Leadership Changes Everything

How Can You Tell Someone Has True Leadership Skills? This Legendary Football Coach Nails It With 1 Brilliant Sentence

By Marcel Schwantes; originally posted on Inc.com on February 20, 2018. 

A few days ago, I was listening to a Higher Purpose podcast where the host, Kevin Monroe, asked his guest Jeff Harmon, a leadership coach and author of The Anatomy of a Principled Leader, about the challenges of using the word “love” in the leadership and workplace sense.

Now before you get an allergic reaction to the word “love” in this sense, Harmon masterfully juxtaposes our often-misconstrued interpretation of love as a “soft” management approach to the actual management approach of one of the toughest and most revered sports icons of all time —  the legendary head coach of the Green Bay Packers, Vince Lombardi. Here’s what coach Lombardi once boldly stated:

I don’t necessarily have to like my players and associates but as their leader I must love them. Love is loyalty, love is teamwork, love respects the dignity of the individual. This is the strength of any organization. [emphasis mine]

Keep in mind, this is the same hard-driving Vince Lombardi who also made famous the statement: “Winning isn’t everything. It’s the only thing.”

That’s why his love quote is even more profound when you think about it. As Harmon pointed out, we often view any notion of leadership and love through the spiritual teachings of historical and religious figures like Ghandi or Jesus of Nazareth.

Perhaps long overdue, the no-nonsense Vince Lombardi slaps us upside the head with a sober understanding of love and leadership even more applicable for the workplace today. Surprisingly for his generation, it was this approach to coaching his players that brought the Packers total dominance in the 1960s, when they conquered five World Championships over a seven-year period (including the first two Super Bowl wins).

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Leadership from the Inside Out

By Skip Prichard, interview with Kevin Cashman.  Originally posted on SkipPrichard.com on March 12, 2018. 

I first read Leadership From the Inside Out years ago. It is one of the books that helps build a foundation of knowledge for leaders. That’s why I was excited to see that it is now out in a new version with updated chapters, new case studies and stories, and even more practical exercises to help everyone achieve their leadership potential.

Author Kevin Cashman is the Global Leader of CEO & Executive Development at Korn Ferry. He has advised thousands of senior leaders across almost every industry.

We recently talked about his updated book and his leadership views.

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Leadership from the Inside Out: Growing a Person Into a Leader

Enjoy this new episode of Dr. Diane Hamilton’s Take the Lead podcast, featuring Kevin Cashman.
Click on the photo below to visit the podcast website.

Podcast Capture

5 Credibility Killing Stories You Should Avoid

By Dr. Mark Goulston; originally published in The Business Journals on February 9, 2018. 

If you have read some of my previous articles, you know that I often make a more compelling case for something by pointing out the “Don’ts” to cause you to wake up to their destructive power if you’re doing them.

For instance, saying that leaders should engender trust, confidence and respect is so obvious as to be yawn, yawn, non-compelling. However, ask people the effectiveness of a leader if he/she instead engenders distrust, doubt and embarrassment, and you’ll receive a powerful, “They will fail!” (and sometimes, “And I’ve got one like that!”)

On this occasion, I am focusing on the concept of storytelling. More and more, we hear about preaching this to companies and imploring CEOs and others to increase their influence through effective storytelling. That said, ROI CEOs (and aren’t they all?) and salespeople often pooh-pooh storytelling as too “woo woo.”

Well, there is another way to make a case for the power of storytelling by using the power of negatives and of the “Don’ts.”

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Five Coaching Practices To Accelerate The Growth Of Others

By Kevin Cashman; originally posted on his Forbes blog, Pause Point on January 29, 2018. 

All traditions throughout the ages have had exceptional coaches.  We may have called them advisors, sages, elders, wisdom-keepers, teachers, mentors, shamans, gurus, or masters.  No matter what their titles, we have always turned to them to help us look at our lives and behaviors from deeper and broader vantage points.  These coaches helped their “coachees” – seekers, disciples, students, apprentices – see the world with fresh eyes, transcend what they thought was possible, and glimpse their fullest potential.

We know from our global research that most people rate “coaching and developing others” among the top three most important leadership competencies, according to 360° assessments.  However, despite the rated importance of this critical competency, it actually scores as the lowest practiced competency around the world.  No other leadership competency has such as wide gap between importance and practice.  We agree that coaching and development are critical to transformative leadership.  However, there is just one major problem:  we don’t practice it!  Why?  Leaders often tell us that they do not have enough time; they do not know a precise, proven process; and/or they feel it will slow down their immediate performance.  Regardless of the reasons, learning a pragmatic, straightforward methodology to coach and develop yourself and others is extremely critical to high-performing leadership.

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Stories: Effective Leaders’ Must-Have Tools

By Roger Dean Duncan, originally posted to DuncanWorldwide.com on January 15, 2018. 

Good stories have a power all their own. They can make complex issues understandable. They can give people a sense of community. They can call people to action in ways they never imagined.

As a young journalist many years ago I covered large events ranging from business conventions to religion conferences to political rallies. I always watched and listened to the speakers very carefully. But most revealing was what I observed in the audiences. When a speaker said something like “Let me illustrate with a story,” the audience would always become more alert and attentive. It was as though the listeners were thinking “Okay, here comes the really good stuff.”

So why don’t more leaders have storytelling in their toolbox of skills? That’s always been a mystery to me. But one thing’s for sure: the value of good stories and effective storytelling cannot be overemphasized.

Kevin Cashman certainly knows this. In the updated edition of his fine book Leadership from the Inside Out he highlights many of the whys and wherefores of good storytelling. He shared some of his insights in a recent interview.

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New Podcast with Talent10x: Why Leadership is More Important Than Ever

By Frank Kalman; originally posted on Talent Economy on December 6, 2017. 

Managing Editor of Frank Kalman interviews Kevin Cashman, senior client partner at executive recruiting firm Korn Ferry and author of the book “Leadership from the Inside Out.”  The two talk about how leadership has evolved in recent years as well as why the skill has become more important in business than ever before.

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On Transformative Leadership: Step Back to Lead Forward

Sponsors Play Key Role in Advancing Women to CEO Level

By Kathy Gurchiek, originally posted on SHRM.org (Society for Human Resource Management) on November 29, 2017. 

Women who are chief executive officers typically did not see themselves in that role until a supervisor, mentor or sponsor urged them to seek the position.

That is among the key findings of Women CEOs Speak, a new report from the Korn Ferry Institute based on extensive interviews with 57 current and former female chief executives in the U.S. and psychometric assessments with two-thirds of the study participants.

Korn Ferry conducted the study to learn what qualities drive the women who make up 6.4 percent of U.S. CEOs. It conducted its research from February to July 2017 with 38 current and 19 former CEOs. Among participants, 23 are or were at Fortune 500 companies, 18 are or were at Fortune 1000 companies, and 16 are or were at privately held companies.

The findings point to the importance of sponsors and mentors in preparing women for leadership positions.