Growth Resources Institute

The Trouble With Heroic Leadership: Stop idealizing the "superhero" or "AI-driven" quick-fix leader. True success comes from humanized leadership based on observable, refined behavioral measures, not vague "emotions." Read: bit.ly/4rOvlWR

Happy Thanksgiving from all of us at GRI!

What an honor to join the George Weston Foods Silicon Valley group! FLC spoke on Navigating Company Culture & People's Mindset in the AI Era. Everything in an org happens thru people, starting at the top. Executives need tools to actively understand people’s mindsets & champion the human element!

GRI adaptive profiles clarify needed behaviors. Remote work continues to trend into next year, and leaders need to build a productive WFA culture that is unique to their organizations.

MIT Sloan: hybrid work is a leadership capability challenge. Orgs that are excelling w/remote work are measuring results, not presence & giving emps autonomy, tools & redesigned spaces to drive superior outcomes. 4 capabilities managers & leaders need to build for remote work success. bit.ly/49gMbHV

To effectively lead/manage remote teams and build performance, you need real insights into what people need from you and your organization. This calls for Growth Real Intelligence, not a superficial understanding from AI. Especially now old methods & AI won't suffice. You can achieve more with GRI.

Research: observational monitoring makes employees less likely to speak up. In complex jobs they are 3x less likely to share new ideas. Suggestions for companies looking to encourage creativity without weakening employee trust. bit.ly/4opw8fp

Thank you Chris Shipley for being part of GRI’s journey. Chris is an author, entrepreneur, mentor, catalyst. Chris is not “just trying to leave things better than I found them”, as she puts it, but definitively helps Silicon Valley and the world be a better place. Many thanks again.

In a competitive world, technology helps increase effectiveness but adds pressure. AI will decrease managerial and team efficiency unless managers take advantage of the current tools to learn about leadership and people management more thoroughly. It shouldn’t take decades as it does today.

The pandemic created a lasting paradigm shift in work, establishing hybrid & remote as the new standard. Our latest article explores this transition, focusing on how the move to WFA necessitates a management revolution & significantly impacts practices, team collaboration, & culture. bit.ly/474mqsS

Remote work: HBR’s research shows that glimpses of non-work lives captured in video interactions can make employees see each other as more authentic, human, & trustworthy, leading to stronger bonds. Plus suggestions to help managers think through bringing employees together in-person. bit.ly/3KO41rv

Most companies think they understand why high performers leave. They're wrong. On the podcast @flucasconwell.bsky.social reveals the behavioral mismatches that drive your best people away—and the surprisingly simple changes that can keep them engaged. Listen here: bit.ly/4ojC4WY

Chicago Booth: Data shows remote work is worth the effort. CEOs argue return-to-office mandates improve productivity & bottom lines. But data from 137 S&P 500 co's RTOs show declines in employee satisfaction & no meaningful effect on the co’s financial performance or market value. bit.ly/3VU6kvv

Meet Gerard Arnaud, the one who started GRI in France 10 years ago! Gerard has held leadership roles in the automotive, insurance & retail industries. He successfully led GRI’s deployment in companies like Randstad, always bringing a strong interest in developing people & his positive energy.

How to do it well if RTO (return to office) is your org’s focus. In this short #podcast from McKinsey Bryan Hancock & Brooke Weddle share data including what employees want, whether burnout levels are higher w/in-person or remote work, & if there is a generational component. bit.ly/46vejVP

How does #PsychologicalSafety develop in #teams? Managers must actively cultivate it, especially when the workplace is partly or fully #remote. The real practical question is how? The answer is in GRI’s adaptive profiles.

Remote work has been mostly desk jobs, but advances like digital twin technologies are allowing traditionally in-person workplaces like agriculture, transportation, health care, & manufacturing to WFA. What are you seeing? bit.ly/4nA7NCP

Learn the fundamental flaw in asking for "perfect" candidates & how behavioral intelligence helps you spot the hidden characteristics that drive performance especially in candidates who might not have a perfect resume. It's not just about hiring, it's seeing what your eyes can't see. bit.ly/4n853Nl

@hbr.org makes the point that orgs & employees benefit when leaders are remote, because they can hire from a broader pool of candidates. There are still concerns about overseeing employees, team culture, & visibility, but you overcome them w/a work-from-home management toolkit. bit.ly/4mnh14A

Leadership 3.0 transforms leadership from a guessing game into a data-driven science, empowering thriving teams and creating organizations built on measurable intelligence. Find out why it's the future of leadership! #leadership #managers bit.ly/3JJTI7n

Rooted in Revenue podcast: GRI founder @flucasconwell.bsky.social and host Susan Finch explore how behavioral intelligence is revolutionizing the hiring process. They offer practical insights into building high-performing organizations through a better understanding of people: bit.ly/47pTWKz

Korn Ferry survey of board members & CEOs. We talk about behavioral intelligence instead of EQ, but what’s interesting is that at a time when the human factor & the “soft” or “power” skills are becoming more important, leaders & organizations seem to be losing sight of them bit.ly/46ajgD6

Ethics in mngmnt is an important but often powerless concept w/out valid info on how others view the world differently than you. Private techniques dont offer this information accurately & without bias. You CAN get it via a standardized process & by applying statistics, as in GRIs adaptive profiles

The mark of a great leader is not how quickly they act, but how wisely they decide. When you inherit a team, you’re not just managing headcount; you’re shaping or reshaping culture. How you show up in those early days sets the tone for your #leadership brand. #teamwork bit.ly/4oN1YTV

Leadership 3.0 is a way of applying existing theories with a more realistic view of how people work. It starts by assessing your unique #mindset & how it translates into action, as in your adaptive profile. Then apply that to better lead people & orgs w/ your best #leadership theory in mind.

Short video from MIT Sloan Review discussing the leadership skills and traits that it takes to guide an organization through the business and workforce transformations that AI is bringing. These may surprise some of you! #AI #leadership bit.ly/4lpPQW8

Meet GRI: George Northup is on the GRI Advisory Board. He served as CEO at several companies, built four co's w/ more than $2B cumulative revenues, & is an investor, board member & advisor to multiple venture-backed tech co's. George started at Deloitte & Touche and has a BS with honors from Duke.

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.