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  • feedwordpress 09:00:05 on 2020/03/05 Permalink
    Tags: , HR, , , , , , Sucess,   

    How Great Leaders Unlock The Potential in Others  


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    If you’re like most leaders, you don’t want your people to settle for doing good work—you want them to do great work. That means part of your charge is to bring out the best of who they are and what they do. Here are some of the most important ways top leaders help their people discover their potential and fully express it:

    Establish a foundation of trust. Open up workplace conversations beyond day-to-day performance, and establish an atmosphere of trust and acceptance. People need to know that a development discussion is different standard performance review—it’s not just about what people do well and what they could improve, but about their aptitudes and interests, where they want to be and how you can help them get there.

    Give people a chance. Show people you believe in them by giving them opportunities to stretch their limits. Most leaders are too worried about minimizing the risk of failure when they should be focusing on maximizing the possibility of wild success. Look for any chance to help unlock new potential.

    Coach and invest. Great leaders know the importance of investing in their people. When you nurture and support others, they will blossom and grow. Any leader who is too preoccupied with anything else to attend to their people has forgotten the essence of their purpose.

    Provide opportunities to stretch. Great leaders provide challenging opportunities because they understand that giving someone a good challenge, one that comes with a real stretch, allows them to develop and unlock their own potential. They set a high bar and provide support to those working to reach it.

    Give regular feedback. We all have our blind spots, and a great leader is often the person who can tactfully help people see their own weaknesses and how they may be getting in the way of their effectiveness and advancement. Done right, regular feedback is a gift that nourishes a person’s growth without destroying their roots.

    Monitor, measure and reward. Don’t give up on people too easily. Work together to improve performance. You may find that people have more potential than you think they do. If you believe in them, they will meet you at your confidence. And remember that holding people accountable for their performance includes giving them credit for their accomplishments.

    People need to own their own learning and career path. But your ability as their leader to cultivate potential can have a great influence on them—as well as on your own reputation and effectiveness as a leader.

    Lead from within: Everyone has the potential to be great. Often all that is required is the coaching and belief of another person to convert that potential to reality.

     


    #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 Great Leaders Unlock The Potential in Others  appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:29 on 2020/03/03 Permalink
    Tags: , HR, , , , , ,   

    Why Great Leaders Never Try to Fix Others  


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    A common management response when an employee is underperforming is for someone in leadership to be called upon to step in and fix it. This usually takes the form of a process involving endless meetings and complicated appraisals, a process that probably accomplishes little but leaves management feeling satisfied that they’ve done everything possible to fix the problem employee.

    Great leaders, however, understand there are lots of reasons that trying to fix a person never works. Some of the most significant:

    It breeds resentment. Leadership is supposed to be about serving others, not trying to repair them. When you try to fix someone, you’re almost certainly going to be perceived as arrogant. It’s a sure way to breed resentment, which often metastasizes into bitterness and anger that may poison not only your relationship with that employee, but the entire team.

    It’s not empowering. Hearing from your boss, manager or leader that need to be fixed is the opposite of empowering. The resulting emotions are most often a sense of distress that people don’t see you for who you are and what you are capable of. It’s demotivating and leads to disengagement.

    It rarely works. Numerous studies have shown that trying to fix people with advice rarely works. As cognitively advanced beings, most of our behaviors and beliefs are determined by habit—our everyday behavior—and that’s not something that can be changed easily in a conversation.

    It pushes people away. There is nothing worse than telling another person that they’re not good enough. Leadership is supposed to be about bonding with others, not pushing them away. Once someone gets the message that they’re considered less than adequate, they’re likely to start showing up less and doing less. The best leaders understand that they’re in the business of inspiring greatness in others, not making them feel inferior.

    It comes across as controlling. The attitude that you need to fix someone means you want to control them, and controlling others never works. Leaders who understand human nature realize that the start of any meaningful change comes internally, with a changed belief. People change when they believe they can and they should—not because anyone else thinks so.

    No one ever wants to feel they are broken. When an employee is underperforming, that’s a time to connect. Find out about the context of the problem and whether any of it is within your ability to change. Respectfully make sure expectations and consequences are clear and offer to provide any resources that may be helpful.

    Lead from within: They key to not fixing others is to never to think that people have something wrong with them. We all wander off the path from time to time, for all kinds of reasons, and that is when great leadership steps in to empower.


    #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 Great Leaders Never Try to Fix Others  appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:20 on 2020/02/24 Permalink
    Tags: , , , HR, , , , , , , ,   

    How to Help Your Team Feel Their Purpose at Work 


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    Studies have confirmed what we already know: employees with a strong sense of purpose are likely to be not only happier but also more effective, more productive and more results-oriented. Purpose-driven professionals are extremely valuable talent. So why are the organizations that foster a sense of purpose so scarce?

    There are lots of reasons. Shrinking budgets, bad leadership, inflated demands all contribute to the loss of purpose. In far too many workplaces, you’ll find individuals who are working harder and putting in longer hours but without much conviction. The resulting culture is one of demotivation and disengagement.

    For everyone to be at their best, it’s important to encourage ever individual on your team to stay connected to their sense of purpose. Here are some ways to make it happen:

    Make it personal. Purpose can’t come from a directive; it has to be felt. It’s not enough to talk about it. You need to show it and live it every day to set the tone.

    Connect to a greater cause. For people to feel a sense of pride in what they do, they need to know that they are making a difference in people’s lives. If you can connect the success of your organization to the benefit of society at large, to show how it serves a greater cause, people will find not only pride but also meaning in their day-to-day grind.

    Offer frequent recognition. Give people frequent recognition for their work, showing how it contributes to the greater goals of the organization. When you do, people feel valued and connected, and they want to do more and be more.

    Promote self-development. When you provide opportunities for ongoing training and development, both professionally and personally, you energize people and set them up for long-term success. Investing in your people is an effective way to keep them motivated, loyal and connected to a sense of purpose.

    Spread the positivity. To deepen connections between your team and the people they’re serving in their work, encourage group or individual involvement in a volunteer project—ideally one related to the work you do. For example, if you work for a publisher, look for a program working with adult literacy or children’s reading. Encourage mentorship and shared expertise, too. As a bonus, the bonds between team members will be strengthened as well.

    Keep purpose at the center. When you center your team and your own leadership on shared purpose, it becomes internalized and in time grows to become the focus of the workplace culture. For your team to know who they are and how they make a difference all starts by leading from within.

    Purpose is a grand word, but in the end, it’s about serving and benefiting others. If you keep that in mind and lead from within, you’re certain to find success.

    Lead from within: Purpose is a powerful tool for leaders who want to bring their best to work and inspire others to do the same.

     


    #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 Help Your Team Feel Their Purpose at Work appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:56 on 2020/02/18 Permalink
    Tags: , , HR, , , , , , ,   

    How Great Leaders Control Their Ego 


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    Everybody has an ego, and a healthy ego is necessary for success in leadership or any field. You need to have faith in yourself and your abilities, and when you’re trying to achieve something difficult, it serves you well to have that voice in your head saying “You’re the one who can make this happen.”

    But left unchecked, an ego can be a destructive force. It may keep you from admitting you don’t know something you need to learn, or persuade you not to consider the areas you need to improve upon. Sometimes it takes the form of the fear of looking foolish, which can keep you from speaking up or taking a chance on an opportunity.

    Knowing how to manage your ego is important. Here are some of the approaches top leaders use:

    They acknowledge and respect their ego. Great leaders understand that the first step in managing their ego is to acknowledge it and respect it. They never try to disingenuously pretend that it doesn’t exist. They respect their ego enough to understand how it serves them, even if it means having to face harsh realities about themselves.

    They don’t compare themselves to others. The best leaders understand that big egos come with big expectations, and they resist the constant temptation to measure themselves against others. They compare themselves only to their own ideals and aspirations as they decide what’s most important and focus on getting there.

    They never stop learning. The smartest person in the room isn’t the one whose ego is telling them they’re the smartest. It’s the one who knows how much they still have to learn.

    They serve a higher purpose. Top leaders know that the best way to control their ego and keep perspective is to remember that the world does not revolve around them. Holding to an attitude of service, in leadership and in life, breaks the pressure we put on ourselves, giving us room to move from self-importance to a sense of genuine purpose. The highest level of achievement is based on passion and service, not hitting a target for personal accomplishment. Living life beyond ourselves in service of others doesn’t just keep our egos in line—it creates more adventure, fulfillment and meaning.

    Great leaders understand that controlling their ego is a personal challenge that is critical to success, and it’s something they have to do themselves, every day. It’s the only way to build respect and trust with others.

    Lead from within: A big ego can create huge achievement but it can result in huge destruction too. Controlling its power is a skill well worth mastering.

     

     


    #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 Great Leaders Control Their Ego appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:50 on 2020/02/06 Permalink
    Tags: , , Defensiveness, HR, , , , , , , ,   

    This One Trait Will Destroy Your Leadership 


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    There are lots of traits that can harm your leadership. But the most dangerous—the trait that carries a real danger of destroying your ability to lead—is defensiveness.

    No one enjoys taking criticism, but if you can’t listen to others and take in what those around you are saying, you’re slowly eroding your leadership, even if you don’t realize it. Here are some questions to help you identify the principal danger signs in yourself:

    Are you closed off to criticism? if you cannot listen to criticism you will never know what people actually think. Unless you are willing to hear the candid thoughts of people you trust, you cannot develop or grow as a leader, and you will likely lose the respect of your people.

    Do you deny your mistakes or faults? You can’t learn from your mistakes if you’re busy trying to deny they exist. The best leaders are humble enough to see their mistakes, courageous enough to admit them and wise enough to correct them.

    Do you rationalize away your failures? Nobody wants hear how you justify your mistakes as a leader—they want to know what you’ve learned in the process, how failure has made you smarter and better. The best route to respect is to be candid about your own missteps and failures.

    Do you get upset at the messenger who brings bad news? If you punish those who are honest with you, no one will tell you truth. An important part of being a leader is showing strength and tenacity in the face of bad news, focusing on solutions rather than lashing out.

    Do you blame others for your problems? When you try to blame others for your own shortcoming and problems, it shows your low self-esteem as a leader. It’s never easy, but you have to show that you’re courageous enough to accept your faults and strong enough to take corrective action.

    Do you ignore others? If you don’t listen to others, others won’t listen to you. It’s that simple.

    Do you lead with a sensitive ego? A sensitive ego is one that protects you from pain. It can also prevent a you from maturing mentally and emotionally by causing you to distort truths and ignore unpleasant facts about yourself. When you fail to connect with and show your authentic self, you cast your leadership into question.

    Do you shut down negative feedback? Trying to keep things quiet doesn’t make them go away—and most of the time it doesn’t even work. Make yourself listen to the good and the bad, because what you don’t own will end up owning you.

    Are you unapproachable? As a leader, you should be both approachable and accessible. You can’t lead when you’re closed in.

    If you’re concerned that defensiveness is harming your leadership, get your ego out of the way and start working through to the honesty and integrity that foster great leadership.

    Lead from within: Defensiveness is a sign of failure. You can’t move forward in your leadership until you overcome 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 This One Trait Will Destroy Your Leadership appeared first on Lolly Daskal.

     
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