WiLD Leaders Corporate Charter, Culture & Expectations
Want a glimpse into the WiLD Leaders Corporate Charter? Read it here! The team values, leadership presence, our expectations of one another, and what others can expect from us.
8 Tips for Encouraging a Reluctant Leader
Who are the leaders or potential leaders around you who are reluctant to take on the role of “leader” or who are reluctantly in the role and might need a little support? We all know them. They are not sure they want to be the leader because they feel under-qualified, under-prepared, introverted, or may have had role models or people in their past who have minimized them or their potential. Reluctance to be the leader isn’t a bad thing. In fact, it could be a strength because they know that the stakes are high for those they lead. Here are eight quick tips for investing in these reluctant leaders.
10 Years of Whole Leader Development; Bad Bobby Goes WiLD
It all started with the name Bad Bobby. While that may seem like an unconventional start, it is our lack of convention and desire to see leaders as they really are that is the key to everything we do. The story begins with a confession and a-ha moment. First, the confession. My name is Rob, I am a grown man, and I play video games along with 155 million other Americans. I don’t play every day, but I do enjoy them when I get a chance to play. The fact is that my understanding of video games inspired me to build an online leadership development portal and set of tools that are wholistic, real, and create deep insight and learning for leaders.
Re-Formed Leaders
This is not me jumping on the leadership bandwagon. Reform, fighting against the racism, brutal violence, and injustice against people of color that has plagued our country and world will take us making a deeper and more thoughtful investment in the current and next generation of leaders. Leading with compassion, courage, composure, thoughtfulness and a spirit of sacrifice takes incredible fortitude, preparation and support. The next leaders are our friends, family members, and children. Will we make the investment to prepare them well?
Big Changes: Called to My Next After 21 Years
It’s not every day that after 21 years in a role – you decide it’s time for a change. I have been a faculty member at Seattle Pacific University since 1999 and Chair of the Department of Industrial-Organizational Psychology since 2005. On January 8th I announced that I would be moving on from my role at the university on June 30th, and assuming the role of CEO of WiLD Leaders, Inc.
WiLD Leaders Announces Dr. Daniel Hallak As Our Chief Commercial Officer
The team at WiLD Leaders is more than excited to announce that Dr. Daniel Hallak is joining our leadership team as our Chief Commercial Officer. Most recently in a leadership development role at Slalom Consulting and Professional Development and Employer Engagement Program Manager at Seattle Pacific University, Daniel brings an extremely unique and appropriately wild depth of experience across corporate, not-for-profit, and educational settings.
Readiness vs Talent
In the past, and even in some cases now, the process of investing in the learning and growth of your employees and leaders is often called Talent Management or Talent Development. The job titles of the leaders in these spaces are similar – Director of Talent Management isn’t uncommon. However, when it comes to actually developing your people, there are a number of different ways to approach it – and your fundamental assumptions and values matter. There are at least two options being pushed around out there, and I want to suggest that we are in desperate need of a third option.
Wild Stories in a Sensible World
When it comes to our willingness to tell the stories of our lives, there are at least three kinds of people. Those too eager to share, those who don’t know there’s anything to share, and those who hesitate to share the real story. The first group defines themselves by their edginess and outside-the-box thinking (which is inside-the-box thinking, by the way). The second group lacks the awareness that they are just as weird as the rest of us, and the third group has a different kind of challenge. It’s the challenge of navigating the world of what is “sensible” and what is “wild”. I’m most interested in this third group.