Make the most of my leadership book
Where should I send your free download?
Ideas, thoughts and tools to release your potential to lead. You'll also receive updates on my latest thinking, articles, tools and blog posts.
Just great content, no spam and 100% privacy
This article proposes a breakthrough leadership idea. An idea whose time has come. An idea that makes it easier for leaders to lead. An idea that also makes it easier for companies to build the atmosphere they want. Not only that, it explains how you can apply this idea using two new tools.
But let’s start at the beginning…
I’ve learned that experienced executives find it difficult – sometimes impossible – to define leadership in a way that helps them perform their jobs as leaders. Yes, when pressed, they can define it in an intellectual way. But when I ask, “How much does that definition guide the way you lead and where you place your attention week to week?”, they say it doesn’t. They don’t have a practical useful definition of leadership. So what? It makes it harder for them to lead.
But there’s something lurking in the background that makes it harder still. I find that although leaders come up reasonable definitions of leadership, that’s not what guides their behaviour and decisions when they’re leading.
What’s guiding their behaviour? Well as I explain in this video in my 10-part series on my YouTube channel, the Leadership Mastery Suite, it’s usually a belief that runs like this: Continue reading →
The Leaders Growth Curve is a graphic model I use in coaching. Like all models, it’s a simplified depiction of a more complex reality, but it tells an important story. It maps nearly all leaders on to seven points on the curve and shows how most find themselves stuck on what I call the “leaders plateau”.
I use the Leaders Growth Curve with clients in two ways. First, to help them figure out where they stand in their growth as leaders. Second, to help them decide what position they want to reach.
What did I base the Leaders Growth Curve on? I used five sources of data:
When I consider all my ideas, models, tools and processes, I can classify them into three learning blocks. I call them Mental Model Mastery, Self-Mastery and Know-How Mastery.
This post focuses on the first learning block – Mental Model Mastery – and a new 10-part video series I’ve just released on my YouTube channel, The Leadership Mastery Suite. Continue reading →
On a leadership forum elsewhere on the Internet someone asked, “What is the best way to motivate your team?” I responded by drawing on the four-dimensional definition of leadership in chapter one of The Three Levels of Leadership and I thought some readers of this blog might be interested in my answer.
“Interesting question. This is where I’d go back to the basics of leadership.
As you know, I define “leadership” in my book as a process of paying attention simultaneously to four dimensions: (1) Motivating purpose (2) Task progress and results (3) Group unity (4) Individuals’ needs. So I’d say that paying attention to all four dimensions should motivate your team. Continue reading →
Is leadership really different to management? And does it makes sense to categorise people as either leaders or managers? This short article looks at both questions…
Make the most of my leadership book
Where should I send your free download?
Ideas, thoughts and tools to release your potential to lead. You'll also receive updates on my latest thinking, articles, tools and blog posts.
