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We like to say, "A leader's job is to set context, connect to the purpose and provide hope and inspiration." This article captures that spirit well.Servant leaders understand that things don’t revolve around them, rather it is all about the team! The leader’s role is to nurture an environment that builds enthusiasm and energy around the work being done. The level of energy within the team rests squarely on the leader’s shoulders.
How To Energize your Team? Via Don Dea
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Nice graphic that captures the essence of how work and the employee is changing / needing to change. It is very close to an exercise we did with our team as we prepared for our move and our "workplace" consultants (Avance') had our entire team map how work was, how it is now, and where they see it going... Here are some of the key areas:From individual work to group workFrom hierarchy to flat structureFrom Independent group to interdependent groupFrom internally focused to external (customer/member and brand)From planned connections to spontaneous connectionsFrom single work point to multiple workpointsFrom structured to fluidThis also reinforces our approach to what we are calling the "shift change" and how the interplay of technology, workplace, leadership, learning, and culture are all in need of intentional thoughtful planning to get the most out of the new world we are facing...
This concept and the visual was taken from my new book which came out today called, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization. One of the things I have been writing about and have tried to make clear over the past few months is that work as we know it is dead and that the only way forward is to challenge convention around how we work, how we lead, and how we build our companies. Employees ...
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Personal knowledge mastery is about much more than watching relevant feeds on RSS, networked learning, or keeping up with new developments in your field.  Meaning-making, or what Harold Jarche refe... Via Donna Murdoch
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Having just finished our fifth class of Leadership Academy for our emerging CPA leaders, this article resonated with me. While the notion of EQ as a critical leadership quality is on point, I think it must be in the context of how leadership is changing in this hyper-connected, rapidly changing world. When we asked our emerging leaders to compare and contrast leadership across the ages, they identified the common traits we all know - vision, communication, passion, and authority. Yet when looking at the current state, they added words like collaborative, transparent, more communication,.

These skills include the ability to engage and inspire followers to a shared vision and action. The other critical piece is to 'know themselves' in a way they can be that authentic leader with their own unique style rather than trying to fit some standard leadership model that forces them to change. We do this with Strengths-Finders and Values to help them become self-aware.

Thus I see the idea of EQ to include specific group dynamics, collaboration, listening, and making your thinking visible to others. These skills can be taught and developed and we are seeing emerging leaders able to apply these as they grow into the kind of future leaders we will need.
Claudio Fernández-Aráoz, a world expert on hiring, did a study of C-level leaders who were fired. The conclusion: they were hired for their intelligence and business expertise, but fired for weakness in emotional intelligence – usually the social variety. When I looked at competence studies done by companies to identify the skill sets of their outstanding performers – what sets top leaders apart from average – the vast majority fell in the emotio...
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Great perspective. I am reminded of research by John Hagel around the "new school" concept of the experience curve being replaced by the collaboration curve. An IBM Global CEO study recently talked about collaboration as the #1 skill CEOs wanted in their workforce. Your ideas suggest this in the concept of rapid innovation cycles and empowered people. I also see some of Rita McGrath's concepts of transient advantage in this piece.  My big insight is the idea of "shaping demand" and the unlinking of development of new products and services from the production of new ones (resource re-allocation). This is also the opportunity for all size organizations to leverage the power of the web, social, and content marketing to drive the "shaping of demand". 
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Great article and spot on about the need for CFOs to become and in some cases help lead innovation. The two skills I would add are ANTICIPATE and COLLABORATE, both seem to be more and more in demand in leadership as well as innovation. 
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Communication is one of the top 2 or 3 skills in constant demand and selling or negotiating is taking up 41% of our tim according to the latest research. Famous sports agent, lawyer, founder of Shapiro Negotiations Institute says the secret is in the 3 D's - Draft, Devil's Advocate and Deliver. He has a special 3 hour session on September 15th to share his proven formula to help us increase our communication and negotiation skills. 
The U.S. Bureau of Labor Statistics estimates that only 1 out of nine people are in official "sales" jobs, but something is happening with the other eight of us in today's workforce. We are all in non-sales sales jobs according to Dan Pink. That's right non-sales sales jobs. In fact, the research says that the other eight out of the nine workers spend an average of 41% of their time, "convincing people to give up something [in exchange] for somet...
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Insightful piece on adapting in the pace of rapid change. "Searching for the magic bullet is a distracting waste of resources. Adapting is a game of singles, not home runs."The leaders job is to set the direction (vision and strategy), and more importantly pace, or speed of adapting for the organization. Alignment of all activities to the direction creates unity and energy. Involvement of your teams creates safety and buy-in. 
Dinosaurs are an apt and widely used metaphor today. After all, if a firm can't or won't adapt, it's straight to the dustbin of business oblivion. A business
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Why meaning matters (at work). With 70% of the workforce DISENGAGED (according to Gallup) what could a boost of engagement, alignment, and meaning give to your team?This has been a major part of our conversation over the past two days at our MACPA Leadership Academy. This group of emerging leaders developed four critical themes to their future success as 1) Communication; 2) Collaboration; 3) Anticipation; and 4) Talent development and training. I like how Jessica summarizes this as:- Become a master job crafter (coupling, decoupling, rearranging tasks and fine-tuning the purpose and meaning of the work).- Ignore the what and heed the why (ala Simon Sinek).- Remember that other people matter (and everyone has good ideas).
Get off the monotonous treadmill of your job, and seek a different running path of meaning on your journey toward career satisfaction.
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Companies have spent years reducing the average finance team’s budget to nearly 1% of revenue, but that figure is suddenly spiking.
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How to deal with the Top 5 Issues Facing CPAs?Anticipate by keeping up on the latest trendsCollaborate with others outside your area to explore creative optionsConnect to the leaders in your field (CPA Profession)Get inspired to re-charge and re-fuel your effortsCheck out my post and let me know what you think?
We are well into our PIU (Professional Issues Updates) / Townhall sessions and the polling shows a consistent theme across all of our segments about what CPAs are identifying as the biggest challenges they are facing. Here is the latest summary of the top 5 challenges: 1. Keeping up 2. Information overload 3. Reactive vs proactive 4. Doing more with less 5. Complexity Which brings up the next question, so what do you do about these? Answer: Plan ...
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