Developing Executive Leadership is an Art that can be Cultivated


Executive leadership is of great importance in any organization. This is because executive work is about implementing the organization’s goals and carrying out day-to-day activities in achieving these. Any organization that has to consolidate its position in the market has to inculcate executive leadership. Developing executive leadership is among the prime goals for any organization.

It is true that leadership comes to some people more naturally and effortlessly than to others. But developing executive leadership does not have to be so. One can acquire these talents over time and with practice and the right honing.

Some of the ways by which an organization can take steps towards developing executive leadership:

Cultivating the ability to understand the team’s abilities

For organizations that need to develop executive leadership, they need to have a clear grasp of the team’s strengths and weaknesses. This is the key to developing executive leadership, because this knowledge is what helps the leadership get the best out of the organization’s employees.

Communication is all important


Communication is the cornerstone to the development of executive leadership skills. A large part of the work that needs to be done by the organization’s teams needs to be communicated properly and effectively. For this to happen, the organization’s executive leadership needs to be clear about what the organization’s goals are, and how these need to be conveyed to the team.

Pay attention to the team’s needs


Executive leadership development cannot come about when there are disgruntled elements in the team that has to perform the organization’s executive functions. If the team has to function as one unit that is aligned with the business and the organization’s vision, its members have to be pepped up and proud about what they are doing. This can be brought about only when an organization is strong at developing executive leadership.

Mentoring is an important element of executive leadership


Strong mentoring that shows integrity and purpose goes a long way in developing executive leadership in the organization. The leaders have to set the example by being efficient, they need to instill confidence and purpose in the team, which is when the organization’s executive leadership matures into a formidable one.


The Challenge of Leadership is Very Varied

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It is a given that leadership is indispensable for organizations. Why? Because it is leadership that takes the organization to its intended, charted out destination. Since it is leadership that is the organization’s anchor; it is but natural that leadership faces challenges. The challenge associated with leadership is so inherent within it that it is right to say that if the challenge of leadership did not exist; there would be no need for leadership at all.

The major challenges of leadership


First of all, it needs to be understood that the challenge of leadership is not something to be wary of. Challenge of leadership should not be taken to mean difficulty. Leadership views challenges as the exact opposite: As an opportunity to show its abilities and improve on them.

The challenge of leadership presents itself in a myriad ways and is unique to each organization, its business and its culture. Having said this; we can list out a few major leadership challenges that are common across organizations and other entities.

The first challenge of leadership: Inspiring others


The number one challenge of leadership is looking ahead and assessing the big picture for the business, and more importantly, being able to take the whole team along towards achieving the charted goal of the organization. Being motivated by oneself is one thing, but having the ability to instill the same passion is another, and is the biggest challenge of leadership. Once this challenge of leadership is fulfilled, the organization becomes a highly motivated and eager one, in which everyone is filled with the desire to take the organization forward towards its goals.

The best example that comes to mind is that of the idea of America. If the US is a world leader today in all the areas that matter, it is because the spirit of freedom and the desire to excel and stand out from the crowd by doing things differently did not die with the Founding Fathers. It got deeply etched in the minds of nearly every American down the ages. This is a prime example of how the challenges of leadership have inspired generations.

Other characteristics of challenges of leadership


While the point listed above can be considered the ideal example of meeting the challenges of leadership; there are others, such as:

  • Showing grace in victory
  • Being humble in the face of failure
  • Being honest to one’s own fault
  • Being receptive to the team’s concerns and difficulties
  • Taking constructive criticism in one’s stride
  • Making the team participative in the organization’s growth
  • Not losing focus of the organization’s growth path.

Effective Business Leadership Strategies involve Grooming Leadership


For a business organization to grow beyond the mundane, building solid business leadership strategies is an imperative. These are more important than anything else in the organization, because it is these business leadership strategies that build organizations more than anything else. Good business leadership strategies involve having the ability to look ahead and anticipate change and convert challenges into opportunities and learning from its mistakes.

Sound business and leadership strategies are intertwined with each other

At the core of business leadership strategies lies the issue of the inseparability of leadership and business from each other. A process-oriented organization chooses to build business leadership strategies that include the CEO and make him or her the pivot, but by no means the only decision maker in the organization. In other words, the organization that implements business leadership strategies affords importance to the CEO, but considers her the first among equals.

Such an organization grows because even while it leaves critical decision-making to the CEO, it also makes it a point to build a backup leadership team that gets groomed even while the CEO is at the helm. This is one of the secrets of successful organizations. Most organizations think of disaster recovery and business continuity from the financial, infrastructural or other physical aspects, but an organization that implements sound business leadership strategies thinks of having a layered central leadership in which no void or vacuum is ever created.

Good business leadership strategies recognize talent

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An organization that adapts business leadership strategies goes out of its way to recognize talent in its people. Of course, it is talent that brings people into the organization in the first place, but spotting and exploiting organization in the employee once she is in, is a different thing. Once into the organization, the employee must be free to express her abilities and show the organization how well she can expand her horizons. An organization that is too focused on its own narrow ends misses out on such latent leadership abilities in its employees, who are bound to leave sooner or later for greener pastures. Organizations that have business leadership strategies make it a point to develop these leaderships at various levels.

Organizations need to keep updating business leadership strategies


This is another extremely important aspect that many organizations either overlook or refuse to accept. When business strategies keep changing ever so often, why should companies be stuck in their old school thought about leadership changes? All organizations need to keep changing and updating their business leadership strategies, aligning them to changing business needs if they have to stay ahead of the curve. In simple terms, the organization that understands the importance of business leadership strategies looks at the strategic or long run elements, rather than looking for tactical plans.

The Endless “Born or Made” Debate about Leadership


Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion of the elements of leadership


It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?

The three important keys to developing team leadership


A team is defined as a collection of a small number of individuals who are tasked with carrying out a defined, accountable objective during a specific period of time. They are usually people of complementary or matching skills and aptitudes and work together to achieve a common goal and purpose. Teams usually need leadership to succeed, because their efforts get channelised and focused better with leadership.

Leadership has been defined variously. A commonly accepted definition of leadership is that it is the ability to influence a team into performing its tasks and motivating and guiding it to reach its set goals. It of course, goes without saying that leadership is a group effort, because it cannot exist in a vacuum.

An effective team leader focuses on what the team can achieve together. She believes that the whole is more important than the parts. She will make efforts to identify the potential each team member carries and tries to develop it for the common good of the team. A good leader carries the team members along in her endeavors. She builds trust and teamwork and motivates and inspires the team to reach higher goals.

Three important factors play a role in facilitating team leadership:

  • Team members’ roles
  • Behavioral and communication styles in teams
  • Problem solving techniques to enable teams to reach their goal

Get to understand these three skills

How does a leader bring these about? What are the ways by which these factors can be utilized to bring about leadership that is useful for the organization? It is these topics that will be explained in-depth at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources areas.

Valerie Pelan, who is President of Integrated Focus, a role in which she has been consulting and providing Executive coaching for over 10 years, during which she has been working with the owners and executive teams in mid-sized companies providing Strategic Planning and communication skills, will be the speaker at this webinar.

Please register for this webinar by logging on to TrainHR . Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

A quality that is difficult to develop and put into action

Although it feels nice to talk about team leadership, it is a quality that is difficult to implement in one’s professional life. Many team leaderships fail for a number of reasons.  Valerie will discuss these and explain the three important factors that help managers, leaders and project managers lead a successful team.

This session is of immense value to everyone connected with leadership, such as Managers, Leaders, HR Managers, and Project Managers.

Valerie will cover the following areas at this webinar:

  • Learn what the definition is of a “Team”
  • Why Ground Rules are so important
  • Negative team roles
  • Positive – action oriented team roles
  • MBTI – how a person’s personality can benefit a team
  • Techniques for problem solving.


Making new managers productive quickly


When an organization hires new managers, it has a lot of expectations from them. Considering the potential they have, they are seen as future leaders of the organization. They are expected to take on a number of roles. They take on a lot of responsibilities, which is why it is a given that they could take some time to get their eye in into the job. Getting accustomed to the new environment, the reportees, the new work and sometimes new business, and very importantly, the new organizational culture, all take time to sink in.

However, a mistake most organizations do is that instead of hastening the new manager into getting adjusted into the new role and making her productive at the earliest; they define the functions of the new manager rather vaguely and ambiguously. As a result, when a manager is taken for her technical excellence; she ends up being made to work in a role that is different from the one offered to her. Instead of being made to lead, the new manager could end up being placed in a position of secondary importance, something that will further impede her switch to the productive gear.

This is a big mistake, as it impedes the manager’s transition into the productive mode. It also puts the new hire off, giving negative feelings about the new organization. With this, the foundation for an early departure is laid. This is bad for the organization, because it ends up losing a high potential candidate. It reflects HR’s poor ability to tap the immense potential the new manager would have brought and turning it to the organization’s advantage.

Learn the ways of placing the new managers in the saddle quickly

It is on this highly relevant and interesting topic that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering a webinar. This learning session is aimed at teaching organizations the ways by which they can avoid being in a scenario where they end up losing great potential, all because of their own follies.

Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach and brings over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development and provides strategic focus, alignment and guidance to business leaders and their teams, will be the speaker.

To gain insights into how to tap into the potential of new managers and make them productive from an early stage of their hiring; please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Skills needed for new managers

Marcia will explore the three critical skills that new managers need to master:

  • Switching from relying on formal authority to establish credibility
  • Striving for control to building subordinate commitment, and
  • Managing tasks to lead people.

New managers will be in a position to master these elements when they phase out quickly into their new managerial position. It requires the development of leadership skills and techniques to enhance their personal and team outcomes. When new managers lead others, they need to have a greater level of self-awareness and core skills such as strategic thinking, influencing, increasing team performance and maintaining a goal oriented vision.

The manager needs to be open to learning, too

Marcia will show how people promoted into managerial positions newly need to discover new ways and levels of learn to let go of old ones, even if they have been valuable till now. Finding new ways of deriving personal and career satisfaction from their work and measuring their success is a critical mental switch that effective managers must make.

At this webinar, Marcia will describe the skills and techniques that managers need to have for successfully transitioning into a new role and becoming peak performers. She will cover the following areas at this session:

  • Learn 8 tactics to ramp up quickly, take charge and get results
  • Answer these 4 tough questions to ensure you’re on the right track
  • Recognize the importance of your personal power and how to develop it
  • Sharpen their emotional intelligence to understand your impact on others
  • Identify the top 10 reasons why newly promoted managers fail in their jobs
  • Review 3 strategies and 10 tactics to influence those you manage and work with
  • Know the 5 “rules of the roads” for peak performance in today’s changing workplace.

Behaviors that make great leaders


What makes a person a leader? What makes that leader successful? Contrary to what most believe; leadership is not something of a gift from heaven that a chosen few are endowed with. It is something that can be acquired with the right honing in the right direction.

Like many other traits, what is needed to become a leader is to inculcate the right thinking and actions that will lead the person to the leadership role. The genesis of leadership is the ability to lead oneself. This is the foundation to being in a position to influence others into leadership. Leading by example is often the most effective technique for leadership.

Be perfect and then preach

A story about an Indian spiritual guru runs into something like this: A woman approached him to admonish her child for eating too much sweet. The guru is supposed to have asked the woman to bring the child a week later.

When she came, he advised the kid to stop eating sweets. When the mother asked the guru why he could not have given the same advice on the previous visit, the guru is said to have remarked that he took one week to give up sweets himself. It is only when he practiced what he preached that he believed he would be in a position to influence others –a prerequisite for leadership.

We notice from this story that the leader did not do anything out of the way or out of the box. This is how leadership is. A leader does not have to, to use the old cliché, reinvent the wheel. She only needs to put in the right thinking at the right time and put that thinking into action. Leaders inculcate the right attitude and behavior for bringing out the best in people around them.

Learn about the seven qualities of great leaders

What are the other qualities of great leaders? These will be discussed and explored in depth at a webinar that TrainHR, a leading provider of professional trainings for the area of human resource, will be offering. This webinar will have David Rohlander, author of the Amazon-bestseller, “The CEO Code”, for whom five sixths of his new clients coming from referrals.

David will offer explain the seven ways or behaviors by which leaders stand out. Leadership is about being natural in any environment. Just like how our most natural instinct comes to the fore when we are in a new situation; the same should happen with leadership. It should be developed to the extent that the mind is conditioned to behave like a leader when the situation demands.

Please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Anyone can be a leader


David will emphasize at this session that leadership is something that any of us can practice. It no rocket science. It only calls for altering our behaviors to an extent in the course of our interactions with people and learning new ways of handling situations. He will explain the tools with which one can assess oneself and develop and design a systematic follow-up which will help us improve our leadership behavior. He will offer concrete technics, philosophical justification and a road map that will be simple to follow.

At this session that is highly useful and pertinent for people in management, such as  CEO, CFO, COO, Vice Presidents and Regional Managers, Managers and Supervisors, Newly Promoted Managers and High Potential Employees being groomed for Leadership and Promotions; David will cover the following areas:

  • What does a great leader look like and act like?
  • How do you live with integrity as a leader?
  • The magic of self-control, growth and caring what about attitude?
  • The primary activities of a great leader
  • How does a great leader treat others?
  • The importance of focused attention
  • It all boils down to 7 basic behaviors.