How To Use Mindshift To Transform Your Leadership

Eleven years ago, I featured on my blog Brian Solis’ book What's The Future (WTF) Of Business: Changing The Way Businesses Create Experiences.

I wrote about that book, “You can likely already imagine that I consider this a must-read book for any business owner and any leader – even leaders who manage businesses that don't directly connect with consumers.”

“WTF is incredibly relevant and timely because Solis explores the non-stop transformation happening in business today, driven by new social and mobile technologies.”

Today, brings another fascinating book by Solis, Mindshift: Transform Leadership, Drive Innovation, and Reshape the Future.

“Mindshift is the opening of your mind and heart, it’s your ability to see something new or differently; to learn and unlearn; to react creatively in times of change,” explains Solis.

As background about this new book, Solis declares that every company needs leaders who can spot and seize opportunities at a moment’s notice. Every organization needs leaders who can rally teams together around new opportunities.

Every company needs leaders who can see important, emerging trends foresee the coming disruption and harness those forces, translate them into actionable insights and motivation to fuel their company’s march into the future rather than ignoring or running or hiding from opportunities.

In the book, you will discover why legacy leadership continues to miss the mark and fail to adequately account for change and innovation, causing people to miss the winds of opportunity or threats of disruption until it is too late. “Let this inspire, not frustrate you,” says Solis.

“Becoming a leader of change is not just about having the strength or audacity or purse courage to take control. It requires having a compelling vision of the possibilities and the threats,” adds Solis. “This vision should motivate others to work together, bring those possibilities to life, and proactively get ahead of the threats.”

Fortunately, the book provides you access to the tools, insights, and lessons you need to become an unstoppable leader, regardless of your role. More specifically, you will learn how to:

Adapt for a post-industrial, AI-first world.
Find direction in uncertainty.
Spot and prioritize emerging trends.
Develop, spark, and embrace innovative ideas that create new value.

Plus, you will discover why the seven key characteristics of successful modern leaders, including trust, transparency, creativity, and EQ (Emotional Intelligence) are so important right now.

“Embracing a mindshift opens your potential to new possibilities, breaking the shackles of the status quo, and unlocking alternative, more meaningful destinies” says Solis.

“Mindshift is perfect for anyone who knows a better future is possible, and who wants to make an impact, to reshape the modern business landscape, and develop the skills they need to thrive in a perpetual state of uncertainty,” adds Solis.

Thank you to the book’s publishers for sending me an advance copy of the book.

Comments

Leading With GRIT

Feelings of being stuck, overwhelmed and frustrated plague too many of our workplaces says Laurie Sudbrink , author of the new book, Leading With GRIT . So, drawing on her over 20 years of coaching a wide range of organizations, colleges and Fortune 500 companies, Sudbrink provides in her book a road map to improve individual and organizational health . That road map includes teaching readers the principles of GRIT : Generosity Respect Integrity Truth Laurie Sudbrink "It is not only the concepts of GRIT, but how they are combined, that make them so effective," shares Sudbrink. Divided into three parts, Part I of the book is geared toward the individual, and is foundational to your success as a leader. Part II focuses on communicating with GRIT -- making communication easier, more enjoyable and more productive. Part III is how, in our role as leaders, we apply and sustain GRIT in the workplace, creating systems that help keep everyone on track....

Nelson Mandela Leadership Quotes

Here are my favorite Nelson Mandela leadership quotes: "Lead from the back--and let others believe they are in front." "The greatest glory in living lies not in never failing, but in rising every time we fall." "It always seems impossible until it's done." "I like friends who have independent minds because they tend to make you see problems from all angles." "I've learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear." "Do not judge me by my successes, judge me by how many times I fell down and got back up again."

Use TIPS When Providing Feedback

Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it timely -- give your feedback as soon as possible to the performance. 2. Make it individualized -- tailor your feedback to the feedback receiver. 3. Make it productive -- focus your feedback on the performance and not the performer . 4. Make is specific -- pinpoint for the receiver observable actions and behaviors.

The 6 Questions Marshall Goldsmith Recommends You Ask Your Emplolyees

As explained in John Baldoni's, book, Lead With Purpose , Marshall Goldsmith suggests all leaders make it a habit to regularly ask their employees these six questions : Where do you think we should be going? Where do you think you and your part of the business should be going? What do you think you're doing well? If you were the leader, what ideas would you have for you? How can I help? What suggestions or ideas do you have for me?

How To Lead With Deep Purpose

Having conducted extensive field research, Ranjay Gulati , author of the book, Deep Purpose , The Heart and Soul of High-Performance Companies , reveals the fatal mistakes leaders unwittingly make when attempting to implement a reason for being. “My interviews with well over 200 executives across 18 firms revealed the secrets of these companies—not the usual facile frameworks, but new ways of thinking about business that allow leaders and companies to operate with heightened passion, urgency, and clarity,” shares Gulati. “I call this, deep purpose .” Furthermore, Gulati explains that most leaders think of purpose functionally or instrumentally, regarding it as a tool they can wield. On the other hand, deep purpose leaders think of it as something more fundamental; an existential statement that expresses the firm’s very reason for being. These leaders project it faithfully out onto the world. “Rethinking the nature of purpose should prompt you in turn to re-imagine ...

How To Use Improv In Business

"It is a driving passion of mine to get people to understand that improv skills can be effectively translated into the business world with powerful results," says Bob Kulhan , veteran improv performer, university professor, and author of the fascinating book, Getting To "Yes And": The Art of Business Improv . And, "Nope, improv isn't just making stuff up," explains Kulhan. "Preparation and awareness are critical to successful improvisation." He further explains that improvisation takes technique, training, practice, thoughtfulness and intelligence. "Improvisation at its most effective is a deliberate strategy that draws on intelligence in concert with instinct. And, in business, improvisation thrives at the pivotal intersection where planning and strategy meet execution." Kulhan, who was trained in improv by notables including Amy Poehler and Tina Fey , also teaches you in his book the powerful difference between "Yes, an...

How To Demonstrate Your Leadership Credibility

Demonstrate your leadership credibility by: Practicing what you preach. Walking the talk. Ensuring your actions are consistent with your words. Putting money where your mouth is. Following through on your promises. Doing what you say you will do. Good, quick tips from the book. The Leadership Challenge . Thank you to the book’s publisher for sending me a copy of the book.

How To Build Resilient And Thriving Teams

Wellbeing At Work is an essential read for leaders who want to create a thriving and resilient workplace culture. Doing so is critical when you consider Gallup’s research of a few years ago that found that one-third of Americans have shown signs of clinical anxiety or depression. To strengthen wellbeing in the workplace the book provides leaders various solutions, including a new metric to track suffering, struggling, and thriving — Gallup Net Thriving . In addition, the book covers: The five elements of wellbeing: career, social, financial, physical, community. Why career wellbeing is the foundation of the best possible life. How net thriving teams can improve businesses, neighborhoods, and governments. Why wellbeing initiatives work substantially better when people have great managers who engage them in their work first and establish trust. Why the fastest road to net thriving is playing to each individual’s strengths. “As workplaces aro...

How To Lead With Purpose

“Purpose is the why behind everything within an organization,” says author John Baldoni, of the book, Lead With Purpose . Baldoni also believes that it is up to leaders to make certain that organizational purpose is understood and acted upon. And, to harness the talents of their employees, leaders must recognize their responsibility to instill purpose in the workplace. Other recommendations include: Make purpose a central focus Instill purpose in others Make employees comfortable with ambiguity Turn good intentions into great results Make it safe to fail (as well as prevail) Develop the next generation According to Baldoni, purpose forms the backbone of what an organization exists to do; upon which you can build vision and mission. To define an organization’s purpose, you must ask three questions: 1. What is our vision — that is, what do we want to become? 2. What is our mission — that is, what do we do now? 3...

How To Talk About Poor Performance With An Employee

As a leader, the time will come when you will have to speak with an employee about his or her poor performance. Perhaps that time is now as you conduct year-end performance reviews. So, here are six steps that will guide you through that process : 1. Tell him what performance is in need of change and be specific. 2. Tell him how his actions negatively affect the team. 3. Let the discussion sink in. 4. Set expectations of performance improvement and timeframe, and get his agreement on the desired outcome. 5. Remind him that he is a valuable part of the team and that you have confidence his performance will improve. 6. Don't rehash the discussion later. You made your point. Give him time to make his improvement.

Eric Jacobson On Management And Leadership

Search This Blog