A leader’s ability to influence others, the quality and trajectory of work, performance, and results is integral to organizational success, and an indicator of the value that leader provides. What things are made better by their contribution? What do they uniquely contribute that people can count on them for?

We are all influencing all the time, whether we’re aware of it or not. Becoming conscious of that influence is the first step in becoming more reliable for influencing purposefully and valuably.

Robin and Mickey join Emma Rose to share essential principles for developing influence that impacts personal and organizational success.  

The Art of Conducting, Beshara Magazine

A challenging part of work (and life) is addressing the disappointments and challenges that come up in our relationships with others. It could be performance or collaboration issues, delivering disappointing news or feedback, or anything else that's difficult or uncomfortable to bring into conversation.

Mickey and Robin join Emma Rose to share what makes this so hard, and the key principles that can reliably help you engage with these challenges in ways that lead to stronger relationships and surprising results.

Belonging is the B in DEIJB, one of the initials less understood or talked about, though not any less important. In fact, some consider belonging to be the outcome or indicator that diversity, equity, and inclusion are being addressed successfully.

What has us feel like we belong? What value does that experience afford us? As individuals and as a collective. Why should leaders and organizations care about belonging, and how does it help the bottom line?

Performance reviews and feedback can be some of the most valuable tools in growth and career development, though they can also be some of the most dreaded employee experiences. As of 2022, 95% of managers are dissatisfied with their organization’s review system – a statistic that shows not only is there room for improvement, but managers would likely welcome a change.

What makes a feedback conversation valuable and supportive? What makes it so painful? Robin and Mickey join Emma Rose to share their ideas for improving the performance review process that any manager could start practicing today.

Show Notes:

The Performance Review Problem, HR Magazine 2023

Project Oxygen

There are times we all feel stuck, held back, or inhibited and often we aren’t clear or confident about what we can do to change it. Not only is this a source of frustration, but over time it can devolve from decreasing engagement and motivation to hopelessness, resentment, or despair.

How people engage with this experience and what they’re looking for is what leads to stuckness becoming a dead end or an opportunity for new insight and action.

Mickey and Robin join Emma Rose to talk about what they've seen are common characteristics and causes of “stuckness” and to share some best practices for turning those experiences into an opportunity to generate value.

Show notes:

7 Signs of Waste

Our ability to influence people and the course of events starts with the level of credibility we have. It is a foundational leadership skill, one that we've found is generated, not granted.

It’s especially common for us to see credibility as a point of development focus for those looking to elevate their presence and influence within an organization. Over years of working with senior executives from around the world, we've learned what helps and hinders our capacity to gain credibility, and we've found it has more to do with how you listen than what you have to say.

In this episode, Emma Rose is joined by Robin Anselmi and Roger Henderson. Both have a long history with our Credibility, Influence, and Impact program, and of engaging with the art and science of credibility.

Practicing Inclusive Leadership - leadership that inspires inclusivity and causes an experience of belonging - is not just soft and emotional work. It is a rigorous commitment that will naturally result in confronts, difficult conversations, and hard decisions. Inclusive Leadership is a call to cause both belonging and disruption, and doing so valuably requires understanding what it means to use power purposefully.

In this episode, Robin and Michelle join Emma Rose in our third conversation digging into power and power dynamics in leadership and organizational life.

Emma Rose is joined by guest Lisa Horwitz, who plays a critical role in the digital transformation of a large national healthcare company. Over the past few years, her background in user experience design has helped her support the adoption of new technology across their clinics nationwide, and she’s approached it as a research project with a focus on how to successfully guide behavior change.

Lisa's experience is full of lessons for leaders at all levels looking to influence and support successful change initiatives. Her story highlights the importance of curiosity and a commitment to listening, staying connected to the people who are necessary to the execution and sustainability of the new behaviors and processes you want to see.

Growth and development are key parts of our lives at work, and for leaders, this is both a personal undertaking and something to sponsor in others. What best supports successful development? How can we design for growth towards our goals, our vision for ourselves and for our work, and fulfillment that enriches our working experience and contribution? 

Carolyn French and Krista Spence join Emma Rose to share what they've learned from coaching leaders and teams, and designing for development. 

Show Notes

For the second in our series on Power, we do a deeper dive into what we mean when we talk about power. Michelle and Robin share the different "types" of power (as defined by the American Psychological Association) and how they can help us further investigate our own relationship to power - as leaders, employees, teammates, and as people.

Power, Part 1

APA Types of Power

The Cycle of Value