CD006 Leadership Development and Business Success with Kirsty Spence

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Kirsty Spence is an Associate Professor in the Sport Management Department at Brock University where she specializes in teaching and research on organizational behavior, leadership development, and the processes that encourage such development. In 2017, Kirsty received the 2017 Faculty of Applied Health Sciences Excellence in Teaching Award.

Her career started when she worked as a Kindergarten teacher. She discovered the leadership theory through her journey where theory and practice met. This breakthrough happened after eight years of elementary teaching in three different countries.

Kirsty joins me today to share the significance of integrating theoretical and experiential learning in the development of future leaders. She also talks about a kind of developmental framework and explores other factors that play in the deepening of your capacity as a leader. She also shares a valid concern about short-term objectives of CEOs compared to long-term, legacy-leaving objectives that would impact the success of their business.

“It’s not a quick fix. We do change as a result of our experiences and the kinds of development we put ourselves in. ” - Kirsty Spence

Today on the Creative Disruption Podcast:

  • The trigger to Kirsty’s interest in leadership
  • Identifying measuring systems that help leaders grow
  • Defining “capacity” through the leadership literature
  • Assessment tool for busy leaders with developmental edges to work with
  • Advantages of leaders who have and work with a coach
  • The danger behind the “win at all cost” mindset
  • Her definition of an ideal leader
  • An ongoing project that assesses the ego development of potential leaders

Kirsty’s Advice for Future-Proofing Your Business:

  • Determine who can help you about your business concerns and support you in the process of meeting these problems.
  • Identify the structure and process for succession planning.
  • Surround yourself with people who can and will help you with the transition.
  • Be mindful of your company culture and core values so that legacy-leaving is possible for the people that remain after you, as the leader.

Resources Mentioned:

Connect with Kirsty Spence:

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