Goodby Silverstein & Partners的动态

Perhaps you've heard the term "managing up"? Lots of people get really frustrated when they feel they're doing their manager's work for them, from goal-setting for the team to 1:1 mentoring of colleagues. There's this idea that some work is "above my pay grade." Mental energy is one of our most valuable resources, and we want to be intentional with how use it. Getting overly frustrated with managing up can lead to the depletion of this very precious resource. What if you experimented with shifting your mindset? It's possible that one of the reasons you're in your current position is because you have some strong leadership skills your manager lacks. What if you took your frustrations and complaints about your manager and transformed them into requests? This could be in the form of a well thought out conversation or a proposal for a new way of approaching a team process or project. What if managing up is just a part of your job description and the cost of doing business? No matter what, you get to decide the type of leader you want to be, starting NOW. For more information about YOUR BLUEPRINT, YOUR BUILD, my upcoming Professional Women's Group, drop me a message here or at?[email protected]. We launch on February 13th, and there are THREE spots left!

"What are you for?" I recently returned from a Water Mission forum at Chick-fil-A Corporate Support Center, and Jeff Henderson gave a talk that really stuck with me. He threw out two simple questions, but they hit hard: What do you want to be known for? What are you known for? These aren’t just for business—they’re for life, too. Jeff said if there’s clarity within a company, there’s clarity in the marketplace. Something jumped out at me: Truett Cathy, the founder of Chick-fil-A, was more interested in growing people than growing the business. Imagine that. It’s about closing the gap between what we want to be and how others see us. And it’s not a one-time thing. Every day, every interaction counts. The way we treat our team? That’s how our customers feel treated, too. Leadership isn’t just in the big moments; it’s in the small ones. When associates ask, “Do you see me? Do you believe in me?”—they’re not just looking for a ‘yes,’ they’re looking for actions that back it up. It’s all about making everyone feel like VIPs, one smile at a time. Question: What are you doing to close the gap in your life between what you want to be known for and what people know you for? Captured this fun shot at Chick-fil-A Support Center — reminded me of their approach to leading with a people-first focus. #LeadershipDevelopment #PersonalGrowth #OrganizationalCulture Chris Ramsey

Are you a Founder or Executive Director at the growth stage of your company? Moving from it being you and maybe a few others to expanding out and hiring a fuller team? Or scaling from the first 5 hires to 25 or 40? When you started you likely inhabited every role. As you hired your first few team members, you most likely hand picked them yourself. Then you engaged with them closely as they grew into their roles. Each time you did this you shared your values as the Founder, inviting people in one by one to help you expand and reach for that vision and purpose you hold in your mind. My question to you, is have you taken the vision and translated it into an invitation that can be embodied by every person who works with you, even once you scale beyond the size where you are the one hand picking each hire? When you aren’t the one managing them all? When you may not know all the little details about each employee like you did when it was you and the first 5? I am here to support Founders and Executive Directors to take that Vision (V), those Values (V) and that Purpose (P) and translate it into a lasting experience, so that as your company grows and scales to new heights, your VVP runs through the fiber of how your company is experienced by those working within it and how they will embody that VVP in the experience your clients, consumers, customers and beneficiaries have. Book a discovery call today and let’s talk about your VVP and how to integrate and embody it as your company grows. So that the values, vision and purpose that you embody now remains the foundation that your company grows on.

When I took on a leadership position within a corporate company, after working for a family owned business for several years, I was unprepared for what was coming. I quickly learned that my “gospel truths” were interpreted as defiance or push back (side note, over the span of several years, each one of my gospel truths that had been thrown out the window in the beginning resurfaced as accurate, one, by one, by one). I was told it wasn’t my job to solve problems, it was my job to execute the directives set by corporate leadership. My input was irrelevant. That theme carried over into my next two corporate owned leadership positions. Each one promising they were different, but failing to deliver. Now that I am again working in the private sector for a family owned business, I don’t think I will ever go back to a corporate owned business. My mental health, physical health, perspective, EVERYTHING… it’s all changing, and I am starting recognize the woman staring back at me in the mirror. My point is this: the toxicity of field operations within corporate owned companies is destroying people. It doesn’t have to be this way. The money wasted by 200% turnover rates, and inconsistent management teams, and lost information, errors caused by lack of training… I truly cannot imagine the actual dollar amount. Invest in the people who are generating your revenue! The faces of your company, your brand! Invest in the people who are investing in you!

Meet Steve Hearsum, a consultant, supervisor, and coach with a fascinating lineage—his great, great, great, great, great grandfather was once the Mayor of Riga in Latvia! However, it’s Steve’s sharp insights into leadership and change that make him an invaluable part of the Mirror Mirror Strategic Advisor team. With over two decades of experience in consulting and change practice, Steve describes himself as a "feral practitioner"—bringing agility and independence to his work for 22 years, aside from a 4-year stint at Roffey Park. He’s served as Co-Chair of the OD Network Europe, currently sits on the board of the Tavistock Institute of Human Relations, and recently added 'author' to his accomplishments with the publication of his book, No Silver Bullet: Bursting the Bubble of the Organisational Quick Fix. Steve supports and challenges clients to find their "edge and stretch"—especially when what they’re after is more than just "better sameness." This approach reflects his belief that meaningful growth comes from stepping outside comfort zones and embracing discomfort as a learning tool. When Steve joined Mirror Mirror, it was Lindsay's approach that drew him in. Mirror Mirror offers a way into the often messy reality of group and team dynamics—without shying away from complexity or discomfort. For Steve, that’s exactly where meaningful conversations and breakthroughs happen. One of Steve’s guiding philosophies comes from Spike Milligan’s famous epitaph: "I told you I was ill." This humour reflects his belief that we often get our "knickers in a twist" over things that, in hindsight, are absurd. Steve is passionate about helping people get more comfortable with discomfort and using it as a springboard for growth. At Mirror Mirror, Steve plays a key role as a Strategic Advisor, drawing on his deep experience to guide the company’s growth. He believes leadership is not a "thing" but a practice – an ongoing journey of "leadING" rather than "leaderSHIP." This means Learning to Know, Learning to Be, Learning to Be Together, and Learning to Do – all of which require reflexivity, openness, and a willingness to lean into discomfort to pursue growth. #Team #Alignment #StrategicAdvisor #Practitioner

I'm building relationships with fellow professionals, consultants, and business owners! I'd like you to consider becoming part of my network. Okay, I know you might be asking, "What does she want?" Long story short, I want to build relationships that will increase my capacity as I respond to RFPs and other business opportunities. Here's what's CRITICALLY important to me: building a relationship before working together. I have a small go-to circle, and we work well together because we've built rapport, trust, and respect. Frankly, I am not comfortable meeting somebody today and co-submitting an RFP tomorrow. Believe it or not, when I held minority/woman led business owner certs, I had total strangers reach out to me on no notice to "partner". HARD PASS. So, here's what I'm asking from you: if you have a background in human resources, organization development and leadership, and strategic planning, connect with me! If you enjoy facilitating, running focus groups, completing assessments, developing and analyzing team surveys, connect with me. Bonus points if you have an interest housing, nonprofit leadership, organizational culture assessment, anti-harassment/discrimination work, harm reduction, and supporting early childhood and elementary education organizations. There's a link to a form in the comments, and I'll reach out.

?? Have you checked out the free resources on our new website? ?? Why not start with our quick and easy 'Circles of control' exercise. If you're feeling overwhelmed and want to regain a sense of empowerment then this activity is for you! ?? It's quick: Just 10 minutes of your time for a significant impact. ??It's effective: Understand what you can control and learn to let go of what you can't. ??It's empowering: Rediscover your agency and start making proactive changes today. https://lnkd.in/egGwt463

My latest MediaPost column is about the importance of company culture for the success and growth of brands. But not merely company culture—rather, the personal commitment of company leaders to the company culture. Walk the values, don't just talk 'em. Through the lens of Chick-fil-A and those cows. https://lnkd.in/eQs5V-7U

A #board is only as effective as its members are willing to make it.? A strong #boardfoundation is essential. Improve yours by asking these 8 simple questions: ? How do we achieve a unified mentality in the company’s best interests, while serving our various individual interests? ? Are we aligned around the table on #companyexpectations for outcome and timing? ? Who shall we elect as #Chairperson or #LeadDirector and key spokesperson to the #CEO? ? What skills are we missing on this board, based on #companystrategy and needs? ? Do we have a process by which we review #enterpriserisk? In the event of a #crisis or high-risk situation, how shall we conduct ourselves and vis-à-vis the CEO? ? How do we avoid outsourcing all issues and communication to just the Chairperson and CEO? ? What are the criteria for making a CEO change?? ? What are the criteria for making a #boardmember change? At Edison Partners, we suggest conducting annual board assessments to align on skills/capabilities needed to scale, and board evolution to meet these goals. For more, check out Gregg Michaelson's blog ?? #boardevolution #boardsuccess #companybestinterests #strongboard

What makes your company, brand, product or service unique? How clearly - and succinctly - can you articulate that difference? And please don't say honesty or integrity or excellence... if you have to, I might wonder of these things are really true. Instead, think *specifically* about what makes your business truly different and lean in on that HARD. The point isn't to be a BASIC chocolate or vanilla (great flavors, but not what I want in a partner, service provider or brand) - show us your rum raisin, your brown butter pecan, your umami gelato and your spicy cucumber sorbet. When you get serious about your positioning in the marketplace the clients who want and will love YOUR flavor will start to seek you out. So will the media. #icecreampr #findyourniche #positioning