Rasd Executive Search and Leadership Consulting

Forbes defines leadership as a process of social influence that maximizes the efforts of others towards the achievement of a goal. Author Kevin Kruse says leadership has nothing to do with seniority, titles, or personal attributes. It is also much different than management.

Performance driven cultures were regarded as ideal and were therefore the dominant force. More recently however, there has been a major shift and the growth culture approach is gaining more adoption.

It is often easier to be a successful leader with a high IQ than with a high EQ. And while IQ is undoubtedly essential, emotional intelligence can make or break your leadership abilities.

Employees and organizations find themselves in a situation of ambiguity and at times confusion because of the pandemic. There is significant uncertainty about the norms that will be adopted in the future.

Toxic employees exhibit negative, unprofessional, or unethical conduct towards the entity they work for and the people they work with. They are considered harmful to an organization’s overall well-being because their attitudes and actions directly sap motivation on an individual and organizational level.

Leadership is a perpetually evolving concept. Some advocate leadership is a consequence of nature, others by nurture.

Harvard Business Review has described leadership as “one of the most talked about yet least understood social phenomena on earth”.

Almost every aspect of an individual’s career is determined directly or indirectly by personality. This includes career choice, performance, and even satisfaction. So how does it work?

On the topic of engaged workforces, leadership attributes that effect high performance is a key variable discussed in management literature. One might ask, is fear a good motivator?

Employees have come to worry about their job security during times of economic stagnation or weak company performance; here is how they can improve their odds.