Tanveer Naseer

Leadership Coach, Speaker, and Writer

The ”New Normal” For The C-Suite – Learning Agile Leaders

A look at agility and leadership and 4 strategies CEOs can use to create a learning agile C-suite team in their organization.

The following is a guest piece by Peter Thies, Ph.D.

What are CEOs looking for in the next generation of C-Suite leaders? Let’s look at three real-world examples:

1. Growth Leaders – The CEO of a multi-billion dollar industrial products company boldly sets an ambitious growth goal of growing revenue by 40% over a three-year period. He has a Board-approved strategy, a solid operating plan with targets, and a newly developed business unit organization structure to implement it.

But he also knows that this is the easy part. What’s the hard part? It’s building a cadre of leaders who can grow the company at a rapid clip. No one has asked them to do anything like this before. They have good managers, but do they have growth leaders?

2. Champions of the Greater Good – The CEO of a large, global educational services company is reorganizing to increase its impact in the company’s areas of focus. The new organizational model will enable linkages across the company, connecting people from various disciplines together to innovate and drive marketplace success.

The CEO needs to staff several newly defined senior executive roles with leaders who will drive collaboration across former fiefdoms and make decisions that put the company, not their unit, first. Which leaders will have not only domain expertise but also the ability to wear an “Enterprise Hat”?

3. Transformational Leaders – A well-respected publishing company is transforming its brand. It must reach new audiences with ever more impactful content and diversify its traditional sources of revenue. The CEO came on board with a change imperative and is heading into the third year of a multi-year transformation process.

After collaboratively developing a strategy with her Board and engaging all employees in the change process, the time is now to see the changes implemented flawlessly. She needs her leadership team to collaborate across silos, make difficult strategic and operational decisions and lead with a more integrated “One Company” mindset. Who will help her lead this transformation?

The New Normal: Learning Agile Leaders Who Operate At The Enterprise Level
These are real CEOs from real companies across vastly different industries, with different business models and different profit motives. But they share one challenge in common: Click here to continue reading »”The ”New Normal” For The C-Suite – Learning Agile Leaders”

A Timely Reminder Of The Power Of Empathy In Leadership

This week's US election day provides a unique backdrop on which to illustrate the importance of empathy in today's leadership.

No matter where you live, there’s no question that the big story this week is the arrival of the US election and who the American public has decided to serve their country as their next President. For those outside of the US, it’s been both an interesting and troubling journey the US electorate has been put through, especially in its final few months.

Although I’m Canadian, it’s easy to relate to and understand the frustration and dismay many Americans have felt over the course of this election period, along with a good dose of wariness for what lies ahead after the election is over, regardless of who wins.

And yet, this current US election does provide an important lesson for leaders everywhere of just how important empathy is becoming to our ability to lead, as we’ve been given a concrete example of just how quickly things can fall apart when we divide people into groups of “us” versus “them”.

And to be clear, politics is not the only domain where this happens. All of us have had the experience of working with someone we don’t like, and sometimes even someone who we feel – or even know – is working to undermine our authority or credibility in the eyes of our co-workers or those we lead.

And in those circumstances, it becomes very easy for us to delineate those we view to be in “our camp” and those who we look upon with doubt and mistrust because they align themselves with those we dislike.

But what this past US election has shown us is that if we allow those feelings to fester, if we choose to allow others to exploit and drive that wedge that separates people based on what we lack in common with one another, we will end up not only with a more hostile work environment, but we will be permitting conditions to take hold that will make it even more difficult for our employees to get things done.

And this is why emotional intelligence and in particular, empathy, has become so critical to our ability to effectively lead others – empathy allows us to bridge the gap between how we see things and how others experience them [Twitter-logo-smallShare on Twitter].

Through our empathy, we’re able to move beyond the binary attitude of “I’m right/you’re wrong” which can impede any initiative from moving forward, to one that’s driven by the desire to discover that common ground we share with one another so that we can promote collaboration and foster sustainable growth.

It’s a truth that becomes all the more obvious when we remember that the key to your organization’s success and future prosperity is no longer based solely on the processes and technologies found within your company’s walls, but within the talents, insights, and experiences of those you lead. Something that one can tap into only if we create conditions where people feel connected to what they do and to those around them, as well as being a part of the shared purpose that defines your collective efforts.

But how do we know if we’re truly being empathetic in our leadership? How can we tell if we’re creating Click here to continue reading »”A Timely Reminder Of The Power Of Empathy In Leadership”

Do Your Organization’s Values Reflect What It Stands For?

The recent scandal at Wells Fargo provides a unique backdrop to discuss the role organizational values should be playing in today's leadership.

Over the past several months, there has been a growing discussion and even discord in various parts of the world over the issue of reasserting what our values are as a society and country.

From the various debates in European countries about the sociological impact of rising refugee populations, to the polarizing political climate brewing within the current US election period, there’s been a growing unrest in certain countries to ‘protect their country’s values’ in light of changing demographics and the growing interdependence brought on by today’s global economy.

Ironically, in almost every one of these discussions regarding the importance of protecting a society’s or country’s values, there’s a noticeable absence of clarity about which values exactly are in need of protection, or are currently at risk of being washed away by the arrival of immigrants and refugees on their country’s proverbial shores (in most cases, when certain values are pointed out as being at risk, they tend to be those that are already enshrined in a country’s laws or are deeply entrenched in existing cultural norms).

That lack of clarity about what values these countries need to protect reflects a current affliction impacting many of today’s organizations. Specifically, of how the values an organization uses to define who they are and what they’re all about tend to be contradicted by the decisions and choices their leaders make regarding the best way to achieve their short term goals.

Consider, for example, Wells Fargo, the latest US financial organization to get caught up in a major scandal and subsequent public relations disaster. An examination of the text found on their company’s webpage simply titled “Our Values” reveals this telling statement:

“All team members should know our values so well that if our policy manuals didn’t exist, we would still make decisions based on our common understanding of our culture and what we stand for. … If we had to choose, we’d rather have a team member who lives by our values than one who just memorizes them.”

And then further down on this same page, Wells Fargo identifies “ethics” and “what’s right for our customers” as being among those values that they expect all of their employees to recognize and abide by in how they perform their duties within their organization.

Now, considering the recent revelation that this financial institution had created almost 2 million fraudulent bank and credit card accounts in order to increase fees they charged to their existing client base, it’s not surprising that this company has lost the confidence and trust of both their customer base and the public at large. The fact that their actions blatantly contradict the very values they espouse to hold dear only makes the hole in which they’ve dug themselves into even deeper and harder to get out of.

But the larger issue this situation exposes for other organizations is whether Click here to continue reading »”Do Your Organization’s Values Reflect What It Stands For?”

A Lesson On How Successful People Achieve Their Goals

A simple exercise from Warren Buffett reveals a powerful lesson on how leaders can help their employees to successfully achieve their goals.

For many of us, the month of September presents the perfect opportunity to look back on the goals we set out for ourselves earlier this year and to assess how well we are doing in achieving those goals and more specifically, what should we be doing from this point forward to ensure that we successfully attain them.

But if we truly want to feel successful in what we do, there’s another question we should be asking ourselves: are we focusing on those goals that really matter? Are we putting our best efforts and initiatives towards measures that will help us to live the life we were meant to live?

To help illustrate what I mean by this, I’d like to share this story about a conversation between Warren Buffett – one of the most successful people in the world today – and his pilot, and how a simple exercise helped his employee to appreciate how to focus on what matters.

For 10 years, Mike Flint had served as the personal airplane pilot for Warren Buffett. One day Buffett goes up to his pilot and tells him “the fact that you’re still working for me tells me I’m not doing my job. You should be out there going after more of your goals and dreams”.

So Buffett asked Mike to write down a list of the 25 goals Mike wanted to accomplish over the course of his career, whether it be something Mike wanted to do in the next few years or sometime down the road.

After Mike created his list, Buffett then asked Mike to review his list of 25 goals and to circle the top 5 most important goals; the things that more than anything Mike wanted to know he’d achieve in his lifetime.

Not surprisingly, Mike admitted to Buffett that this was hard to do because he really wanted to achieve all of these 25 goals he’d written out in his list. But Buffett was adamant that Mike draw a circle around what he would consider to be his 5 most important goals from this list of 25 goals, and to write these down in a new list of his 5 most important goals.

So after much time and effort, Mike was able to pick out 5 goals from his original list and he found himself looking at two different lists – one that had what he chose as his 5 most important goals and another one which had the other 20 goals that Mike wanted to achieve.

At this point, Mike understood that he should start working on achieving those 5 goals in his important goal list and he told Buffett that he would start working on those right away.

Buffett then asked Mike about his second list with those 20 other goals and asked him what was he going to do about those goals.

Mike told Buffett that while they are not on his most important list of goals, they were things he still wanted to achieve and so he planned on working on those other goals when he had the time to do so. As Mike told Buffett, “they are not as urgent, but I still plan to give them a dedicated effort”.

Buffett then gave Mike a stern look and told him that he got it wrong. He went on to tell Mike how Click here to continue reading »”A Lesson On How Successful People Achieve Their Goals”

What It Takes To Overcome Distractions In The Workplace

A lesson from Olympic rowers reveals a powerful message for leaders on how they can help their employees to overcome workplace distractions.

As the final week of the summer period slowly comes to an end, I have to admit to feeling a mix bag of emotions. As much I as enjoy summer and all the activities and beautiful weather it brings, I’m looking forward to returning to a more regular routine both at work and at home.

After all, given the blue skies seen outside the office window and the ease with which family activities can be planned with children being on summer vacation break, the summer months do present quite a number of distractions that can impede one’s productivity and drive to push ahead.

Of course, in today’s modern, digital workspace, there are far more and at times, far greater distractions than the sight of a sunny blue sky outside your window.

In most cases, when it comes to things that impact the overall productivity of employees, the common tendency is to view meetings and emails as the biggest impediments.

And yet, according to a recent CareerBuilder survey of over 2 000 managers, the biggest distractions employees face in today’s workplaces are text messaging/using their smartphones, followed by surfing the web.

And the impact of these distractions on workplace productivity is quite significant, as 75% of employers state that their organizations lose two or more hours of productivity every day because their employees are distracted.

To make matters worse, the leaders surveyed in this study noted that this loss in productivity leads to a compromised quality of work, missed deadlines, and even negative repercussions in employer-employee relationships and as well customer relationships.

Now the typical response in light of such findings is to limit the usage of smartphones at work or to restrict access to what sites employees can surf while on the job.

While this might solve the issue of employees using their smartphones and the internet for non-work related matters, it overlooks the underlying issue behind these behaviours and what leaders should really be doing to help their employees develop the means to overcome the distractions they’ll inevitably face while at work.

And as with most things in life, the best way for us to appreciate what we should be doing is by looking at the lessons learned by others about what it takes to succeed in the face of various obstacles. Click here to continue reading »”What It Takes To Overcome Distractions In The Workplace”

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