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  • feedwordpress 22:16:00 on 2021/04/16 Permalink
    Tags: , , big life principles, Career, , , family, financial, , , , , , , spiritual, ,   

    Living The BIG Life Principles 


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    I’m wondering how many of you were reached with my BIG Life principles. I am curious if I clearly communicated what I mean by a “BIG Life.” Throughout the years, I have focused on the different aspects of BIG Life. Themes included BIG: Thoughts; Goals; Energy; Focus; Learning; Staying Power; Change; Action; Choices; Resilience; Celebration. …

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  • feedwordpress 11:47:25 on 2021/04/06 Permalink
    Tags: , Career, , , , , , , , , , ,   

    How The Best Leaders Avoid Doing Everyone Else’s Job 


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    If you’re a leader, a manager or a boss, you know how things come at you—all at once, all the time, without stopping, and with people relying on you to respond quickly and decisively.

    The ability to respond to complex situations and make rapid-fire decisions is necessary to great leadership, and it’s grounded in knowing how to keep your perspective and avoid distractions.

    Here are some of the ways the best leaders maintain a clear view on their own roles and responsibilities and avoid doing everyone else’s job.

    They focus on what’s important. Leaders with perspective don’t allow themselves to be sidetracked by checking off items on the to-do list of others. Instead, they stay connected to the things that are most important to them and keep their attention concentrated there—every day, all the time.

    They keep their emotions out of it. We all know leaders who worry and are fearful that others might not be doing their job as well as they can. The best leaders keep their emotions in check, and concentrate on their own responsibilities. They may feel fear and worry, but they trust their people and their experience to do their jobs.

    They listen to learn. The best leaders are always interested in gaining new understanding, educating themselves in new areas and becoming better informed. Don’t be a leader who only makes a show of listening and jumps into act. Listen to learn.

    They let go of their biases. Leaders with perspective don’t allow their own personal experiences and circumstances to obscure their objectivity. They work hard to understand and overcome their biases, if they have judgment on other people’s work, they work hard on letting those biases go, because they know how harmful they can be.

    They don’t make mountains out of molehills. Leaders with perspective don’t blow things out of proportion or respond unreasonably when something goes wrong. They are able to step outside the moment and see mistakes, mishaps and unfortunate circumstances of others, for what they are.

    They have an expansive mindset. Leaders with perspective see the whole rather than fragmented pieces. They make a point of focusing on the big picture and the long-range view.

    They don’t judge or make assumptions. Judging and assuming are surefire ways to lose perspective. Don’t be one of those leaders who forms opinions or comes to conclusions without hearing all the facts and gathering all the information, because uninformed assumptions can be incredibly damaging.

    They don’t have to be the smartest person in the room. Even if they know a lot, leaders with perspective know that they don’t know it all. Listening to other viewpoints and learning along the way allows them to have a wider and more in-depth understanding.

    It is easy to want to jump in and do everyone else’s job, but when you have much to accomplish yourself, it’s best to concentrate on what you have to do, and do it well.

    Lead from within: When your perspective isn’t clouded by distractions, worry and fear about others, you’ll be able to do your own job more clearly, making you a better leader and a better person.

     


    #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 The Best Leaders Avoid Doing Everyone Else’s Job appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:51 on 2021/03/04 Permalink
    Tags: , Career, , , , , , , , Leadership Team, , , ,   

    Are You Getting the Best Out of Your Leadership Team? 


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    Almost all successful organizations are grounded by a skillful and talented leadership team. But how can you ensure that your team leaders are hitting their full potential? If you want to get more out of your business, you have to get more out of your team. And that means investing in your leaders. Here are some of the most important ways you can make that happen:

    Start with the right people. Make sure you’re hiring and promoting the right leaders. Take your time and be patient when you’re filling a leadership position. The better the fit, the better the performance.

    Embrace diversity. Embrace all types of leadership styles and diversity of background, thought and opinions. Different people bring different ideas, and diversity is key to creativity and innovation—so make sure to give your organization that strategic advantage. We’re naturally drawn to people who think like us, but a team of people who all think the same way is just an echo chamber. Challenge your leadership with people who challenge your thinking.

    Set smart and achievable goals. Success begins with meaningful goals. Follow the SMART criteria with your team leaders: work with them to set goals that are Specific, Measurable, Achievable, Relevant and Timely. Goals should be clear and easy to understand, with objective performance targets.

    Trust your team to be independent and accountable. Trust your leaders to handle their responsibilities in their own way—and encourage them to empower their own people with that same trust. A leader who extends trust gets a team that is supportive, collaborative and positive. On the other hand, a toxic or oppressive team can drag down the performance of even the best leader.

    Invest in your team’s professional growth. Show your team how important they are to the organization by investing in leadership training and coaching. A well-designed professional development program will give your leaders the experience, knowledge and insights they need to perform at their best. Good leaders are constantly working to improve themselves, so feed that instinct by encouraging ongoing training and development. It’s a relatively a small investment that can lead to huge returns.

    Promote from within. Establishing a norm of promoting people from within is one of the best ways to motivate people and foster a high level of performance. And it pays off in other ways as well: people who have come up through the ranks already know the company and culture well. They tend to be deeply committed, and seeing them move up inspires others.

    Acknowledge your best leaders. Pay attention to the leaders in your organization who are performing their best, making a difference and setting a strong example. Express your appreciation often and reward them in ways that are meaningful to them—it doesn’t have to be monetary.

    Lead from within: If you want the best leadership team, work on finding and cultivating the right people and giving them what they need to succeed.

     


    #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 Are You Getting the Best Out of Your Leadership Team? appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:44 on 2021/02/11 Permalink
    Tags: , Career, , , , , Love Language, , , Safe, Secure, Significance, ,   

    The Six Love Languages That Will Make your Team Great 


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    At the beginning of my career as a leadership coach, I became curious about what makes some teams better than others—why some teams facing significant challenges outperform those with more advantages. After decades of experience with every imaginable type of leader and team, I think I know the secret of those successful teams: their leaders act in ways that meet each person’s individual emotional needs.

    Gary Chapman’s 1992 book The Five Love Languages introduced the idea of love languages—actions tailored to your partner’s specific emotional makeup. Successful leadership requires a similar approach. If you want people to thrive and excel, you have to figure out what motivates them. When you understand the makeup of your team members, you’ll know what actions you can take to help them succeed. Here are six of the most common employee languages:

    Quality time. Some people thrive on spending time with their boss. They love talking through processes and procedures, and they find one-on-one time stimulating rather than stressful. Making time for these people on a regular basis helps them feel appreciated and secure.

    A supporting hand. Many people prefer to do things on their own with no help, but others work best as part a team. They enjoy being part of a community of peers working together and supporting one another. Group these collaborative-minded people with others who feel the same way and they’ll thrive.

    Acknowledgment. Mark Twain once said, “I can live for two months on a good compliment.” Verbal appreciation and acknowledgement are powerful communicators to most people—everyone likes knowing their hard work and contributions are noticed. Be generous with encouraging words and recognition to your entire team.

    Opportunities for growth. Some people are content to be right where they are, doing what they’re doing. Others feel most appreciated when they’re giving opportunities for growth, for learning and stretching themselves as individuals. Challenge these people and watch them excel.

    Compensation. Some people don’t feel truly appreciated unless they have a tangible thing or act that acknowledges their work. Money always works, but it can be as simple as a special lunch or a thoughtful gift with a personal note of thanks. It doesn’t have to be expensive—the point is that you value them.

    Trust. Many people perform their best in the presence of obvious trust. When you empower these people, they’re motivated to show that your trust was well placed. And when you let them know it’s OK even when they make mistakes, they’ll take the kind of risks that can bring great results.

    Feeling secure, safe and significant gives people a sense of self-worth that frees them to achieve. Work to discover the language of your team members, and in return they’ll do great things.

    Lead from within: Success for any of us means figuring out what drives us and makes us feel we matter. Feeling valued is the foundation of that 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 Six Love Languages That Will Make your Team Great appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:58 on 2021/02/09 Permalink
    Tags: , Career, , , , , , , , , , ,   

    How to Cultivate Psychological Safety at Your Workplace 


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    Psychological safety is still a fairly new concept, but its importance is being reinforced by a growing body of research, and it’s something that leaders everywhere should be thinking about—whether their teams are working in person or online.

    In a nutshell, psychological safety describes a state in which people feel free to ask for help, share ideas, seek feedback, admit mistakes, ask about what they don’t know, try new things, and voice their views.

    In too many organizational cultures, people hold back from sharing their thoughts and opinions out of fear that they’ll be seen as uninformed or disruptive. They don’t want to take a chance on being ridiculed, disregarded, or punished with a negative performance appraisal or other career-damaging responses.

    Research has shown that in the absence of such threats, team members are far more likely to bring their whole selves to work. They feel free to express their creativity, talents and skills without censoring or silencing themselves, and they know they can learn actively on the job instead of trying to pretend they know everything.

    Here are six simple steps toward creating a psychologically safe environment in your workplace:

    Treat people the way they want to be treated. Set the Golden Rule aside. Don’t treat others the way you would want to be treated but as they want to be treated. When you can see from your employees’ point of view, you’ll understand how to make sure they feel valued and understood.

    Encourage healthy conflict. Create conditions where respectful conflict is welcomed. Encouraging people to debate their ideas sharpens everyone’s thinking. Give serious consideration even to off-the-wall ideas, because one of them may someday prove to be invaluable.

    Allow all voices to be heard. Make sure everyone in the room knows they can speak their mind and express their thoughts. Encourage broad participation instead of the too-common situation where the same people tend to dominate every discussion. You can benefit from your team’s diversity only if everyone has a voice.

    Warrant and widen trust. Trust is a foundational element of psychology safety; it signals the mutual respect in which people are comfortable being themselves and speaking their minds. Be generous in extending trust.

    Foster engagement and innovation by reducing stress. Don’t view people as a means to an end. Work to help them feel valued and secure and free of unnecessary stress, and they’ll become more engaged, more innovative and more productive.

    Get comfortable with being uncomfortable. Replace perfectionism with a culture where people can present half-baked ideas, make risky statements and question assumptions.

    Ultimately, psychological safety is about providing a space where people feel free to be their full selves—something every leader should be working for anyway. Give people room to feel and think and create and be true to themselves—and in return, they’ll give you their best efforts.

    Lead from within: Psychological safety is good for business, good for teams and employees, and good for the leaders who cultivate it.

     


    #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 Cultivate Psychological Safety at Your Workplace appeared first on Lolly Daskal.

     
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