In our quest to understand engagement, we’ve lost sight of the fact that lack of engagement is a leadership problem- not a ‘people’ or ‘culture’ problem. There is a profound difference between leaders who primarily manage process—how work gets done—and those who are true leaders of people-- of real, live human beings. Leaders who put people first lead with people at the center of all they do.Read More
Diversity Woman Magazine explores a variety of networking strategies for introverts in 'Embrace Your Inner Introvert'. Julie Bush, Corey Jamison Consulting Co-Owner and Consultant, shares her own experience.
Read the full article here: Embrace Your Inner Introvert
Over the next several weeks, we will be sharing a series of blog posts exploring how to move from ‘The Age of Engagement’ to ‘Inclusive, Transformational Leadership’.Read More
Over a decade has passed since Corey Jamison published the article, ‘Diversity is Dead’. The article still resonates years later as we work with organizations to leverage inclusion as a strategic, transformational business lever.
“If people think diversity is "done," then let's lay it to rest. If it is treated simply as an expendable add-on program or function it is doomed, because expendable programs are cut at the next downturn of the business cycle. If it is limited to race and gender differences and headcount, diversity is dead.”
Download the full article here.
Corey Jamison calls on 25 years of experience as a Management Consultant partnering with executives and teams around the globe to create a public, two day leadership development intensive designed to develop and practice the skills you need to get to the next level.Read More
Fear is a normal human emotion, working to avoid it just makes it bigger.
When we “feel badly” about being afraid, or get mad at our fear, we turn our fear into shame. Then we have fear AND shame to contend with. Not big motivators.
One thing we know to be true, but continually ignore: Soft skills matter. In fact, the data say that they matter more, not less than the hard skills we so aptly and frequently measure, and by which we make crucial selection decisions like hiring, firing, and promoting.
Let’s try an experiment- what would be different about your organization, or your team if you measured and rewarded by soft skills first? If you promoted those who were excellent collaborators, communicators and seemed to instinctively know how to gather and rally people around an idea or possibility? What if you recognized top energizers of people, or balanced the scorecard with indicators of inspiration of others, or ability to delegate and teach, or sustains momentum of the process?
We know we get more of the same when we use only the same methods we’ve used before.
Let’s all focus on building the currency of encouragement, inspiration, and momentum and see how it pays off.
Being a well-intentioned person is important, but it’s only the beginning. It’s the foundation- the price of entry into a complex conversation about people, differences, culture and historical context.Read More
As organizational consultants, we spend a great deal of time working with leaders and teams to be cohesive, courageous and clear in their interactions and high performing as individuals and a collective. How will that change in the very near future when our closest work colleagues are AI, sentient robots with intuitive capability? Will we need more or less of collaborative skills that make teams function?