LEADERSHIP RESOURCES BLOG

Guidance on leadership development & strategic planning.

How to Maintain Respect and Authority While Still Showing Appreciation to Your Team

By Leadership Resources 12/26/2021

Employee recognition matters, both in terms of retention and productivity. According to a recent Glassdoor survey, approximately 53% of respondents claimed they’d be more likely to stick with a company for the long haul if they genuinely felt appreciated by their managers — 81% stated they were more motivated when their hard work was regularly recognized. If you want to establish a durable, driven company culture, then you need to let your people know that they’re doing a good job. Of course, delivering positive sentiment for its own sake won’t yield the result you’re looking for either. The recognition you deliver must be earned or else the weight of said recognition will diminish. Moreover, you risk losing the respect and trust of your team and colleagues if your praise rings hollow.

Here’s how to maintain respect and authority while still showing plenty of appreciation to your team.

Uphold Strong Communication Always

Some people still associate authority with a sort of reservedness, wherein the person in power is behind the scenes, rarely speaking to others outside of a close circle. However, making an effort to speak directly with team members is vital in building mutual respect and showing appreciation. Indeed, your team is bound to respect your authority much more if you’re regularly in the room with them, listening to their thoughts and concerns and playing a role in day-to-day decisions. By honing your leadership communication skills, you can remain well aware of what each team member is doing so you can highlight outstanding performance when you see it — and since your face will be well-known, your employees will believe your kind words when you convey them.

Set Clear Expectations

Good team management relies on coherent ground rules. Some of your employees will simply want to get their work done while others will actively try to go above and beyond. In either case, you need to set clear expectations so every team member knows what they should be doing, how they should behave, and whether or not their actions are worthy of distinct appreciation. When everyone is on the same page in this way, they can better direct their efforts and earn your recognition on a regular basis.

Manage Individual and Team Performance

In order for your praise to be consistently well-founded, you must keep close tabs on your team’s performance. As part of your expectation-setting, you should lay out key performance indicators (KPIs) that help you and your employees maintain a clear grasp on which metrics matter and why. Some common KPIs include sales targets and changes over time, customer retention rate, amount of time it takes to accomplish certain repeated tasks, etc. It’s crucial that these employee KPIs are measurable, realistic, specific, and understood. Performance management using KPIs and other methods will allow you to point to tangible data that reveals exceptional effort, distinct accomplishments, and other benchmarks worthy of applause.

Find Fresh Ways to Deliver Praise

If you’re still not sure of how to best manage your team and express your appreciation in a genuine way, do your best not to fall into stagnation — recognition is always more potent when it’s delivered in unexpected, novel ways. Employees who regularly go above and beyond deserve more than just another shout-out — it might be time to give them a meaningful reward (which in turn may encourage others to follow said employee’s example). Also, avoid concise, rote appreciation, instead taking the time to cater your praise in such a way that emphasizes an individual’s efforts. Timing and context can make a difference, too — will you recognize someone in the presence of their team or recognize their work one-on-one? There’s no single way to show your team appreciation, so mix up your delivery and wording to make the biggest impact each time.

Recognition with Respect

As a leader, you must strike a balance between expressing appreciation to your team and maintaining your authority so your people continue to feel motivated to do their best work. Pursuing ongoing leadership communication training is one of the best ways to achieve this balance. The better you are at communicating with your team, the stronger your culture will become — making sure your people feel sincerely appreciated is a major part of this equation.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease obstacles and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How to Ensure Your Leadership Style Is Adapting to the Ever Changing Market

By Leadership Resources 12/13/2021

The world of business is always in flux. Whether it’s a global pandemic like the one we’ve seen in recent years or the accelerating growth of technology across industries, the only constant is change. Rather than run away from change, leaders must be ready and willing to adapt to uncertain circumstances. Getting too stuck in your ways can quickly lead to organizational stagnation. On the other hand, constantly switching up leadership styles can create instability and confusion in the workplace. Sustainable leadership strikes a balance between resolve and flexibility. Here are some ways to ensure your leadership style can adapt to an ever-changing market and world.

Communication Comes First

As we’ve discussed many times before, communication lies at the heart of leadership. In order to continuously adapt as a leader, you must not only keep your people apprised of relevant information — you must also actively seek feedback to make sure your leadership style remains productive. Open and reciprocal communication allows everyone within an organization to stay in the know, address their ideas and concerns, and get ahead of issues before they arise. In this way, maintaining strong communication elevates company culture and allows it to bend with changing circumstances without breaking.

Stay Savvy to Current Trends

The list of important leadership qualities can become extensive. One key quality that’s sometimes overlooked, however, is staying informed — not merely in regards to internal matters but also relevant trends and changes occurring outside the workplace. After all, the only way to ensure your leadership style is adapting to a turbulent world is having a finger on the pulse of said changes. Losing sight of the world around you can silo you and your company in detrimental ways. Knowledgeable and worldy leaders can better anticipate important changes and therefore enter the future with more confidence and direction. 

Never Stop Learning

This piece of advice is related to the previous one. More specifically, however, leaders should never feel as if they’ve completed their leadership journey. There is always more to learn about being a leader, especially considering how often and quickly the world around us changes. Indeed, ongoing leadership development prevents stagnation and opens new doors. Moreover, the more you grow as a leader, the skills you learn will naturally pass down to others in your workplace, promoting growth across the board. So, if and when possible, seek new opportunities for leadership growth — this might mean taking classes, attending networking events, hiring an executive coach, teaching others, and more.

Review Your Progress

Lastly, the only way to stay on the right track as a leader is to track your progress over time. Every business and leader will approach periodic reviews differently, but the idea is to check in at certain intervals and go over how specific strategies and goals are panning out (or not panning out). Taking the time to audit your personal performance as well as the performance of your peers, employees, and business at large will help you identify areas of improvement and celebrate successes. Once you have a more tangible sense of what’s not working, you can take steps to make purposeful change as a leader and an organization.

Embracing Change

We all would like certain things to stay the way they are, but most of these matters are out of control. While we can’t force the world to go in our direction all the time, however, we can respond to a changing world with tact. Focusing on strong communication, staying informed, constantly learning, and holding yourself accountable will allow you to adapt your leadership style for everyone’s benefit.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease onstacles and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How to Find Key Employees When Growing Your Business

By Leadership Resources 11/30/2021
Team putting together a puzzle

The expansion of your business is both an exciting and daunting prospect. If this growth occurs too quickly or lacks direction, your business can soon find itself facing hardships. One of the best ways to keep your business growth from ballooning into chaos is to put the right people in the right positions. Of course, finding key employees during a period of growth is often easier said than done, and keeping them around is another challenge in its own right. With a steady and strategic approach, however, you can find key employees and get the most of their abilities when growing your business — here’s how.

How to Find the Right Employees

Clarify Your Business Goals and Roles

Your first order of business should be to determine what you wish to accomplish and which positions will aid in achieving these goals — these details will become your map and compass when seeking key employees. Without this map, you’ll have a hard time knowing where to look and what to do once you arrive. Clarifying your business growth goals involves re-examining your mission and vision and calibrating it for this new chapter (these changes might be minute or more ambitious). Once you’ve got a grip on your ideal direction, you can narrow your employee search, create better screening criteria, pose more focused interview questions, and more, saving you time and energy in the search and placement process.

Don’t Be Afraid to Search Outside the Box

Even if you have a strong idea of where your business is headed and how you wish to get there, business growth always includes some unknown factors. As uncomfortable as these unknowns might make you, note that the unexpected also holds the greatest potential for innovation. In other words, you might find key employees in places you wouldn’t have guessed. This isn’t to say you should just hire anyone on the spot — rather, don’t strictly limit yourself to potential candidates who fit a particular mold for the sake of easier employee management. Leave the door open for candidates with diverse ideas and unique energy. By stepping outside the box, you just might find someone who sparks further growth in your company.

Keep the Long-Term in Mind

No matter how rapidly your business grows at certain intervals, sustainable growth spans long stretches of time. Therefore, it’s imperative to seek employees who mesh with your current workplace culture and who won’t likely leave the second they get another offer. As we’ve discussed in previous blogs, onboarding the most talented employees is a double-edged sword since your competitors might try to pull them away from your organization. If you want to keep these key employees around and have them grow with your business, you must be prepared to negotiate terms and continue offering them development opportunities. It’s also worth asking candidates during the interview process if they see themselves sticking with your company for the long haul.

Consider Promoting Employees Within Your Organization

Sometimes the right person is already in your organization. Depending on how your business is growing and how quickly, it might make more sense to promote current employees rather than hire externally. One of the main reasons to invest in leadership development programs for your people is to prepare them to take on more responsibilities and enter new roles over time — this is also the essence of succession planning. Indeed, the more you invest in your employees, the easier it will become to identify key positions for succession planning and fill said roles with confidence.

Unlocking the Key to Your Business’ Growth

As your business grows, so too must its people — whether this means finding new employees or promoting current employees to fill new roles, Leadership Resources can help your business, and its people unlock their full potential.

At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease obstacles and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper. Read More

5 Reasons Why Peer-to-Peer Communication Boosts Morale in the Workplace

By Leadership Resources 11/15/2021
Two colleagues communicating

In previous entries, we’ve discussed the importance of strong leadership communication in any organization. Of course, communication shouldn’t merely flow in one direction. Employees must also hone their abilities to properly communicate with managers and peers alike. Indeed, when team members learn to better communicate with one another, the entire company stands to benefit. Let’s explore why peer-to-peer communication boosts morale in the workplace.

Benefits of Peer-to-Peer Communication

1) Creates a Culture of Authenticity and Transparency

In hierarchical settings, people can feel left out of certain conversations as others might wish to withhold certain information from others. While there are legitimate reasons for gatekeeping sensitive details at different levels, a positive and productive company culture relies on authenticity. If an employee is keeping something to themselves for self-serving or unfounded reasons (i.e., fear, leverage, etc.), an unnecessary roadblock is formed. Over time, employees can silo themselves, cliques can form, and the culture can become one of secrecy and defensiveness. Conversely, encouraging peer-to-peer communication breaks down these walls and builds trust among employees. When all employees are on the same page, there’s less room for petty grievances, allowing for greater productivity and morale.

2) Encourages Mutual Recognition

The healthiest organizational cultures are those that actively recognize team members for outstanding work. However, building a positive team culture relies on more than receiving this positive feedback from supervisors alone — employees also benefit from being recognized by their peers. Strong teams are built upon mutual recognition. One employee’s success should be seen as a win for the whole team, not a slight against other employees. When peers give and receive appreciation to one another, the sense that, “we’re better together,” is solidified. 

3) Empowers Employees

When employees feel like they’re on their own, they may feel less inclined to speak out, ask questions, make suggestions, and take action. Leaders are partially responsible for helping their team members feel empowered on the whole, but one’s peers also contribute to this empowerment. After all, receiving encouragement from a peer is one of the best endorsements one can receive since this advice comes from more of a level playing field. When all employees provide this encouragement for one another, the entire team becomes bolder, strengthening the organization overall.

4) Promotes Productivity

Peer-to-peer communication also helps streamline various processes. In many cases, a simple check-in or question answered is all that’s needed to solve a problem. While leaders may sometimes get involved in resolving or clarifying these issues, peers can often take care of it themselves. The easier it is for peers to communicate with one another, the more productive teams become, freeing up time and resources for everyone and boosting morale in the process.

5) Cultivates Leaders in Your Organization

Finally, a strong peer-to-peer communication network helps budding leaders reach their full potential. Of all the ways to develop leadership communication skills, maintaining a strong connection with fellow employees is one of the most powerful. While there are some differences regarding communication between peers and communication between leaders and those in their purview, the core tenets of strong communication remain the same, such as clarity, consistency, timing, attention, use of language, and more. Leaders who have mastered how to manage communication in teams most likely began developing these skills via peer-to-peer communication.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease obstacles and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How to Coach Your Sales Team to Optimize Performance

By Leadership Resources 10/27/2021
Sales team in a meeting

No one said managing a sales team was easy. With so much money at stake and so many egos involved, managers may often feel tempted to play things by the book and simply hope things will work out — the only problem is that there is no “playbook,” so to speak, that works for every enterprise, team, or salesperson. Just because people used to do things a certain way doesn’t mean they should have in every case, or that those methods apply to the modern workplace. So, while there are many coaching skills for leaders to develop, honing in on antiquated methods will keep you and your business stuck in the past.

Here are some tips for coaching your sales team to optimize performance without resorting to outdated, counterintuitive tactics.

How to Coach a Sales Team

Direct, Don’t Dictate

If you have the final word on every single matter, your employees will soon feel stifled in their decision-making, and their ability to garner interest and close deals will suffer as a result. Remember that you hired every team member in your purview for a reason — they’re intelligent, capable people. Rather than constantly micromanaging their actions, act as a director, guiding their attention, honing their strengths, and checking their weaknesses. Your team members will learn much more with this brand of strong leadership communication than they will simply being told what to do all the time.

Measure Results, Not Face-Time

The workplace is changing fast, which means our conception of the traditional office no longer holds the weight it once did. With the increase in at-home work and virtual office spaces, less emphasis should be placed on one’s physical presence (i.e., hours spent “clocked in”), and more should be placed on actual performance. Different businesses will approach these changes in different ways, of course. When it comes to sales team management, consider whether it’s necessary to have your team together in the same physical space at all times — if your people can perform just as well from home, allow them the flexibility to get their job done wherever they’re most productive. The important thing is setting clear expectations and boundaries so your team is always aware of how and where they should conduct business and how to remain accountable regardless.

Incentivize with More than Money

Raises and bonuses have long been the high benchmark for encouraging continuous improvement and retaining team members. And while no one would deny that money is a strong motivator, it’s not the only means for boosting sales numbers or bolstering company culture, nor is it always the most efficient. In our previous blog, “It’s Not the Money: Why Compensation Models Have Limits in Motivating Workers,” we discussed the diminishing returns of finance-based incentives and explored the importance of inspiring meaning in one’s work. Optimal employee management and motivation require more than the mere promise of money — they also require positive feedback, appropriate placement (i.e., putting the right people in the right positions), continual education and development, healthy work-life balance, and more.

Putting the “Win” Back in Your Sales

If there was a single, foolproof way to manage a sales team (or any business, for that matter), there’d be no need for sales team management training or improvement, more broadly. As times change, everyone must be more willing to adapt in order to uncover the maximum potential of themselves, their peers, and their workers. The old ways simply won’t do — not without some adjustment, at least.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How to Get More Productive Feedback from Peers

By Leadership Resources 10/13/2021
Man receiving feedback from peers

In some ways, we know ourselves better than anyone else does — this doesn’t mean we lack blindspots, however. We’re not always aware of our personal shortcomings, and the only way to grow as individuals and leaders is to receive honest feedback from those closest to us. That said, the exchange of criticism in the workplace doesn’t always go over so smoothly. For one thing, some employees may feel apprehensive about giving their managers feedback — there are differing philosophies regarding how managers should talk to employees and vice versa. Additionally, leaders can feel uncomfortable seeking feedback from their peers or dishing it out. However, a lack of open communication can stifle growth across the board, and navigating these waters skillfully is essential for cultivating a healthy company culture.

With all this in mind, let’s explore how to receive honest, productive feedback from your peers without hurting morale or missing the big picture.

How to Get Productive Feedback

Reframe the Question

The term “feedback” can carry a certain weight to it, shading a conversation in a particular light that’s not always conducive to specific, honest remarks. When seeking constructive criticism from peers, it’s often best to avoid this term altogether and phrase your inquiry in a more direct and answerable fashion. For instance, instead of asking a fellow leader for general feedback on your performance, inform them that you’re trying to improve in a particular way (i.e., improving leadership communication, day-to-day productivity, community involvement, etc.) — then, ask them if they think there are things you could do to make said improvements. Direct questions like these won’t just elicit more honest and pertinent responses — they’ll also open the door for more transparent feedback.

Don’t Dawdle

The best performance management and feedback outcomes occur when no time is wasted. If something happens at a meeting or event that warrants attention, waiting several days (or longer) to address the issue in question can create confusion and close an important window of opportunity. Our minds can only store so much short-term information, after all, so the sooner you receive feedback related to a specific moment, the more accurate and meaningful it will be.

Ask for Feedback in the Right Frame of Mind

While it’s important to seek feedback in a timely fashion, you don’t want to be unnecessarily hasty, either. If something goes wrong or you’re eager to ask a peer about your performance, you might come off as anxious or frustrated to receive whatever feedback they might have for you. These feelings are normal and not always easy to control in a given moment, but it’s important to only ask for feedback when you’re truly able to hear it — this requires some degree of calm and objectivity.

Fully Digest Feedback Before Reacting

You’re not going to like every piece of advice or criticism you receive — if you did, there would be no room for positive change. Once you’ve received feedback from your peer(s), it’s important to remain calm and avoid reacting off the cuff. Remember that your peers are trying to help you and that they have a unique perspective on different situations and your performance (a perspective you can’t see on your own). You might have a knee-jerk negative reaction to certain bits of feedback, but rather than fighting back or rejecting their validity, take the criticism in stride and allow yourself to think on it for a while before taking action. Even if you still disagree with the verdict, you can now respond in a more objective manner. Most importantly, always thank the person delivering feedback, so they’re willing to provide more honest, constructive criticism in the future.

Make Necessary Changes Based on Feedback

No amount of honest feedback is worth anything if you don’t absorb it and use it to grow as an individual and leader. Failing to adhere to feedback that’s been given to you in good faith will prevent you from overcoming certain challenges and most likely put you in similar positions in the future — positions that might warrant disciplinary action. Moreover, taking feedback to heart and making key adjustments will encourage your peers to continue giving you honest feedback because they’ll see firsthand that you’re willing to actively listen to their comments. Ultimately, this “feedback loop,” so to speak, results in continuous leadership growth and a more open work environment for everyone.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How to Properly Promote Employees With Leadership Qualities

By Leadership Resources 09/28/2021
Boss shaking hands with promoted employee

Leaders aren’t born — they’re made. If you’re fortunate enough to have team members with leadership potential in your midst, you’ll want to keep them around and help them grow. Retaining the top talent in your organization can be difficult if you don’t provide the proper incentives — your best employees won’t stick around if they don’t feel like they can grow with your company. That said, employee promotion comes with its own set of challenges. Leadership skills don’t necessarily equate to preparedness for a specific role, after all. And you don’t want to overlook your other employees when serving promotions, either.

With all that in mind, here’s some advice for properly promoting employees with leadership qualities in your organization.

How to Promote Good Employees

Hone Employees’ Existing Leadership Skills

Raw talent can open many doors, but even your most talented hires need ongoing training and education to refine their skills. Providing leadership training for employees is a great way to both create new leaders and strengthen existing leaders in your company. With access to the proper resources, employees can transform their abilities into reinforced skillsets that can be applied in a variety of contexts. Ultimately, this scaffolding will help prepare your leaders for different types of promotions.

Provide New Challenges and Opportunities

This tip takes more of a real-world approach. Training is undoubtedly useful for leadership development, but there’s no replacement for actual on-the-job experience. If you want to put your people to the test, give them opportunities to take on new roles and responsibilities, even if only for short periods of time. These trial runs will help those with leadership potential discover their interests, strengths, and weaknesses while also providing you with important information on their candidacy for specific promotions.

Understand an Employee’s Personal Goals and Desires

Communication plays a vital role in proper promotion protocol. For starters, not every employee will want a promotion at a given time, and springing such an opportunity on them when they’re not ready can lead to several issues. Moreover, some emerging leaders will be more inclined to take on certain roles as a way of reaching their personal goals and/or boosting their careers. In every single scenario, the more you know about an employee’s unique goals and desires, the easier it will be to offer the appropriate promotions. So, have regular one-on-one meetings with employees, asking them about what they enjoy doing, how they wish to grow in your organization, what they wish were different, etc.

Determine the Type of Promotion Best Suited for the Situation

Not all promotions are created equal. Dry promotions refer to title upgrades without a pay increase, up-gradations feature increased pay but don’t change anything about an employee’s responsibilities, accretion of duties derive from an increase in workload and come with a relative pay bump — the list goes on. There are also a variety of reasons/methods for promoting an individual, such as merit, seniority, necessity (ad hoc), or some combination of these. The exact type of promotion you dish out must correspond with your company’s needs and goals. You must also keep in mind that some leaders will be more or less receptive to certain types of promotions.

Stay Alert to Potential Openings

Succession planning is all about filling the right roles with the right people, so there’s always a pipeline of strong leadership even when current leaders retire, leave, or can no longer work. The more time you have to plan for such a transition, the better. As such, it’s important to constantly be on the lookout for up-and-coming leaders in your organization that might be able to step into a higher position when the time comes. Once you have some candidates in mind, provide them with the tools, education, and experience necessary for them to take on these new roles in the future.

Make It Known

Lastly, don’t leave your employees in the dark when promotions are available. Even if you have a select group of employees in mind for a given promotion, offering it to anyone interested creates more competition. In this way, creating promotion opportunities serves as a useful employee management tool. It’s also fairer to your current employees to offer the position internally before looking outside the business.

Promoting Better Leadership in Your Workplace

Leaders at every stage need experience, direction, and opportunities to achieve their full potential. Providing these things for your employees will allow you to more easily deliver the right promotions to the right people.


At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper. Read More

How to Measure Your Developmental Leadership Progress

By Leadership Resources 09/15/2021
Leadership KPIs on a laptop

Strong leadership is necessary for ensuring a company’s ongoing success. Of course, even the best leaders have room for improvement. In any venture, the only way to truly improve, however, is to keep track of your progress and adjust accordingly. Whether you’re trying to cultivate better leaders in your organization or improve your own leadership abilities, here’s how to measure developmental leadership progress.How to Measure Development Progress

How to Measure Development Progress

Identify and Track Key Performance Indicators (KPIs)

You can’t measure leadership progression without knowing what to measure in the first place. This is where key performance indicators (KPIs) come into play. As their name suggests, KPIs are specific metrics that can be quantified in some way to track progress. In regards to employee management, for instance, KPIs might include things like revenue earned per hour, absenteeism rate, net promoter score (NPS), etc. To measure development leadership progress, KPIs should focus on factors like communication, employee satisfaction, team retention, and so on. If you’re attempting to track your own leadership progress, you might come up with more personalized KPIs. Equally as important as coming up with these KPIs is knowing how to review performance management data — if you can’t quantify or analyze performance over time, you’ll struggle to realize progress in yourself and others.

Set Specific Goals

Another way to measure personal and organizational leadership development is to set clear-cut, short-term goals. Goals are similar to KPIs in that they reveal a target to aim for, but they’re only aimed for one time (i.e., clearing a finish line) as opposed to over and over again (i.e., clicking a stopwatch to track how long it takes each time). Setting and overcoming well-defined goals allows you to track leadership progress in a more tangible way — the only way to achieve certain goals is to level up your leadership skills, after all. Plus, whether or not a particular goal is met, there’s always a lesson to learn that can further fuel leadership growth.

Conduct Surveys Periodically

Even subjective feedback can be translated into quantitative data that can be used to track leadership progress. Organizational surveys can be useful tools in this regard, giving employees at all levels the opportunity to reflect on their own place in the company, their feelings toward policies and leaders, and more. Not only do these surveys help adjust and enhance company culture — they also reveal areas of improvement for leaders on both the individual and group levels. It’s important to disseminate these surveys on a routine basis and keep them somewhat consistent (i.e., similar questions and rubrics) to get a clearer picture of development leadership progress, employee satisfaction, and more.

Use Modern Tools

If the methods mentioned above seem difficult to manage, don’t fret — modern programs like the Accelerate leadership development program by Leadership Resources remove much of the guesswork and streamline this measurement process with various resources. The Accelerate software allows you to watch leadership development in action, tracking various KPIs so you can see the long-term impact on your organization. This program also allows leaders to develop together, enabling participants to learn from one another and establish greater accountability. Every leader in the program also benefits from monthly one-on-one coaching with leadership professionals who know exactly what to look for when measuring and maintaining progress.


Accountability Is the Key to Measuring and Furthering Leadership Growth. At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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The Difference an Optimal Operating System Can Make

By Leadership Resources 08/26/2021
Person watering a plant in the shape of an arrow

To solve problems and make decisions that propel your business forward, you need to integrate an optimized set of processes that all work in unison — this is your company’s operating system. Your organization’s operating system has the potential to unlock continual, sustainable growth. That said, there’s no such thing as a “one-size-fits-all” operating system. For the best results, you must cultivate a customized operating system catered to your needs, challenges, and goals. Proper optimization is necessary to tune your business’ operating system to the right pitch for your processes.

At Leadership Resources, we’re dedicated to guiding emerging and existing leaders through every available channel, including your operating system. Let’s explore the difference that an optimized operating system can make at every level of your organization.

Benefits of an Optimal Operating System

Grow Your Business at Scale

Growth is the name of the game for every business, but the pace and nature of this growth will vary from one organization to the next. Depending on your goals, resources, and current commitments, you might aim to expand slowly and methodically or, in other cases, rapidly and energetically. Whatever the case for your business, this growth must be determined and reinforced strategically. An optimized operating system is designed to cue you into the proper growth strategy and keep you on track by getting (and keeping) the right people in the right seats, identifying areas of growth for leaders (i.e., succession planning), and making the most of profit tools that grow alongside your business.

Optimize Data Collection and Analysis

Data is invaluable for any business. Having access to accurate, hard numbers and key performance indicators allows you to hone your business game and make intuitive decisions that benefit your brand and bottom line. An optimal operating system will help you gather information and understand how to review performance management data and other KPIs, so you always have a finger on the pulse of your organization.

Better Balance Your Business’ Budget

Your optimized operating system can do more for your business than just foster leadership growth and improve data collection processes — it can also bolster your bottom line. When cash so quickly moves in and out of your business, it can be difficult to know where to allocate resources, where to trim the fat, and so on. The clarity offered by an optimized operating system reduces the confusion inherent in money management, helping you to craft more strategic budgets poised to benefit your business for the long term. Ultimately, your operating system can help you maximize profits.

Set and Surpass Benchmarks and Goals

Everyone understands the importance of proper goal-setting, but actually selecting these goals and executing a strategy to achieve them is a different story altogether. By simplifying your processes and clarifying data, your optimal operating system facilitates your ability to set, reach, and exceed goals. With tailor-made tools at your disposal, your organizational culture will transform into a unified force aimed at surpassing goals together.

Optimize Your Organization’s Operating System

Most organizations know what factors drive their business and their growth. But working with Leadership Resources and building a company operating system creates accountability around these factors. This process illuminates the leading indicators, where an organization’s energy and effort are consistently going. It allows them to problem solve, see trends over time, and make a real difference.

At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most!

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Why Entrepreneurs Should Take the Best Parts from Multiple Operating System Methodologies

By Leadership Resources 08/13/2021
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In our previous article, “How an Operating System Drives Profit & Growth,” we defined what a business operating system is and how the right one can bring your organization to new heights. To sum up, a company operating system is a sturdy yet flexible strategic guidebook for the company’s internal processes. Think of it as the core from which all planning within an organization stem. With the right operating system in place, employees and leaders can collaborate with more clarity and purpose at every stage of the game, resulting in leadership development, long-term growth, and increased profits.

Of course, there’s no such thing as a one-size-fits-all operating system. Every business has a unique company culture and specific needs, after all. So, while there are many ways to approach your company’s operating system, the best approach synthesizes the best parts from multiple methodologies. Let’s explore why this fusion of various operating system components results in the best outcomes for entrepreneurs and businesses.

Why You Should Integrate Operating System Methodologies

Bridge the Gaps Between Different Ideologies

Among the various systems, tools, and philosophies that help a business thrive, each one comes with its share of holes. If you think of each of these different methodologies as a piece of swiss cheese, you can cover these various holes by layering different pieces with differently placed holes on top of one another, creating an impenetrable system that bridges all possible gaps. In other words, one company’s operating system might not work for another company, but the system may feature certain advantageous aspects worth keeping — and the same goes for yet another operating system, and so on. By leveraging the strengths of each of these systems, you can achieve the best of all worlds for your unique operating system. You’ll end up with a customized and optimized playbook for everything from employee management  to succession planning to conflict resolution and more.

Set Yourself up for Success

Your operating system isn’t just about your organization — it’s also about your people (the two go hand in hand, of course). Ultimately, your operating system should enable the talent that already exists within your team and place people in the right positions so everyone in your organization shares the game goals. Cultivating this continuous leadership growth is only possible if you take an integrated approach to crafting your operating system. By addressing your company’s pain points and unique concerns, you can begin to build a systematic process for navigating all hurdles standing in the way of personal and organizational growth. For starters, you’ll want to define what “success” means for your entire company and its team members. From there, you can establish consistent accountability, clear goals, and deliver ongoing coaching to fortify these elements, all at the proper pace for you.

The Benefits of an Optimized Operation System

Before you begin crafting your own company operating system, it helps to know the many advantages that can come from this optimization. These benefits include:

  • Scaling up your leadership and profit margins by getting and keeping the right people in the right seats
  • Optimizing data to hone your business game and make intuitive decisions that benefit your brand and bottom line
  • Managing cash with more clarity and control
  • Meeting and exceeding goals by making the most of tailor-made tools tuned for your organization’s unique needs and ambitions

You might already know which factors drive your company’s growth, but receiving outside help from a provider like Leadership Resources allows you to illuminate where your energy and effort are consistently going. We help companies like yours problem-solve and see trends over time to make a real difference. We meet you where you are and help you achieve your vision, handpicking the best components from a wide array of methodologies to support and enhance our clients in their ability to achieve their vision.

At Leadership Resources, our purpose is to make the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most!

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