Matthew Smith While the business press tends to focus attention on macro strategic forces such as AI, geopolitics, and climate change, one of the biggest trends among experts in leadership development today is perhaps surprisingly a focus on building deeper, more “human” capacities. The call for leaders to embrace their humanity is not new. Next year will mark the thirtieth anniversary of Daniel Goleman’s book Emotional Intelligence, which popularized competencies such as self-regulation, empathy, and social skills as critical to leadership success. More recently, however, many leading thinkers on leadership development have suggested the need for leaders to undertake even…

Chris Westfall Passive-aggressive leaders specialize in hiding their true feelings, and making you question your own. Instead of taking a direct approach, and fostering clarity, passive aggressive leaders lack the courage (or the interpersonal skills) to confront workplace challenges. In a report from the Harvard Business Review, researchers identified passive-aggressive leadership as a key factor in low employee engagement and reduced organizational performance. PwC says that a passive-aggressive organizations will suffer from an inability to execute, experiencing ineffective decision making and an “information disconnect” - something that no one can afford in the age of AI. Rather than addressing issues…

Being a great leader is not only about charisma or communicating the right way. It's about building a personal connectionand earning the respect of others. There is no surefire recipe for success, but the following seven habits can help you increase your influence: 1. Cultivate self-belief. Having confidence in yourself is a basic requirement for being seen as a leader. Not only will you be more effective in trying to present your vision, but it will also make you more likable, encouraging others to trust and follow you. Confidence is a powerful tool for inspiring others. 2. Treat others with…

The transition from team member to leader can be challenging, as any new position comes with its own learning curve. It is crucial to notice red flags that could result in friction between leadership and employees. “We need to understand ourselves—our needs, our wants, our boundaries, and our triggers—so that we can help others to do the same,” Natalie Pearce, cofounder of The Future Kind, says. While charisma and confidence may catch others’ attention, some traits can reveal an inability to lead effectively. Recognizing these traits early can help you to inspire and support your teams, rather than hinder them.…