Publications

Most financial advisors understand how professional networking can help build their business. Many advisors who have been in the business for many years attribute part of their success to the advice they have received from mentors.

When I work with senior executives to enhance their leadership effectiveness, I place a great emphasis on enhancing influencing skills and cultivating strategic partnerships. Of course, leadership investment is always greater at senior levels because the stakes are that much higher.

Toxic leaders take all kinds of forms, from psychopaths to narcissists. One of the most insidious personalities that derails teams is the glass-half-empty leader.

Let’s face it. You are hired for your track record. You have had important wins, increased shareholder value, transformed a key segment of the business, improved company culture, increased client retention and many other metrics that are equated with a leader’s competitive currency.

If we're honest with ourselves, we all experience self-doubt. Self-doubt can take many forms: You may second-guess yourself, display a lack of self-confidence, become defensive or lose ground and assume you're wrong.

If we agree leadership is an organization’s competitive advantage, there is a salient formula to allow us to understand, and I believe predict which leaders will be successful.

We all work hard. However, there is a zeal that characterizes female entrepreneurs which can be seen as all consuming. We can be tough to live with, no doubt about it. Family is precious and how you relate and communicate during the building and growth of your enterprise is vital.

When it comes to talent management, the focus is primarily on hiring the very best and identifying next-generation leaders. The goal is to build a bench, align skills with strategic opportunities for growth and prepare the organization for prized successors.

Entrepreneurs are a special breed. Successful entrepreneurs are even more special. And of course, serial entrepreneurs are exceptionally rarefied.

Everyone thinks they’re smart. And lots of people are. If we hired applicants based on raw aptitude, perhaps we wouldn’t have a war on talent. We know making things happen at work is not solely based on our cognitive skills.