Creating a coaching culture in your organisation can be challenging. Discover why most attempts fail and how you can avoid the same mistakes.
Author: Raffaela Hampf
In the realm of leadership, there’s a subtle transformation happening, one that often goes unnoticed – the rise of ‘Me-dership.’ This phenomenon sees leadership language being co-opted to serve personal interests. ‘Me-dership’ involves humble-bragging and self-serving claims of modesty. Join me in exploring how this shift challenges the essence of leadership, as we uncover the complexities of this increasingly prevalent trend in our workplaces.
Management is not synonymous with leadership. Although these terms are frequently used interchangeably, they encompass fundamentally different approaches to guiding organisations. In today’s ever-changing world, the distinction between management and leadership is of paramount importance, and so is a manager’s ability to provide leadership. Let’s delve into the key differences and understand why, in this dynamic landscape, managers must embrace leadership qualities to thrive.
In the realm of leadership development, there’s a common misconception that to be an effective leader, one must emulate the styles of prominent figures in the business world. However, the true essence of leadership lies not in copying someone else’s approach but in cultivating your unique style that aligns with your values and builds upon your existing strengths. In this blog post, we’ll explore the idea of crafting your leadership identity and how you can begin this journey with a 360-assessment tool called the Reflected Best Self.
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