Taking inspiration from Aristotle, AAL's President shows why justice is the defining virtue of virtuous leadership. The practical tips in this white paper help leaders to create environments in which people feel not only that they are treated fairly, but also that they can thrive.
When a leader or someone with a high profile makes a big mistake, is firing always the answer? Not necessarily, say the experts. However, as Peter Cappelli of the Wharton School's Center for Human Resources says, “Punishments are bigger for leaders because the audience for them is bigger: The message value of the punishment is more important.”
Joyce Warner, executive director of the Federal Employee Education and Assistance Fund, writes that employees will give you open and full feedback only when they feel they are in a trusting environment and understand how you'll use that feedback. Feedback can be collected through such means as anonymous polling, open-ended survey questions, and one-on-one conversations.
It's a good idea to create a single-page overview of your business strategy to use across the organization, writes David Grossman. Be sure to include the vision statement, goals, and a list of what needs to be done to accomplish them.
Innovative leaders who influence and inspire their teams are key to lasting organizational change and innovation, write Ron Ritter and Ed Ruggero. They provide examples of how such leaders show courage, integrity, and insight while supporting agility.
Arguing that it is past time for a new business model in higher education, Jim Galbally and Karl Haden explain the flaws in current leadership approaches and propose a scorecard model to effect sustainable change.
In Part I of his two-part blog post about the importance of trust, Rob Jenkins, AAL Senior Fellow and co-author of 9 Virtues of Exceptional Leaders, explores whether it is better for a leader to be liked or trusted.