Growth Resources Institute

What Wartime Service Taught These Historic Leaders from Harvard Business School Working Knowledge: A brief look at three American leaders, and the #leadership lessons they gleaned from their military service during wartime. bit.ly/45nyLGq

Meet GRI: Andre Litmanowicz is GRI Mging Partner, Brazil. He deployed GRI at Guabi, is CEO of Great People Sales & Healthy Place to Work Brazil, & director on the boards of Fisher Piscicultura Água Vermelha & Instituto Jô Clemente. Andre develops successful employees thru exceptional leadership.

Korn Ferry points out that it's tough to identify individual contributors with leadership potential, & then develop them appropriately. They offer some tips for looking outside the usual parameters for your next leaders, and then ideas for crafting training programs that work. bit.ly/45aQ2T8

What’s the impact of great leadership on company performance? Ask again: Short or long term?
Answer for the long term: Everything.
We know leadership has significant leverage on performance. That may be why CEOs are paid a fortune & search firms are rewarded for attracting the right ones.

8 Competencies for Successful People Leaders is interesting plus identifying leadership potential through a variety of channels to find options that might be missed. It's what we see at GRI, that you can develop great leaders across a range of behaviors. bit.ly/455kLkz

Meet Our People - Barbara Silva is on GRI’s advisory board. She is an international speaker, Founder & CEO of @Singularity Chile & @Her Global Impact. Pushing the boundaries of tech entrepreneurship & AI. Ask Barbara about GRI & leadership 3.0. www.barbarasingular.com GRI Who We Are: bit.ly/3GXcxmm

As a leader, do you know what situations best suit your core behavioral preferences? With GRI, clarify how you best lead and perform, with depth and nuances, plus how what you learned adapts to those you manage. #behavior #leadershipdevelopment #management

Interesting study fr Harvard. When hiring a CEO, companies don’t always attend to the difference between leading & managing, & put the wrong person in charge. Survey of 5,000 CEOs in 42 nations shows firms underperform w/top executives whose skills differ fr what the co actually needs bit.ly/4lCkqwf

The distinction between #management & #leadership styles is not new. Behaviorally, cognitively & affectively, people are more inclined to express one style. It takes a huge amount of energy to adapt styles. W/GRI’s missing metric learn what it takes from a leader to manage & from a manager to lead.

MIT Sloan say misconceptions about what makes a leader strong can distract them from recognizing where their core org strengths come from. Why the tough-leader persona is not effective or sustainable & 5 key truths that can help tough talkers adapt to modern work. #leaders bit.ly/3TkzRgz

GRI helps you incorporate different theories into your leadership 3.0 practice. Theorists like Drucker & Porter, practitioners like Lincoln, Gandhi, Churchill had theories as unique as yours. What succeeded for them must be adapted to fit your situation. GRI boosts your leadership theory & practice.

Jacinda Ardern in an interview w/ @hbr.org on: crisis management, how to make decisions w/out a lot of information, how to gather experts w/different views & find consensus, & how "imposter syndrome" can be a superpower. Her approach is solutions-oriented while putting people first. bit.ly/3GiqbA9

Despite ongoing challenges w/DEI initiatives, the LGBTQ+ community consistently champions these principles. Their continued advocacy underscores the importance of DEI, & Pride Month reaffirms an enduring commitment to diversity, inclusion, & belonging for all. #pride2025 #inclusion #belonging

Leadership 3.0: Steph Curry’s #leadership at the Warriors is worth studying because it applies to more than just sports. In any org sustainable superior performance depends on high standards & strong relationships. Curry leads w/skill & heart, bringing out the best in those he leads. bit.ly/3SWyggI

Leadership 3.0 moves beyond trad self-focused leadership development to encompass broader human behaviors & organizational needs. It requires not just empathy, but a deep understanding of individual motivations & the factors driving company performance thru people. #leadershipdevelopment #motivation

When people know that they matter at work, they thrive, strengthening performance. Mattering is different than belonging, & more critical to organizational success; it doesn’t result from pay, policies, or perks. Here, they show leaders how to apply this concept in the workplace. bit.ly/43J1PIY

What does #Leadership 3.0 entail? Being realistic about the specific style you naturally exhibit, adapting your style while understanding the effort it takes to flex it, and ensuring you add people to your team who compliment you, to do the things you don’t want to do.

Even individual-centric occupations where mastery is crucial require collaborating & using a range of cooperative characteristics. But purposely investing our time & resources to maintain cooperation can involve navigating busyness, indifference, & conflict. Thoughtful MIT article bit.ly/4koRKqb

Read the latest GRI newsletter, with a recap of the Human Skills Imperative and links to a handful of insightful, related articles.

With #AI, humans need to identify where our unique value still lies. What tasks or skills might be difficult for AI? This article describes four strongholds for humans, and the associated human skills that remain valuable: Emotion, complexity, physicality and creativity. bit.ly/4kfRFVJ

Knowing how people will behave & be engaged, & setting the right targets, ensuring they perform, is a critical skill. You don’t know what will happen tomorrow. You need to be ready to face future uncertainty. Making sure you’re properly equipped to perform as a #manager is GRI's # 1 mission.

McKinsey identified four critical strategies that form the foundation for embedding #GenAI within an organization, and most of them focus on the human skills imperative. bit.ly/3F3r8vN

Since the early 1900s, #personality assessments have had limitations. Some, such as the parsimony of concepts to assess, took time to remove. Now, with a better understanding of their drawbacks & benefits, assessing personality at the core can be a reliable & amazing business tool.

AI is changing how humans & machines work together. These changes demand a new role, the Chief Innovation & Transformation Officer. Businesses need to be proactive in harnessing the power of #AI while preserving &
promoting human values. @mitsmr.bsky.social article #Leadership bit.ly/3S1XYzZ

Using an assessment to predict #behavior doesn’t indicate a defect in our intuition. Predicting a person’s behavior in management entails understanding and assisting individuals learn & adapt to job expectations their own way— the one that can be predicted. #learning

Thrilled to have spoken with Sal Khan, the founder of Khan Academy, here in Sonoma. Khan is a pioneer in the field of education technology. His new book is worth reading: bit.ly/3RQDGt2. Our GRI masterclass was inspired by Khan’s work. Now with AI, we continue following his lead.

Short answer: Yes! Behavior at our core has content & intensity, & is generally predictable. Take Trump: How predictable is it that he will be impatient & push people to get things done fast? Extremely high. This predictability is what a survey analysis tool like GRI’s can help you harness.

Human skills are going to be ESSENTIAL in the AI era, make no mistake.

Human skills: empathy, intuition, communication, behavior & personality will lead to greater productivity, even in the age of #AI. Here, the importance of a skill-based culture, key steps to create it, & benefits. Examples from @Accenture @BestBuy. bit.ly/3YI2oj6

Join us in celebrating #EarthDay! GRI team members spent time gardening/planting, picking up litter, composting and focusing on sustainable choices, like reusable shopping/ produce bags. How are you supporting Earth this month?