Jill Malleck

Adaptive Leaders are best for Everyone

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Most leaders, if they choose to, will admit that they get along better with some people on their team. True for all of us human beings. The good leaders I coach feel a responsibility to change that. They want to ensure the people with whom they “just click” aren’t privileged by it. They want to be fair. Rather than ask others to bend to suit their nature, good leaders know they need to adapt and respond to each person. Just as they adapt to changing market and industry conditions,

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DisruptHR.Kitchener-Waterloo

DisruptHR Waterloo

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DisruptHR plans events around the globe. DisruptHR organizers say,” if you are an HR professional, a CEO, a technologist, or a community leader – and you’ve got something to say about talent, culture or technology – Disrupt is the place.”

DisruptHR events feature 14 speakers, 5 minutes each, and slides rotate every 15 seconds. The concept: Teach us something, but make it quick.

I was thrilled to share my views on ethical ways to engage with employees at the 3rd annual DisruptHR.

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You’re Not Busy, You’re Living

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Along with a lot of the leaders I am coaching, I am finding myself stretched these days. It’s good to be busy, and busy tips easily into overwhelmed. The usual remedies – delegate, say no, set good boundaries, time-management, disciplined focus – only go so far.

I turned to this lovely passage from The One Who is Not Busy by Darlene Cohen. She is talking about how our way of viewing our activity is itself a source of anxiety.

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The Challenge for Technical Leaders

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If you lead, there’s a high chance that you got there as an outgrowth of your technical professional skills. Often, it’s the most experienced, the most proficient, and sometimes the most loyal (!) who is asked to lead the team. Many people believe you need to be a technical expert to gain leadership credibility.  What’s called “expert power” does indeed give credibility, but a limited kind which can go stale in a minute these days. No one disputes they’d like their leader to understand what they are doing – the challenges,

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Colleague Calls: A new kind of coaching

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I’ve always found it fun, and intellectually stimulating, to work alongside other professionals in my field.  In the early days of my career I was lucky to land in teams that were focused on creating great work together with a minimum of competitive drama. Later, as a consultant to HR teams, it was hit-and-miss. Some teams welcomed a partnership, others looked at me as a threatening outsider.

These days I’m offering a new service to HR practitioners, which I call “Colleague Calls”.  

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