Let’s Talk About the Elephant in the Room
It’s time to change the future of leadership.
We need to have honest conversations about the future of leadership and everyone in the leadership space needs to be part of the discussion (leaders, leadership teams, and leadership practitioners).
It might surprise you to know that most of your leaders are scared to request the leadership development they really need. Confidence and trust in your leaders, leadership and management teams are at an all-time low. Few are talking about it or doing anything to address it. You may have even "normalized" these situations, not recognizing that these are real and growing challenges you face. But they are.
I imagine you’re familiar with this scenario…
It doesn’t have to be like this.
I help leaders and leadership teams to have honest conversations that will make a difference in scenarios that are similar to this. I work with clients in different ways, so that they can prepare for the future of leadership.
To work with me,
you’re likely to be:
An existing or new leadership team seeking support for how to work effectively together and create the right leadership culture
A CEO who wants to prepare for the future of leadership by addressing toxic leadership culture
An HR VP searching for a keynote to inspire new leaders or understand what’s coming in the future of leadership
The head of leadership development seeking ways to understand the different ways future leaders will need to be developed
A chief disruption officer or disruption department who wants to be at the forefront of understanding the role that disruptive and rebellious leadership qualities will play in how your organization continues to evolve
Everything I do is customized for each client. No cookie-cutter approach here. I typically support clients using one or more of these delivery modes:
Here are my areas of focus when helping leaders, leadership teams, and organizations:
1. The conversations we’re not having (but need to) about our broken leadership system and why we need to fix it
We all know the process used to identify, recruit, onboard and develop our leaders doesn’t work. Many consider it to be dysfunctional and broken. Yet the reality is that few want to openly have conversations around this. We need to start having an open and meaningful dialogue about this if we want to identify, attract and keep the types of leaders who we will need who can help our organizations survive and evolve in an increasingly uncertain, volatile, and faster-paced marketplace. If you want to keep up with tomorrow’s marketplace, it’s time to rethink how we identify, recruit, onboard and develop our leaders of tomorrow, today. I work with you to create the conditions to do this inside your company.
Where do you see opportunities to improve your company’s approach to identifying, recruiting, on-boarding, and developing your leaders and why might you be clinging to an outdated approach that clearly doesn’t work?
2. Why disruptors and rebels are the future of work
You may think that the terms ‘disruptor’ or ‘rebel’ have negative connotations to them. By reframing the way you see these qualities, I’ll show you why they are invaluable to our future approach to leadership. If we continue to overlook and demonize these qualities, then we will not be able to successfully handle future marketplace, technological and human capital change. It’s time to dispel the myths surrounding these terms and begin identifying, recruiting, on-boarding, and developing these qualities as essential for our future leaders to have and be embraced for having.
How can you identify disruptive and rebellious leaders within your company and how will you address the current ‘stigma’ surrounding them?
3. Why have we normalized leadership dysfunction and what is it costing our economy?
Dysfunction has become normalized at the leadership level and many accept that this is “just the way it is.” You may not be aware of the impact that this dysfunction is having on your company. From low levels of leadership morale and productivity to increasing burnout and turnover rates to the actual financial impact on your company. The cost of toxic work cultures over the past five years in the U.S. is estimated at $223 billion. Together, we’ll explore ways to reimagine and reinvent your company and leadership cultures to eradicate dysfunction, politicking, and toxicity as we regenerate the environment leaders operate in.
How do you notice leadership dysfunction in your company and what are you prepared to do about it?
4. A counterintuitive approach to the future of leadership
We need an approach to leadership that creates leaders who are prepared to handle the realities of an increasingly uncertain, volatile, and faster-paced marketplace. We are firing leaders with the disruptive and rebellious qualities needed to support and lead companies through the challenges and opportunities presented by these new realities. Companies that take this approach will thrive while those that don’t will continue to struggle with attracting and retaining talented leaders, sustaining continued growth, ongoing innovation, and maintaining a competitive advantage in identifying and recruiting leaders.
How do you need to adapt your current approach to leadership to prepare for the future?
5. The future of leadership
F.I.R.E.D Leadership is a radically simple approach to the future of leadership that is shifting the narrative around why we fire top talent for displaying the leadership qualities increasingly needed to navigate future disruption. These 5 critical leadership qualities have been stigmatized, downplayed, or omitted from how leaders are identified, recruited, onboarded, and developed. Using the F.I.R.E.D Leadership approach, we can reimagine and reinvent the leadership system to ensure future leaders have the essential leadership qualities needed to support your company with continued growth.
Be honest, how does your current approach to leadership prepare your leaders to lead in the future?
