It’s pretty hard to come up with the name of a leader who started out at the top of their field. Almost everyone that we would consider to be a great leader started at some kind of entry level position and developed their leadership skills and technical expertise in order to gain positions of increasing responsibility. Working for other leaders gives us an opportunity to study leadership and develop our

It is inevitable that one day our boss will say to us, “I need to you run this project/committee/event/etc. but I need you to do it in addition to all the other things you’re doing and I can’t assign anyone to you to help and the budget is really limited (or non-existent). I know you’ll be able to figure it out!” When I was in the Air Force these things

One of the most frustrating situations that a young leader can face is when they’ve been assigned to complete some kind of project or task but haven’t been officially assigned any people or resources to accomplish it. The assignment usually comes with very little guidance from higher up and some encouraging word to them that “You’ll figure it out!”. While this sounds like a horrible situation to be in, young leaders can

For decades people have talked about authenticity as a key trait for successful leaders, but it can be difficult to know if we are acting authentically. There are a lot of surveys and resources out on the internet that you can use to assess your authenticity, but before you go spend money on something like that, let’s consider what makes someone authentic. A simple definition I like to use for

Most of us agree that having a strong network is critical to success, but many of us don’t really like the idea of networking. It often comes with a negative or self-serving connotation. When it comes to networking, the best thing we can do for ourselves is to relax and simply treat networking as a way to build and maintain strong relationships with amazing people that we want to have

Providing feedback is one of our most essential tasks as leaders. It can also be one of the most difficult especially when we have to let an individual know that they aren’t living up to the high expectations we have for them. Despite how uncomfortable these situations can be, we owe it to the individual and the organization to correct the behavior and get the individual back on track, or

In our post “What is Your Personal Development Plan” we talked about the importance of having a Personal Development Plan that highlights the skills and capabilities you feel you need to achieve your big goals and dreams. In addition to talking about the skill set you need, the plan should also discuss which areas you feel that you are already strong in and which areas could use some improvement. In

I bet you know this story; you’ve probably lived through it. We had pulled together a team from across several departments build a strategic plan for a critical aspect of our whole organization. It was the kind unavoidable committee work that we’ve all had to participate in when the stakes are high and multiple departments are essential to a successful outcome. Adding tension to the discussion is that most of these

Every team or organization has some tough projects that no one wants to be in charge of. They may be perceived as a lot of work with little reward, may not be as prestigious as other projects or may be thankless jobs. Maybe a few others have tried to get it done and have failed. If you really want to develop and hone your leadership and team-building skills, you should

Nothing erodes trust like finding out someone was hiding something important from you. I don’t like to get political in these posts, but there are several recent examples where people in positions of trust and authority (both government and corporate) have been accused of withholding information that should have been available to the general public. This lack of transparency, whether real or perceived, is having a significant impact on the