In one short radio broadcast, Ralph Edwards set out to raise $20,000 and succeeded in raising $200,000. His five essential communications for inspirational leaders are worth noting.
Leaders want to understand and tap into what motivates people, and as a consultant and coach I provide answers to these questions.
Lately I’ve been wondering what motivates leaders to lead.
So I asked.
Here’s what they said.
There are three inspirational leadership types – the brilliant visionary, the victorious strategy genius, and the see-er of human potential. Which type are you?
Truism “Deprived of meaningful work men and women lose their reason for existence; they go stark, raving mad.” Dostoyevsky. We make much ado about employee engagement, but it trickles down, or not, from leadership engagement. How engaged are you as a leader. Find out by answering six simple questions.
As a leader, there are times when it’s best for you to take a stand, to be certain, to explain and to defend your actions. There are times, however, when it’s best to be curious and explore. These leadership lessons from music director, Marin Alsop, show you when and how.
We are advised to lead with a compelling vision. But where and how do you find your vision, or does IT find YOU?
What is the one thing leaders need to know to ignite and sustain transformation? When offered a choice between the path to evolution and the path to stagnation, people will choose….
Professor James MacGregor Burns, presidential biographer and leadership expert, walked the usual path towards his office in the political science building. On this day, however, he turned towards the psychology building, where he didn’t teach. What secrets did psychology hold to understanding how transformational leadership happens.
Mark was a member of a leadership team, who loved a good debate. He won because he had air tight logic. He also won because he laid the frame for the debate, making himself a sure winner, unless the opposing party understood how to do the re-frame move. Most didn’t. In the end, Mark won most arguments, proving himself the smarter leader, and one who rarely didn’t know what to do. He also rarely made leadership mistakes. But THAT was his biggest mistake.
You have a vision that involves leading culture change. You selected a change sponsor and have identified clear goals for you team. If you think your role ends there, get ready to watch things fizzle. You can delegate some roles and actions, but you absolutely must maintain visibility as the Chief Culture Change Officer and sustain four ongoing commitments to action.
