,” he said. “But what often happens is they hit a sort of physiological wall that forces them to slow down, so they end up racing inefficiently in a sort of oscillating pace.” But association, Dr. Raglin says, is difficult, which may be why most don’t do it.

Dr. Swart says he sees that in cycling, too.

“Our hypothesis is that elite athletes are able to motivate themselves continuously and are able to run the gantlet between pushing too hard — and failing to finish — and underperforming,” Dr. Swart said.

To find this motivation, the athletes must resist the feeling that they are too tired and have to slow down, he added. Instead, they have to concentrate on increasing the intensity of their effort. That, Dr. Swart said, takes “mental strength,” but “allows them to perform close to their maximal ability.”

Dr. Swart said he did this himself, but it took experience and practice to get it right. There were many races, he said, when “I pushed myself beyond my abilities and had to withdraw, as I was completely exhausted.”

Finally, with more experience, Dr. Swart became South Africa’s cross-country mountain biking champion in 2002.

Some people focus by going into a trancelike state, blocking out distractions. Others, like Dr. Swart, have a different method: He knows what he is capable of and which competitors he can beat, and keeps them in his sight, not allowing himself to fall back.

“I just hate to lose,” Dr. Swart said. “I would tell myself I was the best, and then have to prove it.”

Kim Smith has a similar strategy.

“I don’t want to let the other girls get too far ahead of me,” she said in a telephone interview. “I pretty much try and focus really hard on the person in front of me.”

And while she tied her success to having “some sort of talent toward running,” Ms. Smith added that there were “a lot of people out there who were probably just as talented. You have to be talented, and you have to have the ability to push yourself through pain.”

And, yes, she does get saliva all over her face.

“It’s not a pretty sport,” Ms. Smith said. “You are not looking good at the end.”

As for the race she ran with my son, she said: “I’m sorry if I spit all over Stefan.” (She didn’t, Stefan said.)'


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Tuesday, October 26, 2010

Success


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England's Natural Born Leader

Andrew Strauss was born to lead England to victory Down Under.

"I hate failing at anything. I love winning. I'm quite determined to go to any depth necessary, within the rules, to achieve victory. I don't believe in bravado and shouting or being seen cracking the whip, that's not my style. But I'd refute any idea that I'm a soft touch, or that I don't want to win as much as others. I've never known anyone who wants to win more than I do. It's that simple. I'm a winner."

"I read a lot of stuff, not so much leadership, more self-improvement books. Things like Outliers: The Story of Success, The Tipping Point: How Little Things Can Make a Big Difference. Biographies, I read a lot of them, you do get some leadership insight. I work with psychologists a bit. But, ultimately, I'm not sure you can borrow too much. You have to be authentic. People are looking for someone being himself, not spieling out management speak. Get too caught up in leadership styles from books, and you are drifting into dangerous territory where people say, 'hang on that's not you'."

"A cricket dressing room is quite a cynical place. If someone says something out of character it will be noticed. Besides, cricket is very specific: you have to go out on the field and do the same job as the people you're captaining. You can't hide away, you either lead by example or you don't lead."

"It's very tough to lead when you aren't contributing. You're telling people to go out there and look the opposition in the eye and you're trudging back to the dressing room not having done that, your leadership is in trouble. I've been very conscious of trying to manage my own game as a priority, that adds legitimacy and respect to your leadership."


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Monday, October 25, 2010

How To Be A Ruthless Winning Machine

Is the answer talent? Up to a point. But, as a gripping new documentary about the great West Indies cricket team makes clear, that is only the beginning. 'Fire In Babylon' reveals how the most powerful force in team sport is not physical ability, but a burning, almost religious faith in a common cause. In team sport, as in the church, nothing great can be achieved without conviction.


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Sunday, October 24, 2010

Courage


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Enhancing Your Presence

How to enhance your management 'presence' instead of detracting from it:

- Early in your career, smarten up. Later, when you’ve proven yourself, you can relax.
- Dress for your audience. If you’re presenting or in an important meeting and key people will be wearing business attire, you should too. If you’re not sure, play it conservatively.
- Dress the way you feel comfortable. Otherwise, it’ll show. 
- In most industries, super-fashionable attire is overdoing it. There are ways to stand out without looking like you’re trying to stand out. 
- Don’t dress like a clone, unless that’s really you.
- Work isn’t a circus so don’t dress like a clown.
- If you’re not Steve Jobs, don’t dress like him. He can pull it off; you can’t. Get your own uniform!


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Do Ivy League alumni make better CEOs?

Does an Ivy League education make you a better CEO? According to new research from the University of New Hampshire, the answer is a resounding "no". 

Whether or not a CEO holds a degree from a top school has no bearing on their firm's long-term performance.


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Saturday, October 23, 2010

Leadership Presence

Steve Shenbaum is the Director of game on Communications Training at the IMG Performance Institute at IMG Academies in Bradenton, Florida. He has worked with many top athletes including Pete Sampras, Sidney Crosby, Alex Smith and many more. 

Here he talks about adopting the right ‘presence’ as a leader:


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Friday, October 22, 2010

What Really Motivates Us?

This lively RSA Animate, adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace. (www.theRSA.org)


See also:


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Qualities of an Inspirational Leader

Leaders need vision, energy, authority, and a natural strategic ability. But those things don't necessarily help you inspire your employees to be their best and commit to you as a leader. 

Here are the four qualities you need to capture the hearts, minds, and spirits of your people:

  1. Humanness. Nobody wants to work with a perfect leader. Build collaboration and solidarity by revealing your weaknesses.
  2. Intuition. To be most effective, you need to know what's going on without others spelling it out for you. Collect unspoken data from body language and looks given across rooms to help you intuit the underlying messages.
  3. Tough empathy. Care deeply about your employees, but accept nothing less than their very best.
  4. Uniqueness. Demonstrate that you are a singular leader by showing your unique qualities to those around you.

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Thursday, October 21, 2010

Motivating Your Team After Success


Celebrating the start of the basketball season, with Mike Krzyzewski, Duke University Men's Basketball Coach:


http://www.cnbc.com/id/15840232/?video=1620048213&play=1
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The First Rule of Leadership !


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Stop Being So Nice

Conflict avoidance is a common trait of most corporate workplaces. But, steering clear of disagreements and leaving things unsaid creates unnecessary complexity and needless anxiety. To get better at confronting conflict constructively, follow these three steps:

  1. Reflect. Ask yourself whether there are times you should've spoken up but held your tongue. Do you avoid certain types of conflicts?
  2. Get feedback. Ask trusted friends and colleagues how they perceive your readiness to engage in constructive conflict. They might see patterns that are less obvious to you.
  3. Experiment. You don't have to change overnight. Try pushing back on a request or speaking up in a meeting and see how it goes. Preface your comment with an admission that you are working on getting better at conflict. This will help demonstrate your sincerity.

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Wednesday, October 20, 2010


LEADERSHIP IS A PROCESS NOT A THING. LEADERSHIP IS ABOUT PRESENCE NOT TITLE. LEADERSHIP EXISTS THROUGHOUT AN ORGANISATION.


WITH THESE PRINCIPLES IN MIND, PLEASE THINK ABOUT THE FOLLOWING QUESTIONS

A)     INDIVIDUAL

  • What 3 words describe me as a leader?  Which one do I most need to change if I am to become a better leader?  How will I do it? 
  • How do I define success as a leader?  Am I on track?  What do I still need to do to achieve success?
  • What are my core values?  To what extent am I leading in alignment with them? Am I walking the talk?
  • If I had to change one aspect of my leadership, to achieve improved team / organisational performance, it would be........
  • Am I a leader of value, or values, or both?  Am I prepared to sacrifice performance for what I hold to be right? 
  • What was the last (conscious) action I adopted, to improve my leadership effectiveness? Was I / it successful? What could I have done differently?
  • Am I confident that I will deliver my very best performance on a consistent basis when I am under pressure?

B)     ORGANISATIONAL

  • Does my organisation have a leadership strategy (ie an integrated platform to attract, develop and retain top leadership talent for competitive success)?
  • Are values embedded in the way my organisation thinks and acts?
  • What are the top 3 values of my organisation?
  • Do I believe that the values of my organisation are likely to hold up under pressure?
  • Do I have personal experience of seeing the values of my organisation drive high performance?
  • Do the values of our organisation drive the strategy of our organisation or is strategy developed regardless of values?
  • Has the strategy of our organisation been benchmarked for alignment and consistency with the values of our organisation?
  • Do the values of our organisation create a platform for consistent high performance, even under pressure?
  • Am I confident that my organisation will deliver its very best performance on a consistent basis when it is under pressure?
  • Does my organisation strive for excellence or is it comfortable with ‘satisfactory underperformance’?
 
If you feel that your personal leadership brand or the approach to leadership which your organisation is adopting could be improved, then Positive Leadership Limited would be delighted to help you.

We provide leadership consulting, coaching and mentoring advice designed to help our corporate and individual clients excel under pressure and reach the highest levels of performance and profitability.


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Tuesday, October 19, 2010

Exploring Dimensions of Leadership

There have always been individuals who are able to lead effectively in a demanding and evolving world. What does it take to be one of those remarkable people?



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Finding True, Positive Leadership

Most people see leadership as something people do in front of others, but true leadership starts within each of us. It starts with knowing your true purpose and aim and then acting on that knowledge in a way that remains true to your core values.

True, Positive Leadership involves:

Thinking – a true leader will dig deep inside to gain knowledge about herself in order to learn what her core values are. If you do not know yourself, you cannot lead else effectively.

Feeling – true leaders have a deep capacity for understanding the plight of others because they are completely honest with themselves that they are not perfect; therefore, they are able to find compassion, acceptance, and forgiveness for others.

Doing – true leaders allow deep and meaningful experiences in life so that they are able to engage fully in activities that enable them and others to realise their full potential.

If you are missing this kind of joy and fulfillment in your life, perhaps it is time to do the work that needs to be done to reach your highest potential.

Ask yourself the following questions:

·         Have you sought to look within to find your own core values and convictions?
·         Have you fully examined the logic behind your views?
·         Do your convictions match up with values that uplift humankind?
·         Do your actions match up with your convictions?
·         Are you living your life as a leader in private and in public?
·         Do you feel as if you are merely surviving or thriving?

If you are unsure about your answers, seek to empower yourself through books, education, seminars, counseling, life coaching, and/or positive and powerful friendships of like-minded people.

If you are currently unhappy with your place in the world, try new experiences, new friends, and new ways to break out of whatever is holding you back.

Do not give up because once you find your leader within you will be able to move from survival, begin to thrive, and live the life you want.

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Monday, October 18, 2010

The 1000th post on the Positive Leadership Blog

Here are nine ways Social Media has helped Positive Leadership, and can help you too:

1.  Blogging about leadership organises and crystallises your thoughts.
2.  Reading other leadership blogs adds to your knowledge base.
3. Social Media is a great place to road test your ideas.
4. Talking about leadership with other leaders helps to shape your vision.
5. You get to talk to (and learn from) other leadership gurus.
6. Being an active participant in the medium keeps you up-to-date and in the loop.
7. Personally monitoring the thoughts and comments of your clients and customers is a big advantage.
8. Social Media gets you more opportunities to lead.
9. There is no better way to work on your communication.

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Sunday, October 17, 2010

UK leaders lag behind in the first global ranking of leadership effectiveness

The leaders of UK organisations are seen as less effective than their counterparts in India, China, Russia, the United States and Germany, according to a worldwide study by the Kenexa Research Institute (KRI).

The Kenexa Research Institute’s 2010 WorkTrends research report, entitled Exploring Leadership and Managerial Effectiveness, identifies what ‘followers’ want from their leaders and managers and it includes a global ranking of leadership effectiveness, showing which countries and industry sectors have the highest-rated leaders.

The study identifies ten ‘drivers’ of effective leadership - the characteristics that followers look for in their leaders. These include the ability to inspire trust and confidence; to value quality and customer service; to be open and communicative; to have a multi-stakeholder perspective, and to hold lower-level managers accountable for being ‘good managers’.

As part of the study, KRI created and applied a Leadership Effectiveness Index, which measures the extent to which employees believe their leaders communicate their vision, handle challenges, value employees, are committed to improving quality and inspire trust. According to this Index, India and China have the world’s most effective leaders.

The UK ranks 17th out of the 21 countries surveyed. The UK Leadership Effectiveness Index score (47%) lags a notable 25 percentage points behind India’s score (72%) and is below the global average score of 55%.

The study shows that, in the UK, effective leaders are mostly found in the manufacturing, healthcare and retail sectors. Government and financial services have the lowest rankings of leadership effectiveness.

The research also identifies the key priorities for leadership development. The two most significant are the need to build leadership trust and the need to engage in open, honest, two-way communication.

As well as focusing on leadership, Kenexa has also created a Managerial Effectiveness Index, which measures aspects such as a manager’s performance, their people and work management skills and whether they are trustworthy and inspirational. The results show that, according to employees, the most effective managers are those who are fair, communicative and involving, act as problem-solvers, provide recognition for a job well done, support employee growth and development and in general demonstrate an employee orientation.

Kenexa’s study highlights that effective leadership and management have a positive and significant impact on important financial performance metrics for organisations, such as diluted earnings per share and total shareholder return. They also have a beneficial and substantial influence on employee engagement and on organisational creativity and innovation. The study found that employee engagement levels can be five times higher if your leaders are more effective.


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