Tagged: Success Toggle Comment Threads | Keyboard Shortcuts

  • feedwordpress 09:00:43 on 2021/01/05 Permalink
    Tags: , , , , , , , , , , , , , Success, , ,   

    The Best Ways Leaders Promote Happiness 


    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

    Part of any leader’s job is caring about their people and working to instill in them a sense of happiness, motivation, and pride in what they do and who they are. Many leaders neglect this important element of their role, but it’s too important to leave it up to chance.

    There are lots of ways you can promote good feelings among your employees. Here are a few ways to get started:

    Put people in charge of their own destiny. Successful leaders know that giving people more ownership over their day-to-day schedule, tasks and professional development is essential to building a workforce that’s happier, more engaged and more productive. They’re constantly looking for opportunities to help their people learn and grow, and they make sure to provide support where it’s needed.

    Provide a clear roadmap. When you let people know where the company is going and the reasons behind its direction and pace, you’re giving them an opportunity to buy into the vision. And once that happens, they can find their role and purpose within that vision. People are happier and more motivated when they see themselves as part of something bigger than a paycheck.

    Spread lots of positive reinforcement. It’s a simple common-sense principle that recognizing and appreciating people makes them feel valued. Positive reinforcement at work can happen in lots of ways: treating others with dignity and respect, extending empathy and compassion, practicing gratitude. Whatever form it takes, it makes people feel good about their environment ane themselves.

    Let people know they’re not alone. Successful leaders build strong teams and encourage people to rely on one another. Their mantras are “We’re all in this together” and “Together we can do anything.” They know that engaging with others helps people feel energized and a sense of connection builds happiness—and employees who are happy and energized are productive and effective in everything they do.

    Give people a reason to be proud. Employees who are proud of their organization are three times more likely to be happy at work. This kind of pride goes beyond satisfaction with individual or team output—it extends to the entire organization, its values, and everything it stands for. It’s what people mean when they say that cultural fit is an important part of their satisfaction at work.

    It’s unsurprising that happy employees turn out to be more engaged, more committed and more driven at work, and they’re more willing to make contributions that go beyond the workday and their job description. So if you want to be a successful leader, make sure you’re taking the time each day to check in with your employees’ happiness. It makes a big difference—for them and for you.

    Lead from within: Research shows the when leaders take the time to foster their people’s happiness and well-being, they find it’s well worth the investment and effort because the payoffs are tremendous.

     


    #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 Ways Leaders Promote Happiness appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:00 on 2020/12/22 Permalink
    Tags: , , , , , , , , Success,   

    This Is What Leaders Should Be Doing to Boost Mental Health 


    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

    As the pressures of the pandemic drag on and winter brings shorter, colder days, the mental health of your employees is even more important than usual. Worry, stress, and anxiety have negative effects on productivity and effectiveness—not to mention overall health and personal relationships. As a leader, you’re responsible for supporting your employees’ mental health. Here are some basic areas where you can begin:

    Create a safe space. Mental health issues are often a source of fear and stigma, and many leaders avoid them entirely. Instead, work to bring it out into the light. One way to start is by asking your top leadership team how they are and how their people are. Create a safe space for people to speak freely when they need help and support.

    Keep communication flowing. When people are well informed they are less stressed and less anxious, so make sure you’re communicating clearly and fully and that your people feel fully informed. Keep communication flowing well at all levels and across functional areas—don’t just communicate at the top and leave the rest of the organization in the dark. Be honest and forthcoming, communicate often, and don’t avoid difficult conversations.

    Reduce overload. If people are working from home, there’s a good chance that they’re putting in longer hours than they would if they were coming into the office. Remind people that they should stop for lunch, take breaks, and log out at the end of the work day—and make sure that you lead through example by doing those things yourself.

    Provide resources. One of the best ways to support employees’ mental health is to provide access to mental health services such as counseling,  therapy, and addiction treatment. If your health care plan doesn’t include these services, work to set up discounted programs with counselors and experts. Be proactive; don’t allow the mental health of your employees to become an issue.

    Incorporate balance. You’d think that working remotely would make work-life balance easier to maintain, but that’s often not the case. Let your people know that it’s normal to have a life and that they’re free to incorporate a midday workout, take time to deal with family and household issues, and just disconnect for a while. In return, they’ll have more energy and focus when they’re working.

    Maintain regular check-ins. Meeting regularly with your employees—in person or online—can help build a culture of acceptance and transparency. It also gives you a chance to stay connected to the culture and informed about what’s going on.

    Mental health affects how your people think, feel and act. It’s an important issue, both in the personal realm and in the workplace. Take care of your people, stay connected and give them your best.

    Lead from within: Addressing mental health in the workplace may seem like an insurmountable task, but it starts with small, intentional and thoughtful steps to let your people know you care about them.

     


    #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 This Is What Leaders Should Be Doing to Boost Mental Health appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:15 on 2020/12/15 Permalink
    Tags: , , , , , , , , Psychological Safety, Success, Virtual Teams, ,   

    How To Increase Psychological Safety In A Virtual Team 


    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

    Most of us are working from home these days. We may have started off thinking of it as a temporary measure, but now it’s clear that many of us won’t be returning to the office in the foreseeable future—if ever. Now that we have a base of experience, it’s time to think about how we can create virtual teams that are truly effective and will serve us well in the long haul.

    Here are some starting points:

    Model the right kind of behavior. Leadership is especially crucial in a virtual teams, but research shows that leaders consistently fail to recognize how their actions influence others. Model the attitudes and behaviors you want to see. To signal that virtual working is the new standard, make sure you keep yourself organized and equipped with everything you need, including good Wi-Fi.

    Create informal meet-ups. Set up virtual meeting rooms where people can connect for quick meetings and communicate informally. And make sure you show your presence by hanging out there from time to time to connect with your team. Pop in, listen to what people are saying and contribute to the conversation where you can.

    Develop a communication hub. Set up a channel in your messaging app or chat function where people can talk about what’s happening in the world and in their lives, post memes and videos, and compare notes on podcasts or movies. Think of it as a virtual water cooler.

    Be respectful of people’s time. Just because your people are working from home, don’t make a habit of expecting them to check in at the crack of dawn or stay up late for team meetings. Especially in unsettled times, people need to be able to rely on their home routine, whether that means an early-morning walk or helping their kids with homework. People aren’t at their best when they’re pulled from those routines.

    Measure your success. As you implement changes to accommodate remote teamwork, measure the results against what you had before. If it’s a change that affects clients or employees, set up an anonymous survey or another channel to solicit candid feedback—and listen to the responses. Tracking results and monitoring feedback can help make ensure that your virtual workplace is serving your team well

    Keep people safe. Psychological safety matters in the workplace, with remote teamwork it requires more attention than ever. People are comfortable working in an environment when they feel safe making mistakes, speaking up, and generating innovative and creative ideas. Above all else, make sure your people feel that same sense of safety in their virtual workplace.

    Taking the time to create a remote environment where teams can work effectively, stay connected with their colleagues, and know they’re safe pays off in engagement, morale, collaboration, and productivity.

    Lead from within: You need to be able to motivate talent and inspire people wherever they are. Then when they succeed, they strengthen your team and your organization even 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 How To Increase Psychological Safety In A Virtual Team appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:18 on 2020/12/10 Permalink
    Tags: , , , , Leadership Skill, , Pausing, , Success,   

    If You Want to Be A Better Leader, You Must Do This 


    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

    In today’s fast-paced, frantic and frenzied world, there’s one thing above all else that leaders must do if they want to improve their attention, performance, relationships and—most of all—stress levels. Simply put, the secret to being a better leader is to have the discipline of pausing.

    Pausing to gain focused attention. You can’t give your best when you’re doing more than one thing at a time. Many of my clients brag about how great they are at multitasking, but what they can’t brag about is being able to give the task at hand the attention it deserves . Just marking things off your to-do list doesn’t make you effective or productive. Great leaders have the discipline of pausing so they can focus their attention and concentration, and the result is excellent work .

    Pausing to improve performance. Most people think in order to perform better you have to go faster and quicker to get there before your competition. But I’ve found that doing something quickly doesn’t mean you’re doing it well—in fact, the opposite is more often the case. The best way to improve your leadership, especially if you want stay ahead of your competition, is to discipline yourself to pause. Take the time to stop and think about what you are doing. The discipline of pausing will help you achieve the quality of work you want for yourself.

    Pausing to connect more deeply. Making deep connections and developing purposeful relationships take time and discipline. Relationships are all about investing yourself in another person, and that’s not a process you can rush. Relationships need time to grow and develop. The best leaders don’t settle for superficial connections—they master the discipline of pausing so they can dive in deep for more meaningful connections.

    Pausing to calm yourself. Business is stressful, leadership is demanding and many of us go through the day without a break. But no one is going to give you that break; you have to find the time to give it to yourself. To be the best leader you can be, you need to have the discipline of pausgin, because it is in those pauses that you can manage your stress and give your mind and body the boost in needs in this demanding world.

    The discipline of pausing isn’t complicated, but it represents a profound concept that can enable you to gain more power and a better ability to deal with the things you can’t control. Master the strategic pause—once you’ve learned to do it well, it will have a significant impact on your ability to lead yourself and others.

    Lead from within: The discipline of pausing is about the one absolute power we have as leaders. It is about becoming more without having to do 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: istockphoto

    The post If You Want to Be A Better Leader, You Must Do This appeared first on Lolly Daskal.

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

    How to Deal with An Intimidating Leader 


    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

    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.

     
c
compose new post
j
next post/next comment
k
previous post/previous comment
r
reply
e
edit
o
show/hide comments
t
go to top
l
go to login
h
show/hide help
esc
cancel