Managing Partner of Spectacular at Work adds to Mursion’s talented board of advisors focused on innovation and thought leadership.
If recent history has reinforced any message about our work, it’s that leadership matters.
For our own company, as well as our clients, Pride month gives us an opportunity to reflect on our leadership and whether we are doing enough to support our LGBTQ employees, colleagues, and clients.
A common theme has emerged in our work over the past few years, and it is not a positive trend: Younger employees who are smart, motivated, and have the potential and desire to do great work, are not looking up the corporate ladder with longing anymore. They want nothing to do with the work lives their bosses are living.
A lot has to come together for your true authentic self to be the effective, right choice for your organization and team. Recently, I’ve found myself in a few separate situations with clients, senior leaders from large organizations, where I’ve recommended that they do NOT bring their authentic selves to work.
So many of my clients struggle to initiate, keep up with, or proactively plan for executive succession, and through my work, I have crystalized a perspective on the 5 biggest things that get in the way of impactful succession planning. This is a serious issue because the cost of avoiding your succession plan or getting it wrong can be potentially catastrophic to a business.
CEO succession planning is not easy. Knowing what your company will face in the future, trying to prepare executives to run your company, and then selecting the best possible candidate from a group of internal contenders (and comparing them with highly qualified outsiders) is a truly complex challenge.
Leaders fret about whether they have the talent they need to compete in the ever-changing market in which they play. This is one of those nagging concerns for CEOs. One of the reasons this concern doesn’t go away is many CEOs recognize that their company doesn’t have the talent management skills that enable a stable and predictable flow of quality leaders.
We’re constantly communicating so much more than we even realize. There’s the obvious — any time we talk to people, text them, and the images we put on social media — and then the less obvious — our body language, the clothes we wear, and the style we choose. We are communicating whether we want to or not.
