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  • feedwordpress 08:00:55 on 2021/03/30 Permalink
    Tags: , Goals and Success, , , , , , , , , , ,   

    Why You Should Make Personal Development Part Of Your Leadership 


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    Leaders often rely on the skills they trust the most—the things they know they do well. But if you speak to most successful leaders, you’ll discover that they’re constantly pushing themselves in new directions and learning new skills. They make personal development a priority—and if you aren’t doing the same, your leadership is not as effective as it could be.

    Think of it this way: if you only keep repeating what you know doing what you know how to do, eventually you’re not going to get the results you need. And with no other resources to turn to, you’ll be stuck.

    The only way to really get the best out of who you are and everything you have to offer is to make personal development an ongoing commitment. Make sure you are taking some positive action to improve yourself on a daily and weekly basis.

    Here are some of the most important areas you can focus on in your personal development plan:

    Keeping an open mind. I have heard leaders say “This is who I am, take it or leave it.” But the best leaders are open to new ideas and new ways of doing things. They’re constantly listening and learning.

    Investing in yourself. As a leader you invest in your business, your customers, your clients. So why not invest in yourself? After all, you’re an important asset. Treat your personal development not as a self-indulgence but as something you do for the good of yourself, your team and the organization.

    Embodying a positive attitude. The best way to evolve in your leadership is to maintain an attitude of positivity and possibility—to believe in yourself. If you know you can develop and change, you surely will. Attitude is one of the most important elements of growth and personal development.

    Accepting responsibility. Too many leaders want to hold everyone accountable but themselves. But passing the buck is poor leadership that leads to poor results and harms your team. If you want to lead successfully, you need to hold yourself accountable for your own choices and development.

    Acknowledging your weaknesses. Just as we all have strengths, we all have weaknesses. The better you can understand and acknowledge your own areas of weakness, finding ways to improve upon them and even leverage them into strengths, the better you will evolve as a leader and a person.

    Don’t make the mistake of treating personal development as a to-do item, a box to check off and be done with. Think of it instead as an ongoing process in which every encounter and experience offers you a chance to do something better. Every step you take will open new directions for your leadership.

    Lead from within: The only thing standing in the way of your becoming the best version of who you are and providing the best leadership you’re capable of is your own willingness and commitment. At the end of the day, the choice will always be yours.

     


    #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 Why You Should Make Personal Development Part Of Your Leadership appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:57 on 2021/02/15 Permalink
    Tags: , , Goals and Success, , , , , , , ,   

    The Best Way to Boost Employee Motivation 


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    If you want your employees to have more stamina and drive, the best place to start is by learning what motives them. Getting the best from people doesn’t come with a one-size-fits-all formula. It means working to understand and address the inner drivers that will boost their motivation.

    The best leaders understand that they play a critical role in their employees’ motivation. Here are four of the most important things you can do to keep your people happy and productive:

    Create a psychologically safe culture. Give people room to express themselves and voice their opinions without fear of judgment or criticism. In a comfortable and secure environment, your team can come together in a spirit of open collaboration, engagement and involvement, with everyone contributing their ideas as well as their labor. When people feel understood and appreciated for who they are, they’re ready to participate instead of just showing up.

    Minimize organizational politics. A culture that’s governed by organizational politics is disempowering and demotivating. The influence of political game-playing is so damaging to employee motivation and morale that it’s not enough to minimize it—you need to eliminate it entirely. In its place, establish a culture in which rewards and promotions are based only on valid measures of qualifications and performance rather than political considerations or connections to powerful people.

    Recognize and reward people—the right way. Leaders who truly understand motivation maintain a focus on recognizing and rewarding hard work, effort, commitment, tenacity, imagination and risk-taking. The most effective rewards are monetary, so invest as much as your budget will allow in things like pay increases, bonuses, stock options and promotions. Avoid rewards that create pressure for people to achieve specific outcomes, those that risk a large percentage of employees’ compensation and those that pit team members against each other in direct competition. Being rewarded for helping to meet organizational goals boosts people’s feelings of competence and engagement.

    Create meaningful and purposeful goals. One of the best ways for people to find motivation is by putting their energy into something purposeful and meaningful. Make sure that the goals you set for your team, individually and collectively, are clearly tied to your organization’s central mission and purpose. When employees have a sense of purpose at work, they feel passionate, committed and ready to come up with innovative solutions. Their outward-looking focus on serving the organization and their inner determination to excel combine in a single purpose, to serve and to bring value.

    In brief, the most effective way to boost employee motivation is to pay attention and understand the people you’re leading by making them feel safe, secure, recognized and part of a meaningful undertaking. That’s the best motivation you can provide as a leader.

    Lead from within: Be the kind of leader who knows how to boost their employees’ motivation, happiness, productivity and effectiveness.

     

     


    #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 Boost Employee Motivation appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:20 on 2021/01/28 Permalink
    Tags: , , , , Goals and Success, , , , , , , ,   

    How Do You Know Whether You Have True Leadership Skills? 


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    Ask any group of leaders about the most important leadership skills, and much of the discussion will focus on capabilities like strategic planning and budgeting. In my work as a coach to leaders around the world, I see the importance of these areas—but I also see that a leader’s humanity is the source of their most essential skills. With that in mind, ask yourself how you rate in these specific areas:

    Vulnerability. Great leadership requires that you be confident in your vulnerability. That means being able to express your emotions and connect with others on a human level. When leaders are comfortable with showing what they’re feeling, they exhibit true strength—and they encourage others to be open as well.

    Empathy. To be a great leader, you need the ability to place yourself in someone else’s shoes by suspending judgment and concentrating on their perspective. Empathy lets you think through decisions from multiple perspectives, but its main power is in establishing trust and building relationships.

    Patience. People often associate strong leadership with fast, decisive action. And certainly there’s a place for that, but patience—with oneself, with others, and with situations that are outside your control—will keep you calm and protect you from decisions made in haste.

    Listening. Many people aren’t even aware of the difference between hearing and listening. But knowing how to listen with focus and without interrupting, and how to think before you reply, is the secret weapon of the best communicators. It takes attention and practice, but it’s a skill anyone can learn.

    Trust. The best leaders work consistently on trust: earning it, keeping it, and according it to others. Trust is by necessity a two-way street. It means getting to know people, understanding them and showing them the same respect that you would like to receive. Being known as someone who values trust will strengthen your leadership in countless ways.

    Honesty. Speaking the truth is often difficult, but it’s the foundation of any form of personal integrity. People may not like what you’re telling them, but they’ll appreciate your truthfulness. Honesty is how leaders maintain a positive reputation even in challenging times.

    Supportiveness. Support can take many forms: Sometimes it’s an encouraging word. At other times it means seeing that someone is moving off track and helping them make the adjustments they need. You can also express support by applauding a strong effort that didn’t work out, making sure people have everything they need to do great work, or providing assistance to help people reach their goals. Supportiveness goes beyond praise to show you genuinely value those you lead.

    Lots of skills contribute to great leadership, but it’s a leader’s human factors that build great connection, foster trust and respect, and at the end of the day get things done.

    Lead from within: The humanity of your leadership, and how it makes people feel, will largely determine their loyalty and contribution.

     


    #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 Do You Know Whether You Have True Leadership Skills? appeared first on Lolly Daskal.

     
  • 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.

     
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