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  • feedwordpress 09:00:43 on 2021/01/05 Permalink
    Tags: , , , , , Goals and Success, , , , , , , , , , ,   

    The Best Ways Leaders Promote Happiness 


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    Part of any leader’s job is caring about their people and working to instill in them a sense of happiness, motivation, and pride in what they do and who they are. Many leaders neglect this important element of their role, but it’s too important to leave it up to chance.

    There are lots of ways you can promote good feelings among your employees. Here are a few ways to get started:

    Put people in charge of their own destiny. Successful leaders know that giving people more ownership over their day-to-day schedule, tasks and professional development is essential to building a workforce that’s happier, more engaged and more productive. They’re constantly looking for opportunities to help their people learn and grow, and they make sure to provide support where it’s needed.

    Provide a clear roadmap. When you let people know where the company is going and the reasons behind its direction and pace, you’re giving them an opportunity to buy into the vision. And once that happens, they can find their role and purpose within that vision. People are happier and more motivated when they see themselves as part of something bigger than a paycheck.

    Spread lots of positive reinforcement. It’s a simple common-sense principle that recognizing and appreciating people makes them feel valued. Positive reinforcement at work can happen in lots of ways: treating others with dignity and respect, extending empathy and compassion, practicing gratitude. Whatever form it takes, it makes people feel good about their environment ane themselves.

    Let people know they’re not alone. Successful leaders build strong teams and encourage people to rely on one another. Their mantras are “We’re all in this together” and “Together we can do anything.” They know that engaging with others helps people feel energized and a sense of connection builds happiness—and employees who are happy and energized are productive and effective in everything they do.

    Give people a reason to be proud. Employees who are proud of their organization are three times more likely to be happy at work. This kind of pride goes beyond satisfaction with individual or team output—it extends to the entire organization, its values, and everything it stands for. It’s what people mean when they say that cultural fit is an important part of their satisfaction at work.

    It’s unsurprising that happy employees turn out to be more engaged, more committed and more driven at work, and they’re more willing to make contributions that go beyond the workday and their job description. So if you want to be a successful leader, make sure you’re taking the time each day to check in with your employees’ happiness. It makes a big difference—for them and for you.

    Lead from within: Research shows the when leaders take the time to foster their people’s happiness and well-being, they find it’s well worth the investment and effort because the payoffs are tremendous.

     


    #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 Ways Leaders Promote Happiness appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:49 on 2020/12/08 Permalink
    Tags: , , , Goals and Success, Intimidation, , , , , , , , , , ,   

    How to Deal with An Intimidating Leader 


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    Many organizations operate out of the belief that people in leadership need a tough mindset to be effective. Especially in turbulent times, there’s a sense that the only way leaders can reach the financial and subjective goals they’re measured against is to bulldoze their people. But of course this approach doesn’t yield great results, and it leaves employees feeling unnerved, insecure and even frightened.

    If you’re among those who are feeling intimidated and overwhelmed, here are some tips for coping:

    Manifest the right mindset. The best way to deal with an intimidating leader is to keep a good mindset. Don’t take anything they say to heart; remember that what they’re saying and doing is a reflection on them, not you. When you keep that in mind, it becomes a lot easier to manage your attitude and your emotions.

    Practice direct and concise communication. Never give anyone who’s trying to intimidate you reason to believe their efforts are working. When you need to communicate with your intimidating leader, plan and rehearse to make sure you’re clear, direct, confident and firm about what you’re saying.  Some examples

    • I think…..
    • I appreciate the feedback, but I don’t agree.
    • Let me get back to you on that.
    • Here’s what I can do …
    • I understand your position; here’s mine.

    Maintain your professionalism. When your leader is intimidating, it’s more important than ever to avoid negative behavior like gossip, yelling, or losing your temper. Don’t badmouth your leader to others. Whatever happens, remember that you can’t control their behavior but you can control your response and keep your own behavior impeccably professional. That doesn’t mean you have to put up with bullying—report abusive behavior to Human Resources or through your organization’s official channels.

    Develop a stronger relationship. If you can get past the intimidating façade to the human beneath, it may be possible to begin developing a stronger relationship with your intimidating leader. If they know they can trust you, they may be inclined to let go of their hard exterior—at least with you, and maybe eventually with others as well.

    Lead by example: Be a model for a better way of leadership. Show your leader that appreciation, recognition and reassurance lead to better results than intimidation, and they may start paying attention. Demonstrate to your leader, and to others on your team, what open and authentic leadership looks like.

    Leadership through intimidation often gives rise to mistrust and skepticism, and the consequences to people, teams and organizations can be deep and long-lasting. If you’re in leadership yourself, take stock of yourself to make sure you’re not guilty of intimidation. And if you’re working for someone who exhibits patterns of intimidating behavior, do everything you can to deal with it and turn it around—and keep yourself healthy and grounded in spite of their efforts.

    Lead from within: Leadership at its best is based upon inspiration and motivation, not domination or intimidation.

     


    #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 Deal with An Intimidating Leader appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:54 on 2020/11/05 Permalink
    Tags: , , , , , Goals and Success, , , , New Reality, , , , , ,   

    How to Adapt Your Leadership To The New Reality 


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    The pandemic has shaken the nature of work and leadership to its core. And while many people are still anxiously awaiting a return to normal, it’s becoming more and more apparent that the “normal” we crave won’t be the same as what we had before.

    As we all come to terms with the fact that this crisis is changing the world in ways we never could have imagined, it’s more important than ever for leaders to be mindful of the need to adapt—not only to what’s happening in the moment but to a changing future. Here are some of the ways leaders should be adapting to the new reality:

    Leaders must adapt to create stability. People in uncertain times need stability so they can foster resiliency, and that stability is achieved when you create a purpose-driven culture that prepares them to meet every new challenge with confidence and a unifying sense of a shared mission.

    Leaders must adapt to create community. In the past, those who led remote teams focused on the challenges of communication and logistics. Now, with so many teams made up of people working from different locations, it’s important that you also create a sense of community. As dispersed teams move from being a stopgap measure to a new reality for many organizations, you need to seek out new ways to give direction, provide autonomy, and focus on outcomes while also building a strong, close-knit team.

    Leaders must adapt to cultivate transparency and communication. More than ever, leaders need to establish platforms and forums where information is available and accessible. You want people to find information they need and for information to be exchanged through channels that are clear and convenient. Transparency and communication are especially critical in times of change.

    Leaders must adapt to show flexibility. The relentless pace of change means people need to see leaders who model agility. To be successful, you need to prepare now to function in a business environment that requires high-level dynamic planning and thinking every day.

    Leaders must adapt to focus on reliability. Especially in times of uncertainty, people need leaders they can count on. Make especially sure that your word is iron-clad. If you aren’t sure or you don’t know, say so—and if you learn later that you were wrong about something, own it.

    Leaders must adapt to preserve the mental health of their people. To ensure and sustain the physical and mental health of your employees, you need to understand what they’re going through, and that comes from putting in the time to listen and being empathetic and compassionate. If you don’t listen you won’t know, and leaders need to be in the know about their employees’ well-being.

    At the bottom line, we need leaders who can adapt to meet any challenges for the new reality, and the ones who succeed will be the ones who are mindful and thoughtful.

    Lead from within: The leaders who can filter out the distractions and focus on what truly drives success will emerge stronger than ever—and so will their organizations.

     


    #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 Adapt Your Leadership To The New Reality appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:50 on 2020/10/15 Permalink
    Tags: , , , Goals and Success, , , , , Potential, , , , , ,   

    How To Make Sure You Are Living Up to Your Potential 


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    No matter how well you’re doing and how many skills you’ve acquired, you may not be fully living up to your leadership potential.

    If you suspect that you have untapped potential but you’re not sure how to reach it, start by working to discover what’s standing in your way so you can put yourself back on track to being the leader you know you can be.

    If you don’t know yourself: Self-understanding is critical to leadership. If you want to understand, motivate and inspire others, you have to begin with yourself. Hire a coach or find a mentor who can help you define your strengths, your gaps, and your style of leadership. All of us have gold hidden within, but we have to dig to get it out.

    If you’re self-centered: Top leaders spend much of their time thinking of others and finding ways to support them, coach them, mentor them and develop them. Great leadership consists largely of believing in others and helping them become great. If you aren’t already doing that, you need to take the focus off yourself. Start cultivating your empathy and devoting more of your time and energy to those around you.

    if your mindset is negative: Left unchallenged, negativity becomes weakness of character. Especially for those in leadership, it’s important to keep your outlook positive. Remember that thoughts become actions, actions become behavior and behavior becomes habit—and your habits play a huge role in achieving your potential. A positive mindset is the mark of a superior personality.

    If you play it safe: As I’ve seen many times over with my clients, few things will stall out your leadership potential more completely than constantly playing it safe. Getting yourself unstuck means having the nerve to take risks and make hard decisions when they’re needed. And ironically, playing it safe is one of the riskiest things you can do. To reach your top potential you will have to face your fear and do what you need to do in spite of it.

    If you don’t know and live by your values: People don’t become great leaders because they’re ambitious or committed to success; they become great leaders because they hold clearly defined values and align everything they do to those values. When you understand your own values and priorities and you commit to them, you gain the authority of authenticity and everything else falls into place. Hard decisions become easier and the people around you become your priority. Knowing and living your values is the key to great leadership.

    The best leaders begin by understanding themselves and finding the gaps they need to fill. They work on their own mindset and attitudes, and over time they come to realize that leadership is about serving others while you better yourself.

    Lead from within: The willingness to learn, the desire to risk, the urge to reach your full potential—these are the keys that will unlock the door to your leadership excellence.

     


    #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 Sure You Are Living Up to Your Potential appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:20 on 2020/09/10 Permalink
    Tags: , , , Diversity, Goals and Success, Inclusion, Inclusive, , , , , , , ,   

    How to Do Inclusive Leadership—the Right Way 


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    In recent months we’ve heard courageous voices demanding social and economic equality, and leaders within many organizations have been responding to that call by examining their own attitudes and practices.

    Most of them have good intentions, but there’s a big divide between intentions and outcomes. In practice, inclusion often goes amiss, strategies for change go flat, and the potential for excellence is lost.

    I’ve made a point in recent months of having each of my clients—from small-business owners to executives of major corporations—take a fresh look at their organization’s diversity and inclusion initiatives. Most of them came away from the process with a desire to genuinely do better instead of spinning their wheels with measures that didn’t create lasting change. Here’s an outline of the coaching I’ve been providing these clients on how to start doing things differently:

    Increase your self-awareness. Inclusiveness starts with the leader at the helm. Begin by honestly asking yourself how well you genuinely embrace and engage in inclusion. Many leaders understand the importance of inclusion and diversity in theory and are happy to advocate for it with their words, but they’re far less comfortable taking the kind of action that creates change. Commit to taking that action and make it a priority. When you do, your commitment will reverberate throughout your organization.

    Expose your blind spots. Implicit bias is built in to the human brain. That means that even the best of us—individuals and organizations—have blind spots that keep us from seeing things objectively. It takes an outsider to identify and start eliminating those blind spots, so find a consultant or coach you trust and give them a broad mandate to help you achieve change.

    Deepen your relationships. After you’ve developed a higher level of self-awareness, you’re ready to begin working on social awareness—the way your beliefs and implicit biases affect your relationships with others. If you want your company to become more inclusive, start working on your own ability to create authentic relationships with your colleagues and employees. Changing an organization’s culture begins with simple acts of connection.

    Invest in change. It’s one thing to say you want change, but to make it happen you need to add money, time and effort to your words. Invest in resources and people. Spend time and energy working to confront challenges and create opportunities. Identify and study your gaps and find ways to bridge them. Do what it takes to make sure every employee feels valued and knows they matter and belong.

    Embody courage. Being an inclusive leader isn’t easy. Some will criticize you for your commitment, and others will criticize you for not getting the results you want right away. But I believe that every leader should pursue this path with as much determination as possible. Change requires courage, and the best way of making it happen sooner rather than later is by forging ahead.

    Lead from within:  All change has to start somewhere and genuine, meaningful inclusiveness has to begin within you as a leader.

     


    #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 Do Inclusive Leadership—the Right Way appeared first on Lolly Daskal.

     
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