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  • feedwordpress 08:00:07 on 2020/06/18 Permalink
    Tags: , , , , , , Leadership Development, , , , ,   

    How to Prepare Your People for the New Normal 


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    As a coach working with CEOs and other leaders, I help my clients learn to be ready for what the future is likely to bring—and for the possibilities that they can’t see coming. Lately I’ve been focusing on helping them prepare themselves and their people for what’s being called the new normal—life after this initial phase of the crisis is over, when we return to a workplace that in many ways won’t be the same as the one we left.

    Here are some of the most important things you need to consider as you prepare your team for the weeks and months to come:

    If the team was struggling before, now they will be challenged even more. If your team found working together to be a struggle before the pandemic, they’ll be more challenged than ever. Even for those who come back in to work, office life will be different. Anything new takes extra effort and adds extra stress, so provide plenty of clarity and patience.

    If the team was used to a set process before, now they will need to make adjustments. A wide reassessment is happening everywhere: Is what we did six months ago still relevant today? Many teams will be required to pivot or revise their projects and projections. Not only processes but also organizational priorities and needs are changing.

    If the team was only semi-engaged before, now they will have to tune in more than ever. Even in the best teams, there are disagreements and conflicts. Where before people could work things out face to face, reconciling differences is going to remain difficult. Leaders must prepare their people to tune in to one another even more and find room to agree before disengagement can even begin.

    If the team had a hard time with accountability before, now they will have to be more responsible than ever. Change and uncertainty lead to anxiety and stress—which means no one on your team is likely to be at their best and problems become magnified. People who struggled with accountability before will be more likely to blame others. Coach your team to take ownership and model accountability for them.

    If decisions always came from the top before, now teams will have to learn to make them together. If there’s a silver lining to crisis, it’s that it shakes up structure. In the past weeks many teams have seen people across functions step up and speak up with effective results—and now that they’ve found their voices, taking them away would be both difficult and wrong. Leaders and teams alike need to learn a new style of collaborative decision making.

    The best leaders are preparing their people for the new normal, because they know that if their people are prepared, the rest of the organization will be aligned.

    Lead from within: Preparation is everything. Leaders know that when you fail to prepare, you are preparing to fail.

     

     


    #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 Prepare Your People for the New Normal appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:31 on 2020/06/16 Permalink
    Tags: , , , , Leadership Development, , , , , Working Remotely,   

    How to Manage Those Who Are Struggling to Perform Remotely 


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    Working remotely is not easy, especially for people who are relatively new to it. Distractions and diversions, intrusions and interruptions can make it hard for people to excel. You may find that even an employee who is strong performer at the office is having a difficult time working from home. There are specific things you can do to manage those who are struggling to perform remotely:

    Create a trusted dialogue. The culture in some organizations is structured in a way that forbids or discourages complaints and open speech. But to be effective as a leader you have to create relationships with people; they need to know that they can tell you the truth and speak with candor without negative repercussions. The goal is to create communication that is a dialogue built on trust, not a one-sided monologue.

    Address the situation head on. My coaching clients sometimes tell me “You said to be empathetic if someone is struggling, so I’m giving them a pass.” My reply: Yes, you need to lead with empathy. But if there’s a problem, failing to address it solves nothing—and creates an additional problem.

    Get to the source. You may be making assumptions about why an individual is struggling. But if you don’t ask, you don’t know, and if you don’t know you can’t get to the source of the issue. It could be that processes are too cumbersome, technology is breaking down, or they aren’t getting the information they need. You can’t begin solving the underlying problem until you identify it.

    Take accountability first. Before you can expect your employees to take responsibility for their own actions, you—as a leader—must take the first step and set the standard. Accountability starts with you. If there is a systemic or management issue creating a problem, be the first to acknowledge your responsibility. Once you take accountability and make that a clear expectation, it will be easier to move on to finding creative solutions.

    Demonstrate empathy. As a leader it is important to check in and have courageous conversations in which people can speak honestly and candidly. In those cases, your job as a leader is not to try to fix things outside your control but to empathize with those who are struggling and acknowledge the difficulties they’re facing. Listen carefully. Resist the temptation to tell them what to do; don’t be overly prescriptive or micromanage. Simply ask them what they need to make things better. It’s part of your job as the leader to make sure those who are struggling have the resources and assistance they need to be successful.

    As a leader it is your responsibility to help those you lead—and by helping them you are making it possible for them to contribute their best.

    Lead from within: When people are struggling for any reason, it’s up to the leader to help them figure out what it will take for them to succeed.


    #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 Manage Those Who Are Struggling to Perform Remotely appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:36 on 2020/06/11 Permalink
    Tags: , , , , , , Leadership Development, , , ,   

    How The Best Leaders Manage Their Anxiety 


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    I can tell you from my experience as a leadership coach that many leaders suffer from anxiety. If we’re being honest, everyone experiences anxiety to some degree. I make sure my coaching clients have the tools they need to manage their anxiety because left unchecked, it can do great damage to their decision-making ability and overall effectiveness. Here are some of the techniques I share with them for managing anxiety:

    Acknowledge your anxiety without denying it. Anxiety never shows up without a reason. So invite it in and try to understand why it’s manifesting right now. Ignoring your feelings and pushing them away never works. Instead, acknowledge your anxiety so you can begin to address it and manage it.

    Accept your anxiety without attachment. It’s not unusual to internalize anger along with anxiety. But the best way to ease the stress is to accept it without blame. If it makes you uncomfortable, name it. Because the more you try to control your anxiety, the harder it fights back. Avoid the tug of war by learning how to detach yourself and accept your anxiety. When you do, you’ve already made progress in moving through it.

    Surf the wave without getting swallowed up by the current. It may be impossible to get rid of your anxiety. As frustrating as that can feel, part of managing anxiety is understanding that you may not be in top form until things settle down. The goal is to learn to surf the waves of distress without being overwhelmed by their power.

    Watch for patterns and label your feelings. For most of us, anxiety comes with a pattern. It may be that stress leads to fear which leads to anxiety. Or it may be that something doesn’t work out, your perfectionist tendencies lead you to anger, and anxiety follows. Look for your individual patterns so you can label and understand the events and emotions that lead up to anxiety.

    Learn your telltale signs. When you’re feeling anxious, take note of your physical reactions. They often function as an early warning system to alert you to imminent anxiety. It might be a stomach flip, tense shoulders, or an inability to focus. Once you learn to recognize your physical symptoms, you can catch anxiety before it overtakes you.

    Let go of controlling anxiety and work to manage it. Victor Frankl famously said, “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” Instead of working to control the situation, choose your response. Make a conscious decision to manage your anxiety by breathing, shifting your attention, and taking small purposeful actions.

    Many leaders emphasize their strength, competence, and credentials in the workplace. Wouldn’t it be great if more of them opened up about how they learned to manage anxiety?

    Lead from within: Anxiety makes leadership interesting, but managing anxiety makes leadership meaningful—for you and for those you lead.

     

     


    #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 Their Anxiety appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:36 on 2020/06/11 Permalink
    Tags: , , , , , , Leadership Development, , , ,   

    How The Best Leaders Manage Their Anxiety 


    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 can tell you from my experience as a leadership coach that many leaders suffer from anxiety. If we’re being honest, everyone experiences anxiety to some degree. I make sure my coaching clients have the tools they need to manage their anxiety because left unchecked, it can do great damage to their decision-making ability and overall effectiveness. Here are some of the techniques I share with them for managing anxiety:

    Acknowledge your anxiety without denying it. Anxiety never shows up without a reason. So invite it in and try to understand why it’s manifesting right now. Ignoring your feelings and pushing them away never works. Instead, acknowledge your anxiety so you can begin to address it and manage it.

    Accept your anxiety without attachment. It’s not unusual to internalize anger along with anxiety. But the best way to ease the stress is to accept it without blame. If it makes you uncomfortable, name it. Because the more you try to control your anxiety, the harder it fights back. Avoid the tug of war by learning how to detach yourself and accept your anxiety. When you do, you’ve already made progress in moving through it.

    Surf the wave without getting swallowed up by the current. It may be impossible to get rid of your anxiety. As frustrating as that can feel, part of managing anxiety is understanding that you may not be in top form until things settle down. The goal is to learn to surf the waves of distress without being overwhelmed by their power.

    Watch for patterns and label your feelings. For most of us, anxiety comes with a pattern. It may be that stress leads to fear which leads to anxiety. Or it may be that something doesn’t work out, your perfectionist tendencies lead you to anger, and anxiety follows. Look for your individual patterns so you can label and understand the events and emotions that lead up to anxiety.

    Learn your telltale signs. When you’re feeling anxious, take note of your physical reactions. They often function as an early warning system to alert you to imminent anxiety. It might be a stomach flip, tense shoulders, or an inability to focus. Once you learn to recognize your physical symptoms, you can catch anxiety before it overtakes you.

    Let go of controlling anxiety and work to manage it. Victor Frankl famously said, “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” Instead of working to control the situation, choose your response. Make a conscious decision to manage your anxiety by breathing, shifting your attention, and taking small purposeful actions.

    Many leaders emphasize their strength, competence, and credentials in the workplace. Wouldn’t it be great if more of them opened up about how they learned to manage anxiety?

    Lead from within: Anxiety makes leadership interesting, but managing anxiety makes leadership meaningful—for you and for those you lead.

     

     


    #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 Their Anxiety appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:42 on 2020/06/09 Permalink
    Tags: , , , , Leadership Development, , , ,   

    Important Questions To Ask Your Team In A Time Of Crisis 


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    As an executive coach of leaders around the world, I spend much of my time asking important questions of my clients. It’s one of the skills I always try to pass on to them. My goal is to help them become not just a great leader but a great coach—one who knows how to ask the right question at the right time.

    Questions are the key not only to building a strong bond but also to keeping people on track, motivated, and growing. Just the act of asking opens up new opportunities of communication and connection. Over time, as people learn they can answer honestly, they grow in the trust and confidence that are hallmarks of the most effective teams. Questions foster a culture that encourages curiosity, concern and careful listening.

    Knowing how to coach your team by asking questions is never more important than when you’re leading them through a time of crisis. Questions help you stay connected across distance, help your people become more effective and self-sufficient, and ensure that everyone has the resources they need.

    Here are some questions that can benefit every leader, every team and every individual—especially in challenging times.

    How are you feeling?

    Do you have any thoughts that are worrying you?

    Do you have any concerns you want to address?

    What’s stressing you the most?

    How is your motivation?

    When do you feel most inspired and productive?

    Do you feel you’ve been putting in longer hours?

    Do you have all the information you need to make the decisions you need to make?

    Do you feel you’re getting the support you need?

    Are we supporting you in the right way, or do you need something more?

    Do you have any questions I can address?

    Do you feel valued?

    What can we do to improve your situation?

    What are we getting wrong?

    What are we getting right?

    What can we do moving forward today to serve you and our business better?

    If you want to be successful and reach your leadership potential, embrace asking questions as a coach would. Bringing out the best in your people is a primary goal of strong leadership, and the best way to make that happen is to engage with them, learn from them, listen to them, and do everything you can to support them.

    The art of asking questions is the key to really understanding your people so you can better manage—whether it’s in a time of crisis, a rush of innovation and new ideas, or just the ups and downs of everyday work life.

    Lead from within: If you want to be known as a great leader, ask great questions—you can learn more and your people can become more.

     

     


    #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 Important Questions To Ask Your Team In A Time Of Crisis appeared first on Lolly Daskal.

     
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