Posts Tagged: Leadership

Leading Executive Conversations Part I: The Executive Perspective

A meeting with an executive can be different than a meeting with a manager. You’ve got to connect with the executive’s perspective including their challenges, their opportunities and their overall strategy for building results.

Ultimately, success in executive meetings is attitudinal. You have to believe that you have a right to be there and that you have something of value to offer them. Effective meetings are more flexible than presentations. You need to be as prepared for what you will hear and learn as for what you will say. This is the first part of a two part series.

CEO For a Day: Focused Leadership

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the final post in the series of responses.

Today’s post is about what I would do if I were a CEO for a day. As I sat down to write, I thought to myself, “I am a CEO of my own consulting firm”. However, I immediately realized that I have NOT “only” been a CEO for very long because I am always doing something else in addition to running my own business (currently teaching & ILSHRM). So this post is not just about if I were a CEO for a day at a big name organization like Apple, DOT Foods, or Crayola, it’s about my being a focused CEO – a CEO of a company where I didn’t have to also worry about a second job or a volunteer role within my field.

CEO for a Day: It's Not About Pleasing Everyone

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the sixth post in the series of responses.

I’ve been pondering on this subject for some time. I have thought of some of the usual answers that we HR professionals might have, “Heh heh, CEO for a day! Let me get out my list, and let’s start making some personnel changes!!!” “Policies, job descriptions, performance reviews – everyone. NOW!”

But are those ‘evil’ HR thoughts realistic? No. Rarely, does the CEO please everyone, and sometimes must make hard decisions and take risks based on a broad spectrum of knowledge. So, if I were CEO for a day, this would be my immediate plan.

CEO for a Day: Thoughtful Business Leadership

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the fifth post in the series of responses.

Wow! It is really fascinating to hear people call me a CEO of my company even if it is for a day! Let me make this a 12 hour work day from 7.a.m to 7.p.m. (only for me, employees can come in at normal office hours) Is this necessary? Yes of course, for me, as I am getting one shot at this and I need to maximize my work day to make a few hard decisions and to inspire everyone communicating why we do things the way we do!

CEO for a Day: Listen, Take Note and Act

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the fourth post in the series of responses.

Do you remember when you were a kid and played a game with friends, asking each other: what would you change if you suddenly, magically became the President? As I recall, our responses ran along the lines of: outlaw homework. Buy every homeless person a house. Give every kid a bike or a pony, whichever they prefer. Pass a law that dessert comes first. Ship all our extra food to poor people in Africa.

I fondly remember those sweet, innocent answers as I accept the challenge to write about being CEO for a day.

CEO For a Day: Career Conversations People Want

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the third post in the series of responses.

It’s a rare organization that doesn’t somewhere in its mission statement or values express a sentiment similar to “people are at the core of our business success.“ It’s an even rarer one that actually acts on it. If I were bestowed the mantle of CEO, I’d make it my #1 priority to be part of that very rare group…. and I’d have my work cut out for me.

Federal HR: Meet Lisa Rosendahl

Lisa is the Director, Human Resources for the St. Cloud VA Health Care System. She leads a department of 16 staff members providing HR services for over 1500 employees at the main facility and 3 community based outpatient clinics. Lisa served over 9 years as an officer in the US Army and transitioned to a human resources/organizational development position in a paper mill and then to a privately owned manufacturing company as their first HR professional. She has had wonderful opportunities to learn HR from the ground up and enjoys sharing them with others.

The Origin of Authentic Power

What makes the difference in truly powerful leaders? How do they attract and keep loyal, committed followers? Where does their strength of conviction come from and how do we tap into it?

I believe it comes from within each of us, through a state of being I call alignment. So, what do I really mean by alignment? Aligned individuals simply love what they do, they are good at it, and what they do and why they do it are almost always tied to a purpose greater than themselves. Once an individual is truly aligned around their purpose – and thus, they are indeed living their life on purpose – this is when and where true power is revealed and released. Their mind, body, emotions, and spirit are in harmony.

There is simply no substitute for total alignment and congruency within a person or leader.

A Starry-Eyed Skyward Trajectory

Almost seven years ago, I needed a new receptionist. I interviewed half a dozen candidates, with many different skills and abilities from right out of school to years of work experience. The person I hired was a recent college graduate. I can’t say it was smooth sailing, because it wasn’t.

I took a chance on the young lady with stars in her eyes when I hired her. I was looking to the future, and I’m so glad I did.

I'd Rather Be in Charge: Shattering the Glass Ceiling

I’d Rather Be in Charge is a breakthrough book, a master class for women who are ready to learn from a legendary business leader how to shatter the glass ceiling, reach the corner office, and—above all—develop their highest self in the workplace and beyond.

Told in an intimate and honest style, I’d Rather Be in Charge shares Charlotte Beer’s own examples as well as stories from her students and lessons she has learned from her peers such as Martha Stewart and Suze Orman. By chronicling both successes and mistakes, Charlotte illustrates the universal message that finding your own personal style of leadership is the only way to take charge in the ever-evolving workplace of today.