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Several years ago, on a trip to Hawaii, I decided to escape the afternoon sun for a complementary ukulele lesson offered by a local musician, About ten hotel guests gathered �� from age 8 to 80 �� to learn a little about how to play the instrument�� and a lot more.

After a few minutes of instruction, we had mastered three simple chords that would allow us to play hundreds of songs. Sensing that we were ready to go to the next level and get fancier with our technique, Jason took the opportunity to demonstrate his mastery of the instrument with a complex piece�� and even more complex fingering.

He then offered a lesson that reverberated far beyond the world of music as he went on to explain one of the fundamental functions of the ukulele: to bring people together. He described how complicating a song with sophisticated techniques distances people, making them feel intimidated and excluded, whereas keeping it simple invites others into the experience. In Hawaii, he explained, the ukulele is a tool for drawing people together, building relationships, and sharing gifts.

Not long after, the class ended, but a question kept rolling around in my mind:

How frequently do we use our talents to set ourselves
apart rather than to bring people together?

In our fiercely individualistic and too frequently divisive environment, mastery is sought as a distinguishing quality. Employees are evaluated as singular units, fueling the competition and the need to stand out. And in some organizations, people continue to be ranked, with those at the bottom of the list being invited to make their talents available to the marketplace. We pay lip service to the virtues of teams but typically reward and admire individual achievement.

Perhaps it’s time for leaders to take a lesson from the islands.

What if we approached work more like an opportunity to harmonize our talents, rather than insisting upon playing standout solos?What if we set the expectation that individual notes and frequently divisive environments are subordinate to the overall melody that the group plays together?What if employees saw it as their responsibility to help others contribute optimally, even if it meant shifting the spotlight away from them personally?

Just maybe we’d see a new culture emerge. A culture of authentic inclusion. A culture in which people support the team above themselves. A culture that genuinely supports experimentation and risk-taking.

Leaders have an opportunity to use work like the ukulele. Not to dumb down the skills and talents of employees, but to create the opportunity for all to contribute and to raise their capacity in the process.

Photo by on Pexels.

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What does it take for employees to truly grow in the workplace? Many point to the employees themselves �� the need for initiative, resourcefulness and personal drive to clarify direction, goals and action steps. Others focus on the leader and their central responsibility to perpetuate the organization by developing talent.

The good news is that everyone is right.

Sustainable career development has never been a solo journey—it’s a partnership. That Goldilocks balance of employee motivation and leadership support, growth creates an unbeatable employee experience and the growth that employees want and organizations desperately need.
To better understand this dynamic and how these two interrelated factors conspire to create a variety of development conditions, I invented the Motivation-Support Matrix.

Development Desert (Low Motivation, Low Support) �� Here growth is absent. Employees lack drive, and leaders don’t provide development opportunities.Squandered Support (Low Motivation, High Support) �� Leaders offer growth resources, but employees aren’t engaged, nor do they prioritize development.Stymied Stagnation (High Motivation, Low Support) �� Employees want to grow, but without leadership support, their efforts stall—often leading to disengagement or turnover.Growth Zone (High Motivation, High Support) �� This is the sweet spot where employees, leaders, and organizations thrive together, creating a culture of sustainable development.

While the Growth Zone is the goal, data suggest that it’s not the norm. Nearly half (46%) report a lack of career support, and with engagement at just 32%, motivation isn’t a given either. Bridging these gaps requires a shared commitment—employees activating their motivation and leaders stepping up to provide meaningful support.

My Training Industry Magazine column delves into specifically what each can do to find themselves in the Growth Zone. You can read the full article .

What about you? Into which quadrant would you place yourself? Where might your employees place their development experience? What will you do to discover—and thrive in—the Growth Zone?

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As we enter 2025, the dynamics of leadership and organizational success continue to shift under the weight of complex global challenges and transformative trends. Today’s business landscape demands that leaders adopt bold strategies to navigate uncertainty, engage their teams meaningfully, and drive sustainable growth. Three interconnected priorities stand out as essential for 2025: scaling, aligning expectations, and redefining development.

Scaling: A Year to Amplify What Works

The mantra for 2025 might well be “scale or stagnate.�� Organizations face mounting pressure to magnify the impact of their successes—be it in strategy, technology, or culture. Leaders must embrace scaling as an opportunity to deepen the value derived from existing resources. It’s no longer about the next shiny object but about optimizing and extending the reach of proven systems and ideas. Whether leveraging technology for efficiency, amplifying cultural values to build cohesive teams, or scaling innovations to new markets, success will hinge on disciplined replication and expansion.

Aligning Expectations: The Great Divide

Post-pandemic, the chasm between employee expectations and organizational practices has grown exponentially. Employees seek flexibility, purpose, and a deeper and more personal connection to their work. At the same time, we’re seeing continued pressure to ‘return to work�� in traditional co-located settings. And many organizations are working overtime to perpetuate the outdated ‘contract�� that used to look like ‘we give you a job and you give us your soul��.

To bridge this gap, 2025 should be a year of recalibration. Leaders must engage in , crafting personalized agreements that reflect mutual goals and values. The focus must shift from recreating outdated paradigms to designing partnerships where employees feel seen, heard, and empowered to contribute their best.

Redefining Development: Breaking the Ladder

The era of linear is behind us. The traditional corporate ladder now resembles a lattice, climbing wall, or ball of tangled yarn—nonlinear, dynamic, and personalized. Many employees no longer aspire to traditional promotions but seek growth experiences that enhance their skills and satisfaction.

That’s why leaders must reimagine what it means to “develop�� their people, embedding growth into everyday workflows and recognizing diverse forms of advancement. Reward systems must evolve to honor skill-building, job enrichment, and cross-functional contributions as much as title changes.

At its core, development should reflect the values of human interaction and connection. As the third edition of Help Them Grow or Watch Them Go emphasizes, genuine development occurs through conversations�� that explore past successes, future aspirations, and present opportunities​��. In a world reshaped by digital tools, these human moments remain irreplaceable.

A Leadership Call to Action

2025 will not reward passive leadership. It calls for active engagement—scaling proven methods, realigning with employee needs, and reinventing growth to fit a new world of work. Leaders who rise to this challenge will not only drive organizational success but also cultivate workplaces where employees thrive.

Are you ready to embrace these priorities and lead with intention? Let’s make 2025 the year of meaningful progress—for businesses, leaders, and employees alike.

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The modern workplace is undergoing a dramatic transformation. With roles constantly evolving, new ways of working emerging, and organizations increasingly focused on skills-based hiring, employees are finding it harder than ever to keep their careers on course. According to , 60% of employees feel physically and emotionally drained at the end of each day, making it clear that the old tools we’ve relied on for career development may no longer suffice.

How to Embrace Your Career Compass

In my latest article for ATD, I discuss how today’s professionals can embrace a new kind of career compass—one that helps them navigate the stormy seas of change. This updated compass highlights four key qualities: self-awareness, strategic thinking, scrappiness, and synergy. By leaning into these traits, employees can chart a meaningful career path that not only helps them stay afloat but thrive in an unpredictable environment.

For a deeper dive into each of these career-boosting strategies and how to put them into action, you can check out the full article here: .

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Effort, not just time, is often the biggest hurdle when it comes to professional development. In today’s fast-paced work environment, both leaders and employees can feel overwhelmed by the thought of adding more to their plates. But what if development didn’t have to be a heavy lift? What if we could integrate it into the work we’re already doing, making growth feel natural and effortless?

The reality is that development doesn’t require extraordinary effort or hours of focus. In fact, some of the most powerful growth happens in small, manageable moments that are embedded in everyday tasks. Here are five strategies that allow leaders to foster growth with a lighter lift, helping their teams evolve without the risk of burnout.

Purposeful Practice

Every task, meeting, or conversation offers a chance to develop new skills, but the key lies in approaching these moments with intention. Purposeful practice involves scanning upcoming interactions or activities for opportunities to test and refine skills in small, manageable ways. For instance, an employee wanting to improve their influence skills might use a routine team meeting to experiment with asking curious questions or suggesting new ideas. By consciously reflecting on what worked and what didn’t, they can incrementally build proficiency without taking extra time away from their day. .

Watch and Learn

There’s a video tutorial for nearly everything these days, making learning quick and convenient. Short, focused videos can deliver insights in minutes, allowing busy employees to pick up new skills between meetings or even on their commute. Who doesn’t have 4-minutes to acquire essential knowledge or skills? A perfect example of this is AthenaOnline’s offer of a free library of 8 microlearning videos as part of the celebration for the 3rd edition of Help Them Grow or Watch Them Go. .

Pull vs. Push Coaching

Traditionally, coaching has been a top-down activity, where managers initiate development conversations. However, development can be far more dynamic when employees take the lead. Encourage team members to seek out “pull�� coaching moments, where they proactively request feedback or guidance from colleagues or leaders during regular meetings. Even five minutes of well-targeted feedback after a meeting can yield significant insights. This approach helps employees drive their own learning while keeping it integrated into their workflow. Learn more from my recent .

Resourceful Leadership

Managers don’t need to reinvent the wheel when it comes to developing their own leadership skills. From articles and podcasts to tools and checklists, there are countless free resources available to help managers sharpen their skills in a matter of minutes. For instance, my own new Resources Page () offers an array of complimentary quick-to-use tools that leaders can implement to assess and elevate their leadership practices on the go.

Play Your Way to Growth

Sometimes, all it takes to spark creativity and engagement around development is a little bit of play. Games, card decks, and interactive exercises are effective ways to inject energy into learning and development. One such tool is the Developing Multidimensional Careers digital card deck, available on . It offers managers and employees countless ways to engage in creative, reflective development activities—whether in team meetings, one-on-one coaching, or even as a personal growth tool.

Development doesn’t have to be a draining, time-consuming endeavor. By embracing the idea of “lighter lift learning”—where growth is integrated seamlessly into and around the tasks we’re already performing—and using accessible tools, we can unlock tremendous growth potential for ourselves and our teams. The key is intentionality, creativity, and recognizing that development can happen in real-time, with minimal effort, without pulling focus from the work that matters most.

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Each July, I look forward to analyzing the past six months of data collected as part of our Multidimensional Career research project. Since 2022, we’ve had 13,000+ people complete the survey, offering us valuable data, and offering them valuable insights into how they most want to develop and engage with their work through the dimensions of:

Contribution: Making a difference, being of service, or aligning with purposeCompetence: Building critical capabilities, skills, abilities, and expertiseConnection: Cultivating relationships, deepening networks, elevating visibilityConfidence: Enhancing confidence, certainty, and trust in one’s talents and abilitiesChallenge: Stretching beyond what’s known and comfortableContentment: Finding satisfaction, ease, balance, and joy in one’s workChoice: Exercising control, autonomy, flexibility, and decision-making authorityClimb: Moving to a different/higher role within the organization

Since January 1, 2024, 3502 individuals added their perspectives to our database and a snapshot of their consolidated interests is captured in the chart below.

Interestingly, the chart looks very similar to our in terms of the sequence or ranking of the dimensions. There’s nearly no change in interest in Contribution, Connection, and Challenge. We see a slight decrease in interest in Competence, Confidence, Contentment, and Choice. And those decreases all combine to result in a 13% increase in interest in Climb.

A deeper dive into the data reveals a few additional nuances worth consideration �� and conversation as demonstrated in these charts that offer a gender and age snapshot.

Again this year, we continue to see significantly more women completing the self-assessment. Year-to-date, women make up 71% of the dataset. (Might this in some way relate to recent findings that women almost universally exhibit higher levels of engagement in the workplace than men? For example, at the manager level, 37% of women are engaged compared with 29% of men.)

The women surveyed express a noticeable increase in interest since 2023 in Connection, Confidence, and Climb.Men share an increased interest in Climb as well as Challenge.The most significant dimension shift for each age range analyzed appears in Climb with the greatest increase in interest expressed by those 50 years and older.Those in their 20s express a noticeable decrease in interest in competence, while 30-somethings express less interest in contentment and 40-somethings less interest in Choice as compared to 2023.

It’s important to note that while the numbers suggest that more people have their eyes on promotions and moves today, Climb remains the least interesting of the dimensions overall. Still, leaders everywhere need to be asking themselves, “Why are employees more interested in promotions, roles, and moves today than just six months ago?�� Could it be that:

Inflation or stagnating wages are causing people to feel that the only way to earn more is to change roles?Return-to-work mandates are leaving people with a sense of diminished control that they believe may be returned by attaining a more senior position?The changing employment landscape is making people wonder if they might enjoy greater security at a high level within the organization?

We’ll only know if we ask the questions and listen deeply to the answers.

Want to learn more about your unique interest profile? Complete the complementary Multidimensional Career Self-Assessment .

And if you’re a leader who wants to elevate the development, engagement, and results of your team, you can learn more about the Multidimensional Career Framework and access easy-to-use tools, templates, and resources in .

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As a former teacher, August is always a reminder to turn my attention to matters of learning. So, I’m delighted to host this month’s Leadership Development Carnival featuring the wisdom of 25 friends and thought leaders. Here you’ll find rich resources and insightful reads on communication, creativity, productivity, ethics, and my personal favorite, development.

Development is particularly top of mind for me this month as I prepare to launch the 3rd edition of my international bestseller, on September 24. The updated and expanded edition addresses contemporary issues including developing at a distance and psychological safety �� and comes with its own “book-bot,�� an AI-powered tool to help readers plan and rehearse career conversations, assess current skills and practices, brainstorm targeted development activities, and more. (You can learn more .)

Whether you’re still soaking up summer or getting ready for “back-to-school,�� you’ll find actionable ideas and thoughtful perspectives in this month’s Leadership Development Carnival�� so dive in!

��

Confidence is the master key that unlocks the door to your full potential, turning “can’t�� into “can�� with a simple twist. How do you become more confident?�� Connect with Frank on Twitter at .

��

Some executives think that leadership is only about momentum and results. The best leaders, however, do more than move us forward. They also help us rise above who we are so that we can move closer to the person we can become. The best leaders lift us up. Connect with Bill on .

��

It’s no secret that most workplaces aren’t designed with women in mind. The standard protocols and policies, from physical workspace design (and temperature!) to the expected work hours and communication styles, are predominantly designed to accommodate traditional male norms. Is this a gender equality issue? I didn’t think it was until recently. Now I do. Connect with Dana on Twitter at .

��

In the tapestry of leadership, each season plays a vital role in shaping a resilient, effective leader and team. This Christmas, let’s draw inspiration from the ever-changing seasons, using their lessons to guide our leadership journey. As we exchange gifts and share laughter with loved ones, let us also celebrate the gift of leadership—a gift that keeps on giving throughout every season. Connect with Chris on .

��

I was on a relentless quest to become a better version of myself for many years. I devoured training programs, books, and resources that promised growth and self-improvement. Each new piece of knowledge illuminated yet another area where I could improve. It felt like a never-ending journey, and while I’m grateful for the knowledge I accumulated, something was always missing.�� Connect with Ann on .

��

During the 2024 Summer Olympics, Nike came out with a commercial focused on how winning is a curse, because you never want it to stop, and you are always striving for more wins.�� Connect with Jon on .

��

��

Losing talent goes beyond the immediate financial costs and can profoundly impact team dynamics and morale. This post explores the ripple effects of employee departures, including burnout, productivity issues, and the broader consequences on organizational engagement. Connect with Bev on .

����

How you affect a person’s biochemistry is important to motivation. This post explores how to use emotions and visions to motivate committed action. Connect with Marcia on .

����

Great leaders understand the value of connections; with other leaders, within their teams, across teams, with organizational stakeholders, and others. They look for areas of common interest or need. They set a tone for building value for the future. Connect with Priscilla on Twitter .

��

Change is inevitable in any organization and project leaders play a crucial role in organizations delivering value that meets customer needs. Learn more about how Project Leaders can assist organizations with change management.��Connect with Naomi on .

��

����

When your organization or team communicates effectively, you’re nimble. You can respond to change quickly. But if your organization doesn’t invest in effective workplace communication, you’ll face a constant series of misunderstandings that waste time, create conflict, and drag down everyone’s performance. One easy-to-use workplace communication tool will eliminate most of these frustrations, save you time, and improve performance and morale. Connect with Karin and David on Twitter .

��

Research �� and the experience of great leaders �� points to storytelling for leaders as a pivotal and underused tool for influencing, teaching, and inspiring people to take action. Discover the transformative power and the art and craft of leadership storytelling �� along with a simple formula to get you started �� to inspire, engage, and connect with your team on a deeper level to help drive organizational success.��Connect with David on .

����

Are you afraid of ghosts? Had we been asked that as children, undoubtedly, we all would have said “yes.�� Yet, there are ghosts among us today �� everywhere. And who is afraid of them? Maybe it’s just me; however, what does it mean when someone fails to respond to a text or email? What are we supposed to assume? I’m an advocate for developing and agreeing to online communication protocols. Read on for my recommendations. Connect with Diana on .

��

–��

Burnout Is a word tossed around casually, often dismissed as simple fatigue. Connect with Sean on Twitter .

��–��

Focusing on improving quality is the best way to reduce costs and increase productivity. Improving processes to reduce waste reduces costs and increases value to the customer. With costs decreasing prices can be lowered, providing more value (better products and services) to customers at a lower price. Connect with John on Twitter .

��–��

Lisa Kohn of Thoughtful Leaders�� Blog presents Be brave. Show up. where she shares that when something comes our way, and we don’t know how to handle it, just showing up may be actually all we need to do. Or sometimes even just to be willing to show up. Because each time we simply show up, we grow, and we get braver and stronger and begin to lead more effectively. Connect with Lisa on Twitter .

��

����

For now, my AI journey is all about “do it anyway��. Feel intimidated by AI and use it anyway. Don’t feel very creative? Create anyway. Using AI in my work helps me be creative anyway, and that’s a positive in my book. Connect with Jillian on .

����

Based on Rob Hopkins�� book “From what is to what if�� organizations can stimulate the power of imagination to become more future-fit. That starts with imagining the future �� What does the future look like when things turn out okay? Imagination is vital to your organization’s culture and future! Connect with Marcella on .

����

Fall reminds us, that “change is possible.�� Motivation is the spark that ignites action and the fuel that sustains perseverance. Nothing will be achieved if you are not clear, focused and working consistently each day. You got this! Connect with Brenda on Twitter .

��

��

The recent sentencing of Samuel Bankman-Fried for the massive fraud at FTX serves as a cautionary tale for leaders to assess their perspectives on moral and ethical decisions. Building a sound ethical foundation will not only keep your leadership from running aground, it’ll also be good for business. Explore six underlying philosophies that shape your approach to ethical decision-making and behavior. Connect with Jon on .

����

I attended my first AA meeting and I learned—or more accurately, was reminded of—several important principles of AA that translate to being a successful leader. Connect with Randy on .

��

As an executive, you have the power to create a more sustainable framework for the success of your company’s leaders. They are your most important human assets, but their roles have become more complex and the demands on them are often unreasonable. It’s up to you to “flip the script�� and change the trajectory. Do your part in recognizing this pressure and taking these active steps to set your leaders up for success, not burnout. Connect with Sara on Twitter .

��

Just as pioneers established new territories and laid the foundation for future generations, pioneering women in the workplace have broken down barriers, created opportunities, and established a legacy of equality and empowerment. Their efforts have made it possible for younger women to enter and succeed in various fields, continuing the cycle of progress and paving the way for future generations. While we may not always agree on the pace of change or share the same ideas, it is important to recognize and respect the efforts of those who came before us. Connect with Angela on Twitter .

The post appeared first on .

As a former teacher, August is always a reminder to turn my attention to matters of learning. So, I’m delighted to host this month’s Leadership Development Carnival featuring the wisdom of 25 friends and thought leaders. Here you’ll find rich resources and insightful reads on communication, creativity, productivity, ethics, and my personal favorite, development.

Development is particularly top of mind for me this month as I prepare to launch the 3rd edition of my international bestseller, on September 24. The updated and expanded edition addresses contemporary issues including developing at a distance and psychological safety �� and comes with its own “book-bot,�� an AI-powered tool to help readers plan and rehearse career conversations, assess current skills and practices, brainstorm targeted development activities, and more. (You can learn more .)

Whether you’re still soaking up summer or getting ready for “back-to-school,�� you’ll find actionable ideas and thoughtful perspectives in this month’s Leadership Development Carnival�� so dive in!

��

Confidence is the master key that unlocks the door to your full potential, turning “can’t�� into “can�� with a simple twist. How do you become more confident?�� Connect with Frank on Twitter at .

��

Some executives think that leadership is only about momentum and results. The best leaders, however, do more than move us forward. They also help us rise above who we are so that we can move closer to the person we can become. The best leaders lift us up. Connect with Bill on .

��

It’s no secret that most workplaces aren’t designed with women in mind. The standard protocols and policies, from physical workspace design (and temperature!) to the expected work hours and communication styles, are predominantly designed to accommodate traditional male norms. Is this a gender equality issue? I didn’t think it was until recently. Now I do. Connect with Dana on Twitter at .

��

In the tapestry of leadership, each season plays a vital role in shaping a resilient, effective leader and team. This Christmas, let’s draw inspiration from the ever-changing seasons, using their lessons to guide our leadership journey. As we exchange gifts and share laughter with loved ones, let us also celebrate the gift of leadership—a gift that keeps on giving throughout every season. Connect with Chris on .

��

I was on a relentless quest to become a better version of myself for many years. I devoured training programs, books, and resources that promised growth and self-improvement. Each new piece of knowledge illuminated yet another area where I could improve. It felt like a never-ending journey, and while I’m grateful for the knowledge I accumulated, something was always missing.�� Connect with Ann on .

��

During the 2024 Summer Olympics, Nike came out with a commercial focused on how winning is a curse, because you never want it to stop, and you are always striving for more wins.�� Connect with Jon on .

��

��

Losing talent goes beyond the immediate financial costs and can profoundly impact team dynamics and morale. This post explores the ripple effects of employee departures, including burnout, productivity issues, and the broader consequences on organizational engagement. Connect with Bev on .

����

How you affect a person’s biochemistry is important to motivation. This post explores how to use emotions and visions to motivate committed action. Connect with Marcia on .

����

Great leaders understand the value of connections; with other leaders, within their teams, across teams, with organizational stakeholders, and others. They look for areas of common interest or need. They set a tone for building value for the future. Connect with Priscilla on Twitter .

��

Change is inevitable in any organization and project leaders play a crucial role in organizations delivering value that meets customer needs. Learn more about how Project Leaders can assist organizations with change management.��Connect with Naomi on .

��

����

When your organization or team communicates effectively, you’re nimble. You can respond to change quickly. But if your organization doesn’t invest in effective workplace communication, you’ll face a constant series of misunderstandings that waste time, create conflict, and drag down everyone’s performance. One easy-to-use workplace communication tool will eliminate most of these frustrations, save you time, and improve performance and morale. Connect with Karin and David on Twitter .

��

Research �� and the experience of great leaders �� points to storytelling for leaders as a pivotal and underused tool for influencing, teaching, and inspiring people to take action. Discover the transformative power and the art and craft of leadership storytelling �� along with a simple formula to get you started �� to inspire, engage, and connect with your team on a deeper level to help drive organizational success.��Connect with David on .

����

Are you afraid of ghosts? Had we been asked that as children, undoubtedly, we all would have said “yes.�� Yet, there are ghosts among us today �� everywhere. And who is afraid of them? Maybe it’s just me; however, what does it mean when someone fails to respond to a text or email? What are we supposed to assume? I’m an advocate for developing and agreeing to online communication protocols. Read on for my recommendations. Connect with Diana on .

��

–��

Burnout Is a word tossed around casually, often dismissed as simple fatigue. Connect with Sean on Twitter .

��–��

Focusing on improving quality is the best way to reduce costs and increase productivity. Improving processes to reduce waste reduces costs and increases value to the customer. With costs decreasing prices can be lowered, providing more value (better products and services) to customers at a lower price. Connect with John on Twitter .

��–��

Lisa Kohn of Thoughtful Leaders�� Blog presents Be brave. Show up. where she shares that when something comes our way, and we don’t know how to handle it, just showing up may be actually all we need to do. Or sometimes even just to be willing to show up. Because each time we simply show up, we grow, and we get braver and stronger and begin to lead more effectively. Connect with Lisa on Twitter .

��

����

For now, my AI journey is all about “do it anyway��. Feel intimidated by AI and use it anyway. Don’t feel very creative? Create anyway. Using AI in my work helps me be creative anyway, and that’s a positive in my book. Connect with Jillian on .

����

Based on Rob Hopkins�� book “From what is to what if�� organizations can stimulate the power of imagination to become more future-fit. That starts with imagining the future �� What does the future look like when things turn out okay? Imagination is vital to your organization’s culture and future! Connect with Marcella on .

����

Fall reminds us, that “change is possible.�� Motivation is the spark that ignites action and the fuel that sustains perseverance. Nothing will be achieved if you are not clear, focused and working consistently each day. You got this! Connect with Brenda on Twitter .

��

��

The recent sentencing of Samuel Bankman-Fried for the massive fraud at FTX serves as a cautionary tale for leaders to assess their perspectives on moral and ethical decisions. Building a sound ethical foundation will not only keep your leadership from running aground, it’ll also be good for business. Explore six underlying philosophies that shape your approach to ethical decision-making and behavior. Connect with Jon on .

����

I attended my first AA meeting and I learned—or more accurately, was reminded of—several important principles of AA that translate to being a successful leader. Connect with Randy on .

��

As an executive, you have the power to create a more sustainable framework for the success of your company’s leaders. They are your most important human assets, but their roles have become more complex and the demands on them are often unreasonable. It’s up to you to “flip the script�� and change the trajectory. Do your part in recognizing this pressure and taking these active steps to set your leaders up for success, not burnout. Connect with Sara on Twitter .

��

Just as pioneers established new territories and laid the foundation for future generations, pioneering women in the workplace have broken down barriers, created opportunities, and established a legacy of equality and empowerment. Their efforts have made it possible for younger women to enter and succeed in various fields, continuing the cycle of progress and paving the way for future generations. While we may not always agree on the pace of change or share the same ideas, it is important to recognize and respect the efforts of those who came before us. Connect with Angela on Twitter .

The post appeared first on .

��

“Symbols can be so beautiful, sometimes.��
~ Kurt Vonnegut, “Breakfast of Champions��

Sandra described the past week of headaches associated with a systems conversion that took place in the call center in which she works as a customer service representative. She outlined the many hiccups and problems they encountered, the way data dropped out of fields, and calls that were habitually misdirected. She described the 14-hour days that would likely go on for another week or so, the intensity of the customers�� expectations, and management’s scrutiny.

When I responded empathetically about how miserable it must have been, Sandra surprised me with her response: “No, it was awesome!�� And she went on to explain why.

Sandra reported to a new supervisor, Leah, who had been promoted just before the conversion took place. Unlike her predecessors, who managed these changeovers from their offices via e-mail, Leah moved out of her office to a desk in the middle of the department. She removed all barriers (visual and otherwise) and situated herself right in the eye of the hurricane. And her staff still can’t stop talking about it.

Leah understands the truth behind the clichés that are talked about more than acted upon:

“Everything communicates�� “Walk the talk.�� “Actions speak louder than words.��

Leah understands the value of symbolic leadership. She understands that communication is more than spoken words; it’s the Gestalt of the actions we take and how they are interpreted by others.

Through the behaviors they demonstrate (or don’t), actions they take (or don’t), and choices they make (or don’t), leaders send constant and powerful messages to those around them. What they do (or don’t do) telegraphs their values, priorities, and more. And followers are highly attuned to these messages.

Public actions, traditions, rituals, and even stories communicate volumes for leaders who use them well. But it’s easy to abuse this leadership strategy. People quickly see through the clever stunts, artificial contrivances, and photo-ops of an inauthentic leader trying to manipulate a situation.

Becoming a genuine, skillful, symbolic leader involves more than doing things “for show.�� It involves:

Enhancing self-awareness. Displaying leadership rather than gimmickry demands a look deep within. What do I stand for? What are my values? How can I bring life to what matters most? Is my ego or conviction driving me? Is what I’m doing about substance or show? These are the questions symbolic leaders must ask (and answer) before taking any action.Redefining “communication. �� Symbolic leadership demands an entirely new vocabulary that goes beyond mere words. Communication extends far beyond the written or verbal realm. As Leah discovered, where one sits communicates. As my friend Adam (an executive who declined a preferred parking space and became an instant hero) discovered, where one parks communicates. Everything communicates, so it’s a matter of making conscious choices about the message and vehicle.Standing in the employee’s shoes. Symbols are all about meaning. And meaning is defined by the receiver. As a result, leaders must always consider their followers. They must anticipate their interpretations, how they’ll internalize things, and what meaning they’ll assign to an act. Only by standing in the employee’s shoes can effective symbolic leaders ensure that their messages resonate.

Symbolic leadership is not showmanship and it doesn’t require dramatic, sweeping acts. It’s about taking a stand and moving it forward. It’s about allowing others to experience your vision and to live your values with you. It’s about acting with intention and congruence. And sometimes it’s as simple as sitting somewhere new.

This post originally appeared at .

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The frustration was palpable within a group of leaders with whom I recently worked. They were in a tough spot. Competition was emerging from unexpected sources. Revenue was not tracking to meet expectations. The organization was responding with significant structural change. And these leaders had been told by executives that if the business was to survive, they had to improve their coaching ability and results. One leader, unable to contain his urgency and angst, blurted out, “Just tell us the four or five steps we have to take to become better coaches.�� Another jumped in with, “Certainly there’s a script or talking points we can just follow.�� Hmmm. Were it so easy, organizations would be teeming with exceptional coaches. But they aren’t. In today’s time-starved, sound-bite world, it’s understandable that leaders would expect that coaching could be boiled down to a few tidy to-dos. However, it’s not that simple. Coaching is not a series of isolated activities; it’s a relationship. It’s not a discrete conversation; it’s a pervasive and . In fact, coaching is a way of thinking that exceptional leaders bring to their work day in and day out �� even when they’re not thinking about coaching. Over time, this mindset and the behaviors it inspires help to cultivate a more coachable climate. The coach’s mindset is multifaceted; in fact, it’s actually five different mindsets, all of which are required to enhance one’s ability to help others realize their potential, perform optimally, and engage in continuous learning.

The relational mindset

The quality of coaching is directly proportionate to the . Effective leaders understand this and, as a result, prioritize the human connection. They know they must ‘earn the right�� to support the growth and performance of others. They do this by investing in getting to know others and in understanding their motivations. They model authenticity and encourage the same from others. They build a foundation of trust by maintaining confidentiality and following through on commitments. And they convey respect in all that they do. As relationships deepen and trust grows, people are naturally more receptive to coaching and coaches have a solid, knowledgeable base to support their efforts.

The listening mindset

The most effective coaches are frequently people of few words�� because they are considerably more than on speaking. Listening certainly contributes to the quality of relationships and provides the coach with important context and content. But, even more important than that, listening creates a space that allows others to reflect, process ideas, talk through their issues, and ultimately arrive at their own solutions. Truly appreciating the transformative power of listening is the foundation of this mindset and leaders can bring it to life when they:

Put aside distractions and give their full attention to others.Ask curious, thought-provoking questions that help people think differently or more deeply.Suspend judgment, assumptions, and the need to fix other people and/or their problems.Notice not only what’s said but how it’s said and what’s not said, and the emotions all of this conveys.Guide people toward their own conclusions and answers.The growth mindset

Through her research in the educational arena, found that students demonstrate one of two points of view. Some have a ‘fixed mindset��, leading them to believe that basic qualities like intelligence and abilities are fixed and that talent alone leads to success. These people fear challenges and failure as it reflects upon their abilities. Other people have a ‘growth mindset�� which aligns with a belief that most abilities can be developed with effort. These people tend to welcome challenges and realize that mistakes aren’t tragic�� if you learn from them. As you have likely noticed, these contrasting mindsets extend to the workplace. The most effective coaches possess a and work tirelessly to help others adopt one as well. They collaborate to set goals that, while attainable, also stretch people beyond their comfort zone and the limitations they’ve set for themselves. They embrace experimentation and mistakes as a natural and necessary part of growth and learning. And they understand that ultimately what determines success is effort. As such, they focus praise and attention on persistence, effective strategies and approaches, and the act of trying hard.

The accountability mindset

One of the greatest gifts a coach can give others is a sense of ownership. But this requires a mindset that places responsibility squarely with the other person. Leaders need to understand that they’re not doing anyone any favors by ‘going easy�� or ‘cutting some slack.�� The accountability mindset acknowledges the growth and power that comes from owning one’s plans, effort, progress, success, and even failure. Try these best practices to in others and cultivate an accountability mindset within yourself.

Involve others in setting their own goals and action plans to reach them.Encourage others to develop their own monitoring systems to track progress.Resist solving problems, instead encourage others to search for their own solutions.Let others determine how and when to follow up.Honestly help people confront performance shortfalls and their own plans to correct them.The support mindset

Think about your favorite sporting team and the coach’s contribution to that team. He or she isn’t out on the field playing. Instead, the coach is on the sidelines juggling three critical elements: the requirements of the game; the potential (and challenges) of the players; and the constantly changing conditions facing the team. And all of this guides and informs the kind of support the coach will offer. The same is true of leaders in the workplace. The best ones understand that their fundamental role is to serve the team. This is at the core of a support mindset. Coaches with this kind of mindset find ways to demonstrate confidence that others can and will succeed. They let people know why their contributions are important, sharing information about the big picture and what’s happening in the organization. They identify the resources others need and jointly plan for acquiring them. And they pinpoint roadblocks and brainstorm ways to remove them. As the group of frustrated leaders whom I was working with learned, effective coaching is less about models, steps, or scripts and more about the mindsets that the coach brings to work and all of their interactions.�� And when leaders commit to adopting a mindset focused on relationships, listening, growth, accountability, and support, they’ll enjoy a more receptive and coachable audience �� and better outcomes as well. Want a video summary of these ideas? Check out this short video.

Post updated May 2024

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