There is A Better Way to Do Leadership

There’s a better way to think about work/life balance and accountability.

Good leaders want a culture in which team members thrive together and seek accountability.

That’s only possible when leaders lead with goodness and employees find joy in their work.

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Good leaders working together with good intentions make great things possible.

Leadership development is often viewed as an individual investment. When leaders learn together through shared experiences, they grow faster.

The Good Leadership cohort-based development approach creates the confidence and consistency organizations crave from their managers and leaders. Good Leadership Essentials gets the business to the next level faster and easier.

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There’s goodness in every leader on the team – often the smallest insights stimulate the biggest growth.

Powerful people only grow if they want to grow.

Good Leadership coaches are exceptionally good at using the Hogan Leadership Forecast psychological tool to find the most powerful insights to create the most meaningful growth in leaders.

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When the team at the top is not aligned, everyone suffers.

Leadership Alignment Retreats, facilitated by Good Leadership coaches, align executive teams around vision and strategy and narrow the focus to the teams’ Top 3 Can’t Miss Priorities.

That’s important for reducing friction and increasing focus on what matters most.

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The number one indicator of organizational success is company wide commitment to a compelling strategic plan.

Good Leadership aligns organizations around a Compelling Strategic Plan. When the organization is aligned, managers can work on creating the commitment and open accountability required to get to the next level faster and easier.

The most effective path to better results begins with the idea: goodness pays.

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The only way powerful people get along is by feeling they are building something special together with people they respect and admire.

Leaders serve on Boards for many reasons. The best Boards encourage the members to get to know one another’s personal and professional aspirations.

They create shared commitments to help one another grow as the organization grows.

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Good leaders are magnetic to the best talent.

The fastest way to get your organization to the next level is by populating your team with industry A-players. Too often executives hand out A-grades for talent that wouldn’t hold up against outside-in, industry scrutiny.

The best executive teams review talent with an intellectually honest approach as part of their business cadence.

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New leaders are never hired to protect the status quo.

When excitement about a new leader is high, patience is typically in short supply. Most organizations expect big things quickly.

Enlightened search firms and HR functions are supporting new leaders with an intentional coaching process to ensure the highest probability of success.

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Effective Succession Planning is critical for maintaining operational assurance and organizational effectiveness.

While over 70% of organizations say they have a succession plan, less than 30% have a pipeline of talent that provides more than one option for a given role when a need arises.

Effective succession planning is critical for maintaining operational assurance and delivering organizational effectiveness.

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The critical essence of strategy is externally focused, based on multiple inputs about where to play and how to win.

It happens to every leader and every organization; familiarity with markets, competitors, and existing strengths creates an unintended inside-out view of the business.

Good leaders develop an intentional cadence and structure to get consistent “outside-in” perspectives.

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With 100 episodes over more than 13 years, the Good Leadership Breakfast has become the can’t miss development event for good leaders.

When good leaders learn to work together with good intentions, great things are possible.

Join 200+ leaders who gather to improve their team leadership and their relationships united by the belief that goodness pays.

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