Mobilising available resources is about matching resources to business priorities and objectives to ensure your team’s capacity to deliver is balanced against demand.
Mobilising Available Resources is one of my Bitesize Leadership Techniques. They are exactly what the title suggests. Short snippets of leadership tips, tools, process and ideas for you to use on a just-in-time basis. Use them as an update and to refresh your leadership professionalism. You could call it leadership in a hurry! This article is an Executive Summary of my eBook of the same name – Mobilising Available Resources – published on Amazon Kindle. If you are a subscribers to Kindle Unlimited you can borrow and read the eBook for free.
How good is your training retention and application? Here we look at ‘Setting Objectives’ from the Leading Others programme.
This is the first in a series of Class Reunion articles where I reflect on leadership training courses I have facilitated in the past. I look back at the leadership learning lessons from the course and select one topic for special focus in each article. The topic for this article is Setting Objectives.
My questions for the participants is: how much of the learning have you retained; what has experience taught you in the interim; and how are you applying it now?
My challenge to anyone who has attended leadership training in the recent past is to Reflect, Refresh & Renew.
Reflect on the skills you learnt – including referring back to your notes in the course workbook.
Refresh your knowledge of the subject and re-learn how to use the skills – including examples of how you have developed your skills and knowledge since the course.
Renew your commitment to applying the skills in your daily leadership practice – including sharing this commitment with your manager and/or leadership coach as part of your continuous professional development.
Read on for more about my focused leadership learning topic for the Class of ‘07 ….
In part 1 of this blog, I raised some questions about the need to change our approach to leadership during and beyond this coronavirus crisis to nurture and sustain the quality of organisations’ climates. In so doing, I revisited some of organisational psychology’s foundational theories, notably the work of Kurt Lewin. In this second part, focusing on Lewin’s seminal environment formula that avers behaviour to be a function of personality and situation, I explore why understanding one’s own and your employees’ personality is so important to creating a healthy climate.
Include yourself in every win and loss and take time to have fun and laugh about your mistakes. They are a gift that life gives you.
Over the last 2 years, I have been blessed with the wonderful opportunity to lead an operational execution team and we have managed to put together a group of fine professionals. They combine knowledge and experience but also curiosity for improvement and a hunger for growth. It has reached a point where we need to stop and look around and reflect. The conclusion I have reached is that we dedicate ourselves to execute plans that are being handed to us… right? More reflection is needed to find the real purpose: We hold in our hands the service delivery promise to our clients. Suddenly a job with no apparent complexity has become one with the highest possible stakes.