Reflecting on the recent election, the Harris campaign's lack of a clear and compelling vision became evident in contrast to Trump’s well-communicated stance, making it challenging for voters to see her future for America. Drawing from the change formula, a successful campaign requires acknowledging dissatisfaction, defining a visionary goal, and setting clear steps toward achieving it—elements that were more apparent in Obama’s 2008 campaign, where “hope and change” aligned with voters' aspirations and activated widespread engagement. Ultimately, the Harris campaign's struggles highlight the need for leaders to craft a vision that resonates powerfully and unites people around a shared purpose, as fear alone can often overshadow hope if it lacks sufficient clarity and preparation.
As Election Day 2024 nears, reflecting on Abraham Lincoln’s legacy offers valuable insights into adaptive leadership, resilience, and unity. Known for his humility, conviction, and strategic flexibility, Lincoln showed how true leaders use disruptions to inspire lasting change. This election, we can look to Lincoln’s example of courage and empathy, guiding us to face challenges boldly and strive for a united future.
Conflict at work is inevitable, but with the right tools, it can become an opportunity for growth. In this post we explore how leaders can guide teams through conflict by understanding how the brain processes emotions through the downstairs, middle room, and upstairs functions of the brain.
Belief-behavior conversations, as we discussed in our e-book: Revitalize and Retain Staff, aim to address the root causes behind actions, rather than merely correcting surface-level behavior. Pixar’s leadership used this approach to facilitate open, meaningful dialogues, helping the team uncover the underlying beliefs fueling their actions. Once these beliefs were identified, leaders guided team members toward reframing them, creating lasting behavioral change.
Discover how LinkedIn transformed employee growth and retention with the Leadership Growth Lattice, a modern alternative to traditional career ladders. By encouraging skill development, cross-functional teamwork, mentorship, volunteerism, and alignment with personal life goals, LinkedIn fostered a culture of continuous learning and flexibility. This holistic approach empowered employees, reduced turnover, and fueled innovation, positioning LinkedIn as a top employer in the competitive tech industry.
29% of Millennials have sought some sort of financial advice. 75% of Millennials have financial goals, but only 20% have a plan to back up those goals. 60% of Millennials say savings is a major goal, but half say their biggest challenge is not making enough money. We sit down with JJ Williams of Williams Financial to dig into the pysche of these Millennials and areas we should all focus on in order to build true wealth for our future.
One of the biggest challenges we run into when we work with organizations is that GenX does not have the fundamental competency and skill set to think strategically for the organization. This isn’t a slight at GenX; I don’t believe the organizations have prepared them well nor have organizations invested the necessary resources for GenX to be where they need to be at this stage of the game. Whether in meetings or on the shop floor or helping prep for a presentation, we find that many GenXers have a tendency to stay at an operational, 10,000 foot thinking capacity.
Special guest Porter Knight with Productivity Vermont, a company dedicated to empowering busy professionals to achieve more at work, joins us on this XPollination episode. They believe that productivity doesn’t just happen; it begins with a conscious commitment. It requires skill and decision-making to thrive, and may need ongoing support to sustain. Productivity Vermont sets out to create a system that fosters these characteristics in the workplace.
Their powerful strategies have helped thousands of executives, employees, and entrepreneurs acquire a greater sense of purpose, hone their decision-making skills, and achieve greater life balance while boosting their performance at work.
In this post-recession business world, we need to prepare our organizations for a huge transfer of leadership and knowledge to new leaders that are ready and competent to close the gap. The looming issue for our workforce and our organizations is that Gen-X and Millennials don’t like each other quite frankly.
It just takes one more push and your emotions get the best of you and you become the poster child for one of those Snicker commercials. However, on the other side the person who has ‘pushed your buttons’ is actually confused about what you got so agitated about. In many of these scenarios it has little to do with the topic they brought up. Instead it was a physiological response on your end. Use H.A.L.T. to see where your energy level and if you're primed for a fight ahead of time.
A 3o+ page handbook created to house as much information about Millennials as we can possibly put in a download, this handbook is built as a 'read this first' manifesto. If you're just jumping into the 'Millennial worker' conversation this is a great place to start and learn about the newest workforce generation.
Originally posted on TD.org on January 22, 2015
There is a misconception going around the “management water cooler” about how to motivate Millennials in the workplace. Many organizations think Millennials can be won over and motivated with flexible work packages, higher salaries, and great benefits. These aren’t bad ideas, and I’m sure many Millennials will thank you and ask for more (and more). But, this is not what actually motivates the Millennial worker—and it probably won’t get them to stay with your organization.
