LEADERSHIP tagged posts

Certified Agile Leadership Training (CAL 1) with Michael K Sahota

Certified Agile Leadership Training (CAL 1) with Michael K Sahota
Event on 2018-09-17 08:30:00
Michael Sahota’s Certified Agile Leadership Training (CAL 1) experience is an intense 2 days of deep exploration into leadership, organizational growth and culture to deliver high performance organizations. We will be walking you through the Sahota Playbook that will help you with the Wisdom, Neurobiological Shifts, and Tech/Tools you need in your toolbox to create real results in your Agile transformations. “The best leadership training, I have ever experienced.”– J. Bergeron, Partner, PwC Why Take Michael's CAL1 Certification? Michael has done a brilliant job of transferring his ability to create results in any organization to his CAL1 and CAL2 graduates by delivering the concepts through the step-by-step Sahota Playbook. Michael K Sahota, Certified Enterprise Coach, Trainer, Consultant, Culture and Leadership Expert. Michael teaches his proven framework for leading successful Agile Transformations in his highly accoladed Certified Agile Leadership (CAL 1 & 2) Training worldwide. As a thought leader, in 2012, he published the ground-breaking book "An Agile Adoption and Transformation Survival Guide: Working with Organizational Culture". In 2017 alone, he has trained over 600 Agile leaders worldwide, giving them the internal growth, knowledge and skills needed to deliver high performance organizations. Overcome Top 90% of Organizational Challenges With Agile. Michael Sahota Will Help You Excel In Your Career By Teaching You How To: Use the Playbook for high performance organizations Consciously approach Agile Overcome key Agile challenges Develop leadership behaviours necessary to approach organizational culture Work more effectively as a manager and with managers Redefine executive leadership Evolve culture at all levels of the organization See causes of resistance and mitigate them Have key conversations to clarify what is desired Enhance your own leadership skills  Logistics Pre-requisites: You are expected to have basic knowledge of Agile. This may have come to you through industry experience, reading, meetups or formal training. This course is designed for anyone seeking to foster a more “agile” high-performance organization. It is accessible and essential for leaders in innovation, lean, human resources, etc. – not just Agile. Course Pre-learning: Participants are expected to complete 2 hours of videos and readings in advance of the training. Then there is more time to focus on discussion and exploration. The reading guide will be shared with participants after registration. Certification Requirement & Schedule: As part of the tuition, you will receive the Certified Agile Leader 1 (CAL1) certification from the Scrum Alliance. As there is no test, the only requirement for certification is your full participation in the class. This means that you will need to schedule any travel so it does not conflict with scheduled class time. Late arrivals and early departures are not advised as it will interfere with creating a safe learning environment for others and will make certification discretionary. Click here to see the full description of the course.

at Improving – Dallas
5445 Legacy Drive , Suite 100
Plano, United States


7 Principles for Living & Leadership

Here are seven principles for Living and Leadership that I find are extremely useful in serving you as a leader in your organization, in your life and with the people who mean so much to you.

1.  The quality of our relationships, partnered with our willingness to be real, take risks and be vulnerable, dictates the quality and results of our leadership. Our willingness to be real, take risks and be vulnerable makes us human and relatable. Our care, attention and nurturing of people and relationships makes us worthy of trust and being related to. Creating trust – true trust – in relationships is key. High quality relationships are built on that trust. Leadership is about relationships.

2.  We’re having an impact in every moment – what that impact is; is totally up to us – it is a choice. “They may not remember what you did, they may not remember what you said, but they will always remember how you made them feel.” The energy and beliefs that you bring to your life, your relationships, and your organization are showing up as impact in one way or another – intended or unintended. If something’s working – or something’s not – a great place to start is to evaluate the energy you’re bringing and the beliefs you’re holding. No matter how great we are at something, if the energy underneath it, and the way we make others feel, is negative, we’ve lost a big opportunity for creating trust, connection, and sustainable positive impact.

3.  “Motivating” people is unsustainable, if not completely unrealistic for any period of time, or at any true depth. If the motivation comes from an extrinsic place; ie. “I’m going to motivate you” (oy) or “Please motivate me” (yikes), it won’t stick. It may stick for a bit – enough to get the rush going, but it won’t sustain, and next time around, you’ll need to do it all over again – from the outside in. I’ve begun to think of external motivation like a drug (or maybe like that 5-hour energy drink stuff) – the more one gets, the more one needs, the more often one needs it, and the shorter the rush. One develops a tolerance to it. (Think exercise, healthy eating, smoking cessation, performance improvement for financial incentives, “getting along with someone”, getting organized, etc… They all may work for a bit when pushed/pulled from the outside, but for how long? And how enjoyable will the process be? That’s key.) Of course, sometimes we all need a “kick start” or to “fake it ‘til we make it” and that’s when that external motivation can help us “get to the other side”, I’m talking long term sustainable joyful internal motivation – no one can take that away from you. Solution: Help folks tap into their true core beliefs and purpose and what they truly want, and that will be intrinsic motivation enough. I find that if I have to motivate my clients, or help them motivate their teams, we’re likely looking in the wrong area, we’re missing something. Helping them unfold what’s true and important for them turns into self propelling inspiration, which turns into renewable energy and sustainable fuel for intrinsic motivation – powerful! I’d assert that as leaders, our job is not to motivate people but rather to help them tap into their own intrinsic motivation systems and work and live from there.

4.  There’s no such thing as “no outcomes or results”…We’re always getting an outcome – it may just not be the one we originally wanted. If it’s not the outcome you intended, look back, what do you need to do differently to shift it? Even more importantly, back up…were you clear on what the outcome was in the first place (and did you communicate it?) This does not have to be huge or complicated undertaking; more often than not it has to do with the beliefs and energy that are going into creating those results. Remember: what you believe drives what you do, drives what you have – individually and/or as a team.) And of course, gratefully, sometimes, it’s just a simple need for a change in strategy or tactics. 

5.  There’s very little we have control over – so best to “bust a move” where we can create impact and set ourselves up for success, becoming the best “instrument of change” possible. Some of these places include: how we take care of our bodies, the food we eat, the visions we create for ourselves (on our own authentic paths), how we show up in relationships, how we treat people, what we say “yes” to and “no” to that nurtures our spirit, and of course the good ole fashioned basics of saying “Please, thank you, and I care.”  This is truly one of my most favorite points!  It all starts with us, as individuals, stepping up to make the shifts and impact we want – in whatever way “stepping up” means in that moment. (And of course, tying back to the last issue, part I, the quality of the relationships we have is key to supporting this.  A virtuous cycle:  the better I am as an individual, the better I can come to relationships, the better my relationships, the more supported and better I feel to become even better, etc.)

6.  The easiest way to navigate conflict or confusion is to name it, put it on the table, state your intention, and work from there. Skip assumptions, colluding with others about how bad it is, blaming the other party for the conflict, trying to figure it out in a bubble, etc. Just step in, look for how you can help things go right, and dance.

7.  Always start with the end in mind. If you don’t know where you’re going, how will you know when you’re there? And how will your team know when good is good, and done is done? (And it’s time to drink or go for a run? Haha!)  Envision what you want to have happen, communicate it, be co-active in the design, and do the work. Hint: This works for projects, relationships, meetings, even making a cake…go!

I invite you to pick one or two (or all!) of these principles and really dive into them and see what type of impact they have for you.

Anese Cavanaugh, President of Dare To Engage, Inc., Founder of Bootist Leadership®, and mother of two, gets people “in their boots.” Using energy, mindset, mission, and action, cornerstones of her “Bootist” philosophy, she helps forward-thinking individuals and organizations create positive energy, successful relationships, congruent leadership, and joyful results – wherever they go. 

For more about Anese, Bootist Leadership, or Dare To Engage, Inc., or to receive a complimentary copy of Anese’s latest publication, go to www.DareToEngage.com.


The 21 Irrefutable Laws of Leadership – 5 Week Mastermind Group (Online Workshop)

The 21 Irrefutable Laws of Leadership – 5 Week Mastermind Group (Online Workshop)
Event on 2018-01-02 19:00:00
Are you willing to invest 5 weeks to educate yourself to become a better leader? No matter where you are in the leadership process, this Virtual Mastermind Group will help you become a better leader. Each law is your blueprint to success as a leader and when incorporated, they will help you influence and inspire those you lead or desire to lead. REGISTER TODAY! – That’s a week for a priceless experience. This training meets 5 times. Attendees are expected to attend all 5 sessions to raise their leadership lid and to increase their organizational influence.Tue, Dec 5, 2017 7:00 PM – 8:30 PM ESTTue, Dec 12, 2017 7:00 PM – 8:30 PM ESTTue, Dec 19, 2017 7:00 PM – 8:30 PM ESTTue, Dec 26, 2017 7:00 PM – 8:30 PM ESTTue, Jan 2, 2018 7:00 PM – 8:30 PM EST The Bottom Line in Leadership Isn't How Far We Advance Ourselves, but How Far We Advance Others For more information, visit: www.anderson.training/21Laws For more virtual training opportunites, visit: www.actnow.training

at Dallas, Texas, United States
Dallas, Texas, United States
Dallas, United States


2017 Human Capital Leadership Forum (Dallas)

2017 Human Capital Leadership Forum (Dallas)
Event on 2017-12-06 08:00:00
ALL ATTENDEES MUST REGISTER ON OUR WEBSITE QUALIFICATIONS: Director (or above) from a company with at least annual revenue 100 million USD  Argyle Executive Forum is bringing together leading HR executives for our annual 2017 Human Capital Leadership Forum in Dallas. Throughout a full day of thought leadership content and networking, we will focus on the most pressing issues that human capital executives are facing going into 2018, with an agenda geared specifically towards CHROs, Chief People Officers, Chief Talent Officers, Chief Learning Officers and Chief Diversity Officers, as well as VPs and Directors of HR, talent, learning & development, change management, and HR analytics in a leadership role. Key topics that we will discuss include: Corporate America’s evolving expectations towards the CHRO Designing the employee experience to foster efficiency, engagement, and empowerment Exploring how digitalization will continue to impact corporate structure, employee vs. employer expectations, and organizational culture Leveraging analytics to source the right talent, understand employee behavior, and predict trends Social media and mobile recruitment strategies to identify top talent Transforming HR into a critical supporter of key business initiatives   Our keynote presentations, fireside chats, panel sessions, and networking breaks will provide you with actionable takeaways to bring back to the office, as well as the opportunity to both strengthen and expand your network of peers. We look forward to hosting you alongside our community of Fortune 500 HR leaders hailing from the heart of Texas and beyond! For more information, and to register for the event, please visit our website: https://www.argyleforum.com/Events/2017-human-capital-leadership-forum–dallas

at Uptown Dallas
2808 McKinney Avenue
Dallas, United States


NPHC 69th Biennial National Leadership Conference

NPHC 69th Biennial National Leadership Conference
Event on 2017-10-19 08:00:00
National Leadership Conference (NLC) InformationLeadership training is essential for members of the National Pan-Hellenic Council to succeed as representatives, officers, and advocates in our communities. The 2017 Biennial National Leadership Conference (NLC) will address the needs of collegiate, alumni, and Greek life staff through innovated, informative and educational programs. A variety of speakers and presenters have been invited to share information and ideas to take back to your councils. Who should attend: Collegiate and Alumni members interested in supporting NPHC operations or program initiatives. Incoming or potential executive board officers. Experienced NPHC members who have served as members of an executive board seeking more advanced training. Greek life staff and advisors that are responsible for supporting and working with Collegiate. National Leadership Conference will provide you: Leadership skills training to help you succeed as a member, in your council, and within the community An update on NPHC activities, key initiatives, and resources An opportunity to share ideas and best practices with your peers Networking opportunities with other NPHC members and national leadership The National Convention and Planning Committee invites you to 69th Biennial NLC on October 19-22, 2017 at the InterContinental Dallas Hotel – Addison, TX. Early Registration starts April 1 to July 31, 2017. Regular registration is August 1, 2017, to September 22, 2017. There is no onsite registration for this conference. Conference Rate (Early Registration)    Conference Rate (Regular Registration) Undergraduate Attendee          (Early Bird) 5    Undergraduate Attendee              (Regular) 5 Graduate/Advisor Attendee       (Early Bird) 5    Graduate/Advisor Attendee           (Regular) 0 Preconference Workshops ( NLC Attendees)  – Preconference Workshops Attendees Only  – 0 Collegiate Leadershape Collegiate Leadershape Advisors Institute Advisors Institute Parliamentarian (Beginner, Intermediate, and NAP Preparation) Parliamentarian (Beginner, Intermediate, and NAP Preparation)   We look forward to seeing you this October. National Convention and Planning Committee

at InterContinental Hotel Addison
15201 Dallas Parkway
Addison, United States


Leadership NOW Symposium 2017

Leadership NOW Symposium 2017
Event on 2017-10-05 08:00:00
Special Event Details O Ethical Bombs – How can I learn from other’s mistakes?             Thursday, October 5, 2017   8:30 a.m. – 11:00 a.m.             City Centre at Quail Valley – Magnolia Ballroom, 2880 LaQuinta Drive, Missouri City, Texas Our actions are always on display, ripe for evaluation and judgment. If one city manager acts inappropriately, violating ICMA’s Code of Ethics, it impacts the entire profession, undermining our ability to manage and lead. The same is true as when our staff do not live up to the profession’s high standards. What “ethical bombs” do professionals make? What traps do I need to look out for? How do I protect my integrity when a city manager creates controversy that reflects poorly on what I do? This session will answer these questions, reviewing several case studies of “ethical bombs” city managers and their staffs have made throughout the years. Learn tips to avoid these mistakes and how best to address the collateral damage when an “ethical bomb” drops nearby.  Additional areas to be addressed during the session include the following: Why are ethics important in the local government      profession? What are common ethical challenges and how can you      navigate them? What are best practices for promoting ethics in action? What resources are available to support you?   Presenter:  Martha Perego, ICMA Director of Member Services and Ethics Supporters/Sponsors:  City of Missouri City, City of Sugarland, City of Pearland, NFBPA, TCMA, University of Houston, and Texas Southern University. O City and County Managers’ Panel:  “Dealing with Changing Communities and Priorities              Thursday, October 5, 2017   11:30 a.m. – 1:30 p.m.             City Centre at Quail Valley – Magnolia Ballroom, 2880 LaQuinta Drive, Missouri City, Texas Whether this is your second or twenty-second, year in this profession, the benefit of hearing lessons learned and insight from those who have walked in your shoes proves a valuable resource. Our five panelists have multiple years of combined service in local government, and will share stories of their careers, including what has changed since they started in local government and how they’ve addressed it, and how the role of a public administrator may change in the next 20 years, and how best to prepare. Panel:  Gary Jackson, City Manager, Asheville, NC; T.C. Broadnax, City Manager, Dallas, TX; Dale Fisseler, City Manager, Waco, TX; Bruce Moore, City Manager, Little Rock, AR; and Verdenia Baker, County Manager, Palm Beach County, FL, and Allen Bogard, Sugar Land, TX.  O Community Public Policy Keynote & Discussion:  “Raising Awareness and bringing attention to the crisis of the  HIV/AIDS Epidemic”            Thursday, October 5, 2017             2:30 p.m. City Centre at Quail Valley – Magnolia Ballroom, 2880 LaQuinta  Drive, Missouri City, Texas Join key community and corporate partners for a panel discussion that has been organized to raise awareness and bring attention to the ongoing crisis of the HIV/AIDS epidemic. The Centers for Disease Control and Prevention (“CDC”) reveals that more than 1.2 million people in the United States are living with HIV infection, and almost 1 in 6 are unaware of their infection.   Every 9 ½ minutes someone is infected with HIV in the U.S.  African Americans make up only 13.6% of the U.S. population, yet account for 52% of all new HIV/AIDS cases and 44% of new infections.  In 2014, an estimated 11,842 residents in Houston/Harris County were newly diagnosed, for the number of African American women diagnosed in 2014 for every white person diagnosed was 21.12.   Please join us for an informative discussion about the efforts to eliminate this infectious disease in our community including the AIDS Healthcare Foundation and the Houston Health Department. Come join us and learn ways that everyone can support this work or get involved. The panel discussion is co-presented with the AIDS Healthcare Foundation, CIGNA Healthcare, and the Houston Health Department. O “Show Me City” Community Reception             Thursday, October 5, 2017             4:30 p.m. City Centre at Quail Valley – Magnolia Ballroom, 2880 LaQuinta Drive, Missouri City, Texas   Join Missouri City, the NFBPA Houston chapter, PFM, the Houston Health Department, the AIDS Healthcare Foundation, and ICMA-RC as they welcome the Public Policy attendees to end the day with gold standard networking and smooth jazz sounds.   

at Quail Valley Country Club
2880 La Quinta Drive
Missouri City, United States


Dallas Agile Leadership Fest 2017

Dallas Agile Leadership Fest 2017
Event on 2017-06-17 08:00:00
The Dallas Agile Leadership Network is excited to be bring the Agile Leadership Fest to you for the second year.  Last year's event had 80 attendees that got to hear some incredible speakers such as Chris Murman's Things are Broken: A Case Study in Moving Too Fast and Pradeepa Narayanaswamy's Listening: A Leader's Best Trait. This year we're changing it up a bit.  The format will start with a Morning Keynote and have an afternoon Keynote talk.  The rest of the day will be filled with the topics that YOU want to talk about… That's right, we're doing an Open Space! Come with your favorite topic that you would like to talk about and grab one or more of the 19 30-minute slots. We'll have a networking Breakfast and Lunch, and a great Raffle at the end of the Conference (You won't want to miss this)!! There is no cost for this gathering, but we would appreciate donations to help cover the food, raffle prize, and give us the ability to bring you bigger and better events in the near future!

at Improving
5445 Legacy Dr , Suite 100
Plano, United States


Extended Leadership Experience-North Texas, Dallas First Unitarian session 4

Extended Leadership Experience-North Texas, Dallas First Unitarian session 4
Event on 2017-04-01 09:30:00
For the last decade, the Southern Region has been offering the Dwight Brown Leadership Experience. Six years ago, DBLE's sister school, The Southern Unitarian Universalist Leadership Experience (SUULE) was created as a compliment to DBLE in the eastern half of the Region. Congregations that send teams of leaders to these events year after year consistently report the following:  They see a great change in the abilities of their leaders. Their Leadership Experience Graduates are more grounded, centered, and prepared for leadership.  Congregations and Leaders are better connected to the larger Faith after attending a Leadership Experience. They know they are not alone and that they have support in their holy work.   Congregations and Leaders are equipped to handle conflicts in a better way, and they are quicker to ask for help before things get out of hand.  Coupled with the great success of our Leadership Experiences, we have also seen some drawbacks. One drawback to the way we have been offering this deeply experiential learning opportunity is that it happens intensely and all at once, in a short five day event. This offers little time for reflection, experimentation with the tools, or time for the kind of struggle it takes to come to deeper awareness. In addition, the experience can be overwhelming for some and impossible for others, due to health reasons or family concerns. The Southern Region Staff has also heard feedback from congregations explaining that there is a great cost associated with sending a team to DBLE, and many congregations are entering difficult financial times. Finally, taking a week away from work and family obligations is not possible for all leaders, making the current Leadership Experiences not entirely accessible. Building on the success of DBLE and SUULE, the Southern Region Staff of the Unitarian Universalist Association invites the North Texas Unitarian Universalist Congregations to an Extended Leadership Experience. During the registration for the first workshop in the series there is the opportunity to register for all 4 workshops and receive a discount for the series.  Childcare must be reserved by March 27, 2017. Cancellation and refund policies:  All cancellation notices/refund requests must be made by reply to your confirmation email or by contacting us through the event listing prior to the business day before the program/event begins. We may take up to 4 business days to evaluate your refund request. We are unable to issue any refund for no-shows or for cancellation requests received after the date we are obligated to pay our host site (date varies by event). Generally, if you cancel your registration with sufficient notice, you may receive a partial refund of your registration costs. We will retain to cover administrative costs for cancellations up to 30 days prior to the event, or 0 to cover administrative costs up to 14 days prior to the event. For Leadership Experiences, the 0 per participant deposit is non-refundable (but can be transferred to another accepted nominee from the same congregation for the same class). Event cancellation: the Southern Region staff cancels events with low registration. Registration fees are refunded in full when events do not have enough registrations to cover event costs.

at First Unitarian Church of Dallas
4015 Normandy Avenue
Dallas, United States


Martin claims support for Fianna Fáil leadership bid

FM Brussel on air
Image by Julius – Laid Back

Martin claims support for Fianna Fáil leadership bid
Minister for Foreign Affairs Micheál Martin claimed today he knew of several senior Fianna Fáil members who will not support a motion of confidence in Taoiseach Brian Cowen’s leadership.
Read more on The Irish Times

Top 10 on 92.7-FM, the Planet
Here are the top 10 songs being played on 92.7-FM, the Planet.
Read more on The Huntington Herald-Dispatch


Situational Leadership Theory In Change Management – Different Strokes For Different Folks

Situational Leadership Theory In Change Management – Different Strokes For Different Folks

Given the catastrophic 70% failure rate of all change management initiatives, the quality of leadership exercised is clearly a significant component in reducing this risk.

In essence, situational leadership theory emphasises 2 areas:

(1) “Different strokes for different folks” – different leadership styles are applicable to different situations

(2) “Cometh the hour cometh the man” – leadership extends potentially to just about everyone in an organisation – at some time

Dr Paul Hersey, who is closely associated with the development of situational leadership theory, suggested in a fairly recent presentation that: “… a situational leader is anyone, anywhere who recognises that influencing behaviour is not an event but a process. The process entails assessing followers’ performance in relation to what the leader wants to accomplish and providing the appropriate amounts of guidance and support.”

According to change management guru John Kotter “…today’s organizations need heroes at every level. To truly succeed in a turbulent world, more than half the workforce needs to step up to the plate in some arena and provide change leadership.”

To my mind, the idea that effective leaders change their leadership styles to fit the situation is an expansion of Robert Blake and Jane Mouton’s “Managerial Grid” theory, which suggest that the effective leader “moves appropriately” along the spectrum of task versus relationship orientation.

4 Communication Components

According to a recent study [Baker, Brown], successful use of situational leadership relies on effectiveness in four communication components:

– Communicating expectations
– Listening
– Delegating
– Providing feedback

The Hersey and Blanchard Leadership Model takes this all a bit further and introduces the notion that the level of development or maturity of the followers is also something that the leader takes into account.

“Maturity” in this context to do with the preparedness and ability of a person to take responsibility for directing his or her own behaviour in relation to a specific task in a specific situation.

4 Distinct Leadership Styles

Clearly the appropriate leadership style to use in a given situation is going to be determined by the leader’s assessment of the maturity level of the followers in that specific situation. The leader will move appropriately long the task-directive versus relationship-supportive spectrum.

Four distinct leadership styles are identified in the Hershey and Blanchard Leadership Model – each reflecting the evolving levels of maturity of the followers:

(1) Directing – the leader is very directive providing clear, specific instructions

(2) Coaching – whilst the leader retains control of decision making, he/she encourages two-way communication and helps build confidence and motivation on the part of his/her people

(3) Supporting – the people no longer need the leader to tell them what to do or to make the decisions – so decision making is shared

(4) Delegating – when the people are ready, willing and able the leader delegates full responsibility to them

Whilst I agree with this style of flexible leadership, I have to say that, in a change management context, extending leadership throughout an organisation in the manner suggested is asking a lot of most organisations as it requires a complete and total change of culture.

Also, all of this is dependent on the supporting framework of change management processes that are derived from adopting a programme-based approach to leading and managing the change.

For more on this: ” Situational leadership theory

Equip yourself to avoid the 70% failure rate of all change initiatives with the “Practitioners’ Masterclass – Leading your people through change, putting it all together and managing the whole messy business.”

Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments. Practical strategies for leading and managing change

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