Born Leadership Legacy

Nothing more fulfilling than reading about how universities, organizations and community leaders are seeking out key qualities that resonate with those of us who learned as toddlers, that we MUST share.  It’s no longer just about the test scores, but rather a candidate or talent’s ability to demonstrate:

Passion   Creativity   Accountability   Flexibility   Focus   Resilience Gratitude

In fact, as the first born of two university professors, these were mandatory skills that I had to demonstrate consistently throughout my youth.  Our family structure valued rigor in an approach to education, peppered with the freedom to fail.  All the while, emphasis on re-invention and repetition.

Now several decades later, I’ve found that this foundation was the basis for my career success in that I learned to value active listening, collaborating, risk taking, and persistence.  In fact, I’ve found that through sharing, I personally have more to gain than loose.  Which is what brings me to the following question?  Why are we still talking about embracing business models which encourage enterprise mentoring, collaboration and connections to talent and learning development programs?

Leadership, it boils down to this simple word.  Whether you talk about leadership on the scale of a billion dollar company, or via deep and lasting impacts a home maker / leader has on their brood or a tribal leader.  We in leadership every single day are putting into motion these ‘systems’ through our actions and words.  Which is why we often see much ado about: Amazon, Zappos, Mary McNevin healthcare as the industry sweethearts who are daring to lead, making laudable investments in people, or is charging forward with drastic strategy pivots?

At a cursory level, you can read about handfuls of leaders who have a burning imperative for being performance enablers.  These individuals have clarity of vision and ensure their teams collaborate and have what they need to deliver results.

So don’t be the ‘tractor in the swamp’.  Be bold and take on the wide-ranging malaise surrounding organizational design structures and performance management systems through your born leadership legacy.

Social Leaders must invite change, ambiguity and resiliency

HBR published on their blog an outstanding article titled, “This is Your Brain on Organizational Change” that inspired me as a coach as it relates to the ‘human resistance to change’ that is being discussed in New York this week called the NeuroLeadership Summit.

I appreciate that Walter’s blog post and mention of the SCARF model and I have experienced in countless organizations the need for a common understanding of what could enable them to realize new potential as ‘leaders/managers’.

Countless organizations continue to use high potential frameworks recognize and reward individuals that don’t embody these constructs.  I believe the leaders in People/HR and Learning along with partners in Talent Management have an opportunity to be courageous with new models, test them out and hold ourselves accountable to embody new possibilities for the 21stcentury workplace dynamics.  What is the worse that could happen?  An effort fails? Well, if we continue to work in a paradigm that is proven to not work, we have arrived already to that destination.  So what do we have to lose?

Foodie Art

I see it as a chance to invite change like this glorious image of a sunglasses soaked in milk chocolate.  With all the richness ambiguity offers plus a dash of resiliency, now there is a tasty dish we courageous leaders should order up now.

I love the idea to start by breaking things down into something people can digest, like the 4 domains the NeuroLeadership Institute highlighted around:

  • Decision making and problem solving
  • Emotion regulation
  • Collaboration
  • Facilitating change

As a change agent, facilitator and coach, I thought many of you would appreciate need to focus in these areas as we plunge into these unchartered waters and learn together, so please, do share your learning’s and I look forward to hearing from you soon.

People ARE the experience

Secret Ingredient

In talking with Nancy Long, Chief HR Officer at Hitatchi Data Systems, One of FORTUNE’s “100 Best Companies to Work For recently, not only did I get goose bumps,  but found myself going on a journey with her.  Think global amusement park meets data solutions.  Wow, her inspiration is contagious and exhilarating.  Yet I also found it quite humble in that she has an earnest commitment to people as the base ingredient for her success in the people business.

As a foodie, I approach conversations thinking about the ‘secret sauce’.  What she shared with me was that over her career her secret ingredient is/are:  PEOPLE.  People are paramount for this tireless leader in the PEOPLE business who truly embodies this guiding principle.  Wow!  She is onto something to create recipes using PEOPLE in every dish.  She has talent at the forefront of the portfolio in her strategies and how she leads organizations who create winning cultures.  Nancy shared, “our leadership throughout HDS at all levels has done an amazing job rallying, supporting and motivating our people.  We have won several pieces of recognition, locally and globally.  Last year we won “most clued in leadership team in Silicon Valley” which was a HUGE accolade for us!

So how ‘secret’ is this ingredient I asked myself?  Well, after searching Google , I found over 12,590,000,000 results and over 6,839 results when searching Harvard Business Review .  The concept of people isn’t a secret. It’s the ‘art’ of creating the winning cultures that seem to be difficult to realize.  Nancy is like many great collaborative artists, she shares her masterpieces, she invites us to learn from her and receive sustenance we yearn for in the workplace.

In summary, I believe we can all learn from this extraordinary leader to embody the PEOPLE business in every sense of the word.  We must build people talent acquisition strategies that are created by the people, for the people and with the people.  We must use the P ingredient in all our creations, whether they are pastries, pipelines or partnerships.  Indeed this thrilling ride is something you can experience.  All it requires is laser focus on PEOPLE.