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  • feedwordpress 09:00:18 on 2017/09/26 Permalink
    Tags: , , , , , management, New Leader, ,   

    How to Succeed as A New Leader 

    Congratulations on your new leadership position! I am sure you’ve worked hard and persevered along the way to get to this point.

    Everything you’ve done so far in your career has led you to this position. But the experiences and skills that landed you this new job will not be what allows you to succeed.

    In fact, you’ll need a new set of skills to continue being successful. You need to adapt the traits and develop the skills that make leaders into great leaders. There are no quick fixes; it takes hard work and the refusal to give up.

    As a leadership coach for over three decades, I have groomed some of the top leaders across all industries. I’ve learned there is no real secret to succeeding—it’s just a matter of learning the habits and skills you need.

    Here are some powerful things you can do. Use this as a blueprint and revisit it every few weeks to make sure your leadership is moving toward where it needs to be.

    Create with style. Identify your own leadership style and make it clear to everyone what you stand for, what’s important to you and what you will not tolerate. Allow others to get to know you—make it personal and inspirational.

    Create a template. To make an impact from the start, make sure you know what you will do. Conduct an organizational assessment after obtaining input from all sources, then create a template of the information you receive and make a plan.

    Avoid power trips. Now that you’ve earned your place as a leader, it’s easy to let the power get to you. But don’t. Rather than letting your ego get the best of you, treat your new position with respect and work humbly on being able to adapt, transform and do what is right.

    Understand the concept behind the company. As a new leader, you need to learn the lay of the land. Become familiar with all aspects of the company so you can see what is working and what is not.

    Communicate who you are. Let your colleagues and employees who you are and what you are all about. Let them get to know you so they can follow you. Those who don’t know what you stand for will find it hard to follow your lead.

    Trust your new team. When you became a leader, you inherited a team that you may not have even had a hand in selecting. They may not be the dream team you want, but don’t become discouraged. Give them a chance to align with you and start building trust.

    Generate your own vision. Craft your vision and use diversified communication vehicles, including email, memos, video conferences, and face-to-face meetings, to articulate it effectively. Let people know that you have great ideas and aspirations and you plan on making them happen.

    Identify your priorities. Show others what’s most important to you by identifying the priority areas to improve the bottom line. Create an action plan, dividing the areas into short- and long-term goals. Let people know you are here to get things done.

    Manage all stakeholders. Most leaders think they have no time for this, but it’s so important—you need to meet all stakeholders to hear firsthand their expectations and aspirations. Travel or use electronic conferencing to connect with those who are far away. Connecting with stakeholders is as important as any other task you will do.

    Listen more than you speak. Speak less, listen more—get input on the major changes that need to happen and then work to improve the organization’s effectiveness and bottom line.

    Communicate with candor. In every communication—public or private, with people at every level of the organization and outside—be open, transparent and forthcoming.

    Devise a new strategy. Don’t make the mistake of following the strategy of your predecessor. It may (or may not) have worked for them, but you were hired to bring your own ideas to bear.

    Create a winning formula. Create a winning formula based on your recreated vision and show how the organization can succeed with your plan. Seek early wins from the very beginning so you can build momentum.

    Identify roles and responsibilities. Make sure everyone is rightly placed with their roles and responsibilities to leverage their strengths. At times, good employees are wrongly placed in the organization. Spot and place them properly.

    Encourage creativity and innovation. Encourage innovative ideas among employees and reward them for their efforts.

    Provide feedback. You gain credibility when you give input to your employees regularly. Guide, coach and inspire them daily.

    Align and eliminate. After you have given them time to align and a chance to grow and develop, consider eliminating those who aren’t on board with your ideas. Sometimes part of making sure you have the right people on the bus is making sure the wrong people get off.

    Stay open to learning. Every great leader knows that to have a continuing impact and a great legacy you need to keep learning. Self-improvement is a lifelong journey, and success as a leader and as an individual requires constant learning. Treat your education as a process, not a race with an end point.

    Remember, it’s always about others. It’s not about your achievements, your goals, your ambitions or your success as a leader. Everything you’ve done and earned for yourself is now your goal for your team. It’s about recognizing their efforts and contributions, rewarding them for positive behavior and helping them succeed.

    Think of your legacy. Ask yourself how you want to be remembered at the end of your time with the organization. Then work backward, building upon your vision of your legacy daily.

    Lead from within: The new leader is one who commits people to action, who converts followers into leaders, and who may convert leaders into agents of change.

    Learn more about leadership in my National Bestseller book:
    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 Succeed as A New Leader appeared first on Lolly Daskal.

  • feedwordpress 09:00:41 on 2017/08/01 Permalink
    Tags: , , management,   

    Here’s Why You Can’t Afford to Just Stand By And Watch 

    We are living in difficult times, with dysfunction and great disruption seemingly at every turn.

    But there’s something to be learned in any situation. And our times now are asking us some important questions:

    Why we don’t have better leadership?

     Why is it we have leaders that disappoint and dissatisfy us?

    Why do we allow this to happen?

    An important part of the answer to these questions is this: We have become a society of bystanders.

    Bystanders don’t get involved. They stand by—exactly as the name says—and watch without helping.

    Bystanders see something but do nothing; they hear something but say nothing.

    Bystanders are created by fear.

    If you are acting out of fear you cannot be brave, and if you are acting out of passivity you cannot be courageous.

    It’s when we feel most powerless, when we feel nothing we can do will change the status quo, that we need to challenge our fear and passivity—to stop being afraid, to leave any passive inclinations behind.

    If you think you’re not playing a part in the dysfunction, think again. Anyone who is a bystander—anyone who’s watching without doing anything about the troublesome things they see—is part of the problem.

    Ask yourself if any of these traits describe you:

    You believe you’re not leadership material. Where are all the men and women who have strong vision and great ideas and are compelled for the greater good? Maybe you’ve let yourself believe you lack the power or the conviction or the skills to lead. If so, you need to start where you are and answer the call. You’ve never been needed more.

    You’re suppressing your awareness. It’s easy to become so distressed that all you want to do is disengage. If you’re dismissing the problem by checking out because it’s too much to deal with, you’re resigning yourself to apathy. It’s never made any problem go away—if anything it makes things worse. You can’t help yourself or others by ignoring reality. More than ever before we need leaders who can look squarely at the problems we face.

    You’ve stopped meeting the challenges. Suppose our companies, our organizations, our teams, our leaders, became stopped trying to meet our needs. The effects would be terrible. When we’re all facing more and more challenges, it’s tempting to take a break from doing the hard work of turning them around. Remember that you’re pacing yourself for a marathon, not a sprint, so you can maintain a steady effort every day.

    You’re scared to stand up for your convictions. To lead others requires integrity, a word whose Latin origins mean wholeness and completeness, and which in turn means consistency of character. You can’t lose your convictions or your courage when you’re fighting for a common purpose, and you can’t deny the truth you see in exchange for security or someone else’s agenda. Strong convictions precede great actions.

    It’s our duty not only to meet these standards ourselves but to hold others in leadership to them. When a leader becomes lazy, self-indulgent, deceiving, or corrupt, we have to take action and challenge their power.

    Here’s why you can’t afford to just stand by and watch because true leadership is about people: people before policy, people before profits, and people before procedures.

    If we allow those we don’t respect to lead and those we don’t trust to have influence, we are acting out of fear and living as bystanders. And that’s not going to cut it anymore.

    Leadership at its heart is about we the people, it’s not about a self-serving agenda.

    There is a deep cry, a true plea for leadership. We are looking for leaders who will hold themselves accountable—to humanity, to character, to virtue.

    If you want to make an impact, there’s no better time. Now is your chance.

    There is a gap in our leadership and we need you to fill it. We need to you say something and do something.

    We are looking for those who have been bystanders to stop being fearful, to take a chance and challenge the status quo. If you are waiting for permission, here it is. If you are waiting for approval, we approve.

    We are looking for you… to lead us with heart.

    Lead from Within: Leaders become great not because their power, but becasue of their ability to empower others.


    Learn more about the gaps that exist in my National Bestseller book:
    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 Here’s Why You Can’t Afford to Just Stand By And Watch appeared first on Lolly Daskal.

  • feedwordpress 11:05:22 on 2017/06/20 Permalink
    Tags: , , Heroic Leadership, , , , management,   

    Why Heroic Leadership Is Needed Now More Than Ever 


    Recently I was at an event at the Princeton Club talking about my new book, The Leadership Gap: What Gets Between You and Your Greatness. Someone there asked me an intriguing question: “With all the work you do with leaders around the world, who are the leaders you most admire?”

    I thought about it for a split second before answering to the room, “If you are living bravely and leading courageously, you are my hero. Those are the leaders I admire the most.”

    That kind of courage has become sadly endangered. More than ever before, we have a real gap in our leadership.

    The climate of leadership these days is laced with distrust and skepticism. We hold our leaders in doubt and their actions in mistrust. And the worst of it is knowing that what’s happening in leadership today is going to end up costing all of us in the years to come.

    In the past, the leaders we looked up to had character we could value, traits we could admire, values we wanted to emulate.

    But when so many examples of contemporary leadership are laced with ego and distrust, you have to wonder where we’re heading. The only way to salvage today’s leadership is to find the heroic leaders who are courageous enough to lead us in the right direction.

    Heroic leaders are always in high demand—and that’s more true than ever now, when they’re in such short supply. We all have what it takes if we’re willing to do the work.

    Here are some simple but profound things you can do to advance your own brand of heroic leadership:

    End passivity. To get anything done, a heroic leader must move the status quo, end mediocrity and be brave enough to do things that matter even when they’re difficult or may cause conflict. It means not only talking but backing your words up with action.

    Don’t allow the new to become the norm. Heroic leaders are brave enough to remind us not to accept what we don’t value or respect. Faced with declining standards, too many of us are willing to tolerate a “new normal.” But heroic leaders habitually step back to think about how they can work for positive change—in themselves, in their organization and in the world. They have the courage not to normalize or accept bad behavior or bad leadership.

    Break down the silos. Leadership is at its worst when it’s carried out from silos—isolated towers that make collaboration and communication impossible.  Great leadership is a “we” message, not a “me” message. A heroic leader understands that true power of leadership is unity—knowing we’re all in this together. When one person tells others what to do and how to do it and everyone else has to keep quiet and listen, you have a dictatorship, not a democracy. The way to take back leadership is not with ego or power but with humility and collaboration.

    Lead with EQ instead of IQ. Many of us put a lot of emphasis on IQ—that is, skills and thought. And those are important, but they’re not enough on their own. Heroic leaders know that it’s important to connect with others emotionally and to make sure they know you have their back. They have a high degree of emotional intelligence.

    Set the standard. Heroic leaders set high standards for themselves and others. It’s about giving people something compelling to grasp on to and work for while making sure they feel heard and seen and understood.

    Use straight talk. Heroic leaders have nothing to hide. They are brave enough and smart enough to keep the lines of communication open, even when they don’t know all the answers. They know how to use straight talk and are not afraid to say, “I don’t know.” They’re strong enough to share information instead of hoarding it.

    Encourage pushback. Many leaders feel pressure to have all the answers. But heroic leaders encourage constructive dissent and healthy debate. They reinforce the strength of others and demonstrate that in the tension of diverse opinions lies a better answer. It’s not about who is right or wrong but about what can we learn from each other.

    Don’t confuse authority and power. The key to heroic leadership is influence, not authority—because authority isn’t power. If you are a heroic leader who has the ability to change someone’s perspective, never waste that gift. It’s one of the most powerful abilities you can have—especially when you use it on behalf of those who have no influence.

    Start accountability with yourself. The role of heroic leadership is to set the expectations that everyone can commit to and be responsible for. Accountability starts with you—you must hold yourself responsible for modeling the behaviors and actions you want others to follow. People naturally emulate those who lead them, so stay aware that others are looking to you.

    Lead from within: You are here to make a difference—to either improve the world or worsen it. And, whether or not you consciously choose to, you will accomplish one or the other. Choose courage, choose bravery, choose to be a hero. We need you now more than ever.


    Learn more about The Heroic Leader in my Wall Street Journal Bestseller book:
    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 Why Heroic Leadership Is Needed Now More Than Ever appeared first on Lolly Daskal.

  • feedwordpress 11:42:19 on 2017/05/10 Permalink
    Tags: Carl G Jung, , , management, ,   

    What Gets Between You and Your Leadership Greatness with Lolly Daskal 

    “If you are not a leader who can empower others that means you can’t empower yourself”

    click to listen

    The post What Gets Between You and Your Leadership Greatness with Lolly Daskal appeared first on Lolly Daskal.

  • feedwordpress 11:52:29 on 2017/05/09 Permalink
    Tags: , , , , , management, , Truth, Truth Teller,   

    The Remarkable Power of the Truth Teller 

    Truth Teller, Lolly Daskal, Truth, The Leadership GapWe cannot open a newspaper, turn on our computer, or flip through our feeds, before we find that someone has lied about something. Lying is both ubiquitous and consequential—but why do we lie?

    Science says we learn to deceive as toddlers. We rationalize the fabrications that benefit us. We tell little white lies daily that make others feel good.

    In one study, 60 percent of people lied at least once during a 10-minute conversation, saying an average of 2.92 inaccurate things.

    Psychologists say, most lies are tied to self-esteem: as soon as someone feels a little bit threatened, they immediately begin to lie at higher levels.

    I think we lie for a few reasons:

    • We want to both look good when we are in the company of others.
    • We want to maintain a view of ourselves that is consistent with
      the way they would like us to be.
    • We don’t want to hurt people with bad news or information.

    Whatever the reason, a lie today will have major consequences tomorrow.

    If you’re in a powerful position or leadership role in which people look up to you, you’re expected to lead in integrity and truth. If leaders lie, how can they ever be trusted?

    In my leadership coaching, one of the most important things I teach my clients, is the remarkable power of being the truth teller and what it takes to speak with candor:

    A truth teller will communicate and not hold back. Communicate, communicate, communicate. That’s the role of a leader. If you hold back, people will know something’s going on, and they’ll fill the gap with gossip, paranoia, and suspicion—wreaking havoc on the culture of your organization. Be the leader who tells the truth, the whole truth and nothing but the truth.

    A truth teller will create a culture of candor. Instead of blaming others when things go wrong, look for solutions, and create an environment where people feel it’s OK to mess up and make mistakes. Cultivate an environment in which owning up to your mistakes is OK, and it’s safe to fail. the best way you can lead your people is to provide them with the resources they need to do their jobs well.

    A truth teller eliminates barricades. As a leader, you have the power—and the obligation—to get rid of anything that prevents people from performing at their best. Keep processes and policies down to a minimum and make sure they don’t keep people working harder and not smarter. Eliminate any barriers that keep people from telling complicated or unwelcome truths. Celebrate the truth by speaking the truth as their leader.

    A truth teller models high standards. Set the standards high and people will work hard to reach them. That means no bullies, no racism, no intolerance, no deceivers, no cheat—and you keep those standards by meeting them yourself. Make truth a consistent part of our own leadership and business, and others will follow.

    A truth teller gives us reasons to be better than we are. When things are bad or difficult or stressful, our initial reaction is to hide and withhold. But the remarkable power in telling the truth is to let people know they can be part of the solution, and they can be part of something bigger than themselves. As a leader you can provide them with a compelling vision that gives them reason to be better than they are.

    Lead from Within: Great leaders are remarkable truth tellers. They know that honest hearts produce honest actions.

    Learn more about the TRUTH TELLER in my new book:
    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.


    Additional Reading you might enjoy:

    Photo Credit:
    Getty Images


    The post The Remarkable Power of the Truth Teller appeared first on Lolly Daskal.

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