Have You Ever Been Betrayed in Business?

Business Betrayal

Have You Ever Been Betrayed in Business?

By Diane Lazarowicz – Top Performance Results, LLC

Published in Inspiring Lives Magazine: October 4, 2018

While working with a client on leadership development, Susan realized her client needed more business consulting and analysis, which was not her specialty.  Susan knew the right person to contact was Ray, a business consultant who had experience working with foreign companies.  Though Susan knew he was the right person for the job, she was concerned about some ethical issues she had with him in the past.

As a business consultant, Ray had used other companies like Susan’s for leadership development and training.  Susan did not want Ray to call in one of his other leadership development contacts to do the leadership training instead of her.  So prior to bringing Ray in, Susan discussed her concerns with Ray and verbally agreed that any leadership training opportunities would go to her.  So, despite the “red flags,” Susan brought Ray in to work with her client.

Overall, Ray did a wonderful job and assured Susan there would be plenty of future training needs for her within the company.  One day, while speaking with the HR Manager, Susan learned that Ray would be leading a leadership training session with the Mangers.  Upon reading the leadership training description, Susan realized Ray had betrayed her by taking her leadership training opportunity for himself.

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Leadership:  Inner Driven Leadership (Part 3)

Inner Driven Leadership Part 3

Leadership:  Inner Driven Leadership (Part 3)

By Diane Lazarowicz – Top Performance Results, LLC

Published in Inspiring Lives Magazine: November 27, 2017

In part one of this three-part series on Inner Driven Leadership, we took the first step toward becoming inner driven leaders by discussing Personal Competence where we defined our core values, personal mission statement, and authenticity.  In part two of this series, we explored Social Competence and examined our social skills and interactions with other people.  In this final series, we will discuss the last competency of Inner Driven Leadership:  Behavioral Competence.  Here we will explore some behaviors of inner driven leaders such as goal setting, long-range planning, and life-long learning.

We begin with the first behavior of inner driven leaders, goal setting.  Successful leaders use goal-setting techniques to help them plan a roadmap toward success.  Not only can goals boost performance, but also they can help one feel motivated and inspired to achieve their goals.  When I first began my business, I had never set goals before and was unsure of where to start.  So, let us begin with SMART goals.

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Leadership: Inner Driven Leadership (Part 2)

Inner Driven Leadership Part 2

Leadership: Inner Driven Leadership (Part 2)

By Diane Lazarowicz - Top Performance Results, LLC

Published in Inspiring Lives Magazine: July 28, 2017

 

In part one of this three-part series on Inner Driven Leadership, we took the first step toward becoming inner driven leaders by discussing Personal Competence.  We determined our top five core values, which gave us a deeper understanding of what we deem important.  Next, we developed our personal mission statement, which guided us toward recognizing our purpose.  And, last, we became authentic leaders by aligning our core values with our personal mission.

In part two of this series, we will discuss Inner Driven Leadership from a social perspective.  Social Competence involves exploring how well we are in tune with people and their thoughts and feeling.  We will examine some of the critical social skills that make up our social competence.  In addition, we will look at how these social skills play out with our ability to mentor others and inspire teams.

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Leadership: Inner Driven Leadership (Part 1)

Leadership: Inner Driven Leadership (Part 1)

By Diane Lazarowicz – Top Performance Results, LLC

Published in Inspiring Lives Magazine: March 27, 2017

As I work with leaders, we discuss leadership based on best practices such as influence, vision, empowerment, and accountability.  These are the measurable fundamentals of leadership that most leaders possess to varying degrees.  By developing these external skills one would indeed become a better leader.  However, what if the leadership development journey began by connecting those external leadership skills to what one thinks and feels on the inside.  Would this internal connection enhance ones leadership development?

I think so and over the next three issues, we will discuss Inner Driven Leadership and how connecting external leadership skills to one’s inner core can enrich the leadership experience.  Each issue will cover one of the three competencies necessary to achieve Inner Driven Leadership.  These competencies include:

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