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  • feedwordpress 17:10:28 on 2018/12/11 Permalink
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    Bouncing Back from Failure 


    Has it been another week of adventure? A lot can happen between Monday and Friday, can’t it?

    I’d like to focus today on Turning Failure into Success. Failure is a dirty word in the corporate world. And our success-oriented society often makes it difficult for those who fail to adjust. This negative attitude often forces people to take job-related failures personally, even if they had little to do with the actual events.

    When failure occurs, many people go through a mourning process similar to that for the death of a loved one: 1) denial, 2) bargaining, 3) anger, 4) depression, and 5) finally, acceptance. While no one embraces failure, some people take it harder than others, blaming themselves entirely for their lack of foresight. Embarrassed to face their colleagues, unable to confide in their friends or family, they are isolated in their own grief.

    Thought for the week: “I will turn any failure or setback into a success!” Or, “I will encourage someone else who might be experiencing the feeling of failing, whether it is my child, neighbor, or coworker.” Has it been a great week? If not, you can still make a great one!

    Bouncing Back

    1. Acknowledge the failure. When this first, vital step isn’t taken, an atmosphere of fear is created. Instead, face your failure and see that it is an opportunity to learn and grow.
    2.  Ask for help in preventing future failures. If the guilty party doesn’t request help, it may lead this person to say, “I’ll just be more careful next time. I won’t take such a big risk again.” And that sort of thinking leads to stagnation and a loss of creativity and growth for both individuals and organizations.

    Failure can be an opportunity to reflect, rethink values and interests, and then make positive changes. People are often better off after they’ve failed because if it hadn’t been for their missteps, they might still be in the same rut.


    The post Bouncing Back from Failure appeared first on Office Dynamics.

  • feedwordpress 09:00:10 on 2018/12/11 Permalink
    Tags: , , , , , , Mangagement, , ,   

    My Best Advice for Leaders When Things Are Going Wrong 

    I’ve been coaching top leaders in almost every industry for decades, and I’ve learned that even when it appears that an organization is running well and its leaders are effective, it’s often a very different story behind the scenes.

    Tough times are a fact of life for nearly every organization at some point. And when times get tough, leaders have to get tougher.

    I once heard a CEO yell in frustration, “I’m going to walk away from this whole company.” He was over it almost immediately, but his words in that tense moment genuinely frightened his board and team to the point that they began to question his leadership.

    Maybe more than at any other time, when things go wrong your words and actions as a leader are critically important. Here’s my best advice for those times:

    Face your obligations. Harriet Beecher Stowe said, “When you get into a tight place and everything goes against you till it seems as though you could not hang on a minute longer, never give up then, for that is just the place and time that the tide will turn.” Sometimes what is needed most will happen when you face your challenge and own your struggles. Success often lies in your ability to face difficult situations.

    Use the struggle to pivot. The uncertainty and uprootedness of moments of crisis have a strange benefit: they make it a great time to change direction. Moving to things that will serve your organization in a different way and pose new challenges—the kind of change that people find frightening under many circumstances—can instead be a welcome source of hope in tough times. Sometimes problems are pushing you directly into the path of opportunities that weren’t visible before.

    Change your thinking. It’s easy to turn your thoughts to a dark and negative place when things go wrong, especially if you don’t have the resources or influence to change a tough situation. But in these cases, the only thing you can control is the way you think and respond. However difficult, struggle makes us strong and comes with important lessons. Instead of giving in to negativity, try to view the situation as a chance for you and your team to learn and grow.

    Make a plan to move forward. As a leader, you cannot get stuck in a problem but need to be the source of plans and solutions. Problems come and go, but ultimately you won’t be remembered for the problems you faced but the solutions you came up with. Leadership at its best is when you don’t like something and you move ahead and use your influence to do something about it.

    Don’t let anything stop you. Whatever the obstacles or challenges, the best time to show determination is when you’re facing your biggest challenges, because the true essence of determination will get you through anything. The difference between impossible and possible lies in a leader’s determination. Some people succeed because they are destined, but most succeed because they are determined.

    Lead from within: When things go wrong, become the kind of leader who can make things turn out the best—and make the best of things along the way.


    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: iStock Photo

    The post My Best Advice for Leaders When Things Are Going Wrong appeared first on Lolly Daskal.

  • feedwordpress 13:10:39 on 2018/12/10 Permalink
    Tags: , , , , , , Quitting, ,   

    This is Why People Really Quit Their Jobs 

    You’ve probably heard the expression that people are only as good as the company they keep. Well, the reverse is also true: a company is only as good as the people it keeps.

    As a leadership coach and business consultant I have the privilege of seeing many organizations through a lens that most people don’t, because leaders are busy leading and managers are busy managing and people are busy doing their jobs so the big picture gets hard to see. People may be unhappy and want to leave without even knowing why. If you’re experiencing more turnover than you’d like, think about why people are leaving. Here are some of the top reasons:

    They don’t like their boss. Most bad bosses aren’t bad people; they’re good people with certain weaknesses. They may micromanage, bully employees, avoid conflict, duck decisions, steal credit, shift blame, hoard information, fail to listen, set a poor example, goof off, or fail to invest in developing their team. A boss with a major weak spot can leave their entire team feeling unhappy and unproductive.

    They don’t get to make use of their strengths. It’s a terrible but common disservice to hire someone talented and then ignore their abilities. The best companies create multiple opportunities for people to use and develop their talents. If you fail to do so, you drive away your most gifted and high-performing employees. Stay in touch with all the amazing things people can do and find ways for them to use those abilities.

    There’s no plan for professional development. Workplaces that retain top people give them access to meaningful learning opportunities—they enable people to be energized by their projects, to perform at their best, and to advance their skills and move forward professionally. When you care about your employees’ happiness and success, in their career and in life, they end up with a better job and you end up with an energized team.

    There’s no room for advancement. The best companies and leaders make it a point to have their managers work with people to create career opportunities that mesh with their goals and personal priorities. This deep level of support gives people confidence and motivation, making them not only more effective and productive but happier and more loyal.

    They’re exposed to dysfunction. Dysfunction saps even the best employees—it distracts them from their work, keeps them on edge, and drains their energy. No one can excel under those conditions. The best leaders do away with dysfunction within their own area and shield their people from the dysfunction they can’t control.

    They feel unappreciated. We all have a human need to be appreciated for our efforts, so when you don’t notice your employees’ contributions—if they feel undervalued on an ongoing basis—they’ll soon wonder why they bother to show up at all, let alone excel. And they’ll leave at the first sign of an opportunity where their talents and hard work will be appreciated.

    Lead from within: If something isn’t working for your people, it isn’t working. Make it right or risk losing your best performers.



    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: iStock Photos

    The post This is Why People Really Quit Their Jobs appeared first on Lolly Daskal.

  • feedwordpress 19:11:02 on 2018/12/07 Permalink
    Tags: , , ,   

    Things Assistants Do That Executives Appreciate 


    I am very fortunate in that I get to read fabulous letters from executives touting the behavior changes they see in their executive or administrative assistants after attending our Star Achievement Series® course. I love reading these letters as 1) I see the training we provided truly worked, but more importantly, 2) I learn what executives appreciate—what executives look for in an assistant—and what executives value and observe.


    Recently I have read more than 40 executive letters. These executive letters are one of the requirements for a Star Achievement Series® participant to receive their CEAP (Certified Executive Administrative Professional) designation.

    (Watch Joan present the top 12 during her Facebook Friday video, 12/7/2018)

    Ask yourself the following questions then compare it to the bulleted list below:

    1. Do I do this for my executive?
    2. If you answered “yes” to #1, ask yourself, “How often do I do this?” (This is an important question.)
    3. If you answered “no” to #1, then you might want to incorporate this behavior or habit into your routine.
    • Very aware of organizational priorities
    • Asks me key questions so I can better prepare for my meetings
    • More confidence when addressing conflict in a way that leverages relationships
    • Cultivates professional networks that help us accomplish our goals
    • Speaks up in my team meetings and has brought additional insights into our group forums that are highly valued
    • Open to feedback—productive and enjoyable
    • Takes the initiative and has the comfort level to proactively review documents in preparation for my meetings
    • Reviews my inbox for information that is timely and necessary
    • Truly wants to understand the business for her own learning to better engage and to help me get in front of things
    • More actively takes on a leadership role
    • Ensures we have clarity on meeting objectives, participating actively to ensure we make decisions, and leaving the door open for all participants to weigh in
    • More focus on prompting leaders to ensure critical team meetings occur
    • Increased confidence: more vocal, more influential and exudes a stronger presence with those she works with
    • Has become more inquisitive on my expectations, allowing both of us to think more strategically on where I spend my time and how we approach projects
    • Seeks me out to make sure we are on the same page regarding topics ranging from scheduling to organizational strategy
    • 100% accountable for his (the assistant) actions
    • Chooses the right medium of communication for impact
    • Actively prioritizes around critical deliverables and is always available and flexible
    • Communicates effectively while resolving problems with little to no direction from me
    • Proactive in selecting work that was better suited for her and me, so that both of us were more successful
    • Stands up for herself more often so that others do not take advantage of her accommodating personality
    • Always proactively planning for me thus reducing my set up and pre-coordination time of events
    • Ability to roll with the punches
    • Big picture thinker, looking for opportunities for us to gain efficiency and share best practices
    • Addresses his workload with a greater degree of proficiency and efficiency
    • My assistant looks at my calendar weeks away and helps me think about the time needed to complete projects or get ready for presentations
    • After meetings, my assistant follows up with me to see what “to do” I have from the meeting, if I need a follow-up meeting or if I need to send a recap of the meeting to attendees. This proactive thinking helps me stay ahead.
    • Leverages technology to help me stay organized
    • Relentless enthusiasm and truly wants to make a difference
    • Taken on the task of creating presentations for me or the team
    • Consciously adjusts communication style when addressing various leaders
    • Motivates and encourages peers
    • Manages peace and harmony; dealing with constant distractions daily
    • Takes networking skills very seriously, encouraging teamwork and collaboration throughout our organization
    • Completes assignments quickly and accurately
    • Takes the initiative to converse with me about the expectations and objectives and (she) will give regular feedback on how she is progressing
    • Helps me more with my exchanges of information with my peers
    • Leans in to better understand the whys behind decisions
    • Shows an eagerness to take on stretch assignments
    • Proactively solves problems
    • Appropriately assertive
    • Enables my success by staying two steps ahead
    • Proactively puts together documents for upcoming meetings
    • Takes swift action when given a deliverable
    • Effectively manages my calendar with efficiency in mind
    • Collaborates and communicates with the team without specific direction from me
    • Solution oriented in gathering information or data for an upcoming deliverable
    • (more) Strategic: developing more long-term and process planning to better support the overall operations, team and his actual role

    The Star Achievement Series® is the most comprehensive live training course for administrative and executive assistants. This course is only taught onsite. We offer several options ranging from our trainers coming onsite to having your staff certified to teach the program. If you are interested in learning more about this robust program, you can all 800-STAR-139 or visit

    The post Things Assistants Do That Executives Appreciate appeared first on Office Dynamics.

  • feedwordpress 09:00:57 on 2018/12/06 Permalink
    Tags: , , , , , Leadership Skills, , ,   

    4 of the Most Important Skills of the Future 

    The future is being built now with robotics, artificial intelligence, and all kinds of automation that will take over many of the skills we perform today. But there are some skills that we will need for the future, skills that can’t be automated. If you want to excel in the years to come, make sure you’re up to speed in these areas:

    Communication. If you’re in leadership, how you communicate, what you communicate and—most of all—how you listen are all supremely important. In communication, it’s the tone that inspires and the spirit that motivates. No robot or machine could ever have the same effect as a leader with great communication skills. Knowing how to communicate is all about creating and clarifying expectations. It’s important to communicate not just what you want someone to do and (without micromanaging) how they should do it but also why you want it to be done and why the person you’re asking is the best person for the job. People want meaning, so communication will always be a crucial leadership skill.

    Engagement. Gone are the days of a leader sitting at their desk with the door closed. That doesn’t work (and really, it never did). For any enterprise to excel and achieve its goals leaders need to value engagement, because great leadership begins with connection. When we understand that despite the ways in which we differ we’re all alike in our desire for acceptance and connection, we can recognize those needs in ourselves—and in others. That’s when we can truly make a difference, and it requires human connection.

    Influence. Many sources contribute influence in our lives. Parents, other family members, teachers, friends, books we’ve read, discussions we’ve had, life experiences—all of these influences merge together to form our core values and build our character. In the years to come it’s predicted that our biggest commodity will be ourselves—that people will follow others because of who they are and what their character represents. That’s not something you could ever get from a machine, robot or automation.

    Heart. Automation can never substitute for heart, care and love. When a leader demonstrates caring, it makes a difference in everyone they touch. The world is full of people who need to be exposed to a caring heart. Great leaders care about the people they lead above their own leadership; they are close enough to show they care but far enough ahead to also motivate. The future relies on this wisdom: leadership is not about being in charge but about taking care of those in your charge.

    There are doubtless numerous skills you’ll need to build a successful future, but it’s these core skills that matter most.

    Lead from within: The future belongs to the leaders who excel at today’s most important skills.



    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 4 of the Most Important Skills of the Future appeared first on Lolly Daskal.

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