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  • feedwordpress 14:16:39 on 2019/03/21 Permalink
    Tags: Lead From Within, , ,   

    Can I Be a Leader? Even if I Don’t Have the Title? 


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    Summit Scale 5 minute interview

    Lolly Daskal, is one of the most sought-after executive leadership coaches in the world.

    Her award-winning book The Leadership Gap: What gets between you and your greatness is a national bestseller.

    Check out these episode highlights:

    00:57 – Can I lead if I don’t have the title?

    01:46 – What kind of leadership is needed right now?

    02:29 – If I wanted to excel what leadership gaps should I look for?

    04:19 – Is WHAT I do or HOW I do it important as WHO I am?

    05:31 – What can I do to bring out my greatness?

    07 :10 – Lolly’s Website Address.

    Tweetable Takeaways from this Episode:

    “The definition of Leadership is; to make an impact on someone else. Think about your life as little small nuggets of moments and how you can make an impact on other individuals” – @LollyDaskal >>  Click To Tweet

    “You cannot rely on someone else to make you great. You have to first lead from within. Find out who you are in order to make an impact on yourself and others ” – @LollyDaskal  >> Click To Tweet

    “There is greatness in all of us. We just have to take ownership of it” – @LollyDaskal >> Click To Tweet

    “For anything you want to do in the world you must identify self. WHO you are before you can do the how the what, the when, the where and even the why. The WHO is the deepest level of what we need to work on” – @LollyDaskal >> Click To Tweet

    The post Can I Be a Leader? Even if I Don’t Have the Title? appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:42 on 2019/03/21 Permalink
    Tags: , , Lead From Within, , , , ,   

    When it Comes to Leadership, This is What Really Matters 


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    When I first started out as an executive leadership coach, not many CEOs saw the importance of leadership coaching or development. Over the past few years attitudes have changed, and recent research finds that 90 percent of CEOs are planning to increase their investment in leadership development and see it as the most important human capital issue their organizations face.

    Identifying and developing great leaders is a critical factor in organizational health, which in turn drives shareholder returns. But what direction should that development take? I think it’s important to focus on the fundamentals—the most critical traits and skills leaders need to be successful. Here are some of the most important:

    Emotional intelligence. Any successful leader must have a healthy dose of emotional intelligence. Leaders with good EI know how to identify and manage emotions—their own as well as those of others. They practice awareness and empathy, and stay connected with their own feelings and in control of situations. Understanding emotional intelligence and developing the EI of your organization’s leaders is a great investment.

    Effective problem solving. Knowing how to solve problems is one thing, but knowing how to solve them effectively is far more valuable. To be an effective problem solver requires the ability to discover key information, the knowledge to conduct a detailed analysis, and a willingness to consider all solutions. It’s a key skill, not just in high-stakes situations but every day, and it’s surprisingly difficult to get it right. Successful leaders have just as many problems as others, but they know how to solve them more effectively.

    A willingness to consider the opinions of others. Most leaders think they need to have all the answers to be successful, but that’s as far from the truth as you can get. Successful leadership means being able to listen to the ideas, viewpoints and positions of others. Leaders who do well on this dimension typically base their decisions on sound analysis and input from the right people; they avoid biases and premature conclusions.

    The ability to achieve results. Great leadership is not only about developing and communicating a vision and setting objectives but also about following through to achieve results. Leaders who focus on results tend to emphasize the importance of efficiency, productivity and accountability, resulting in a process that naturally prioritizes the highest-value work.

    Being able to be supportive. A successful leader is supportive of those they lead by showing up with authenticity and a sincere interest. They build trust and help people overcome challenges. They manage group work in a way that promotes efficiency, and they never forget that the role of leadership is not to develop followers but to develop new leaders.

    The power to motivate and inspire. Part of great leadership is developing strategies that reenergize people’s attitudes about the organization and their role within it. Research shows that leaders who can reenergize their employees tend to have a workforce that’s truly engaged, with higher levels of employee retention and productivity. And because motivation and inspiration mean different things to different people, the most successful leaders in this area start by knowing their people well enough to understand what works for them.

    These are far from the only traits a good leader needs, but they’re among those with the highest return on investment. Keep them in mind as you plan your leadership development program.

    Lead from within: For organizations investing in development of their future leaders, prioritizing the most important areas ensures the highest level of success.

     


    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 When it Comes to Leadership, This is What Really Matters appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:19 on 2019/03/19 Permalink
    Tags: , , , Lead From Within, , , , , , Workforce,   

    How to Attract and Keep the Workforce You Need 


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    Every organization wants a reputation as a great place to work. In many fields, the workplace has become a candidate’s market where the best people have their pick of jobs. And it’s not enough to attract and hire top people—you have to be able to retain them too.

    Being known as an organization where the best people want to work isn’t just an HR issue—it brings a serious competitive advantage when the best people want to be part of your team. But it doesn’t just happen by chance.

    As business consultant and leadership executive coach who has worked with thousands of companies around the world, I’m able to see firsthand which strategies are the most effective in attracting and keeping top talent. They fall into six critical areas:

    Great leadership. People are attracted to leaders who are inspirational, supportive and empowering. Supervisors and managers are sometimes unaware of the role their actions and decisions have on employee turnover, so manager training and leadership awareness are a must. Managers need the skills, the tools, the knowledge and the inspiration to keep employees engaged. When you get leadership right, you get the right people.

    Great jobs. Getting people to join your workforce won’t be a problem if the job is attractive and challenging. But to retain your best people, you have to provide room for advancement with a career path and meaningful professional development. If you fall short in this area, you’ll lose employees to organizations that do better—which in turn will harm your reputation with prospective employees.

    Great culture. People are more committed and engaged when they can contribute their talents and ideas. A sense of ownership and respect makes employees feel they can excel. Creating a culture that nourishes top talent, encouraging creativity and risk and avoiding petty rules, is among the best ways to keep and attract the best people.

    Great purpose. Millennial’s now entering the workforce need to understand the why, not just the what. They want to understand and connect with an organization’s mission; they want to know how their work benefits that mission. You need to make sure you have a clearly expressed mission that resonates with people, and an organization that lives out that mission with authenticity and consistency at every level.

    Great development. The best workplaces make training and development part of their culture. A solid professional development program is one of the best recruitment tools you can develop. The investment of time and money will yield massive dividends in workforce security and the resulting benefits.

    Great rewards. It goes without saying that your salary and benefits need to be competitive. Beyond that, you also need to make sure people feel appreciated and recognized for their efforts with external rewards like public recognition, bonuses and awards. Even more important is intrinsic motivation—feeling connected and valued, with autonomy and opportunity for development and growth.

    Even if you’re doing well right now in recruitment and retention, these issues are important enough to warrant a proactive approach. Make an assessment of your organization’s leadership, culture and practices that affect employees—and if you see an area that’s wanting, don’t wait to make it right.

    Lead from within: Being a good employer means staying aware of what it takes to attract and keep the talent that you have. Pay attention to what your people need so you can be responsive to what they want.

     


     

    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 How to Attract and Keep the Workforce You Need appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:41 on 2019/03/18 Permalink
    Tags: , , Lead From Within, , , ,   

    7 Guaranteed Ways to Boost Your Confidence 


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    Successful people seem to radiate confidence. It’s obvious that they feel assured about themselves and what they’re doing. But in almost every case, it’s not success that makes people confident—it’s confidence that makes them successful.

    Here are seven bulletproof strategies you can use to become more confident.

    Think confidently. Many people limit themselves with what they think. Remember, you can always go as far as your thoughts let you, and what you believe you can achieve. So, what are you thinking? Are they positive thoughts? Are they thoughts of you being successful? If not, it’s time to change your thinking and change your life. When you think confidently you become confident.

    Communicate confidently. A confident person is assured in their communication. They speak up when something needs to be said and they say what needs to be heard. When you communicate with self-assurance, you gain respect. And that respect, in turn, gives you even more assurance.

    Decide confidently. When decisions need to be made, a strong confident person jumps in and makes them. They may study the situation, but they don’t waffle over the options. When you’re strong and decisive, you invariably come across as self-assured and self-confident.

    Act confidently. The quickest way to acquire confidence is to tackle something you fear and learn to do it well. Confident people are not afraid to take on challenges, because they know their self-opinion isn’t based on a single success or failure. What they do does not affect their outlook. They know that they’re always going to do their best in any given situation, so they will act confident even if mistakes happen. The best way to act confident is to feel confident.

    Believe confidently. No matter how you well you think you carry yourself, if you do not believe in yourself it will show. People determine how to treat others based on perceptions, so it’s important to project belief in yourself. Knowing your worth gives you  inner confidence, which leads naturally to confident behavior.

    Dress confidently: People often make snap judgments based on a person’s appearance. Sometimes that means dressing the part. If you look like you’re ready to get things done, people are more likely to treat you with respect and deference. Self-confidence is the best outfit, so give it your personal spin and own it.

    Focus confidently. Confidence is all about focus. Confident people focus on how to improve everything they do until they succeed. People who lack confidence, on the other hand, focus on what they don’t know and what they can’t do. They worry about their shortcomings instead of leveraging their strengths. When you worry about failing, you’re more likely to fail. But when you confidently seek out solutions, you’re more likely to succeed.

    Lead from within: Confidence is within your power. if you take to heart these seven strategies and incorporate them into your life, you’ll soon be the picture of confidence.

     


     

    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 7 Guaranteed Ways to Boost Your Confidence appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:13 on 2019/03/14 Permalink
    Tags: , , , , Lead From Within, , , , ,   

    How to Work with a Leader Who Lacks Emotional Intelligence 


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    Many experts believe that a person’s emotional intelligence quotient, or EQ, may be more important than IQ. The ability to perceive and manage emotions certainly seems to be a better predictor of success, quality of relationships, and overall happiness.

    Low emotional intelligence has demonstrated negative effects in the workplace; it lowers morale and reduces productivity.

    When leaders exhibit low EQ, the effects are especially pronounced. A study by Pearson and Porath of thousands of managers and employees found strong repercussions when a leader engages in negative behavior:

    • Two-thirds of employees said their performance declined
    • Four out of five employees lost work time worrying about an unpleasant incident
    • 63 percent wasted time trying to avoid the offender
    • More than 75 percent said their commitment to their employer had waned
    • 12 percent resigned due to the leader’s behavior

    Unfortunately, many leaders still lack emotional intelligence. But there are strategies that can help when you encounter a leader with low EQ. Here are five of the most fundamental ways to help improve the situation:

    Acknowledge them. Leaders have a lot on their plate; they are juggling more than one responsibility at a time. The best way to work with a busy leader who lacks emotional intelligence is to acknowledge their emotions and frustrations, to let them know you see their challenges and hardships. Let them learn how it feels to be acknowledged. In South Africa, when you greet someone you say “Ubuntu,” which translates as “I see you.” See your leader and their struggles.

    Serve them. Leaders serve others, so even if you feel they don’t need your help, it can be beneficial to let them be on the receiving end of service. Give respectful feedback without criticism. Help them understand the importance of emotional intelligence and the benefits of cultivating related skills, for the benefit of not only the leader but also the team and the entire organization.

    Calm them. A big component of emotional intelligence is the ability to manage emotions and triggers. If your leader has a low EQ, it may fall to you  to calm them down and model for them how emotionally intelligent people are able to regulate and control their emotions.

    Appreciate them. It’s hard for a leader not to notice when people on their team are appreciative and thoughtful. It not only makes them feel good but also sets the tone for the way people speak to each other and behave toward each other. Consideration, compassion and understanding are important elements to demonstrate.

    Lead them. Be the example you want to see in your team and your company. Watch your own emotions and your own triggers—be the person who understands how your emotions impact others and recognize the role you may have played in creating difficult circumstances. At the end of the day you become the leader who illustrating to others what it’s like embodies emotional intelligence.

    At the end of the day, the best way to help those who lack emotional intelligence is to lead by example in acknowledging them, serving them, calming them, and caring for them. Show them what is like to have EI within yourself and how they too can begin to embody those skills to benefit themselves and those around them.

    Emotional intelligence is essential in the workplace. Don’t tolerate a lack of it.

    Lead from Within: Whether you’re a leader now or may become one in the future, cultivating emotional intelligence will not only serve you but also help you outlast and outperform.

     


     

    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 Work with a Leader Who Lacks Emotional Intelligence appeared first on Lolly Daskal.

     
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