Driving a Ghanaian agility model will pay more than lip service, it will set us all - all means all - on a growth path. We will gain a mindset that embraces change and desires continuous learning. We can create safe environments with no fear for failure to challenge uncertainties. We can explore avenues for improvement while seeking feedback every step of the way. We can transform and transcend new heights and make extensive progress in very little time.

How do you organize your teams and create high-performance if you yourself are spinning constantly? In this bog we explore how to stop the cycle and create a culture of team not self and manage from within.

Are you one of those people who constantly says “I am too busy.” And are you putting off things like personal growth, reflection, and development because that is just the last thing you have time for right now? What examples are you setting for your teams as a leader?

For many 2020 has been a year of finding themselves, digging deep within, and searching for who we are at the core. For others it is about responding to change. And for many others it was just a year of confusion and questioning. No matter where you fall, you have to admit that 2020 has taught us a thing or two about leadership and agility in the workplace.

What are the most important things about leading change? What is the biggest obstacle? How do you get started? Kyle Richardson explores these topics in a sequel to his interview with Agility for All’s Indra A. Books in a recent Live which you can watch on replay. As you go into 2021, think about how you want to approach change. Are you mentally prepared for all that it brings? Have you taken the time to think through the options and possibilities? What is holding you back if you are resisting what you know needs to be done?

When does employee experience start? Onboarding? The day they sign the contract? I believe it starts way earlier. Employee experience and exposure to a company’s culture start from the moment the recruitment process begins. Recruiting is a barometer of company culture. Look at the way a company approaches recruiting, and you’ll understand a lot about its culture.

As companies take a stance to be more flexible with work hours and work locations, more and more are establishing core hours to guide the required times employees are to be present. However, how are those core hours decided? Are they based on customer interaction times? Established norms of a standard work day? Or the convenience of leadership?

Agility for All's Founder and CEO, Indra A. Books, talks to us one last time in 2020 about how personality pitfalls may impact your ability to lead if not recognized. She walks us through the Ofman Quadrant as a way to identify and challenge our personality traits. This is S03E06, the last of 6 Lives in Series 03 on Leadership.

Change and transformation cannot be delegated to the lower levels of an organization nor to the consultants. To do a deep dive into true problem identification, the leaders need to be involved. The leaders need to be part of the solution once the problem is identified. If a leader abdicates culture and organizational change or transformation to others whether internal or external, all they can hope to achieve is a fifty percent solution.

Agility for All's Founder & CEO, Indra A. Books, joins us for S03E05 of the Leadership Series with a talk about using authentic language but more importantly listening skills to have genuine conversations as a leader.