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  • feedwordpress 09:00:20 on 2020/11/24 Permalink
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    How to Make Your Employees Feel They Belong 


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    A basic need of people everywhere is to feel they belong. A sense of belonging is essential to emotional well-being, and it’s also an intrinsic motivator, activating people to become more involved and inspired. In short, it’s an essential component of any successful team and organization.

    In today’s climate, where people are dispersed geographically and often divided over political and cultural issues, it’s harder than ever to create that sense of belonging. But challenging as it is, it remains one of the most essential things a leader can do to ensure their team’s well-being and effectiveness. Here are some steps you can take:

    Create a culture of inclusion. Exclusion often happens unconsciously and unintentionally. To combat it, you need to be purposeful about cultivating and maintaining a culture that equitably supports people from all backgrounds and walks of life in achieving their potential and ensures they are accepted and valued. An inclusive culture views differences as strengths.

    Create a culture of respectful connection. In a connected culture, people are bound by strong ties; they support and trust one another. People inspire one another to give their best effort. Without sacrificing individuality, they build strong group norms that align them with the organization’s mission and goals, and they keep one another engaged and involved.

    Create a culture of contribution. When people feel that they are making a contribution, that their work matters, that their talents and strengths are valued and their efforts make a meaningful difference, they develop an awareness that they’re working for something bigger than a paycheck—and their work will reflect that awareness.

    Create a culture of safety. The best way to make people feel they belong is by creating an environment where they know they are safe to be who they are and express themselves without negative consequences. People can relax and  let their true selves shine through. They know they can speak up and be heard—and even get it wrong sometimes. People can’t possibly feel they belong somewhere they don’t feel safe.

    Create a culture of recognition. When you express recognition and appreciation, you foster a sense of belonging. You communicate to people that they matter—and when people know they matter, they feel empowered and able to excel.

    Creating and maintaining a culture where people feel they belong is never going to be easy. It requires that every level of the organization view their actions through a diversity lens to make sure they’re creating opportunities for everyone to contribute equitably, and making sure that leadership knows how to motivate and inspire. But the results are powerful. When people know they matter and their contributions are making an impact, there’s no limit to what they can accomplish.

    Lead from within: The best leaders take the time to understand the importance of creating an environment where people feel they belong.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Make Your Employees Feel They Belong appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:29 on 2020/11/17 Permalink
    Tags: , , , , , , , , , Stubborn, , ,   

    The Best Way To Deal With A Stubborn Leader 


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    Few professional situations are more challenging to deal with than a stubborn leader. A boss who debates every point, ignores feedback, and refuses to listen is not only frustrating but also a significant professional barrier. So how do you deal? In my experience, these techniques work best:

    Acknowledge the situation. Acknowledging a stubborn leader can be a problem in itself. You may hope that if you ignore it, it will go away. But if you want to deal with the situation, your first step has to be to acknowledge it for what it is.

    Work to create channels of communication. Communication is the key to dealing with any difficult situation. And when you’re dealing with someone who’s locked into a mindset, that communication has to be done respectfully and thoughtfully. Start small and try different approaches until you find something that works. Even if it’s imperfect, it’s a start.

    Stay calm. However frustrated you’re feeling, don’t let your emotions get the best of you. Your anger and negativity can only perpetuate the cycle rather than breaking it, and your efforts won’t go anywhere. Your leader will be much more likely to listen to you if you appear calm and collected.

    Create a partnership. Position your suggestions for change in the form of a partnership that benefits your boss, not a confrontation about what they need to change. For example, you might say, “I think it would be helpful for us establish a channel for sharing our opinions. What do you think is the best way to go about it?” Listen to their ideas and agree with as much as you can.

    Keep practicing agreed-upon solutions. When your leader starts to fall into old patterns, try to steer them gently back toward the process you’ve established. Keep your own tone nonconfrontational and neutral.

    Reinforce baby steps. In my work as a leadership coach, I have found that stubborn leaders are usually averse to diving into the unknown but instead move slowly toward change. Reinforce every effort, however small, and be prepared for progress to happen little by little. The important thing is maintaining a positive direction.

    Smooth the way with compliments. Stubborn leaders often honestly believe their way is best, which is why they tend to view any difference of opinion as a personal attack. One way to help feedback land successfully is to lead off with a compliment. You might say, “That approach is really strong—what if we reinforce it with…?” or “You always have such good ideas, so I thought I’d pitch one to you.”

    Successful people are usually strong-willed, and it’s a fine line between being strong-willed and stubborn. Even with the most challenging leaders, viewing their stubborness as a personality trait you can deal with and work around can help you improve the situation and relieve at least some of your frustration.

    Lead from within: Stubborn leaders do exist, and how you deal with them may make the difference in your own success.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post The Best Way To Deal With A Stubborn Leader appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:17 on 2020/11/12 Permalink
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    How to Take More Control of Your Own Growth 


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    We all tend to believe who we are today is the same person we were 10 years ago and the same person we’re likely to be 10 years from now. But if you think about it, there’s a good chance that you’re a very different person than you were 10 years ago—and that means there’s an equally good chance that you’ll be a very different person in the future.

    We consider who we are in the present moment to be the true version of who we really are, but as human beings we are all works in progress, constantly changing and growing.

    Growth may be inescapable, but it doesn’t have to be something that just happens to you—it’s something you can direct and control. And if you want to become the best version of yourself, you need to let go of the shackles of today and take charge of your own growth for tomorrow. Here are some good starting points:

    Stop labeling yourself. Many of us look back at who we’ve been and decide that’s who we are. Too often that label is tied to some negative trait or experience—but even when it isn’t, it doesn’t leave you much room to change or grow. When you take on a label, you start looking at reality in a way that confirms that label, and you gradually dismiss any alternatives. Who you were may be a part of who you are and who you’re becoming, but it’s not the whole story or your destiny.

    Reimagine your future self. Change the story you tell yourself about your future. Instead of thinking about who you think you’ll become, ask yourself who you want to become. Make conscious, intentional choices about the direction of your growth and establish clear goals to shape the process. We are all in a constant state of becoming, so shape your behavior not around your past but around your desired future self.

    Measure your development. To take even more control of your growth, make regular measurements of the gaps between who you are and who you’re working to become. Once you’re feeling more at home with the distinction between your present and future selves, you can start to make more detailed comparisons and identify the areas you want to focus on.

    Create desired outcomes. We’re driven by all kinds of motivators—from faith and hope to obligation and ambition to the desire for something new. Lean into the motivators that will help you reach the future self you desire. When your future is clear, your behavior will reflect that clarity.

    As we all know, change is inevitable and growth is unavoidable—but that doesn’t mean it’s out of our control.

    Lead from within: The best way to take control is to be deliberate about who you want to become and start behaving today for your future identity.


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Take More Control of Your Own Growth appeared first on Lolly Daskal.

     
  • feedwordpress 18:53:11 on 2020/11/11 Permalink
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    Study: The Secret to Sustainable Remote Work Can Be Found in a Connected Culture 


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    One Liner: As a research analyst, I partnered with RingCentral to survey 4,000 remote workers on their mood, social interactions, wellbeing, productivity and more. How Are You Holding Up? That’s exactly the question we asked 4,000 remote workers in a recent survey to find out how they’re adjusting and adapting to what has become an extended period of working from home, with no end in sight for many. We wanted to know about their physical or mental well-being and whether they were feeling disconnected from others. Were they struggling with technology or with accessing information and if so, how was that impacting productivity? Was their company taking steps to help them? In recent months, headlines about remote work have focused on remote … Continue readingStudy: The Secret to Sustainable Remote Work Can Be Found in a Connected Culture
     
  • feedwordpress 20:20:33 on 2020/11/10 Permalink
    Tags: , conferences and events for administrative professionals,   

    The One of a Kind Assistant Conference Experience 


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    A Recap of Our First-Ever Virtual Conference for Administrative Assistants Our first-ever virtual conference for administrative assistants had so many monumental moments and nuggets of information. Writing about it alone wouldn’t capture the value of the insight provided, intimate moments between speakers and attendees, and networking experiences that fostered new connections and friendships with assistants…
     
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