Leadership
Matthew Harrington
Election Reflection: When Does a Vision Become ...

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.

Election Reflection: When Does a Vision Become Lost—or Was It Never Realized in the First Place?
Leadership
Matthew Harrington
Lincoln’s Leadership: A Blueprint for Resilient ...

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.

Lincoln’s Leadership: A Blueprint for Resilient Leadership Beyond Election Day
People, Leadership
Matthew Harrington
Navigating Conflict in the Workplace: The ...

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.

Navigating Conflict in the Workplace: The Downstairs, Middle Room and Upstairs of Resolution
Culture, People
Matthew Harrington
Belief-Behavior Conversations In Action: How ...

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.

Belief-Behavior Conversations In Action: How Pixar Transformed Team Dynamics and Communication
People, Leadership, Culture
Matthew Harrington
Leadership Growth Lattice in Action: How ...

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.

Leadership Growth Lattice in Action: How LinkedIn Embraced Holistic Employee Development to Drive Retention and Innovation

Being an Empathetic COVID-19 Leader

Being an Empathetic COVID-19 Leader

I find that it’s helpful to know that there are long-studied emotional events going on in each and every one of our followers. I also believe that if we don't understand our people (staff, board, followers, volunteers, etc.), we will never truly create our own successful circumstances for [enter company, organization, relationship, cause]. If we don't understand where our people are emotionally and how to help them out, then all the finances, strategies, x-point plans, and One Page Strategies won't do a lick of good.

With over a decade of studying how humans deal with change, loss and success, here is what I lean on and hope it helps you figure out where your people are at too:

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The “I’ve got an idea for you” Worksheets

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The “I’ve got an idea for you” Worksheets

One of the most common phrases you’ll hear as a leader in a chamber or association is, “you know what you should do…” or “I’ve got an idea for you…” or if your chamber or association is well-known for throwing events, “here’s an event you should do for the community…” Next time you hear that, try out two of these free templates!

Why your organization’s new vision is failing and what you can do about it

Why your organization’s new vision is failing and what you can do about it

When I start to tackle a vision for a new project, committee or for an organization, I think of it as “change.”  You are asking a group of people to go from where it’s comfortable, familiar and the way they’ve always done something to a new place that can be scary, as well as exciting.  That’s a big ask.  You’re asking people to change and realize your vision. Implementing a successful vision shouldn’t be left to the elite or once-in-a-generation geniuses.  You can do it too.  You’ve heard the quote 10% inspiration, 90% perspiration.  I think there’s a lot of that quote in the implementation of vision statements. 

5 Ways To Bring Your Organization’s Values To Life Every Day

5 Ways To Bring Your Organization’s Values To Life Every Day

Perhaps contrary to popular opinion, defining and exercising your organizational values is one of the most powerful tools you have at your disposal as a leader of your organization. Workplace values set the tone for your chamber or association’s culture, and they identify what your organization, as a whole, cares about.  

Really Setting and Accomplishing Goals for the Next Year and Decade with a One Page Strategy

Really Setting and Accomplishing Goals for the Next Year and Decade with a One Page Strategy

The One Page Strategy (OPS) has helped me put all my strategic and yearly plans and goals all on one sheet.  The idea is that by putting it on one sheet you can look at it throughout the year to make progress on those goals. 

Not only are all your goals and projects on one sheet, it also holds you accountable as you look at it from time to time throughout the year to measure your effectiveness in achieving your goals.

How to keep from losing good young leaders at your organization

How to keep from losing good young leaders at your organization

raditionally, corporations have long talked about the leadership ladder - each rung of the proverbial ladder equaling a new role, title, pay, and/or leadership level.  Unfortunately, that’s quite an outdated model and just doesn’t work for the new worker.

When we look at the Leadership Growth Lattice, it functions like the name.  Instead of straight up, its sprawls out like a garden lattice.  It assists in creating a “holistic” employee with multiple dimensions of growth, service and leadership.

Imagine a lattice and the buckets you may want an employee to think about as they grow within your organization.

Who Needs a Strategic Plan?

Who Needs a Strategic Plan?

You might hear, “strategic planning doesn’t work because things are moving too fast.” Or, “we’ve operated just fine with no plan so why start now?” And finally, “you can’t plan 3-years out with the pace of societal change.” No matter the reasons, a volunteer driven organization needs the buy-in, commitment and a check on its relevance. Without a plan how will alignment with finances, committees and staff be checked?

Study Finds People Get Promoted Most In The Summer. How To Get Your Boss To Notice You.

Study Finds People Get Promoted Most In The Summer. How To Get Your Boss To Notice You.

In a Wall Street Journal Career Strategies article, Most Promotions Take Place in January, Study Finds, depending on the industry, a study finds June, July, and September are also popular months for job advancement. This is a great window of time to build on your strengths, neutralize your weaknesses, and demonstrate why your boss should take notice. Here are a couple of maverick thoughts of our own with ways to become indispensable this summer.

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The Power of Building Good Habits

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The Power of Building Good Habits

As leaders there's always one behavior or another we're trying to shape or change in others.  What about the chronic latecomer, the constant complainer and the time management challenged? We attempt to give constructive feedback, help them set goals or focus on teamwork and continuous improvement.  Sometimes it clicks; sometimes it doesn’t. Do you know how much our habits actually impact our behavior choices (which is either what you’re trying to stop in others or grow in others), or how habits can by-pass our decision-making function?