December 10, 2015 | by Mindy Hall, PhD | “When leaders see the proactive development of culture as one of their primary responsibilities, the positive impact on the organization is profound.” An original article by Dr. Mindy Hall from the Winter 2016 issue of The Frances Hesselbein Leadership Institute’s award-winning journal.
#1507 – The most successful leaders and entrepreneurs know that failure isn’t the opposite of success, it’s a part of it. What is it about adverse events that helps fuel our growth, and why do some leaders seem to weather adversity better than others? Dr. Mindy Hall talks with Pepper de Callier, Founder and Executive Director of the Prague Leadership Institute, who’ll be speaking on this topic at The Economist’s 2016 international conference on human resources in London.
#1502 – Startup is a unique phase in the lifecycle of an organization, especially for those few companies who realize rapid, exponential growth. Leading these organizations requires a specific set of skills and characteristics, which can be dramatically different than those needed of leaders in more established organizations. Guest C. Patrick Machado, a member of the boards of directors for both Medivation and Chimerix, Inc., has experienced that growth first hand, and shares his experience on what it takes to lead in a fast-growing company.
#1411 – Nearly half of executives hired from externally this year will fail within their first 18 months on the job. The direct and indirect costs associated with these failures often far exceed the cost of the search that found the executive in the first place. The reason these new hires fail so often is not because their skills don’t match, but because they’re a poor fit for the culture of the organization and team they’re joining. Sally Stetson, Co-Founder and Principal at Salveson Stetson Group, talks with Mindy Hall about why fit is so important when attracting top talent, what organizations and individuals should look for, and the most desirable attributes for senior executives today.
It’s the stories we get trapped behind, not necessarily the facts; so the stories people tell matter. In the absence of a clear, consistent, congruent message from you, others will fill in the blanks with their own—often negative—perceptions. Here are some tips to manage the story about you in the organization: