By Dr. Brian Simmons | What happens when an organization sets aside innovation and reverts back to old ways of doing things? 1. Customers go elsewhere for products and services • Innovation drives competitive advantage. Without it, competitors who continue to innovate surpass other organizations in product quality, service delivery, and effectiveness. 2. Stagnation follows, and decline destroys the bottom line. If there is no margin there is no mission • Processes, products, and services become outdated. • This is especially apparent as talent leaves for more forward-thinking companies and opportunities. Look around. If the best people leading the most important growth areas of the organization are leaving, the organization is in trouble!

By Dr. Brian Simmons | What happens when an organization sets aside innovation and reverts back to old ways of doing things? 1. Customers go elsewhere for products and services • Innovation drives competitive advantage. Without it, competitors who continue to innovate surpass other organizations in product quality, service delivery, and effectiveness. 2. Stagnation follows, and decline destroys the bottom line. If there is no margin there is no mission • Processes, products, and services become outdated. • This is especially apparent as talent leaves for more forward-thinking companies and opportunities. Look around. If the best people leading the most important growth areas of the organization are leaving, the organization is in trouble!

By Dr. Brian Simmons | What happens when an organization sets aside innovation and reverts back to old ways of doing things? 1. Customers go elsewhere for products and services • Innovation drives competitive advantage. Without it, competitors who continue to innovate surpass other organizations in product quality, service delivery, and effectiveness. 2. Stagnation follows, and decline destroys the bottom line. If there is no margin there is no mission • Processes, products, and services become outdated. • This is especially apparent as talent leaves for more forward-thinking companies and opportunities. Look around. If the best people leading the most important growth areas of the organization are leaving, the organization is in trouble!

By Dr. Brian Simmons | The connection between ineffective leaders and the departure of close team members is strong and well-documented. I spoke recently with a departing VP of an organization who said, “It’s time!!” Here's how ineffective leadership can directly lead to team attrition...

By Dr. Brian Simmons | Status Quo has implications both from a personal and an organizational context. Status quo refers to the way things currently are and implies contentment and a corresponding resistance to changes of any kind. On personal level, I’ve been thinking about this quote from the speaker at the Christian Leadership Alliance CEO breakfast… “To seek the rule of God in our lives is THE key principle in the Bible guiding faithful steward leaders! Apart from the Lord interrupting our lives, we will maintain the status quo.” -Dr Abe Jaquez. What is wrong with the status quo? A rut is a grave with the ends knocked out! There is no personal growth there! Living things grow, and growing things reproduce!

By Dr. Brian Simmons | Dissent, in the context of organizational leadership, is the expression or holding of opinions at variance with those held by other organizational leaders and especially the ones at the top of the organization. Effective leaders mine out, like precious gold in the organization’s veins, dissenting opinions of others with the fierce determination to ground decision-making on the bedrock of ideation. These leaders refuse the mistaken and proud notion that they always know what is best for the organizations they lead. Disloyalty, on the other hand, defines a traitor and his/her treacherous, dangerous or deceptive acts in opposition to the mission, belief statements and core values of the organizations they help lead.

By Dr. Brian Simmons | Dissent, in the context of organizational leadership, is the expression or holding of opinions at variance with those held by other organizational leaders and especially the ones at the top of the organization. Effective leaders mine out, like precious gold in the organization’s veins, dissenting opinions of others with the fierce determination to ground decision-making on the bedrock of ideation. These leaders refuse the mistaken and proud notion that they always know what is best for the organizations they lead. Disloyalty, on the other hand, defines a traitor and his/her treacherous, dangerous or deceptive acts in opposition to the mission, belief statements and core values of the organizations they help lead.

By Dr. Brian Simmons | Dissent, in the context of organizational leadership, is the expression or holding of opinions at variance with those held by other organizational leaders and especially the ones at the top of the organization. Effective leaders mine out, like precious gold in the organization’s veins, dissenting opinions of others with the fierce determination to ground decision-making on the bedrock of ideation. These leaders refuse the mistaken and proud notion that they always know what is best for the organizations they lead. Disloyalty, on the other hand, defines a traitor and his/her treacherous, dangerous or deceptive acts in opposition to the mission, belief statements and core values of the organizations they help lead.

By Dr. Brian Simmons | Dissent, in the context of organizational leadership, is the expression or holding of opinions at variance with those held by other organizational leaders and especially the ones at the top of the organization. Effective leaders mine out, like precious gold in the organization’s veins, dissenting opinions of others with the fierce determination to ground decision-making on the bedrock of ideation. These leaders refuse the mistaken and proud notion that they always know what is best for the organizations they lead. Disloyalty, on the other hand, defines a traitor and his/her treacherous, dangerous or deceptive acts in opposition to the mission, belief statements and core values of the organizations they help lead.

By Andrea Capuyan | Stewards are those who have been given a trust. That’s why a synonym for a board member is a trustee! So, all board members are steward leaders! There are the faithful and the other kind! What are the primary responsibilities of board members? Board members of organizations have three responsibilities: fiduciary, strategic and generative. At the end of the day, it is board members who are ultimately responsible for the finances of the organizations they lead. Not the CEO, not the President but board members!