Category Archives: Leadership

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Introduction The purpose of this document is to outline Agile development and the role of Positive Power and Influence® (PPI®). The Need for Agile With so much uncertainty facing businesses today, their need to be adaptable is very high. This adaptability includes sensing market changes early, being organized to respond quickly, and then delivering better products or capabilities to the market rapidly. Many businesses have responded to this need by adopting Agile approaches in software development and further applying these Agile principles to other parts of their business. Agile Software Development Agile is a mindset informed by the values and principles contained in the “Agile Manifesto.” These values and principles provide guidance on how to create and respond to change and uncertainty with the optimal  Read the full article…

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1.0 INTRODUCTION The purpose of this paper is to provide a short explanation of the most widely adopted approaches to product development and process optimization, while touching on how they relate to each other. The scope of this document includes WATERFALL, AGILE, LEAN, SIX SIGMA, and GE-WORKOUT. As a start, it is important to understand that both Waterfall and Agile strive to improve a product, while Six Sigma and LEAN strive to improve the process that delivers the product. However, LEAN and Six Sigma have been applied to improve the Waterfall and Agile processes to reduce defects (improve quality) and remove waste (increase speed and cost). To add to the confusion, ‘LEAN Six Sigma’ is also a term used as both approaches can be applied simultaneously bringing together the data-driven methods of Six Sigma with the  Read the full article…

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Impact of COVID-19 on Organizations When the COVID-19 crisis hit, many business leaders found themselves in emergency mode trying to figure out how to remain viable and manage a workforce that had suddenly become remote. Now they are dealing with questions of how to safely reopen and how or if to call workers back to their workplace. This is a test of corporate cultures. How successfully businesses meet the challenges of this new normal will depend on the culture of trust and openness they have developed. Long before the pandemic, research conducted by the Society of Human Resource Management in 2013 found that one of the most effective tactics for attracting, retaining, and rewarding the best employees was maintaining a culture of trust, open communication  Read the full article…

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The leader-follower relationship is the singular most important relationship in any organization, especially if that organization claims to prioritize company culture. A positive leader is one who is uplifting and supportive, who doesn’t need a scapegoat every time something minor goes wrong. They’re quick to forgive, and slow to punish, and the entire team feels as though their best interests are taken to heart by their leader. Great followers go the extra mile, are reliable, honest, and loyal. Now, what can happen when the needs of leaders or followers aren’t met, and how toxic can a sour leader-follower relationship be to an organization as a whole? Let’s take a look at a company we worked with in the past. Some of their leadership did not  Read the full article…

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As a leader in the workplace, one is given many responsibilities that range from banal to exciting. One responsibility that isn’t explicitly outlined in any contract is the use of power in the workplace. Striking a balance between using a managerial position to encourage or motivate and instill​ fear and intimidation is a delicate one – and with vastly different results. Just as superheroes are faced with the decision to use their powers for good instead of evil, leaders should follow in the steps of Superman and Captain America and use the power of their position to create a positive office environment. The pros of positive power Demonstrating one’s power in a business setting can be tricky, but consciously focusing on the well-being of the rest  Read the full article…

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Imitation is often regarded as the sincerest form of flattery, but when it comes to leadership, people need to look into developing their own personal style. As the Harvard Business Review noted, several researchers have spent years conducting numerous tests trying to figure out what makes for the best leader, and the results of each research project came back inconclusive. The fact of the matter is that while great leaders do have some traits and beliefs in common, there is no mold that people can simply shape themselves into and expect to command the respect of their coworkers. “No one can be authentic by trying to imitate someone else,” the news source explained. “You can learn from others’ experiences, but there is no way you can be successful  Read the full article…

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In the world of business, regardless of the specific field, a leader has many things that he or she must accomplish in a day. And while there are a variety of titles that these people may embody – CEO, floor manager, section director, etc. – it’s imperative that everyone remembers that these are individuals and not simply positions. Oftentimes, many can lose sight of the fact that leaders are just individuals who are doing a job to the best of their ability. One must not forget that the human element of business is what makes industry possible. Opening up Finding a balance can be difficult for managers and leaders. Should you be more of a buddy to employees or strictly an authority figure? The Harvard Business Review  Read the full article…

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In the past, we have spoken in depth about how important it is that influential leaders are able to command the respect of their employees. This reduces the chance of conflict within the workplace – if people do not respect management, they are more likely to do things their own way and disregard instructions because they second-guess the people giving these directives. Additionally, when people respect management, they are more motivated to collaborate with each other to achieve common goals. However, respect is not a one-way street. Many times, workers do not respect their leaders because they feel disregarded by them in the first place – managers do not respect their workload, their contributions to the company and their time. A recent study conducted by  Read the full article…

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Leaders are responsible for handling key tasks, and how they go about these activities will play a pivotal role in defining their careers. There are such things as remarkable leaders, but there are also mediocre and sub-par ones as well, and this has a lot to do with how managers handle these important activities. So, what are these tasks? Here are a couple of the mission-critical jobs that leaders must excel at: 1. Resolving conflicts Conflict resolution is an area in which many people prefer to avoid. Disputes bring up negative emotions and can get leaders entangled in heated subject matter, particularly when it is two parties that are both passionate about what they do on the job. However, successful leaders realize that unsettled disputes  Read the full article…

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Business needs change with time and what an enterprise needs in a leader shifts with the company. Some firms may look for an innovator, others for a captain who can simply steer the ship effectively. Others yet may want someone who can speak well and inspire others. In that regard, there truly is no “best set” of attributes that all leaders should have – rather, what defines optimal leadership skill sets is affected by the time, place and the company in question. That being said, there are a number of attributes many firms do find desirable. Here are four of the more noteworthy ones: 1. The ability to influence others Few firms want managers who lead by positional authority and nothing else. Being an effective manager  Read the full article…