Strong leaders don’t just see people as they are. They coach people into becoming what they can be.
Author Archive | Jim Clemmer
I started using the Moose-on-the-Table metaphor in the mid to late nineties in my work helping management teams identify and address the issues that were getting in the way of higher performance.
At various ages and stages of our careers most of us have experienced periods of frustration, confusion, and alienation. Whether those times become ones of self-discovery, new directions, and fresh beginnings or staging points for a downward spiral in career satisfaction depends heavily upon our personal growth
By not slowing down to savor successes along the way, each accomplishment becomes less fulfilling. When I have paused to savor and celebrate, life becomes richer and much more satisfying.
Managers must become more strategic if they are going to help their organizations find long-term and lasting solutions to organizational change and leadership development. They must recognize the bigger patterns in these issues.
Constant growth, development, and adaptability to change comes through life-long learning.
Meaningful work goes well beyond what I do for a living, it joyfully expresses what I do with my living.
Strategic plans, marketing, technology and capital investment are clearly important, but emotional commitment of the people using the tools and executing the plans is what determines whether companies sink or soar.
Only share your vision with people who truly want to see you succeed and will encourage or help you get there.
Managers push, leaders pull. Managers try to light a fire under people, leaders stoke the fire within. Managers command, leaders inspire. Managers use position power, leaders use persuasion power. Managers control, leaders foster commitment.