Podcasts about leadership agility

In this episode of Lead With That, Ren and Allison discuss what we can learn about leadership from the Duttons, a family featured in multiple TV series centered around their journey through post-Civil War America, the turn of the 20th century, and modern day. The franchise is known for its realistic depiction of life in the American West and for highlighting experiences that many can relate to, offering lessons on growth, personal development, and expanding perspective that we can apply to our own leadership experiences. Listen in as Ren and Allison explore what we can learn from the Dutton family's journey in the context of leadership. This is the 7th episode in our special Lead With That series, “Manager Madness,” where we discuss public figures, real or fictional, who embody leadership through both their actions and ability to inspire others. Our listeners voted in a “Manager Madness” bracket on social media stories to rank which leaders they would want to work with the most. Over several months, Ren and Allison will be chatting about each of them one by one until we reveal the winner.   What to Explore Next: Network Perspective and Leadership: Are You Connected?- https://www.ccl.org/articles/leading-effectively-articles/a-broad-perspective-a-must-have-for-promotion/ A Broad Perspective: A Must-Have for Promotion - https://www.ccl.org/articles/leading-effectively-articles/a-broad-perspective-a-must-have-for-promotion/ Developing Talent? You're Probably Missing Vertical Development - https://www.ccl.org/articles/leading-effectively-articles/developing-talent-youre-probably-missing-vertical-development/   Related Solutions: Learning Agility & Leadership Agility - https://www.ccl.org/leadership-solutions/leadership-topics/learning-agility/ Individual Leadership Development- https://www.ccl.org/leadership-challenges/individual-leadership-development/  Leadership Development Program (LDP)® - https://www.ccl.org/leadership-programs/leadership-development-program/  

In a dynamic discussion, Tim Sweet and seasoned software engineer Dan Löfquist explore the intersection of technology and leadership in today's dynamic landscape. They discuss the need to adapt and stay flexible to meet innovation head-on. They highlight the importance of leaders who embrace change and foster collaboration across generations. This episode is for any leader having doubts about how to navigate the complexities of leadership in the digital era.Tim and Dan also discuss the imperative for leaders to adapt and embrace uncertainty amidst a rapidly changing world. They touch upon topics such as generational differences in the workplace, the evolving role of technology, and the value of transparent communication. Drawing from Dan's experience as a consultant, they share the significance of modular thinking and delegation to navigate complex challenges. Together, they reflect on the shifting paradigms of work and advocate for prioritizing empathy and collaboration in driving organizational success.About Dan LöfquistDan Löfquist is a seasoned consultant and principal at Input Consulting in Stockholm, boasting nearly 40 years of combined experience in software development, banking, finance, and the travel industry. With a strong foundation in systems design and a relentless drive for innovation, Dan brings unparalleled expertise to the forefront of modern technology and leadership. His extensive background equips him with the skills needed to guide organizations through complex technological transitions, optimize systems for efficiency, and foster a culture of innovation and growth.--Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Dan Löfquist |  Input Consulting: Linkedin: Dan Löfquist--Transcript:Dan 00:02It's very important how you design your system, you basically have very small parts of your system that can connect together to make a feature, for example. So, if you have an order system, you have one little part that deals with a client or the customer, you have one little part that deals with the history of the orders and one little part that deals with what happens when the customer do an order. So, you have to break it down in very small bits, which makes changes much easier. Tim 00:35Do you rely on others to set a vision and then get them what they need so that they can achieve something they never would be able to do on their own? Whether or not you formally lead a team. If this sounds like you, then you, my friend, are the definition of a leader. And this show is all about bringing you new insights from real people that you've never been exposed to. So, you can grow and increase your impact on the world and feel more fulfilled while you're doing it. I'm Tim Sweet. Welcome to the Sweet on Leadership Podcast, episode 32. Tim 01:09Welcome back, everybody. Thank you very much for joining us for another edition of Sweet on Leadership. If you haven't joined us yet and this is your first time, we are all about bringing exciting insights from leaders around the world. And they come from very different backgrounds. Today, I have Dan Löfquist in front of me, Dan, thanks very much for joining me. I really appreciate it. Dan 01:31Oh, you're welcome. I'm glad to be here. Tim 01:34Dan, you are a principal with Input Consulting in Stockholm. That Correct? Dan 01:39That is correct. Yes. Tim 01:41What else would you like people to know about you and where you find yourself professionally? Dan 01:45I am a software engineer the base of it. And I've been working with software development, almost 40 years. And I still look this young. Tim 02:00We'll make sure that we have a portrait in the show notes. So, go check it out if you're listening over audio. Dan, also comes to us because your partner is our very good friend, Debbie Potts. Dan 02:15That's correct. Tim 02:17So, if you're wondering what the connection is, there, we are all one big happy family. What really excites me about talking to anybody that deals with complex systems is that that knowledge transfers over into their perceptions of business and organizations and leadership. And it's if you have people like this in your life, I would really encourage you to bring people like Dan into conversations that don't involve just software or IT or anything like that, because they can handle complex relationships and networks. And so Dan, I'm super excited to have you bring your insight into this forum. Dan 03:01I'm glad. I hope I can bring some knowledge to you. Tim 03:04Well, we've had several conversations now and I am not worried. I have a lot of fun. Before we get going here though, we've got a little tradition that's been evolving here on the podcast. Dan a previous guest will always offer up an out-of-the-blue question to break the ice. And today's question comes from Anna Morgan. Her question for you would be what is one thing that you know, will pay back in the next year, will have immediate benefit within the next year if you were to pull the trigger on it? But you may have been avoiding. Does that sound like anything familiar to you? Dan 03:47That's a very good question. Thanks, Anna. We have just moved to the countryside in Sweden, we are living very close to the sea. And obviously, you need a boat. We've been talking about this for a very long time. But something comes up blah, blah, blah, and we procrastinated a lot. So, we finally decided to get the boat. We both know it will benefit us tremendously over the years. Especially, when we have so lovely summers here in Sweden warm and nice. So yeah, it's gonna be it's gonna be great. So, that's the thing. Tim 04:26You mentioned something seemed to always get in the way. Why do we think that things? Why do we think that life finds a way to interfere with these obviously, you know, important and beneficial decisions? Dan 04:42Oh, that's a good one. Prior to station I guess it is you prioritize sometimes, right and sometimes you do it wrong. Sometimes because it's convenient to go that way or the other way. You don't always do the right thing even though you know it's the right thing to do. Tim 05:00Right on, there'll always be another fire to fight. Or there might be a place of safety. That might be suspect. All right, right on, I think this is gonna bode well as we go forward on some of the questions that I've got for you. Of late, Dan, I've noticed that the community on both sides of the pond, we have seen this type of switch, we're at this sort of intersection, when it comes to technology where, in my estimation, years ago, when I would be deployed to help process and change teams, tackle, say, large ERP deployments or big systems deployments, it was always about solidifying these great big systems so that nobody could object to them, and that they were ubiquitous across organizations. And the challenge then, when you tried to make change to them was that they were very difficult to change. But now it's like we're in this almost schizophrenic relationship with technology where things are much more fractured and modular and paces is quickening. So, that's what I'm seeing from the outside and what I see my clients dealing with, do you share that experience? How would you categorize sort of the situation we're in today and what it means for businesses and large institutions and society at large?  Dan 06:27Ooh, that's an interesting question. That's pretty much my life, what I'm doing daily. So, if we're going to take some perspective on it, if we look, historically, in the beginning, when I started to work with computers, people had actually white robes in the computer central's, so a lot of things have changed. Computers back then were very complex, big, noisy, and you couldn't do much compared to what you could do today with a computer. To build a system was a complex thing, it took time, it took effort, when you have built it there was there, basically and you couldn't do much about it.  Tim 07:04It was like a big refrigerator or hundreds of refrigerators sitting in the middle of the floor. Dan 07:09Oh, yeah, or a big heater. But today, we are facing a different problem, not necessarily problems, but challenges. And that's because the technology has changed so quick and fast. It is a very aggressive to the I don't know really where it's gonna end. But we are all in a transition state, it is never going to end, it's just going to continue to evolve, which means we can make the systems that are more agile and follow the changes in the companies. And so it's going fast now. Tim 07:58I've used both PC and Mac. And I think back to in the day, we used to say that we would have risk or sisk-based designs. And my layman's understanding was that Apple followed a, what is it, a complex design a sisk with a C, but it was really more around software, rather than the hardware. The hardware would be robust, and flexible, but software was what was going to make the performance differences versus the, you know, Windows and UNIX environments where they were really much more around technologically dependent, you know, processing speed and these kinds of things. Maybe that's a layman's understanding. I don't know if that's even relevant anymore. But. Dan 08:44No, it is still relevant. I mean, if you look at Apple today, they both the hardware and the software, managed to merge them together in a very nice way. It has benefits, go with hardware and software from Apple. Obviously, their hardware is modular and changeable, because the hardware also evolves and things get smaller and easier to change and pgrade. And so yeah, absolutely. Tim 09:20I bring this up, because when we had these big server rooms and mainframes and we were installing, as you say, heaters, that people would heat their buildings off their server rooms, the hardware still there, obviously. And it's still complex. And yes, it's getting smaller. And yes, it's getting faster. For many people, it's almost faded into the background. And for my kids, everything is app-based. And this transcends not just to their devices, but even how they approach their lives. They have long-term gratification versus immediate gratification. And, you know, when we're on our phone and we want something to do something, we install an app and now all of a sudden the phone can do this thing. But when it's ourselves, we have to do the work and develop the skill. And there's a much longer runway in order to make something happen. But the general feeling within society now, and not just in technology, but feels like things are immediate, we want them now, we want them to be flipped on. It's a zero to a one, immediately a real digital relationship, and that we lose sight of the gray, the servers in the backroom, you know, everything that goes between our need and satisfaction of that need. And I see that in our kids. But is that something that enters your head, your mind? And do you see that in the client relationship as well? Dan 10:46Absolutely, I mean, we all live in a society where you need instant gratification. If you look at the Instagram, all kinds of social media, it's a fix, an instant fix. But there is always backends in all apps, they all big machines in the backroom, doing all the processing for you. But it is challenging because people are getting used to having information at their fingertips, they can pretty much do everything with the phone today. It's no difference. I'm old school that way. I mean, I use phones, to pretty much everything. But some certain tasks, I want the computer, I just need to get into that headspace and just sit and do my thing on the computer. And then I can continue on my phone. I mean, the younger generation, they don't have that problem or that hinder. It's a natural part of their life, they have no luggage when it comes to well, we couldn't do that. Because there was no internet or anything. They don't have that limitation. Yes, it's there. They expect everything to just work instantly. To get answers instantly, or whatever they need or tasks that need to do. It's fascinating to see young people today using their phones or devices because they're using it in such a different way than you and me are doing because it's just fascinating to see how humans evolve. If you say, get used to technology in a very easy way, it's very easy to get used to technology because it solves so many problems for us. But we don't have to move that much. Because we just need to lift our hand and the problem is solved. Instead of back in the day, you had to come up and do make a phone call. Tim 12:47Go to the library, check the encyclopedia. Dan 12:53Yeah, exactly. And that transpires into how companies around today. I mean, there is a difference between old companies and new companies. Old companies, so usually, they have that baggage, so they live throughout generations, while new companies, startups, they start from a fresh start. They start how people are using their devices today and how people are interacting the day. That's different. Tim 13:19For sure. When I'm working with startups, and they're young leadership teams, they definitely have more of the millennial bend to them. I remember doing generational work 20 years ago, where we thought the Gen Y were right in behind Gen X was going to eventually wake up and figure out that, you know, there's the real world and then there's the digital world, there's the online world that they would eventually get mortgages and kids and they would become like us. And it was a massive miscalculation. Because they don't think that way. They still don't think that way. In fact, if anything, Gen X Nexus, they've moved towards the Gen Y and even the millennial ways of thinking. And when we see younger workers and the younger generations and their relationship with technology, you and I were raised where technology was separate from us, we had to sit down and engage with it. Although, I don't think this is always true, because my phone is pretty sewn to my hand at this point. It's slowly meshing but for young people, their phone is an integrated part of their personality. It's an integrated part of the body almost, it's a sensory organ in many ways. It's a logic center and a decision center of the brain in many ways, to the point where they're lost without it and it sounds Orwellian. But at the same time, they're finding a healthy relationship with it where we see threat. My son just produced an album. And he did it after he had had a knee injury, and it kept him from dance. And he's relentlessly creative. So, he sat down, and within an hour, he said, Dad, I can't take this sitting around, I'm nervous. I said, Well, what's at the root of it, it was creativity. So, work on your music, he sat down and wrote an album, he just, it just went up on Apple this week and Spotify. And it's going viral, which is really interesting. He did the whole thing from an iPad. You know, I played in lots of bands, we rented studio space, we worked hard and practiced our songs. He's produced an album, and it's good. It's not garbage. It's like it's a first shot. But there's a couple of songs on there that are real bangers, and they're worth it. So when I wanted to support him, I said, Well, what do we need? You know, do we need to get you an interface? And do we need to get you a computer setup? And do we need to get you all of these things, and he's like, Oh, I wouldn't mind a larger surface. But other than that, I'm good. I want it to stay tactile, I want it to stay in this environment that I understand. And he doesn't want the technology to interfere with his creative process at all. He just wants to be able to transmit his vision into something quickly. He's got a quick and dirty style anyway. But get it in there and create and paint on this thing without having to worry about the learning or worry about, you know what I mean? So, he's just working in this intuition, intuitive space. And it's really interesting. And I don't know if I would have been the same way. I don't know. Dan 16:46I don't know. It's like cutting out the middle hand, which is technology. And they go directly to being creative and stuff because they have the right tool for it. The hardware and the software is there today to be able to do these things, which releases people from dealing with the technology because that's always been taught. And it's complex. And it takes time to learn. And, as you said, interface, and cables, and blah, blah, blah, keyboards and all that is all there. And as he rightfully stated, It needs more screen mistakes, to do more things.  Tim 17:23Well, at one point, he's got this creative vision and this intense sense of control on the outcome. But the flip side, it's like he doesn't need physical or tactile control, he doesn't need, in fact he's very flexible. If something's not working, he just turns on a dime. And so my next question for you is around, in your work, and when you see organizations or leaders with their relationship with technology, what is the sense of control that you see various people crave or try to exert? And does that vary depending on their relationship with their technology? Or perhaps their generation? What's the need for control? And how does that show up? Dan 18:09Oh, that can show up in so many different ways. But mostly is based on age, it tells this like that older generations are bound to a certain technology. And they know that technology very well. And they don't want to move away from it, or they feel comfortable in doing what they do in their bubble, if you like. That's the control need, because they need to be able to control what they're doing. That's how they are brought up. They, that's what the school taught them. And that's how early work life taught them how to be. And so it's hard to break out and think outside the box that you are in that compartment. But there are obviously, people that managed to balance between both worlds. Those are the gems, those are the ones you need to take care of, in an organization. The younger generation that has no problem whatsoever to try, new things or not scared of failing, or because it's part of the process. Because if you find something that doesn't work, then you throw it out and try something else that does work. Tim 19:24Right, whether it's their attention span or just the speed at which these things happen. They don't live in failure very long. They don't know. They don't let it attach to them. They don't– Dan 19:35I don't think they see failure as a failure. They see failure as a way of learning and move forward. Tim 19:46Problem solve. Well, I'm going to start squeezing your brain for some precise thoughts here as you're saying that the younger generation doesn't have an issue with change or with control as much. Immediately the words that jumped to my part yeah, except for they've got an issue with the older generation sometimes and vice versa. So, when you see these gems, the ones that are able to either older or younger, bridge this gap, what is the skill or mindset that an older leader needs to have present in order to, that you have witnessed, what were what would be some of those attributes that allow them to function well, in this new, more flexible world? Dan 20:27I think you need to be open-minded in that sense that you need to allow people to do their work at their best ability, as they know themselves can do it the best. It's very hard for someone to tell someone, you need to do it in this certain way. We need it to be done in those certain terms of jobs. That doesn't work anymore. While it does work but it's starting to change. Yeah, I would open mind. It's probably the biggest skill you need. Tim 21:06So, to clarify a little bit. Would you say that that would be like being open-minded about how it gets done? You know, years ago, when we were doing process focus versus task focus, we would encourage the leaders to say be outcome-focused, like, what is the outcome you're looking for, the quality you're looking for? That should come first before we talk about how we're going to get there. Strategy and outcome before structure and process, right? So, for the older generation to be open-minded and a little less offended by new ideas of how to do things, maybe. Dan 21:44Yeah, that's the trick.  Tim 21:47It is. Well, it's even with parents, right? What bothers us with children, and new ideas, new ways of doing things is it offends our sense of order in the world. And we take it as an offence because that's not the way things work. Who says you've got a monopoly on the way things work? Right?  Dan 22:09Yeah, exactly. When you build systems, just going back to systems, when you build systems back in the day, you started to build a system. And you said, Okay, this system is going to do X, Y, Zed. And then even if the requirements were changing over the process of, I don't know, five years it took to build the system. That was kind of the standard back then. And even if the requirements changes, they were so complex that they couldn't change it. So, when they eventually was released, it still was not exactly what they wanted anyway, so it was a way of time. But now you can change during the project. And it's very common that you do, you start up, okay, we're going to reach this goal. But halfway through, no we're going to change and we're going to pivot to that. You can do that now, with people and technology, which is great, very rewarding to work in projects like that.  Tim 23:08Do you think that modularization in a sense, is part of that where it's, if the outcome changes mid-project, it's much more granular like we can talk about not having to change this big end to end, interdependent system that we can't remove part Q without, you know, screwing up part P, and things can just be swapped out a lot easier? One solution for another? It almost feels like without even realizing it. Everything now is almost an app approach. And as you're talking here, I'm thinking about now. And the next question I was gonna ask you is, what mindset does the younger leader, the more modern thinker need to keep in mind in order to play nice and get the best out of the older leader? Or the older colleague, or worker? Dan 24:03Yeah, that's a good one as well. That's very person-dependent. Because as we talked about earlier, it's can be a little bit friction between the generations. I mean, in the same way, the younger leaders is that a little bit of understanding. Also, the older people have a lot of experience, a lot of experience and they know what to do and what not to do. Take advantage of that. They're also trying to wean them into a new way of thinking. Don't surprise them with it, but just ease them into it. From my experience, it works quite well. Tim 24:51Yeah, I think if we can, when you say know what to do and what not to do, older workers and more experienced workers, thought leaders, managers, whatnot, they have a deeper understanding of the potential risks and threats that are out there, you know, threats that we need to mitigate opportunities that we need to exploit. If we can decouple the how, from all of this, that seems to be, again, where people are getting stuck is in that control space, that how are you going to go do that, within reason, I mean, there still has to be order. So, to bring us up to speed here, we've got, we're in this period of great robust change, we've got rules that have been altered, we have a new way of working, we have a new way of thinking, we have a new relationship with technology. And as such, we've got new risks that come up, when we try to exert too much control, or we're too resistant to change, we talked about the younger generation being not as scared of failing, not having the same relationship with failure, and seeing it as much more of a stepping stone or something that was temporary versus defining. Although, in my experience, I see sometimes that is a source of conflict. To what degree is your shame sticking, some leaders are very unnerved when a person doesn't feel deep and lasting shame or guilt. And it's not a real positive thing. So, and we talked about the mindset that needs to go into this. How harmful and how costly can a lack of this confidence and ability to connect in an organization ve when you're trying to guide somebody through rapid change or needed change? Dan 26:58It's sometimes it's problematic because a big organization is just not one person is many departments and usually when you are running a project, you need to speak to a lot of departments, some departments are more pro-change, there's some not and it can be quite harmful for the company as a whole when very simple thing can't be solved because of people are not playing ball basically. That is a tricky situation to end up being. I've been in that kind of situation many times. And it takes a lot of communication, a lot of meetings and explanations, but eventually, you kind of reach a compromise. It's all about compromises, really. Tim 28:00When we see that behaviour of having to have meetings in order for people to get comfortable. And I do a lot of work in higher Ed and they refer to the collegial mindset and these kinds of things. It's working out the risks and making sure that everybody's heard and that degree of comfort. And I remember, you had said something in a previous conversation to me that really stuck. In my world, a phrase that I use is all change means loss, right? Change means losing something, saying goodbye to something, something dying. And you had said that, that loss at times can be the the feeling of expertise. And so if I'm thinking about departments or silos in an organization where one doesn't want to change and the other is ready, there's usually something in that silo that they're losing control of, or they're losing expertise over. Can you talk a little bit about that, about the idea of our relationship with our own expertise and how we can be flexible with that? Dan 29:14Yeah. You have to have an open mindset because things are gonna change whether you like it or not like it, you can't control it, you can't do anything about it. So, the best thing you can do is to embrace change. It is daunting, and it's scary to do that because you let go of something and you let go of some control. But on the other hand, you can gain control from something else instead. That's how I see closes. That's how I tried to be myself. I mean, I can't stick to old things that doesn't work. It doesn't make me happy and I can't do my job properly. So, I need to adjust and to learn new things, new processes, new techniques or whatnot. In order to move forward, I think you have to have that mindset. And also, it's good for you. Because if you are in your comfort zone, nothing fun or exciting is going to happen, every day is going to look the same. In order to have some kind of excitement in your life, or in your workplace, or anywhere, you need to step out of that comfort zone, because the amazing things happen outside. But it's a scary place, but it's very rewarding if you're there. Tim 30:42Yeah, there's, I remember years ago, that whole idea of letting go. And at the same time, I remember when I decided to really get real about what I can control and what I can control. That was it's a liberating thing. But I would ask you to take us back into the archives here, Dan, as you were developing, 40 years of experience, there would have been, I would imagine, there would have been a time where at least you realized this happened. Or maybe it was a specific event, where this idea of gaining control by giving up control so that you could find that authenticity, so that you could struggle less with trying to move things that you couldn't, can you take us back into your history and give us a bit of an anecdote of when that happened to a younger Dan. Dan 31:36A younger Dan. Well, it happens all the time, daily with me. I think I was working at a big bank in Sweden. I was stuck in between mainframes, the old water-cooled mainframes and the new pieces that just came out from IBM. So, I remember transitioning into doing more work with PC because I thought that's more, it seems to solve problems easier than to have to deal with the mainframe. So, that was, I think that was the big work-related shift of losing control that I can remember. Yeah, I was right. Tim 32:18And just being really comfortable with what you didn't learn in school, in a way, right? Dan 32:22Yeah, exactly. That's the same thing because you learn one thing in school and when you graduate, it's old ready? Tim 32:31Yeah. So, fixing one's expertise to a certain how of doing things might be, and I'm reflecting on my own space. Now, I mean, my success is because I bring a deep toolbox and lots of experience, but I never get married to the how we're going to do something. This is a little different in the consulting space. But you know, like, just in the last two years, I would meet with clients, I can put together a pretty good agenda. You know, I know how to structure an agenda. I used to teach, you know, meeting skills. And well, there's a reason why we have a very structured rigid agenda. So, I'm very good at this. And then I realized that when I'm working with these executive teams in these complex issues, or I'm working with a team that's under crisis, or are a leader that I need to be listening to, if I start with my agenda, I'm in a way impeded, and I'm done. Because until I get in the room, and I do a lot of prework, but until I get into the room, I don't know exactly what's going to happen. So, I have to be able to spin on a dime. And so, man, I didn't think I was gonna go here. But I literally had conversations with clients where I was like, they would be like, where's the agenda, and I'm like, I don't use an agenda anymore. I have a series of outcomes that we are going to strive for, and that I'm going to promise. But if I told you, I knew what minute of the two days, we're going to be working on a certain thing, and that we're definitely going to use that tool. And that's the thing we're going to be using. I would be lying to you. And I mean, because I have too often started down the road and within the first 10 minutes, the agenda is out the window, then what do you do? And so I abandoned that sense of control early on. That relationship with how we define our expertise then around being enough and trusting ourselves that we're going to be able to, you know, forward into the unknown. It's something that the older generation has to redefine in many ways and the younger generation seems to be doing literally out of hand, right? Just– Dan 34:50Yeah, no real different ways to approach things in life. I mean, for me as a consultant, I have the experience. I've been working for a long time in both banks, finances and being in the travel industry, all that knowledge that I have accumulated throughout the years with travel, for example, that's the business learning, that I know their business inside and out. And I can apply that to whatever technology there is. That is we're going to use to solve a problem today. So, that never goes away. I still have that knowledge with me. But I can adapt that into whatever technology is being used. That's keeping the best of both worlds. That's why it's so important for the younger people to tap into that knowledge in the older people. Tim 35:46Well, that's why we as Gen X can say, with a great deal of or great lack of humility, we're the best generation there's ever going to be. Yeah, because we're on. I don't think that's going to hold true. But anyway, I think it's interesting, though, and especially when we turn this towards the needs of many of my listeners, which are going to be struggles around hiring and retention, struggles around that we have a different level of willing capacity or discretionary performance that showing up in the workplace right now. And also, we've always talked about for years now, we've talked about entitlement and things like this with younger workers. But this is all fitting together for me in the sense that the older workers right now, the older generation in the professional areas, was the importance of the resume and all of the experience that they're bringing into it. And of course, that is practically important. I'm not disputing that. But we have younger workers that come in, and they don't think they're being in many cases, they don't put the same weight into their experience. They feel you're hiring them, they feel you're hiring their potential, they feel you're hiring, they're whether you think of it as confidence, or whatever it is, but you're hiring them or hiring the person, not the resume. And so there's a great deal of confusion when you sort of say, well, you need to cut your teeth or a statement like that, what you need to do, you know, you need to pay your dues and spend your time. And I wouldn't say that it's outside their thinking, they know what it means and it's not a problem with them. It's that the answer is somewhere in between. Because what we want them to learn today, depending on the role, could potentially be obsolete tomorrow. And so we need that speed of learning. We need that ability to be nimble, and to be responsive. And actually, here's maybe not the most politically correct way to think about younger employees. But what would happen, and this is me musing now, what would happen if we treated the employee more like the app we need to put on our phone and say, or even we use that language with them? Your role is like an app that we need to install, and we need it to do certain things. Perhaps we could get a different level of independent work slash relationship with the work. I never thought I'd go down that path, but it's definitely, do they think of themselves in the app, right?  Dan 38:37Yeah, no, I mean, as a consultant, you are the hired short-term.Tim 38:44Oh, yeah, Ronald Gun. Dan 38:38So, you're an app, unless you're doing a very good job and stay wherever the company happens, yeah, you are an app, basically, because the employee needs help with a certain task, bringing that expertise and do the thing and teach the other employees and then leave. Tim 39:07Okay, so this now we're at a really interesting point, because you and I have the bias in this room right now that we're both in a sense, you know, keep what you kill, run and gun consultants in the sense that, we go in and we help people with no long term expectations to be holding them hostage, or around for a long time, we're there to fix problems. And hopefully, they call us back when they've got the next problem. Right? But we make our name based on our results and on the relationships we keep. This is a small portion of the population that is able to function in this way. I would say we have sort of a Buddhist philosophy in employment, Buddhists is the wrong way to go. But it's temporary. It's a Mandela, right? We know it's going to change. It's meant to be swept away. My experience with the working layer in professionals, the bulk of the population does not feel really comfortable with that level of open risk. Right? Yeah, absolutely. How does that stability translate for the older and the younger generations? And I think it's really, it's a question that's worth asking. And I think I'm inspired by you to go and ask it. Dan 40:25Yeah, no, as I said before, we're older, well for us. The good CV meant everything that was the most important that was the paper that you meant something, I've done this, I can use this paper to get a job or that I mattered that I accomplished things. For the younger generation doesn't matter. Because they just want to work with fun things and get paid. And also we were bound to stay with the same employee for years. Because you did that, you didn't job hope in any shape or form, because that was looked down on. Someone changed job within two years that, oo what's wrong with that person? And now it's the opposite. Why have you worked with that employee for 10 years, you're weird.  Tim 41:27That's true, it went through a period of the late '90s-2000s, into the 2010s. Well into now, where, you know, people were highly, highly transient when it went into work. And that was the way to get a promotion, you went out and you hunted a promotion through changing your jobs, if you're a professional. You're going to climb through jobs switch. What's interesting, and I think this is really cutting edge now is that for businesses that find that feeling of comfort, and able to keep the employees working on fun things and keep them challenged, and let them suddenly develop that backlog of skills and familiarity, and have a real social experience, there is a greater desire now than I've seen in my 25 years of working in this space. I believe the needle is starting to switch back over to I want to find a long-term, perhaps role for life. I want it to be part of me. And I don't want it to be something that I need to, I know it's going to develop, but I want it to always be there and I want it to be, it's kind of like your contract with your phone company, as long as it's working. And you get a new phone, a new office every once in a while, you get new apps, new roles and challenges every once in a while. I'm good. Yeah, I can focus on other stuff, bigger questions, things that matter. There's different questions. I mean, younger generation workers that I see, that I'm coaching, they care as much about what social initiatives and social values, the CEO demonstrates, or the company is willing to challenge as they do what their mission is, in the world. This isn't true for everybody. But it's true for a lot of people they are looking deeper at, they don't want to associate with a business that treats them as disposable. There's a real attraction to that, that place of being and that they can say it with pride, and that they don't have to worry that the reputation of the business is going to rub off on them if it's stink, right? They don't want to be associated with that. I see much healthier relationships with this and Europe and Canada, and parts of Southeast Asia and Australasia than I do in the States. In the States, I see we're going through a dehumanization in some ways, right? Dan 44:08It's brutal. Tim 44:10It is, it's absolutely brutal. Dan 44:15It is brutal. Just a short run, but I've seen also is that the older generation tends to stick around longer obviously. Because it's a sense of security for the younger generations to hop around a little bit more. But there's a risk to that because all the companies who lose intellectual value because their brains are disappearing, so they need to find a way to keep the knowledge in the company, but at the same time provide all the flexibility, all the good stuff.  Tim 45:00Yeah, intellectual capital has to be put on the balance sheet. Reputational capital needs to be put on the ballot.  Dan 45:10Yeah, yeah. When we, I mean, older generation, we are more important than your free time. And now that change sort of your free time is more important than your work. So, it's all those aspects as well. Tim 45:26In training one group of executives I was working with a couple of months ago, I was talking to them about learned helplessness. And that your employees when you hire them all in many ways, you're never more optimistic about what they can provide, because guess what you've only known them for practically three hours through the interview process, and you've seen their resume, and you've got all sorts of imaginings about what they're going to be capable of. And then the real world hits, and they've got good things, and they've got bad things. And sometimes you're more impressed than disappointed, sometimes you're disappointed than impressed. You begin to judge and classify what this person is capable of, in the course of real work. And if it's not managed properly, you can begin to really instill a great deal of, again, shame, guilt, whatever you want to call it, you can start to let the new employee know when you're disappointed when they've failed. And if you do this improperly, and they get confused about what they're actually still in control of, they can stop trying, because they don't know what's going to make you happy, or they don't know what's going to have what's considered winning anymore. And so they get paralyzed because there's no winning, they don't know what the rules of the game are. It was never explained properly, or we didn't connect on it. What is really interesting when we think about the older generation is how much we actually relied on for lack of a better term. And I'm sure I'm going to be raked for saying this. But how much we relied on learned helplessness. We were helpless to affect whether or not we needed to be in the office working. We were helpless to alter sort of the the level of negotiation and how we would go about applying for a job. We were helpless to initiate a human rights complaint or something like that if something happened. I mean, I wasn't prone to it. But man, I worked in some industries, specifically in kitchens, where they still wouldn't pass muster when it comes to how people are supposed to be treated. I mean, it's just way too aggressive. Right? So, helping these new dynamic multigenerational workplaces, dealing with this pace of change and all the new opportunities it brings, as well as the expertise and all the lessons we've learned and all the organizational knowledge that we've captured. Man, I love the work I do. It is so complex, which again is why I love talking to a guy like you because complexity is your is your stock and trade. Right? Dan 48:07Yeah, no, I love it. Just the fact that it's changing so much all the time, and you have to adapt to people and you have to adapt to technology and systems. Talk to people to bring everything together. That's what's kept me going, daily basically.  Tim 48:26Let me ask you a question. Now I'm gonna want to break this down to some practical advice for leaders. I'm gonna take a risk here, we may have to cut it out. If you think about a large system that you're installing, or augmenting for a client, and they can be end-to-end? Am I?  Dan 48:45Yeah, yeah. Yeah, no, it can be.  Tim 48:50In order for that system to be designed for improvement, what are three-four attributes that you need to keep in mind when you're designing that IT landscape? What are some design characteristics that allows it to be nimble and change? Dan 49:09Well, first of all, you need to build a modularization, modularize. Oh, that's a hard word to say. Tim 49:15Modularization. Yeah, modular, it's got to be modular. Dan 49:20And also the, it's very important how you design your system. You basically have very small parts of your system that can connect together to make a feature, for example. So, if you have an order system, you have one little part that deals with the client or the customer, you have one little part in that that deals with the history of the orders and one little part that deals with what happens when the customer do an order so you have to break it down in very small bits. Which makes changes much easier. It is not gonna be super simple anyway, but it's going to be much easier to deal with, you don't have to change your whole system, you have to change parts. Tim 50:10So, the idea that you can change part of it, and that is modular from design, and that you understand what the different bits are for and what they do. And that they are specialized in a sense. Leep those three things is as paramount, everything will be a little bit easier, much easier. In fact, we do the wrong thing, it becomes static, that becomes the brick of a mainframe that we have to, you know, tear right down to its nuts, if we're going to change anything. Dan 50:41Well, there are huge breaks in maps as well. So, it's hard to do.  Tim 50:47All right. Now, here's where my instinct is leading to me, leading me to, if we translate that thinking into how a person approaches their leadership style, then maybe the running of their team, let's just start with the knowledge of self, the fluency of self. If I take a modular approach, to my sense of self, if I think of myself as not one big thing, but a bunch of little things, how would that affect my ability to change and adapt? Dan 51:25I think you need to be flexible as a person, and you need to learn how to accept new things, and you need to be able to process new things and see if this is a good thing, or if it's gonna hinder me, or if it's gonna reward me, or if it's gonna make my life easier. So, you need to change that. Also, when you're working with people, you have to delegate, that's the most important thing, when you work as a leader. Because you don't know everything, there is always people that know things much better than you and use them. Because then you can change, basically, because you have people working for you that know things very well. Tim 52:19I think I get where you're going here. And when I think of that modular aspect, it parallels to changing a part of what you're doing, or one of your thoughts or one of the ways you conceptualize things, or even that what you were an expert now is now obsolete, and you have to lean on other things, that modular approach means that we can protect, well not protect but it doesn't alter our sense of self. It doesn't threaten the whole, it's just a part. It's just a thing, right? And then when you said about delegating, and I think about that, the bits that all do different things. One of the first moves that I make with teams or with leaders or executives working on their career, is that they understand all the different roles in which they show up in, and that there's a certain function they have in this group that they don't have in this group. So, how are you entering the meeting? Do you know what your your role is? When this employee comes to you, do you know what they're asking you to be? Are they asking you to be the critic of their work? Or do they need somebody that helps you sort out a confidence issue? What role are you filling? What bit are you accessing right now? So, Dan, I'd like to ask you, if you were to focus on some of the most actionable advice that you would offer to leaders, what would be the things that you would say that have to be at the forefront of their mind? Dan 53:58I think the most important thing is to be transparent. Be able to communicate and to listen, because you're dealing with people, and there is not one person that it's the same as the other one. Everybody has different needs. Everybody wants different things. Everyone has different personal lives, which affects their work life. So, you need to be able to communicate. I think a big thing is to be transparent and to listen. Tim 54:28And if we fail to do that, we're treating that person like they are just a mindless cog. And they'll be disappointed.   Dan 54:38Yeah, because they're human beings. A human being is happy then they will produce. Tim 54:47Should we have hope for how technology is changing and what it's going to allow us to become as a species, as a planet? Dan 55:00Hmm, philosophical. The software, I think people–Tim 55:01Guilty, guilty. Dan 55:03I think people will evolve together with technology, we are kind of staring our own destiny in that sense, because we are making technology do things for us as a human species. We are lazy by nature, we have these machines that do things for us. So yeah, of course, we're going to move towards that. We are always in a transition state, there is no finite state, this is nothing more it's going to happen, it's always going to happen. We always going to have these generational clashes like we have with the younger, they will have kids and they will suffer the same thing. When they get older, their kids will evolve in things where in ways that we can't even imagine. So, I think there's a constant evolution. Tim 56:00Well, Dan, you've really opened my eyes to a number of things here. And I love that we're at the place we're at. We talked, some of the big things that I'm going to take away from this is that idea of being able to stay in that state of creativity, and that letting go and knowing that things are shifting constantly. And that they're not just shifting for us, but they're shifting for everyone. And that when we approach others to understand, you know, be transparent, perhaps vulnerable, listen, and be empathetic. And really communicate clearly to try to cut out as much of the error as possible. Because everybody's in this change with us. And they're all changing in their own ways. And we need to focus on giving up that sense of control over the how necessarily, unless we've got things to add, so that we can embrace who we are and focus on our own happiness, and then the realization that everybody else deserves the same thing. They deserve to find themselves and be happy in that. Dan 57:25Absolutely. Yeah. Tim 57:25So, in that sense, I mean, technology can really open up, perhaps a greater level of humanity. Because it'll take us farther away from this industrialized kind of mindset.  Dan 57:25Yeah, I hope so. We'll see.  Tim 57:30All right. Well, here, let's go through some of the final thoughts here. If a person wants to engage with you, and consider their own technological journey, or just reach out, where's the best place for them to link up with you? Dan 57:47That would be email or LinkedIn. Tim 57:51Okay. So, we'll put both of your contact spots there. If I was to ask you, maybe it's the boat, maybe it's something else. But what do you have going on perhaps professionally, or in your life that you're really excited about? And that you would want people to be aware of that you're, you know, the circles that you're moving in professionally, or the efforts that you're expending? What are some things that you're excited about?  Dan 58:19Oh, what am I excited about? I'm working on a big system right now. We are not gonna transition a very old system. That is all we're talking ourself into new technology new. I can't say what the client is, because it's, but that's gonna be really exciting to be part of and work with. That's a huge job. Tim 58:46And helping people know that it's possible. Dan 58:50Yeah and also, it's a great realization of the client that they need to do it. They can't just bound virtues their old system. Tim 59:01You know, it's funny, because when we think about organizational change, especially cultural change, people have to come to terms with that systems and processes and policies that were designed under certain mindsets, actually solidify and calcify that behavior in the organization. And sometimes if you're going to go through this real meaningful change, you got to admit that stuff. Dan 59:31Yeah, yeah you have to. Could be a time when people are at ready, when the companies are ready to do it then we can do it. You can't force a change like this. That's just how it is. Tim 59:42We don't want to force it. But oh, wow, I imagine that it's when they're ready, it's a heck of a lot easier than if you're pushing rope. What is one wish that you want every listener to leave this conversation with? What do you hope for everybody that's listening? Dan 59:59I wish people, all people in general to be a little bit more transparent and listen more to people around you. Because people are amazing. And you can learn a lot from them. Tim 1:00:14Yeah, that's great. Last order of business. Dan 1:00:15Last order of business.Dan 1:00:17Yeah, last order of business for the next guest on Sweet on Leadership. Put them on the hot seat. What's a question you would want them to answer to get us going to break the ice that you are really curious about? Dan 1:00:35What you know, now, would you change anything when you graduated school? If you could turn back time? Tim 1:00:43If you could turn back time, what would you say to your younger self? Change when you graduated school? Okay. All right. Dan Löfquist, thank you so much for joining me today. I really appreciate it. I'm so glad I got to spend this time with you and learn a little bit more about you and connect on this level. And I'm really happy. I'm really happy that I can bring this expertise all the way from the sticks in Sweden, to everybody that's going to be listening around the world. So thank you so much. Dan 1:01:18My pleasure. My pleasure, Tim. Tim 1:01:20Take good care and enjoy that boat. Dan 1:01:23I will, I will. Tim 1:01:30Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership. Please give us a positive rating and review on Apple Podcasts. This helps us spread the word to other committed leaders. And you can spread the word too by sharing this with your friends, teams and colleagues. Thanks again for listening. And be sure to tune in in two weeks time for another episode of Sweet on Leadership. In the meantime, I'm your host, Tim Sweet, encouraging you to keep on leading.

Te gast is is Ron Meyer. Hoogleraar Strategisch Leiderschap bij TIAS en ondernemer/Managing Director bij het Center for Strategy in Leadership. ‘Of iemand een goed leider is zie je niet aan wat de leider doet, maar aan de wil van anderen om met hem of haar mee op reis te gaan. Dit vereist veel wendbaarheid van de leider, én de wil om de lead te pakken door een brug te slaan naar de ander. In elke situatie opnieuw.'

In this episode of the #LevelUp Leadership podcast, Craig Boundy, Experian's Global Chief Operating Officer, discusses important topics such as navigating career development challenges such as "imposter syndrome" and shares valuable insights on transitioning into a global role. His experiences and perspectives shed light on the importance of embracing diversity and adapting to changing environments. 

In this episode of the #LevelUp Leadership podcast, Craig Boundy, Experian's Global Chief Operating Officer, discusses important topics such as navigating career development challenges such as "imposter syndrome" and shares valuable insights on transitioning into a global role. His experiences and perspectives shed light on the importance of embracing diversity and adapting to changing environments. 

Adam, Belinda and Sabrina talk about building the agile organisation and reflect on the previous episodes in the season. Team ⁠Belinda Price⁠ ⁠Sabrina C E Bruce ⁠ ⁠Adam Scoot⁠ Organizations ⁠Agile World⁠ ⁠Arabica Transformation Consulting ⁠ #Agile_World #AgileWorld #Agile #AgileTalkShow #AgileManifiesto #AgileCoach #ScrumMaster #Leadership #Agility #AgileOrganisations #leadership #change #transformation #skills #capability #leadershipdevelopment #Arabica Big Thank You to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sabrina C E Bruce⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Karl A L Smith⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Agile World ® ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠News and Broadcast Network⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ © 2023 California, USA --- Send in a voice message: https://podcasters.spotify.com/pod/show/agile-world/message

Adam, Belinda and Sabrina talk about doing the work. Once you have understood the value you are trying to deliver and its benefits; how you will measure the progress of the work, it's time to do the work. How can you best start? Team ⁠Belinda Price⁠ ⁠Sabrina C E Bruce ⁠ ⁠Adam Scoot⁠ Organizations ⁠Agile World⁠ ⁠Arabica Transformation Consulting ⁠ #Agile_World #AgileWorld #Agile #AgileTalkShow #AgileManifiesto #AgileCoach #ScrumMaster #Leadership #Agility #AgileOrganisations #leadership #change #transformation #skills #capability #leadershipdevelopment #Arabica Big Thank You to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sabrina C E Bruce⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Karl A L Smith⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Agile World ® ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠News and Broadcast Network⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ © 2023 California, USA --- Send in a voice message: https://podcasters.spotify.com/pod/show/agile-world/message

How do you define the Flow of Value in Leadership & Agility? Adam, Belinda and Sabrina talk about value. How it sits at the heart of everything but it is frequently misunderstood. Team ⁠Belinda Price⁠ ⁠Sabrina C E Bruce ⁠ ⁠Adam Scoot⁠ Organizations ⁠Agile World⁠ ⁠Arabica Transformation Consulting ⁠ #Agile_World #AgileWorld #Agile #AgileTalkShow #AgileManifiesto #AgileCoach #ScrumMaster #Leadership #Agility #AgileOrganisations #leadership #change #transformation #skills #capability #leadershipdevelopment #Arabica Big Thank You to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sabrina C E Bruce⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Karl A L Smith⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Agile World ® ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠News and Broadcast Network⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ © 2023 California, USA --- Send in a voice message: https://podcasters.spotify.com/pod/show/agile-world/message

Launch of a new co-production between Agile World ® and Arabica Transformation Consulting. Here Adam, Sabrina and Belinda introduce the coming series of videos. Team Belinda Price Sabrina C E Bruce Adam Scoot Organizations Agile World Arabica Transformation Consulting #Agile_World #AgileWorld #Agile #AgileTalkShow #AgileManifiesto #AgileCoach #ScrumMaster #Leadership #Agility #AgileOrganisations #leadership #change #transformation #skills #capability #leadershipdevelopment #Arabica Big Thank You to ⁠⁠⁠⁠⁠⁠⁠⁠⁠Sabrina C E Bruce⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Karl A L Smith⁠⁠⁠⁠⁠⁠⁠⁠⁠ Agile World ® ⁠⁠⁠⁠⁠⁠⁠⁠⁠News and Broadcast Network⁠⁠⁠⁠⁠⁠⁠⁠⁠ © 2023 California, USA --- Send in a voice message: https://podcasters.spotify.com/pod/show/agile-world/message

Going from individual contributor to first-time manager requires a major mindset shift as an emerging leader. On today's podcast, Emilie shares 3 skills to master as you rise. Related Links:Level Up: our Leadership Development Program for Women on the RiseEp 356: How to Think Like a Leader Rather Than a ManagerEp 265: How to Set Clear Expectations as a LeaderEp 281: How to Deal with a Micromanaging BossEp 367:  How to Deal with Difficult CoworkersJoin the Bossed Up group on LinkedInJoin the Bossed Up Courage Community on Facebook 

Brad Swanson joins Brian to explore the concept of servant leadership and share actionable takeaways to help you lead with compassion and empathy. Overview In this episode of the Agile Mentors podcast, Brad Swanson joins Brian to discuss the concept of servant leadership and how it can be applied in an Agile environment. Learn how to create strong personal connections with your team members, the power of asking powerful questions to foster collaboration, and how to be more assertive as a leader while remaining flexible about the process. Listen in as Brad shares three practical ways that listeners can cultivate a servant leadership mindset and build a positive and productive work environment. Listen Now to discover: [01:48] - Brian introduces Brad Swanson, who has the trifecta of certifications with Scrum Alliance: CST, CEC, and CTC. [02:54] - Brad shares his belief that servant leadership involves prioritizing the needs of the team while cultivating a culture of trust and collaboration. [04:43] - Since the 1970s, the servant leadership concept introduced by Robert K. Greenleaf has involved empowering team members rather than seeing them as subordinates. [07:48] - Brian shares his experience playing football and how it relates to management styles, highlighting that a calm and empowering approach can be more impactful than an authoritative one. [09:55] - Brad shares the idea that effective leadership involves the ability to balance and leverage multiple power styles and shares the book "Leadership Agility" by Bill Joiner and Steven Josephs, which emphasizes the importance of situational leadership. [13:30] - Brad shares his perspective on the shift in the last version of the Scrum Guide from using the term "servant leadership" to "true leadership" and why he prefers the term situational leadership. [15:05] - Brian acknowledges that people have a natural predisposition towards being either assertive or accommodating and how stepping outside of one's comfort zone can lead to both personal growth and an expansion of your skill set. [16:05:] - Brad suggests there is a difference between being assertive and directive. [19:38:] - The effectiveness of asking powerful questions to invite collaboration and reach a mutual goal. [20:17] - The key to being more assertive as a leader without attacking the individual (and remaining flexible about the process). [21:55] - Brad shares three ways listeners can implement a servant leadership mentality. [23:35] - Brian shares how to use a notebook to process your thoughts and ideas while giving others a chance to speak up. [24:38] - Brad shares why listening is a skill that requires frequent practice. [25:15] - Why it’s a good idea to keep your team in the loop about the changes you are trying to make in your leadership style. [26:13] - Why being open and transparent about your efforts to improve can help create a learning environment where improvement is both expected and accepted. [27:05] - Why creating strong personal relationships with the people you are leading is crucial to effective leadership and developing the team's skills. [29:05] - Listeners of the Agile Mentor’s Podcast can get a 10% discount on the Certified Agile Leadership class Brad has coming up on March 27th by using promo code friend10. Find out more by visiting Agility 11. [30:34] - Join the Agile Mentors Community to continue the discussion. You can get a free 12-month membership into the community by taking a class with Mountain Goat Software. References and resources mentioned in the show: What is Servant Leadership? "Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness" "Leadership Agility" Agility 11 Certified Agile Leadership - CAL Essentials & Organizations with Brad Beginning March 27, 2023 - Promo Code: friend10 Mountain Goat Software Certified Scrum and Agile Training Schedule Scrum Alliance Join the Agile Mentors Community Subscribe to the Agile Mentors Podcast on Apple Podcasts Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He’s passionate about making a difference in people’s day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Brad Swanson, Founder and Principal Coach and Trainer at Agility 11 helps organizations achieve sustainable success through Lean and Agile principles. With extensive experience as a trusted advisor to executives and organizations worldwide, Brad holds certifications as a Leadership Agility 360 Coach, Agile Leadership Educator, Scrum Trainer, Enterprise Coach, Professional in Agile Coaching, and LeSS Practitioner.

Brad Swanson joins Brian to explore the concept of servant leadership and share actionable takeaways to help you lead with compassion and empathy. Overview In this episode of the Agile Mentors podcast, Brad Swanson joins Brian to discuss the concept of servant leadership and how it can be applied in an Agile environment. Learn how to create strong personal connections with your team members, the power of asking powerful questions to foster collaboration, and how to be more assertive as a leader while remaining flexible about the process. Listen in as Brad shares three practical ways that listeners can cultivate a servant leadership mindset and build a positive and productive work environment. Listen Now to discover: [01:48] - Brian introduces Brad Swanson, who has the trifecta of certifications with Scrum Alliance: CST, CEC, and CTC. [02:54] - Brad shares his belief that servant leadership involves prioritizing the needs of the team while cultivating a culture of trust and collaboration. [04:43] - Since the 1970s, the servant leadership concept introduced by Robert K. Greenleaf has involved empowering team members rather than seeing them as subordinates. [07:48] - Brian shares his experience playing football and how it relates to management styles, highlighting that a calm and empowering approach can be more impactful than an authoritative one. [09:55] - Brad shares the idea that effective leadership involves the ability to balance and leverage multiple power styles and shares the book "Leadership Agility" by Bill Joiner and Steven Josephs, which emphasizes the importance of situational leadership. [13:30] - Brad shares his perspective on the shift in the last version of the Scrum Guide from using the term "servant leadership" to "true leadership" and why he prefers the term situational leadership. [15:05] - Brian acknowledges that people have a natural predisposition towards being either assertive or accommodating and how stepping outside of one's comfort zone can lead to both personal growth and an expansion of your skill set. [16:05:] - Brad suggests there is a difference between being assertive and directive. [19:38:] - The effectiveness of asking powerful questions to invite collaboration and reach a mutual goal. [20:17] - The key to being more assertive as a leader without attacking the individual (and remaining flexible about the process). [21:55] - Brad shares three ways listeners can implement a servant leadership mentality. [23:35] - Brian shares how to use a notebook to process your thoughts and ideas while giving others a chance to speak up. [24:38] - Brad shares why listening is a skill that requires frequent practice. [25:15] - Why it’s a good idea to keep your team in the loop about the changes you are trying to make in your leadership style. [26:13] - Why being open and transparent about your efforts to improve can help create a learning environment where improvement is both expected and accepted. [27:05] - Why creating strong personal relationships with the people you are leading is crucial to effective leadership and developing the team's skills. [29:05] - Listeners of the Agile Mentor’s Podcast can get a 10% discount on the Certified Agile Leadership class Brad has coming up on March 27th by using promo code friend10. Find out more by visiting Agility 11. [30:34] - Join the Agile Mentors Community to continue the discussion. You can get a free 12-month membership into the community by taking a class with Mountain Goat Software. References and resources mentioned in the show: What is Servant Leadership? "Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness" "Leadership Agility" Agility 11 Certified Agile Leadership - CAL Essentials & Organizations with Brad Beginning March 27, 2023 - Promo Code: friend10 Mountain Goat Software Certified Scrum and Agile Training Schedule Scrum Alliance Join the Agile Mentors Community Subscribe to the Agile Mentors Podcast on Apple Podcasts Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He’s passionate about making a difference in people’s day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Brad Swanson, Founder and Principal Coach and Trainer at Agility 11 helps organizations achieve sustainable success through Lean and Agile principles. With extensive experience as a trusted advisor to executives and organizations worldwide, Brad holds certifications as a Leadership Agility 360 Coach, Agile Leadership Educator, Scrum Trainer, Enterprise Coach, Professional in Agile Coaching, and LeSS Practitioner.

The world has been going through a barrage of disruptions, affecting everyone's lives and livelihoods. So what are the necessary characteristics of leadership in this new world of work? Join us in our conversation with Dr. Nick Horney, author of the book VUCA Masters: Leadership Agility in this New World of Work, as we explore the traits needed by any leader at any level of the organization to navigate our constantly changing environment.Visit us at https://www.ouragiletales.com/about

What is business agility? Is it fast decision making or is it decision making at the very operational level? How much impact does positive mindset have on business and organizational agility? Let's talk...

The world has been going through a barrage of disruptions, affecting everyone's lives and livelihoods. So what are the necessary characteristics of leadership in this new world of work? Join us in our conversation with Dr. Nick Horney, author of the book VUCA Masters: Leadership Agility in this New World of Work, as we explore the traits needed by any leader at any level of the organization to navigate our constantly changing environment.Visit us at https://www.ouragiletales.com/about

In a fast-paced and competitive world where companies are built on superior strategies perfectly executed, leaders may more often lead by showing power and strength. After all, you're supposed to be the one in charge. Is there, however, a space for vulnerability and the "softer" aspects of leadership? A question all leaders need to consider is how they can build a culture of trust and open communication – by showing power and strength, or vulnerability and empathy.Listen to episode 20 of Agile Leaders Conversations, where I speak with Kema Bae, WEB 3 Enthusiast and the Co-Founder of Sinofy Group, as she shares her insights on navigating the paradox of Enforcing vs Empowering in the team. Hear her share how showing vulnerability and openness can increase the competitiveness of the organization and build a culture that enables agility.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Recognizing good work goes a long way in building a positive work culture. Many leaders, however, may find this simple act difficult to be performed consistently, or consider recognizing good work as something too trivial. But, studies have consistently shown that recognizing employees gives them a sense of purpose, greater connections within teams, and productivity.In this episode of Agile Leaders Conversations, I speak with Hwee Peng Tan, Chairman of the School Board where she shares how her single, consistent act of giving constructive encouragement went a long way in helping her show up authentically and got her elected as the school board chairperson. She also talked about the importance of leaders being inspiring, approachable, and long-term thinkers. Hear also how Hwee Peng deep-dived into the mental aspect of the "8 Paradoxes of Leadership Agility."Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Sabrina C E Bruce and Karl A L Smith are delighted to welcome Ben Hutchinson from JCurv and Bill Joiner from ChangeWise, Inc. on to Agile World to share their knowledge and insights on Leadership Agility. The need for Leadership Agility was a key observation from The State of Agile Culture Report 2021-22 run by Jcurv, the Agile Business Consortium and Truthsayers. Guest Bill Joiner from ChangeWise Inc. - Leadership Agility is the ability to lead effectively under conditions of rapid change and mounting complexity. It includes but goes considerably beyond what's commonly known as “agile leadership.” As described in our deeply researched book, Leadership Agility, it makes leaders more strategic, more collaborative, more innovative, and more proactive in learning from experience. Using our proprietary assessment, coaching, and training methodologies, we help leaders grow into new levels of agility that they apply in leading organizational change, leading teams, and pivotal conversations, thereby creating more agile teams and organizations. Ben Hutchinson from JCurv - Transform your work, team and entire company with Agile working structures, helping you to grow professionally. Co Hosts Sabrina C E Bruce Karl A L Smith #Agile_World #AgileWorld #Agile #AgileTalkShow #AgileManifiesto #AgileCoach #ScrumMaster English Agile World English Website Agile World English LinkedIn AgileWorld.English Facebook Agile World © 2022 Agile World Broadcast Network, Hollywood, California | Content Co-hosts | | Music by Bensound.com --- Send in a voice message: https://anchor.fm/agile-world/message

In the world of business, innovation and adaptability are keys to survival. When the pandemic took the world by surprise, businesses had to be more innovative and adaptable to stay afloat. An agile mindset then is fundamental because it allows businesses to be responsive to change and thrive in today's rapidly changing marketplace.In Episode 10 of Agile Leaders Conversation, hear Kristian Thorbjornsen share his insights and reflections after reading '8 Paradoxes of Leadership Agility.' Hear how Paradox 8 - Principled vs Adaptable helped him switch his mindset almost immediately and set up quick experiments to explore new revenue streams and his business model as the landscape changed due to COVID-19.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

In today's rapidly changing world, it is more important than ever for young leaders to be prepared for the future. But what are some areas young leaders need to pay attention to so that they are well-positioned to shape a better world? Gaining a global perspective, immersing in transformative experiences, and learning from mentors could be the key. In episode 5 of Agile Leaders Conversations, hear Metta Ni, social innovation advocate, and Gen-Z future leader, share his views on leadership and disruptions. He also highlights the opportunities presented as a result of the pandemic and what young leaders can do today to prepare themselves for the future. Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

When you're leading, managing, or supporting a team, it can be difficult to be agile when you have limited information and must make decisions quickly. You may also have limited time to act, which can lead to poor decisions or none at all. However, with careful planning, an agile mindset, and effective leadership skills, you can minimize these problems and increase your leadership agility.In episode 6 of Agile Leaders Conversations, hear Neo Ley Lee, Director of Financial Advisory, share her views on leading teams and clients through disruption with empathy and inspiring action by showing the way.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

The aviation industry has been majorly impacted by the COVID-19 pandemic with flying schedules and routes being disrupted, and airports being forced to close. However, the industry is fighting back against the virus with a number of different initiatives. In Episode 4 of Agile Leaders Conversations, hear Jared Lee, VP of Qatar Airways South East Asia share his insights on how Qatar Airways is responding to the global pandemic and emerging as the market leader.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Kate & Ryan chat with Anu Smalley, the President of the Capala Consulting Group, about the mindset shifts necessary for Leadership Agility 

On this episode Pat sits down with Matt Cole, CEO of Suma SaaS to talk about his approach to leadership, how leadership styles have to evolve in VUCA environments and what makes a successful leader. We also dive into his journey into startups in LatAm and the future plans for Suma. On this episode you will learn about: What makes a successful leaderWhat is paradoxical leadership and how to implement it Why coaching is critical to evolve and grow your leadership skillsYou can find Matt on LinkedIn here. 

In the world of HR, rules are being rewritten. What was right and "standard practices" may not be relevant today. As our talents are our greatest resource, all HR professionals need to keep up with the latest trends and stay ahead of the curve.In episode 3 of Agile Leaders Conversations, Tang Li Chow, an HR veteran leader, shares his views on the future of HR, leadership agility, and paradoxes in the post-COVID era.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediately https://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

In today's workplace, we are constantly faced with complex tasks and problems. This can be overwhelming and cause self-doubt. But a simple solution exists – by changing our mindset because when we think differently, we will find solutions to our challenges with ease.In episode 2 of Agile Leaders Conversations, hear from the CEO of Compunet Connections, Balasubramanian Venkatesh as he shares his views on agility, paradoxes, and navigating the complexities in today's workplaces, and his takeaways from reading '8 Paradoxes of Leadership Agility.'Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Trust is the foundation of any strong working relationship, but it can be hard to build and even harder to sustain. If you can build trust with your coworkers, you'll have a much smoother path to success.In episode 1 of Agile Leaders Conversations, hear from Daryl Chew, Regional Information Security Officer on his insights from '8 Paradoxes of Leadership Agility', and how some paradoxes will help leaders learn to view trust and relationships in the workplace differently.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Leadership agility is an essential skill for nurse leaders to hone as it impacts the success and productivity of your team.   In this episode we discuss the advantages and disadvantages of 5 leadership styles and the stress the importance of communication and relationship building to comfortably exemplfy leadership agility.  After listening, let us know which leadership stye you usually exercise and if you intentionally  practice leadership agility. Send us an email at:  hello@stressblueprint.com1. Click the link to REGISTER  for the next Stress Solution Series2. Download your FREE Mindfulness E-Book at stressblueprint.com/353. Follow the Nurse Wellness Podcast on Facebook and Instagram4. Join the Nurse Wellness Hub on Facebook  5. Email Nurse Wellness Podcast at hello@stressblueprint.com6. Background music produced by DNMbeats

Notre monde devient de plus en plus complexe par ces enjeux sociaux, par les changements constants. Toutefois, les positions de certaines personnes semblent de plus en plus extrêmes et catégoriques (pour ne pas dire simplistes). Comment pouvons-nous faire face à ce phénomène qui semble parfois désespérant? Pour ma part, mon espoir en notre futur collectif réside en grande partie dans le développement des stades de la conscience. Tout le monde a la possibilité de jouer un rôle de leader, pas juste ceux qui occupent des postes de dirigeant. Plus nous serons nombreux à accéder à des stades plus évolués, plus nous serons en mesure de rétablir ces dialogues manquants et identifier tous ensemble des solutions innovantes. Si ce type de questionnement t'habite également, je pense que cet épisode va apporter des pistes concrètes de réflexion. Le livre Leadership Agility propose une grille de lecture pour comprendre les stades de développement de la conscience avec précision. Ce livre détaille 5 stades (Expert, Performant, Catalyseur, Co-Créateur, Synergiste). Le Catalyseur, le Co-Créateur, le Synergiste sont considérés comme étant très avancés et touchent seulement 10% de la population. Le Leadership Agility permet de décortiquer les stades de différentes manières dont à travers 8 compétences en particulier. Donc, il s'agit d'un outil technique indispensable pour évaluer et coacher, mais aussi pour voir le futur de notre monde avec un peu plus d'optimisme. Ordre du jour 0m23: Introduction 14m56: Présentation du livre 17m37: Introduction des stades de développement 22m50: La boussole des compétences 27m52: Les 5 stades de conscience du Leadership Agility 46m47: Réflexion personnelle Pour encore plus de détails, consulte la page web de l'épisode

In a time when so many people are struggling with increasing gas and grocery prices, global threats, continued racial unrest, supply chain delays, increasing demands at work, and at home, leadership agility is essential. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/kimberly-b-lewis/message Support this podcast: https://anchor.fm/kimberly-b-lewis/support

Many leaders have faced unprecedented challenges over the past 24 months and will continue to do so. Managing uncertainty, increasing complexity and rapid change requires flexibility with purpose, or “Leadership Agility” – the ability to adapt your leadership style as the situation warrants. But how do you become a more agile leader? Ralph and Cindy…

(En anglais) Si le coaching exécutif est aujourd'hui reconnu par les entreprises et les organisations, c'est grâce à des pionniers comme Stephen Josephs. Auteur, coach et méditateur, c'est aussi un modèle qui a inspiré Cloé dans sa propre pratique du coaching, avec son livre « Leadership Agility ». Adepte de philosophie orientale (19:00), Stephen Josephs passe en revue les différentes étapes du leadership et explique le rôle de l'amour-propre (le fameux « ego ») dans le développement des leaders (7:00).

Vik is the General Manager of the Renaissance Milwaukee West Hotel. The property opened in the relative early days of the pandemic, in Aug 2020. Opening a hotel is never easy. Between operational, administrative and project management needs, it requires organization, focus, a great team and a clear set of guiding principles so that people have a leader they can trust.  Values and culture are at the forefront of many discussions in hospitality today and Vik has very clear ideas on what it takes to turn theory into practice.  In this is a tactical episode about leadership, Vik shares insight into bringing a new hotel to life, building the right team and the new ways of thinking about how work gets done. About VikWith more than two decades of industry experience in luxury and lifestyle hotels, Vik Khokhar has been appointed the General Manager to open Renaissance Milwaukee West. Born in New Delhi, Khokhar spent his early days in India before he relocated to the Netherlands to pursue a career in the hospitality business. He studied hospitality administration at the International School of Hospitality Management in Friesland and began his career with The Ritz-Carlton Hotel Company in St. Louis, Mo., where he was recognized as "Leader of the Year" for his uncompromising commitment to quality and results. Most recently, Khokhar served as the Director of Hotel Operations of the Renaissance Chicago Downtown. Under his leadership, the hotel was recognized as "Hotel of the Year" in the Americas two years in a row due to stellar performance on all business priorities, including record-setting financial and guest satisfaction results. A resident of Wauwatosa since 2007, Khokhar looks forward to establishing the hotel as a revitalizing retreat within the community. LinksWebsite: https://www.marriott.com/hotels/travel/mkemr-renaissance-milwaukee-west-hotel/ (https://www.marriott.com/hotels/travel/mkemr-renaissance-milwaukee-west-hotel/)

“The best leaders are those that get things done through other people." Nick Horney is the author of “VUCA Masters” and founder of Agility Consulting. In this episode, Nick shared his innovations in leadership agility that include AGILE Model® and Leadership Agility Fitness, which are the cornerstones for becoming inspiring leaders in the current VUCA world, i.e. the VUCA Masters. Nick also shared how we can extend his leadership agility concepts to improve organizational behavior, culture, and mindset in order to reach organizational agility. Towards the end, Nick shared some inspiring leadership lessons from his 23 years of experience serving the US Navy Special Operations, describing the true characteristic and hallmark of the best leaders. Listen out for: Career Journey - [00:05:48] AGILE Model® - [00:08:04] VUCA - [00:13:20] Leadership Agility Fitness - [00:19:46] Leadership Self-Agility Assessment - [00:24:14] VUCA Masters - [00:29:30] Leadership Agility and Agile - [00:32:10] Organizational Behavior - [00:34:26] Leadership Lessons From the Military - [00:40:35] 3 Tech Lead Wisdom - [00:43:55] _____ Nick Horney's Bio Dr. Nicholas Horney founded Agility Consulting in 2001 and has been recognized for innovations in organizational and leadership agility, including The AGILE Model®, VUCA Masters™, Leadership Agility Fitness™, After Action Agility™ and Talent Portfolio Agility™. His coaching, leadership agility and organizational agility management consulting experience spans over 30 years and includes the start-up and management of the Coopers & Lybrand (now Price Waterhouse Coopers) Change Management Practice. Representative clients include Turner Broadcasting, Coca-Cola, Navy SEALs, Lenovo, CIA, ARAMARK, and REI. Dr. Horney has written four books. The most recent is VUCA Masters: Developing Leadership Agility Fitness for the New World of Work (2021). Nick retired from the U.S. Navy (Special Operations) at the rank of Captain and has applied that experience to his work with high performance team agility. He serves as a coach for The Honor Foundation focusing on the successful transition of Navy SEALs to the business world. Follow Nick: LinkedIn – https://www.linkedin.com/in/nickhorney Website – https://agilityconsulting.com/ VUCA Masters Academy – http://vucamasters.com/ Our Sponsor Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags by visiting https://techleadjournal.dev/shop. Like this episode? Subscribe on your favorite podcast app and submit your feedback. Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Pledge your support by becoming a patron. For more info about the episode (including quotes and transcript), visit techleadjournal.dev/episodes/65.

VUCA: Volatility, uncertainty, complexity and ambiguity are the conditions of today's leadership environment. Nick Horney, author of recently published VUCA Master: Developing Leadership Agility Fitness for the New World of Work (2021) and special guest Dr. Kozhi Makai talk about:The value of a shared language when working with VUCA conditionsAnticipating change as an outlook on lifeThe pillars of fitness agility in working with VUCA conditionsThe origins and applicability of VUCA to the boardroom nowThe practical application of being VUCA fit as a leaderDr. Horney founded Agility Consulting in 2001 and has been recognized for innovations in organizational and leadership agility, including The AGILE Model®, VUCA Masters™, Leadership Agility Fitness™, After Action Agility™ and Talent Portfolio Agility™. He also sits on the editorial board for the Business Agility Institute. Special guest Dr. Kozhi Makai came to the US from Zambia, acquired his doctorate, then joined the US military. He is a VUCA master in every way. Combine Kozhi's real-world experience with Nick Horney's depth of experience in organizational dynamics and leadership agility and it all becomes real and doable at a time when advancing executive skills for VUCA conditions are essential. The production of this episode is supported by the Business Agility Institute. Subscribe to the Emergence magazine and get a 10% discount using the code DAWNA. That's me! Please share, comment and rate the Inspirational Insights podcast on iTunes, Spotify and your usual platform. Intro music by Mark Romero MusicFind Dawna Jones on Medium: https://medium.com/@dawnajones | LinkedIn: https://www.linkedin.com/in/dawnahjones/ | Instagram: https://www.instagram.com/insightful_dawna/Support this show http://supporter.acast.com/insight-to-action-inspirational-insights-podcast. See acast.com/privacy for privacy and opt-out information.

Ep 42: How Conflict Can Become a Catalyst For Good Within The Family Enterprise  Listen in on another Family Biz Show as we talk all things conflict! Kathy Holub* & Greg McCann* join us as we discuss how it can actually become a catalyst for good within the family enterprise.  During this live episode, you'll learn:  The three components of a thriving family enterprise.  The cost of not dealing with conflict  How changing our mindset can better frame your family's involvement with the business.  This Weeks Guests  Kathy Holub*  Kathy Holub is a consultant and coach who helps families resolve conflicts over inheritance, estates, family enterprises, and other common sources of tension.  She specializes in helping families use their differences as a catalyst for solving problems and strengthening relationships.  She also coaches individuals on how to navigate conflict when family members aren't interested in facilitation or mediation – or when wild horses couldn't drag them in.     Kathy's twenty years of experience in conflict resolution are grounded in her love of teaching.  She is a Lecturer at Harvard and Columbia Law Schools, where she has taught negotiation for many years.  She is a seasoned negotiation trainer who has helped thousands of CEOs, senior executives and professionals become better negotiators.  She has conducted programs for Regeneron Pharmaceuticals, the Brunswick Group, Naspers, Cleary Gottlieb, FINRA, the Clinton Foundation, Columbia University, the U.S. Bankruptcy Court, Montefiore Medical Center, and the New York City Council, among others.  She has also advised business owners on specific negotiation challenges.  She is a frequent speaker on negotiation-related topics and has delivered many Continuing Legal Education (CLE) programs on negotiation.    A former journalist and Pulitzer Prize-winner, she has edited four books, including “Bargaining With the Devil: When to Negotiate, When to Fight,” by Harvard Law Professor Robert H. Mnookin (Simon & Schuster 2010).  She holds a JD from Yale Law School and a bachelor's degree from Harvard University.  She clerked for then-Judge Sonia Sotomayor in the Southern District of New York and practiced law for two years before moving into teaching and consulting.  She is based in New York City.  Kathy can be reached at kathy@kathyholub.com and through her website, www.kathyholub.com.  Professional certifications:  Family Firm Institute: dual certificate in Family Business Advising & Family Wealth Advising   Stalder Mediation: advanced mediation  The Center for Understanding in Conflict: mediation  Ackerman Institute for the Family: Foundations in Family Therapy  New York Peace Institute: mediation   Memberships:  Family Firm Institute  New York City Bar Association  Greg McCann*  As an author, educator, coach, consultant, and speaker, Greg McCann works with family enterprises in the areas of leadership, team building, succession, communication, conflict resolution, and with a special emphasis on helping the next generation succeed in their careers and lives. Greg has coached leaders, executives, and the rising gen for over 20 years and is certified in Leadership Agility, Challenge of Change in Resilience and Myers-Briggs Type Indicator.   As a consultant McCann has helped numerous family enterprises transition to future generations. By including all involved members of the family and the business in the consulting process, he ensures that all perspectives are considered. Thus, his clients are able to identify key issues, which can then be addressed directly and honestly in the context of long-term family relationships.   As a speaker McCann addresses national trade associations, universities and family business forums on Leadership, Character, Generational Opportunities and Family Enterprise. He also speaks about Vertical Leadership Development and Coaching and Mentoring. He speaks with the voice of experience—in an approachable and humorous, yet highly focused style.   As a thought leader and author, McCann has published many valuable works on family enterprise. His most recent book, Who Do You Think You Are? is about aligning your character with your reputation. His previous book, When Your Parents Sign the Paychecks, deals with the challenges faced by the next generation in family business. The work received a bronze medal in the career category at the 2008 Axiom Business Book Awards. Along with James Hughes, in 2017 he co-created a Chief Learning Officer learning community.  McCann is certified in, has presented extensively, and has written about the Myers-Briggs Type Indicator as well as Leadership Agility, including their special applications to coaching individuals and family enterprise. As a coach, McCann has worked with family enterprise leaders, executives, and members of the rising gen since 1998. His approach combines greater self-awareness with creating more effective action and richer relationships. This includes working to align your character with your reputation.   McCann, now retired after 27 years in academia, was founder and director of the Family Enterprise Center at Stetson University, where he led the effort to develop the nation's second minor and first undergraduate major in Family Enterprise. He coached his students for over 17 years. He also was the EMBA Cohort Coach.  McCann is a graduate of Stetson University and the University of Florida, College of Law (J.D.) and has served on the Board of Directors of the Family Firm Institute (FFI) (2005-2008). He was awarded the institution's 2016 Interdisciplinary Award for outstanding achievement in the advancement of interdisciplinary services to business families and the 2006 Barbara Hollander Award acknowledging him for a lifetime of achievement in family enterprise education. He is a FFI Fellow and is certified in Family Business and Family Wealth Advising from FFI. He proudly serves on the InnerWill Board of Directors as well as the Cornell University's Family Business Center Board of Advisors.  McCann and Associates is a boutique firm that has worked over the last two decades with family enterprises throughout the U.S. We help cultivate the commitment to family, greater trust, values-based decision making, and longer-term thinking that are vital strengths in well run family enterprises. For more information: www.greg-mccann.com  ----------------  *Not affiliated with Lincoln Financial Advisors Corp.  Michael Palumbos is a registered representative of Lincoln Financial Advisors Corp.   Securities and investment advisory services offered through Lincoln Financial Advisors Corp., a broker/dealer (member SIPC) and registered investment advisor. Insurance offered through Lincoln affiliates and other fine companies.   Family Wealth and Legacy LLC is not an affiliate of Lincoln Financial Advisors Corp.  CRN-3754845-091021

A multi-award-winning executive coach, https://www.linkedin.com/in/chuen-chuen-yeo/ (Chuen Chuen Yeo) is the author of 'https://www.amazon.com/Paradoxes-Leadership-Agility-Inspire-World-ebook/dp/B0893JQ6YH/ref=sr_1_1?dchild=1&keywords=8+Paradoxes+of+Leadership+Agility&qid=1632101978&sr=8-1 (8 Paradoxes of Leadership Agility)' and creator of the Five Inner VoicesTM, a framework for Leadership Agility. She was named 'Best Agile Leadership Development Coach – Singapore ' by https://www.corporatevision-news.com/ (Corporate Vision Magazine) in 2020/21. Chuen Chuen and I talked about leadership agility, and how she helps leaders achieve it through an easy, four-step process: Reconstruct the Map: Taking to an unbiased, courageous reality check Refresh the Lens: Dropping the legacy mindset and driving toward a new mindset Renew the Identity: Where the transformation starts and leaders take on a new persona Rebuild the Capabilities: Learning and acting on that new learning A really interesting and fresh approach to adapting to new environments, new ways of working, and ever-changing business dynamics. Loved this show and her book for its simplicity, examples used throughout the four steps, and that Chuen Chuen is one of the most approachable people you will ever meet!

Leading a team through a time of crisis is never easy. It's even more difficult when one has to deal with the emotional responses of those impacted by the event and themselves. However, the right approach by a leader, with a touch of empathy, can ease teams through the darkest of days. Listen to episode 18 of Agile Leaders Conversations where I speak with Mr. Earn Meng Chan, a veteran HR leader with over 20 years of experience across industries. Hear his sharing on how an empathetic touch as reminded by the paradox Tasks vs People unite teams in times of crisis.  Connect with Earn Meng at https://www.linkedin.com/in/earn-meng-chan-3465bb145/Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Leadership is an evolutionary process that never ends. As a leader, it's important to stay on top of your game and adapt as the needs change throughout various stages in life or during different company evolutions. Catch this episode 17 of Agile Leaders Conversations where I interview Raymond Tay, Change Coach and Human Resources Expert on his views on leadership styles and how they can be used effectively across all organizations at any stage in their evolution. Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

With the emergence of the pandemic, boundaries are broken, norms are non-existent, and so, rules are being rewritten.  But something stands in the way – attachment. Because change is never easy, it's far too tempting to refer to old rules and norms – overly attached – and resist embracing the necessary changes that will make businesses and lives better.In episode 16 of Agile Leaders Conversations, I speak with Vinesh Sukumaran, fellow Forbes Coaches Council Member, Organizational Development Consultant, and author of From Behaviour to Well-Being. Vinesh shares insights on how businesses can use the agile mindset to address the multiple paradoxes in their lives and build better businesses post-pandemic. This episode is not to be missed.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Growing your leadership agility with Positive Intelligence with Ann-Marie Kong  If you could be happier and increase your performance exponentially with 15 minutes of daily practice, would you do it?  You live in a rapidly changing, volatile, uncertain, complex, ambiguous and interconnected world. To meet the adaptive challenges you face today, you need to evolve… The post EAFH49: Ann-Marie Kong – Grow leadership agility with Positive Intelligence appeared first on Leaders share how-to practices - KnolShare with Dr. Dave Podcast on GrokShare.com.

FLG_S2_EP3: www.forleadersglobal.com   About Andrew Williams: Andrew Williams is the Founder and Managing Director of Agility Consulting Group. He also goes by leadership enthusiast, coach, award-winning educator, facilitator, speaker, author and – most importantly – experimenter. Having spent almost two decades helping individuals and teams cultivate leadership agility, his passion and purpose is growth through experimentation. Clients appreciate his straight-up, direct approach that combines accountability with compassion and empathy. Whether he's working with C-suite executives, running a team coaching session or chatting to someone in an elevator, what Andrew values most about his work is that every day brings the potential to help someone make progress on change that truly matters to them. Andrew's book, Survive and Thrive: 120 ideas to cultivate your leadership agility, was released in 2019 and is available for purchase through his website, Amazon and Booktopia. For Leaders Global Resources:  www.forleadersglobal.com Helping Organisations Build Leaders Worth Following & Culture Worth Reproducing   To get in contact with us and talk about how we can help you build leaders worth, dynamic teams and culture worth reproducing email us here: hello@forleadersglobal.com     

In the fast-changing business world, keeping up with your field is vital. That's when the power of continuous learning comes in. By seizing opportunities to stretch your perspectives and widen your horizons, you will stay ahead and constantly innovate.In episode 8 of Agile Leaders Conversations, hear Ronnie Lee, General Country Manager of Lenovo Singapore, share his insights on leadership agility. He gives many leadership golden insights that will benefit aspiring and veteran leaders, so this episode is not to be missed.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Personal mastery is an essential journey for leaders. The journey might not be easy, but it's always worth it. As you clarify your purpose, goals, and values, you will achieve your meaningful goals sooner and more intentionally.In episode 7 of Agile Leaders Conversations, hear Christian Kastner, a veteran sales leader, share his insights after reading ‘8 Paradoxes of Leadership Agility.', He highlights how he connected with the paradox ‘principled vs adaptable' and sound leadership advice that will help leaders relook their focus and emphasis on life.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

In business transformations and optimizations, a common problem we see is the misalignment between people and systems. When this happens, the organization's agility is compromised. The solution then is to increase the alignment between the people and systems of an organization so that they both can function together in synergy. This promotes organizational agility.In episode 9 of Agile Leaders Conversations, Andrew Shuttleworth, Head of Business Development, joins us and shares his favorite paradoxes. He also urges all leaders to step up early and grasp opportunities to step out of their comfort zone. Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Chuen Chuen is a multi-award-winning leadership coach and strategic partner for numerous Fortune 500 company leaders. She firmly believes that executives can accelerate their leadership growth by developing an agile mindset to reach their highest potential. I'm thrilled to welcome Chuen Chuen to today's Go4Leadership Podcast.

Most people are trained to think analytically, which has vast benefits—but it can also disconnect us from our inner wisdom. For leaders leading in today's rapidly-changing workplaces, intuition has a large part to play. Being connected internally, we begin to lead with integrity – where our minds, hearts, and actions align. This is a more sustainable and liberating way to lead, work and live. In episode 12 of Agile Leaders Conversations, join May Tuck Wong and me as we discuss the importance of knowing oneself in a leader's pursuit of agility. Personal mastery is now more critical than ever. In this video, May shares the ELSP model from the Leadership Coefficient and how it can work hand-in-hand with 8 Paradoxes of Leadership Agility and the Five Inner Voices.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

No one likes being in a chaotic business situation, but often it's unavoidable. Discover why the "longer path is the shortest in the long run", and the presence required of leaders who want to inspire their teams and enterprises.In episode 14 of Agile Leaders Conversations, hear Frederic Ducros, a veteran in the digital transformation space. Frederic played the role of Chief Transformation Officer in AirAsia, spent more than 15 years in consulting firms, and spoke at the Business Agility Conference in New York. Hear Fred share how leaders should approach transformation by looking at tasks vs people with a different paradigm, riding the curve of maturity, and the importance of having mindful conversations with people so that organizations can transform successfully. Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Most organizations want to improve performance, but few succeed. In fact, research has shown that most transformations fail. Common reasons are a lack of leadership commitment, unrealistic goals, and resistance from employees. To succeed in your business transformation, you need a different strategy.In episode 13 of Agile Leaders Conversations, hear Fadly Rasyad share his insights after being in the agile transformation for over 20 years. Discover the reason why most transformations fail and how to achieve a different outcome. As a seasons DevOps consultant and Enterprise Agile Coach, Fadly offers insider knowledge and hands-on wisdom that will be valuable to any business considering a transformation. We also discuss how leaders should and should not regard 'people.'Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Enterprise agility is essential for all businesses as we seek new ways of working – optimized processes that lead to maximum outcomes. But enterprise agility will not happen until the system works as a whole. Thinking about the organization as a living organism might be a useful metaphor.In episode 11 of Agile Leaders Conversations, hear Sunil Mundra, Agility Consultant and Author his perspectives on agility from the enterprise context and how it synergizes with leadership agility. Sunil is an Enterprise Agility consultant and author of 'Enterprise Agility: Being Agile in a Changing World' and I strongly encourage all viewers to grab a copy of his book.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

Creating a vision for the easy part – getting people on board is trickier than most think. The key is to have the right conversations that communicate the vision in a crystal-clear manner that increases commitment and devotion to the bigger picture. Only when people and goals align then will businesses achieve results.In Episode 15 of Agile Leaders Conversations, hear Kiran Mann, Founder of M2M Business Solutions, a people-centric business advisory company. Located in Canada, Kiran's futuristic approach and the ability to use unconventional tools and techniques that drive results enabled her to play a critical role in enhancing the overall value created by several organizations and making them highly profitable and efficient.Get 8 Paradoxes of Leadership Agility at acesence.com/agility-bookWant to learn more about leadership agility with Chuen Chuen? Follow these steps:1. SUBSCRIBE TO THIS CHANNEL2. SUBSCRIBE TO THE FREE NEWSLETTER – Get high-impact insights you can use immediatelyhttps://acesence.com/laf-subscribe3. SAY HI TO CHUEN CHUEN ON SOCIAL MEDIA:Facebook: http://www.facebook.com/ACESENCEwithYeoChuenChuenLinkedIn: https://www.linkedin.com/in/chuen-chuen-yeoVisit ACESENCE.com for more agile leadership development programs.4. TELL ME WHAT YOU WANT:Tell me in the comments if you liked this podcast and what other topics you would like to hear.

BIO: Chuen Chuen Yeo is an executive coach specializing in developing the agile mindset in professionals, thereby raising the quality of leadership in every organization. STORY: Chuen Chuen quit working as a public servant and set up a coaching business. She then put her heart and soul into creating an online course. After three weeks of ignoring everything else, including her husband and kids, Chuen Chuen made only one sale. Her biggest mistake was failing to conduct background research and understand the online course space before jumping into it. LEARNING: Do not allow fear to stop you from reaching your full potential. But, also, do not let too much optimism blind you from seeking guidance. Sell your online course before creating it.   “I overcame imposter syndrome by accepting what my strengths profile was trying to tell me.” Chuen Chuen Yeo   Guest profilehttps://www.linkedin.com/in/chuen-chuen-yeo/ (Chuen Chuen Yeo) is an executive coach specializing in developing the agile mindset in professionals, thereby raising the quality of leadership in every organization. Named one of “Top 101 Global Coaching Leaders” and “Woman Super Achiever” at the 28th World HRD Congress. She works with business executives from nearly 40 countries, including Fortune 500 companies and senior officers from the Singapore Civil Service. Chuen Chuen is also the author of ‘https://amzn.to/3viDhDi (8 Paradoxes of Leadership Agility)’ where through stories of transformation, she shows how mindset shifts are made possible with her proprietary Re4 Coaching Model. Worst investment everLeaving her safety netChuen Chuen decided to move from being a public servant and become an entrepreneur. The move meant leaving the stability of a full-time job, but she was determined to explore this route of becoming an entrepreneur. Setting up her own businessChuen Chuen set up a coaching business, and to scale the business; she put together an online course with the hopes of making some passive income. Chuen Chuen spent about three weeks wholly engrossed in creating the perfect course. In the three weeks, she ignored her husband and three kids. Fortunately, her husband was very understanding throughout that period. Time to sell the courseAfter spending all her time and money creating the perfect course, it was now time for Chuen Chuen to sell her course. She asked her greatest supporters to have a look. After all the work she put in, Chuen Chuen got just one sale. She was utterly disappointed. Learning from failureEven though Chuen Chuen was disappointed by the failure, she decided to learn from it. She asked a few people for feedback, and she got to know that her biggest mistake was being overly optimistic about her course. She believed that it would be great just from creating good content. So she failed to do any research or seek guidance from other online course sellers. Lessons learnedDo not let too much optimism blind you from seeking guidanceWe have to guard ourselves against our optimism to avoid trapping ourselves in a box, thinking that everything will work out fine. Too much optimism may make you paint this overly rosy picture that you do not need guidance because things will work out fine. Andrew’s takeawaysDo not let fear stop you from reaching your full potentialYou are unique and capable. Stop feeling bad about yourself, stop feeling inadequate, or letting imposter syndrome stop you from reaching your highest capabilities. Your job in this life is to bring the most and the best out of yourself. Sell your course before you create itIf you want to make money selling online courses, the best thing to do is sell the course before creating it. Drum up interest before you even create it. This will help you know if people indeed want it. Do not be afraid to charge premium rates for your coursesSometimes people are afraid to charge a higher price for their courses, not recognizing that cost is a serious accountability tool....

Staying Relevant In A Volatile Landscape: Without personal accountability and a deep-rooted interest in human connections, our work cannot drive the positive and global impact we intend for it to have. Without the right intentions and ethics, even the best tools in our hands can become weapons of mass destruction. In this digital age of information overload, there is a greater need to teach our kids how to process information and how to make sense of it rather than giving them more information via our curriculum. Knowledge is becoming cheaper and less important. In the near future, we will not be hired for what we know, but for our ability to harvest new ideas and solutions in ever changing technological landscapes. Embrace change, stay relevant. The Era of the Social Enterprise: People these days don't want to only eke out a living like how they had to in the midst of war during the Industrial Revolution. We don't want to just elevate their standard of living like with the latest Technology and Information revolution. Socially conscious enterprises – the ones that want to do the most social good, that have popped up in the past few years, are making us think of our own personal impact on the world. Most of us are now seeking meaning in “Why we do” in the “What we do” of our daily lives. We seek reward in improving the quality of our life and not just our standard of living. This is how the Future of our Work is going to look like. Read more HERE. https://futurestrongacademy.com/the-future-of-work-and-the-role-of-non-cognitive-skills/

Stephen Josephs, Ed.D. is a leadership development expert. He is dedicated to helping leaders shape their culture and bring out people’s best work in ways they haven’t thought of before. He is particularly interested in the strengths women bring to their leadership roles, and he helps them build their capacities and skills to thrive in today’s business environments. In his 40 years of leadership development work in corporations he has integrated mindfulness as a central part of developing executives. His recent course, Mindfulness 2.0 for Engineers, has received high ratings from participants. In this episode Stephen and I discuss... How taking on a new role is a good fit and sometimes you have to make it your own. The challenges faced after taking on a new role when you bump up against the culture. A role play that can help you get a win-win in a confrontational conversation, and create an opportunity to transform your relationships with those whom you had perceived as adversaries. How to get at the original source of inspiration that is there for all of us. A powerful practice that allows you to build rapport and a connection with anyone. Links Books: Dragons at Work and Leadership Agility  Website: http://www.stephenjosephs.com LinkedIn: https://www.linkedin.com/in/stephenjosephs Sponsors Zebralove Web Solutions: Close your online marketing skills gap, learn how to remain relevant in a quickly changing marketplace, and get ongoing support in promoting your businesses online. Stay ahead of the game by signing up for these Digital Marketing Forum. Go to womentakingthelead.com/zebraworkshops to register. Resources Create Goals that are Worthy of you: If you are done with either pursuing vanilla goals, suffering through the struggle of goals that are not aligned with your strengths, or dealing with heartbreak of an unattainable goal this course is for you! Accomplished: How to Go from Dreaming to Doing: A simple, step by step system that gives you the foundation and structure to take your goals and make them happen.

Nick Horney is an organizational psychologist and founder of Agility Consulting. He spent 23 years in Special Operations in the U.S. Navy, before building a career in the agile space. Horney joins us to discuss his ideas and experience in leadership agility and anticipating change, focusing on 2020 and the COVID-19 pandemic. He uses the concepts of “After Action Agility” and the “Leadership Agility Profile 360 Assessment” to gauge how well organizations anticipate and respond to change. “The whole purpose of doing assessments is not just self-discovery: it's what do you do with that? How do you convert that into your own individual development plan?” Accenture | SolutionsIQ's Chris Murman hosts. Learn More: • agilityconsulting.com • Leadership Agility Profile 360 Assessment (http://agilityconsulting.com/leadership-agility-profile-360-assessment/#:~:text=The%20Leadership%20Agility%20Profile%E2%84%A2,such%20as%20clients%20or%20customers.)

Greg McCann shares on conscious leadership in Family Business. About: Greg Mcann, Family Enterprise Owner, Consultant, Coach, Author and Professor Greg works with family enterprises in the areas of leadership, succession, communication, conflict resolution, with a special emphasis on leadership. Greg has coached leaders, executives, and the rising gen for over 20 years within his roles as the founder & director of Stetson University's Family Enterprise Center, director of its executive MBA, as a consultant and coach in his firm, McCann & Associates (greg-mccann.com). He has had several coaches throughout his career and is certified in Leadership Agility and Myers-Briggs Type Indicator.

Jodie Charlop founded Exceleration Partners, dedicated to helping professionals build career resiliency and successfully evolve to positions of leadership. Jodie helps her clients transform into powerful leaders by tackling blind spots that may be stealing their leadership power. Jodie has served as a full-time executive coach since 2004. Main Takeaways: ● What is Leadership Agility? ● How to define your Leadership Agility moving into 2021 ● Creating a life that matters ● Moving through the struggles of life Be sure to check out full show notes at https://innovationmeetsleadership.com/resources You can connect with Jodie on LinkedIn, @jodiecharlop. Interested in learning more about Leadership Agility? Schedule time with Jodie at https://www.jodiecharlop.com/virtualcoffee. Visit her company website, https://excelerationpartners.com. These are proven solutions to advance your leadership and innovation process. Check out our website innovationmeetsleadership.com or connect with us on Instagram or Facebook @innovationmeetsleadership Don't forget to subscribe and leave a 5-star review. Let's go transform something! --- Send in a voice message: https://anchor.fm/natalie-born/message Support this podcast: https://anchor.fm/natalie-born/support

Business Agility, Geschäftsagilität. Eines DER Buzzwörter im "Agile Bingo".  Früher gab es Agilität nur für Menschen die mit Pizza bezahlt wurden und heute? Alle? Oder keiner? Vielleicht ist es auch nur ein Grund für (große) Beratungsfirmen den Agile Coach Preis hoch zu treiben?  Woher kommt das Wort eigentlich, wieso ist es in aller Munde, was bringt sie einem und was ist der Stand der Dinge? Diese und weitere Fragen stellt sich heute einer der Experten in Deutschland, Österreich und Schweiz, Alexander Birke.  Alex Birke ist Business Agility Coach und leitet unter der Marke SolutionsIQ den agilen Bereich von Accenture in den Ländern Deutschland, Österreich und der Schweiz. Ihr erreicht Alexander unter folgenden Links: LinkedIn: https://www.linkedin.com/in/alexbirke-businessagility/ (https://www.linkedin.com/in/alexbirke-businessagility/) Blogartikel zum Thema Business Agility: https://www.ittage.informatik-aktuell.de/programm/2020/business-agilitaet-der-lange-weg-und-seine-stolpersteine.html (https://www.ittage.informatik-aktuell.de/programm/2020/business-agilitaet-der-lange-weg-und-seine-stolpersteine.html) Accenture Blogartikel zum Thema Business Agility: https://www.accenture.com/de-de/blogs/ies-asg/business-agility-als-bessere-form-von-agilitat (https://www.accenture.com/de-de/blogs/ies-asg/business-agility-als-bessere-form-von-agilitat) Buchempfehlung "Leadership Agility": https://www.amazon.de/Leadership-Agility-Anticipating-Initiating-non-Franchise/dp/0787979139/ref=sr_1_1?dchild=1&keywords=leadership+agility&qid=1605004009&sr=8-1 (https://www.amazon.de/Leadership-Agility-Anticipating-Initiating-non-Franchise/dp/0787979139/ref=sr_1_1?dchild=1&keywords=leadership+agility&qid=1605004009&sr=8-1) Vernetze Dich gerne mit mir und erhalte weitere Informationen rund um das Thema skalierte Agilität. eMail : podcast@skagil.de LinkedIn SkAgil: https://www.linkedin.com/company/skagil/ (https://www.linkedin.com/company/skagil/) LinkedIn Matthias: https://www.linkedin.com/in/matthiasbullmahn/ (https://www.linkedin.com/in/matthiasbullmahn/) XING : https://www.xing.com/profile/MatthiasC_Bullmahn (https://www.xing.com/profile/MatthiasC_Bullmahn) Ageile Grüße,  Dein Matthias

Join Kyle Roed as he speaks with Kevin Dawson, Host of the Leaders and Lagers Podcast. About Kevin: Helping organizations develop leaders, teams and organizational culture to become better workplaces is what drives me. When I can help an organization solve the challenges of becoming a great place to work; help managers and leaders learn the skills to best engage, equip and elevate their teams; and inspire organizations to craft great culture, that makes me feel like I have been successful. https://www.linkedin.com/in/kevincdawson/Leaders and Lagers: A Podcast about Leadership Development, Organizational Culture, Business and Technology, and of course beer. New episodes release Friday mornings at 8:00am CT. https://www.leadersandlagers.com/Rebel HR is a podcast for HR professionals who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Rebel ON, HR Rebels! Support the show (https://www.patreon.com/rebelhumanresources)

In this HCI "Throwback Tuesday" Podcast episode, Dr. Westover talks with Chuen Chuen Yeo about leadership agility for personal and organizational development and growth (originally aired on June 4, 2020). Watch the video here: https://youtu.be/ZmPV47_luQk.  Chuen Chuen Yeo (https://www.linkedin.com/in/chuen-chuen-yeo/) is a multi-award-winning executive coach who raises the quality of leadership in every organization by developing agility. Honored with accolades and praise for her outstanding work over the years, she was named “Woman Super Achiever” and one of "Top 101 Global Coaching Leaders" at the 28th World HRD Congress. She is a Professional Certified Coach (ICF), John Maxwell Coach, Marshall Goldsmith Executive Coach, Agile Certified Coach and Conscious Business Coach. She works with business executives enabling leadership development in organizations, and excels at organizational mindset shifts and creating learning solutions for companies around the globe. Her clients hail from more than 30 countries and are mostly from Fortune 500 companies. A satisfied client has described the coaching experience with her as "transformational" and "life-changing". Some even said it is "the only program leaders need to do". Chuen Chuen has also authored a book "8 Paradoxes of Leadership Agility", a collection of stories of transformations using a 4-step, Re4 Coaching Model she has developed. She believes the agility mindset is the key to enabling deep and effective transformations in organizations and wanted to write a book which is useful and immediately implementable. Her book was recently rated 5 Stars by Readers' Favorite. The 4-step coaching model presents an easy pathway which shifts mindsets for leaders to make the quantum leap. To get the book: http://www.ACESENCE.com/agility-book To hear real insights from industry leaders on agility and paradoxes: http://www.ACESENCE.com/blog Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

In this episode, we talk about the impact of permanent work-from-home policies on Agile team development and coaching.  Plus, we share recommendations on books, blogs, and whitepapers on business and leadership agility. (00:00) Introduction(01:41)  Permanent work-from-home and Agile(40:06)  Resources on business and leadership agility?(47:50) Wrap upThis podcast is licensed under CC BY-NC-ND 4.0.  If you want more information about the Agile Coaching Network.  Please go to AgileCoachingNetwork.org Support the show (https://www.agilealliance.org/membership-pricing/)

Here is Geof Ellingham’s LinkedIn: https://www.linkedin.com/in/geofellingham/ The paper we are discussing, Geof’s paper, is here: https://www.linkedin.com/pulse/human-centric-agility-coaching-geof-ellingham/?trackingId= You can find Geof’s other work at these places: https://www.geofellingham.com/ and https://www.humancentricagility.org/ Leadership Agility®360 https://www.cambriaconsulting.com/leadership-agility-360/

Steph O'Brien is the Lead Pastor at Mill City Church in Minneapolis, co-host of the Lead Stories Podcast with Jo Saxton, and author of Stay Curious. She has such a timely message for the church right now, encouraging leaders to develop a posture of curiosity and ask good questions. In this episode she shared with us about some of the key qualities leaders of the church will need as we look towards the future and navigate the current disruption. It was a great chat! Join the Forming Church community through our facebook group.Follow us on instagram @formingchurch And if you get value out of this conversation, would you consider leaving us a rating/review on apple podcasts and sharing the episode with a friend?  Forming Church is created by Gen1K Mission in collaboration with Lead by Story and sponsored by Baptist Financial Services. Original Music by Josh Corkill and editing by Sienna Corkill. 

The paper we are discussing, Geof’s paper, is here: https://www.linkedin.com/pulse/human-centric-agility-coaching-geof-ellingham/?trackingId= You can find Geof’s other work at these places: https://www.geofellingham.com/ and https://www.humancentricagility.org/ Leadership Agility®360 https://www.cambriaconsulting.com/leadership-agility-360/

In this episode we chat with Bill Joiner to explore the challenges of leadership in today’s world. Bill is a sought-after international thought leader and author of Leadership Agility.  He focuses on the mind-sets and skill-sets that leaders need for a business environment that is buffeted by accelerating change and mounting complexity. Contact Info: LinkedIn Twitter Website Bill Joiner’s book: Leadership Agility: Five Levels of Mastery for Anticipating and Initiating Change Support the Agile Uprising If you enjoyed this episode, please give us a review, a rating, or leave comments on your podcasting platform of choice. (It really helps others find us.) Looking for real-time interaction and conversation with other practitioners? Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free. However, if you'd like to contribute and help us defray hosting and production costs we do have a Patreon. Who knows, you might even get some surprises in the mail!

Hosted by Robert Newland, CEO of Newland Associates, a CPI Firm, this is our first Spanish language episode.  Claudia Rosales of CPI Peru joins the show to discuss leadership agility and team engagement in times of change and uncertainty.

Today on the show, Anthony is sitting down with Chuen Chuen Yeo. She’s a multi-award-winning executive coach based in Singapore, where she’s working with clients in both the Government and Private sectors. She serves clients in over 30 countries across 5 continents and has been doing so since 2013. Chuen Chuen has experience working with a wide range of business leaders, coaching them to learn the “agility mindset” which increases their ability to navigate the complexities of today’s workplace and lead effectively. In Chuen Chuen’s work, she is able to facilitate her clients to identify and realize their full potential. The process is rooted in the mindset of “I can do this” and “What if I try this.” She says if you don’t try, you’ll never know. Take in the feedback and use it to propel yourself into your next iteration. Validation is the first step. Then, we look at the path to success. From the perspective of a sales leader, validating a concern a team member or potential client has establishes trust between the two parties. When you’re ready to move forward, the motivating factor comes from a vision of the result. Constructing an experience in the mind is a good way to manifest those dreams. When the goal is visualized clearly, it can inspire them to achieve. As people make a transition from sales to sale leadership, Chuen Chuen touches on how you can stand out as you make the pivot. It’s certainly linked to the emotional state being aligned with the professional goals. It’s no longer enough to be good at what you’re doing, you have to be good at leading people. When she works with her clients, they quickly realize that being “right” doesn’t cut it. You have to validate your team’s emotions first. There are no right or wrong emotions. Be observant and be aware of the signals your team gives you as feedback. Do your team members leave meetings feeling satisfied? Do they feel heard and validated? Reality checks are important. There needs to be an unbiased introspective look at how you are leading and coaching. Chuen Chuen talks about the mindset shift that happens when you become a sales leader. She says to remember that there are multiple pathways to success. You may have one method that works for you, but that doesn’t mean everyone on your team can use the same practices. Every individual is different, and in expecting them to follow the same process as you, you are invalidating their feelings. So long as the outcome is clear, the journey there can be fluid. She then talks about the premise of her book, "8 Paradoxes of Leadership Agility." She says the goal behind the book was to serve as many leaders as she could. Chuen Chuen spent years in the education field molding minds to see that their thoughts and feelings are worthy. From there, she wanted to translate it into relevant practice for sales leaders. She could create a much larger impact by working with leaders. If you work with a good leader, you are influenced and can increase the wellbeing of those around you. Families, friends, and coworkers experience a ripple effect of positivity. The book was meant to provide a simple solution to a complex problem. She follows a four-step process to find that solution. The first step is reconstructing the map. This means creating an unbiased, honest reality check. Secondly, refresh the lens. Consider your perspective and consider others. Third, renew the identity. This means looking at who you are now and where you have to be to become an effective leader. Finally, rebuild capabilities. This is the action of shifting the mindset. Is it a skills gap? An experience gap? Here is where you take the next step.   What you’ll learn Today, Chuen Chuen talks about taking that step from a salesperson to a sales leader. She touches on what it takes to shift the mindset, how we can look introspectively to grow and more effectively lead, and her RE-4-step process to achieving those goals.   LINKS https://www.acesence.com/ LinkedIn: Chuen Chuen Yeo

Henna Inam is the author of the Wired for Disruption: The Five Shifts in Agility to Lead in the Future of Work.Henna shares 15 accelerators (specific tools and practices) we need to switch on our in-built agility in order to thrive and be a force for good in times of disorder and chaos.Henna has had a corporate career, spanning 20 years, and she has led organizations in R&D and plant operations and has had extensive functional experience in Marketing, Finance, Sales, and General Management.Henna founded Transformational Leadership Inc. in 2010 to help organizations develop authentic leaders who create cultures of innovation, trust, and inclusion.Click here to find Wired for Disruption: The Five Shifts in Agility to Lead in the Future of Work on Amazon.Click here to find Henna's first book, Wired for Authenticity, published in May 2015, on Amazon.To learn more about Henna and her work, visit her website at https://transformleaders.tv/You can also connect with Henna on the following social sites:LinkedInTwitterThe SuccessInSight Podcast is a production of Fox Coaching, Inc. and First Story Strategies.

With Singapore slowly easing out of the circuit breaker measures, we should all be thinking about what the future may look like to prepare for a “new reality”.  How do leaders enable their organizations to thrive in a post-crisis world? And how can they find the right short and long term strategies, to keep up with what could be a fast-moving economy? Yeo Chuen Chuen, an executive coach and founder of ACEsence shares how leaders can navigate their way through these uncertain times.

With the explosion of diversity and the acceleration towards virtual, networked organizations, the “new generation” of leaders must develop the agility to succeed. In this short podcast episode, Dr. Jeffrey Hull, shares with host, Sue Stockdale, the importance of knowing when to lead and when to step back as well as the effective habits leaders can develop, as coaches. Hear how to apply a coaching approach towards building high-performing teams, as a leader, and what it means to have diversity in coaching style. Learn where the world of coaching and education is heading. https://coachingintheworkplace.org/ (c) 2020 Association for Coaching

In this HCI Podcast episode, Dr. Westover talks with Chuen Chuen Yeo about leadership agility for personal and organizational development and growth. Watch the video here: https://youtu.be/ZmPV47_luQk. Chuen Chuen Yeo (https://www.linkedin.com/in/chuen-chuen-yeo/) is a multi-award-winning executive coach who raises the quality of leadership in every organization by developing agility. Honored with accolades and praise for her outstanding work over the years, she was named “Woman Super Achiever” and one of "Top 101 Global Coaching Leaders" at the 28th World HRD Congress. She is a Professional Certified Coach (ICF), John Maxwell Coach, Marshall Goldsmith Executive Coach, Agile Certified Coach and Conscious Business Coach. She works with business executives enabling leadership development in organizations, and excels at organizational mindset shifts and creating learning solutions for companies around the globe. Her clients hail from more than 30 countries and are mostly from Fortune 500 companies. A satisfied client has described the coaching experience with her as "transformational" and "life-changing". Some even said it is "the only program leaders need to do". Chuen Chuen has also authored a book "8 Paradoxes of Leadership Agility", a collection of stories of transformations using a 4-step, Re4 Coaching Model she has developed. She believes the agility mindset is the key to enabling deep and effective transformations in organizations and wanted to write a book which is useful and immediately implementable. Her book was recently rated 5 Stars by Readers' Favorite. The 4-step coaching model presents an easy pathway which shifts mindsets for leaders to make the quantum leap. To get the book: http://www.ACESENCE.com/agility-book To hear real insights from industry leaders on agility and paradoxes: http://www.ACESENCE.com/blog

During this times of tumultuous change that is impacting nearly every aspect of the way we work, and the way we lead and manage teams, it’s critical for Leaders and Managers to develop LEADERSHIP AGILITY!!  This is possible when, the leader / manager comes to the acceptance of the 8 Paradoxes that are integral to leadership. In this episode, Chuen Chuen talks about how Leaders can develop Leadership Agility.Chuen Chuen Yeo is a multi-award-winning executive coach living and working out of Singapore. She works with business executives from more than 30 countries enabling leadership development in organizations, and she excels at creating organizational mindset shifts and creating learning solutions for companies around the globe. She was named “Woman Super Achiever” and one of "Top 101 Global Coaching Leaders" at the 28th World HRD Congress. A leadership thinker and author, Chuen Chuen has recently published 8 Paradoxes of Leadership Agility, a #1 Bestseller in 14 categories on Amazon in the week of launch.Listen on Spotify  https://open.spotify.com/episode/56jd8KBYZsrBaP3eYI0G6j?si=kTxc9XPGRC2BdY1xXWFUgg Listen on iTunes.  https://podcasts.apple.com/in/podcast/leadership-agility-by-understanding-8-paradoxes-by/id1471877484?i=1000476303586Link to Chuen Chuen Yeo’s profile: https://www.linkedin.com/in/chuen-chuen-yeo/Check out www.ACESENCE.com/agility-book for more information on the 8 Paradoxes of LeadershipIf you liked this episode, please share it with your network of influence and close friends! We’re grateful for your support!Share your feedback / comments with me on coachtoolbox@gmail.comYour host for this show:  Ajay Nangalia PhD PCC,  https://www.linkedin.com/in/ajaynangalia/And, here is who we are and what we do: www.globalcoachtrust.orgGet new episode updates via email by registering your email id on the follow blog via email button here www.globalcoachtrust.orgRemember to subscribe, follow and comment on this channel! We really appreciate your support! 

Bill Joiner is a senior leadership and organization development consultant, and an executive coach, with several decades of experience in the field. He earned his doctorate in this field at Harvard University. He is the lead author of Leadership Agility and is considered a global thought-leader on this topic. Learn more about his work on his website.In this episode, we talked about how leaders can discover their growth edge, grow themselves, and create the conditions for others to grow. We talked about how times of ambiguity and disruption require a different level of development of leaders and how reflective action can help us develop.

Are you agile? Have you got what it takes to lead with agility, to move quickly and easily in the face of adversity? What does that even mean?     Join me on today's episode as Andrew Williams, the Founder and Managing Director of Agility Consulting Group and expert on adaptive leadership, shares his one of his personal lessons on cultivating leadership agility, "being an experimenter"   Andrew has been an Adjunct Faculty at the Australia Graduate School of Management at the University of NSW for 11 years where he facilitates executive programs in adaptive leadership. In addition to his experience working with C Suit Executives, he brings a wealth of knowledge from his own corporate roles and challenges of running a business. Follow Andrew on Instagram.   Get the first 4 chapters of Andrew's book "Survive and Thrive - 120 Ideas to Cultivate Your Leadership Agility" at Culltivate Agility  Ignite Your Passion. Text Kylee Stone +61-434-079-807, book a consultation online, check out our transformational programs at The Performance Code and follow The Uncharted Leader on Instagram. Proudly supported by TrinityP3 Global Marketing Management Consultants.

William Rowden is an executive coach and consultant here at Accenture | SolutionsIQ. His journey to leading transformation initiatives has piqued his curiosity in org development and adult developmental psychology. For the past few years he has been researching how these two inform each other – and how the focus of an organization’s leaders provides a good indicator for the success or failure of business agility transformation. He walks us through the different focuses that leaders – and indeed everyone – have: self-centric, group-centric, skill-centric and beyond. Drawing from the work of Robert Keegan, Chris Argyris, Bill Joiner, and more, Rowden provides useful information for agilists for dealing with leaders of many types – do they shoot the messenger or install feedback loops? Do they see agile as a process or a means to an end? Accenture | SolutionsIQ’s Bryan Stallings hosts. Listen to Rowden's previous episode: Adult Cognitive Development and the Agile Mindset References: - Bill Joiner and Stephen Josephs, Leadership Agility (2007) - Susanne R. Cook-Greuter, "Making the case for a developmental perspective," in Industrial and Commercial Training (2004) - The MAP Institute, "The Leadership Maturity Framework." - DevOps Research and Assessment, “DevOps Culture: Westrum Organizational Culture” - Robert Kegan and Lisa Laskow Lahey, An Everyone Culture: Becoming a Deliberately Developmental Organization (2016) - William R. Torbert and Steven S. Taylor, "Action Inquiry: Interweaving Multiple Qualities of Attention for Timely Action" The Agile Amped podcast is the shared voice of the Agile community, driven by compelling stories, passionate people, and innovative ideas. Together, we are advancing the impact of business agility.   Podcast library: www.agileamped.com   Connect with us on social media!  Instagram: https://www.instagram.com/agileamped/ LinkedIn: https://www.linkedin.com/company/solutionsiq/ Twitter: https://twitter.com/AgileAmped

How agile are you as a leader? It’s important to know. There are a lot of important leadership traits leaders need, but how is your leadership agility? Our current time and our future as a leader is demanding that leadership inside the home, community and within any organization be agile. Not sure what leadership agility is? You’re not only going to find out in this episode, but you're also going to learn how to summon it and apply to get ahead. One observation that I repeatedly reflect on as leaders share their goals, challenges, and success, is their necessity to be able to move from one challenge to another quickly and make solid leadership decisions. All shared the enormous variety of issues and responsibilities that a leader must tackle daily. This ten-minute episode will help you improve as a leader in big ways.  Kelly Croy is an author, speaker, and educator. Want to learn more? Send an email. • Sign-up for Kelly’s Newsletter. Listen to Kelly’s other podcast The Wired Educator Podcast with over 148 episodes of interviews and professional development. • Order Kelly’s book, Along Came a Leader for your personal library. • Follow Kelly Croy on Facebook.  • Follow Kelly Croy on Twitter.  •  Follow Kelly Croy on Instagram 

Mike Leber, Agile Coach und Trainer, spricht in unserer Agile Amped Folge über die Bedeutung von Leadership Agility. Sie ist der wichtigste treibende aber gleichzeitig auch wichtigste bremsende Faktor. Hört euch die Folge an und erfahrt was es bedeutet, effektivere Kompetenzen auf der Führungsebene aufzubauen und welche ersten Schritte in einer Organisation gemacht werden müssen. Henrik Gruber von Accenture | SolutionsIQ moderierte diese Agile Amped Folge auf der Agile-Lean International (ALI) Conference 2019 in Frankfurt. #BusinessAgility #AgileAmped #LeadershipAgility #MikeLeber #HenrikGruber

In this episode, we discuss leadership agility with Ken Roberts. Ken is an agile coach with Better Ways Agility. He also leads the Lean/Agile Princeton Meetup. He discusses the Cynefin Framework https://hbr.org/2007/11/a-leaders-framework-for-decision-making, Michael Hamman https://www.michaelhamman.com/ and his book Evolvagilty, Growing Leadership culture inside https://www.amazon.com/Evolvagility-Growing-Leadership-Culture-Inside-ebook/dp/B07L2HDYP2/ref=nodl_ and Active Listening https://coactive.com/blog/listening/. Connect with Ken on LinkedIn https://www.linkedin.com/in/kennethroberts --- Support this podcast: https://anchor.fm/tom-henricksen/support

In this episode Jayaprakash JP, coach and consultant talks to Chitra from PM Power consulting about  - Being an engineer at heart & how his career began in the software industry, working in product & services organizations - Continuous rediscovery, love for learning, and curiosity - Building enterprise health applications - Experiencing different work cultures between services & product organizations - Co-discovering & co-developing customer needs in a VUCA environment with inclusivity & collaboration - Being agile in daily life, experiments and learning - Becoming an entrepreneur  - Why leaders should have an entrepreneural spirit - A message for coaches, enablers and people enabling transformations in organizations - Enabling inspiration in children. Jayaprakash Puttaswamy (aka 'JP') is passionate about coaching people and enabling co-creation of game changing possibilities! What he loves most about coaching is the opportunity it provides, to do a deep inquiry about self and to impact other human beings' lives through co-creation and growing together. With a “Bachelor of Engineering” degree in Computer Science, JP has about 16+ years of overall experience in IT industry and is a Leader in modern Software Engineering. He is practicing agile since 2003 (with Scrum, XP & Kanban), JP has trained over 2000 people in 40+ organizations. In the last 8 years, JP has coached about 900 people in 7 large-scale transformation engagements. JP has worked with Pete Behrens, driving agile transformation and co-facilitating Leadership Agility workshops in GE HealthCare and McKinsey & Company. His recent coaching was to drive enterprise-level agile/lean & DevOps transformation at Target and and Siemens. He can be reached via https://www.linkedin.com/in/jputtaswamy/  Here are some of his talks Continuous Product Discovery and Business Agility (https://www.youtube.com/watch?v=lBH2KAYKtqM) Live Coaching Demo & Practice Workshop (https://youtu.be/L56fPhmNmJI) Dealing with, and coaching senior Management and Leadership (https://www.youtube.com/watch?v=2gF-rjdfGq4) Product Discovery to Delivery – Connecting practices end-to-end (https://youtu.be/ql6NhlyKLz8)

What skills are sought in the digital sector globally today? We hear from Jynn Goh the Executive Director of Russell Reynolds based in Singapore. An alumnus of Cambridge University, Jynn talks about agility, leadership, and C-suite recruitment as the technology sector evolves at great speed. She talks about the banking sector, the customer experience as well as the need for change and personal review during any career journey.

In de 4e aflevering van de Business Books Podcast leer je van gedragspsycholoog Dan Ariely hoe je beter met geld kunt omgaan, van topinvesteerder John Doerr (Kleiner Perkins) hoe hij met Objectives and Key Results bedrijven als Google tot grote hoogtes heeft gebracht, verbeter je je leiderschaps skills met het boek Leadership Agility en leren we van de managementlessen van Louis van Gaal. Bestel de boeken op www.businessbookspodcast.nl.

In this episode, Greg McCann of McCann & Associates and I dive into the family enterprise model, vertical leadership development, and leadership agility. Greg worked in his family’s business for a number of years before teaching at Stetson University and starting their Family Enterprise Center. In addition to teaching, Greg has worked as a family enterprise consultant for nearly two decades. In this podcast, Greg gives us a mini-course on the four leadership agilities, which include self-awareness, empathy, framing, and innovation. We discuss the six stages that leaders go through, which run along a continuum from efficient to effective. Greg also shared with us that leaders at the top of the scale (the most effective) tend to do three things daily: They have a reflective or meditative practice They exercise They have a creative practice outside of work. (Cool thing about Greg: His creative practice outside of work is gift giving!) Topics discussed in this episode: Meet Greg (1:14) Today’s global pressure on family businesses (5:45) Turning challenges to opportunities (10:14) Family enterprise mindset model (13:03) The who (18:05) 4 agilities and leadership stages (20:04) How to move through the leadership stages (27:35) Why this model for a family? (31:18) Two types of innovation (35:38) Resources and how to find Greg (39:19) Bonus questions (40:35) Guest Bio: Greg McCann is the founder, principal and leader of an international family enterprise consulting firm that create workshops, consults, publishes, and innovates on issues of importance to family enterprises. As a thought leader, author, coach, consultant and speaker, he works with family enterprises in the areas of leadership development, transitions, communication & conflict resolution, and with a special emphasis on helping the next generation succeed in their careers and lives. Greg has coached leaders for nearly 20 years and is not only a graduate of Coach U, but also certified in Leadership Agility and Myers-Briggs Type Indicator. Notable & Quotable: Intimacy is being lost. In response, I ask how do people become available to themselves and the other people in their lives? —Greg McCann #successfulgenerations If you are not developing the leadership capacity of your family, you are putting them in unnecessary risk. —Greg McCann #successfulgenerations We’re really good at running our businesses, but not so good at anticipating change. How do we pivot and see the next thing coming? —Greg McCann #successfulgenerations Imagine saying, ‘I want to get in shape, so once a year I go away with my family and hear a fitness expert speak.’  That doesn’t work. —Greg McCann #successfulgenerations In a family business you’re putting your main relationships and the majority of your wealth at risk. Doing that casually is too much of a risk. —Greg McCann #successfulgenerations Resources mentioned in this episode: McCann and Associates Family Enterprise Center at Stetson University When Your Parents Sign the Paychecks: Finding Success Inside or Outside the Family Enterprise by Greg McCann Who Do You Think You Are? By Greg McCann Family Firm Institute Goodman Study John Ward Bill Joiner’s Leadership Agility Vertical Leadership Development from Nick Petrie Center for Creative Leadership Jay Hughes Myths and Mortals:Family Business Leadership and Succession Planning by Andrew Keyt Joe Astrachan of Kennesaw State University Jill Shipley of Abbot Downing

Why are followers so important to a business? Because without them, there would be no leadership and the person, team and enterprise will die.’ And it is on that premise that Mastering Leadership Agility operates: growing and developing leaders so they’re worthy of being followed.CEO Mahesh Balani of Mastering Leadership Agility

Today, Marion Estienne talks to Dr. Bill Joiner on his original framework, Leadership Agility, which supports leaders on becoming more agile in the face of current changes and define their leader journey.

Today, Marion Estienne talks to Dr. Bill Joiner on his original framework, Leadership Agility, which supports leaders on becoming more agile in the face of current changes and define their leader journey.

Leadership development expert and author of "Leadership Agility" Bill Joiner discusses the need for exactly that as the business environment continues to change and accelerate. Research shows that companies that are more agile outperform other companies. Further Agile companies require Agile leadership, so it is in the C-suite's own best interest to invest in Business Agility. Bill has also found that the key lever in increasing Business Agility is what he calls leadership agility -- particularly, the culture of leadership in a company.In his book, Bill writes that leaders move through 3 stages in developing agility: Expert, Achiever and Catalyst. Unfortunately, the majority of today's leaders are early in their development path because the previous century rewarded (and continues to reward) Experts and Achievers. Joiner's work focuses on helping leaders move through Expert to Achiever to Catalyst, and he is optimistic that the day will come when leaders will act with an Agile mindset, aiming not just for the target but through it. However, the change requires leadership to look at themselves and evolve their approach to be more like a Catalyst.SolutionsIQ Chief Technical Officer Evan Campbell hosts at Business Agility 2017 in New York City.About Agile AmpedThe Agile Amped podcast series brings Agile news and events to life. Fueled by inspiring conversations, innovative ideas, and in-depth analysis of enterprise agility, Agile Amped provides on-the-go learning – anytime, anywhere. To receive real-time updates, subscribe!Subscribe: http://bit.ly/SIQYouTube, http://bit.ly/SIQiTunes, http://www2.solutionsiq.com/subscribe...Follow: http://bit.ly/SIQTwitter Like: http://bit.ly/SIQFacebook

The Software Process and Measurement Cast 418 features our interview with Larry Cooper.  Larry and I talked about his project, The Agility Series.  The series is providing the community an understanding of how Agile is applied and how practitioners are interpreting practices and principles. Reminder: Schedule Change for Vacation, Travel and Holiday Last week I was in Sweden for the  Øredev conference with a day of sightseeing thrown in. New listeners joining from the conference: WELCOME. The trip was great, and the conference was awesome and mind-expanding.  I will publish a review soon.  Brazil and “Métricas 2016” is next followed immediately by the Thanksgiving holiday in the United States.  This is the long way of saying that I will be publishing on an every other week basis through November 27th.  We will be back to weekly posting in December.   Larry Cooper’s BioLarry Cooper is a Project Executive in the public and private sectors in Canada and the USA and holds over 20 industry certifications in Agile, Project Management, and ITIL. His books include “Agile Value Delivery: Beyond the Numbers” (which was endorsed by a co-author of the Agile Manifesto) as well as the “The Agility Series” to be published over the next year or two. He was also the Mentor for “PRINCE2 Agile” published by AXELOS. Larry has  been an invited speaker at numerous conferences and symposia for the PMI, BAWorld, and the itSMF. He has presented global webinars with BrightTalk and ProjectManagement.com and authored more than  30 courses including an Agile-oriented curriculum that is sold directly to training companies in Canada and the USA. The first two book in the Agility Series on  Organizational Agility and Leadership Agility are  available for free download at www.mplaza.ca as is The Adaptive Strategy Framework Guide. You can join the adventure with the rest of the Wisdom Council for the Agility through their LinkedIn group https://www.linkedin.com/groups/8539263 Re-Read Saturday News The read/re-read of The Five Dysfunctions of a Team by Patrick Lencioni (published by Jossey-Bass) continues on the Blog.  Lencioni’s model of team dysfunctions (we get through most of it this week) is illustrated through a set of crises used to illustrate the common problems that make teams into dysfunctional collections of individuals. The current entry features the sections titled Film Noir and Application.   Visit the Software Process and Measurement Cast blog to participate in this and previous re-reads. Next SPaMCAST The Software Process and Measurement Cast 419 will feature four essays.  Essays from Kim Pries, Jon M Quigley, Gene Hughson and one from The SPaMCAST will be featured. Shameless Ad for my book! Mastering Software Project Management: Best Practices, Tools and Techniques co-authored by Murali Chematuri and myself and published by J. Ross Publishing. We have received unsolicited reviews like the following: “This book will prove that software projects should not be a tedious process, for you or your team.” Support SPaMCAST by buying the book here. Available in English and Chinese.

In this episode of AgileNEXT, Bill Joiner joins Daniel and Stephen to discuss his experiences leading organizational change for the past 35 years. Some topics include: Agile Leadership Corporate Culture And of course his book, Leadership Agility

I am Kathy Klotz-Guest, founder of Keeping it Human, coming to you live from San Jose, CA, in the heart of Silicon Valley.   Keeping it Human is about using human-speak and marketing storytelling to drive results. We are a jargon-monoxide-poisoning free podcast. Innovation Leadership, Agility and Applied Improv Improvisation has reached a tipping point in business. It's taught in b-schools and used by top companies to teach employees to be more innovative, adaptable, and to improve business performance. As an improviser and marketer, I know adaptability is critical to market success in dynamic environments. Join me Thursday, Dec 12, for a chat with my fellow improviser-in-chief, Kat Koppett, about how to apply improv to increase your agility and innovation leadership!  About Kat Kat is the Founder of Koppett and Company, a company that specializes in personal and professional performance.   She is the author of Training to Imagine: Practical Improvisational Theatre Techniques to Enhance Creativity, Teamwork, Leadership, and Learning. Kat has designed and delivered programs for such diverse clients as the Clinton Global Initiative, Apple, Chanel, Eli Lilly, GE, and more in places such as India, Brazil, Paris, Budapest and Oklahoma. Her areas of focus include executive coaching, leadership, communication, and creativity facilitation. She has given two TEDx talks on the use of improv to enhance non-theatrical performance. Kat performs with and is a Co-Director of The Mop & Bucket Theatre Company   Her most fulfilling improv gig is playing Mama to daughter, Lia.