Tagged: Lead From Within Toggle Comment Threads | Keyboard Shortcuts

  • feedwordpress 09:00:20 on 2020/02/24 Permalink
    Tags: , , , , Lead From Within, , , , , , ,   

    How to Help Your Team Feel Their Purpose at Work 


    Warning: preg_match_all(): Compilation failed: invalid range in character class at offset 7 in /homepages/23/d339537987/htdocs/ec/wp-content/themes/p2/inc/mentions.php on line 77

    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 09:00:39 on 2020/02/20 Permalink
    Tags: , , , , , , Lead From Within, , , , , , ,   

    What to Do When Your Boss Is the Conflict 


    Warning: preg_match_all(): Compilation failed: invalid range in character class at offset 7 in /homepages/23/d339537987/htdocs/ec/wp-content/themes/p2/inc/mentions.php on line 77

    I often get calls from HR managers about difficult leaders who need help, but one stands out in my memory. It was from the HR director of a pharmaceutical company, who said, “We have an executive who’s arrogant, angry and forceful all the time and he’s constantly causing conflict—he’s a menace to the organization.”

    My first common-sense question was “Why don’t you fire him?”

    “We can’t,” the HR director said. He’s brilliant, and he’s turned the company around. We need him.”

    And so a call was set up and I started to work with—as his colleagues called him—the leader from hell. The process I used with him followed five discrete steps:

    Developing a relationship. For weeks I worked on building a relationship with my new client. I asked about his family, his parents, his kids. I learned about where he grew up and went to school, his hobbies and his passions.

    Discovering the driver. Once we were comfortable together, I asked him one day, what drove him in his work. His answer was thoughtful and eloquent. He had planned to become a doctor but he couldn’t hack the pre-med academics, so he studied business with an aim of working for a pharmaceutical firm. He was still helping patients, still connected to his original goals, but in a way that better suited his aptitude.

    Understanding the issue. As I spent time with my client at work, I saw that he was generally calm but sometimes had outbursts with colleagues or direct reports, treating them curtly and almost abusively. When I asked him why he let his emotions get the best of him, he shrugged and said, “I don’t know, I get impatient.” Similarly, he couldn’t understand his co-workers’ responses: “Don’t they see I mean well? It’s just a moment of anger.”

    Teaching new skills. In leadership, as any other field, there are things you need to know that are never taught in school. For the next year, my client and I worked on the skills he needed to learn—what I called best practices. For the first time he had resources for regulating his emotions, which helped him feel empowered and in control—and better able to deal calmly with whatever was happening.

    Reconciliation. I had him call a meeting with his team where he acknowledged his past behavior, discussed the steps he had taken to improve, and explained that moving forward he would be asking for feedback and responses.

    The end result in this case was a good one, a perfect illustration of the adage “when you know better you do better.” In about a year, my client had become not only a good leader but a great one—a leader who leads from within.

    It isn’t always so smooth. And if the problem is someone in leadership above you, you really aren’t in a position to require coaching or remediation. But you can still follow some version of the steps outlined here: Work to understand what’s underlying the behavior, model positive skills, and communicate as best you can the consequences of the person’s behavior. If they refuse to show any sign of willingness to change, you have a problem, because destructive behavior can’t be tolerated. If you’re in senior management or HR, that may mean setting a disciplinary process into effect. If not, and if reporting the behavior doesn’t bring about change, it may mean looking for a new position in a less toxic environment.

    Lead from within: When a leader is causing conflict, you have to get to the underlying cause and turn it around if you can. If that effort fails, you have to make decisions that are aligned with your company’s values and your own.

     


    #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 What to Do When Your Boss Is the Conflict appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:56 on 2020/02/18 Permalink
    Tags: , , , Lead From Within, , , , , ,   

    How Great Leaders Control Their Ego 


    Warning: preg_match_all(): Compilation failed: invalid range in character class at offset 7 in /homepages/23/d339537987/htdocs/ec/wp-content/themes/p2/inc/mentions.php on line 77

    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 09:00:23 on 2020/02/13 Permalink
    Tags: , , , Lead From Within, , , , ,   

    Six Company Rules That Were Made to Be Broken 


    Warning: preg_match_all(): Compilation failed: invalid range in character class at offset 7 in /homepages/23/d339537987/htdocs/ec/wp-content/themes/p2/inc/mentions.php on line 77

    Rules are there for a reason, and most of the time they’re worth following—to preserve the greater good and to keep yourself out of trouble. But there are some rules that you absolutely have to break if you want to succeed.

    Ask yourself if any of the following rules are keeping you playing small. If so, start breaking them right away, and keep breaking them every chance you get.

    It’s how we’ve always done it. Technologies eventually become obsolete and so do methodologies. If you’ve found a better way to do something, breaking out of the usual routine is the way to go.

    You don’t have the authority. If you have ideas on how to change processes, how to streamline systems, how to make things easier, do everything you can to show your boss and coworkers what’s possible. It’s not the time to hold back.

    Stick to your strengths. Good people grow best when put in positions outside their knowledge base, so if anyone is keeping you stuck and having you repeat what you already know, break the rule and show them you can be more.

    Don’t be concerned about values. What happens when the people in a company fail to live up to its values? In those situations it is important to break the rules and lead by example by living up to those values yourself. Many organizations do a great job of coming up with philosophies and principles, but it is often hard to see how they live up to those values on a day-to-day basis—especially when they come into conflict with the bottom line.

    Don’t change your approach to leadership When old habits don’t serve you anymore because you have developed and grown as a persona and a leader, then you may need to bend the rules or break them to show them what can work better—or to demonstrate that the old ways don’t work at all.

    Don’t follow up on concerns. Some organizations discourage employees from expressing any concerns, and some encourage people to speak up but lack the willingness to change anything. If you’ve voiced a concern, try to find out if anyone is actually doing anything about it. If not, it’s time to escalate your concern further up the org chart—or, if the matter is serious, take it to someone outside the organization. You don’t have be a victim. Instead, aim to be a victor and use your voice when it’s needed.

    The world is changing fast, and your organization has to keep pace. Don’t feel alone as you work to pull your leadership team into the 21st century. There are millions of other people doing the same thing, and sometimes the best way to get it done is by breaking the rules one at a time.

    Lead from within: There is a time to make rules and a time to break them. Know the difference and take action. Why? Because the best leaders always do.

     


    #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 Six Company Rules That Were Made to Be Broken appeared first on Lolly Daskal.

     
  • feedwordpress 05:00:04 on 2020/02/11 Permalink
    Tags: , , , Lead From Within, , , , ,   

    How the Best Leaders Manage Up Effectively 


    Warning: preg_match_all(): Compilation failed: invalid range in character class at offset 7 in /homepages/23/d339537987/htdocs/ec/wp-content/themes/p2/inc/mentions.php on line 77

    Managing up—finding effective ways to work with those above you on the org chart—it is a skill that’s rarely taught, but it’s essential to leadership at every level. Whatever your position, whatever your aspirations, building appropriate relationships with your higher-ups is important to your success and advancement.

    The key is to develop the best possible understanding of your bosses’ quirks, preferences, priorities, work style, and communication style. Those insights will guide you in working with your bosses effectively and making a great impression. Here are some specifics to work on:

    Shift your mindset. The skills that have served you well in attaining a leadership position and managing a team need to be adapted for success in managing up. Prepare yourself to take on a new set of skills and align them with your goals.

    Build relationships. Take advantage of opportunities to meet and interact with your higher-ups, especially in informal settings away from the workplace—like receptions, fundraisers and athletic events. Getting to know your bosses and building a rapport in a relaxed environment is a great way to start building strong relationships.

    Rely on your competence. Give yourself extra confidence in a situation like a presentation involving your bosses. If you begin to feel uncomfortable, remind yourself that you’re showcasing skills and strengths you already possess. Confidence is believing you are able; competence is knowing you are able.

    Provide value. Think about what the people above you need and look for opportunities to add value. From this perspective, your job is to make them look good. Try to stay connected to their goals and objectives as well as their pressures and issues, and always be ready with ideas and solutions.

    Make yourself indispensable. Some people equate managing up with sucking up, but that’s not it at all. It’s about highlighting your skills and showing you’re dependable and proactive. And all it takes is excellent work and a willingness to please. Do your job cheerfully, work hard and lighten your boss’s load where you can.

    Communicate well. Be mindful of making a good impression as a communicator: don’t allow yourself to ramble, watch your tone and volume, and remember what you have to say. Be clear, concise and competent. Communicate well and you’ll automatically be perceived as knowledgeable and capable.

    Don’t drop the ball. Be honest with yourself about your workload so you don’t overextend yourself. You may not have all the skills you need yet, and that’s OK. Taking on new assignments is a great way to learn, but don’t be afraid to ask for help from those who can coach and mentor you. Especially when you’re making yourself visible to the higher-ups, you don’t want to be seen dropping the ball.

    Managing down, across and up all involve different skills , and all three are important to anyone in leadership. Work to build strengths in all three areas, but remember that managing up is essential to advancement.

    Lead from within: Knowing how to manage up well is a major skill in effective leadership.

     


    #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 Manage Up Effectively appeared first on Lolly Daskal.

     
c
compose new post
j
next post/next comment
k
previous post/previous comment
r
reply
e
edit
o
show/hide comments
t
go to top
l
go to login
h
show/hide help
esc
cancel