The Thoughtful Leaders Blog
Posted by Robyn McLeod on May 3, 2012
 This past weekend I ran a 5K race through the Bronx Zoo – the Run for the Wild to raise funds to save the world’s lion population. It was a great run traversing up, down, and through the many trails of the zoo. On a cool morning, many of the animals were out. We saw giraffes, sea lions, African wild dogs, peacocks, and other animals.
There were runners of all abilities and stripes – thousands of us. As my husband and I ran together, it was great to see so many groups of co-workers running together, having fun, getting exercise, and raising money for a great cause. What a great formula for employee morale and engagement!
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Posted by Robyn McLeod on February 9, 2012
 There’s nothing I love more in sports than an exciting Super Bowl game. And, of course, it always helps when my favorite team wins! Getting to the Super Bowl is a crowning achievement for an NFL team and one that brings with it tons of attention, pressure, and expectation. As I watched all of the coverage leading up to the game and listened to interviews of past Super Bowl coaches, quarterbacks, and players, I heard great lessons and themes about what it takes to lead, manage, and participate on a team that is in the spotlight. These are thoughts and principles that can benefit anyone leading, managing, or participating in a team initiative in your organization:
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Posted by Robyn McLeod on January 12, 2012
 This is the time of year when many of us are in performance appraisal mode – writing our self-appraisal, preparing documentation for giving appraisals to others, reflecting on what went well in 2011, and remembering what did not get accomplished that we expected to achieve. While it is certainly important to look back and assess whether accomplishments were made, goals were achieved, and skills were developed, it is just as important – really, more important – to devote equal time to looking ahead and planning ahead for what you want to achieve in 2012.
Many people fail to truly think about and plan for the coming year in preparing for performance appraisal conversations, focusing instead on how to position past accomplishments and compile back-up data for last year’s goals and projects. So, before you head off to your annual performance review session, set yourself up for a more effective and forward-looking discussion by answering and asking the questions below.
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Posted by Robyn McLeod on December 15, 2011
We have shared our perspectives on employee engagement and positive, thoughtful leadership in previous posts. Here’s a piece that cites great research on the direct correlation between positive employee perceptions of their organization and company performance. This Harvard Business Review blog post describes Organizational Identification – an individual’s connection with a company’s character or reputation – as a factor in why employees are attracted to certain organizations and how that connection builds loyalty in retaining employees and customers. (Continue reading…)
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Posted by Lisa Kohn on October 27, 2011
I’m not sure where I first heard these two sentences combined. I do know that I repeat them, over and over, to my clients. Many of us grew up to Yoda’s (from Star Wars), “There is no try, only do.” We thought the little “guy” was cute, enjoyed his coaching Luke Skywalker, and maybe, every now and then, thought about not trying but instead just hunkering down and doing something. But taking things the next step by adding the second sentence, “There is no do, only be,” makes this concept even more real, and more pertinent to leadership.
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Posted by Lisa Kohn on October 13, 2011
Many years ago I taught an MBA presentation skills class and I included a section on audience analysis. I shared that it was important to determine how the intended audience of any presentation felt about the topic…and the tension in the room was always palpable. I began to call “feel” the “F word” – as if it was something that couldn’t be discussed in a business setting.
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Posted by Lisa Kohn on September 1, 2011
Years ago I was leading a group through our Increasing Performance through Strategic Thinking seminar and things were going great…until the end. The participants were all fired up about their new ideas. They were excited to make things happen for themselves and their organization with the innovative problem solving they’d engaged in and the strong solutions they’d developed, except for one little problem. “How will we convince all of ‘them’ to go along with our idea?” they asked. “How can we sell this to our team, or senior management?” they posed. “How can we really, actually, make this happen?”
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Posted by Robyn McLeod on June 30, 2011
 Performance feedback is a subject that generates a great deal of debate, angst, and even anger. Those receiving feedback quite often feel it is inadequate, vague, overly critical, or overly solicitous. Those giving feedback often feel they don’t have time for meaningful discussion, they did not deliver the message they had hoped to, or the reaction they received was not what they expected.
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Posted by Robyn McLeod on June 2, 2011
Creating, revamping or tweaking an organization’s vision and mission statements is something that we are often asked to help with. Leaders know that – although they are simply words – the right words can bring to life a clear and compelling direction for their organizations and their people. Take what is often referenced as Apple’s vision: “Making tools for the minds that advance humankind.” That’s huge! Or Coca-Cola’s mission to: “Refresh the world, inspire moments of optimism and happiness, create value and, make a difference.” I could easily get behind that!
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Posted by Robyn McLeod on May 5, 2011
Show me a happy employee and I’ll show you someone who is most likely using their existing talents and strengths in their work and also is probably developing additional skills and strengths in the process. Unfortunately, that is not the experience of many, many people working in organizations today. A few weeks ago I spoke to a room of HR professionals about what they are seeing in their workplaces. We talked about how the economic climate had created the need to cut back on benefits, eliminate training, and in some cases, layoff staff.
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View Robyn McLeod's profile
A great way to stretch our brain and have fun. Thank you for sharing your insights. Great seeing you, Lisa! Happy holidays, Sue Karlin
Hi Sue
Thanks for your thoughts. We’re all about brain stretching and thinking in new ways.
It was great to see you! Lisa