Oftentimes, leaders face the difficult challenge of finding the balance between innovation and efficiency: on one side lies an irresistible urge to “think outside the box”, breaking free of conventional thinking to uncover groundbreaking solutions; on the other, “thinking inside the box” involves optimizing existing systems while increasing resources. Ultimately, reaching operational excellence requires mastering both approaches equally well.
Managing disconnected projects within organizations is like treading through an endless maze, riddled with operational and financial risks. We can avoid this danger zone through strategic planning, cross-functional collaboration, and effective project and program management. Leaders should recognize the significance of aligning all initiatives with an appropriate strategic vision – setting themselves up for operational efficiency and long-term success.
The quest for Permit A38 in the whimsical world of Asterix and Obelix serves as a metaphor for management challenges in the workplace. The story highlights the importance of clarity, resource allocation, and fostering a culture of ownership and responsibility in teams. It emphasizes that effective leadership involves clear communication, resource support, encouraging ownership, leading by example, and promoting collaboration.
Drawing inspiration from the aviation industry’s principle of securing one’s oxygen mask before assisting others during an emergency, we look into how this principle can be applied to leadership. The emphasis is on the importance of self-care in leadership, including mental health awareness, setting an example, making sound decisions, and maintaining a healthy work-life balance.
In the quest to assemble the team we need, do we often get the team we deserve instead? They should be one and the same, yet that’s barely ever the case in practice. We want—and need—our employees to be engaged, curious, collaborative, knowledgeable, proactive, daring, and with a mindset of learning and growing. We’ve also been trained to seek out and recruit for these qualities, however accurate a recruiting process can be. And then we expect team members, new and old, to act and live up to the potential we’ve seen in them. Things get tricky when that doesn’t happen, and we’re left wondering what went wrong.