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Growth Resources Institute @GRIplatform

We help grow purposeful organizations with a groundbreaking behavior-factor-based approach, online tools, and an amazing masterclass for developing leaders.

Joined March 2011
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  • Followers 387
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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

The Trouble With Heroic Leadership | MIT Sloan Management Review

Learn how to successfully apply humanized leadership strategies to guide teams through today’s crises.

sloanreview.mit.edu
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Happy Thanksgiving, from the team at GRI!
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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. Execs need tools to understand people’s mindsets & champion the human element!
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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.
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MIT Sloan argues hybrid work is not a policy challenge, it’s a leadership capability challenge. Orgs that are excelling w/remote are focused on measuring results, not physical presence, & give emps autonomy, tools, & spaces that drive superior outcomes. bit.ly/49gMbHV
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To effectively lead / manage remote teams & build performance, you need real insights into what people need from you/ your organization. This calls for Growth Real Intelligence, not a superficial understanding from AI. Especially now, old methods. You can achieve more with GRI.
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Research: observational monitoring makes emps less likely to speak up. Esp. 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
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Thank you Chris 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.
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4 ways to maintain a strong culture while remote: The founder of Stable notes that remote work doesn’t actually erode culture, but instead exposes whether it ever truly existed. Here 4 ways they have kept culture thriving, even as a remote-first company. bit.ly/47dZk2Z
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In a competitive world, more technology increases effectiveness but adds pressure. AI will decrease managerial/team efficiency unless managers take advantage of the current tools to learn about leadership and people management more thoroughly. It shouldn’t take decades.
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Effective workplace cultures share characteristics of psychological safety, dependability/ accountability, & a willingness to learn & adapt. Here, 6 keys for building a strong culture, whether you are fully remote, fully in-office, or hybrid. bit.ly/477V0SY
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The pandemic created a paradigm shift in work, establishing hybrid & remote as the new standard. Our article explores this transition, focusing on how the move to WFA necessitates a management revolution & impacts management practices & culture. bit.ly/474mqsS
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Remote work: Research shows that glimpses of non-work lives seen in video interactions can make employees see each other as more authentic, human, & trustworthy, leading to stronger bonds. bit.ly/3KO41rv
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Most companies think they know why high performers leave. They're wrong. In this podcast, @flucasconwell reveals the behavioral mismatches that drive your best people away & the simple changes that can keep them engaged. bit.ly/4ojC4WY
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Remote work, esp hybrid models, is worth the effort. CEOs may argue return-to-office mandates improve productivity, but data from 137 S&P 500 co's showed declines in employee satisfaction w/no meaningful effect on financial performance or market value. bit.ly/3VU6kvv
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Meet Gerard Arnaud, the one who started GRI in France! Before consulting, Gerard had leadership roles in auto, insurance, & retail industries. He successfully led GRI’s deployment in co's like Randstad, bringing a strong interest in developing people & his positive energy.
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How to do it well, if RTO (return to office) is your organization’s focus. In this short #podcast, interesting data, including what employees want, whether burnout levels are higher with in-person or remote work, & if there is a generational difference. bit.ly/46vejVP
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In #podcast Ep. 3, @flucasconwell & @susanfinchweb dive into "The Team Performance Multiplier"; how behavioral dynamics accelerate revenue growth thru better collab & decision-making, why do most companies wait too long to address team dysfunction? bit.ly/4gMinV3
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Key points you'll hear in the podcast include: ⭐Team-Specific Performance Models ⭐Individual vs. Group Dynamics ⭐Job-Person Fit Analysis ⭐Energy Cost Assessment for Behavioral Adaptation ⭐Alignment Before Team Building
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For orgs grappling w/RTO/WFH: Per McKinsey, flexible-work models were 1 of the top 3 motivations for seeking a new job in 2024. Workers were willing to leave jobs for more flexible work w/ 17% leaving because of changes to their work arrangements. bit.ly/4mwLf51
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The overall conclusion is that for many employers, successful and customized adoption of flexible work can help them compete in the talent market.
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