What ORGANIZATION LEVEL Leadership Gaps Are You Bringing Into 2024?

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.

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What TEAM 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?”

What 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?

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How Can Analytics Help to Identify Toxic Leaders?

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.

Why 360-Reviews Make it Difficult to Identify Toxic Leaders

Toxic leaders are difficult to find using typical 360-reviews because they are text-based which makes them not completely anonymous. This can lead to retaliation if the reviewer is completely truthful about the leader’s performance. That’s why we provide a quantitative tool to provide completely anonymous feedback to the leader in our LeadershipRMS 360 strategy.

Utilizing an Evidence-Based DEI Strategy

The most frequent arguments against DEI initiatives are focused around competence and merit. On competence, they argue that a less competent person is receiving an opportunity because they are from a historically disenfranchised group. In actuality, less competent people have been receiving opportunities because they were from the majority population and/or had a relationship that provided them an unfair advantage for decades.

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