Center for Legacy Driven Leadership

Here's my latest Substack! Follow there and let's keep talking about leadership.

Fractured to the Fundamentals let's go back, way back, back into time

Plan to join us live in Dallas, Texas, AND virtually for the Q2 class, the Curriculum Readiness Workshop. This is a 4-hour event where you will learn how to effectively design or redesign curriculum from an inspired idea. Turn one idea into a multi-faceted learning kit.

This is for those who are ready to actively build in real time.

Hi Leaders!

Who's on Substack? Meet me over there. I opened a leadership page.

Confession of a Leadership Purist Theory => Filter to Opinions and Experiences

Hello Leaders,

Check out my latest LinkedIn article.

What Are You Saying About Leadership? My love affair with leadership started with theory. Safe, empirical, anchoring language inspired me to explore my opinions and experiences.

Hello Leaders,

Here's my latest LinkedIn article. Let's connect over there!

Leaders and Teams, A Reflection I am amazed that with the flux I note in leadership study/research, there is as strong an emphasis today as there was when I was at Dillard University that companies look for good team players. That was the key that supposedly turned the lock: good team player.

Hello Leaders,

My sister, Chanelle Renee Yarber, just released her new book Market to Anybody on Amazon.

If you’re a business owner or leader who wants your marketing to actually connect with people and drive results, this is worth checking out.

Here’s the link: https://a.co/d/j0v3FhE

Proud of her and happy to support.

Hello Leaders! Here's my latest LinkedIn article. Let's connect. Follow me there!

Link:

Leadership and Faith Whose safety is priority? We say everyone, and that is good. The nature of decision making, though, almost demands a ranking.

Are we connected on LinkedIn?
Well, let’s do it!

Boomerang Empowerment | Center for Legacy Driven Leadership If you subscribe to a leadership practice that empowers others, then what do you do when team members do not want it?

Leaders,

Make plans to join my Leadership Learning Dialogues via Zoom! It’s a power hour to discuss leadership and reflect on how to best practice what we learn.

Hello Leaders,

Here's my latest LinkedIn article. Are we connected on LinkedIn yet? Let's fix that!

Leadership and Change I find that there are several continuums on which factors of leadership exist: type, style, approach to theory versus experience, and guiding principles for leadership education environments, to start. That these continuums exist at the same time is not to say that they co-exist, and with that, peac

Give attention to what is necessary for productive team dynamics. A friend shared several of her experiences on an instructional team. I think in leadership so I asked questions, and her answers inspired this post. Beyond what we all generally expect or know “should” happen among professional adults, sometimes navigating team dynamics is tricky.

There can be no assumptions. Recognize patterns and learn by reasonable observation? Yes. Assume without conversation, though? I say no, it is both unwise and unadvisable. Teams have worked like this, with most or all parties operating on some undercurrent reality. No clarity or conversations, just strong opinions.

1) To optimize the team dynamic, have an intentional conversation about strengths, skills, and relevant experiences.

2) Set the ground rules for what is important to the team and behavioral standards. Things like active listening, no yelling, intellectual humility, etc. go a long way when there is a baseline understanding of how the team acts when they come together.

3) Commit to truth telling. In a team there are varied levels of exposure, experience, tenure, and specialty. The individual can only speak for the individual, and give consideration to the team. Truth telling as a team value makes room for everyone’s perspective toward the best solution. All perspectives are needed. Team members, do not allow yourselves to be silenced by a tenured bully or disregarded by a new-to-the-role know-it-all.

4) Focus on who benefits from optimal team performance. Serve the group or organization well. Celebrate all the wins, especially when the wins are the result of working well together.

Everyone has to give up a little to serve the team dynamic, without losing themselves. We can be compassionate, cordial, civil, professionals who make the best of our meetings and contribute to our tasks and agendas. We can do this while learning from others on the team. We can do this with a learner’s attitude, expecting that the team can teach us some things.

Let’s consider it, shall we? Feel free to weigh in.