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  • feedwordpress 09:00:49 on 2020/12/08 Permalink
    Tags: , , , , Intimidation, , , Leadership Style, , , , , , , ,   

    How to Deal with An Intimidating Leader 


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    Many organizations operate out of the belief that people in leadership need a tough mindset to be effective. Especially in turbulent times, there’s a sense that the only way leaders can reach the financial and subjective goals they’re measured against is to bulldoze their people. But of course this approach doesn’t yield great results, and it leaves employees feeling unnerved, insecure and even frightened.

    If you’re among those who are feeling intimidated and overwhelmed, here are some tips for coping:

    Manifest the right mindset. The best way to deal with an intimidating leader is to keep a good mindset. Don’t take anything they say to heart; remember that what they’re saying and doing is a reflection on them, not you. When you keep that in mind, it becomes a lot easier to manage your attitude and your emotions.

    Practice direct and concise communication. Never give anyone who’s trying to intimidate you reason to believe their efforts are working. When you need to communicate with your intimidating leader, plan and rehearse to make sure you’re clear, direct, confident and firm about what you’re saying.  Some examples

    • I think…..
    • I appreciate the feedback, but I don’t agree.
    • Let me get back to you on that.
    • Here’s what I can do …
    • I understand your position; here’s mine.

    Maintain your professionalism. When your leader is intimidating, it’s more important than ever to avoid negative behavior like gossip, yelling, or losing your temper. Don’t badmouth your leader to others. Whatever happens, remember that you can’t control their behavior but you can control your response and keep your own behavior impeccably professional. That doesn’t mean you have to put up with bullying—report abusive behavior to Human Resources or through your organization’s official channels.

    Develop a stronger relationship. If you can get past the intimidating façade to the human beneath, it may be possible to begin developing a stronger relationship with your intimidating leader. If they know they can trust you, they may be inclined to let go of their hard exterior—at least with you, and maybe eventually with others as well.

    Lead by example: Be a model for a better way of leadership. Show your leader that appreciation, recognition and reassurance lead to better results than intimidation, and they may start paying attention. Demonstrate to your leader, and to others on your team, what open and authentic leadership looks like.

    Leadership through intimidation often gives rise to mistrust and skepticism, and the consequences to people, teams and organizations can be deep and long-lasting. If you’re in leadership yourself, take stock of yourself to make sure you’re not guilty of intimidation. And if you’re working for someone who exhibits patterns of intimidating behavior, do everything you can to deal with it and turn it around—and keep yourself healthy and grounded in spite of their efforts.

    Lead from within: Leadership at its best is based upon inspiration and motivation, not domination or intimidation.

     


    #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 Deal with An Intimidating Leader appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:29 on 2020/11/17 Permalink
    Tags: , , , , , , Leadership Style, , , Stubborn, , ,   

    The Best Way To Deal With A Stubborn Leader 


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    Few professional situations are more challenging to deal with than a stubborn leader. A boss who debates every point, ignores feedback, and refuses to listen is not only frustrating but also a significant professional barrier. So how do you deal? In my experience, these techniques work best:

    Acknowledge the situation. Acknowledging a stubborn leader can be a problem in itself. You may hope that if you ignore it, it will go away. But if you want to deal with the situation, your first step has to be to acknowledge it for what it is.

    Work to create channels of communication. Communication is the key to dealing with any difficult situation. And when you’re dealing with someone who’s locked into a mindset, that communication has to be done respectfully and thoughtfully. Start small and try different approaches until you find something that works. Even if it’s imperfect, it’s a start.

    Stay calm. However frustrated you’re feeling, don’t let your emotions get the best of you. Your anger and negativity can only perpetuate the cycle rather than breaking it, and your efforts won’t go anywhere. Your leader will be much more likely to listen to you if you appear calm and collected.

    Create a partnership. Position your suggestions for change in the form of a partnership that benefits your boss, not a confrontation about what they need to change. For example, you might say, “I think it would be helpful for us establish a channel for sharing our opinions. What do you think is the best way to go about it?” Listen to their ideas and agree with as much as you can.

    Keep practicing agreed-upon solutions. When your leader starts to fall into old patterns, try to steer them gently back toward the process you’ve established. Keep your own tone nonconfrontational and neutral.

    Reinforce baby steps. In my work as a leadership coach, I have found that stubborn leaders are usually averse to diving into the unknown but instead move slowly toward change. Reinforce every effort, however small, and be prepared for progress to happen little by little. The important thing is maintaining a positive direction.

    Smooth the way with compliments. Stubborn leaders often honestly believe their way is best, which is why they tend to view any difference of opinion as a personal attack. One way to help feedback land successfully is to lead off with a compliment. You might say, “That approach is really strong—what if we reinforce it with…?” or “You always have such good ideas, so I thought I’d pitch one to you.”

    Successful people are usually strong-willed, and it’s a fine line between being strong-willed and stubborn. Even with the most challenging leaders, viewing their stubborness as a personality trait you can deal with and work around can help you improve the situation and relieve at least some of your frustration.

    Lead from within: Stubborn leaders do exist, and how you deal with them may make the difference in your own success.

     


    #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 The Best Way To Deal With A Stubborn Leader appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:32 on 2020/11/10 Permalink
    Tags: , , , , , , Leadership Style, , , , ,   

    Are You Aware of the New Leadership Style That is Emerging 


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    A new leadership style has begun to emerge, one that reflects the uncertainty and chaos of our pandemic era. This new brand of leadership brings together two elements that seem oppositional: first, handling immediate threats in a rapidly changing and unpredictable time, and second, engaging in strategic planning at a time when everything we knew has changed and the stakes are incredibly high.

    In the past, leaders often had the luxury of focusing on one or the other at any given moment, but leaders today need to balance these elements daily and even hourly, managing their way through the present day as they plan for long-term outcomes.

    Here are some of the elements that make up this new style of leadership:

    Leading from known to known. In many respects, you need the ability to take what you know and apply it over and over again to what you’re doing now. Where something is working, keep it up as long as possible with only minor adjustments as needed.

    Leading from known to unknown. In other areas, you need to be able to combine strategic thinking with trust in your own knowledge, experience and instincts. This approach starts with identifying the forces that will shape your organization’s future. Then you begin exploring the unknown by considering all the ways those forces interact and projecting a range of possible future conditions. Finally, you adjust your view of the present on the basis of those projections, their likelihood and consequences, then use those models as the foundation of strategies to prepare your organization for the widest range of possibilities.

    Leading from unknown to unknown. Our uncertainty about the future is compounded by our inability to compare the present to anything we have ever experienced before. Without any parallels to the past, it’s even harder to envision where we’re headed. Imagining multiple futures in creative ways isn’t just a mental game: it heightens your ability to read subtle signs and sense what may be coming so you can lead your organization in adapting to those changes—and even shaping them—in the years ahead. To lead with this foresight doesn’t help you know what to think about the future; it helps you know how to think about the future.

    Leaders today need to understand and meet emerging demands in the highest levels of crisis and chaos most of us have ever experienced. At the same time, they must be keenly aware that the future—like our idea of “normal”—has changed direction and isn’t going back to what it was. Whatever shape it takes, that future will need to be driven by new ideas and innovation, and the leaders who will be most successful are those who can combine steady management with a willingness to embrace disruption.

    Lead from within: The world needs leaders who can embrace all the knowns and unknowns of today while charting a course toward a new vision of tomorrow.

     


    #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 Are You Aware of the New Leadership Style That is Emerging appeared first on Lolly Daskal.

     
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