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The Leadership Challenge: Can You Drive the Development of Leaders Who Transform Your Business?

January 8, 2015 By Sam Palazzolo, Managing Director

The Point: At Tip of the Spear, we’ve seen a lot of leadership development programs that have cost $Millions to conduct (Yes, that’s $Millions with an ‘M’). Typically, these programs are offered by some large, stale consulting firm that has had ‘career consultants’ (read that as those that have never lead a team/business, only worked at the consulting firm). We’re often called in afterwards to ‘mop up the leadership mess’ when the leaders that went through the leadership development training can’t drive the business forward. In this post, we’ll take a look at three (3) targets you should focus on achieving in leadership development, as well as three (3) results you should expect… Enjoy!

So Much Development (A Waste!)… So Little Time!

You fly your best candidates for future leadership (sometimes referred to in the leadership development community as those assessed as ‘high potentials’ or HIPOs) into a training center environment once a month for a year to receive leadership development. They spend a week in solitude, learning from academics about leadership methodology, working in teams to analyze case studies, and role-playing “If I was the leader” scenarios in a ‘friendly’ classroom environment. Hundreds of thousands of dollars ($$$,$$$) are spent on each candidate. So what do you receive in return? Is it an elite leadership squad, ready to handle any/all challenges to drive the business forward? We doubt it…

What’s Your Leadership Development Target?

Ask yourself, or your Chief Human Resources Officer (CHRO) or even your Chief Learning Officer what the targets were for leadership development. Typically, you’ll receive an answer that’s akin to ‘To broaden the skill set of the leader in training to align with the challenges of today, as well as tomorrow.’

That sounds good, but what will you focus on? At Tip of the Spear, we believe that you’ll hit every target if you never aim… Because any attempt will do/suffice! In other words, if you don’t have specific targets in mind, you’ll always be lulled into a false send of leadership security by thinking that you’ve hit your target.

The Leadership Challenge: Three Targets to Aim For!

Your development offering should look to target the following broad-based targets:

Engaging Teams (Those directly overseen, as well as those with parallel support)
Satisfy Customers (You can go grandiose and identify how to delight, but asking a customer if they had a satisfactory experience, would they come back for retention capture, and if they’d advocate on your behalf to friends/colleagues should suffice)
Driving Strategy (Think of this as the all too important implementation phase of change management)

NOTE: You can/should drill-down on these topics so that they are not only department specific, but specific to each of the leader’s being developed subject matter expertise.

Results Matter… You Better Manage Them!

To get results from your talent development initiative, we recommend that you follow the following four-step process:

Anchor initiative to business goals
Map out learning journeys that not only diagnose, but develop leadership skills
Transition leaders to the next level as soon as possible
Prove impact through key performance indicator (KPI) measurement and sustain results through proper management

What Results Should You Expect?

So in the end, we know that results are all that matter… But what results should you expect? We typically look to provide the following three leadership development results:

The Right Leaders Prepared
Ready for Business and changes Therein
In the Right Locations at the Right Time Where You Need Them!

Summary

I hope you enjoyed the post. If so, don’t forget to click on the ‘Like’ and ‘Share’ buttons and tell others who may find it useful. Also, I would love it if you would take a minute to comment on this post (That’s the BEST encouragement for me to continue to write and share!)

Sincerely yours,

Sam Palazzolo

PS – You may also enjoy some of the other recent posts I wrote:

Sam Palazzolo is the Managing Director at Tip of the Spear Ventures, an agile Venture Capital and Business Advisory Services firm specializing in Executive Coaching, Leadership Development, and Communication Skills Training for Leaders.

What’s Inside Your Leadership Time Capsule?

January 7, 2015 By Sam Palazzolo, Managing Director

The Point: This week’s unveiling of a time capsule buried nearly 200 years ago in Boston by Samuel Adams and Paul Revere got us thinking at Tip of the Spear… If you as a leader were going to build/burry your own time capsule, what would you put inside it? Centuries from now, upon unearthing, what would you want future generations to know about leadership in 2015? With that in mind, we’ve identified out top five inclusions… Enjoy!

The 1795 Time Capsule – Wow!

The time capsule that Samuel Adams and Paul Revere compiled was rather small in size, measuring 5.5 x 7.5 x 1.5 inches. With such little room to share with future generations, we’ll keep the same dimensions for our purposes here. With great care (apparently the capsule was previously discovered/removed/reburied in 1855 during some other repairs), the contents were examined with brain-surgeon-like care by Pam Hatchfield, Head of Objects Conservation for Boston’s Museum of Fine Arts. Using a porcupine quill and her grandfather’s dental tool, here’s what Hatchfield safely removed from the 10-pound box:

Five folded newspapers
A Massachusetts commonwealth seal
A title page from Massachusetts colony records
At least 24 coins
An inscribed rectangular silver plate (probably made/engraved by Paul Revere)

As the contents were removed, onlookers could hear Hatchfield exclaim “Wow!” with each extraction.

So What Exactly is a Time Capsule?

According to Wikipedia, a time capsule is “a historic cache of goods or information, usually intended as a method of communication with future people and to help future archaeologists, anthropologists or historians.” So what would we possibly want to leave behind to effectively communicate the leadership challenges of today?

If you’re thinking like I’m thinking, we’d probably want to include items that captured not only represent the successes achieved, but the failures experienced as well. Perhaps we could also throw in a few items that captured emotions of those experiences (both good and bad). Keep in mind, we only have 5.5 x 7.5 x 1.5 inches.

The 2015 Leadership Time Capsule

Here then is a list of the items that we’d put into our 2015 Leadership Time Capsule:

An iPhone 6+ – Technology is revolutionizing leadership, and nothing says technological leadership quite like the new Apple iPhone 6+!
URLs to Google, Twitter, Facebook, YouTube, and LinkedIn – Where do you as a leader go for information? Odds are, these are your first choices to gain perspective on the leadership challenges you face day in/day out.
The Wall Street Journal – Although you can get the majority of your news fed to you virtually, we still have this tactile form a media in distribution.
A brand new $100 Bill – Sean Combs (aka, Puff Daddy) and a host of others sang (?) about it back in 1997, but this isn’t just about the song. This bill represents the economy, art, and technology coming together all in one simple (yet complicated) piece of paper.
A coin of each denomination (penny, nickel, dime, and quarter) – Ok, while the majority of us swipe a credit card for nearly all purchases, regardless of the inherent “hacker” dangers present, we’re including these because apparently the inclusion of coins wards off the growth of fungus!

Summary

Sincerely yours,

Sam Palazzolo

PS – You may also enjoy some of the other recent posts I wrote:

The Leadership Challenge: 10 Characteristics to Develop Your Executive Presence

January 6, 2015 By Sam Palazzolo, Managing Director

The Point: It’s not whether you are born with executive presence or not, it’s whether you’ve got it or you don’t! We have a lot of first-time leaders that work with us that state their number one goal is to increase their “Executive Presence” in our initial meeting. But what exactly is Executive Presence? In this post we take a look at 10 characteristics that comprise the topic so that you can enhance yours as well… Enjoy!

Understanding Executive Presence

In their 2014 published article titled “Understanding Executive Presence: Perspectives of Business Professionals” authors Gavin Dagley and Cadeyrn Gaskin initially admit that Executive Presence“is an unclear concept but one that reportedly has a substantial influence on successful leadership.” So it should go without saying that the concept, even as elusive as it is to define, can and does have a dramatic impact on the perception of ones ability to lead. In their study of nearly 400 CEOs, C-Suite Leaders and Professional Development Managers, they found that with such presence 89% reported such presence helps people get ahead, and conversely 78% reported that limited presence will be a major factor in them being held back.

10 Executive Presence Characteristics to Work On

So with such a loose definition, one can imagine that little more than the U.S. Supreme Court’s definition of pornography would ensue (We’ll know Executive Presence when we see it!) Well that’s not good enough for you if you’re a leader or a high potential candidate looking to increase your odds of leadership success. With that in mind, Dagley and Gaskin identified the following 10 Executive Presence Characteristics:

Status and Reputation – Strong reputations, impressive networks, senior roles in organizations, and significant claimed achievements.
Physical Appearance – Appearance, stature, and non-verbal body language.
Projected Confidence – Confidence as expressed through calmness, composure, and a sense of self.
Communication Ability – The ability to articulate messages in clear, convincing, and appealing forms. Also their ability to use their voice appropriately. Lastly, the ability to make themselves heard.
Engagement Skills – The ease in which leaders engaged with others.
Interpersonal Integrity – Leaders acknowledged others contributions, been inclusive, remembered their last conversation, and displayed a human touch.
Values-in-Action – The leader acts in accordance with principled personal values.
Intellect and Expertise – The leaders ability to perform task-focused thinking.
Outcome Delivery Ability – The ability to deliver key outcomes, consistently.
Coercive Power Use – The leader forces compliance through the use of coercive power (or perhaps their ability to get things done without it?)

Executive Presence: A ‘Developing’ Image

Such characteristics that make up Executive Presence are typically thought to either be present, or not (‘On’ or ‘Off’ when judging). However, interesting to note is that one’s Executive Presence is actually shaped over two time periods; Initial contacts seem to shape the first five (5) characteristics, while the second five (5) are shaped on an ongoing basis.

Summary

Sincerely yours,

Sam Palazzolo

PS – You may also enjoy some of the other recent posts I wrote:

The Leadership Challenge: Happy New Year! Now What?

January 5, 2015 By Sam Palazzolo, Managing Director

The Point: At Tip of the Spear, we reflected during the Holiday Season on just how lucky we are to work with the leaders that engage with us… They are some of the smartest people we know, extremely hard-charging, and they’re looking forward to accelerating their 2015 achievements. However, we also know that there is another leadership population out there that doesn’t engage with us. So we asked one of our new 2014 leaders what the biggest difference is in heading into 2015 working with us versus last year when he was ‘flying solo’ without us. The following post represents his perspective, as well as an opportunity we know you’ll want to take advantage of… Enjoy!

5-4-3-2-1… Happy New Year 2014!

Flash back one year ago: John* was a senior leader for an INC500 organization. A quick learner, he wasn’t with his organization during their ‘good old’ startup days. Instead, he was recruited to come join the initiative after the founders had successfully gone through ideation, creation, formation, launch-pad and achieved sustainable lift-off. He came in at a senior associate position, but quickly rose through the ranks and was provided an opportunity to lead a team, then a department. Like so many leaders we run into, he was quickly promoted (relatively quick) but without leadership provisions (He had no idea what he was doing!) He remembers asking if he could participate in a leadership development program and one of the founders responded “You’re a quick study… You’ll figure it out!”

I Don’t Want To Get Out of Bed!

The year for John quickly went by… The good times didn’t seem to last nearly as long as they should have. The bad times seemed to last twice as long as was necessary though! As John approached Q4 2014, he was miserable… “I didn’t want to get out of bed in the morning! It’s not that I didn’t love the work, or the company’s mission, it’s just that here I was a first-time leader and totally overwhelmed not with what my subject matter expertise (SME) is, but with the ‘softer’ skills of leading people.” Faced with the facts that something must change, John started searching the net for the best leadership development programs. He found several of our blog posts on leadership, the messages resonated with him, and he outreached to see what we might do together.

5-4-3-2-1… Happy New Year 2015!

So here we are, a year later and John has the following observations regarding what’s different about him as a leader this year versus last:

Behavioral Assessment – We started John off with a behavioral assessment to determine what his strengths, as well as weaknesses are. This provided the ‘line in the sand’ regarding where he was, and more importantly where he wanted to go as a leader.
Dashboard Development – As a result of conducting the behavioral assessment, John created a leadership development dashboard that specifically stated not only what we were to work on together, but where he ‘scored’ at each interaction with us. This dashboard is loaded not only with behavioral assessment items (Specific actions that would drive increased behaviors), but also measurable goals for his department/the overall organization.
Leadership Development – We began a journey of reviewing Tip of the Spear’s leadership development offering using ‘The Leadership Challenge’ methodology over the first month with John. Conveniently segmented into 5 leadership ‘buckets’ for ease of understanding/implementation, this program was easily digested by John.
Executive Coaching – To insure that John maintained the right direction, attitude, and altitude we structured a customized Centered Executive Coaching initiative with him. Meeting three (3) times per month for an hour each, the meetings allow structured progress reviews over consistent time intervals maximizing his organization’s return on investment (ROI).

So Now What?

If John experienced a ‘dog-chase-tail / tail-chase-dog’ moment prior to working with us in Q4 2014, he definitely is in position to conduct a much different 2015 campaign as a result. Setting the leadership bar even higher in 2015, he’s poised to have his best year ever!

So ask yourself the following Centered Executive Coaching questions:

What am I going to focus on in 2015?
How do I know that these are the most important goals?
Who will help me along the way to insure successful completion?
What do I need to learn in order to maximize my accomplishments?
What will accomplishing my goals do financially for the organization? For me?

Summary

I hope you enjoyed the post. If so, don’t forget to click on ‘Like’ and ‘Share’ buttons and tell others who may find it useful. Also, I would love it if you would take a minute to comment on this post (That’s the BEST encouragement for me to continue to write and share!) If you’d like more information on how you can structure an initiative like John, use the CONTACT US page of this website.

Sincerely yours,

Sam Palazzolo

PS – You may also enjoy some of the other recent posts I wrote:

* John’s name has been changed for the purposes of this post.

Leadership Amnesia: Should You Forget the Past to Move Forward to a Better Future?

December 30, 2014 By Sam Palazzolo, Managing Director

The Point: As we approach the end of another year at Tip of the Spear, we challenged the leadership we work with to design their best 2015 Strategic Plan. However, we noticed that in order to do so some leaders simply could not let go of 2014. In 2014, some leaders experienced exponential growth, some stayed the same, and some regressed. So the thought struck us, and those we asked, are you better off forgetting about the past in order to achieve a better future? Hence the concept of leadership amnesia was hatched. In this post, we’ll take a look at how you, the leader, can forget to move forward… Enjoy!

Amnesia’s Leadership Potential

Wouldn’t it be great if as a leader you could simply rid yourself of the past? What if you never had to worry about where you’ve been as a leader (or organization for that matter)? Instead, what if you could focus 100% on the road at hand, and more importantly on the road ahead?

With ‘leadership amnesia’ you’d have the opportunity to forget about memories such as facts, information, and experiences. While it’s popular in some movies involving amnesia to have the affected portray someone with no sense of who they are, the reality is typically one not involving a sense of loss of self-identity. But again, for our purposes here, wouldn’t it be nice if it did?

What Should You Focus On?

Here’s a list then of 6 Tips you can take to increase your leadership amnesia for a better/brighter future:

Leadership Amnesia Tip #6 – Do Research and Reading

While sometimes in leadership development we find a leader that knows exactly where they want to go, typically this is not the case. Identification of desired destinations is crucial in strategic planning. While the routes may differ, and ultimately the landing point on the distant shore, you simply must prepare for and plan where you want to head through research and reading. Leadership development has no finish line, so continue to plan, prep, and grow!

Leadership Amnesia Tip #5 – Get Quality Treatment

We all know that destiny favors the prepared mind (See Step #6 above for Research and Reading). However, having the knowledge is part of the success equation when dealing with leadership amnesia. Seeking quality treatment in the form of leadership development and executive coaching is crucial to not only setting the proper strategic plan in motion, but insuring that you are held accountable for desired results.

Leadership Amnesia Tip #4 – Communicating the Strategic Plan Effectively

We run a program for leadership only in our ‘Communicate with Influence’ communication skills training for leaders program titled ‘Communicating the Strategic Plan’. In this program, we typically see very educated people that are masters at preparing a strategy. However, their plans’ downfall is in the execution with primary culprit being not effectively communicating the plan.

Leadership Amnesia Tip #3 – Hold Treatment Effectiveness Discussions

In Step #5 we discussed aligning with the proper leadership development and executive coaching initiatives. At Tip of the Spear, we typically conduct 12-18 month engagements with leaders and their organizations to insure that strategic plans are established, leaders know their behavioral strengths, and implementations targets are established. In this step we’re referring to checking in on those treatment moments to insure that you/your organization is getting the appropriate return on investment (ROI). Typically, a leadership development program will run an organization an investment of $100,000+ and executive coaching for an individual executive $50,000. Why not hold your treatment providers accountable for achieving results?

Leadership Amnesia Tip #2 – Insure Leadership Quality of Life

While we’ll be the first to share with you that there is no such thing as work-life balance (we typically share that at best you can attempt to structure the appropriate amount of imbalance!), we do know that the most successful executives that we work with maintain a healthy quality of life through not only forgetting the past, but letting go of the burdens/stress/worry associated therein.

Leadership Amnesia Tip #1 – Look After Yourself (and Your Family!)

While work in and of itself allows for a successful non-work life, we typically see leaders looking to burn candles at both ends, drive hard towards unattainable goals, and basically screw not only themselves but families as well. Looking after yourself and family through similar strategic planning sessions (and the assistance of ‘treatments’ through executive coaching) can greatly enhance your ability to succeed with leadership amnesia.

Summary

In closing, the previous 6 tips to incorporate leadership amnesia should set you, your organization, and your family in an enhanced trajectory for success. As one leader shared with us, “I know that if I forget I’m bound to repeat the past. However, I also know that the past is what got me here. While I don’t care to run another lap on the same track, I know that I can get further ahead faster if I forget!”

If you’d like more information on Tip of the Spear Business Advisory Services, consisting of Centered Executive Coaching (hallmarked by the Marshall Goldsmith Stakeholder Executive Coaching methodology), Leadership Development (constructed around Kouze and Posner’s ‘Leadership Challenge’ methodology), and Communication Skills Training for Leaders use the CONTACT US page of this website.

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