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Is Indirect Feedback used in your organization? 
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Design Executive Officers certainly do. And the authors of the new book Rise of the DEO: Leadership by Design believe they're the future of business. Via Anne Egros
AlGonzalezinfo's insight:
Wow, this is surprising! Thanks Anne!
Anne Egros's curator insight,
November 1, 2013 10:02 AM
Having a strong company culture certainly helps doing business globally by recognizing and promoting shared values across the organization and across borders. 
Don Cloud's curator insight,
November 4, 2013 10:22 AM
It should be obvious that building and reinforcing an organizational culture takes many people, and leaders at every level play a fundamental roll. That said, I think this article hits the nail on the head by emphasizing that culture is "something that we do" ... and not something that can be proceduralized -- it's more art and less science -- it's more indirect influence and less direct supervision -- it matters a lot but there's no shortcut to quickly creating a good culture. 
Miguel Paul Trijaud Calderón's curator insight,
June 10, 2014 5:10 AM
Daniel Goleman (2000) professes that leadership styles account for 70% of organizational climate or culture, which in turn leads to a 30% impact on organizational performance.
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AlGonzalezinfo's insight:
For anyone interested in the science behind Inclusion, here is a breaktrough article. It is detailed and lengthy, but educational AND very relevant.
Abstract:
Research over the past three decades have demonstrated that even though organisations may have the requisite diversity in their midst, the employees may not feel that all the strands of their social identities may be appreciated and included – hence, leaving them feeling excluded. Unfortunately, there are not many available tools for organizations to gauge such desired levels of inclusion.
~senior managers, ~immediate manager, ~values, recruitment, ~promotion/progression & development, ~fitting in, ~bullying/harassment, ~dialogue, ~organisational belonging, and ~ emotional well-being.
The overall measurement within the ten dimensions provides and index, which gives organisations an indication of where their diversity and inclusion practices are failing, and where resources and effort are needed to be applied to achieve the necessary change.
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What employee retention strategies do you use to engage and retain employees? Via The People Development Magazine
AlGonzalezinfo's insight:
Excellent post!
From the article:
Hiring the right managers makes all the difference. Steve Miranda, Managing Director for Cornell University’s Center for Advanced Human Resource Studies (CAHRS), said in an interview that he believed 80 percent of employee turnover resulted from the environment created by a manager as opposed to the company at large. So it’s critical to work closely to make sure there’s a consistent open line of communication between employees and managers, and that managers are working collaboratively and positively with their employees.
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Innovation comes from informal key leadership roles. Brokers, Role Models and Risk-takers are the engine of innovation cultures. Via Kenneth Mikkelsen
AlGonzalezinfo's insight:
Excellent scoop Kenneth. I had a good exchange with the author about failures being less the result of risk-taking, and more of ineptitude, as I disagreed with this.
He clarified what he meant, in case anyone has a similar reaction.
This is an extremely relevant article.
Henry Doss's comment,
August 6, 2013 8:44 AM
Nice to see this comment chain, and all the alignment around the value of "open" exchange. Clearly, Warren Zevon did have a lot to teach us about organizational science!
Stephane Bilodeau's curator insight,
August 10, 2013 9:14 AM
"You won’t find these functions described in job descriptions, nor will you find someone with a title like “risk-taker.” You won’t find these roles being incentivized, or formally evaluated or even recognized, as a rule. Like many aspects of an innovation culture, they happen – serendipitously – or they don’t. And because the roles are elusive and difficult to measure, they can go unappreciated and unnoticed. And then they gradually fade away.
But if you look hard in your organization, trust your own judgment, and use your best observational skills, you can find, nurture, and acknowledge these key individuals and keep their critical skill sets alive . . . and growing."
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All of us know that people leave their bosses and not the organization. But the reverse is also true. People stay in organizations for their bosses. But these type of bosses are a rare phenomenon. Via Bobby Dillard
AlGonzalezinfo's insight:
This is a great question. Will they weep or have a party?
From the post on what great management leaders do:
They care : In the corporate world, sometimes we think that if you are caring and concerned about your team, they will take advantage. The project manager/leader might be branded as a "soft" manager. I somehow totally disagree with this. I think the managers who show emotional intelligence and care for their team, win them over for life.
A smile, a pat of appreciation soars the motivation of the team to the highest level.
Do you smile often ? Do you remember their birthdays? Do you speak encouragingly when you feel they are trying hard to meet the deadline but are facing some problems ?
http://leadership-mantra.blogspot.in/2013/07/will-they-weep-when-you-leave.html
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Can Latinos play a role in overcoming many of the challenges affecting our society? Can the rich, festive and collaborative heritage bring some PASION and GUSTO to the workplace?
AlGonzalezinfo's insight:
A must read for everyone!
Whether you are Latino or not, it is important to understand that an immense generational shift is occurring.
The Millennials are the largest and most diverse generation in history and Latinos compose 20 percent of the Millennials. In addition, one in five school children today is Hispanic, as is one in four newborns. Never before has an ethnic group made up so large a share of the youngest Americans.
The numbers are telling us that young Latinos will shape the twenty-first century.
Whether Latino or not, The Power of Latino Leadership prepares us for our future by teaching us about the past.
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I have watched the Country of Guatemala change before my eyes over the last two days. The people of this Country now have the change they have waited for. Via David Hain
AlGonzalezinfo's insight:
this is what leadership development is all about! Gracias David!
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Internet Talk Radio | Leading Beyond the Status Quo – The case for #FutureLeaders | WebTalkRadio.net
Did you know that the the majority of managers attend leadership training 10 years after they start supervising people. 10 YEARS. On average, supervisors attend leadership training at the age of 42!
AlGonzalezinfo's insight:
Listen in to learn about a young leader who went from "having leaderhip potential" to a future leader who is practicing the art of leading counciously.
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Studies show that around 80 percent of workers are not passionate about what they do. Here are 3 ways to start changing the status quo. Via Maya Mathias
AlGonzalezinfo's insight:
Thanks Maya, it was great having you on the show. I really like the 3 filters!
's comment May 14, 2013 12:55 PM
Thinking to feel empathy and really feeling empathy it is a great difference :-)
's comment May 14, 2013 1:05 PM
We should never speak theoretically about empathy :-) Empathy is a practice!
Maya Mathias's comment,
May 14, 2013 5:12 PM
Thanks for all the shares and comments! It was truly a joy to serve and I'm glad it resonates.
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Hey Leaders! Listening Isn't Easy, But It's Essential Information Management (blog) However, in working with leaders at all levels striving to strengthen their performance, listening skills aren't an issue some of the time; they are an issue nearly... Via Bobby Dillard
AlGonzalezinfo's insight:
From the article:
A Warm-Up Exercise for Your Listening Skills Find a friend and try the following activity: Conduct a conversation where the only rule is that you and your communication partner must begin each sentence with the last word of your partner’s sentence.
Let this run for about three minutes or, until one of you bursts into laughter with some of the resultant silly sentences.
The payoff from this simple “active listening” activity courtesy of Val and Sarah Gee writing in “Business Improv” (check out my Leadership Caffeine podcast with the authors) is to remind you how difficult it is to stay in the moment and remain focused on the words of your colleague. It takes deliberate effort to silence the symphony (or cacophony) in your mind.
While you might drive everyone nuts if you practice this technique without them knowing the rules, let the activity serve as a reminder of your obligation to listen harder and seek to understand.
Denyse Drummond-Dunn's curator insight,
February 13, 2013 3:50 AM
Useful words and ideas for both leaders and non-leaders 
Renee Stuart's curator insight,
February 14, 2013 10:30 PM
Are you just hearing others or truly listening to others?
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Google calls its HR department People Operations, though most people in the firm shorten it to POPS.The group is headed by Laszlo Bock, a trim, soft-spoken 40-year-old who came to Google six years ago.
Bock says that when POPS looked into Google’s woman problem, it found it was really a new mother problem: Women who had recently given birth were leaving at twice Google’s average departure rate.
At the time, Google offered an industry-standard maternity leave plan. After a woman gave birth, she got 12 weeks of paid time off. For all other new parents in its California offices, but not for its workers outside the state, the company offered seven paid weeks of leave.
AlGonzalezinfo's insight:
Great example of not resting on its laurels... Google keeps reaping the dividens of its investment in their workforce.
Andrew Spence's curator insight,
January 27, 2013 1:02 PM
Want an example of great HR - just Google it!
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Today is Martin Luther King Day in the United States. On this day we celebrate the life and work of one of the greatest leaders the world has ever known.
AlGonzalezinfo's insight:
Lesson #8: Great leaders paint a vivid picture of a better tomorrow. Leaders can never, never, never grow weary of articulating their vision. They must be clear and concrete. They have to help their followers seewhat they see
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While I feel much of this has already been discovered and documented on The Speed of Trust by Stephen Covey Jr. I appreciate that there is now a scientific model to back it up. Via John Lasschuit ®™, Jean-Philippe D'HALLUIN
AlGonzalezinfo's insight:
I really appreciate the following trust benefits listed in the article:
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5 Signs Your Leadership Style Is Outdated Via Anne Egros
AlGonzalezinfo's insight:
Great scoop and fantastic insight Anne! I have seen some senior leaders put in great efforts to update their leadership. It is great to see!
Anne Egros's curator insight,
October 28, 2013 2:25 PM
Technology is spreading new ideas globally and so fast that knowledge is not anymore the advantage of leaders.
Knowledge is free but inspiring others comes with a cost: you must re-invent yourself to stay attuned with changes around you.
Never before, we have seen three generation of leaders in the same workplace. The 20-30 challenge up the 35-45 and the late baby boomers 50+ may not be able to satisfy the needs of those who are changing the world around them.
Making bad decisions? You may have become so arrogant and blinded by your past success that you don't have the humility to listen to your team members.
When is the last time you took time to think about your impact as a leader? Did you ask for feedback from bottom-up? Are you interested only in your own career advancement?
Asking questions is more powerful than giving answers, do you know how to mentor and coach others around you so they enjoy what they do and don't call it work? 
Menno Molendijk's curator insight,
October 30, 2013 4:30 AM
Stay in tune. With the people around you. And yourself.
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In other words, the critical challenge of leadership is, mostly, the challenge of emotional courage.
AlGonzalezinfo's insight:
Provocative post here by Peter Bregman on the need to apply the leadership lessons back to the workplace, specifically the emotional courage needed to give work through uncomfortable situations, provide direct feedback and be vulnerable.
From the post:
The only way to teach courage is to require it of people. To offer them opportunities to draw from the courage they already have. To give them opportunities to step into real situations they find uncomfortable and truly take the time to connect with the sensations that come with that.
For example, most leadership programs give people feedback from anonymously collected forms they and their colleagues fill out before the program. That's safe.
In the leadership week I conduct for senior leaders, I have people give each other real feedback, in real time, face-to-face with each other, based on what they're witnessing in the program.
That's courageous.
And the more they take those kinds of risks during the week — risks to be vulnerable, to communicate hard things, to listen to hard things, to try a new behavior — the more they will take those same risks in real life, when it matters most.
Mike Doherty's curator insight,
August 16, 2013 11:09 AM
Have you tried a leadership program? Did it work for you?
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AlGonzalezinfo's insight:
Join us this week to learn about an a step by step model to stop blaming others and take responsibility for our own actions.
Leadership expert and former FBI agent, La Rae Quy shares a model that can help all of us behave our way to success instead of spending time and energy blaming others!
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Listen and learn the moving story of this 5 year old and how, leadership coach, Barry Smith is helping his people build a better tomorrow.
AlGonzalezinfo's insight:
Leadership consultant and Equip coach, Barry Smith shares the inspirational and moving story of how 150 coaches set out to train twenty four thousand educators and leaders in two days!
While the obstacles and challenges the people of Guatemala are facing may seem overwhelming, they are no match to the spirit and courage of the Guatemalan community and their leadership.
Listen and learn how Barry and his colleagues are building what matters most (scroll down to see the picture of the hug) in Guatemala; their people, a critical component of the Triple Bottom Line.
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We do have a choice but its not always easy to make. Image credit: Wisdom Quotes in Facebook.
AlGonzalezinfo's insight:
fear /fi(ə)r/ Noun
An unpleasant emotion caused by the belief that someone or something is dangerous, likely to cause pain, or a threat.
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Is FEAR affecting your leadership? How do you know?
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AlGonzalezinfo's insight:
Maximizer: People with the Maximizer theme focus on others' strengths as a way to stimulate personal and group excellence. They seek to transform something strong into something superb.
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Performance reviews supposedly enlighten subordinates about what they should be doing better. But instead, they destroy morale, kill teamwork and hurt the bottom line. Via Kenneth Mikkelsen, Scott Span, MSOD
AlGonzalezinfo's insight:
Very interesting read.
John Michel's curator insight,
June 12, 2013 11:08 AM
The alternative to one-side-accountable, boss-administered/subordinate-received performance reviews is two-side, reciprocally accountable, performance previews.
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AlGonzalezinfo's insight:
What does a shouting match between two doctors in the OR minutes before the emergency C-Section of my second child have to do with team building?
~Everything~
Join us this week as we explore the importance of team building as it relates to the quality of service or product we provide.
Key Lessons Include:
~Conflict resolution requires tools, self-reflection, and superior leadership
~Proper time and structure must be provided for those in conflict to challenge our assumptions and lead positive change
~If not managed, conflict will erupt at the worse possible times
~Team building is a wise investment when we consider the costly consequences of unmanaged conflict
Jim Volkhausen, Assistant Director of the Cornell Team and Leadership Center joins us to explore the importance of team building and how to ensure the investment results in a transformative experience for the entire team.
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During the interview, I asked Jim, “Why is it so hard for employees to feel safe?”
He quickly answered, “Change.”
AlGonzalezinfo's insight:
The fear of not having it all figured out is a fear many managers experience.
Do you experience this fear?
How about the others types of fears?
Fears like:
~acceptance ~stupidity ~payback
Checkout the article. Interested in your comments:
http://linked2leadership.com/2013/02/20/defeating-the-fear-monster-part-1/
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RE-EXAMINE THE PRIORITY OF EACH
AlGonzalezinfo's insight:
I am really starting to like Quora. Here is an example why. I am working on strategic planning for 2013 and dealing with the same old issue of competitng priorites. I found this question and very good answers.
image credit: http://www.xfitforlife.com/priorities
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...4. Turns out leadership really is personal Bosses are typically viewed as arrogant individuals who drive people using objectives and metrics. One study found that 60% of employees are miserable – not because of low pay, poor workplace benefits, or insufficient vacation days – but because they don’t feel connected at work. Via Daniel Watson
AlGonzalezinfo's insight:
for some reason, the link takes us to the last page of the report. Its worthwhile to click on the #1 and read the whole report.
I totally agree with David Hain on his commentary, great to see the research!
Richard Hart's curator insight,
January 31, 2013 10:13 AM
Research such as this breathes new life into the leadership truisms we all know, but sometimes fail to attend to in the midst of our busy lives |
Leadership and branding expert, Lisa Manyoky joined me on #HealthyLeadership to explore the Tyranny of Indirect Feedback and how to make the GIANT LEAP from diversity to inclusion by minimizing the use of this exclusionary model.
Of course, leadership starts with us, so we also talked about how we can all be open to feedback in order to welcome others to talk to us directly.
Check it out at: #HealthyLeadership