Epistimi.org’s Post

Leadership pillars 🤔 Character Competence Connection Colleagues will forgive lapses, especially if you are new to leadership. However, continued issue with your character, (you bully, you hurt, you lie, you cut corners). Continued issue with you competence (frankly you are not good at your role, everyone but you can see it). Continued issue with the way you connect with others, (you are one of those prickly people, people prefer it if you don't come to the office party). It's not easy to see your own flaws, but they are as obvious as a traffic cone on your head to others. 🤨 Sometimes it's not others It's you. You can scroll past and ignore or you can take a moment and ask Is it me? Aunty D -‐---‐----------------------------------------------------- I'm Diana, I specialize in coaching head teachers who serve in challenging spaces or find themselves in the sticky stuff and need help! -I do humorous keynotes and brilliant leadership training for all. -For female leaders- I also offer the unique online Academy of Women's Leadership. -Whilst no one is watching- slide into my DM's, let's talk

New research by University of Michigan - Stephen M. Ross School of Business professors Julia Lee Cunningham and Sue Ashford delves into the leading factors of why women often score higher than men in leadership effectiveness but are less likely to view or label themselves as leaders, what they call the “leader-identity/competence paradox.” myumi.ch/DrVNA

A Harvard study has shown that introverts can be highly effective leaders, especially in environments where employees are proactive and contribute ideas. While extroverts may excel in teams that need more direction, it's crucial to match leadership styles to the nature of the team for maximum success. This suggests that in teams relying on a top-down approach, an extrovert might be a successful leader. However, with the trend moving away from dictatorial leadership styles and teams working remotely or in hybrid models, this type of leadership is becoming outdated. Introverted leaders are often more effective listeners, encourage diverse ideas, foster proactivity, and perform better in unpredictable environments. The challenge is that extroverted leaders dominate the leadership space—96% of leaders are extroverts—by being "more visible," while introverts quietly lead with empathy, promote autonomy, and inspire courage. Is your workplace overlooking talent because extroverts stand out? Is your leadership team promoting extroverted leaders simply because they themselves are extroverted? Read bellow 👇 https://lnkd.in/gYNmZ8vK

We’re stuck in the rut of “leader” and “follower” identities. Is there a way out? Research co-authored by Smith professor Julian Barling shows that people randomly placed in a “follower” group felt less confident and were less willing to take on additional assignments compared to people randomly placed in a “leader” group. Read more at Smith Business Insight: https://lnkd.in/gNki3yMQ #SmithBusiness #SmithInsight #SmithResearch #Leadership #BusinessEducation

I've seen an increase in conversations here about the Glass Cliff, a term used to describe when women or people of color are put into leadership positions during times of crisis or a downturn. In other words, they're put in a position where the stakes are the highest, most risky, and they're more likely to fail. Renewed interest in the term stems from a recent NYT article, but I wanted to take the opportunity to drop a link to one of my favorite resources on the topic (link in comments) from The Building Movement Project. This particular report focuses on leaders of color, but my hunch is that much of the findings and opportunities would apply to other marginalized groups as well. Summarizing the findings here, but I'd encourage you to bookmark the resource and pull it out during your next executive-level leadership transition. 1) Leaders of color need more supports, not more training 2) EDs/CEOs of color take on added burdens without additional comp 3) Leaders of identity-based orgs face distinct demands 4) Challenges come with taking leadership from white predecessors 5) Too few white leaders factor race equity into their succession plans

How have you witnessed leadership evolve over the years? One of my clients Joe Aschenbrenner recently shared this article with me. I appreciate how it articulates that in 2024, leadership transcends mere authority—it embodies empathy, resilience, inclusivity, vision, and ethics. Let's redefine leadership to foster a culture of growth and belonging.

Recently, read the book Why Do So Many Incompetent Men Become Leaders? by Tomas Chamorro-Premuzic. I was just floored will be an understatement. The book tries to explain what contributes to the scarcity of women in senior management roles. Common explanations range from questioning women's leadership capabilities to presuming their lack of interest in leadership roles. However, the author posits that the dearth of women in leadership positions stems less from inherent qualities of women themselves and more from the misinterpretation of leadership attributes. Specifically, traits traditionally associated with men, such as confidence, are often equated with competence, creating a bias that favors charismatic yet ineffectual male leaders over their female counterparts. The author emphasizes the need for those responsible for appointing and hiring managers to critically reassess their perceptions of leadership traits. They would discover that qualities like arrogance and overconfidence, which often facilitate men's ascent to management roles, are also linked to poor performance. Therefore, a more discerning approach is warranted, distinguishing between superficial indicators of leadership potential and genuine leadership qualities to ensure effective leadership selection and promotion practices. Highly recommend this book to everyone. Must read for all leaders, HR and DEI teams who truly want to bridge the gender gap in senior leadership roles in their organizations.#mustread

My second article looking at leadership. In this article I delve into Egalitarian leadership in cultural contexts. https://lnkd.in/d7mqXtwb

Forbes did an article on leadership in today's time. They talked about two ancient theories that impact companies today. "Great Man Theory" and "Traits Theory" Under the influence of those two theories, leadership has become stagnant and monochromatic. Here at The H.O.P.E. Institute we believe EVERY SINGLE PERSON has the capacity for leadership! Join us on your leadership journey and we will do our best to expose your strengths and opportunities for leadership every day. https://lnkd.in/ervmvmET

As I prepare for 4 days of facilitation at the Women Led Cohort - World Trade Centre, Trade Accelerator Program, I'm reflecting on the vital role of emotional intelligence and empathy in leadership. Leaders today must connect with diverse team members, practice active listening, and commit to personal growth. This article explores the evolution of leadership towards a more inclusive and accountable future. Valuing varied perspectives and fostering inclusivity are key to positively impacting our teams. #Leadership #EmotionalIntelligence #ActiveListening #Adaptability #Inclusivity #VisionaryThinking #Ethics #Sustainability #ProfessionalGrowth #TeamWork