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1. Create Psychological Safety: Example: Encourage employees to share ideas and opinions without fear. In meetings, ask for input from quieter team members and praise their contributions.
2. Practice Empathy and Perspective-Taking: Example: Managers should understand team members’ diverse experiences. Listen to their stories and use resources like books or podcasts to learn about different perspectives.
By Julie Kratz | AUG 4, 2024
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1. Know When to Step Aside: Recognize signs like resistance to change, diminished passion, and physical or mental fatigue. Example: If you’re not excited about new technologies and strategies or feeling constantly tired, it might be time to retire and let younger leaders take over.
2. Support a Smooth Transition: Help younger leaders by mentoring and transitioning to advisory roles. Example: Gradually step back by mentoring younger colleagues, allowing them to learn from your experience while you still contribute meaningfully without the full-time demands.
By Eric Friedman | JUL 22, 2024
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1. Develop Coaching Skills to Enhance Leadership: Example: Leaders who learn coaching techniques can better engage their teams and create a more collaborative work environment.
2. Use External Coaches for Objective Support: Example: An external coach provides unbiased feedback and a safe space for discussing sensitive issues, unlike a boss who may struggle to remain impartial.
By William Arruda | AUG 7, 2024
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1. Before taking over, Red Lobster’s new CEO, Damola Adamolekun, secretly visited locations, assessing food quality and speaking with employees. His approach helped him understand the brand’s strengths and weaknesses, offering him key insights to guide the company through bankruptcy.
2. Alexandre Ricard, CEO of Pernod Ricard, visited 40-50 bars to study post-pandemic drinking habits. By observing trends directly, he made informed decisions, such as acquiring Monkey 47 gin based on bartenders’ recommendations, showcasing a hands-on market research strategy.
By Sasha Rogelberg | SEP 7, 2024
Read the original article at FORTUNE