Zenger Folkman Leadership Podcast

Leadership at Full Strength podcast answers today’s hottest questions on leadership issues. Jack Zenger and Joe Folkman answer the following questions in this episode: - "If management is coaching me, who coaches management?" - "What can we do to stabilize our organization, regardless of who is leading us?" - "What can my company do to continue developing our employees without spending lots of money?" and more!

Leadership at Full Strength podcast answers today’s hottest questions on leadership issues. Jack Zenger and Joe Folkman answer the following questions in this episode: - "If management is coaching me, who coaches management?" - "What can we do to stabilize our organization, regardless of who is leading us?" - "What can my company do to continue developing our employees without spending lots of money?" and more!

Jack Zenger and Joe Folkman answer the following questions in this episode:  Is there such a thing as a perfect leader—regardless of situation? Or are there leaders better suited for certain jobs and industries over others? I work in the technology industry and would like to know if a specific type of leader would be better suited to my industry than another. What would you say to a person whose influence & respect within an organization is such that they could be a very good leader but does not have aspirations or desire to be a leader? Has leadership changed with the passing of time? Are leaders different today than say, 50 years ago? 25 years? 10 years? How can I use incentive programs & packages to help create a culture where going the extra mile and reaching for lofty goals is the norm? The culture where I work is specifically catered to certain types of leaders, and the only leaders who last are the ones that fit our organization’s “mold.” I don’t feel like I fit into that “mold” very well, but I don’t think I’m a bad leader…I just lead in a different way than my org. would like. What can I do to either change the way I lead (which I don’t want to do because it’s unnatural to me) or to get my company to respect the kind of leader that I am? In an organization rooted in “Tradition” and “This is the way it is,” how do I get people excited to jump on the ‘change’ bandwagon? I’ve been at my company for 6 years now and I have a lot of responsibility, but I’d like to move from my department to another area that interests me more. Any tips on how to approach a situation like that? You guys mention that we should work on our strengths, and for the most part I agree. But what about a situation where I am passionate about something and love doing it but am not necessarily good at doing it? In other words, it’s not a strength for me but it’s something that I’d like to develop and spend time at. Would I benefit more by focusing on something that I’m good at, or should I work on a passion that I’m not very competent in? We’d love for you to experience our award-winning leadership workshops in a city near you.  We also invite you to join us for our monthly webinars. To learn more, visit zengerfolkman.com/events. To listen to past podcast episodes and view the notes for this episode, visit zengerfolkman.com/podcast. There you can also enter our monthly book contest.

Jack Zenger and Joe Folkman answer the following questions in this episode:  Is there such a thing as a perfect leader—regardless of situation? Or are there leaders better suited for certain jobs and industries over others? I work in the technology industry and would like to know if a specific type of leader would be better suited to my industry than another. What would you say to a person whose influence & respect within an organization is such that they could be a very good leader but does not have aspirations or desire to be a leader? Has leadership changed with the passing of time? Are leaders different today than say, 50 years ago? 25 years? 10 years? How can I use incentive programs & packages to help create a culture where going the extra mile and reaching for lofty goals is the norm? The culture where I work is specifically catered to certain types of leaders, and the only leaders who last are the ones that fit our organization’s “mold.” I don’t feel like I fit into that “mold” very well, but I don’t think I’m a bad leader…I just lead in a different way than my org. would like. What can I do to either change the way I lead (which I don’t want to do because it’s unnatural to me) or to get my company to respect the kind of leader that I am? In an organization rooted in “Tradition” and “This is the way it is,” how do I get people excited to jump on the ‘change’ bandwagon? I’ve been at my company for 6 years now and I have a lot of responsibility, but I’d like to move from my department to another area that interests me more. Any tips on how to approach a situation like that? You guys mention that we should work on our strengths, and for the most part I agree. But what about a situation where I am passionate about something and love doing it but am not necessarily good at doing it? In other words, it’s not a strength for me but it’s something that I’d like to develop and spend time at. Would I benefit more by focusing on something that I’m good at, or should I work on a passion that I’m not very competent in? We’d love for you to experience our award-winning leadership workshops in a city near you.  We also invite you to join us for our monthly webinars. To learn more, visit zengerfolkman.com/events. To listen to past podcast episodes and view the notes for this episode, visit zengerfolkman.com/podcast. There you can also enter our monthly book contest.

Leadership at Full Strength podcast answers today's hottest questions on leadership issues. Jack Zenger and Joe Folkman answer the following questions in this episode: Is there such a thing as a perfect leader—regardless of situation? Or are there leaders better suited for certain jobs and industries over others? I work in the technology industry and would like to know if a specific type of leader would be better suited to my industry than another. What would you say to a person whose influence respect within an organization is such that they could be a very good leader but does not have aspirations or desire to be a leader? Has leadership changed with the passing of time? Are leaders different today than say, 50 years ago? 25 years? 10 years? How can I use incentive programs packages to help create a culture where going the extra mile and reaching for lofty goals is the norm? The culture where I work is specifically catered to certain types of leaders, and the only leaders who last are the ones that fit our organization’s “mold.” I don’t feel like I fit into that “mold” very well, but I don’t think I’m a bad leader…I just lead in a different way than my org. would like. What can I do to either change the way I lead (which I don’t want to do because it’s unnatural to me) or to get my company to respect the kind of leader that I am? In an organization rooted in “Tradition” and “This is the way it is,” how do I get people excited to jump on the ‘change’ bandwagon? I’ve been at my company for 6 years now and I have a lot of responsibility, but I’d like to move from my department to another area that interests me more. Any tips on how to approach a situation like that? You guys mention that we should work on our strengths, and for the most part I agree. But what about a situation where I am passionate about something and love doing it but am not necessarily good at doing it? In other words, it’s not a strength for me but it’s something that I’d like to develop and spend time at. Would I benefit more by focusing on something that I’m good at, or should I work on a passion that I’m not very competent in? To get more updates from Jack, Joe and the rest of the ZF team by visiting our blog or registering for our Leadership Resource Center! Enjoy the podcast, and be sure to join us for the next podcast episode, updating the end of April!

To celebrate the new podcast from Zenger Folkman, we're presenting the first chapter of The Extraordinary Leader: Turning Good Managers Into Great Leaders. The bestselling business book has become a hallmark of leadership development and contains the foremost research on the subject today. Enjoy the podcast and we look forward to having you join us for upcoming episodes!We’d love for you to experience our award-winning leadership workshops in a city near you.  We also invite you to join us for our monthly webinars. To learn more, visit zengerfolkman.com/events. To listen to past podcast episodes and view the notes for this episode, visit zengerfolkman.com/podcast. There you can also enter our monthly book contest.

To celebrate the new podcast from Zenger Folkman, we're presenting the first chapter of The Extraordinary Leader: Turning Good Managers Into Great Leaders. The bestselling business book has become a hallmark of leadership development and contains the foremost research on the subject today. Enjoy the podcast and we look forward to having you join us for upcoming episodes! We’d love for you to experience our award-winning leadership workshops in a city near you.  We also invite you to join us for our monthly webinars. To learn more, visit zengerfolkman.com/events. To listen to past podcast episodes and view the notes for this episode, visit zengerfolkman.com/podcast. There you can also enter our monthly book contest.

To celebrate the new podcast from Zenger Folkman, we're presenting the first chapter of The Extraordinary Leader: Turning Good Managers Into Great Leaders. The bestselling business book has become a hallmark of leadership development and contains the foremost research on the subject today. Enjoy the podcast and we look forward to having you join us for upcoming episodes!