Leadership is a Gift. Four Signs You’re Worthy by Lisa Petrilli


Leadership is a Gift. Four Signs You’re Worthy

29 Sep

by Lisa Petrilli…

The ability to lead is a rare gift. The opportunity to lead is just as precious.

Have you ever thought about whether you’re worthy of these gifts? 

I had the honor and privilege to be asked to speak at an organ donation dinner and celebration last night.  The gentleman before me on the agenda, my friend Tim, spoke about “the gift of donation,” while I spoke about “the gift of receiving.” 

Tim’s presentation is about his daughter Samantha who lost her life in a car accident on the way to school one rainy morning when she was a senior in high school. Part of his presentation involves a slide show of Samantha growing up, set to moving music, concluding with a photo of Samantha and her boyfriend all dressed up for the Homecoming dance just 10 days before she died. She was spectacularly beautiful.

Tim talked achingly about what he’s missed out on…seeing her graduate, watching her go off to college, dancing with her at her wedding, playing with his grandchildren that will never be…

He then spoke about the gift of organ donation – how Samantha was able to help save 25 people through her gift of life, and how he was so moved by his experiences speaking about Samantha’s gift that he himself chose to donate his kidney last May to someone he’s never met.  There was not a dry eye in the room and, truth be told, I have tears streaming down my face even as I write this.

And so I got up to speak about the gift of receiving.

I was supposed to be the “happy” part of the program and yet I was moved to talk about the difficulty for recipients in knowing that – for most recipients – someone like Samantha had to lose their life in order for us to live ours.  Though there is a miracle in this gift there is deep pain as well.  We know that it helps the families to heal by knowing that their loved one is helping us to live, and yet, how do you reconcile your own sense of gain with the extraordinary loss felt by others?

In my case, my donor gave consciously and wholeheartedly.  She told me that she felt it was what God had meant for her to do and that she didn’t need that extra kidney and so very genuinely wanted me to have it.

My friend Rob Rose wrote to me once that he heard, “a true gift is one that someone wants to receive.”  I absolutely wanted the gift, and the way it was given made it so easy for me to receive – and yet – I struggle to this day with feelings of unworthiness. 

“What makes me worthy to receive the gift of someone else’s life? 

We don’t really think about whether we’re worthy to receive birthday gifts or Christmas gifts or graduation gifts.  But what about the other, more significant gifts in our life – should we reflect on our worthiness to receive and, if so, our responsibility to do something with them?

Which brings me full circle to leadership.  What makes someone worthy of being a leader?

I believe in my heart that the ability to be a truly great leader is a gift that many people have within them, but that the self-awareness to bring it out and make it sing is actually rare.

I also believe that having the opportunity to lead – being put in a position of leadership over others – is a gift not to be taken for granted.

Deep down inside I know that my worthiness to receive the gift of life is very simple; purely by being an imperfect human and child of God I am worthy.  And yet, I believe that with leadership it is not nearly so simple -that leaders need to live their worthiness every day. 

I believe in these four key indicators that they are doing so…

  1. They have a deep understanding of their responsibility to treat others with great respect regardless of title or rank in the organization, age, gender, race, ethnicity, or any other factor. If respect is not part of who you are then I don’t think you’re worthy to lead.  It’s not to say you won’t be successful driving financial results, it simply means you’ve done so out of force or sheer will and not leadership.
  2. They understand their responsibility to have a vision for the organization that they are leading and to clearly communicate this vision to their employees so that every member of the organization understands what they’re working towards creating.
  3. There is a set of strong, core values that the organization commits to and lives by, with the leader being held most accountable.
  4. They show they value their employees – the people they’ve been entrusted with the opportunity to lead. They actively seek out and engage insight and ideas from all levels of their organization and not just the C-Suite or senior management.

 

I believe the gift of leadership is one that is meant to be honored and respected; meant to be unwrapped purposefully, with a clear understanding of the degree of responsibility that it comes with. It’s the ones who are truly grateful for the gift and treat it with sincere respect that I believe are worthy of their roles and who ultimately make the most successful leaders.

What do you think…?

BrainBeat + HeartBeat = MillionBrains


I just received the official press release from The Scandinavian Tourist Board announcing the results of a crowdsourcing project on how to attract more tourists to Scandinavia and the future role of the tourist board. A project that were run on the open innovation platform MillionBrains (www.millionbrains.com).

MillionBrains is a Danish developed open innovation platform with over 10,000 innovative specialists (“Brains”) and people (“HeartBeat”) in its participants’ database. These covers most continents and an interesting breadth of business and technical disciplines and competences.

“This open innovation approach was the first of its kind in destination marketing, according to our knowledge, and we have certainly gained some highly important learning in processing this type of challenge,” says Soren Leerskov, CEO, STB Asia, and continues to “obviously, the evaluation has been a complicated process due to the great many interesting  proposals…However, in the end the judging committee had no doubts when choosing the winner.”

The winners come from different parts of the world and they contributions were assessed on four parameters:

1)      Innovativeness,

2)      Documentation,

3)      Usefulness, and

4)      Dedication.

 

As an innovation aficionado I want to hear from other people that have experienced or tried a similar approach. What was your experience and results?

 

Barnlige voksne er mere kreative af Per Bang Thomsen


Barnlige voksne er mere kreative


Af PER BANG THOMSEN

Offentliggjort 27.10.10 kl. 13:53

Voksne, der stadigvæk værner om deres indre legebarn, er ofte mere kreative på både arbejdet og i privatlivet.

Er det i orden at lege gemmeleg, danse hæmningsløst rundt til høj musik og have en usynlig ven, når man er blevet voksen?

Det mener to forskere fra North Dakota State University, der har undersøgt voksnes kreativitet. Jo mere voksne tænker som børn, des mere kreative bliver de, og det kan have positive konsekvenser for deres succes i livet. Både på arbejdspladsen og blandt familien og vennerne. Det skriver avisen “i”.

“Det er muligt for voksne at tænke som børn. Og vi har fundet ud af, at jo mere man gør det, des mere kreativ bliver man,” siger Michael Robinson, der sammen med Darya Zebalina står bag undersøgelsen.

Improviser som jazz-musikerne

En af grundene er, at den umiddelbare og ukontrollerede barneglæde kan få en til åbne sig mere op.

Ifølge erhvervspsykologen Michael Dunn fra The University of Derby tager mange voksne sig selv alt for alvorligt i deres hverdag. Det kan gå ud over deres præstationsevner på arbejdet og når de er sammen med deres nærmeste.

Slår man sig derimod løs, kan det ifølge Michael Dunn aktivere nogle kreativitetscentre i hjernen, som normalt ikke bliver brugt i så høj grad.

Nye undersøgelser af jazz-musikeres hjerner har eksempelvis vist, at de bliver mindre selvbevidste og mere hæmningsløse og kunstnerisk udfoldende, når de kaster noderne væk og begynder at improvisere.

“Når de gør sådan, griber de i højere grad opgaven an på samme måde, som et barn ville have gjort det,” siger Michael Dunn til “i”.

Luft de dårlige ideer

Ifølge erhvervspsykologen er der en række måder, man kan opdyrke og stimulere sit indre legebarn på.

Den ene er at lufte alle sine ideer – selv de dårlige af slagsen. Ifølge Michael Dunn har børn den evne, at de ikke i samme grad bekymrer sig om, hvad andre tænker om dem. Heller ikke hvis de er på afveje.

“Hvis man vil være kreativ, handler det ikke om at have en ide, men et utal af ideer. Nogle af dem er gode, nogle er middelmådige, mens andre er noget værre vrøvl. Men vi har brug for at komme igennem de dårlige ideer for at finde frem til de gode,” siger han.

Ked dig og spild din tid

En anden ting man kan gøre, er at lære at spilde sin tid og kede sig.

Ifølge den statsautoriserede psykolog Mark Millard kan det være en god ide at gå en lang og målløs tur, hvis man vil have styr på sine tanker.

“En god måde at løse sine problemer er at gå en tur og lader sine tanker vandre,” siger han.

Samtidig mener psykoanalytikeren doktor James Hollis, at det er et problem, at vi ikke længere har tid til at kede os på samme måde, som man gjorde, da man var barn. Derfor opfordrer han folk til at slukke for tv’et og lukke ned for Facebook-profilen, så man i stedet kan have tid til at dagdrømme og meditere over hverdagen.

En anden mulighed er at sætte sig på bagsædet i bilen, så man ikke behøver at bekymre sig om GPS’en eller hvilken radiokanal, man skal høre på turen.

“Det virker som om, at de fleste mennesker både er allergiske over for stilhed og samtidig frygter kedsomhed. Børn omfavner derimod disse ting og fylder dem med fantasi. De bedste, kreative ideer opstår ofte fra den mørke kedsomhed,” siger James Hollis.

”Hvad ville min usynlige ven have gjort?”

Psykologen Mark Millard mener samtidig, at vi i dag er bange for at tage fejl. Børn kender derimod ikke til “forkerte svar”, og derfor tør de gå nye veje for at finde svarene på deres spørgsmål. Det er noget, voksne kan lære af, forklarer Mark Millard

“Børn kender ikke til teorier, og de ved ikke, hvad der er muligt eller ej. Hvor mange voksne er det lige, der kravler rundt på gulvet for at samle en solstråle op?” spørger Mark Millard.

Han opfordrer samtidig folk til at genoplive den usynlige ven fra barndomsårene. En man kan spørge: “Hvad ville du have gjort i denne situation?”.

“Det kan bare være en, som man kan få gode ideer fra. Eller en, som giver en et skulderklap, når det går dårligt, eller som ser tingene på en lidt anden måde,” siger Mark Millard til “i”.

via fpn.dk

Connecting brains online to build a leadership talent pipeline


Recent years have vividly underscored the point that we live in a connected, intertwined and complex financial world. But this complexity is not confined only to select sectors or industries. Leadership and talent management is but one internal company discipline that is undergoing interesting changes.

Danish Anna Holm, Ph.D. was interviewed by the Danish newspaper ErhvervsBladet (25.10.2010) on her thesis on the importance of the Internet in the recruitment process. She concludes that the Internet is best place to attract new talents for companies. Traditional print ads and similar old school methods simply do not have sufficient reach. In fact, over 40% of US firms use Facebook in their recruitment process.

Taking Holm’s point even further to how to identify and define a talent, the current change becomes more interesting. Companies have traditionally used a candidate’s resume to infer his or hers leadership potential. Like a balance sheet a retrospective view of the candidates achievements. Today’s uncertainty and rapid changes requires a forward-looking perspective. In real time.

Future leaders are expected to be able to use social media in their leadership of a disperse and diverse workforce. But this ability cannot be described within the context of a resume. It would make no sense. This ability would have to be experienced and perceived. This is where online recruitment can make use of open innovation platforms e.g. www.millionbrains.com.

The purpose of open innovation platforms is to connect people and use their combined intelligence to solve complex challenges. Used correctly, companies can use an OI platform in the recruiting process or when assessing the leadership talent pool within the company.

One method could be as simple as to have candidates be sponsors of a challenge posted on an OI platform, then monitor and evaluate how the candidate engages and leads the community in the process. The benefits of this simple process are multiple. To the company, the challenges could represent real issues which need to be resolved. To the candidates, the process permit them to leave the confinement of the resume and to differentiate themselves in real life as opposed to an interview situation.

 

If the recruitment process is undergoing changes as Holm concludes, what pitfalls do you foresee and how to resolve them?

 

 

4 strategic planning tools for Business Model Innovation and Business Strategy Design


There are planning tools for almost any target of a manager to think strategically. But for managers and entrepreneurs who have innovative business model, it can be difficult to make the leap from conventional thinking, the kind of creative thinking, but realistic ones able to develop the next generation of sustainable profits.

Knowledge of the types of tools you can use for different types of problems of business strategy, you can do much morethe results of innovative strategy development sessions, while cutting the time needed to obtain good business models.

Tools for mapping and uncontested market space dominated

1. Strategy canvas

The painting is a strategy introduced in the book “Blue Ocean Strategy” by W. Chan Kim and Renee Mauborgne. This is a diagram showing the position of the company from the competition are important factors in the client’s market. The horizontal axisLand of the factors of competition (hopefully in September knowing the customer) and the vertical axis to provide the degree of the levels of goods or services.

Use this table the differences between the current and potential business partners, competitors can be represented graphically. The main point is to illustrate the strategy canvas divergence between the strategies of marketing and business, as it relates to customer needs. Using a strategy canvas, you can create a new value, innovation, breaks the Conflict between low cost and differentiation – the heart of the Blue Ocean Strategy.

The strategy canvas is a great tool for the development of USP.

According to Strategic Control Point Index

This is a tool used to help organizations at the strategic management of a company in its industry relative to competitors. It was the best by a management consultant Adrian Slywotzky in “The Edge of Profit” (a book I recommend) articulated. L ‘> Classified strategic benchmark for the control of those checkpoints based on the level of “profit-power protection,” they give a business.

In a nutshell, this is a simple description of the route to monopoly power (or at least near-monopoly) in any store design. The protective power of this range of gain control of strategic points from “None”, “low”, “medium” to “high”. Some examples of strategic control points given by Slywotzky include:

10 to 20 percent of the costsAdvantage in raw material (low)
One year product development lead (a little ‘higher, but still low)
Two years of product development lead (average)
Fire and copyright (slightly higher, but still average)
Customer Relationship property (High)
A string of super dominant market positions (top)
Value chain management (more)
Standard property (highest)

3. Six paths framework

This analysis tool is another of the “Blue Ocean Strategy”, and is masterfully Strategists a way of thinking about the “six conventional boundaries of competition”, the systematic construction of new hypotheses and stimulate innovations in product design or the company. The idea is that one of these unconventional views on the competitive environment can break a strategic change.

a) Try to all sectors – Competing with alternatives and substitutes for your product / service, rather than those that I think are the competition.

b) Look over> Strategic Groups – See how the new strategy to develop its industry in the course adopted in the strategic border.

c) through the chain of buyers look – Think about how you can change the game by changing the defined primary buyer.

d) for products and services are looking for – think of the whole system of your customers are typically solution (may be only a small part in your current offer).

and search) on functional orEmotion – Examine how you may be able to a new value curve to create emotion in a functionally oriented industries stripping or removal of emotion and the reduction of a product or a service to its functional core.

f) seek time – Adjust your time horizon to another point or cycle than typical in the rest of the industry.

4. Business Design Matrix

The Business Design Matrix is a great analysis tool to help you analyze and understand”In short, the business models of your competitors. E ‘derived largely from the work of Dr. Adrian Slywotzky. The criteria to analyze your competitors and your organization are as follows:

Customer Choice
Benefit capture system (s)
Differentiation / Strategic Management
Scope of bids and present

These four basic considerations as the basis for its decision, the marketing strategy – a basis for a larger business strategy cancomfortable rest.