Decision-Making Doesn’t Always Require Collaboration

 

Collaboration is in vogue today. It’s a favorite theme for how to be a great leader and in how to solve most business problems. I’ve always tried to be collaborative and inclusive – even in situations when it probably wasn’t necessary.

A few years ago, when I was still early in my career, I shared my well-researched options along with the pros and cons of each to the leadership team. I had to work at it, but I received some useful feedback. We eventually landed on a decision. I felt good – everyone was involved and had been heard!

As I left the meeting a more senior leader offered a coaching tip I still remember today. He said, “You know, not every topic needs a discussion or input. We trust you know what you are doing. So, it’s OK to share your plan and if collaboration – much less consensus – isn’t always requiredanyone has input or disagrees – they can speak up.” This moment helped me understand that collaboration – much less consensus – isn’t always required. And, not only that, it may not be necessary at all.

Before you decide to go your own way or start collaborating – know what your situation requires. Be strategic on how to reach the outcome you need.

Consider these three paths for how to reach a resolution:

1. Just do it (Input optional)

This works best when there is limited impact or the path forward is pretty clear. And, most will be OK with how it gets done – as long as it gets done. Maybe a similar issue was addressed recently or the business direction makes the decision pretty obvious or straightforward.

In this situation, share your plans and, only if necessary, let others know they are welcome to give input within a set timeframe. Either way, you keep moving forward. This approach keeps the input accountability on others and doesn’t slow you down.

Not as much personal engagement is required. More general communication is typically enough.

Of course, be sure that the situation actually meets the “Not an A priority” criteria. If you aren’t sure – get some advice.

2. Collaboration

Collaboration is essential when the issue is complex and best solved by engaging multiple people or teams. Ideas are needed and a fresh perspective will bring new answers. Collaboration is also essential when buy-in, participation, and engagement create the commitment needed for change.

A client recently changed their business strategy and it affected almost everything – their customers, their business results and how work was done. While the senior leaders had defined a strategy, there was a debate on how it should be implemented. We advised them that given the broad impact of their change engaging others would directly influence a successful implementation. They created working groups not to decide the change, but to make sure the change was implemented in a way that would actually work. This approach helped them anticipate problems and more people became committed to the change simultaneously.

Collaboration isn’t solely organic – it takes plans and structure. Successful collaboration requires a facilitated process with:

• Clear intent and outcomes
• Guardrails that define the boundaries and the time requirements
• Tools and other enablers if ongoing
• Clear “governance” for how decisions will be made so that collaboration doesn’t get stuck
• Focus so that collaboration is used to address issues that need resolution – not a topic that has already been decided

According to Morten Hansen’s recent study from the University of California at Berkeley, “To be disciplined about collaboration is to say ‘no’ to the wrong opportunities, select those few that produce compelling value, and then go all in to make those a success.”

3. Consensus

A consensus is a unanimous agreement. To paraphrase Seth Godin, “[clickToTweet tweet=”Nothing is what happens when everyone has to agree” quote=”Nothing is what happens when everyone has to agree”].” Consensus often delivers the least common denominator or the option that everyone hated the least.

Very few situations actually require a true consensus.

A consensus is best pursued on an issue that comparably impacts everyone in the group. It must also be declared upfront that consensus is required and time will be taken to meet that objective.

A consensus is part of our civic responsibility, as many juries are required to reach a unanimous verdict. I worked in a management consulting firm that expected consensus on big promotions. A lack of consensus meant that the promotion didn’t happen and everyone understood that was how the process worked.

Yet, a required consensus is rare and takes a clear process for how it will be reached. On our strategy or design projects that require complete leadership team alignment, we determine where there is already agreement so that energy is spent on issues with diverse views. But, even when a true leadership consensus is aspirational – a final decision maker or tiebreaker is in the room.

Consider the options before you begin

What is your situation? Be strategic. Know what is required before you begin. Know whether you can just do it with an FYI, if collaboration with others is needed, or even a true consensus is needed. Each option requires a different game plan with unique communications, discussions and time requirements.

Get this right and you can be what we all aspire to be — the collaborator that engages others on the right things, uses time wisely and gets a lot of stuff done.

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How To Build A Community Of Leaders Through Accountability

 

Leadership requires more than directing teams and completing goals. Sadly, the truth is that too many leaders continue to think this way.

In my experience, the leaders who make a difference build a culture of accountability and community, ensuring everyone plays a meaningful role in collective success. They foster an environment where people don’t just show up—they engage, contribute, and thrive.


Vince Molinaro, New York Times bestselling author and CEO of Leadership Contract Inc., drives this home in his latest book, Community of Leaders: What It Takes to Drive Strategy, Culture, and Change. One standout for me is how he draws from the Amish tradition of barn raising—where a community comes together to build something none could do alone—Molinaro argues that authentic leadership comes when everyone is part of the mission.

“We need to raise barns together,” he says, reminding us that leadership is about cultivating shared accountability to achieve something greater than ourselves. I’ve been to an actual barn raising in Ontario—and Molinaro is spot on. It’s quite a remarkable experience.
Leadership and Accountability

Accountability isn’t something you can just throw onto a to-do list. In my time as a Chief Learning Officer, I’ve seen leaders treat accountability like a dirty word—something to dread or, worse, something to delegate. However, leadership accountability is about creating a culture where responsibility is a shared experience, not a burden.

Molinaro hits the nail on the head: “Leadership accountability is about making sure people commit to what they’ve agreed to do.” He adds, “It’s also about leaders creating a high-accountability culture where individuals understand their responsibilities and are held to them.”

Research from Culture Partners supports this view, with 85% of employees unsure about their organization’s goals and 93% unable to align their work. Meanwhile, 84% of respondents said leaders’ behavior is crucial to driving accountability, yet only 15% of leaders successfully communicate key results, causing widespread confusion and failure in holding others accountable.

In any organization, silos are like that coffee shop that refuses to share their Wi-Fi password—uncooperative and downright frustrating. Molinaro rightly observes, “Organizations struggle because they operate in pockets of power,” which only leads to internal politics and inefficiency. He’s spot on: silos stunt growth. A big part of leadership is tearing down these barriers and replacing them with bridges.
Silo-Busting: Overcoming the Greatest Threat to Organizational Performance
Research from de Waal et al., Silo-Busting: Overcoming the Greatest Threat to Organizational Performance, confirms the point. The researchers found that 97% of companies reported silos negatively impact their performance. Yet, when silos get dismantled, and companies foster cross-functional collaboration (aka: bridges), they are 36% more likely to outperform competitors in terms of profitability​.

Molinaro’s metaphor of barn raising perfectly illustrates the point. “Like a barn raising, where the community comes together to build something significant, leaders need to unite their teams,” he says. If you don’t have everyone pulling together and collaborating, you’re stuck hammering alone on a frame that will never stand. The barn never gets built.
Leadership Characteristics That Build Strong Communities

Leaders who build strong communities also embody the traits that inspire trust to drive accountability. “True leaders build a high-accountability, high-community environment,” says Molinaro. “They’re not just focused on individual results—they care about their teams and the overall culture.”


In my experience, empathy goes a long way toward building that kind of culture. People need to know their leaders have their backs. As Molinaro points out, “Leaders must be community builders. They must care about the collective good, not just their own agenda.”


But it’s not just about empathy. Humility is critical, too.

Molinaro reminds us that “a humble leader is willing to admit when they’re wrong.” Leaders who admit mistakes foster trust and transparency. That’s leadership in action, not perfection.

And let’s not forget clarity—without it, accountability falls apart. “Clarity ensures that everyone knows what success looks like and how to achieve it together,” Molinaro explains. Clear direction means fewer fumbles and more focus.
Building a Community of Leaders to Drive Strategy and Culture

Molinaro believes in the power of developing leaders at all levels—not just the folks sitting in the corner offices.

“Leaders need to focus on developing other leaders at all levels. When everyone in the organization understands their role in driving strategy and culture, true accountability takes hold,” Molinaro asserts.

When you build a community of leaders, you’re not just making your team more agile—you’re creating a resilient, adaptable culture that’s ready for whatever comes next. “A community of leaders,” says Molinaro, “creates a culture that is resilient, adaptable, and primed for sustainable success.”

Ultimately, leadership accountability isn’t about finger-pointing or checking off responsibilities. Think of it as building a community of current and future leaders who thrive on shared purpose and collective effort.

Molinaro’s vision in Community of Leaders pushes us to rethink leadership as an act of building something together—where everyone has a role to play. As Molinaro reminds us, “We can only succeed together. Leaders create a lasting impact when they build a community that holds itself accountable.”

It's a real barn raising.

Watch the full interview with Vince Molinaro and Dan Pontefract on the Leadership NOW program below, or listen to it on your favorite podcast.

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4 Leadership Strategies For AI-Enabled Decision Making

In today’s fast-paced digital world, artificial intelligence (AI) has become a game-changer, offering leaders unparalleled opportunities to enhance decision-making processes. By leveraging AI, organizations can analyze data at scale, predict outcomes, and streamline operations like never before. However, successfully integrating AI into decision-making requires more than just technology—it demands strategic leadership. Here are four essential leadership strategies to help you navigate AI-enabled decision-making effectively.

1. Foster a Data-Driven Culture

To fully harness the potential of AI, leaders must cultivate a data-driven culture within their organizations. This involves:

• Promoting Data Literacy: Ensure your team understands the basics of data interpretation and how AI generates insights.
• Encouraging Collaboration: Break down silos and foster cross-functional teamwork to ensure data insights are shared and utilized effectively.
• Investing in Training: Provide employees with the tools and knowledge to work confidently with AI systems.

A data-driven culture empowers employees to embrace AI as a trusted ally in decision-making, making the organization more agile and informed.

2. Balance AI Insights with Human Expertise

While AI excels at processing vast amounts of data and identifying patterns, it’s the human touch that adds context, creativity, and ethical considerations. To strike the right balance:

• Use AI for Routine Analysis: Let AI handle repetitive and data-intensive tasks, freeing up your team to focus on strategic decisions.
• Apply Human Judgment: Rely on human intuition and experience for complex, ambiguous, or high-stakes scenarios.
• Encourage Critical Thinking: Train teams to evaluate AI-generated insights critically and challenge them when necessary.

Leaders who blend AI insights with human expertise create a decision-making process that is both efficient and well-rounded.

3. Prioritize Ethical and Responsible AI Use

AI systems are only as good as the data and algorithms behind them. To avoid pitfalls such as bias, privacy violations, and unintended consequences, leaders must prioritize ethical AI use:

• Establish Governance: Create clear policies and frameworks to oversee AI development and deployment.
• Monitor Bias: Regularly evaluate AI models for biases that could skew decision-making.
• Be Transparent: Communicate how AI decisions are made to build trust with employees, customers, and stakeholders.

Ethical AI practices ensure that technology serves the organization’s values and objectives while maintaining accountability.

4. Continuously Innovate and Improve

AI technology evolves rapidly, and leaders must ensure their strategies keep pace with advancements. This involves:

• Investing in R&D: Explore emerging AI tools and applications to stay ahead of the curve.
• Adapting Models Over Time: Continuously refine AI systems based on new data, feedback, and changing business needs.
• Tracking Results: Use KPIs to measure the impact of AI-enabled decisions and identify areas for improvement.

A commitment to innovation ensures that AI remains a competitive advantage, driving long-term growth and success.
Conclusion

AI-enabled decision-making holds immense potential, but its success depends on thoughtful and strategic leadership. By fostering a data-driven culture, balancing AI with human expertise, prioritizing ethics, and embracing continuous innovation, leaders can unlock the full power of AI to transform their organizations. Are you ready to lead the charge into the AI-driven future?

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3 Ways AI Is Redefining Leadership And Management

Artificial intelligence is no longer just a technological advancement—it is fundamentally reshaping the essence of leadership. Beyond streamlining operations, AI enhances decision-making, fosters innovation, and enables leaders to elevate their strategic vision. Rather than replacing human leadership, AI acts as a powerful force multiplier, enhancing leaders’ ability to drive impact, cultivate talent, and steer organizations toward the future.

A growing number of executives recognize AI’s potential to redefine leadership. According to a Korn Ferry survey, 37% of senior leaders believe that successful leadership will increasingly require human-AI collaboration—a figure that is bound to rise as AI capabilities evolve. Forward-thinking leaders are already integrating AI into their decision-making and organizational strategies, unlocking new levels of efficiency and insight. Here are three key ways AI is reshaping the leadership landscape.

1 - AI is Streamlining Execution and Enhancing Decision-Making

One of AI’s most immediate benefits for leaders is its ability to automate routine tasks and optimize decision-making. By handling administrative burdens such as scheduling, data aggregation, and reporting, AI allows leaders to redirect their focus toward high-impact initiatives. “It’s essential for AI platforms to remove barriers so founders and leaders can act faster and make smarter decisions,” explains Dalton Locke, Founder & CEO of PONO.AI. Tools like PONO exemplify how AI centralizes business operations and generates actionable roadmaps, empowering leaders to allocate their time and energy where it matters most.

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Mastering Communication Skills for Effective Leadership

Introduction:

In the world of leadership, one skill stands out as the cornerstone of success: communication. Whether you're managing a team, speaking to stakeholders, or building relationships, your ability to effectively communicate can make or break your leadership success. Leaders who excel in communication inspire trust, motivate action, and foster collaboration. In this post, we’ll explore the importance of communication skills in leadership and share actionable tips for improving them.

Why Communication Matters in Leadership

Effective communication is not just about conveying information—it's about influencing others, inspiring change, and creating an environment of openness and trust. Here are a few key reasons why communication is crucial for leaders:

Builds Trust and Rapport: Clear, open communication fosters trust and strengthens relationships within teams.

Motivates and Inspires Action: A leader’s words have power. The ability to communicate a vision can inspire teams to take action and move toward common goals.

Prevents Misunderstandings: Miscommunication can lead to confusion and mistakes. Good communication ensures clarity and reduces errors.

Encourages Feedback and Innovation: Open communication channels create a space for feedback, helping leaders and teams grow and improve.

Key Communication Skills Every Leader Should Develop

Active Listening: Listening is just as important as speaking in leadership. Active listening involves paying full attention to the speaker, understanding their message, and responding thoughtfully. This shows respect for team members and can uncover valuable insights.

Tip: Practice reflective listening by summarizing what others say to ensure you’ve understood correctly.


Clarity and Precision: Leaders must communicate complex ideas in a simple and understandable manner. Avoid jargon, and break down messages into clear, actionable points.

Tip: Use visual aids or examples when explaining complex concepts to ensure clarity.

Empathy: Great leaders understand the emotions and needs of their team members. Empathy in communication helps leaders connect with their teams on a deeper level, fostering a supportive work environment.

Tip: Ask open-ended questions that invite team members to share their thoughts and feelings.

Non-Verbal Communication: Communication goes beyond words. Your body language, facial expressions, and tone of voice all send powerful messages. As a leader, being aware of your non-verbal cues can enhance your message and build trust.

Tip: Maintain eye contact, use an open posture, and be mindful of your tone when speaking.

Adaptability: Not all communication is one-size-fits-all. A great leader knows how to adjust their communication style based on the audience and situation. Whether you’re speaking to a team of colleagues or addressing a large group of stakeholders, adaptability is key.

Tip: Be flexible in how you communicate—some situations may require a more formal tone, while others may call for a casual, approachable style.
Improving Your Communication Skills

Seek Feedback: Ask for feedback on your communication style from trusted colleagues or mentors. Understanding how others perceive your communication can help you identify areas for improvement.

Practice Public Speaking: To improve verbal communication, practice public speaking. Whether it’s giving a presentation or simply speaking up in meetings, the more you practice, the more confident and effective you’ll become.

Read and Write Regularly: Reading books, articles, and essays enhances your vocabulary and writing skills, while writing regularly helps you organize your thoughts and express ideas clearly.

Learn Conflict Resolution: Conflicts are inevitable in any organization. Leaders who can communicate calmly and constructively during conflicts often emerge as stronger leaders, as they can guide teams through challenges with grace and poise.
Conclusion:

In leadership, communication is the bridge that connects vision with execution. The most effective leaders are those who master the art of communication, whether in one-on-one conversations, team discussions, or public presentations. By developing key communication skills like active listening, empathy, clarity, and adaptability, you can become a more influential and impactful leader.

Remember, great leadership starts with great communication. Make an effort today to hone these skills, and watch your leadership effectiveness soar.

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20 Leadership Strategies For Revenue Growth

 

HR leaders play an important role in driving revenue growth for their organizations. Hiring and onboarding the right people can unlock significant value and optimize a company's overall performance to ensure it's well-equipped to meet future challenges.

Here, 20 Forbes Human Resources Council members discuss various strategies HR leaders can implement to transform their practices to achieve better financial outcomes. These strategies can improve your workforce’s productivity and encourage innovation while helping increase revenue.

1. Encourage Continuous Learning

HR Leaders can help by creating a culture of continuous learning that fosters growth and development leading to retainment. Leaders can also ensure roles and responsibilities are clearly defined, so functions have a strong understanding of objectives aligned with the larger business strategy to get the right work done efficiently.

 
2. Provide Incentives To Motivate Employees

Developing competitive compensation and rewards programs is essential for attracting, retaining and motivating top talent. HR leaders can conduct market research to ensure that salary and benefits packages remain competitive, while also introducing performance-based incentives and recognition programs to incentivize exceptional contributions and drive revenue-focused behaviors.

3. Invest In Employees

Leaders can boost revenue by investing in employee development, aligning goals, fostering a positive culture and optimizing workforce planning while promoting diversity and inclusion.

 
4. Prioritize And Empower Leadership

Leading other people is one of the most important drivers of growth. People teams should see it as their most critical task to empower managers to be great leaders of their teams. Cultivating a culture where leadership is accurately prioritized is tough, and giving leaders the guidance and support they need is crucial for success. Most managers aren't even good but have the capacity to be great.

5. Focus On Strengthening Your Workforce

The people of any organization—their collective spirit, thoughts, passions and experiences—are one of the main competitive advantages organizations have. Their collective work in creating a work environment can increase engagement, productivity, innovation and retention while minimizing workplace disruptions and creating a greater synergy that will translate to satisfied clients and more revenue.

 
6. Create An Open And Safe Environment

Leaders can have an immense impact on the growth of an organization by nourishing a company culture that creates a safe space for everyone to share accountability and contribute to innovation. If leaders are intentional in creating psychological safety in the organization, then inclusiveness, humility and working towards a common goal come naturally and form the building blocks of growth.

 
7. Offer Opportunities For Employee Training

Leaders can enhance revenue by investing in employee training programs. For instance, a medical device company can boost revenue by offering in-depth product and competitive landscape training. This equips sales reps to better understand and address customer needs, leading to increased sales and revenue as the team becomes more effective at positioning and selling the company's products.

 
8. Gain A Deep Understanding Of Your Business

Understand how your business operates; not just at face value—but deeply. Know how you go to market and how you generate demand and convert it to sales. Understand how your business supports its customers. This lets you unlock the power that comes from the HR/People knowledge you have and marry it to a strategic understanding of the business. This combination can make you unstoppable.

9. Establish Trust With Your Team

One key to becoming a great leader and getting the best out of the people is building trust. When your team trusts you, they will give you honest feedback and go the extra mile. Too many leaders start with a focus on tasks (getting things done) and forget the importance of building relationships. Trust is critical, and you can earn trust by being reliable and having a high say/do ratio.

 
10. Link Talent Development With Business Goals

Investing in employee development means more than just providing training. Leaders must ensure that their talent development strategies are intrinsically linked to the organization's strategic business goals. By doing so, they can create a symbiotic relationship where employee advancement and organizational success go together.

 
11. Know What Drives Your Organization

Depending on the organization, different factors can have the greatest impact on employee productivity. In our research, we have seen that in some cases, it can be access to the necessary tools and technologies to do one's work, while in others, it's a manageable workload and overall well-being. It's important for leaders to understand the main drivers in their organization and focus on those.

12. Make Training A Necessary Evil

Many organizations do not appreciate the revenue benefits that training and mentoring provide. Employees who are well-trained and knowledgeable about the company and their responsibilities will increase their overall efficiency and productivity. Fostering an ongoing learning environment leads to increased revenue and, if managed correctly, increased profits.

 
13. Seek Input From Employees

Engage employees and create an environment where employees feel comfortable bringing new ideas forward. Hiring people who are forward thinkers, innovative and embrace new ideas is always a first start. Leaders should get their employees energized by little things such as sending out emails with the latest in technology or by seeking out their advice on how to improve areas of the organization.

 
14. Encourage Risk-Taking

Encourage employees to be creative and take risks. How many times will people "fail" before they find the next great idea? If leaders encourage an environment where people feel comfortable failing, then they may have more innovation and new ideas that are successful than if people were not given the chance to create. If the ideas are successful, they can lead to increased revenue.

15. Promote Growth Opportunities

From an HR perspective, leaders can add value and grow revenue by investing in employee development and engagement. By creating growth opportunities, recognizing achievements and fostering a positive work environment, they enhance job satisfaction and productivity. Engaged employees are more likely to innovate, exceed customer expectations and contribute to the organization's bottom line.

 
16. Engage Your Employees

In a service company, where the product is its people, investing in your employees is investing in your revenue strategy. Recruitment, employee development, performance management and employee engagement all become revenue drivers. Investing in your people is essential to maximizing employee potential and driving business success.

 
17. Champion Equitable Hiring And Growth

Become the person who pushes for more equitable hiring practices and development opportunities. Employees want to feel heard, supported and like their leaders are invested in their success. These are drivers of engagement and retention, not to mention hallmarks of good leadership. Be vocal about your support of a better workplace for all.

 
18. Challenge Silos To Improve Organizational Efficiency

HR leadership has the ability to look across the organization and see past departmental and divisional silos. Challenging the organization to think outside the conventional span of control with regard to synergies, secondary value creation and goal alignment can yield improvements in resource usage efficiency, EBDA objectives and revenue optimization.

19. Set Employees Up For The Future

Leaders need to focus on building a legacy of future leaders. This involves proper mentoring and departmental succession planning. When leaders practice this, efficiency is increased. There is invested ownership of processes, colleague support in achieving goals and productivity is maximized as team members assume leadership qualities well before being promoted—adding value to the overall output.

 
20. Embrace Holistic Management

Leaders should embrace a multifaceted approach to corporate and operational management that prioritizes ongoing enhancement in all areas of the organization, including HR management. In this scenario, achieving stable results in operational and people excellence would significantly impact fostering a diverse culture that empowers employees, ultimately leading to a rise in revenue.

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Top 10 Leadership Traits Every Manager Should Master

1. Visionary Thinking

Great leaders have the ability to see the bigger picture and set a clear vision for the team. They inspire others by outlining long-term goals and providing a roadmap for success, ensuring everyone stays aligned with the organization’s mission.

2. Effective Communication

Communication is the cornerstone of strong leadership. Managers must convey ideas clearly, listen actively, and foster open dialogue to build trust and ensure that team members understand their roles and responsibilities.

3. Emotional Intelligence (EQ)

Understanding and managing emotions is vital for building strong relationships. Leaders with high emotional intelligence are empathetic, self-aware, and capable of resolving conflicts constructively, creating a harmonious work environment.

4. Decisiveness

A good manager makes informed and timely decisions, even under pressure. Decisiveness shows confidence and helps the team move forward without unnecessary delays or confusion.

5. Adaptability

In today’s rapidly changing work environment, adaptability is essential. Strong leaders embrace change, remain flexible, and guide their teams through transitions with resilience and optimism.

6. Integrity

Trustworthy leaders act ethically and uphold their values, serving as role models for their teams. Integrity fosters a culture of honesty and accountability, which is critical for long-term success.

7. Problem-Solving Skills

Managers are often tasked with overcoming challenges. Exceptional leaders analyze problems, evaluate solutions, and implement strategies effectively to ensure that obstacles do not hinder progress.

8. Empowerment

Great leaders empower their team members by delegating responsibilities, providing resources, and encouraging autonomy. This boosts employee confidence, engagement, and productivity.

9. Conflict Resolution

Conflict is inevitable in any team setting. Effective managers address disputes promptly and fairly, ensuring that disagreements are resolved in a way that strengthens relationships and maintains team morale.

10. Continuous Learning

Leadership requires ongoing development. Managers who stay curious, seek feedback, and embrace lifelong learning inspire their teams to do the same, fostering a culture of growth and innovation.


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Unlocking the Leader Within: How Anyone Can Inspire Change

Unlocking the Leader Within: How Anyone Can Inspire Change

Leadership isn't a title or a position—it's a mindset and a skill set. Whether you're leading a global team, a community project, or simply striving to inspire positive change in youshior daily interactions, the potential to lead lies within all of us.

1. Understanding Leadership: It's About Influence, Not Authority

Leadership is less about commanding and more about inspiring. Great leaders empower others by fostering trust, listening actively, and encouraging collaboration. When you recognize that leadership is about influence, you'll realize you don't need a title to make an impact.

2. Self-Awareness: The Key to Authentic Leadership

Unlocking the leader within starts with self-awareness. Reflect on your strengths, weaknesses, values, and passions. What drives you? What kind of change do you want to see? Authentic leadership stems from understanding and embracing who you are.

3. Cultivating a Growth Mindset

True leaders see challenges as opportunities to learn and grow. By adopting a growth mindset, you can turn failures into stepping stones and encourage those around you to do the same. Embrace continuous learning and remain open to new perspectives.

4. Building Emotional Intelligence

Leadership thrives on emotional intelligence—the ability to understand and manage your own emotions while empathizing with others. Developing EQ helps you communicate effectively, resolve conflicts, and build strong, trust-based relationships.

5. Taking Initiative: Small Steps Lead to Big Impact

You don’t need to wait for the perfect opportunity to lead. Start small: volunteer for a new project, mentor a colleague, or advocate for a cause you're passionate about. Leadership begins when you take the first step toward making a difference.

6. Inspiring Others Through Vision and Action

Leaders inspire change by articulating a clear vision and taking action to realize it. Share your ideas confidently, and back them with consistent efforts. When people see your commitment, they're more likely to follow your lead.

7. The Ripple Effect of Leadership

One of the most rewarding aspects of leadership is its ripple effect. By empowering others, you create a chain reaction of positive change. Whether it’s in the workplace, your community, or your personal life, your actions can inspire others to step up and lead.

Conclusion: Leadership Is Within Your Reach

Everyone has the potential to be a leader. By embracing self-awareness, cultivating emotional intelligence, and taking initiative, you can unlock the leader within and inspire meaningful change. Remember, leadership isn’t about perfection; it’s about progress and the courage to make a difference.

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Why adaptability is the real key to successful leadership

In today’s digital age, we’ve encountered all the buzzwords about what it takes to become an exceptional leader—tenacity, determination, authenticity—the list goes on. We all know and swear by psychologist Angela Duckworth’s iconic book, aptly named Grit.

But I want to articulate a subtle nuance about the word most often used to describe exceptional leaders: resilient. Resilience is important. It’s the trait that lets you survive like a cockroach, navigating through the toughest of times, and emerging intact on the other side. However, during tumultuous periods or rapidly evolving markets—such as today’s AI-driven landscape—resilience alone isn’t sufficient. The trait that surpasses resilience is adaptability.

Adaptability is paramount to true leadership success. It means not just surviving but transforming—starting as a butterfly and emerging as a dragon. Charles Darwin captured this idea perfectly when he said, “It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” While resilience helps you weather the storm, it is adaptability that empowers you to harness its energy and steer towards unprecedented growth. It’s about thriving amidst chaos and evolving into your most formidable self. Let’s discuss some examples of resilience in action.

 
Strengthen your mental armor
Olympic athlete
Who better to discuss mental toughness with than an Olympic athlete who trained in sub-zero temperatures to launch herself from mountain peaks at speeds of 100 miles per hour? Echoing Olympic gold medalist Lindsey Vonn’s words on my podcast, “By the end of my career, I was physically less than half the athlete I used to be—but mentally, I had become three times the athlete I was before.”

Vonn’s athletic career was far from smooth. She faced numerous setbacks and serious injuries that most people could not endure, but her mom instilled in her the importance of finding positivity in any situation. She credits this attitude for enabling her to build the mental fortitude needed to push her forward.

From a very young age, she decided she wanted to be the greatest ski racer of all time. Once you have set a goal, remember to always look towards that north star when you’re dealing with a challenge and ask yourself: How can I reframe this situation as an opportunity to get closer to my goal? Setbacks are inevitable. Change is inevitable. Vonn’s ability to reframe adversity and use it as an opportunity for growth is a powerful lesson in a differentiated kind of leadership and adaptability.

 
Build a 5-year working plan

When I work with founders in the early stages of building their companies, I emphasize the importance of codifying both short-term and long-term plans. The most successful leaders and entrepreneurs I know are those who can clearly articulate their vision and have established a 5-year roadmap to achieve their goals. These plans will change and evolve—if not daily. But when problems inevitably arise, a 5-year plan allows you to quickly contextualize new information and ask yourself again: How can I continue advancing my 5-year plan in this moment?
In sports, we’re taught to see the whole field—to lift our heads and capitalize on any missteps from our opponents. The same principles apply in business. When you know where you want to go and can see the landscape ahead (a business plan), you can actually take advantage of a crisis—not just withstand it. You can swiftly execute your next steps and hone your adaptability at a pace that those without a long-term plan simply cannot match.

 
Master composure amidst chaos

As we all know, success never happens in isolation. You may be a leader within your business, but your team supports every move you make. In times of uncertainty, the most adaptable leaders can inspire their team to be the best version of themselves and help them to navigate stress with poise.

How can you do this? The first step is to lead by example. When I sold my first business, LearnVest, it just so happened to coincide with the same week of my first child’s due date (we sold on a Wednesday and I went into labor literally that weekend).


At that point in my life, nothing could have prepared me to manage such profound change in such a short amount of hours. But during that period, I discovered a new version of myself that I had not yet harnessed: a sixth gear turned on that was exceptionally calm, clear-headed, and maniacally detailed through a major challenge.

I allowed the stress to activate my abilities, not weaken them. I tightened the gears operationally, and strategically, and refocused my attention to think critically about each decision we made. I found confidence through our preparation and the entire team’s work ethic.

Much like Lindsey Vonn’s approach, we remained laser-focused on our mission. Adaptable leaders quiet the noise of doubt or distraction and focus on the avenues that lead them to their goals—not the roadblocks they must overcome to get there.

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Workshop: Project Management Fundamentals

 

Introduction to Project Management

Project management is the application of knowledge, skills, tools, and techniques to project activities to meet project requirements. This section introduces the core concepts of project management, including its importance in achieving organizational goals and delivering value. It also explores the key characteristics of a project, emphasizing how projects differ from routine operations.

Understanding the Project Lifecycle

The project lifecycle is the foundation of effective project management. It consists of distinct phases: initiation, planning, execution, monitoring and controlling, and closure. Each phase plays a crucial role in guiding a project from conception to completion. Participants will learn how to navigate these phases and understand their interdependencies.

Roles and Responsibilities in Project Management

Successful projects require effective collaboration among team members. This section outlines the roles of project managers, team members, stakeholders, and sponsors. Participants will gain insights into how these roles contribute to the overall success of a project.

Key Project Management Processes

Project management involves several key processes that ensure efficiency and effectiveness. These include scope management, time management, cost management, quality management, risk management, and communication management. This segment provides a high-level overview of these processes and their significance in project delivery.

Tools and Techniques for Project Management

Various tools and techniques can enhance project management practices. This section introduces tools such as Gantt charts, critical path analysis, and project management software. Participants will learn how to use these tools to improve planning, scheduling, and tracking.

Challenges in Project Management

Managing projects is not without challenges. This section discusses common obstacles such as scope creep, resource constraints, and stakeholder misalignment. Practical strategies for overcoming these challenges will be provided to help participants build resilience and adaptability.

Best Practices and Case Studies

This section explores best practices in project management, drawn from real-world examples and case studies. Participants will analyze successful projects and identify the factors that contributed to their success. Lessons learned from failed projects will also be highlighted.

Conclusion and Next Steps

The workshop concludes by summarizing the key takeaways and encouraging participants to apply the concepts and techniques learned. Resources for further learning and professional development in project management will also be shared.

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4 leadership trends to watch in 2025

If you think the world is changing faster than ever before, you’re probably right. According to Accenture, the rate of change in businesses has accelerated 183% since 2019—and 33% in just the last year. As the saying goes, change has never been this fast, and will never be this slow again.

Hybrid workplaces, AI transformation, global conflicts, and increased polarization have all contributed to the breakneck pace of change. It’s not surprising many leaders are experiencing whiplash. A staggering 71% of CEOs suffer from imposter syndrome, as they’re being required to tackle challenges they’ve never been trained for.

With so much change in the business world, which issues will rise to the forefront for leaders in 2025? Here are four leadership trends to watch.

Leadership trend: Continue to invest in DEI but call it something else

With the recent election of Donald Trump as U.S. President, many are worried that diversity, equity, and inclusion (DEI) initiatives will come under even more intense fire than they did following the 2023 Supreme Court ruling on affirmative action. 

Although these concerns are valid, it’s important to recognize that not all organizations slashed their DEI budgets in response to the Supreme Court ruling. In a 2024 Littler survey, 57% of executives said their organizations expanded their DEI commitments, and 36% have maintained their efforts, while just 1% reported a significant decrease. DEI spending isn’t growing at the same explosive rate as in 2020, but it’s still growing.

Because of legal concerns and political backlash, however, many firms maintaining or expanding their DEI commitments have started calling it something else. For example, “inclusive leadership,” or just good leadership. We predict this leadership trend will increase in 2025, with DEI woven into the fabric of leadership rather than considered a separate concept.

According to the NeuroLeadership Institute’s DEI Impact Case, there are three actions organizations can take to maintain their investments in DEI, no matter what they’re calling it: 

• Prioritize diversity by aligning it with specific business goals.
• Habituate inclusion through targeted learning and performance tools that integrate it into daily practices.
• Systemize equity by examining policies and procedures to embed and sustain fairness throughout.

With a science-based approach, leaders can build DEI programs that are legally compliant and strategically beneficial, as well as being the right thing to do.

Leadership trend: Decide on hybrid work

In the past few months, several large organizations have announced that their employees will soon be required to return to the office five days per week. In the third quarter of 2024, 33% of companies required workers to be in the office for five days, up from 31% in the second quarter. Notably, this ends a streak over the previous five quarters, when the rate had steadily fallen. 

We think that 2025 will be a year of reckoning for companies to make a long-term decision on hybrid work. After experimenting with flexible remote policies for the past five years, many organizations are going to double down on where and how they want their employees to work—and face the consequences, one way or the other. 

Although it may seem logical to go back to the office full-time, research suggests clear advantages to a hybrid workplace. For example, a study published in the journal Nature in 2024 showed that hybrid work at the company Trip.com did not affect productivity or performance—but it did reduce the quit rate by one-third, saving millions of dollars on recruitment and training.

Our research indicates that, although connections among colleagues often increase when everyone’s in the same building, other connections—with leaders, employers, and roles—can suffer, causing return-to-office policies to backfire. That’s one reason we recommend a four-part approach to hybrid work that maximizes the benefits of time together while preserving employees’ sense of autonomy.

Leadership trend: More caution about AI

The first wave of GenAI implementation was characterized by broad enthusiasm and hype. Leaders saw opportunities to revolutionize the way they do business, eliminating monotonous tasks while providing data-driven insights, increasing efficiency, and boosting innovation. In the second wave, they began experimenting with GenAI and implementing it on a wide scale within their organizations.

Now, in the third wave, leaders are seeing both challenges and opportunities with the technology, and they’re trying to think strategically about the path forward. They’ve uncovered problems, such as AI hallucinations and bias. They’ve also recognized the issue of overreliance on GenAI and the need to train employees in discernment. 

We’re learning that GenAI can make people more or less creative, depending on how they use it, which has major implications for innovation. A recent study showed that although GenAI increased creativity in writing short stories for those who struggle with it, the technology reduced the diversity of novel ideas generated. In other words, GenAI-assisted stories were more similar to each other than stories generated by humans alone, which foreshadows a dangerous regression to the mean.

Moreover, an overreliance on AI can prevent people from having their own insights. We’ve studied the process of insight generation in the brain, finding that the strength of insight correlates with the motivational drive to act on the insight. Therefore, if AI has insights for us, it’s robbing us of one of our greatest sources of motivation.

In 2025, leaders will pause and exercise greater caution in their use of AI, figuring out how to use technology as a tool to make the workplace more human and creative, not less.

Leadership trend: Take civility seriously

In the wake of a contentious U.S. election, leaders realize now is the time to address an alarming rise in workplace incivility. The Society for Human Resource Management (SHRM) estimates that incivility in the workplace costs U.S. organizations $2 billion total per day. “On average, after an individual experiences an act of incivility at work, it takes them 31 minutes to recover. That impacts productivity,” said Johnny C. Taylor Jr., CEO of SHRM.

We define workplace civility as a set of shared everyday behaviors involving politeness and regard for others. Civility is demonstrated through manners, courtesy, and general awareness of others’ rights, concerns, and feelings. We don’t have to agree with our colleagues on every issue (and we won’t), but we do need to express our own opinions and respectfully acknowledge those of others. 

Acts of incivility can range from minor infractions, like interrupting, failing to share credit, or speaking condescendingly, to more malicious acts, such as ignoring others, public shaming, and emotional putdowns. Regardless of the severity, incivility harms others and prevents them from doing their best work.

Leaders will lean into civility in 2025. Our research recommends instilling three habits of civility:

• Notice our own reactions
• Inhibit automatic responses
• Communicate cleanly

Amid conflict, these habits help employees re-engage the thinking part of their brain and communicate more constructively.

In a time of rapid change in all facets of life, leaders must find ways to tune out the noise and focus on the issues most critical to their organizations. By prioritizing and thinking deeply about these issues, leaders can meet challenges head-on and turn them into opportunities. 

In the words of Littlefinger in the fantasy series Game of Thrones, “Chaos is a ladder.” Astute leaders will see opportunities where others don’t and help their organizations climb to new heights.

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SAP Private Cloud Empowers Diriyah’s Digital Transformation

 

Diriyah Company’s adoption of SAP Private Cloud solutions underscores its commitment to modernizing operations and supporting Saudi Arabia’s ambitious digital transformation.

As the visionary force behind Diriyah, a sprawling 14-square-kilometer cultural and lifestyle hub, Diriyah Company has implemented SAP Private Cloud solutions to optimize its operational framework. This strategic initiative enhances efficiency, supports data-driven decision-making, and establishes a technology infrastructure designed to evolve with future demands. The deployment represents a pivotal step in the broader vision of transforming Saudi Arabia into a global leader in culture and tourism.

Diriyah’s collaboration with SAP aligns with the Kingdom’s digital transformation strategy, a key component of Vision 2030. This national initiative seeks to diversify the economy by advancing technology and innovation across various sectors. By leveraging SAP’s expertise, Diriyah Company reinforces its role in driving forward Saudi Arabia’s technological ambitions.

The Role of SAP Private Cloud in Diriyah’s Success

SAP Private Cloud solutions provide Diriyah Company with a centralized, scalable platform to oversee its operations. This includes specialized modules tailored to the real estate sector and SAP SuccessFactors, which enhances human resource management. The inclusion of SAP Ariba streamlines procurement processes, while the SAP Business Technology Platform enables advanced application development, data analytics, and process automation. These solutions collectively empower Diriyah Company to handle the complexities of one of the largest urban development projects in the world.

Key leaders involved in this transformation emphasized the initiative’s value. Jerry Inzerillo, Group CEO of Diriyah Company, expressed that the integration of SAP’s solutions aims to create an enriched experience for all stakeholders, including residents, visitors, and business partners. By adopting a robust cloud-based infrastructure, Diriyah Company strengthens its ability to deliver world-class services and adapt to evolving requirements.

Michael Ibbitson, CTO of Diriyah Company, highlighted the flexibility and scalability of the SAP Private Cloud. He noted that hosting the platform within Saudi Arabia ensures compliance with local regulations while enhancing operational agility. This capability is particularly vital given the project’s scale and ambition.

SAP’s Commitment to Saudi Arabia’s Growth

SAP has been instrumental in supporting Saudi Arabia’s digital transformation, particularly in critical sectors like real estate, tourism, and public infrastructure. The partnership with Diriyah Company reflects SAP’s broader commitment to advancing the Kingdom’s Vision 2030 goals.

Hans-Peter Fülle, Chief Business Officer for SAP EMEA, emphasized the importance of aligning technological advancements with visionary development. He noted that integrating multiple SAP solutions enhances operational efficiency and positions Diriyah as a benchmark for future projects. SAP’s involvement in Diriyah is a testament to its dedication to fostering innovation across Saudi Arabia.

Beyond Diriyah, SAP’s role in the Kingdom includes partnerships with public and private entities to enhance digital capabilities. Solutions such as GROW with SAP and the SAP Business Technology Platform have been instrumental in modernizing business processes and promoting sustainability. These efforts reflect SAP’s strategy of driving digital transformation on both organizational and national scales.

Diriyah Company’s adoption of SAP Private Cloud solutions sets a precedent for future urban development projects in Saudi Arabia and beyond. The seamless integration of advanced technology positions the company to navigate the challenges of managing a high-profile cultural and tourism destination.

As Saudi Arabia continues its rapid transformation, Diriyah Company’s efforts demonstrate the potential of combining technological innovation with visionary planning. With SAP’s support, the company is poised to deliver an exceptional experience that aligns with the Kingdom’s aspiration to become a global cultural hub. This milestone underscores the growing significance of digital solutions in shaping the future of urban development and cultural preservation in Saudi Arabia.

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