Episode 81 - Dan Edds | Using Leadership Systems to Build Sustainable High Impact Organizations and Teams

Are you looking to accelerate your team’s performance and impact? Are you looking for actionable ideas to enhance your own leadership and the leadership of your team members? Would you like to better understand the genetics of leadership and what it takes to build systems of leadership? Our special guest Dan Edds answers these and other questions about leadership, systems of leadership and building sustainable high impact teams.

Dan Edds is Founder of Praxis Solutions, a management consulting and leadership development firm. Dan has 25 plus years as a practicing management consultant in a wide range of industries, including public sector, health care, K- 12 education, higher ed, and non-profits. He’s written two books, the most recent of which is Leveraging the Genetics of Leadership: Cracking the Code of Sustainable Team Performance. Most important, Dan is someone who understands, studies and is constantly evolving when it comes to leadership.

Listen in as Dan shares his wisdom and experience on leadership, systematic change and high performing teams.

The Impact Leadership Podcast is brought to you by Cardivera, the leadership development eco-system that helps you grow your people, grow your business and grow your life.

Show Notes

Episode highlights…

Leadership is getting work done with and through other people
Leadership is a relational enterprise – get to know your people as human beings
Start by designing a series of routines to build your leadership
A team of great individual performers are not enough
High performing organizations have a very systematic approach to leadership
While leadership is a relational enterprise, those relationships can be achieved with a systematic approach
Companies often succeed despite themselves and this gets in the way building great cultures and teams that achieve high impact (missing enormous opportunities)
Beware losing out on the best parts of people (their humanness, creativity, innovation, etc.) when you ask them to only bring their technical skills
It’s essential to include the whole human side of every person on your team
Beware elevating your top performers bases upon performance and not focusing enough on character
Your reward systems will determine your leadership – leaders often won’t take care of their people until they’re rewarded for taking care of their people
Being a people centric organization is not the same as being a person centric organization (great teams flow from people centric organizations)
When you’re clear with expectations, then people who choose not to meet the expectations are taking themselves off the team
Organizationally, the leadership system is always focused on the experience of the workforce (a relationship experience)
Learn from the US Army’s approach to leadership – servant leadership and love
Organizations and leaders must lead from a common set of values and experience priorities
Get clear that team experience is your top priority – then decide what you want that experience to be – and then decide what behaviors will feed the intended experience outcome
If team members are coming to you to solve problems, you have a leadership and management problem
High impact organizations develop the whole person / human being – not just the professional