“One Size Does Not Fit All, Leaders Must Adapt ”

Join me and my guest Andrew Oxley, founder of The Oxley Group (transformingresults.com), an Executive and Leadership Coaching Practice with a focus on helping companies attract, develop, and retain high-performing employees that deliver exceptional performance. We explore the importance of passion, the distinction between leadership and management, and how to inspire rather than just motivate. Andrew shares insights from his latest book, "The Four Faces of Frustration" and offers practical advice for leaders navigating change and fostering engagement across diverse teams.

SHOW NOTES

SPONSORED BY: Power of You!

Find out more at https://leader.blainebartlett.com/power-of-you

Summary

In this episode Blaine engages with Andrew Oxley, a leadership consultant and Founder of The Oxley Group, as they discuss the nuances of leadership in today's volatile environments. They explore the importance of purpose, the distinction between management and leadership, and the dynamics of generational differences in the workforce. The conversation delves into the significance of motivation versus inspiration, the challenges of hiring for culture, and the concept of frustration as a reflection of communication styles. Andrew shares insights from his book, "The Four Faces of Frustration," and emphasizes the need for leaders to create environments that foster growth and engagement.

Takeaways

• Leadership is about causing possibility in volatile environments.


• People want to know their work has meaning beyond just numbers.


• Flexibility in leadership allows for better control and adaptability.


• Inspiration comes from within, while motivation often looks outward.


• Hiring for attitude and cultural fit is more important than skills.


• Clarity around values leads to higher employee commitment.


• Frustration can reveal underlying communication styles.


• Small behavioral changes can lead to significant impacts in teams.


• Understanding generational dynamics is crucial for effective leadership.


• Leaders should act as centers of distribution, not accumulation.

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