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  • feedwordpress 08:00:50 on 2019/07/11 Permalink
    Tags: , , , , , , , , , Success,   

    7 Important Traits of the Leaders People Want to Follow 


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    Anyone can call themselves a leader. But not every leader is followed with admiration and respect. Many people are in leadership because they’ve been given a leadership position , but earning the title of leader is a different story.

    As a leadership coach, I have seen many people who have the stature, the title, the salary, and the corner office that says they’re the boss, but without the respect of their team. Their people don’t want to converse with them or follow them—and that means true leadership is missing.

    Leadership is about inspiring and motivating others do great things, and for me that’s the best test of effective leadership. To be a great leader isn’t easy—it means hard work and a daily commitment to serving others. This kind of leader isn’t easy to find, but here’s how you can recognize them:

    1. They have a character worth following. A leader who keeps their word, in good times and in difficulty, demonstrates integrity and high moral qualities. Their word is their bond and you know you can trust them in any circumstance.

    2. They embody inspirational courage. Leadership is not without its blunders and mishaps, and it takes a strong and solid individual to stay strong when the chips are down. When a leader maintains their dignity in times of deepest trouble, they inspire others to do the same.

    3. They give respect to earns respect. Most leaders expect to be respected, but the best leaders give respect first. They know the importance of honoring others, recognizing their talents and skills, and appreciating their contributions. A leader who gives respect will always get respect back.

    4. They’re there when they’re needed. Leadership carries big responsibilities, and it’s easy to become overly busy and preoccupied. But the leaders people trust, those who are in the know, are those who make the time to be available. They spend time with their most important asset—their people—to be the kind of boss people know they can talk to and rely on.

    5. They see things most people don’t see. It’s important to look past the details and process to open up room for vision and keep an eye on the big picture. Leaders worth following make it a practice to go beyond the status quo and look for the things that most people don’t see.

    6. They help people do things they didn’t think were possible. Even when we’re working at our best, many of us don’t get ever feel we’re growing into a better version of ourselves. The key is finding someone who believes in us. The leader who makes you feel and think you can do better—who knows you are better—is the leader you’re happy to follow wherever they lead. People will always step up to the plate to live up to a leader’s high expectations.

    7. They know their work is bigger than themselves. Most of us think of our sphere of influence in small terms. Great leaders are always thinking more widely—considering those around them and those beyond them. Leaders who think big help us climb out of the boxes we put ourselves into. They’re determined to make an impact on the communities where they live and work.

    Lead from within: You always want to be following a leader who makes you feel think and do things beyond your own scope of being.

     


    #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: Drawing by Lolly Daskal

    The post 7 Important Traits of the Leaders People Want to Follow appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:48 on 2019/07/09 Permalink
    Tags: , , , Leadership limits, , , , Success,   

    How to Break Through Your Own Leadership Limits 


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    In leadership—as in everything we do—we all have our own strengths and limits, and the better we understand ourselves the more effective we can be. How well do you know your true leadership potential?

    Maybe you’re feeling hemmed in by your limits but you don’t know what to do about them. Or maybe you know what you need to do but aren’t sure where to begin.

    Either way, it’s important to remember that we can only change the things we pay attention to. Change doesn’t have to be drastic to be impactful, but even small changes require some effort.

    If you’re looking to move beyond your leadership limits, here are some good starting points:

    Change the lens through which you view yourself. We tend to see ourselves as we always have, so we judge ourselves on our past and not who we are in the present. If you’re stuck in your own past, it’s important to update your view of yourself and the way you think and talk about yourself. Consider the things you’ve accomplished and the positive feedback you’ve gotten to connect with your potential in the here and now.

    Know what you need to change. People who come to me for coaching sometimes can only say they need a major overhaul. That’s not helpful or productive. Treat yourself as you would a member of your team: weigh your strengths and weaknesses as objectively as possible—maybe with the help of a colleague or your boss—and prioritize the areas where you most want to improve.

    Be willing to do the work. It’s good to be aware, but awareness benefits you only if you’re willing to put in some effort. Breaking through your limitations means spending time addressing your belief systems and rethinking your assumptions. Nothing will happen on its own—reaching your potential requires hard work.

    Identify and remove any obstacles standing in your way. We all put obstacles in our own path—some we’re aware of and some we can’t see. Figuring out your obstacles and working to remove them is an important part of the process.

    Leverage your limits. Most people would tell you to concentrate on your strengths to reach your potential. I have a different view. In my book The Leadership Gap, I discuss the need to leverage our weaknesses as well as our strengths, because what we don’t own ends up owning us. Learn what you don’t do well, what things you consider your weaknesses, and leverage those traits. Connecting with your full potential means making the most of everything within you—your weaknesses as well as your talents.

    There are lots of things you can do to move closer to reaching your potential. Even if you don’t remove all your limits, understanding yourself is a key to great leadership. That’s where the true power lies: in changing what you can, doing the work where it’s necessary, and always thinking of yourself as a work in progress.

    Lead from within. As a leader, you have control over who you want to be. Do you choose to lead by limits or your potential? Or do you work with both? The choice is always yours.

     


    #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 Break Through Your Own Leadership Limits appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:21 on 2019/06/27 Permalink
    Tags: , , , , , , Success,   

    6 Things Bad Managers Will Fear but Great Leader Will Do 


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    Recently one of my clients, a leader of his own company, saw that one of his teams was not as enthusiastic as they used to be about their work and things were starting to slack. The team’s manager just shrugged and said they were a lazy bunch. That’s when my client called me in to help.

    A recent survey sheds some light on employee dissatisfaction: 69 percent of the people surveyed said they would be more satisfied if their employers better utilized their skills and abilities, and 59 percent felt their company viewed profits or revenue as more important than how people are treated.

    What this survey illustrates so profoundly—and what I’ve found to be true with my client’s team and in other companies I work with—is that people most often lose their passion for work because of how they are treated.

    Here are the suggestions I made to my client:

    Cut back on bureaucracy. Sometimes people lose enthusiasm because they’re so caught up in processes and procedures that feel like they spend their days just feeding the bureaucracy. When you can free them from unnecessary tracking and authorizations, they have the time and energy to connect with the work you hired them to do. Let them know they can lead where they are, with maximum empowerment and minimal red tape.

    Treat everyone as an owner. When you get rid of bureaucracy, you have to replace it with something—and the ideal solution is an entrepreneurial culture, a workplace where people feel they have a say in what is happening now as well as future directions. Get people to start feeling and thinking like owners. Many of my client’s managers objected to this suggestion—they had a lot of investment in the bureaucratic model—but he moved forward anyway. He held a town hall meeting and told each of his employees how important they were to him and that from that point on they should think of themselves as owners. “If you were running this business, what would you do, what ideas would you have?” he asked them—and then let him know that he genuinely wanted to hear their answers.

    Make information fully transparent. One of the biggest complaints employees have is being in the dark with decisions being made behind closed doors. If you expect people to act like owners, they need full access to information, with a clear understanding of the big picture, strategic goals, changes of direction, and what’s going on in the minds of management. They need to be brought to the table for input and be included in important conversations; they need to be invited into meetings and decision-making discussions.

    Let their voices be counted. It’s one thing to say you can drive and make decisions, but it’s another to listen and hear what someone has to say. Great leaders should always grant people a place to express themselves, a way for their voices to be heard and their questions to be asked, and then—this is the tough part—seriously address the issues that they bring up. When you allow people’s voices to count, you increase trust and bring back enthusiasm and drive.

    Follow their lead. If a team member comes up with a great new idea, get behind it and help them find the right people with the right skills to make it happen. Guide them and assist them when they need it but let them lead their own initiative. They’ll learn planning, delegation and management, and you’ll have a more valuable employee.

    Reward effort as well as progress. Everyone wants to be recognized for the work they do. It doesn’t matter what step of the ladder they’re on. As leaders and owners, we sometimes forget to acknowledge the hard work and the long hours, but those are things we should never take for granted.

    Many managers feel threatened by an entrepreneurial culture because they feel their authority has been limited. But leaders with the courage to take the leap soon learn that the more you empower your people the more powerful things can happen.

    Lead from within: Fearful managers restrict power; bold leaders empower people whenever they can.


    #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 6 Things Bad Managers Will Fear but Great Leader Will Do appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:58 on 2019/06/25 Permalink
    Tags: , , , , , , , , Success,   

    How to Ask Someone to Be Your Mentor 


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    We all know how valuable a mentor can be. They can change your career, open up new perspectives, and help you reach the next level. But many people never take advantage of the benefits of a mentor, even though they really want one, for the simple reason that they don’t know how to ask.

    If you’re considering a mentor or working up your nerve to ask, here are some tips that can help:

    Start by thinking it through. Before you start selecting a prospective mentor, give some thought to what you want to accomplish and what kind of help you can use.

    Find a candidate. Identify a mentor who can help you with what you want to achieve. The ideal candidate is someone who has done something similar themselves, who has the expertise and knowledge you need. Think of the people you already know, and talk to colleagues who may be able to connect you with a wider network of candidates. As you think about possible mentors, consider their values and their style of leadership and communication to make sure they’re compatible with yours. And keep your options realistic: the CEO of a large corporation may be the person who feels like the best fit, but it’s not likely that they have time to devote to mentorship.

    Make the ask. Once you’ve identified the best candidate, it’s time to approach them. Don’t just walk up to someone and ask, “Will you be my mentor?” It might work, but it’s awkward and not the best path to a yes. Instead, try this technique, which has always worked for me: Say, “I really admire [something that stands out to you about their work] and was wondering if I could ask for your advice and guidance from time to time as a mentor as I [what you want to accomplish].

    Express gratitude. Once you have a response, whether it’s yes or no, express gratitude for their time and effort. You never know why they might be saying yes, and you can never judge the reasons why they may have said no. Whatever their answer and their reasons, a gracious response from you will build goodwill.

    Set up expectations. If the person does say yes, follow up to work through the details. Be sure that you and your mentor have a clear understanding of exactly what you want from the relationship, how much time it will take, and how often you will meet.

    Lead from within: A mentor can be immensely helpful. It’s important to find the right person and, once you do, to get the relationship off to a good start by asking in the right way.

     


    #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 Ask Someone to Be Your Mentor appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:29 on 2019/06/20 Permalink
    Tags: , , , , , , Success,   

    How Do You Know a Great Leader When You See One? 


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    As a speaker who talks on the subject of leadership to large groups and all kinds of different audiences, I am often asked if it’s possible to spot a great leader when you see one. And my answer is always the same: yes, it is.

    A truly great leader will stand out from a crowd—not because they have authority, and not because they have a title, but because of the quality of their character.

    For some reason, many of us have lost sight of character. It’s rarely an area of focus in books and classes on the subject of leadership. It’s often treated as an old-fashioned concept, maybe because we are surrounded by so many examples of poor character.

    But character will always be the central element of leadership, one that cannot be ignored or dismissed. It’s the foundation of greatness, because character is how we engage, how we choose, how we act, how we decide.

    Here are five important ways that character reveals itself in leadership:

    Integrity. A leader stands out from the rest when they lead with integrity, because integrity means they are honest and have a strong moral inner compass. It means that every word, every promise is backed by accountability.

    Humanity. Humanity reminds us that people are at the heart of leadership. It means leading with empathy and fairness, and it makes all the difference in building sustainable success for leaders and teams.

    Courage. A courageous leader—one who’s unafraid to challenge the status quo, who’s willing to take on discomfort and risk on behalf of their team—is able to lead people confidently into new territory and heights of success.

    Humility. Someone who leads with humility sees their role as allowing others to shine. Humility doesn’t mean thinking less of yourself but thinking of yourself less, and it’s the hallmark of the very best leaders.

    Transcendence. When a leader is equipped with transcendence they lead with optimism and purpose, which encourages others to see the bigger picture, to think in new and imaginative ways and produce excellence.

    If you aren’t consistently working to keep your character at the center of your leadership and your life, you risk losing a foundational element of genuine success. Guard your character always.

    Lead from within: Without character running through your veins as the source of your leadership, and without integrity as the internal GPS for navigating your life, you cut yourself off from the possibility of greatness.

     


    #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 Do You Know a Great Leader When You See One? appeared first on Lolly Daskal.

     
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