ABOUT SEASON SIX:
In this season, we’re going to be talking about the context of leadership, which is all about answering the question of why. If we give both a framework and a grounding around the why of our visions, our actions, and our plans, we create the transparency, safe space, and alignment around how we can now move forward together as teams and organizations. Simple to say, right? Yes, it’s more challenging to pull off because it requires your mindset, your skillset, and your tool set to apply. Getting it right and getting it wrong has consequences, and in this season, we’ll explore all of that.
DISCUSSION GUIDE FROM TODAY’S EPISODE:
- This season is about the context of leadership, so to begin, we discuss what happens WITHOUT context.
- Without context, you have NO commitment and no ownership. And thus, you have no accountability, and limited action too.
- “It’s not just about getting action, it’s also about getting TRACTION.” Action without context leads you down the wrong path.
- This is also about meaning. Head might be in the game, but if your heart isn’t, that’s not sustainable. “Meaning happens when we give people a bigger reason for doing.”
- You need EVERYONE in your organization to feel like they are contributing to the BIG PICTURE.
- With context, you get transparency, which almost provides a feeling that people are “in the know.” This leads to trust.
- This context can be the “North Star” that pulls you, and the team, through difficult challenges. And in context, failures are not negative, they become the precursor to success.
- You can work ON the business, or IN the business. Leaders need to focus ON the business. And when in context, you link these two, which is very powerful. This matters vertically (top down) but also horizontally, which improved cross-functional interaction.
- When you operate in context, you provide a framework where there is “freedom within structure,” or the freedom to act and improve overall team collaboration. Values can be freedom within structure…
- When you are operating in context, it becomes easier to ask your people to do hard things, such as going through a big change.
- Another way to look at all of this is that we are talking about empowering your people, to give them the freedom to do their job.
- Is context personal? The meaning of the organization HAS TO BE personal to people, or you will not get traction, and move the organization forward.
ABOUT ERICA PEITLER
Erica is an accomplished leadership performance coach and high-impact facilitator who creates the conditions for change and growth with her clients so that they can take the evolutionary or transformational steps toward achieving their full potential as individual leaders, high-performing teams, and organizations operating at a level of excellence.
Erica was recognized by New Jersey Biz magazine as one of the 50 Best Women in Business in 2013 and in 2014 was elected to sit on the boards of two large, privately held companies. In 2011-2013, she served as the chair of the University of Connecticut School of Pharmacy board and is a member of the Executive Women of New Jersey (EWNJ) and the Healthcare Women’s Business Association (HBA). In addition, she has chaired a Vistage private advisory board and facilitated monthly provocative debate and dialogue with 15 to 18 CEOs. EMAIL or call 973.998.8082.
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