Overview of articles on leadership within the major international magazines for August 2015

Published on September 25, 2015 by Editor in Editorial // 0 opinions

Each month, Leadership Issues reviews highlights/trends from features/articles about them of leadership showing up in major international papers. Today our company is reviewing the thirty days of August.

One could just speculate why countless leadership commentators have abruptly switched from mainstay subjects such as for instance leadership engagement, characteristics and variety toward the enactment, most useful training, design and way of leadership; possibly in per year that is saturated in leadership competences, theories, data and organisational development methods, they felt it had been time for trusted old fashioned leadership-in-action. whom actually understands exactly how such styles lose? A very important factor is for yes, there is certainly a plethora of product this on approaches and ways to do leadership month.

Let’s look at 4 articles that stood right out of the audience.

Tommy Weir writing in The Gulf Information nicely describes leadership training in the article, Practice is not about hours worked . As Weir writes, numerous believe on-the-job experience can result in leadership quality and expertise; he contends that practice, or “deliberate training” as he calls it, is key to leadership quality (in the same way artists and activities men/women training to boost their performance). His principle message is the fact that leaders “need to practice leading, not only spending some time being a leader. Practice is not accumulated experience you invest concentrating on recovering at one thing, which often yields your accumulated benefit.— it is the hours”

Lillian Cunningham and Jena McGregor, regular function authors for Washington Post’s On Leadership series, wrote a thought-provoking piece, Why big company is falling out in clumps of love because of the performance review that is annual . This article talks about a trend that is current established companies (presently 10% of Fortune 500 organizations) switching through the end of the year formal review to ongoing performance conversations. The motorist behind this is improved technology and analytics to trace worker performance, an increasing need/demand for lots more real-time feedback from workers (specially the increasingly influential millennial generation), the speed of improvement in workloads where consented objectives set at the start of the season may possibly not be appropriate by the end of the season and an over-all recognition that one-off conversations and forced positions simply don’t work – these are typically unjust and plagued with bias. Organizations appear to yo-yo around using this problem (end of the year assessment, self-appraisal, 360 degree, forced positioning etc.); the biggest thing just isn’t to have hung through to the latest fashion but to own a performance process that inspires performance and encourages engagement. Regular performance conversations instead of the one-off dreaded end of the year appraisals in the really least force a leadership training of ongoing discussion, feedback and gratification mentoring; a word of caution, though, leaders must not see analytics and stats as replacing a leader’s skillful capability to raise performance though good old mentoring and discussion.

Elizabeth Bernstein, within the Wall Street Journal, penned a well-researched article, Why Introverts Make Great Entrepreneurs, which explores leadership and character in training. The edge: solitude (linked to stamina and reflective thinking), self-affirmation (linked to independence), listening skills (linked to seeing the bigger picture) and critical analysis (linked to realistic decision making) in the article, she seeks to debunk the myth that extroverts make naturally good entrepreneurs by exploring four introvert qualities that can give entrepreneurs.

An Finally… a good article, In 1975, this Kodak worker created the camera that is digital. Their bosses made him conceal it , starred in BRW to accomplish with innovation and change. James Estrin tells the tale associated with innovation regarding the camera that is digital. It absolutely was designed by a engineer that is young for Eastman Kodak; but Kodak professionals didn’t see a company possibility since they had been locked within the paradigm of movie digital cameras plus the Kodak advertising division are not enthusiastic about it. Even though the patent acquired billions for Kodak, Kodak destroyed market position as a producer of digital cameras given that it neglected to simply take really its very own innovation in electronic photography. An endnote that is ironic Eastman Kodak filed for bankruptcy. These historic tales of Kodak, Xerox, IBM, the Swiss watch making industry etc. are prompt reminders that with innovation comes the necessity for organizations to flex their attitudes and paradigms outside of their horny Introvert Sites dating core business design.

view here for a list that is full of and sources through the August archive and don’t forget to check on the leadership into the news part each day where the most recent articles on leadership are published.