| Leadership Self-Check |
Want to get an idea of your leadership style? Click on the icon below.
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| Quote of the Month |
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One of the hardest tasks of leadership is understanding that you are not what you are, but what you're perceived to be by others.
- Edward L. Flom
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Upcoming
Events |
Sept. 19, 6:00 pm: HRMA meeting sponsored by CBIL @ Airport Renaissance Hotel
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| Take a Survey,
Win a Book! |
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Answer our 4-question leadership survey and you may be the lucky winner of the Bossidy and Charan book, "Execution: The Discipline of Getting Things Done. Winner chosen at random and announced in the next newsletter.ill re |
| Coming Soon to CBIL! |
| DISC Personality Profiler
Gateway Leadership Training Program for New Leaders
Contact Barry for more info. |
| Did You Know? |
| For the first time in our history there are four generations of people working together. Learn more about these groups by viewing CBIL's generational diversity webinar. | |
| Greetings!
Welcome to "Just Add Value," the newsletter of the Center for Business, Industry & Labor at St. Louis Community College. Our newsletter is designed to add value to you and your organization by sharing information, resources, tips, quotes and fun items. We hope that you find it valuable and look forward to receiving it each month. In this issue we take a look at leadership development. Be sure to complete our leadership survey if you want the chance to win a prize! Enjoy!
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| Spotlight on Leadership
 If you ask people who work for a living what makes them come back to work day after day, they will tell you that they want to be involved, they want to know what's going on, they want to be noticed, they want to feel like their efforts make a difference to the organization. It turns out that a paycheck is about halfway down the list of the top ten things that motivate people to work. Surprised?
The leader who can address these personal needs of the workforce will find people flocking to his/her leadership and will build a powerful organization. Herewith, free of charge, are the five Key Principles of Leadership, courtesy of Development Dimensions International (DDI):
- Maintain or enhance self-esteem
- Listen and respond with empathy
- Ask for help and encourage involvement
- Share thoughts, feelings and rationale
- Provide support without removing responsibility
So how do leaders apply these principles?
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| Meet the Practice Leader
 Barry Schapiro is the Business Practice Leader of Leadership and Team Development at CBIL. He has had a distinguished career as a business consultant, trainer, and mental health professional. His career has taken him through business, nonprofit, and academic environments, working with leaders, followers, and some people who couldn't figure out where they wanted to go. He has a Master's Degree in Social Work and a Bachelor's Degree in English from the City University of New York.
Click on Barry's photo to ask him a question about developing leaders in your organization.
"That's my story and I'm sticking to it."
- Barry Schapiro
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What It Takes to be a Great Leader
 In pondering the eternal question, "Are leaders born or made?" you can probably come up with several arguments on either side. Great leaders are often known for what they do - their results in the marketplace or on the battlefield. We would suggest that great leaders should be known for who they are as people - the way they think and feel about themselves and others.
In their book Execution: The Discipline of Getting Things Done, Larry Bossidy and Ram Charan suggest that leaders who have a good handle on who they are as people have the potential for greatness and the ability to lead an organization to success.
The strong suit of a great leader, according to Bossidy and Charan is to have the strength to be open to information, even when you don't like it. This means being able to build on one's own strengths and to correct weaknesses.
Furthermore, a great leader must have emotional strength, which Bossidy and Charan boil down into four core qualities:
- Authenticity - be real, show who you really are, not a mask you put on for appearances. Authenticity builds trust. Walk the walk.
- Self-awareness - Learn to be comfortable with your strengths and not crippled by your shortcomings. You must have the continued capacity for growth.
- Self-mastery - Keep your ego under control, take responsibility for your behavior, adapt to change, embrace new ideas, and adhere to your standards of integrity under all conditions.
- Humility - Know how to listen and admit you don't know all the answers. Share credit for accomplishments and learn from your mistakes.
I don't know about the rest of you, but I'm reminded every day of the importance of the last item. I have learned to appreciate the capacity of my colleagues to fill in the blanks when I'm stumped and to pick me up when I'm down, helping me on my own path to greatness.
-Barry Schapiro
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Managing Millennials
 The Millennials - those employees who entered the workforce since the year 2000 - are going to change the workplace. Their impact has already been felt as the workplace moves from a linear thinking, policy driven environment to a menu driven, life balanced, multitasked environment. Millennials walk the walk when it comes to respect for diversity, telling the truth and adaptability to change.
Millennials tend to be impatient with the pace of things in today's workplace. They are capable of managing several ideas or projects simultaneously, and are pragmatic about doing what's necessary to achieve desired outcomes. If there are rules, they want to know the reasons behind them. Be prepared for lots of "Why."
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Launch of CBIL's Lean Enterprise
On July 13th, CBIL launched its "Lean Enterprise" practice area with a briefing conducted at Ces & Judy's Conference Center in Frontenac. Thirty-five representatives of St. Louis businesses attended, with the majority representing the manufacturing sector. George Friesen, Lean Enterprise Business Practice Leader, reviewed his practice area's approach to lean process implementation campaigns as well as the various types of services available through the practice area. George stressed that CBIL's approach to lean implementation is based upon the assumption that adopting lean processes involves driving a very basic change in the organization's understanding how line workers' contributions can increase productivity. Therefore, implementing lean processes involves much more than simply modifying work processes, it involves a major culture change in most organizations.
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Thanks for reading. We hope this newsletter added value to your day. Email Shayna Howell with your comments and suggestions for future newsletters.
Sincerely,
The CBIL "Just Add Value" Team
Center for Business, Industry & Labor
St. Louis Community College |
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