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  • feedwordpress 08:00:32 on 2018/06/21 Permalink
    Tags: , Body Lanaguage, , , , Leadership Development, , ,   

    7 Body Language Mistakes You Need to Avoid 

    If you’re in a position of leadership—whether you’re a CEO, manager, or community volunteer—it’s likely that you put a great deal of care into the words you use. But if your
    body language doesn’t sync with those words, you may be giving a terrible impression without even knowing it.

    It is said that people form impressions of others in seven to 30 seconds. That’s pretty quick.
    If you don’t have the right body language, you may be leaving a negative impression
    before you even have a chance to speak.

    Body language goes far beyond a handshake and smile. But in my decades of executive leadership coaching, I’ve found that executives don’t pay nearly enough attention to its importance.

    Here are some of the most common body language mistakes to avoid if you want
    to make the great impression as a leader.

    1. Clashing body cues and spoken words. If you’re saying “Let’s all work together
    and make this work” while your hands are crossed against your chest, you’re likely
    coming across as confusing. People tend to trust nonverbal messages over verbal
    ones when the two are at odds. If you want people to believe your conciliatory words,
    uncross your arms and appear friendly and approachable and open.

    2. Raising your chin when you speak. While you definitely want to be proud of
    what you’re saying, a raised chin is a sign that you feel superior to the person
    you’re speaking with. Show respect by lowering your chin and staying evenly
    face-to-face.

    3. Putting one foot out the door. If you want to see where a person’s interest truly lies,
    look at their shoulders and feet. One of the first indicators that someone is trying to
    leave a conversation is when they turn a shoulder or a toe away. To show engagement
    and interest, keep your body directed at the person in front of you.

    4. Lack of eye contact. When you fail to maintain eye contact with someone
    who’s speaking, you’re signaling a complete lack of interest. Lack of eye contact
    will shut down even the most enthusiastic speaker. Establish the habit of thoughtful
    eye contact to show your interest.

    5. Constant fidgeting. Have you ever had a conversation with someone who couldn’t
    stop moving? Feet bobbing up and down, swaying back and forth, making little motions
    with their arms—fidgeting sends a message of stress bordering on anxiety, and it’s both unnerving and extremely distracting. When you have something to say, relax your body
    and try to be still as possible so your words come out strong and your body doesn’t give away cues of your stress.

    6. Not giving enough space. This one is especially important: give people enough space. People who lean right into you and speak inches away from your face seem to be taking advantage of their power. Nobody likes to feel their space has been invaded. Unless
    you’re signaled an invitation to come closer, the best body language is to stay at least
    an arm’s length away. Don’t back up too far, though, or you’ll come across as
    unapproachable or uninterested. Stand just close enough to show you’re engaged,
    and don’t lean in or out too much.

    7. Looking at your watch. Have you ever been distracted in a meeting or conversation
    when the person you’re trying to connect with keeps looking at their watch? We all know
    that means they’re checked out, uninterested or indifferent to what is being said. Stop
    looking at your watch—that goes for your phone, too—and don’t let your body language signal boredom.

    Everyone wants to make a good impression, no matter what their position or title. But
    when your body is saying one thing and your words another, there’s a better-than-average chance you’re making a poor impression. Review these common mistakes from time to
    time and make sure you’re not guilty of any of them and if you are avoid them or correct them.

    Lead From Within: As a leader, your body language will speak volumes, make sure
    you are mindful and paying attention to the message you are sending.

     


     

    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: Getty Images

    The post 7 Body Language Mistakes You Need to Avoid appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:34 on 2018/06/14 Permalink
    Tags: , , , Leadership Development, Legacy, ,   

    How to Leave A Great Leadership Legacy 

    When people talk about leaving a legacy, they’re usually thinking in terms of what they can do at the end of their lives to make an impact. But I strongly believe that your legacy will be measured by what you do every day, all day. The most influential people, the ones who leave behind incredible legacies, live on in the hearts of the people they’ve touched along the way.

    When was the last time you went back and spent time thinking about the basic questions?

    What is my role in life?
    What am I good at?
    How can I take stock?
    How do I want to be remembered?

    The best possible use of our lives is to spend them on something that will outlast us. And the way to create a great leadership legacy is to carve your name on the hearts and etch it into the minds of others, creating the stories that will make up your legacy.

    You can start making your mark right now by defining for yourself these six pillars of greatness:

    Your character will leave an impression. Character plays a vital role in leadership. Many people are concerned with their reputation when they should be concentrating instead on their character. Your character is who you really are, while your reputation is merely what others think you are. Take care of your character and your leadership legacy will take care of itself.

    The choices you make will leave a mark. Life is made up of an endless number of choices, and the choices you make add up to form your legacy. It’s important to always do your best—to make the right choices as often as you can and to try and learn from the wrong ones. In the end, your leadership legacy will reflect the choices you’ve made.

    The way you conduct your behavior will make an impact. When you act with integrity it will be remembered; when you treat others with respect it will be honored; when you are trustworthy it will be recognized; and when you live by a code of conduct and your values, others will know what you stand for. They’ll admire you and realize the impact you made along the way.

    The consistency with which you do things will be remembered. When you are consistent in your words and actions, when what you say is what you do, when you live up to your promises—that behavior is memorable. When your behavior is the same in unguarded moments as it is when someone is watching, you’re creating the kind of legacy anyone would want.

    The confidence with which you lead will be admired. When a leader exhibits confidence, it becomes easier to trust that leader, and people want to work with leaders they trust. In reality, self-confidence is a more important asset than skill, knowledge, or even experience. Confidence comes from your competence, and capabilities equal confidence—an idea you can read more about in my new best-selling book, The Leadership Gap. A confident leader will be remembered as someone who helped others feel significant and empowered.

    The compassion you show others will be highly regarded. Compassion isn’t something you’re born with. It grows out of considerate behavior, and any leader who can show compassion for others will be held in high esteem and long remembered. Leadership, at its core, is about compassion—the ability to relate to and connect with people for the purpose of inspiring and empowering their lives. And that’s a sure way to show how much a leader cares.

    Character, choices, conduct, consistency, confidence and compassion—these six pillars of your leadership legacy can determine how you build, how you create, how you grow, and how you are remembered.

    Lead from within. Creating a leadership legacy is not leaving something for people. It’s leaving something in people.

     


    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:

     

    The post How to Leave A Great Leadership Legacy appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:53 on 2018/06/12 Permalink
    Tags: , , , , , , , Leadership Development, ,   

    How to Encourage Your Employees to Take Leadership Roles  

    Every organization needs strong leadership at the top—but that’s not enough. You need leaders throughout your company, in every area and at every level.

    When you have people with leadership potential in roles where they can make important decisions, achieve goals, reach targets and feed the bottom line, you’ll have a thriving and strong organization.

    One of the best things you can do as a leader is to encourage your employees to take on leadership roles. Here are some ways to make that happen:

    Create a compelling vision tied to a strong sense of purpose.

    It’s a combination that gives people the energy and passion to be creative, responsible and accountable. Thinking in terms of a mission greater than themselves, they feel empowered to bring out their best. Seek out and hire people who resonate with and are excited by the organization’s vision, and provide ways for them to help fulfill its purpose.

    Identify the right people to do the right things.

    One of the best ways to empower people is to recognize their talents and give them jobs that feed their strengths. It begins with having the right people—those who can elevate themselves into leadership roles via their competence and capabilities—doing the right things and gaining confidence along the way.

    Encourage decisiveness and accountability.

    One important trait of being a leader is the ability to make decisions and to be accountable for your actions. When you give your employees autonomy and authority, you’re telling them you trust them. And when you show trust, most—if not all—will step up and surprise you with how much they can do if they know you are counting on them.

    Promote collaboration and cooperation.

    It’s frustrating and difficult when an organization is structured in silos; the best companies foster cross-functional teams that cut across departmental boundaries to take full advantage of the ideas and expertise of all employees. Any time you put people together, encourage teamwork, collaboration and cooperation, and reward those who take on extra initiatives. This practice will encourage people to display their leadership skills and is a great investment for the business at large.

    Communicate often. If you want people to take on leadership roles, communicate with transparency and share information freely. Only when they have information can employees make sound decisions, achieve their goals, reach their targets and step up to their leadership roles.

    Lead from within: The more you support your people, the more support your people will provide you.

     


    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: Getty Images

    The post How to Encourage Your Employees to Take Leadership Roles  appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:11 on 2018/06/05 Permalink
    Tags: , , Effective Teams, , Leadership Development, , ,   

    Overcome These Obstacles and Build an Effective Team 

    After decades of observing teams as an executive leadership coach, I’ve come to realize two things.

    First, every team has issues to overcome before they can function effectively.

    Second, every team has the ability to navigate those issues and do great work together. There aren’t any shortcuts, but you can make it happen with determination and hard work.

    Here are some of the most common obstacles I see in teams. Think about the teams you’re involved with as you read through and see if you recognize any patterns:

    Weak leadership. When a team isn’t meeting expectations, the problem often lies not with the team but with the leader. If the leader isn’t up to it, someone else on the team needs to step up, even unofficially. Once the ineffective leader sees how it’s done, they may begin to serve more effectively. If not, the bases are covered. Bottom line: in the absence of leadership, it is the responsibility of the team to step up and lead the way. The solution is to establish sound leadership.

    Lack of connection. When a team can’t connect, the real issue is usually communication. And that’s critical, because communication is the one of the most important factors in successful teamwork. Fostering communication means being open to suggestions and concerns, asking questions and offering help. The solution is to establish cohesive communication among your team members.

    Only a few members are engaged. If you’ve ever attended a meeting where two or three people are doing all the discussion, you understand this issue. Fairness aside, it’s not sustainable. Sooner or later, the rock stars will quit carrying the others, and the entire team will go down. Everyone member needs a role that fits their abilities, and accountability for carrying it out. The solution is to find a way for everyone to be of value.

    Trust is lacking. This one’s simple, although it may be the most important of all. If you can’t trust your teammates, you don’t have a team. Trust is the foundation of any effective team. The solution is to model and foster trust, trustworthiness, and trusting relationships.

    Self-serving attitudes. When a team member’s in it only for themselves, they do real damage. They withhold information, fail to communicate and can’t be trusted. It doesn’t take them long to erode the team’s fiber. The solution is to build a culture based on working together, connecting together and winning together.

    Death by consensus. Consensus is great, but it often takes a bad turn. Months can pass with the same topic unresolved because people are absent or disengaged. If no one’s interested, don’t make it important. Give a deadline for opinions and then make a decision. The solution is to set objectives, solve problems and plan for action.

    Lead From Within: Creating an effective team is ongoing process that takes leadership and partnership. It can be challenging work, but it’s well worth the effort.

     


    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: Getty Images

    The post Overcome These Obstacles and Build an Effective Team appeared first on Lolly Daskal.

     
  • feedwordpress 14:32:56 on 2018/05/30 Permalink
    Tags: , , , Leadership Development, ,   

    Leadership Lessons for Loudmouth Jerks 

    I was in line to board the plane home when I heard a man about four people behind me speaking loudly into his phone.

    “Yes, we got this deal Jim. I really put a good one together. I did this, and I did that and let me tell you more about me.”

    Well, those were not his exact words, but you get the picture. As we trekked into plane, people kept looking at him as he kept talking loud enough for anyone in line to hear him, but he didn’t seem to notice.

    I was in row 10, aisle seat when, still barking into his phone, he motioned for me to get up, so he could get through as he was also in row 10, window seat. Lucky me.

    Still talking for most seatmates to hear, he informed Jim that he had “not for publication” information. He said his company was cancelling the sales training due to financial reasons and then broadcast how much would be saved.

    The woman across the aisle looked at him, then looked at me and rolled her eyes.

    Again, he warned Jim, this is “top secret” information that only he knows. All I had to do was kick his carry on over and I could see who he worked for.  But, it’s top secret so I left his bag alone.

    As we were about to take off and he was temporarily silenced, I started to watch a movie on my iPad. Because the window shade next to loudmouth was up, it was casting a glare on my screen and I couldn’t see.

    So, I tapped him on the arm and asked if he could lower the shade just a bit. He stared at me for a second, then looked away and completely ignored me. For a moment I thought about giving him a piece of my mind but didn’t want to end up being one of those nasty airline passenger stories that makes the news.

    I waited, thinking once we got above the clouds, the sun glare wouldn’t be an issue. I was wrong.

    About fifteen minutes later, as he buried his head in his computer, I tapped him again. Nicely, I explained why I couldn’t see my screen and again asked if he would lower the shade just a little.

    “I really like looking out the window, he said. Maybe later in the flight.”

    Then he returned to his computer screen.

    Maybe. Maybe this is a guy who gets inspiration from the clouds. Perhaps the serenity of the sky helps him crystalize his vision and strategize ways to inspire others. Maybe, but not likely.

    The woman on the aisle across from me had watched the scene unfold. To make sure others could hear, she bellowed “I hate people like him”.

    Then she invited me to sit with her. She gave up her aisle seat for me and moved to the window where she slammed the shade shut. Loudmouth pretended not to notice.

    For the next two hours as I comfortably watched my movie, I glanced at him from time to time. Not once, did I see him look out the window.

    Most of us would just classify this man as a rude jerk and leave it at that. However, I believe there are some significant leadership lessons to be learned from jerks.

    Here’s a guy who is intoxicated by the sound of his own voice. He’s self-important, condescending and likely talks over others in meetings. My guess is he puts others down if he thinks it will make him look good. Like gesturing his finger at me to move over because he’s way too busy to speak, it’s doubtful he values the importance of communication.

    Leaders like this can infect entire organizations. They have little interest in what others think or say. Typically, they are so arrogant and controlling, that they don’t comprehend how toxic their behavior can be to others. Like a bad flu season that infects even the healthiest people, patronizing superior conduct can contaminate even the most positive employees.

    Research conducted by UC San Diego’s James Fowler and Harvard’s Nicholas Christakis suggests that behavior is contagious. For example, if you are friendly with someone happy, the probability that you will be happy increases by 25%. The researchers say if you have overweight friends, you are more likely to be overweight.

    In a Harvard Business Review article, writers examined how this affects leaders and found significant correlations between the behavior of managers and their direct reports. They found if you’re a good boss, you probably work for a good boss.

    After two decades of coaching and consulting leaders, I have my own take on what contributes to the success or failure of a leader. While there are multiple behaviors and circumstances, truly successful leaders have one thing in common. To them, leadership is a philosophy. They understand that leadership isn’t about being in charge; it’s about behavior.

    It’s about looking people in the eye. It’s about truly listening when someone is speaking to you. It’s about making others feel valued. It’s about providing positive reinforcement. It’s about welcoming input from others. It’s about developing people skills. Strong leaders appreciate diverse personalities and use their people skills to bring out the best in each person to maximize productivity and results.

    During some of our communication programs, we create scenarios intended to put people on the defensive. It’s an excellent exercise to assess how individuals communicate when under pressure. Typically, when challenged, they react defensively. When you push them, they often speak in negatives instead of focusing on positives. They talk about what isn’t happening, instead of what is. We teach them how to communicate more effectively to resolve problems and use the right words to avoid confusion and misinterpretation.

    As our flight came in for a landing, I thought about saying something to loudmouth, but clearly, he wouldn’t be interested in what I had to say and there was no point in wasting my energy except for my personal satisfaction of telling him off. Besides, as exited my seat, he was already on his phone loudly discussing important business that for all to hear. He was a man in charge.

    Even when coming down from the clouds, his head appeared to remain there; out of touch, in a bubble and unaware of those around him.

    Strong leaders keep their feet on the ground to cultivate relationships, seize opportunities and enlist the support of others. When you only consider yourself, you’re probably not as great as you think you are.

     
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