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  • feedwordpress 09:00:20 on 2020/02/24 Permalink
    Tags: , , , , , , , , , relationships, ,   

    How to Help Your Team Feel Their Purpose at Work 


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    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: , , , , , , , , , , , relationships, ,   

    What to Do When Your Boss Is the Conflict 


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    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 09:00:57 on 2020/01/30 Permalink
    Tags: , , , , , , , , relationships,   

    Learn How the Best Leaders Know How to Read People 


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    Knowing how to read people is an important leadership skill. A big part of leadership is the ability to manage groups of diverse individuals, and the key to making that work is developing your ability to see differences in people so you can employ those differences for everyone’s benefit.

    Here are some of the techniques top leaders use in reading people:

    They start with understanding themselves. The best leaders know that to truly understand others, they have to first spend the time to understand themselves. They seek out feedback so they can discover their strengths and weaknesses, and they cultivate self-awareness by considering how their words and actions affect themselves and others.

    They learn about personalities. Top leaders make it a point to familiarize themselves with different personality types to help them understand people and their differences. Studying a personality system like Myers-Briggs or Enneagram can help you develop the knowledge and insight you need to understand people at a foundational level.

    They observe and listen. The best leaders are observant; they take the time to look and listen, which enables them to assess people at different levels in different situations. The more closely you observe someone, the more you know about them and the better you can read and understand them.

    They look below the surface. Most people judge others by what they say, but the best leaders assess them on what they do. They go a level deeper to see how the person truly functions and what makes them tick. They move past the surface and look for the essence of people.

    They look for difference. Top leaders look for the skills that make a difference—the skills that make up a person’s ability to bring a project to success. Finding people with those skills means being able to seek out difference.

    They watch for emotion. Research has found that people who are emotionally expressive are more reliable, capable and trustworthy than others. Talented leaders look for people who can connect with enthusiasm, passion and personal involvement.

    They think in terms of motivation. To truly read people, you need to know what motivates them. Only when you understand what drives someone can you begin to understand them on a meaningful level. It is the choices we all make that drive us to be who we are.

    Reading people—sizing them up, picking up on their signals, getting to know them on a deeper level—is an important skill for any of us, but it’s critical for leaders who aspire to greatness. People count on their leader, and to be effective in that role requires that you build a quick and accurate understanding of the people you’re leading so you can help them build success, both individually as a team.

    Lead from within: The best leaders are really good at reading people. They understand the people around them—sometimes even better than the people understand themselves.

     


    #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 Learn How the Best Leaders Know How to Read People appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:07 on 2020/01/21 Permalink
    Tags: , , , , Mentoring, , relationships, Struggling Employee, , ,   

    How to Coach a Struggling Employee  


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    As a leader, you’re charged with looking after all the employees on your team—the ones who are doing well and the ones who are struggling. Most leaders are drawn to those who already excel at their job—it’s always gratifying to help a gifted colleague move ahead—but some of your most important work will be with those who are struggling.

    Here are some steps to take when an employee is underperforming or experiencing problems at work:

    identify the issue. Before you can come up with a plan for improvement, you need to back up and discover the root cause of the problem. When you do, you can understand the context of what’s happening and work together to develop solutions that will work over the long haul.

    Communicate clearly. Telling someone they aren’t meeting expectations is bound to be an uncomfortable conversation. You can couch it in a positive light by remembering that as their leader, you’re responsible for their success, and you’re offering candid feedback to help them improve and become more self-aware.

    Focus on facts. Getting negative feedback is never easy for anyone; people often take it personally and react defensively. To help prevent those reactions, focus on the facts by giving clear examples of times when the employee failed to meet the requirements of the job. Explain how these behaviors affect not just the rest of the team but also the employee’s own future—including promotions, recognition, raises or bonuses, and job security. Be compassionate and stay as positive as possible.

    Work on a solution together. Don’t tell your struggling employee, “This is how it’s going to be.” Instead, work with them to come up with a solution together. Giving your employee a chance to take ownership of the situation is empowering and provides extra motivation for improvement.

    Keep expectations clear. Make sure the employee understands what’s expected in the future. This step may take the form of a structured performance improvement plan that sets out what must change for the employee to remain part of the organization.

    Praise efforts. Behavior responds to encouragement and rewards. It is important to give praise and recognition for the efforts the employee puts in as they work to move in the right direction. If the employee is improving, let them know their hard work is not going unnoticed.

    Hire a coach. Many leaders have coaches themselves, and they know how useful a coaching relationship can be—especially one that brings in a point of view from outside the organization. A good coach can help the employee process situations from the past week to work toward better results in the future.

    Follow up. Once you’ve formulated a plan, create a schedule for regular follow-ups to assess the employee’s progress and address any challenges that may have come up.

    Lead from within: Great leadership is having the ability to facilitate movement in the needed direction and have people feel good about it, so that even a struggling employee can feel empowered.

     


    #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:

     

    The post How to Coach a Struggling Employee  appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:03 on 2020/01/14 Permalink
    Tags: , , , , , , , , relationships, , ,   

    How to Get Your Employees to Respect You 


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    Many people—in particular, many leaders—think that respect is something other people owe them. But in truth, of course, respect must be earned. If you feel you aren’t getting the level of respect you’d like from those you’re leading, here are some strategies to help foster respect:

    Be your authentic self. People can tell when someone is not being authentic, and they quickly lose respect. Be sure you’re bringing your genuine self and that you’re being transparent about who you are, because transparency breeds trust and trust leads to respect. Authenticity makes sure the respect you receive is grounded in who you are.

    Give respect. Respect is a two-way street, and the best way to gain respect is to learn to give it. When you have respect for others you can be more effective in helping them grow and develop. In every relationship, treat others the way you would wish to be treated.

    Practice self-awareness. Self-awareness can lead you to see the weaknesses you have in yourself, which in turn can lead you to have more compassion for others. And compassion bolsters respect. Self-awareness gives you the capacity to learn from your mistakes as well as your successes. It enables you to keep growing.

    Find ways to help others grow. It doesn’t make sense to hire capable people and then tell them what to do and how to do it. The most highly respected leaders are those who help others grow and make space for them to flourish. The greatest success for leaders is helping others succeed.

    Be vulnerable. There is a false belief that vulnerability in a leader shows weakness. On the contrary, admitting as a leader that you are human and you can make mistakes shows that you respect yourself and those around you enough to be honest. Vulnerability is the true strength.

    Show appreciation for others. One of the easiest ways to earn respect is to show appreciation and recognition for those who work hard and put in a strong effort. Conversely, one of the fastest ways to lose respect is to withhold appreciation and praise.

    Be consistent in word and deed. if you say one thing and do something else, it’s easy for others to lose respect for you. The most respected leaders are reliable in what they say and do. They’re trustworthy and consistent in every setting, in every group of people.

    Communicate often. People want to be communicated with—they want to know what’s happening, especially where their livelihood is concerned—and they will respect you and make time to listen if you are faithful in providing frequent updates and feedback. When leaders fail to communicate, people get frustrated and lose respect.

    Learn to respect yourself. Before you can give something, you must own it yourself. You need to learn to respect yourself before you can expect others to respect you. Respect yourself and those around you, and they will respect you in turn.

    Bottom line, if you want your employees to trust you, you need to first understand yourself and then show them respect, communicating honestly and demonstrating that you’re worthy of their trust.

    Lead from within: How people treat other people is often a direct reflection of how they feel about themselves.

     


    #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: istockphoto

    The post How to Get Your Employees to Respect You appeared first on Lolly Daskal.

     
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