Great Leaders Are Like Plutonium, They Radiate Energy
Leaders can either empower teams and organizations or destroy them. Positive leadership skills fuel the engines of innovation and growth. Negative fear-based, micromanagement throttles creativity and chokes out team power.
Leadership is part art and part science. Great leaders are not born great. They learn the art and science of leadership over time, with experience, and through education.
One of the most important ideas in leadership development is the concept of “Use of Self.” The idea is that you are an indispensable tool in your leadership toolbox. Developing yourself mentally, emotionally, physically, and spiritually is a crucial step in becoming a great leader.
Become a leader who can lead all generations into a future where people are respected, and all four G’s of growth become a reality; consistent growth, competitive growth, profitable growth, and responsible growth...Click to explore more.
Testimonial: "Greg understands the enterprise from the top-down, department by department. He is critically detail-oriented with a keen eye, very calm and reassuring; people instantly like and want to hear what he has to say."
Michael, Houston, TX, Strategic Business Development Manager
A Dead Leader Walking...
In 2017, while in the Caribbean, I met a young American leader who was 28 years old. He had cultivated a large following of Millennials in the Washington, D.C. area, and was known for throwing amazing flash parties for certain liquor brands. He was now consulting with corporate marketing departments on how to reach Millennials and Gen Z.
As we talked, I shared some of my corporate leadership experiences, and he asked me some questions. He wanted my opinion on why he hadn’t been able to keep a corporate job or obtain promotions into leadership.
He asked, “Why wouldn’t leaders at my normal job listen to me, I got so frustrated with them, I ended up quitting."
This talented young man thought that he was already a leader, but he had no idea how to be a team member much less a team leader. When I asked him about taking some leadership classes he scoffed and said, "I am a leader, I don't need to learn how to lead." Because he refused to be mentored and grow he will never progress past his current state. Eventually what he has achieved will fade away. He became a dead leader walking. Don't let this happen to you or your emerging leaders. Click to read more...
Testimonial: "Greg brings incomparable knowledge, talent, and professionalism to every engagement. One of the best, hands down! Work with him!"
President, Erickson Recruiting, San Diego, CA
Team Leadership, Is Like Navigating a Winding Road
Imagine it’s a typical day in the office, and Monday morning's 11:00 am team meeting has just ended...Bob and Bill, a Boomer and a Gen Xer leave angrily...
“Bill, what heck the was that?! These damn Millennials are so arrogant it’s unbelievable, can you believe Arden just let his team run off at the mouth. Does he think he can come in here and take over?” Bill responds, “I hear ya, Bob. He’s the FNG! Who does he think he is? They all think they’re entitled to everything!!” Bob says, “Classic CLM! He’s gotta learn around here; it’s ETR baby, ETR!”
Arden and Amber, a Millennial and Gen Z, left the meeting disheartened. They walk to a great tea café’, and have a cup of kava and a shaken black tea. Arden starts, “I felt like Bob personally attacking me. He made me and my team feel like our ideas sucked. I’m not sure if I want to work here anymore. Maybe I should go where I’m appreciated.”
Note to Millennials and Gen Z: ETR (Earn the right), FNG (F’n New Guy/Girl), and CLM (Career Limiting Move).
One of the growing areas affecting team building is when and how new team members find acceptance and a voice within workgroups; this is called Team Membership Negotiation. READ MORE...
Strategic Sales & Sales Leadership Coaching:
"Greg excels in the Know-Know-Know concept: Know your products, Know your customers and Know your competitors”.
Michel Isti, VP North America, MPI Tech,
"Our specialists were taught by the best when they attended courses with Greg. He teaches sales processes along with the technical skills needed to be effective."
David Ramos, VP of Business Planning & Analysis, Orlando, FL.
"Greg has a strong background in many areas. We have found his knowledge invaluable in helping customers."
Tim Lightholder, VP of Operations & Technology Development, Pittsburgh, PA.
Team Power + Millennial/GenZ Power = Super Power!
Millennials and Gen Z are not disconnected groups of people who only have their sights set on fulfilling their own needs. They are passionate, adventurous, team-oriented, and socially-minded. They grew up learning and studying in teams and expect to work in teams. Hinote and Sundvall, two researchers, show their strengths outweigh their weaknesses, and as leaders, we must harness their creative power, enthusiasm, and ability to work in teams.
Team development and group dynamics strategies are people-centered and dramatically affect organizational performance and improve decision making. It promotes democratic, participative management methods. High-performance teams have learned to unlock team power.
Read more on unlocking team power and leading a multigenerational workforce in my leadership book, "I Think, You Think, We All Think Differently". Click here...
Mentoring & Reverse Mentoring
The Millennial and Gen Z generations are waiting for the opportunity to prove their abilities. They have the perfect mix of team skills. Team power is a vital component of navigating our VUCA world successfully. No matter what we do or who we are, we work, learn, play, and live in teams. We experience life together, whether as a family, group of friends, co-workers, or leadership team.
Mentoring programs can assist with bridging differences in viewpoints. There is a need to instill the value of meritocracy in the workforce. There is also a need for positive support systems from managers to subordinates. Mentoring programs can deliver both. These needs stem from the reality that many Millennial employees were raised by parents, teachers, coaches, and others who made them feel accepted regardless of their performance or the outcome of their work. The sense of entitlement and auto-acceptance in the Millennial generation is pervasive. READ MORE...
Ross, MBA, Vice President & Investment Professional
I was on the front end of the millennial generation entering the workforce, and many managers at that time didn’t exactly know “what” we were all about. This book gives so much attention to learning about my generation. It’s great to see how much research went into this book. See What Ross Learned from the book...click here.
Five Pillars of Growth Leadership
Understanding the five pillars of leadership for growth is critical if you want to be a great leader.
Challenging the status quo with positive innovation.
Inspiring a vision and set of goals that result in mutual commitment from all employees.
Building teams that are empowered and are interdependent upon one another to succeed.
Modeling the behaviors you espouse to others.
Encouraging the hearts of employees so that they work through difficult times, striving to achieve the mutual vision and goals set before them.
All five pillars of organization leadership for growth require an understanding of how and why each generation thinks the way they do. Gaining an understanding of the assumptions, beliefs, and norms of those you are trying to lead is critical in motivating today’s multi-generational, multi-cultural workforce.
How things work out is up to you. There is no magic wand; it takes smarts, hard work, time, education, and wisdom. The dead leader walking’s career was severely limited because he didn’t know what he didn’t know. Don’t make the same mistake; choose to learn to lead.
Jenna, Marketing Project Manager, Feld Ent.
As a Millennial who has reported to both Gen X and Boomer bosses, I only wish I had had this book in my hands at those times. The concepts and truths in this book will most assuredly help you communicate across the generational divide Hear what else Jenna said...
Competency in Leadership
There are two major thoughts when it comes to motivating the workforce. One is Human Capital Management the other Human Resource Management. Whichever model your company uses, the statistical truth is that long-lasting high-performing organizations are people and results centered i.e. they are team builders. Statistics from Green & Roberts, show only 25% of corporate leaders understand how to effectively build teams.
As Traditionalists and Boomers more toward retirement, there is a danger of them becoming disengaged. A recent Gallop report showed that in the private business sector, only 33% of American employees are engaged at work as compared to 70% in the world’s best organizations. The cost of disengaged employees for U. S. companies is $483 billion to $605 billion a year. Leaders and managers who focus on employee’s strengths have the ability to eliminate active disengagement. Appreciative Inquiry is one method of focusing on organizational and employee strengths that is proven to motivate workers. The World Cafe' is one site sponsored by my alma mater that provides a deeper understanding of the AI's effects.