The executive search firm Heidrick & Struggles conducted interviews to explore the trends of C-level success. One consistent finding across C-level roles surfaced. Once people reach the C-suite, technical and functional expertise matters less than leadership skills and a strong grasp of business fundamentals. Members of senior management are expected not only to support the [...]
Executives in the McKinsey study on what factors contribute to the successful transition into the C-suite, ranked business-related activities as the most impactful. The majority of executives said it was “very or extremely important to create a shared vision and alignment around their strategic direction across the organization.” Executives reporting the most successful transitions stand [...]
Challenge stereotypical thinking Leaders who successfully lead diverse talent have the courage to challenge the biased thinking of others. Negative comments and jokes targeting specific groups are squelched; and micro-aggressions are called out, not ignored. I was once in the presence of a leader who suggested that what was interpreted by one leader as abrasive (in his [...]
Participation in experiences that broaden perspective The efforts of leaders that demonstrate success leading diverse talent are often supported by their organizations through professional and leadership development experiences that raise awareness and influence perspective. These leaders willingly participate in internal training like Unconscious Bias which broadens their perspective and shifts their thinking. They participate in community leadership [...]
Expanded exposure and visibility – It takes a village Leaders who successfully lead diverse talent understand that they do not have all the answers and they provide access to their internal network for additional support. These leaders understand that retention, development, and advancement of diverse talent are organizational responsibilities that can and should cross functional [...]
Consistent feedback and coaching with clearly stated intentions for success The ability to deal with ambiguity is an organizational competency that too often leads to derailment. Leaders that demonstrate success leading diverse talent ensure role clarity by clearly communicating expectations and identifying key stakeholders. They initiate honest conversations about what success looks like, reinforce strengths, identify [...]
A study conducted by Francesca Gino, a professor at Harvard Business School, revealed that people tend to move away from those who provide feedback that is more negative than their view of themselves. They do not listen to their advice and prefer to stop interacting with them altogether. When it comes to feedback, there does [...]
In her book Radical Candor, Kim Scott describes feedback in this way: Positive feedback should help people know what success looks like. It should “communicate explicitly what is valued and give people a chance to repeat success. It is not about making people feel good.” On the other hand, constructive feedback should "help people know what to do [...]
Impulse control is the ability to think before acting. Low impulse control is characterized by: The tendency to jump to hasty conclusions An “act now, think later” approach to solving problems and making decisions Being overly talkative or controlling in meetings and conversations Regular moments of regret, perhaps wishing you would have analyzed a situation [...]
Leaders who effectively express their emotions use words and physical expressions to communicate their feelings in a constructive way. This helps to build the authentic relationships that contribute to successful leadership. Consider the leader whose facial expression appears to communicate a particular feeling before he utters a word or the leader whose poker face gives absolutely no indication of [...]
