The Bridge from Good Leadership to Great Leadership!
Overview
“Gott Health” (name changed for confidentiality), a fast-growing regional hospital system, faced a leadership challenge. With 20 facilities and over 5,000 nursing staff, the Chief Nursing Officer (CNO) was overwhelmed—managing 24 direct reports, well beyond the limit for effective leadership. Even after reducing the number to 13, she knew a more strategic solution was needed.
Continue reading “Transforming Nursing Leadership Utilization With LeadershipRM™ – A Case Study Brief”
Leadership resources management (LRM) is a data-informed approach to strategically manage an organization’s leadership resources. CRM is a business strategy focused on managing and improving interactions to maximize the value of the customer relationship. They share several strategy similarities, although a great leader can impact an organization far more than any group of customers. When properly utilized, LRM helps an organization assign or promote the right person with the right leadership qualities to the right position at the right time.
Continue reading “How Leadership Resources Management (LRM) is Like CRM”
DEI initiatives have been coming under attack for a while resulting in several well-known organizations abandoning their DEI programs. These firms either don’t understand DEI or were never really committed to it in the first place. To be clear, DEI in its purest form is not about promoting less competent people over more competent people. It’s about making sure every competent person has a chance to be promoted.
Continue reading “Fortifying Your DEI Initiatives With Data Using Leadership Resources Management”
Every leader has areas for improvement—what we call “leadership gaps.” The secret to becoming a stronger, more effective leader lies in identifying these gaps and either bridging them or finding ways to work around them. Left unaddressed, even small gaps can expand, impacting a leader’s overall effectiveness.
Continue reading “What Leadership Gaps Are You Taking Into 2025?”
Watch Professor Bennett’s interview with Grant McGaugh, CEO of 5 STAR BDM on how the Elite Leadership Academy uses data to help people become better leaders.
Continue reading “Transforming Your Leadership Potential”
In the last editions of the newsletter, we discussed individual and team leadership gaps and how they can impact your success as a leader. It’s important to identify and either fix or compensate for them. These gaps can either be small cracks and fix with some ‘leadership caulk’ or large potholes which may require some ‘leadership patch.’ If left unattended, a small gap can grow into a huge one for the leader. Either way, it’s important for leaders at all levels to regularly evaluate and correct their leadership gaps.
Continue reading “What ORGANIZATION LEVEL Leadership Gaps Are You Bringing Into 2024?”
In the last edition of the newsletter, we discussed individual leadership gaps and how they can impact your success as a leader. It’s important to identify and either fix or compensate for them. These gaps can either be small and fix with some ‘leadership caulk’ or large which may require some ‘leadership patch.’ Either way, it’s important for leaders at all levels to regularly evaluate and correct their leadership gaps.
Continue reading “What TEAM Leadership Gaps Are You Bringing Into 2024?”
Everyone has leadership gaps. The key to being or becoming a successful leader is to identify those gaps and either repair or compensate for them. These gaps can be small and repaired with some ‘caulk’ or huge needing ‘pothole repair compound’. If left unattended, a small gap can grow into a huge one for the leader. Do you know which one(s) you have?
Continue reading “What INDIVIDUAL Leadership Gaps are You Bringing Into 2024?”Learn about how we use our proprietary Leadership IMPACT Assessment to identify individual leadership gaps, teams leadership perception gaps and organization level gaps. When utilized as part of our Leadership Resources Management solution, it helps detect toxic leaders in an organization.
Toxic leaders survive in organizations because they’re good at managing up. Therefore, you need a tool that assesses them by their peers, supervisor and direct reports. Analytics helps organizations identify toxic leaders because, if done properly, they are completely anonymous and data-driven. This eliminates potential retaliation that can occur with other types of assessments.
