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  • feedwordpress 08:00:07 on 2020/06/18 Permalink
    Tags: , , , , , , , , , , Success,   

    How to Prepare Your People for the New Normal 


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    As a coach working with CEOs and other leaders, I help my clients learn to be ready for what the future is likely to bring—and for the possibilities that they can’t see coming. Lately I’ve been focusing on helping them prepare themselves and their people for what’s being called the new normal—life after this initial phase of the crisis is over, when we return to a workplace that in many ways won’t be the same as the one we left.

    Here are some of the most important things you need to consider as you prepare your team for the weeks and months to come:

    If the team was struggling before, now they will be challenged even more. If your team found working together to be a struggle before the pandemic, they’ll be more challenged than ever. Even for those who come back in to work, office life will be different. Anything new takes extra effort and adds extra stress, so provide plenty of clarity and patience.

    If the team was used to a set process before, now they will need to make adjustments. A wide reassessment is happening everywhere: Is what we did six months ago still relevant today? Many teams will be required to pivot or revise their projects and projections. Not only processes but also organizational priorities and needs are changing.

    If the team was only semi-engaged before, now they will have to tune in more than ever. Even in the best teams, there are disagreements and conflicts. Where before people could work things out face to face, reconciling differences is going to remain difficult. Leaders must prepare their people to tune in to one another even more and find room to agree before disengagement can even begin.

    If the team had a hard time with accountability before, now they will have to be more responsible than ever. Change and uncertainty lead to anxiety and stress—which means no one on your team is likely to be at their best and problems become magnified. People who struggled with accountability before will be more likely to blame others. Coach your team to take ownership and model accountability for them.

    If decisions always came from the top before, now teams will have to learn to make them together. If there’s a silver lining to crisis, it’s that it shakes up structure. In the past weeks many teams have seen people across functions step up and speak up with effective results—and now that they’ve found their voices, taking them away would be both difficult and wrong. Leaders and teams alike need to learn a new style of collaborative decision making.

    The best leaders are preparing their people for the new normal, because they know that if their people are prepared, the rest of the organization will be aligned.

    Lead from within: Preparation is everything. Leaders know that when you fail to prepare, you are preparing to fail.

     

     


    #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 Prepare Your People for the New Normal appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:52 on 2020/05/26 Permalink
    Tags: , , Control Freak, , , , , , , Success,   

    How to Be A Great Leader In A World Of Control Freaks 


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    Chances are, somewhere in your professional or personal life you’ve encountered an all-out control freak. They’re the ones who think they know best about everything, who refuse to delegate anything, who incessantly judge other people’s choices, and who want to micromanage every detail of everything they’re part of. Forced to go with someone else’s plan, they may quickly become moody or sulky.

    There’s certainly no shortage of control freaks in most organizations. You may not be able to escape them, but as a leader it’s part of your job to mitigate their behavior and show them more effective alternatives. Here are some ways to protect your team from control freaks and turn controlling team members toward a leadership mindset:

    Embrace opportunities to give useful feedback. Take advantage of opportunities to call controlling behavior as you see it. Candid feedback, given with humility and compassion, can be a powerful weapon to encourage control freaks to let go and find a helpful role within their team.

    Set and maintain boundaries. Great leaders know the difference between what you create and what you allow, and healthy boundaries help you differentiate between the two. It’s part of your role as leader to set limits on your team’s culture, so keep control freaks from taking over by emphasizing interdependence and shared decision making. People in organizations are constantly looking to see how leaders react to trends and situations, so stay on top of control issues.

    Remain authentic. Many leaders believe they have to constantly portray themselves as confident and optimistic. While it’s important to set a positive tone, I’m not a big believer in the “fake it till you make it” approach. Be your authentic self, even when you’re not feeling confident or optimistic. Being honest about the times when you don’t feel completely in control sets a good example by letting everyone know it’s OK not to be on top of everything every minute.

    Communicate clearly and compassionately. Whether you’re dealing with the more controlling members of your team or the people they’re trying to control, remember to communicate clearly and concisely—and always with compassion. The best leaders understand that if their message is going to be heard, it has to be expressed with empathy and concern.

    Lead by example. The biggest issue with control freaks is thinking they know it all. In a position of leadership, you can demonstrate that no one has all the answers, that delegation benefits everyone, and that the best decisions are made by including diverse perspectives. Show that you’re not driven by trying to control opinions, people or any decisions. Ultimately, leadership by example is the best way to move control freaks toward a leadership mindset.

    Lead from within: Although the cost of having control freaks in your organization may be invisible, the price everyone pays is real. It’s part of your job to rein them in and show them a better 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 Be A Great Leader In A World Of Control Freaks appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:34 on 2020/05/05 Permalink
    Tags: , , , , , , , , , , , , , , Success, ,   

    The One Aspect Of Crisis Management That No One Talks About 


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    Some people are more suited to crisis leadership than others. Many hunker down and hope they make it through. Others are bold and dynamic, always driven to stay a step ahead of events.

    But throughout the spectrum, there is one aspect of crisis management that no one is talking about. Whatever your approach, you must stay aware of your people.

    What’s happening today is effecting every person on your team at a deep level. And if you want to stay successful as a leader, you need to address those changes.

    Here are some of the ways your people are likely reacting:

    Some go into deep into action mode. Many people think that if they stay busy and are in constant motion, they won’t have to address what is happening around them. So they go into action mode. Some of my clients are now working 16-hour days just to keep moving.

    Some are angry and don’t even know it. People may be feeling frustrated—about change, about uncertainty—unaware that underlying that frustration is anger. Anger happens when frustration isn’t being addressed. A massive crisis that changes nearly every aspect of life with no clear end in sight is a perfect example of a situation that can cause deep-seated anger.

    Many are mourning what used to be. People are likely to be mourning their old lives and wishing things could go back to what used to be. Some may be grieving for long-awaited events, family gatherings and celebrations that have been canceled. Others may have lost a friend or family member. When people are grieving, emotions such as guilt, despair, fear and anxiety are common.

    Most are reflecting on their lives. Crisis often triggers inner turmoil, because it takes away the noise of everyday distractions and gives people a clear look at their life from a new perspective. They may be asking themselves, Am I where I need to be? Is this what I thought I would become? Is this giving me the joy I was looking for? And the answers may change their future direction.

    If you aren’t recognizing what is happening to your people and communicating with empathy and understanding, you may be facing a bigger crisis within your organization than you realize. Leading in a crisis is not about just having an action plan and implementing it for success. It’s about acknowledging your people and accepting that they’re likely to be going through things that will take them some time, and maybe help, to work thorough.

    As a leadership coach, I have seen countless organizations in crisis, and I know the price of ignoring its human dimension. if you want to keep your most talented and capable people, address the issues they’re struggling with.

    Lead from within: Crisis management is not only about having a plan for the future; it is recognizing your people for who they are and what they need from you as a leader.

     


    #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 The One Aspect Of Crisis Management That No One Talks About appeared first on Lolly Daskal.

     
  • feedwordpress 11:00:00 on 2020/04/30 Permalink
    Tags: , , , , , Success,   

    Why Are Smart Leaders So Dumb At Motivating People 


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    According to a recent Gallup poll, only about 25 percent of American employees say they are engaged in their work. A near majority, 43 percent, admit they’re checked out.

    These results are startling. Why are so many people feeling disconnected at work? The sad truth is that even the smartest leaders don’t always know how to motivate their people. So what can you do to buck the trend and keep your employees engaged? Here are some thoughts:

    Stop motivating with rewards and start inspiring with purpose. Many leaders think that if you hand out rewards people will be happy, but that’s not necessarily the case. People are driven by a purpose, a connection to the mission of their team and organization that helps them understand the importance of their role.

    Stop motivating with perks and start inspiring with a greater cause. Usually when morale is low, it’s situational, because something’s going on that makes people feel frustrated and tense. But when people are connected to a cause greater than themselves, they have a different mindset. By thinking of themselves as part of something bigger, they can overcome day-to-day frustrations and move forward positively.

    Stop motivating with compensation and start inspiring with growth and development. Most leaders think the more you pay people the happier they are. While it’s true that people who are paid what they’re worth are happier than those who aren’t, what really makes a difference is when that compensation is viewed as part of an overall investment in their professional growth and development. People get excited about their work, and their employer, when they’re treated as a worthy investment.

    Stop motivating with words and start inspiring with actions that matter. Many leaders are terrific with words. They’re able to fire people up with great speeches, but ultimately none of it matters if their actions don’t match their words. It is the leader who follows up with action that inspires others, even if they’re not the most eloquent.

    There’s a big difference between motivation and inspiration, sometimes called intrinsic motivation by leadership theorists. They’ve known for a long time that motivating people by dangling carrots doesn’t work, but it’s a mindset that remains deeply ingrained in our business culture. It’s not hard to see, though, that it isn’t serving us well. If it were, we wouldn’t have so many employees who feel disconnected and demotivated.

    Humans don’t do their best work under conditions of external reward, but when they’re inspired by the purpose and meaning of what they do.

    So if you want to stop motivating your people the wrong way, lead with the kind of motivation that allows people to feel there is purpose, meaning and a higher calling for what they do.

    Lead from within: Be the kind of leader who really gets their people and understands what motivates them to come to work and do what they do every day.

     


    #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 Why Are Smart Leaders So Dumb At Motivating People appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:15 on 2020/04/28 Permalink
    Tags: , , , , , , , , , Success,   

    What Your Leadership Will Not Be Able to Give You 


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    There are some things you cannot expect from your leadership. Everyone—in leadership or not—needs to be able to nourish their inner self. You can count on those around you for many kinds of help, but there are some things you have to rely on yourself to provide.

    Don’t expect people to hold you accountable as well as you can for yourself. A successful leader will always be responsible. But those you lead or even those above you can’t hold you accountable as well as you can for yourself. You know better than anyone where you’ve succeeded and where you’ve let yourself down.

    Don’t expect anyone else to understand what you’re going through. Even if someone has gone through something similar, everyone experiences things differently and in a different context. People may walk the same path, but not in the same way. Spend time working to understand what’s happening in your life and what it means to you, because others will never be able to fully understand it.

    Don’t expect others to be your cheerleader. Leadership is about being an inspiration for others and keeping them motivated—but you also have to do the same for yourself. You may draw some inspiration from your team, but ultimately you have to set your own goals and motivate yourself to reach them. Learn to engage your own mind and heart as well as those of others.

    Don’t expect praise or recognition. The greatest leader is not necessarily the one who does the greatest things; it’s the one who gets their people to do the greatest things. You may or may not get praise for your leadership from others, and expecting acknowledgement from others can sometimes set yourself up for disappointment. Learn to praise others without expecting the same in return.

    Don’t expect people to read your mind. If you aren’t communicating openly and regularly, you can’t get upset with those you lead for not knowing what you think. Assumptions can be damaging, so don’t put your people in a position of having to guess. If they don’t have all the information they need, that’s on you, not them.

    Don’t expect your leadership to validate your self-worth. Your value lies within yourself. Other people are tuned in to their own lives. If anything, they’re busy projecting their own needs and wants onto you. But as a leader you have to learn to validate yourself first—then everything will fall into line.

    If you got into leadership hoping to get something you will be disappointed, because leadership is about giving to others. That’s why it’s important to learn to care for yourself in ways that can help you honor others.

    Lead from within: You can’t expect to receive much beyond your own satisfaction from your leadership, but as a leader you are expected to be your best and lead by example.

     


    #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 What Your Leadership Will Not Be Able to Give You appeared first on Lolly Daskal.

     
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