Aeqium’s Post

I’m not sure this could be more timely. This framed message is for this week’s leadership retreat in Boulder. AND it’s a question I’d love every leader to tap into before election results roll in. “Who am I at my best?” When you know who you are at your best, you can lead from your best self. Our people, our organizations, and our communities need us right now. Start by centering yourself. — And if it’s helpful, my most popular newsletter to date: Leading Through Political Chaos Read it here to set yourself up for even more success: https://lnkd.in/gYYE8xQy — I help managers & leaders drive stronger business results through themselves and their teams. 🤠 ➕ Follow for actionable tips and resources.

As businesses struggle to keep up with the pace of change, the pivotal role of leadership has been left behind. There are symptoms everywhere: a lack of leadership development programs, dramatic skills gaps in emerging technology at all levels, and yes, even being ghosted by senior leaders whose behavior sets the tone for workplace culture. A huge challenge for sure, but who is responsible for the remedy? 🎥 Watch our LinkedIn Live replay with Paul Strike and Elizabeth Toenyes: https://lnkd.in/e8aa5ytT

Agreed and Julie Stokely Hussain is one of my all time favorite connections on Linkedin. She's informed and timely, always. The myth is that companies hire great talent and the development isn't required because the talent is already eqquiped. This might be true on some levels, but you have to hone and enhance on a list of other levels. Every employee deserves leadership development to enhance skills, boost morale, foster growth, and drive organizational success through empowered teams. This takes time, further development, and practice. #theepitomeofaleader #leadershipatwork #leadershipenthusiast #sheleads

At least half of the skills leaders need today are ones they don’t yet have, and the rest? Skills that have always been essential but now must be mastered at a much higher level. Despite the rising demand for better leaders, current leadership development models aren't keeping up. On one end, there are intensive offsite events that reach only a select few. On the other, vast content libraries that rarely inspire real change. What’s missing is a scalable approach that truly transforms leadership habits. The future of leadership development lies in leveraging digital tools to embed lasting new habits. At Piper, we’re tackling this challenge by creating innovative, scalable solutions that make a real difference. Learn more about Piper 👉 https://lnkd.in/edJ4AUny

Sharpen your executive skills at the upcoming "Improving Board Effectiveness." Tailored to elevate the proficiency of top-tier professionals in crafting and executing impeccable governance strategies, this program promises a deep dive into progressive methodologies, proven frameworks, and hands-on tools to catapult executive leadership efficiency and drive organizational advancement. Elevate your aspirations beyond customary paradigms and grace the "Improving Corporate Governance" training with your presence.

It's another P.E.A.K. weekend for the 2nd Louisville Cohort of Usher Transport's Leadership Development Program. This weekend, they'll be covering these topics along with several article & journal reviews from Harvard Business Review on topics such as: Performance-Based Management, Content-Based Education, The Myth of the Top Management Team, and The Impact of Transformational Leadership. We'll be addressing the power of tiny gains; will you choose to decline, or improve by what seems the slightest margin? Saturday: Chapter 8 Performance Management Chapter 9 Establishing Job Responsibilities Chapter 10 Employee Development Chapter 11 Setting Expectations Sunday: Chapter 12 Team Management Chapter 13 Staffing & Support Chapter 14 Monthly, Quarterly, Annual Goals. 

"HR is not a substitute for your leadership." This was pointed out at the recent NIHRA luncheon I attended with Whitney Bandemer. But what are we doing to make sure our leaders and managers know how to have tough conversations? It's our job as leadership to ensure that our managers have everything they need to be successful. This includes coaching them through tough conversations. But in order to do that, we need to build trust. HR needs to be a partner to leaders in the company. This means building relationships with managers and employees. What have you done to build those relationships lately? It's never too late to start!

Want to build the future leadership in your organization? Expose and include more people in the workings of the business. Don't let hierarchy or power exclude others from seeing and participating. Make your management meetings open to staff observation. Make the agenda public for those that can't attend. Invite questions from those that do. Share freely how you're involved, how you contribute. Remove the mystery of those closed door meetings! Communicate the outcomes even if it "doesn't have a direct impact" on the staff. Not knowing "what happens in the room" drives unnecessary speculation -- which will always be more intriguing or salacious than reality. 😂 There is very little content that is actually sensitive and should be kept to a confidential conversation. So build capacity in your organization for the next generation of leadership by being more open, inclusive and transparent in how it works!

How to Make a Big Ask of Leadership Learn a process that helps you design talking points, prepare, and deliver a persuasive proposal to leadership. Guided by leadership development pro Shannon Swift, the workshop includes discussion about a corporate leader’s typical challenges, objections, and concerns with the “big ask.” Register today. https://lnkd.in/gthRxjEF

💡This week's relishing read takes a look at 'Bottom-Up' or 'Reverse Mentoring' as a tool to address generational and cultural divides facing business today. This approach creates a platform across which younger employees can share their acknowledgements and perspectives with older employees. By engaging in reverse mentoring, senior leaders can gain invaluable insights into emerging trends, bridge generational gaps, develop critical digital skills and foster a more inclusive workplace culture that retains diverse talent. Once again, the success or failure of such approaches falls directly on the organisation’s leadership and leadership culture. At the Trust Based Leadership Academy, we work hand in hand with leadership teams, creating and maintaining  an environment of trust that is the bedrock for fostering healthy, cross generational relationships. Don't take our word for it ---put us to test 🤓 Contact us for a no-obligation consultation to explore taking your leadership development approach from 'good' to 'GREAT'💥🚀 https://lnkd.in/dqPxFy9D