In our professional lives, we go through two types of changes: those that we bring to ourselves, for example, a change in workplace or a change of career, and those that are brought to ourselves, for example, a new supervisor or a layoff. Due to the ever-changing work environment in the United States, imposed change is more common now than ever. In one of her ICCM newsletter columns, titled “Rising to the challenge of Change,” Lori Bocklund (2002) stated, “Change can also be revolutionary, not evolutionary, such as going from a single media to multimedia, shifting from a service focus to revenue focus, or undergoing complete process, technology, and organizational change” (pg. 1).
Companies downsizing, outsourcing, merging, and going global, technology upgrades or switch of infrastructure: all of these, among others, make our current work environment less stable. Even so, companies that have an environment of growth, take change as a positive step towards goals. The truth is that in order to improve, things must be done differently, so different results are obtained. In a 2002 study of 327 companies, the number one issue that they will like to improve on is that of “change management” (Bocklund, 2002, p. 4).
Professional changes that are imposed by our workplace must be managed in two ways: from the source of the change and the person receiving it. Companies must have a plan of action in order to create a receptive attitude toward the change. For example, honest and open communication, training, follow up and feedback are effective ways for companies to incorporate change in their employees. Finally, recognition and awards are strong ways to reinforce the change. Bocklund (2002) stated that, “Successful change starts at the top, and you must educate and communicate down the line” (p. 3).
Showing posts with label Leadership. Show all posts
Showing posts with label Leadership. Show all posts
Jun 28, 2010
Jun 20, 2010
The Leadership Challenge
The Book The Leadership Challenge by Kouzes and Posner inspire its readers to think about leadership as the heart of business. The authors invite their readers to take action, as everybody has instances where they can take control and make a difference through leadership. This is a “challenge.” A challenge to everybody out there who believes that leadership is a skill that only a few possess, but to believe that it can be learned and all of us have skills, traits and experiences that can lead others to do extraordinary things. The authors discussed three topics that are among the most inspiring characteristics for leadership. These processes are: Enable Others to Act, Recognize Contributions and Celebrate the Values and Victories. I’ll present my understanding of these three processes by applying it to my current work environment.
The authors discuss the fact leaders providing encouragement and exhortation to lead others to do extraordinary things isn’t enough. There must also be space for creativity and trust in orders to enable followers to act with their own judgment. According to (Kouzes & Posner, 2007, p. 284), “the expectations that successful leaders hold provide the framework into which people fit their own realities.” This balance can be tricky as there is a fine line between providing clear instructions and expectations with getting to the point of micro-managing actions. This can de-motivate a follower and can pose a threat to the company as a whole: the leader is dedicating too much time in dictating steps versus dedicating time to “bigger” things and the follower is not working in his/her best capacity. "The best leaders bring out the best in their constituents. If the potential exists within us, leaders always find a way to bring it out of us" (Kouzes & Posner, 2007, p283).
The authors discuss the fact leaders providing encouragement and exhortation to lead others to do extraordinary things isn’t enough. There must also be space for creativity and trust in orders to enable followers to act with their own judgment. According to (Kouzes & Posner, 2007, p. 284), “the expectations that successful leaders hold provide the framework into which people fit their own realities.” This balance can be tricky as there is a fine line between providing clear instructions and expectations with getting to the point of micro-managing actions. This can de-motivate a follower and can pose a threat to the company as a whole: the leader is dedicating too much time in dictating steps versus dedicating time to “bigger” things and the follower is not working in his/her best capacity. "The best leaders bring out the best in their constituents. If the potential exists within us, leaders always find a way to bring it out of us" (Kouzes & Posner, 2007, p283).
Jun 10, 2010
Leadership Lessons from Business Author John Maxwell
In his book "Developing the Leaders Around You," John Maxwell highlights different leadership styles, but specializes on how leaders can uncover the best in their employees. These is a very deep concept but one that many times takes the backseat when discussing leadership. An integral contribution to one’s development as a leader is the feedback and impact provided by other leaders in one’s company.
Maxwell makes a point to describe what he calls as a “leader’s highest return” as the ability to instruct their followers and leaders-to-be on how to effectively work in teams. These in essence, provides invaluable leadership skills as communication, delegation, cooperation, goals and a shared vision are concepts that are necessary for the success of a team as well as nouns present in effective leadership styles. Listening, clear communication, contribution, prioritizing and shared vision are just a few skills that I currently try to practice in my leadership role.
Maxwell describes the “leader’s finest hour” as that point where the leader who impacted another leader realizes that these relationship was a two-way road – one where both parties involved gain a benefit. He stated that, “People development is life-changing for everyone involved” (p. 181). “The finest hour” is that point in time where the helping leader realizes his/her contribution didn’t stop in developing leadership skills in another person, but the realization that he/she has enriched another’s person’s life forever. My mentor and former boss, for example, always has mentioned the gratification she feels when she’s involved in mentoring another individual. She has described this feeling as one that helps her fulfill her career purpose of not only working for her own success or a company’s but of contributing to the development of other people. She believes that not sharing knowledge or expertise is practicing an egocentric approach to one’s career.
Maxwell makes a point to describe what he calls as a “leader’s highest return” as the ability to instruct their followers and leaders-to-be on how to effectively work in teams. These in essence, provides invaluable leadership skills as communication, delegation, cooperation, goals and a shared vision are concepts that are necessary for the success of a team as well as nouns present in effective leadership styles. Listening, clear communication, contribution, prioritizing and shared vision are just a few skills that I currently try to practice in my leadership role.
Maxwell describes the “leader’s finest hour” as that point where the leader who impacted another leader realizes that these relationship was a two-way road – one where both parties involved gain a benefit. He stated that, “People development is life-changing for everyone involved” (p. 181). “The finest hour” is that point in time where the helping leader realizes his/her contribution didn’t stop in developing leadership skills in another person, but the realization that he/she has enriched another’s person’s life forever. My mentor and former boss, for example, always has mentioned the gratification she feels when she’s involved in mentoring another individual. She has described this feeling as one that helps her fulfill her career purpose of not only working for her own success or a company’s but of contributing to the development of other people. She believes that not sharing knowledge or expertise is practicing an egocentric approach to one’s career.
Jun 3, 2010
Applying War Concepts to Business
A few books can create the lasting impact like Sun Tzu’s The Art of War have created for centuries. Not only has it transcend languages and times, but it has also transcend in meaning – as even though its main focus is to describe the implications of war, its concepts are applied to business and personal lives. Is my belief that, If viewed with a literal meaning, its concepts can be mistaken by contradictory as Sun Tzu beautifully interjects spiritual principles with warfare.
The first theme discussed by Sun Tzu is that of “laying plans.” This is a pretty self-descriptive theme as the concept is used constantly in the business world. In order to reach goals, a plan must be put together and followed thru. Without a strategic plan, the best leaders or the best employees couldn’t work together towards a common goal. Just like war, the more people involved the more planning needs to happen.
The author repeatedly mentions the ability to carefully evaluate our competition, where he invites leaders to use this knowledge for their advantage. By acknowledging their strengths and weaknesses, we can pinpoint our own weaknesses and strengths and use this information to gain a competitive advantage.
As Sun Tzu explained (2003), “If you only know yourself, but not your opponent, you may win or may lose. If you know neither yourself nor your enemy, you will always endanger yourself.”
The first theme discussed by Sun Tzu is that of “laying plans.” This is a pretty self-descriptive theme as the concept is used constantly in the business world. In order to reach goals, a plan must be put together and followed thru. Without a strategic plan, the best leaders or the best employees couldn’t work together towards a common goal. Just like war, the more people involved the more planning needs to happen.
The author repeatedly mentions the ability to carefully evaluate our competition, where he invites leaders to use this knowledge for their advantage. By acknowledging their strengths and weaknesses, we can pinpoint our own weaknesses and strengths and use this information to gain a competitive advantage.
As Sun Tzu explained (2003), “If you only know yourself, but not your opponent, you may win or may lose. If you know neither yourself nor your enemy, you will always endanger yourself.”
May 28, 2010
SmallBIZLatino Forms Marketing Partnership with Fundación Empresarias Hispanas to Promote "Flor de Papel: A Society without Violence"
Campaign Will Feature Three Art Events in Queens, New York on June, 2010
New York City (April 27, 2010)— PressRelease/ -- SmallBIZLatino (www.smallbizlatino.com) announced today strategic partnership with Fundación Empresarias Hispanas (www.empresariashispanasus.org), providing pro bono services to increase publicity for the Flor de Papel social awareness campaigned. The initiative, officially launched on Thursday, May 13 in the Met Life building in New York City, aims to be the voice self-imposed violence against the body and emotions and non-acceptance of their reality that compromises the health of all individuals and families. Flor de Papel will feature three community events next month in Queens, New York, where social awareness is expressed via visual art, created and developed by artists, celebrities, students and civil community in general.
Jacqueline Montoya, Executive Director of Fundación Empresarias Hispanas (www.empresariashispanasus.org) that, “Flor de Papel aims to spread the negative effects of violence through cultural events and highlight this reality that excludes us and seeks to generate awareness about all forms of physical, sexual, emotional, gender and voice against the physical and emotional abuse suffered by women, men and children."
SmallBIZLatino (www.smallbizlaitno.com) will support Flor de Papel campaign by utilizing digial public relations, social media and website consultation to help generate awareness of the program within the Hispanic entrepreneurial community in New York City. Anllelic Lozada, founder of SmallBIZLatino, stated that, “We are proud to support the Fundación Empresarias Hispanas (www.empresariashispanasus.org), where we share the same vision of empowering the Latino community through the entrepreneurial audience. SmallBIZLatino (www.smallbizlatino.com) will also provide “Professional Makeover” certificates to attendees in the three art events in Queens, New York:
Events:
Flor de Papel “ For a Society Without Violence”
Create a Drawing
June 12 2010
Campaign Queens Art Express Creating a drawing for Flor de papel
“For a Society Without violence an invitationfor the comunity to make a drawing for this cause. Queens, The Coalitión of the Heart of Corona and Corona Action Network will Present Corona in Corona Plaza, a full day of Gastronomy, history and culture of Corona. Tours guiados por artistas recorrerán las diferentes opciones gastronómicas en nuestro barrio during lunch time; and at noon time tours around históric, cultural sites and it’s diverse places for meetings in corona.
Time: 11:00 am 5:00pm.
103rd st y Roosevelt Ave
Cocktail: Un Grito Al Silencio
July 6 2010
Time 10:00am 12:00 m
Art Museum Gallery
Queens Museum of Art
Flushing Meadows Corona Park Building
Queens New York City, 11368
Exhibitión: Papering New York
July 16 , 2010
Exhibition of Artpaintings of the Queens Community for the campaign “Flor de Papel Flor”For a Society without Violence”
And Friday a History Passport to Hip Hop in Ecuator and Colombia
A Dedication sowe can explore what Youths create through music. Músical and Artístic presentations.
Time12:00m 6:00 pm
Queens Museum of Art Building at Flushing Meadows Corona Park
Queens Museum of Art Queens New York City, 11368
For more information, please visit: www.empresariashispanasusa.org
About SmallBIZLatino
SmallBIZLatino is the marketing one-stop solution for Latino-owned biz. Based in New York City and locations in San Juan, Puerto Rico and Miami, Florida – SmallBIZLatino’s mission is to “empower the Latino community with the Web and marketing…one entrepreneur @ a time.” The company sprinkles its marketing expertise into website development and professional makeovers for “latinopreneur”s who are starting a new business or trying to making their existing business prosperous. For more information please visit www.SmallBIZLatino.com or call 305.215.0442.
---------------------
Media Contact:
Anllelic Lozada
Founder, SmallBIZLatino
alozada@smallbizlatino.com
305.215.0442
National Small Business Week: May 23-29, 2010
Small Business: Driving America's Economy
May 23 - 25 Washington, DC
Every year since 1963, the President of the United States has proclaimed National Small Business Week to recognize the contributions of small businesses to the economic well-being of America. As part of National Small Business Week, the U.S. Small Business Administration recognizes this special impact made by outstanding entrepreneurs and small business owners. In 2010, National Small Business Week will honor the estimated 27.2 million small businesses in America. Small businesses are major contributors to the strength of the American economy. More than half of Americans either own or work for a small business. They also create 60-80 percent of new jobs in the country. Small businesses drive innovation, create 21st century jobs and increase U.S. competitiveness.
http://www.nationalsmallbusinessweek.com/
May 27, 2010
Yet Another Leadership Lesson
Kouzes and Posner (2007) mentioned, “Leaders foster collaboration and build trust.” (p. 21-22). In my current leadership position, I’ve realized the value of collaboration and the fact that trusting your team can be overpowering for all parties involved. For me, as the leader, it gives me the peace of mind that my team can handle the job without me having to be involved in every step of the way, thus providing me with more time to work in strategy.
According to Kouzes Posner (2007), "values such as quality, service, respect, freedom, creativity, and responsiveness don't exist in nature but rather have to be defined in concrete terms." Even though the authors made this statement in a leadership context, isn’t these words what we, as humans, also seek to possess in our personal lives? Our two main institutions for self-development an early age: the family and school, teach us values that we carry all throughout our personal lives. As the authors explained, we cannot say we have these values, but we must act them in order to be believed by people who surround us. Kouzes and Posner (2007) stated, “Exemplary leaders are able to envision the future, to gaze across the horizon of time and imagine the greater opportunities to come” (pg. 105).
According to Kouzes Posner (2007), "values such as quality, service, respect, freedom, creativity, and responsiveness don't exist in nature but rather have to be defined in concrete terms." Even though the authors made this statement in a leadership context, isn’t these words what we, as humans, also seek to possess in our personal lives? Our two main institutions for self-development an early age: the family and school, teach us values that we carry all throughout our personal lives. As the authors explained, we cannot say we have these values, but we must act them in order to be believed by people who surround us. Kouzes and Posner (2007) stated, “Exemplary leaders are able to envision the future, to gaze across the horizon of time and imagine the greater opportunities to come” (pg. 105).
TEAM-Building: The TARGET Way
Target believes that teams can alter the individual’s motivation or needs and can influence the behavior of individuals in the organizational setting. The aspiration for need satisfaction can be a strong motivating force leading to group formation. Therefore, Target implements team building activities to continue individual development into better leaders and more effective team members; team building activities differs according to needs and objectives. To accomplish the goal, Target offers training leadership classes for employees throughout the year where they learn how to contribute to get goals accomplished, to satisfy personal needs, and facilitate communication during conflict, and, most important, how to lead large teams with diverse backgrounds and ethics to accomplish a goal.
Dear President @BarackObama: Please Make March 20, 2011 "National Entrepreneurs' Day"
Dear President @BarackObama,
Can you imagine a future without entrepreneurs? I can't. That's why I support making November 19th, 2011 the frist annual
National Entrepreneur's Day!
It's not just another day in the calendar - it's an opportunity to recognize America's rich history of entreprenurship and make sure there's a strong foundation for its future.
Sign petition here: http://entrepreneursday.org/smallbizlatino
Sincerely,
@SamllBIZLatino
Can you imagine a future without entrepreneurs? I can't. That's why I support making November 19th, 2011 the frist annual
National Entrepreneur's Day!
It's not just another day in the calendar - it's an opportunity to recognize America's rich history of entreprenurship and make sure there's a strong foundation for its future.
Sign petition here: http://entrepreneursday.org/smallbizlatino
Sincerely,
@SamllBIZLatino
May 25, 2010
My Philosophy of Success is Ever-Changing
Apr 26, 2010
Women as Top Executives in Corporate America
An array of business books exist that outline success stories or provides a “how to” approach as how an individual progresses through their career, among them: Never Eat Alone: And Other Secrets to Success, The First 90 Days: Critical Success Strategies for New Leaders at All Levels, The 8th Habit, The Leadership Challenge and The One Minute Manager. Most of them (including the ones listed above) were written by men and for men – very few include a women perspective (Bierema, 2005). The “glass ceiling” is a catchphrase that’s commonly heard in business journals, business textbooks and in business news articles. It was developed to describe how companies fail to give women top leadership positions due to gender discrimination versus by educational or experience requirements (Eagly and Carli, 2007). In an investigative article published in the Journal of Organizational Change Management, women and men appeared to have distinctive reactions to the “glass ceiling” effect, where women appeared to validate its existence and recognize its danger, unfairness, and prevalence to them” (Ryan, et al, 2007). Men in the other hand, appear to be skeptical about its existence in the workplace and appear to question its validity and research (Ryan, et. al, 2007).
Interesting enough, men and women appear to score the same in terms of “initial competence,” or the desire to achieve personal goals. But, men rank higher in “external competence,” which is that competitive drive to have more power than their colleagues. The difference lies in the fact that this competitive drive is still perceived different for each gender – as an ambitious men who’s willingness to reach the top means loosing friends on the way, risking their health or dedicating less time to their families is perceived as a man to look admire. Women who possess the same drive, in the other hand, are seen with resentment. In her book “AmBITCHous,” Debra Condren, PH.D (2006) commented that, “High-achieving women all harbor the same dirty little secret: no matter what the backgrounds, we all struggle with socially sanctioned failure to embrace our ambition” (p. 11).
Interesting enough, men and women appear to score the same in terms of “initial competence,” or the desire to achieve personal goals. But, men rank higher in “external competence,” which is that competitive drive to have more power than their colleagues. The difference lies in the fact that this competitive drive is still perceived different for each gender – as an ambitious men who’s willingness to reach the top means loosing friends on the way, risking their health or dedicating less time to their families is perceived as a man to look admire. Women who possess the same drive, in the other hand, are seen with resentment. In her book “AmBITCHous,” Debra Condren, PH.D (2006) commented that, “High-achieving women all harbor the same dirty little secret: no matter what the backgrounds, we all struggle with socially sanctioned failure to embrace our ambition” (p. 11).
Apr 24, 2010
The Art of War on Leadership
A few books can create the lasting impact like Sun Tzu’s The Art of War have created for centuries. Not only has it transcend languages and times, but it has also transcend in meaning – as even though its main focus is to describe the implications of war, its concepts are applied to business and personal lives.
The first theme discussed by Sun Tzu is that of “laying plans.” This is a pretty self-descriptive theme as the concept is used constantly in the business world. In order to reach goals, a plan must be put together and followed thru. Without a strategic plan, the best leaders or the best employees couldn’t work together towards a common goal. Just like war, the more people involved the more planning needs to happen. Szun Tzu, specifically, describes “laying plans” as the mixture of five interdisciplinary elements or “factors,” like Tzu calls them, which define one’s competitive position and how to use our own strengths to “fight” the competition. He calls them: “(1) The Moral Law; (2) Heaven; (3) Earth; (4) The Commander; (5) Method and Discipline” (p. 2). I believe that these “factors” describe the collective mission undertaken by a group of people, the military or a team, the leadership skills necessary to keep them focused, as well as the methods applied in order to win the competition.
The first theme discussed by Sun Tzu is that of “laying plans.” This is a pretty self-descriptive theme as the concept is used constantly in the business world. In order to reach goals, a plan must be put together and followed thru. Without a strategic plan, the best leaders or the best employees couldn’t work together towards a common goal. Just like war, the more people involved the more planning needs to happen. Szun Tzu, specifically, describes “laying plans” as the mixture of five interdisciplinary elements or “factors,” like Tzu calls them, which define one’s competitive position and how to use our own strengths to “fight” the competition. He calls them: “(1) The Moral Law; (2) Heaven; (3) Earth; (4) The Commander; (5) Method and Discipline” (p. 2). I believe that these “factors” describe the collective mission undertaken by a group of people, the military or a team, the leadership skills necessary to keep them focused, as well as the methods applied in order to win the competition.
Subscribe to:
Posts (Atom)