Lead on Purpose

Promoting Leadership Principles in Product Management


Leave a comment

Why [brief]? Communicate with power

We live in a fast-paced world. We never have enough time to complete the agenda. The more we accomplish, the more the work seems to pile up. It gets overwhelming.

How do you deal with mounting stress? How do you keep your wits about you when the pressure to deliver intensifies? One method is to be brief in your communication.

brief-pic Continue reading


2 Comments

Why great leaders are learners

Learning is one of the key tenets of leadership. Great leaders are learners. They read voraciously. They write and teach what they learn. Learning is as much a part of their life as eating.

Learning is key to coming up with new ideas that will improve your business and ensure success. Learning is the key to growth. Leaders who are learners ‘raise the tide’ for everyone around them. Learning is key to progress.

Learning Continue reading


Leave a comment

3 Steps to Reach for Your Next Milestone

Guest post by Bob Pritchett, President/CEO of Faithlife Corporation

 Has anyone ever told you that you have permission to do something incredible? You can have the life you’ve always wanted. And, you can start right now.

If you’re ready to reach for your next milestone, follow these three simple steps to keep moving forward. Continue reading


2 Comments

What are your 5 whys?

One of the quickest, simplest approaches to performing root cause analysis (finding the answers for why something happened the way it did) is to use the 5 whys technique. Using this approach, you write a statement that contains the problem or question you want to resolve. Next you ask ‘why?’ to the statement and write the answer. If that is not the root or cause you’re looking for, you ask ‘why?’ and continue to answer the question ‘why’ until you get to the root cause and can go no further. Continue reading


Leave a comment

Build Your Network to Live Your Passion

Work Happy Now! Guest Post by David Bradford, author of Up Your Game

All of our life successes are defined within the context of their impact on people; namely ourselves first, then impact on family, community, and globally. Without people, on a small scale or large, no innovation in technology would be of significant value. Without people our lives lack depth, connection, and passion.

The Power of Personal Relationships

Two of the most talented people I have ever interacted with are Bill Gates and Gary Kildall. Gary Kildall and Bill Gates have had arguably the most profound impact on the history of personal computing of any two people except possibly Steve Jobs and Steve Wozniak. They defined the age of personal computing, and their contributions continue to have a major impact on business in the twenty-first century.

Why is Bill Gates one of the richest men on planet Earth and Gary Kildall a forgotten footnote in the annals of the computer industry? The fundamental reason is that Gates and Microsoft were about developing relationships that enabled them to secure an agreement to supply the desktop Operating System for the IBM Personal Computer and Kildall did not. Why? What factor impeded the “Inventor of the P.C. Operating System” from securing the most important contract in the history of the computer industry, yet permitted Mr. Gates to secure the same?

Continue reading


1 Comment

Accelerating Leadership Development in the Workplace

Contributed by Global Knowledge

Today’s business recruiters face a growing concern over the future of leadership. This concern is certainly not unfounded – by the year 2020 over a quarter of the workforce will be aged 55 and over (compared to just 13% in 2000), and many of these will hold senior positions in their organization. Employers are therefore being faced with the sensitive task of bridging the skills gap in a bid to find new leaders to replace those who are heading towards retirement.

Accelerating Leadership DevelopmentJocelyn Bérard, Global Knowledge’s Vice President is one leader who is working diligently to steer organizations through the leadership predicament towards a green light solution. In his latest publication Accelerating Leadership Development: Practical Solutions for Building Your Organization’s Potential, Bérard identifies key ways in which employers can work to fill leadership roles, whether through leadership training or business development strategies.

According to Bérard, the book’s main purpose is to aid businesses to “speed up the process of leadership development [by making sure that they] have the right opportunities and infrastructure to retain that talent.” The publication includes a step-by-step approach to accelerating leadership development within the workplace, which seeks to lay the foundations for organizations to “identify talent gaps, select next-generation talent, determine leadership requirements and give them [employees] the tools they need to succeed.”

The publication also includes interviews with top international academics and executives from Europe and North America who offer sound advice on how to find, encourage and nurture emerging talent in the workplace.

In addition to his recent book, Bérard also regularly offers leadership advice in industry publications both online and in print. In a recent article on accelerating leadership development, Bérard identified two key strategies for organizations seeking to prepare for leadership succession:

1.  The 9-Box Grid

A core part of the solution is identifying potential leader candidates, this may be an employee who consistently produces work of a high standard and is skilled in every area of their role. One tool, which Bérard suggests organizations can use, is the nine-box grid that can be used to position potential leaders on a low, medium and high performance scale.

However, merely scoring employees with a performance rating is not enough to predict and rate potential leaders. Bérard identifies six factors that employees need to take into account in order to assess future leaders. These are:

  1. Cognitive complexity and capacity
  2. Learning orientation: self and others
  3. Drive and achievement orientation
  4. Motivation to lead
  5. Social and emotional complexity and capacity
  6. Personal and business ethics

These factors are believed to be essential in order to streamline the leadership assessment process.

2.  Carefully Identify Potential Leaders Through Diagnosis

Meticulously assessing a potential leader’s capabilities, competencies, experience and knowledge is essential in order to recognize strengths and identify room for improvement. Bérard says options for assessment could include “360-degree surveys or simulations, validated personality traits inventories, tailored knowledge, and an experience review interview or questionnaire.”

Using these four components to appropriately assess potential-leaders will give employers an accurate indication of whether a candidate is ready to make the leap of faith towards leadership training and development.

Author Note: Global Knowledge are IT and business training providers who organize a number of leadership development training events designed to offer practical solutions for building an organization’s potential. The next event will be hosted by Jocelyn Bérard on the 2nd December. Visit the website to find out more.


The Product Management Perspective: Many product management leaders face challenges with aging individual contributors on their teams. What makes this challenge even more difficult is the shortage of college programs focused on product management, which means new candidates need training and preparation beyond what they get in college to get started. Therefore, product management leaders must focus on not only finding people with the right skills to lead their products, but also on training them for their job. When hiring a VP or Director of Product Management, make sure your chosen candidate understands these aspects and will focus on developing leaders in your product organization.

Follow

Get every new post delivered to your Inbox.

Join 3,003 other followers