Michele Benton, Ph.D.

Ｌｅａｄｅｒ　Ｉｎｓｉｇｈｔｓ 𝗧𝗲𝗮𝗺 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 In my coaching conversations with leaders, some common 𝗯𝗮𝗿𝗿𝗶𝗲𝗿𝘀 are often revealed in fostering team member accountability. ▶ Fear of Conflict: Leaders may avoid holding team members accountable to prevent potential conflicts or uncomfortable situations. Confronting someone about their performance can lead to defensiveness or tension within the team. ▶ Lack of Clear Expectations: If expectations, roles, and responsibilities are not clearly defined, team members may not understand what they are accountable for, making it difficult for leaders to enforce accountability. ▶ Inconsistent Enforcement: Inconsistency in enforcing accountability can lead to perceptions of favoritism or unfairness. Leaders must consistently apply standards and consequences to all team members to maintain trust and fairness. ▶ Insufficient Feedback Mechanisms: Without regular, constructive feedback, team members may be unaware of their shortcomings or areas for improvement. This makes it challenging for leaders to hold them accountable for performance. ▶ Resistance to Change: Team members might resist new accountability measures, especially if they are accustomed to a different management style. Resistance can stem from a lack of understanding or fear of increased scrutiny. ▶ Limited Authority or Support: Leaders may struggle to hold team members accountable if they lack the authority to enforce consequences or if upper management does not support their efforts. This can undermine their ability to lead effectively. ▶ Balancing Accountability and Morale: Striking the right balance between holding team members accountable and maintaining team morale can be challenging. Overemphasis on accountability can lead to stress and burnout, while underemphasis can result in complacency and low performance. Key practices to 𝗳𝗼𝘀𝘁𝗲𝗿 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: ▶ Set Clear Expectations: Clearly define roles, responsibilities, and performance standards for each team member. Use well-defined goals to ensure expectations are understood and attainable. Be sure to assess the team member’s level of motivation in working toward established goals. ▶ Provide Consistent Feedback: Establish regular check-ins and performance reviews to discuss progress, address any issues, and provide constructive feedback. This keeps everyone on track and highlights areas needing improvement. ▶ Lead by Example: Model the behavior and work ethic expected from the team. Demonstrate accountability in your actions, such as meeting deadlines, admitting mistakes, and showing commitment to the team’s goals. ▶ Promote a Culture of Ownership: Encourage team members to take ownership of their work by involving them in decision-making processes and empowering them to make choices. Foster an environment where team members feel responsible for their contributions. Additional leader insights here: https://lnkd.in/g_RiQept

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I’m a certified ICF leadership coach so I take to heart the stats ICF puts out and want to share these with you. How ready are you to level up your leadership and your personal growth?

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Balancing assertiveness with approachability in leadership is a dance of grace and grit. As leaders, we must navigate the fine line between being firm in our decisions while remaining open and accessible to our team. Here are a few practical tips: Listen Actively: Show that you value your team’s input. Acknowledge their perspectives even if you don’t always agree. Be Transparent: Explain your reasoning behind tough decisions to build trust. Stay Humble: Remember to self-reflect but don't dwell on your image. Leadership is about influence, not self-importance. Encourage and Empower: Create a culture where your team feels safe to take risks and innovate. Leadership isn’t about being perfect; it’s about being present and persistent. How do you balance assertiveness with approachability in your leadership style? Share your tips or experiences. #LeadershipBalance #ApproachableLeaders

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Laboratories for Elevating Leadership I've been fortunate to participate in and also witness the benefit of Executive Leadership Development Programs. These multi-month programs help sharpen decision-making, build strategic acumen, and the capacity for innovative thinking. Offered at important transition points in an organizational leadership pipeline, these programs often help pave the road to Senior Leadership positions. They help arm growing leaders with the arsenal required to master complex business terrains and lead with unwavering confidence and foresight. Investing in executive development can reap substantial rewards for organizations. It amplifies leadership competencies, which in turn ignites team performance, bolsters employee engagement, and fortifies financial outcomes. Selecting the optimal program is crucial. The premier programs blend scholarly rigor with practical relevance, equipping leaders to confront formidable challenges and capitalize on emerging opportunities. The right development program doesnt just impart knowledge; it transforms the way leaders think and act. Ive seen firsthand the impact that thoughtful, well-structured development can have on individuals and organizations alike. Its about unlocking potential, fostering resilience, and navigating the complexities of modern business with grace and strategy. If youre on the path to refining your leadership skills or elevating your teams performance, the key is to choose a program that resonates with your values and challenges you to grow. #ExecutiveLeadership #Development #Leadership #HighPerformance #LeadershipTransitions

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𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗶𝗻 𝗣𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 As I coach tenured organizational leaders, a topic that often surfaces is the development of the next generation of leaders. As the Baby Boomer generation transitions into retirement, organizations face a significant shift in leadership dynamics, necessitating a prepared younger workforce. Early leadership and developmental experiences are crucial in fostering 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗶𝘁𝘆. The term generativity was coined by psychologist Erik Erikson to denote "a concern for establishing and guiding the next generation." Generativity encompasses intentionality to contribute to the well-being of others, particularly younger individuals, and to create a legacy that benefits society as a whole (Erikson, 1950; McAdams & de St. Aubin, 1992). In an organizational context, leaders who engage in generative activities may experience higher levels of personal fulfillment and psychological well-being as they coach, mentor, teach, or contribute to the development of their direct reports (McAdams et al., 1993). Additionally, organizational benefits include contributing to a culture of continuous improvement and innovation, particularly important in times of significant leadership transition, such as the current period marked by Baby Boomer retirements (Rothwell, 2010). Generativity promotes intergenerational unity. By investing in the development of younger generations, older individuals help bridge the gap between age groups, fostering mutual respect and understanding. This is essential for addressing complex organizational challenges that require collective action across different age cohorts (Kotre, 1984). To foster generativity among young leaders, incumbent leaders can consider: ▶ Establishing Mentoring Programs: Create formal mentoring programs where experienced leaders can guide and support younger employees. These programs should emphasize the importance of social responsibility and the impact of leadership on the broader community. ▶ Promoting a Culture of Coaching: Encourage a culture where coaching is a regular part of professional development. Leaders should be trained to provide constructive feedback and support that helps young professionals grow professionally and personally. ▶ Incorporating Generativity into Leadership Training: Leadership development programs should include components that focus on generativity. This can involve workshops on community engagement, ethical leadership, and the long-term impact of decision-making. ▶ Encouraging Community Involvement: Support and encourage young leaders to engage in community service and other activities that benefit a greater breadth of individuals. Provide opportunities for them to lead projects that have a positive impact. Let's connect: https://lnkd.in/e6_B7Cgy #leaderdevelopment #successionplanning #leadershipteamdevelopment

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Let’s transform conflicts into collaboration 🙌 In my recent conversation with my good friend and colleague, Michael Fraidenburg, we discussed ways to help you discover how to foster a credible commitment to solutions and move beyond “the blame game”. Check out these insights on mediating and facilitating effective change 👇 #conflictresolution #collaboration #effectivecommunication

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“A prudent question is one half of wisdom.” — Francis Bacon Just posted the 12th of my series of foresight methods that deal with uncertainties - this framework likely requires the least amount of experts and resources to be involved. We're simply calling it "What If... Explorations" and it is designed to unshackle companies, teams and people from "the now". Bonus- beyond an explanation and steps to use the tool I have also added: - seven attributes of a great question - 100 potential "what if" questions you could ask your teams tomorrow Here's my additional commentary on "What Ifs..": “What if questions are the lubricants for right-brain thinking among organizations and teams. Ask some of the best entrepreneurs what kept them going through the dark times and most will tell you it was a passion to address a big question or unresolved challenge. This is what ‘what ifs’ do Just look at a person’s eyes when you ask them a what if question and you can tell you are invoking a different part of their brain and adjusting their mindsets in the moment, maybe even ongoing. Foresights come out of open-ended what if curiosity that take into account the emotional and rational sides of the future.” — Sean Moffitt #futures #foresights #forecasts #15tools #whatifs #whatifexploration https://lnkd.in/gyRiT3jz Grey Swan Guild - Making better sense of the world together Radar Collection - Trend Report Series Cygnus Sprints Futureproofing - The Future Beyond Innovation Chris Voss Azul Wells Amr ElBasry Mike Blyth Marc Charette Crystal Hayling Nick Jarvis Bruno Goulart Larry Swedroe Manoj Kulwal Cristina Sangiorgi Tim Dillon John Peter Bäckman, Hong-Sen KE Tom Glaisyer Michele Wucker Iury Ramos ☑️ Areli Pineda Jeremy Kuo Thomas Kgokolo Julien Haye Juergen E.L. Meyer Chethan Anand Wojciech Roger Spitz Praveena Hook James Trevis Dip CII Maureen Upton Rajan Arora

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"The Impact of Reporting Structure" - From Episode 017 of the “Conversations on Leadership with Dr. Dave” podcast with special guest Susan Collins. Check out the full episode at https://vist.ly/x77x Linktr.ee/DrDaveMiles #leadership, #podcast, #DrDave, #executive, #CEO, #transformativealignment

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What if we could match the high level of work inputs channeled into DEI efforts with an equally high level of equitable outcomes? In my new article for HR.com, I outline the six stages of developing cultural competence and explain how both individuals and organizations can implement this transformational approach to: 1. Shift their unconscious Filters 2. Operate from the higher stage of development DEI work requires 3. Create lasting change 🔗 https://hubs.la/Q02Cd9-S0 #SpeedOfBias #CulturalCompetence #DEI

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Vision, Purpose and Mission -- What's The Difference?🎥👍 ✊😄 Download the transcript here: https://lnkd.in/djb55BfW "And those who apply them effectively together invariably get the most out of themselves, as well as the tangible achievements that were the targets of those efforts.” Watch The Masters Circle Global for another 5 minute Thrive In Five as Dr. Dennis Perman shares: Vision, Purpose and Mission -- What's The Difference? Thrive In Five is designed to help you build the practice you never before thought possible. If you have any topics, you want Bob and Dennis to cover, let us know. #chiropractic #chiropractor #chiropractors #chiropracticcare #chiropracticadjustment #chiropracticworks #chiropractichealth #chiropractictreatment #chiropracticlifestyle #chiropracticlifestylebuilders #chiropracticleadershipalliance #chiropracticCoaching #TheMastersCircleGlobal #BobHoffman #DennisPerman

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For decades, my motto has been "Doing well by doing good." I wholeheartedly believe in and inspire organizations to adopt the premise that not only is their vision to grow and be profitable but that they get there by doing good. That means 💡Doing good by the internal teams 💡Doing good by our external customers 💡Doing good by giving back to the community 💡Doing good by producing the products and services that are of exceptional quality and value After reading this article, I would expand the meaning of this motto to include that by doing good, leaders become role models that inspire others to do well by doing good. Being a force multiplier as Dr John Blakely puts it, creates the ripple effect of positive change beyond our immediate organizations, it has the possibility of solving the challenges facing our world today. Read the full article from Forbes Being a Force Multiplier - https://lnkd.in/gM8eGNmn

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A convenient, scalable approach to coaching, which caters to the needs of frontline managers — it allows for not only covering the learning-and-doing gap, but also makes remote management easier. Offering a taste of every critical aspect to leadership development, microcoaching does complement the ongoing organizational programs. An interactive and personalized solution for management people to lead with confidence. Innovative thinking Lauren Herring!

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Are you a coach or change leader eager to elevate your skills and confidently navigate complexity? Imagine a journey where you transform your approach to leadership and coaching, unlocking new dimensions of effectiveness and harmony. This July, embark on such a journey by joining the Polarity Wisdom Workshop. The Call to Adventure: Polarity Wisdom Principles In a world where opposing forces often clash, Polarity Wisdom principles emerge as a beacon, guiding leaders to integrate these forces harmoniously. These principles are not just theoretical; they have practical applications that can revolutionize various domains of leadership and coaching. Conflict Resolution and Collaboration: The Hero’s Journey Picture yourself as a leader facing a daunting conflict within your team. On one side, individual success drives competition; on the other, team success demands collaboration. Polarity Wisdom teaches you to recognize the interdependence of these elements. By leveraging both, you foster a harmonious work environment, enhancing productivity and team spirit. Strategic Decision-Making: The Balancing Act Imagine standing at a crossroads, where every decision teeters between short-term gains and long-term sustainability, stability and change, centralized and decentralized operations. It equips you with the tools to balance these dichotomies, leading to more sustainable and effective decision-making. Self-Reflection and Awareness: The Inner Quest Embark on an inner quest to uncover hidden biases and integrate different aspects of your personality. Polarity Wisdom helps you understand and manage internal conflicts, promoting personal growth and a deeper self-awareness. Improving Communication: The Bridge Builder Visualize a bridge spanning the gap between diverse perspectives. By recognizing and integrating these perspectives, you enhance communication and understanding in your relationships. It reduces conflicts and fosters a supportive, empathetic environment. Inclusive Decision-Making: The Community Leader Extend your leadership beyond the confines of your organization. Apply Polarity Wisdom principles to community and societal issues, guiding inclusive decision-making processes that consider diverse viewpoints and foster collective well-being. Facilitating Transformative Change: The Catalyst In workshops and training programs, you become the catalyst for transformative change. Polarity Wisdom accelerates personal and organizational development by promoting higher-order thinking and embracing complexity. The Transformation: Embrace Polarity Wisdom By applying Polarity Wisdom principles, you navigate complexity more effectively, foster innovation, and create harmonious and productive environments. This journey not only transforms your approach to leadership and coaching but also empowers you to inspire and lead others through the intricate dance of opposing forces. https://lnkd.in/gYvyKHHA #polaritywisdom

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How do you measure the impact of innovation? I’m interested in hearing from all of you on how you think of this. I think there are macro and micro ways (and ways in between) to measure innovation’s impact. McKinsey would suggest that it’s the ratio of R&D dollars invested to New Product Sales and those sales gross margin. At a macro level, this is compelling. However, R&D (Research & Development) assumes a company is identifying (through Research) what problems customers or potential customers are trying to solve. I’d argue that in a company that fosters innovation across its workforce, 25% of every employee’s time should be spend listening to or studying their customers in some capacity. When companies have a systematic approach to identify what needs to transform through customer understanding, then they can define what good looks like for a specific innovation and determine how to measure its success. An very tactical example of measuring customer success might be time spent to complete a job. If you’ve helped a doctor reduce the time to document a patient visit, that would be success. Companies dedicated to innovation have collect and track each innovation idea, then measure the number of ideas were implemented, and then calculate the total value of the ideas implemented. So in summary… Tactically – determine how to measure the success of a particular innovation with an outcomes-based metric. Functionally – collect and track the implementation of each innovation idea, and determine a way to calculate the total value of the implemented innovations. Company – R&D Investment to New Product Sales and Gross Margin. How do your companies measure the impact of innovation? I’m interested in your feedback! #innovation #transformation #customerexperience https://lnkd.in/gW9sqMHj

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It's easy to overlook organizational culture until it impacts an organization negatively. However, the consequences of ignoring a harmful workplace culture can be dire. LHH’s latest whitepaper, “Putting Culture First: Cultural Transformation as a Competitive Advantage,” explores the critcal role of organizational culture in driving business and delves into the impact organizational culture has on innovation, employee productivity, operational efficiency, financial performance. It’s no surprise that 81% of business leaders have invested in their organizational culture or plan to do so in the next 12 months. Key takeaways include: 1. Act Now: Address cultural issues before they escalate into crises. 2. People-First Approach: A positive culture attracts and nurtures talent, driving performance. 3. Seize the Moment: Use reorganizations, mergers, leadership changes, or crises as opportunities to transform your culture. 4. Foster Innovation: Prioritize people and cultivate a culture of innovation for unique solutions and positive results. 5. Embrace Diversity: With today’s diverse workforce, a DEI strategy is crucial to engage and motivate employees. 6. Four Pillars of Transformation: Cultural identity assessment, vision establishment, leader engagement, and culture embedding are key to successful cultural transformation. Download the whitepaper to learn how to start your cultural transformation journey. https://lnkd.in/edvhUh-G #WorkplaceTransformation #AssessingCulture #LHHLeadershipDevelopment

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✨Hey LinkedIn Friends!✨ I am honored to have been featured in this episode of Executive Connect where we dive into the core of Transformative Leadership—a topic that's near and dear to my heart. 🌟 In this discussion, I share my journey from investment banking to academia and consulting, and how faith and spirituality have been essential in shaping my leadership philosophy. We talk about the intersection of faith-based principles and ethical decision-making, the power of bringing your full self into the workplace, and practical strategies for building resilience and transforming mindsets. Leadership is not just about holding a title—it's about cultivating self-awareness, managing stress, and developing a strong support system to serve with compassion and purpose. I also emphasize the importance of trust, openness, and vulnerability as essential pillars of impactful leadership. Thank you, Melissa Aarskaug, for the thoughtful conversation and for highlighting the values I strive to live by in my work! Follow Executive Connect on LinkedIn and other platforms for more insights on leadership. #TransformativeLeadership #FaithInLeadership #LeadershipDevelopment #Resilience #MindsetShift #TrustInLeadership #LeadWithPurpose #ServeWithCompassion

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Thrilled that #FixingLeadership has started to make its way to leaders inboxes and mailboxes everywhere! My newest book addresses the systemic gaps facing leaders and organizations today: 📌 Why conventional leadership development methods fail 📌 Why we're not investing in the next generation 📌 What skills we need to, but aren't teaching 📌 What we need to be teaching, and 📌 How to teach skills so we remember and can apply them #Leaders - this book is for you. Remember: 1. If you don't invest in your leadership, you're not learning how to solve your own or your organizations' challenges - you become stuck where you are 2. If you're not investing in others' growth and building other leaders, the weight of change and organizational improvement all falls to you - you remain the bottleneck, stuck where you are 3. If there is no succession; no pay-it-forward - then there is no legacy. The walls fall down behind you and the collective impact and economic worth of your enterprise implodes. The leadership vacuum we are seeing - IS NOT SOMEONE ELSE'S PROBLEM. Arm yourself today with the tools you'll need tomorrow to be and do better. https://lnkd.in/gGqXNghU

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I have been researching behavioral change to improve my training programs and advising on organizational cultural change for nearly 40 years. Even though there were measures of great success in both areas, I didn't always see sustainable change... not until I found coaching. The big shifts come when coaching the "who" by reflecting on and asking to describe who they are in their vision of a desired outcome and how they would define themselves today in this context. We then work to close the gap by looking at the beliefs, assumptions, and conflicts of values that were keeping them from moving forward, until now. This clip from #npnhub shares a snippet of what I am always seeking to understand better about change. #coaching #culturechange #neuroplasticity #transformation

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