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Why Character Matters in Leadership

Organizational Talent Consulting

Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment.

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Does Effective Leadership Really Matter?

Organizational Talent Consulting

Compelling evidence indicates that leadership moderates company performance and results. But, maybe you feel the importance of effective leadership is often overstated and are somewhat skeptical of the real impact leadership has on a business. Great leaders achieve great results and create great company cultures.

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Want a Data-Driven Organization? Start with Your Talent Strategy

Organizational Talent Consulting

Analytical skill sets also need to include: negotiating consulting communication developing others quantitative analysis Also, organizations need analytical leadership at every level, not just in the CTO or IT department. Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose. Doolittle, J.

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Why the Entire C-Suite Needs to Use the Same Metrics for Cyber Risk

Harvard Business

At the same time, members of the C-suite are measuring their potential impact using different metrics — financial, regulatory, technical, operational — leading to conflicting assessments. Multiple conversations about cyber risks are happening across a multitude of divisions in isolation.

Metrics 30
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2 Questions to Unlock a Better Future

Organizational Talent Consulting

Leadership expert Simon Sinek describes working hard for something we don't care about stress and working hard for something we love passion. The following answers come from recent interviews I conducted for my new book, " Breaking 10 Leadership Bad Habits." financial and business metrics. employee engagement. joy of living.

Journal 52
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Bridging Organization Design and Performance

Kates Kesler

Between 2012 and 2014 alone, Kraft, Royal Dutch Philips, Hewlett Packard, Ingersoll Rand, ConocoPhillips, Darden, and E-Bay agreed to split off substantial portions of their business in response to a groundswell of hostility toward underperforming diversified companies. As organization designers this trend intrigues us.

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Measuring Your Employees’ Invisible Forms of Influence

Harvard Business

Many know and use the nine-box model , for example, to map past performance against future leadership potential. New workplace metrics are needed to help leaders get a more complete picture of this. and How can managers benefit from that information, particularly as it pertains to identifying potential leaders?