By Beth Porter, Four Corners Broadcasting Purpose-driven leadership and organizational identity used to be mainly for non-profit organizations. Running a business meant the bottom line, and profit dollars were the defining criteria of success. Sure, there’s a mission statement, but that defines how a business is going to make money. Company leaders made decisions that might be good for the bottom line, but negatively impacted employees, the environment or their communities. In one of my Leadership La Plata classes, I was introduced to the 3-P bottom line: a mission that strives to balance People, Planet and Profit. I was entranced by this idea, where every decision and action are weighed against how it will affect employees, the environment, as well as how it will impact profit. One of the 5 top trends identified by FORBES magazine in their article, “The Top 5 Leadership Trends that will Drive success in 2024” is Purpose-driven leadership. This means a company that aligns organizational goals with a broader sense of purpose and societal impact and leaders who prioritize values, ethics, and social responsibility in their decision-making. Some of the defining qualities of this leadership style include:
Some of the benefits of purpose-driven focus: Attracting, engaging, and retaining talent. Today’s work force, especially younger generations, looks for meaning in their work. Purpose can be of greater import than their financial compensation. Leaders who can communicate a sense of commitment to shared values help employees and other stakeholders to develop and maintain satisfaction with their efforts and with the organization. Ways to communicate purpose to employees:
Enhanced brand reputation As the world reads headlines of crisis after crisis, from natural to financial to political, business leaders are realizing that market value and brand reputation are becoming more closely connected. Brand value is enhanced by illustrating integrity through societal purpose, which in turn attracts more business opportunities. Studies show that companies employing and living purpose-driven leadership gain market share faster and grow on average three times faster than their competitors. Yes, consumers look at product quality and value for the purchase price. But they are becoming much more sensitive to doing business with companies that share their societal values. Increased Innovation When employees embrace and understand how their actions fulfill the company’s purpose, they become inspired to problem-solve, which by its very nature is innovation. When they get the “big picture,” they look beyond short-term sacrifices and keep working toward that larger than them, world changing shared goal. The true power of purpose-driven leadership is that defining how the company delivers value to the greater good inspires employees at every level to do their best work, and to feel energized while doing it. Prosperous companies have well-defined values, not a total focus on financial metrics, which guide their businesses. Looking for an immersive experience in leadership development or to develop leadership skills for a team member? Consider Leadership La Plata this year. Check out www.LeadershipLaPlata.org for more information. Monthly Sponsor: Beth Porter is the Senior Marketing Consultant with Four Corners Broadcasting and an alumni of Leadership La Plata Class of 2015-2016.
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The Art of the Pivot: Adaptive Leadership Tools to Respond to Challenges and Exploit Opportunities.3/11/2024 By Beth Porter, Four Corners Broadcasting Unknown interest rates and scarcity of traditional business loans. New technology. Increasing competition in the marketplace. Supply chain issues. Attracting and keeping talent. Successful leadership has always been a balancing act between maintaining the course and navigating change. However, in today’s business climate, navigating constant, unpredictable change seems to be the norm. Adaptive leadership not only provides solutions to challenges, but it also sets up a culture where the company is always on the lookout for new opportunities for growth and innovation. Adaptive leadership is all about the pivot. It is one of the 5 leadership trends Forbes magazine has identified for 2024. Adaptive leadership is characterized by:
Besides developing skills to keep a business afloat when facing a challenge, Adaptive Leadership creates the ability to exploit opportunities for growth and innovation. A recent advice article in LinkedIn outlined several components of Adaptive Leadership. Diagnose the challenge Challenges can be technical or adaptive. Technical challenges can be resolved using existing skills, technologies or resources. They are often mechanical and can be resolved by pre-existing experts, within or outside your organization. Adaptive challenges are vague, and more difficult to diagnose. There are no experts or pre-defined strategies to deal with them. They can involve company culture, mindsets, behaviors or values. These are the situations where the leader and team members must embrace creativity and innovation, possibly going where no one has gone before. It’s both exciting and nerve-racking! Examine the challenge to decide which type you are dealing with. Mobilize stakeholders It usually takes a team to successfully address a challenge. A good leader knows their role is to identify the issue, communicate the situation, and rally the major stakeholders involved. Emotional intelligence is a must, knowing how to build trust and promote quality relationships. Experiment with solutions One of the hallmarks of an adaptive challenge is that no one, from leadership down, has the answer or possibly even the skills to apply immediately. These circumstances require accepting that growth, new skills and different strategies may be the only solution. There’s no looking to past situations to find the answer. During the brainstorming and research phases, it might be enticing to pursue the first reasonable solution that comes up. But the best solution usually requires creativity AND testing. Generate scenarios and test ideas. Gather and analyze feedback and results, then put the plan into action. Learn from the outcomes Adaptive leadership is ongoing. Once you’ve implemented a plan, continue to monitor the outcomes. In today’s environment, part of the success of solving this morning’s challenge is to apply those lessons to this afternoon’s situation! Measure and evaluate. Identify what worked and what didn’t. Take the time for a group debrief of lessons and insights. Manage yourself As we’ve all learned over the past few years, constant adaptation is difficult for most of us. It is demanding and draining. Be sure to take time for yourself and to watch your team for burnout. Develop others Adaptive leadership includes a healthy dose of mentorship, supporting and developing skills needed, and determining the capacity of your team. This includes delegating, distributing authority to team members, recognizing and rewarding effort and success. Challenges in this management style:
Successful leadership and the ability to pivot really is a team sport in today’s business. While it may take some deep personal work to let go of the “Captain of the Ship” mentality, adaptive leadership offers a real opportunity to develop and motivate a team, maximize everyone’s skills and creativity, and create a culture of trust and resilience. All of which can help your company identify and weather changes, while recognizing and exploiting opportunities for growth and innovation. Looking for an immersive experience in leadership development or to develop leadership skills for a team member? Consider Leadership La Plata this year. Check out www.LeadershipLaPlata.org for more information. Monthly Sponsor Beth Porter is the Senior Marketing Consultant with Four Corners Broadcasting and an alumni of Leadership La Plata Class of 2015-2016.
By Beth Porter, Four Corners Broadcasting Along with most everyone else, I started working remotely in 2020. As an introvert, it suited me. In the years since, I’ve adopted a bit of a hybrid work environment. Granted, my office is only 8 minutes away, so I guess you could say it’s more work-from-home than remote. In casual conversation with others, many of us are appreciating the work-life balance that this method of officing fosters. Leaders are embracing remote or hybrid work environments and the healthy work-life balance it can promote. However, leaders face new challenges managing these new types of teams. COMMUNICATION AND TEAM BUILDING Team building is a huge hurdle. Luckily, technology and structure help with communication and creating new ways to build and track team work product. While face-to-face is best in any circumstance, and is the first to suffer in a remote environment, there are solutions. Choosing the right technology is paramount to keeping those lines open and productive. A recent article in Forbes magazine had three recommendations:
If your team is within striking distance geographically, ensure there are opportunities for face-to-face interactions. These can be on a professional footing, with occasional in-person meetings or team projects, or social with out-of-office events. HIRING New skills become a priority when looking for new hires. The ability to communicate well in a virtual environment is one of them. Use a conference interview to help demonstrate how well an individual will do in remote meetings. A series of back and forth emails help you to evaluate written communication skills. Can the individual self-manage? One thing the pandemic taught us is some employees just don’t do well out of the traditional collocated office environment. Qualities that demonstrate the ability to self-manage include:
MANAGING PRODUCTIVITY In these new work models, how do you track productivity and work product? Time spent in the office or observed activity no longer suffice. Managers must focus on outcomes, and need to set clear expectations. Luckily there are documenting digital platforms that can help track work and productivity. ERGONOMICS Lastly, while working remotely can be as simple as providing a laptop, internet connection and remote access software, there are other considerations to giving employees the support they need for optimal productivity. That support could be literally physical: help with creating comfortable spaces including ergonomic office furniture and computer accessories and video call equipment. Whether or not we’re comfortable with the new office arrangements fostered by the pandemic, it does seem to be a huge trend for at least the near future. With just a few tweaks and a big help from technology, leaders can reap the benefits and successfully traverse the obstacles. Looking for an immersive experience in leadership development or to develop leadership skills for a team member? Consider Leadership La Plata this year. Check out www.LeadershipLaPlata.org for more information Monthly Sponsors: Beth Porter is the Senior Marketing Consultant with Four Corners Broadcasting and an alumni of Leadership La Plata Class of 2015-2016. Forbes article: the Top 5 Leadership Trends that will Drive success in 2024: https://www.forbes.com/sites/brentgleeson/2024/01/02/the-top-5-leadership-trends-that-will-drive-success-in-2024/?sh=257091393da0
By Beth Porter, Four Corners Broadcasting Happy New Year! Out with the old, in with the new! Before we all go charging into 2024 with new ideas about leadership and teamwork, let’s take a moment to reflect on the year just past. Cataloging our triumphs…and examining our defeats…reinforces our strengths and informs our weaknesses. There is great value in revisiting those leadership attributes that have led to success. Instead of starting with a clean slate, let’s build on our past achievements, our skills and knowledge base, our hard-won wisdom. As you look back on 2023, what were the major projects or improvements you and your team tackled this past year? Which were successful? Take a deep dive to identify the whys of those successes. Add your own success qualifiers to fully understand what your team and you as a leader bring to the table for 2024. Here are some items to get you started:
What were the leadership highlights?
Now take the time to evaluate the team. What skills or attributes did each team member bring to the project that led to success? How could they work better together? If you need to add to the team, either to grow it or to replace someone, what are the key skills and personality traits you want to fill that position with regards to the rest of the team? The results of this deep dive give you a template for future projects. Of course, areas that need improvement probably came to mind during this exercise. Note those as well. Think about the team you have going forward. Which of their skills are underutilized? Can an individual or the team as a whole benefit from new resources? Training? Shifting their position or responsibilities? If, like so many of us, you need to fill a position, what are the skill or personality gaps? This immersive review gives you an idea of the areas you need to improve upon, and as an added bonus, gives you a dynamic basis for individual team member reviews. Before tackling how to improve in the coming year, give yourself the time and space to appreciate everything you are. This has become my morning mantra, paraphrased from “Undeniably Fierce Morning Manifesto” by Jennifer Ransaw Smith, founder of Personal Elevation Lab: Bring your full self to the world. Think of your stories. The countless wins. Those dues you’ve already paid. You are undeniably fierce! There is no one else who has the exact mixture of talent, skills, education, experience, creativity, successes, failures, background, life perspective or je ne sais quoi. You are an undeniable asset to every team, project and organization. Know your worth and except nothing less from the universe! Looking for an immersive experience in leadership development or to develop leadership skills for a team member? Consider Leadership La Plata this year. Check out www.LeadershipLaPlata.org for more information. Beth Porter is the Senior Marketing Consultant with Four Corners Broadcasting and an alumni of Leadership La Plata Class of 2015-2016. Monthly Sponsor: January 1, 2024 Dear Fellow Leadership La Plata Alumni, We hope you’ve found your LLP experience to reinforce the value of strong community connections. If you haven’t been engaging with our alumni programming, come reconnect with us in 2024 and double down on your LLP investment! We are requesting your continued support for LLP through paying your annual Alumni Dues of $45. As an incentive, if you pay your LLP dues in January or February you will be entered in a drawing for one of three $25 gift cards. We will hold the drawing on February 29th and contact the lucky winners. To pay your dues, please do one of the following:
Upcoming Alumni Events in 2024 and Reasons to Celebrate:
Interested in joining an LLP Committee? Please contact Janae Hunderman at janaehunderman@gmail.com. Thank you for your continued support! Nora Stafford and Suzanne Serianni LLP Alumni Committee Co-Chairs Janae Hunderman LLP Steering Committee Chair Written by Stacy Reuille-Dupont, PhD In this season of thanking, giving, and celebrating today, I want to dive into a topic that's incredibly important but often overlooked – the challenges and pitfalls of practicing gratitude when you're a leader who feels isolated and overly responsible for others. It's a unique struggle that many leaders face, and I want to shed some light on the difficulties that come with it. The Double-Edged Sword of Leadership Being a leader can be both rewarding and incredibly demanding. On one hand, you have the opportunity to make a positive impact and inspire your team. But on the other hand, the burden of responsibility and the isolation that often accompanies leadership can make practicing gratitude seem like an uphill battle. The Pitfall of Over-responsibility One of the major pitfalls that leaders often face is the trap of over-responsibility. You might find yourself constantly trying to ensure everyone's satisfaction and joy. It's a noble intention, but it can lead to burnout and feelings of inadequacy. It's essential to recognize that you can't control everything or make everyone happy all the time. The Loneliness of Leadership Another major challenge is the feeling of loneliness in leadership. It's not uncommon to feel isolated because you have to make tough decisions and shoulder the weight of the entire team. This isolation can make it challenging to express gratitude, especially when you're unsure if anyone truly understands the struggles you face as the leader of the group. The Fear of Vulnerability Leaders often fear being vulnerable because they believe it might be perceived as a sign of weakness. This fear can hinder your ability to express gratitude openly, as you might be concerned that it shows vulnerability or uncertainty. But here's the thing – vulnerability can be a strength, not a weakness. Strategies to Navigate the Difficulties Now, let's talk about some strategies to help you navigate these difficulties and still find space for gratitude: Setting Realistic Expectations First and foremost, set realistic expectations for yourself. You're a leader, not a superhero. Understand that you can't control every aspect of your team's satisfaction and joy. Focus on what's within your control and let go of the rest. Embrace Vulnerability Embrace vulnerability as a powerful leadership tool. Being open about your own challenges and expressing your own gratitude can create a more empathetic and connected team. It's okay to show that you're human, too. Seek Support and Share the Burden Don't hesitate to seek support and share the burden. You're not alone in your leadership journey. Talk to peers, mentors, or coaches who understand the challenges you face. They can provide valuable insights and a listening ear. Self-Care and Gratitude Remember that self-care is not selfish; it's essential. Take time for yourself, practice self-compassion, and find moments of gratitude in your own life. When you take care of your well-being, you'll be better equipped to lead with a grateful heart. Conclusion In conclusion, the path to gratitude can be tough when you're feeling isolated and overly responsible for others. But it's not impossible. Recognize the difficulties, set realistic expectations, embrace vulnerability, seek support, and prioritize self-care. Remember that you're not alone in this journey, and by navigating these challenges, you can lead with authenticity and still find moments of gratitude in your leadership role. If you are ready to own your leadership style and uplevel your skills, consider joining LLP in the next year. Applications will open after the new year. Check out www.LeadershipLaPlata.org for more information. Monthly Sponsor: Bio:
Stacy Reuille-Dupont, PhD, LAC, CPFT, CNC - Learn More About Me. She owns Studio B a place to Create.Your.Self. We are passionate about helping people create a vibrant life using psychology and physiology.
Written by Stacy Reuille-Dupont, PhD In the world of business and management, the terms "leader" and "boss" are often used interchangeably. A closer look reveals a stark difference between the two roles. It's crucial to understand that being a leader is distinct from being a boss. Let’s delve into what sets great leaders apart from those who merely hold a position of authority. At first glance, a boss is someone who holds a position of authority and is tasked with giving orders and directives. They are often associated with a top-down management style where decisions flow from the top and must be followed without question. While being a boss certainly implies having control, it does not necessarily translate into effective leadership. Conversely, being a leader extends far beyond authority and hierarchy. A leader is someone who can influence and impact others positively. Leaders have the ability to motivate, inspire, and empower their team members to get things done. They possess the capacity to create an environment that encourages collaboration, fosters creativity, and establishes a sense of community among a group of individuals who might otherwise not naturally form such a bond. One of the key differences between being a boss and being a leader lies in the approach to getting things done. A boss often resorts to telling people what to do, with the expectation that their subordinates will comply. However, compliance does not necessarily translate into commitment or enthusiasm. It's important to recognize that when people are only driven by orders and directives, they may not give their best effort. Their actions may be driven by fear, obligation, or a desire to avoid repercussions, rather than genuine enthusiasm for the task at hand. On the other hand, a leader focuses on inspiring and motivating their team. They lead by example, demonstrating a strong work ethic, dedication, and a clear vision. Instead of commanding, leaders communicate their goals and the "why" behind them. This clarity helps team members understand the purpose and significance of their work, which can be a powerful motivator. Leaders create an environment in which people feel valued, supported, and inspired to contribute their best efforts. Furthermore, leaders are skilled in building relationships. They take the time to get to know their team members, understand their strengths and weaknesses, and provide the necessary support and guidance. This personalized approach fosters trust and loyalty among the team, as they feel that their leader genuinely cares about their success and well-being. A leader's ability to listen, empathize, and offer constructive feedback is a vital part of the leadership equation. They encourage open communication, creating a safe space for team members to express their ideas and concerns. This approach not only strengthens the bond between the leader and the team but also promotes creativity and innovation. In contrast, a boss often relies on a more authoritarian style, where feedback is limited to evaluation and criticism. Such an approach can stifle creativity and prevent team members from taking risks, as they fear negative repercussions. In summary, being a leader is fundamentally different from being a boss. While a boss may have the power to give orders, a leader has the ability to inspire, motivate, and empower their team. A leader fosters a sense of community, collaboration, and commitment, while a boss may elicit compliance through fear or obligation. In today's dynamic and evolving workplace, true leadership is more valuable than ever. Aspiring to be a leader rather than just a boss can have a profound impact on measures of success. If you are not sure if you are a boss or a true leader, it is time for you to check out Leadership La Plata. In this year long course you explore the differences and learn to navigate your personal style of impact and influence on those around you. LLP Leadership Development Oct 2023 Written by Stacy Reuille-Dupont, PhD In the ever-evolving world of leadership, one thing is clear: everyone has their unique style when it comes to leading teams. This month, I got to have a fascinating chat with ’08-’09 LLP grad Kerry Siggins who spilled the beans on her social style, how it shapes her leadership, and her new book The Ownership Handbook: A handbook for Transforming Your Life and Leadership. Expressive in Life, Driver at Work Kerry identifies herself as a mix of Expressive and Driver. She leans towards being "Expressive" in her personal life, but when she's on the job, she shifts gears into "Driver" mode. This dynamic blend makes her a formidable force. At work, her focus is on setting a clear vision, ensuring everyone understands their role, and igniting enthusiasm among her team for company goals. Yet, Kerry acknowledges the potential drawbacks of her Driver-Expressive style, noting that she can sometimes move too quickly for certain team members. She's learned that slowing down and seeking input from different social styles, especially the amiable and analytical folks, is essential. Kerry's Leadership Definition in a Nutshell For Kerry, leadership revolves around uniting the team around a shared vision. It's akin to ensuring everyone is in the right seat on the bus and collaborates seamlessly. Her primary mission is to inspire individuals to bring their A-game and live their best lives, both in and out of the office. Why Self-Awareness Matters Kerry says self-awareness is the secret sauce. She firmly believes that effective leadership hinges on being self-aware and taking personal responsibility. “Without it, you're essentially leading with one hand tied behind your back. You wouldn't even realize how you're affecting your environment”. Caring Culture is Key Creating a thriving team culture, according to Kerry, requires one key ingredient: care. She passionately advocates for fostering an environment where people genuinely care about each other. "When employees know their company, bosses, and colleagues care about them, it creates an inclusive workspace where they feel safe to be themselves. This, in turn, lays the groundwork for psychological safety." The Evolution of Leadership Style Kerry said her leadership style has taken quite a journey over the years. She used to let her boundless passion and drive run wild, which didn't always sit well with others. In 2018, difficult conversations with her COO led her to do some soul-searching. “I owned it and vowed from that moment to be cool, calm, and collected”. Her leadership style has undergone a dramatic improvement, making it easier for her team to provide feedback without fearing a fiery reaction. Handling Different Social Styles Navigating a variety of social styles in the workplace requires understanding and adjusting communication approaches accordingly. Kerry's primary challenge lies in interacting with amiable peacekeepers who tend to avoid conflicts. She emphasizes the value of authenticity and addressing issues directly rather than sweeping them under the rug to maintain peace. Unwinding from Work Finding perfect work-life balance can be elusive for leaders. Transitioning from work mode to non-work mode isn't always easy. Kerry's remedy? Meditation, reading, and writing. She also swears by weekly massages for ultimate self-care. Whenever she can, prepping and cooking dinner for her family allows her to leave the workday behind. Book Launch Alert Before wrapping up, Kerry invited everyone to their book launch event on October 16th at Seasons with Maria’s, for a book signing, cash bar, and appetizers. It's open to the public, come out and support your LLP comrade. Kerry’s journey underscores the power of self-awareness, adaptability, and a genuine care for people to create truly great leadership. From being a fast-paced passionate disrupter to evolving into a composed and compassionate leader, Kerry’s story is a testament to personal and professional growth in the leadership arena. Bio: Stacy Reuille-Dupont, PhD, LAC, CPFT, CNC - Learn More About Me. She owns Studio B a place to Create.Your.Self. We are passionate about helping people create a vibrant life using psychology and physiology. The 2023/24 Leadership La Plata Class kicked off the program with a retreat at Bear Paw Lodge at Vallecito Lake, along with a day at On the Edge Leadership Course with Phil Bryson. They laughed, they cried, they danced, trotted and jumped, and they hugged. Lots of great information being shared about Leadership development and Social Styles, plus personal bonding opportunities for this diverse group of people as they embark on their community leadership journey.
Leadership La Plata Class Welcome Reception is Wednesday, Sept. 27 from 6-7pm at Steamworks Brewing. All Alumni are invited to attend and meet this year's fantastic class! |
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