One thing we can count on is that change is the only constant. At this moment, we are all experiencing changes associated with the COVID-19 pandemic, whether that means illness and loss, business challenges, isolation or simply disruption of your life and work routines. This kind of change, which is largely outside of our control, can provoke us to anger, frustration and resistance. Our ability to move beyond these emotional reactions and build proactive positive responses is change resilience.
Due to the global pandemic and to the rapid changes that have ensued over the last few weeks, many people are now working remotely. Leaders are having to lead and manage remote teams, and employees are adjusting to working remotely while potentially also homeschooling their children/ juggling childcare/ working at home with their spouses. The good news is that leadership itself, doesn’t change. Whether co-located or remote: people are people. What has changed: leaders now have to be
“Leadership is action, not position.” – Donald H. McGannon Contrary to popular belief, leadership is not about the role we hold in an organization; rather it is about the actions we choose to take day in, and day out. Those actions correlate to our ability to influence others, which is at the core of all leadership skills. At Transcend, we define leadership as having the ability to inspire and motivate yourself and others to take positive action towards a goal. To influence is to have an impact on the behaviors, attitudes, opinions and choices of
What is the difference between a genius culture and a learning culture and what does it mean for your organization? A genius culture is one in which talent is worshipped. These types of organizations are said to have a “fixed mindset” because they view intelligence as critical to success, and view some people as inherently more talented and skilled than others. The “fixed mindset” does not believe people are capable of growing or developing very much beyond
The new year is upon us – many people are setting new years’ resolutions and goals; whether that be health, fitness, work, family, travel, community, etc. We are big advocates of setting goals, making them SMART (specific, measurable, achievable, realistic and time-bound), writing them down, tracking progress, and re-visiting them regularly to make sure they are still relevant. That being said – possibly more important than setting goals, is assessing the kind of leader (and