How AI will change your life - a Futurist's Guide to a Super-Smart World - Patrick Dixon is a Global Keynote Speaker on AI, Author of 18 BOOKS, Europe's Leading Futurist with 25 year track record advising large multinationals - CALL NOW +44 7768 511390

How AI Will Change Your Life - A Futurist's Guide to a Super-Smart World - Patrick Dixon signs books and talks about key messages - future of AI, how AI will change us all, how to respond to AI in business, personal life, government. CALL +44 7768 511390

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"I'm doing a new book" - 60 seconds to make you smile. Most people care about making a difference, achieving great things, in a great team but are not interested in growth targets. Over 270,000 views of full leadership keynote for over 4000 executives

Futurist Keynote Speakers - how Futurist Keynotes transform events, change thinking, enlarge vision, sharpen strategic thinking, identify opportunities and risks. Patrick Dixon is one of the world's best known Futurist Keynote Speaker

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Speed of change often slower than people expect! I have successfully forecast major trends for global companies for over 25 years. Focus on factors driving long term changes, with agile strategies for inevitable disruptive events. Futurist Keynote Speaker

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Future Manufacturing 5.0. Lessons from personal life for all manufacturers - why most manufacturing lags 10-15 years behind client expectations in their day to day life. Manufacturing 4.0 --> Manufacturing 5.0. Future of Manufacturing Keynote

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Futurist Keynote Speaker: Posts, Slides, Videos - Leadership, Strategy, Business Ethics - Keynotes

Many managers think that a new promotion will automatically confer added authority.  But true leadership comes from who you are, not from a new rank or title.

We see this in “unofficial leaders”: workers who carry natural authority, which is not reflected in their official responsibilities.  The scenario is common and the options for managers are few:

1)  Bring them into the fold

Work with those who carry others with them, honour their contribution, be honest about your concerns, express your appreciation and draw them into the team.

This can be the most successful leadership strategy of all, so long as you can convince the person that your own goals objectives and strategy are going to create a better world than the alternatives.

The risk is that the other person gains privileged access, and a more powerful platform to promote a dissenting view.  This is always the strongest option, assuming that the one “in charge” had the leadership capabilities to carry it out, and the self-confidence to manage the extra electricity within the team.

2)  Ignore and marginalise

Just hope the problem goes away.  It may not.

If the person is as gifted as we think he or she is, and as influential, it won’t be long before they are talking informally to those you report to, and if they have any sense they will realise the importance of being close to what he is thinking – simply because of the far-reaching nature of their informal footprint.

Their insights into the organisation as a whole may be invaluable.  He or she is likely to be a great networker, and could even network you out of a job.

3)  Counsel them out

Talk with the person and encourage him or her to spread wings and apply for other internal posts where they can have room to flourish, open doors for him, invest in his success, and encourage him positively to change up a gear in thinking about other opportunities perhaps elsewhere.

This is a risky course that could also land you in legal trouble if he thinks he is being blocked for promotion in your own department for some reason, or even worse, is being victimised in terms of future employment.

Adapted from Building a Better Business book by Patrick Dixon.



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