Managing Partner of Spectacular at Work adds to Mursion’s talented board of advisors focused on innovation and thought leadership.
If recent history has reinforced any message about our work, it’s that leadership matters.
For our own company, as well as our clients, Pride month gives us an opportunity to reflect on our leadership and whether we are doing enough to support our LGBTQ employees, colleagues, and clients.
A common theme has emerged in our work over the past few years, and it is not a positive trend: Younger employees who are smart, motivated, and have the potential and desire to do great work, are not looking up the corporate ladder with longing anymore. They want nothing to do with the work lives their bosses are living.
A lot has to come together for your true authentic self to be the effective, right choice for your organization and team. Recently, I’ve found myself in a few separate situations with clients, senior leaders from large organizations, where I’ve recommended that they do NOT bring their authentic selves to work.
Accountability is one of the biggest stressors we see leaders struggling with, from first-time managers to CEOs. Being a leader means getting results through other people, so how do you make sure your people are responsible and held accountable for their results, so you can be accountable for yours?
By now, you’ve probably heard: burnout is real. A word and a concept that’s permeated our culture is now an official diagnosis according to the World Health Organization.
Being a HI PO is a great thing for a career. It is a designation, more often made informally, that indicates who the company is betting on to become their future rock star. There is an expectation, or at least a hope, that these folks will eventually lead the company. Do you know if you’re considered a HI PO?
