Leadership matters’ Post

In May, we are featuring one of our Executive Leadership Team members! We are excited to start our month with some words from Adrian Seligman, our CCO. Here is what he had to say: “Great leadership sets off a ripple effect that touches every aspect of an organisation and beyond. At its core lies a magic formula composed of key elements that elevate leaders from merely competent to truly impactful. Firstly, leaders equipped with power skills such as effective communication, a growth mindset, curiosity, empathy, and critical thinking have the ability to inspire followership. By embodying these traits, they create an atmosphere where team members feel valued, motivated, and empowered to contribute their best. This not only fosters productivity and innovation within the team but also cultivates a culture of continuous improvement and collaboration. Secondly, the realisation that leadership is inherently altruistic forms another crucial element in the formula for impactful leadership. Effective leaders understand that their role extends beyond personal success to providing a platform for the growth and development of their team members. By nurturing talents, fostering inclusivity, and championing the success of others, they create an environment where every individual can shine. This selfless approach not only strengthens team cohesion but also amplifies the positive impact of leadership, as the achievements of each team member contribute to the collective success of the organisation. Lastly, impactful leaders possess the ability to build extensive networks across the organisation, leveraging these connections to support their own success and that of others. They operate at two speeds, seamlessly executing day-to-day operations while simultaneously steering the organisation forward with a multi-year view. By striking this balance between short-term goals and long-term vision, they ensure the sustainability and growth of the organisation while also fostering agility and adaptability in response to changing market dynamics. In doing so, they amplify the ripple effect of their leadership, creating lasting positive change that transcends individual achievements and resonates throughout the entire organisation and beyond.” #Forabetterworldofwork #TopEmployers2024 #AgileLeadership #InclusiveLeadership #LeadershipDevelopment #ExecutiveLeadership #EmpathyInLeadership

🌟 Reflecting on a Transformative Workshop with a Fortune 100 Leadership Team 🌟 Last week, we had the privilege of conducting an impactful workshop with the top leadership team of a Fortune 100 company, focusing on the critical topic of Building an Inclusive Culture 🤝 within their organization. This was more than just a workshop—it was a deep dive into self-awareness, reflection, and commitment. The leaders openly confronted their own unconscious biases, recognizing how these subtle, often unintentional, behaviors can shape the broader culture of their organization. The conversations were honest, sometimes challenging, but ultimately, incredibly empowering. It was inspiring to witness these leaders acknowledge the pivotal role they play in shaping an inclusive environment—one where diversity is not just celebrated, but woven into the very fabric of the company's culture. But it didn’t stop there. These leaders left the session with more than just awareness; they walked away with a powerful, actionable plan to drive real change. Their commitment to fostering a diverse and inclusive workplace is not just about compliance or policy—it's about creating a culture where every voice is heard, every individual feels valued, and everyone has the opportunity to thrive. I am immensely proud of the work we did together, and even more excited to see the lasting impact these leaders will have on their organization. This is just the beginning, and I am confident that the changes they implement will ripple throughout the company, setting a new standard for inclusivity in the industry. Here's to building workplaces where diversity and inclusion aren't just goals, but realities. 🚀 #Leadership #Inclusion #Diversity #InclusiveCulture #CorporateTraining #LeadershipDevelopment A big thank you to all the ALLYs who are doing wonderful work in your respective spaces.

The demand for executives to develop and apply inclusive leadership skills will inevitably grow, in response to companies cutting back on their DEI teams and initiatives. That’s because the fundamental factors that have made diversity a strategic priority for corporate leaders remain unchanged. If anything, they have become even more critical and visible: 👉 The current workforce is not keeping pace with the demand for highly skilled jobs. 👉 Competitive pressures demand that organizations evolve to remain relevant in a rapidly changing world. Despite the challenging political context, fostering diversity, equity, and inclusion will be crucial for companies striving for excellence and innovation. Leaders will increasingly be tasked to foster inclusive work environments for ALL employees and to identify opportunities to enhance competitiveness. This requires skills such as: 📌 Inviting productive conversations about diversity. 📌 Understanding and leveraging the psychology of social identities. 📌 Fostering true meritocracy, by identifying and chipping away at systematic biases. These skills, and how to develop them, is the main focus of the Inclusive Leadership program I’ve had the pleasure to develop with IMD. If you want to learn how to 💫 Develop inclusive leadership practices that work for you and your teams, 💫 Cultivate effective relationships across differences, and 💫 Help your organization retain and promote its best talent ... I would love to see you in the program! The next session starts in October. Read more about it here: https://bit.ly/3Nmm5qY #IMDImpact #DEI #InclusiveLeadership

We’re in the Third Wave of Leadership Development – Inclusivity Isn’t Optional Anymore Leadership is changing, and we’re now in the third wave, where inclusivity and diversity are at the forefront. This shift is crucial for creating leadership that truly reflects diverse experiences and perspectives. In today’s diverse workforce, it’s essential for leaders to understand and manage this diversity effectively. Inclusive leadership ensures everyone feels valued and heard, boosting morale and productivity. Plus, diverse teams bring a wide range of perspectives and ideas, driving innovation and success. How are we adjusting? -- Leveraging Unique Perspectives: As leaders of color, we challenge traditional leadership norms and advocate for more inclusive practices. -- Driving Meaningful Change: We use our lived experiences to create positive impacts in our organizations. -- Building Strong Networks: We connect with peers and mentors who understand our challenges, creating invaluable support systems. -- Fostering Collaboration: Our networks provide opportunities for support and collaboration, making us stronger together. -- Continuous Learning: We commit to ongoing personal and professional development to keep growing. -- Adapting to New Leadership: We stay ahead by continually enhancing our skills and adapting to changes. Inclusivity isn’t just a benefit—it’s essential. At Untapped Leaders, our cohorts are designed to empower diverse leaders with the tools needed for success. 🚨 Don’t miss out—doors close TODAY! 🚨 Join our Untapped Leadership Cohort and gain access to personalized coaching, a supportive community, and exclusive resources to help you lead authentically and effectively. Apply at https://lnkd.in/gJi_HR9r Let's Lead Differently. #LeadershipReimagined #BIPOCLeaders #InclusiveLeadership #BreakTheMold #LeadershipJourney

Our CEO, Odessa Jenkins, debunks the myth that women's leadership development is separate from overall leadership development. Here's why investing in women is SMART business: - They're HALF the workforce! Utilization is key. - Revenue BOOSTS with strong women leaders! It's a FACT. - Diversity = BETTER decision-making! Multiple perspectives win. Here are 3 steps to make your Women's Leadership programs THRIVE: 1. Align with Business Goals! Show the ROI. 2. Embrace Inclusivity! Everyone deserves a shot. 3. Break Down Barriers! Level the playing field. This is the Future of Work (and it’s inclusive)! Let's build companies where ALL RISE® Read the full blog for more! ➡️ https://lnkd.in/gt7bB7FH #BonfireWomen #AllRise #WorkLikeAWoman #WomensLeadership #DiversityAndInclusion #LeadershipDevelopment #Leadership #BusinessAccelerator #FutureOfWork #InvestInWomen #AccelerateProgress

Thanks Ronda Carnegie ! So Incredibly true. People leave because they are not trusted by their leadership, not just because they are not paid what they are worth. What fosters trust - according to this: consistency, relationships, and expertise/execution. Think about that next time your team members bail. #trust #research #leadership

🌞 Last week, we were down in sunny Torquay, delivering a series of 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 workshops to senior and middle leadership teams. We spent time exploring 𝘛𝘩𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘢𝘥𝘰𝘸 model, created by Champions of Change Coalition and Chief Executive Women (CEW), a powerful framework that helps leaders understand how their behaviours, decisions, and attitudes shape the culture and effectiveness of their teams and organisations. The "shadow" represents a leader's influence on the workplace, often in ways they may not even realise, as their behaviours set norms and expectations that others follow. This model emphasises the responsibility leaders have to project a positive, ethical, and purpose-driven presence. In breakout groups, we took a deep dive into the four key areas of the model: 1️⃣ 𝗪𝗵𝗮𝘁 𝗜 𝗦𝗮𝘆 – Language and messages 2️⃣ 𝗛𝗼𝘄 𝗜 𝗔𝗰𝘁 – Behaviours and actions 3️⃣ 𝗪𝗵𝗮𝘁 𝗜 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗲 – Routines and disciplines 4️⃣ 𝗪𝗵𝗮𝘁 𝗜 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 – Rewards and accountability Each leader identified one area in this framework where they could focus more attention. It was inspiring to witness the deep reflection and insights gained on how they, individually, could make an even greater impact on their teams and positively shape workplace culture. It's a reminder of the profound influence leaders have in creating an environment where people can thrive and grow. 🌱 #LeadershipShadow #PositiveLeadership #WorkplaceCulture #LeadershipDevelopment #EffectiveLeadership #TeamCulture #WorkplaceBehaviours #LeadershipImpact #Time2Talk Ainsley Jeffery Sharon Kneale Stacey Slattery Madeleine Walters Will de Graaff Megan Thorn Amber Meadow Picture Source: adapted from a model created by Pine Street, Goldman Sachs’ leadership development.

Check out my latest Human Capital Leadership Review article, "Rethinking Leadership Development for the 21st Century: C-Suite Perspectives on Change, Talent, and Representation." Abstract: This article examines organizational perspectives on bridging leadership development gaps in three key areas: change management, talent development, and diversity/inclusion. Executive surveys find that while disruptive change preparedness is a top priority, leadership programs often fail to adequately develop adaptability. To close this gap, companies emphasize developing agility, experimentation, and change-ready cultures. For talent development, identification must leverage broader strengths over past roles. Emerging leaders benefit from diverse mobility experiences through rotations and global assignments. Regarding diversity, representation is viewed as more than a social responsibility but a business imperative for accessing varied perspectives. Leaders recommend making inclusion central to mission/strategy and reevaluating sponsoring and sourcing approaches to give minority talent fair opportunities. Overall, holistically developing adaptive, diverse leaders through experiential learning better positions organizations to navigate complexity. Take a look at or listen to the full article and leave your comments below! https://lnkd.in/gZvvM_7R

Inclusive leadership isn’t just about today, it shapes your future. In advanced manufacturing, where every decision impacts strategy, visible inclusive leadership is non-negotiable. Without it, leaders risk: → Weakening team collaboration, slowing growth and adaptation. → Missing diverse perspectives that drive market innovation. → Losing top talent critical for succession planning. 𝗪𝗵𝘆 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗺𝗮𝘁𝘁𝗲𝗿𝘀: → Teams innovate 73% faster, staying ahead of change. → Decision-making improves by 87%, increasing agility. → Inclusive leadership reduces turnover, saving costs. 𝗟𝗲𝗮𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲𝗹𝘆: ✔ Align team insights with long-term business goals. ✔ Model trust-building and innovative behaviors. ✔ Amplify diverse voices in decision-making. Inclusion isn’t just leadership, it’s a business necessity. What’s one step you’ll take today to lead inclusively? 𝗟𝗲𝘁’𝘀 𝗰𝗼𝗻𝗻𝗲𝗰𝘁! #inclusion #inclusiveleadership #diversity #advancedmanufacturing #leadership #innovation #businessgrowth #talentmanagement #workplaceculture #hr #sinceratalentpartners

🌟 For your next Leadership Meeting Agenda: Trust: The Ultimate Retention Strategy 🌟 Have you ever wondered why top talent slips away from high-performing organizations? According to Zenger Folkman’s research, it's not just about the paycheck—it's about trust. This latest study of 18,459 employees unveils a powerful correlation between trust, engagement, and retention. Those most satisfied are least likely to leave—an invaluable insight in today's turnover-prone landscape. But what fosters trust within teams? The research identifies three key factors: consistency, relationships, and expertise/execution. Consistent ethical conduct, inclusive relationships, and unwavering execution form trust's bedrock. Here's the kicker: trust isn't reserved for the elite. Even modest improvements across these elements yield remarkable results. The key lies in nurturing a culture where trust isn't just a buzzword—it's a way of life. So, as you ponder the idea of trust within your team, ask: where can we elevate our game? With dedication, a high-trust culture will grow retention and growth. Let's unlock the transformative power of trust. 💼✨ #TrustInTeams #RetentionStrategy #OrganizationalSuccess The Female Quotient