Faith-Tech Product Leadership Consulting
Remember the raison d’etre, the reason your project is.
Ask for feedback related to either the vision or user goals. For instance, if working on a website, instead of a completely open-ended question like “What do you think?”, try a more focused question like “How well does this design help users find volunteer opportunites based on their desire?”
A recent international study surveyed more than 500 business leaders and asked them what sets great employees apart. The researchers wanted to know why some people are more successful than others at work, and the answers were surprising; leaders chose “personality” as the leading reason.
Notably, 78% of leaders said personality sets great employees apart, more than cultural fit (53%) and even an employee’s skills (39%).
Read the full article by Dr. Travis Bradberry on LinkedIn
A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.
Perhaps the most valuable result of all education is the ability to make yourself do the thing you have to do when it ought to be done, whether you like it or not; it is the first lesson that ought to be learned; and however early a man’s training begins, it is probably the last lesson that he learns thoroughly.
Of the 16 books recommended in this article, I would like to read at least these few:
Authors: Thomas A. Stewart and Patricia O’Connell
One Sentence Summary: This book promotes the concept of designing your company around service and offers strategies based on the idea that the design of services is different from manufacturing.
Recommended by: Andy Polansky, CEO of Weber Shandwick
Authors: Thomas Lah and J.B. Wood
One Sentence Summary: A guide to decision making and execution around the “as-a-service” model, with the intent of putting a company on a path to profitable growth by changing how “offers” are designed, built, marketed, sold, and serviced.
Recommended by: Stephanie Newby, CEO of Crimson Hexagon
Author: Tony Hsieh
One Sentence Summary: The CEO of Zappos explains how he created a corporate culture based upon the concept that there is value to happiness, both for employees and customers.
Recommended by: Chris Nassetta, CEO of Hilton Worldwide
Authors: Steven D. Levitt and Stephen J. Dubner
One Sentence Summary: A set of amusing case studies illustrating that economics is the study of how people get what they want or need, especially when other people want or need the same thing.
Recommended by: Jeremiah Owyang, CEO of Crowd Companies
I am researching Millenials in the Workplace and how to develop better employees. A friend of mine sent me this video last night and wanted my take.
He breaks down ‘4 pieces or characteristics that lead to happiness’ as:
The main point he tries to get across is that Millenials are entitled and lazy, and it’s not their fault, but the fault of the parents who were following terrible parenting advice.
“To me, a hack is a clever or unexpectedly efficient means of getting something done. A good hack should feel like cheating because the value created by the hack feels completely disproportionate from the work done.
With this definition in mind, I present five leadership hacks I regularly use. These are not practices designed to redefine your leadership philosophy. They are hacks.”
In reading this, I really appreciated the five hacks, but number four and five especially stood out to me. Three questions before any meeting or else it doesn’t happen: brilliant. He resolves to have three questions which need to be answered in order to prove the value of that meeting taking place.
The last hack is the easiest and it’s the best: fix small broken things. Always. It takes seconds to clean that whiteboard, to plug in the clock in the conference room, and to stop, lean down, and pick up a piece of trash. Seconds.
The value created isn’t just the small decrease in entropy, it’s that you are actively demonstrating being a leader. I understand the compounding awesomeness of continually fixing small broken things.
I had to write a quick response today to the question:
What do you think of my response:
When I envision a leader who is not self-aware, I think of an individual dealing with insecurity then attempting to hide it with pride and arrogance. There are several reasons a leader must be self-aware, but I will discuss the one most important to me: If you are unable to read what’s going on with yourself, how will you read your subordinates and lead them well? A leader with no self-awareness would end up making choices on whims versus logic and would demoralize everyone who works for them. Beyond having a high employee turn over rate, this type of leader would end up costing the organization money and time due to them working on ego boosting projects while avoiding rather than delegating other projects. They would not be capable of delegating due to their lack of personal skills as well as not being able to recognize the skills of their subordinates.
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others. – Jack Welch