Daniel Goleman, author of Leadership that Gets Results, developed research that suggests the most effective executives use a collection of distinct leadership styles, each in the right measure, at just the right time. This adaptability is tough to put into practice, but pays off when executed. Best part, it can be learned.
Are You Implementing The best leadership style for your team, project or situation?
I’ve had the honor of learning from Verne Harnish, Gazelles, over the last four years about all things related to leadership training. I’ve seen the impact of his principles here at New Horizons Learning Group and in surrounding businesses, through both personal and professional relationships. Recently, I heard Verne deliver a Leadership keynote at Microsoft Inspire, a worldwide celebration of new technology, ideas and leadership.
In your professional career, a time will come when you have to deliver a business presentation. You may have to present to your colleagues, senior management in your company or even a venture capitalist.
There's no need to prepare a whole TED talk, but simply getting your point across clearly and effectively is the ultimate goal. No matter who your audience is, the success of your presentation hinges on much more than your catchy PowerPoint slides. This blog will provide eight tips and strategies to ease your pre-presentation jitters and teach you how to deliver compelling, confident business presentations.
Extending your sphere of influence is the ability to affect the character, development, or behavior of someone or something. At the core of every individual is the ability to lead and influence others. Knowing how to utilize influence in everyday situations is crucial to gaining an understanding of others - it encourages openness and communication, builds goodwill, and is a key element to being a successful leader.
The average age that companies train managers to lead is 42, which is about ten years after they begin supervising people. 95% of employers believe leadership development should begin by the age 21. This means that we begin to train leaders 21 years too late. WorkTrends found that companies that scored the highest in offering their employees training and development were 40% higher in employee engagement scores than those companies that scored the lowest in their T & D offerings. A 2014 University of North Carolina Kenan-Flagler Business School study in conjunction with the Human Capital Institute found that 85% of executives surveyed said there was an “urgent need to step up leadership development.” So how do we prepare our organization to build effective leaders?