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  • feedwordpress 09:00:22 on 2018/12/18 Permalink
    Tags: Complaint, , , Workplace   

    11 Things Employees Complain Most About Their Leaders 

    As a leadership coach, I constantly hear people complaining—sometimes with good reason. Here are some of the top complaints I hear about leaders, with a positive action for each. Ask yourself if any of these sound like something you and your coworkers say. If so, start working to create the change you need.

    My leader makes everything urgent. When everything is always top priority, nothing ever really gets done. Let your boss know that you need to understand priorities so you can focus on the most important things.

    My leader is controlling. It’s always demoralizing when decisions are made and announced without any input from others. Demonstrate for your boss that inclusion is the secret to innovation and creativity.

    My leader is not genuine. Sometimes there’s a disconnect between who a person says they are and what they demonstrate. Things don’t match up. Make sure you maintain for yourself the importance of authenticity in words and actions.

    My leader is unpredictable. With this kind of leader there’s never a dull moment, but not in the good way. Inconsistency causes people to always be on edge. Do everything you can to steer your organization—or at least your team—toward consistency.

    My leader micromanages. If the leader always thinks they can do everything better than anyone else, why should employees put forth an effort? Starting with small projects, try to persuade your boss to let you go at things on your own.

    My leader is never satisfied. It doesn’t matter how much you do, this leader is always saying, “You could have done better.” Ask your boss in advance about expectations for success.

    My leader is indecisive. Too many leaders that have “paralysis of analysis” and can’t make a decision. And everyone waits. And waits. And everything feels stuck. Help your boss with making decisions by talking them through and guiding them to a conclusion.

    My leader withholds information. When you don’t have all the information you need, you can’t succeed. Ask specific questions and offer to help with fact-finding.

    My leader gets defensive. When you can’t talk to your leader about a problem without a defensive response, it’s time for a different approach. Instead of bringing the problem, approach your boss with lots of potential solutions—even if you have to call them directions or strategies.

    My leader is lazy. With some leaders, it’s not “Do as I do” but “Do as I say, because I’m not doing anything.” Challenge them to become a co-creator on your projects.

    My leader is always distracted. Sometimes leaders appear so busy that no one ever seems to have their full attention. Make sure your boss is present and attentive by catching them at the right moment and grabbing their attention with a well-organized set of questions and ideas.

    Negativity in the workplace costs billions of dollars and impacts the morale, productivity and health of individuals and teams. We all have complaints about our leaders and bosses, and many are warranted. But whether the complaints are mild or serious, we don’t have to become the victim of our circumstances—we can always do something about it.

    Lead from within: Complaining is never an effective strategy. There is always a positive action you can take to deal with any complaint you have about your leader.

     


    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: iStock Photo

    The post 11 Things Employees Complain Most About Their Leaders appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:47 on 2018/12/17 Permalink
    Tags: , , , , , , , Retirement, Workplace   

    The Difficult Day Every Leader Has to Face 

    At some point every leader has to face what is for many a difficult day—the day they are no longer the leader. Maybe they’re retiring or just slowing down or moving on to something new.

    The reason for the departure isn’t as important as the work that precedes it. Every leader should have a succession plan in place. (Even if you’re young and plan to stay where you are, you should still prepare for the remote possibility of a sudden illness or accident.) If you haven’t yet made a plan, here are some guidelines that can help:

    Take your time. A great plan can’t be put together overnight, but the time to start is today. Start by sketching out your areas of responsibility, the reporting and governance structure of your organization, and any parties—team members, colleagues, board members—you want to have input into your planning.

    Groom those with potential. Identify the people in your organization you believe have the potential to be great leaders and begin to teach, coach and prep them. When you invest in your organization’s future leadership, your influence remains long after you’ve left.

    Recognize your emotions (and understand they’re normal). As in many other areas, the best leaders are those who know how to manage their emotions. They don’t allow themselves to be blindsided; they give themselves healthy outlets for voicing and expressing what they’re feeling so when the day does come, the emotions aren’t overwhelming.

    Map your second purpose. I believe our lives comes in stages. For many of us, the first purpose consists doing what’s expected of us, and our work life is driven by the arc of our career. When that stage is over we can move on to our second purpose, where things slow down and we spend our time on things that align with our values.  It’s time to be intentional about where you spend your time and energy.

    Let go and move on. Once you’ve decided to move on, the worst thing you can do is to not let go. Trying to keep hold of the reins leaves you—and everyone around you—in limbo. Especially if you’ve spent years or decades in control, it may be among the most difficult challenges of your life—that’s why you have to prepare far in advance.

    Learn your lessons. Sometimes looking back can help you move forward. Reflect on all the struggles, the lessons you’ve learned, the strengths you’ve developed, all the connection and growth and regrets of your career as leader, and you’ll attain a greater awareness of yourself and where you’re headed.

    When the day comes that it’s time to change seasons, it will be a much easier and more fulfilling transition if it’s handled with care for all concerned—yourself, your organization, and the new leadership.

    Lead from within: Every succession plan will be different, but the only way to know what’s next is to be prepared long before the day arrives and it becomes difficult.

     


    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: iStock Photo

    The post The Difficult Day Every Leader Has to Face appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:09 on 2018/12/12 Permalink
    Tags: , , , , , , Performance Reviews, Workplace   

    Why You Should Ditch Your Performance Reviews 

    Every year, more and more organizations are ditching annual performance reviews. If your company is still holding on to this outdated practice, maybe this should be the year you let it go.

    Think back over the process for annual reviews and how much time and effort they take—preparing the reviews, discussing them, writing them up, sending them through approvals. It’s a huge chore, a big commitment of time that you (or someone else) can’t devote to the things you’re supposed to be accomplishing.

    The biggest problem with annual performance reviews,however, isn’t that they’re time-consuming. It’s that they’re done once a year,so important feedback occurs at a single point in the year instead of being given along the way. It’s a system that doesn’t allow people to improve in real time, making it frustrating for everyone involved.

    A better alternative is a frequent check-in,held monthly or weekly or at the end of each project, or on whatever time table works for your people, in which the employee answers six questions:

    What are your short- and long-term goals? Leaders should be aware of their people’s goals so there are no hiccups or surprises for anyone. Asking people to outline their goals for the immediate future and for the long run keeps you informed and—just as important—it keeps them focused.

    Are you satisfied with your role and responsibilities? There are always expectations of what needs to happen, and people can situate themselves for success if they know how their performance aligns with the company’s objectives, goals and purpose. Regular check-ins allow you to assess performance and provide support and guidance when they’re needed—not when the calendar says it’s time.

    What challenges are you facing? The quickest way to overcome a challenge is to treat it not as something to avoid or shy away from but to truly take it on and work through it. When people are facing particularly challenging times, a weekly or monthly check-in it will help you connect them with coaching and guidance, giving them a chance to think of the issues in a new way and keep things moving forward.  

    What can be improved or fixed? Encourage people to speak up on process issues, whether they’re simple or complex. When you do, you foster engagement and keep them thinking of ways to make things better. It’s great when people can have a say on how to improve things, not only for themselves but for everyone—and no one is in a better position to see where improvements are needed than the people on the ground.

    How can I support you? People work hard and put in tremendous effort,and knowing their leader cares will inspire them to do even more—not once a year until the good feeling wears off, but weekly and even daily. Listening deeply, taking in everything that’s being said and addressing concerns bring benefits to everyone involved.

    Are you engaged and satisfied? Engagement and satisfaction have an important influence on performance, and regular check-ins provide leaders with a way to assess and evaluate people’s satisfaction. Engagement and satisfaction should be assessed frequently so any issues can be caught early.

    Using frequent check-ins instead of annual performance reviews can provide better communication and constant feedback on an employee’s performance and engagement.

    Regular communication results in mutual understanding, and there’s no telling how much an individual will contribute to the team, the company and their own leadership when they are constantly being supported and guided.

    Lead from Within: Consider doing away with performance reviews and instead work to build a better relationship with those who work hard and put in tremendous effort. The happier your people are, the longer they will stay and the better they will perform.

     


    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: iStock Photo

    The post Why You Should Ditch Your Performance Reviews appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:10 on 2018/12/11 Permalink
    Tags: , , , , , , Mangagement, , , Workplace   

    My Best Advice for Leaders When Things Are Going Wrong 

    I’ve been coaching top leaders in almost every industry for decades, and I’ve learned that even when it appears that an organization is running well and its leaders are effective, it’s often a very different story behind the scenes.

    Tough times are a fact of life for nearly every organization at some point. And when times get tough, leaders have to get tougher.

    I once heard a CEO yell in frustration, “I’m going to walk away from this whole company.” He was over it almost immediately, but his words in that tense moment genuinely frightened his board and team to the point that they began to question his leadership.

    Maybe more than at any other time, when things go wrong your words and actions as a leader are critically important. Here’s my best advice for those times:

    Face your obligations. Harriet Beecher Stowe said, “When you get into a tight place and everything goes against you till it seems as though you could not hang on a minute longer, never give up then, for that is just the place and time that the tide will turn.” Sometimes what is needed most will happen when you face your challenge and own your struggles. Success often lies in your ability to face difficult situations.

    Use the struggle to pivot. The uncertainty and uprootedness of moments of crisis have a strange benefit: they make it a great time to change direction. Moving to things that will serve your organization in a different way and pose new challenges—the kind of change that people find frightening under many circumstances—can instead be a welcome source of hope in tough times. Sometimes problems are pushing you directly into the path of opportunities that weren’t visible before.

    Change your thinking. It’s easy to turn your thoughts to a dark and negative place when things go wrong, especially if you don’t have the resources or influence to change a tough situation. But in these cases, the only thing you can control is the way you think and respond. However difficult, struggle makes us strong and comes with important lessons. Instead of giving in to negativity, try to view the situation as a chance for you and your team to learn and grow.

    Make a plan to move forward. As a leader, you cannot get stuck in a problem but need to be the source of plans and solutions. Problems come and go, but ultimately you won’t be remembered for the problems you faced but the solutions you came up with. Leadership at its best is when you don’t like something and you move ahead and use your influence to do something about it.

    Don’t let anything stop you. Whatever the obstacles or challenges, the best time to show determination is when you’re facing your biggest challenges, because the true essence of determination will get you through anything. The difference between impossible and possible lies in a leader’s determination. Some people succeed because they are destined, but most succeed because they are determined.

    Lead from within: When things go wrong, become the kind of leader who can make things turn out the best—and make the best of things along the way.

     


    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: iStock Photo

    The post My Best Advice for Leaders When Things Are Going Wrong appeared first on Lolly Daskal.

     
  • feedwordpress 13:10:39 on 2018/12/10 Permalink
    Tags: , , , , , , Quitting, , Workplace   

    This is Why People Really Quit Their Jobs 

    You’ve probably heard the expression that people are only as good as the company they keep. Well, the reverse is also true: a company is only as good as the people it keeps.

    As a leadership coach and business consultant I have the privilege of seeing many organizations through a lens that most people don’t, because leaders are busy leading and managers are busy managing and people are busy doing their jobs so the big picture gets hard to see. People may be unhappy and want to leave without even knowing why. If you’re experiencing more turnover than you’d like, think about why people are leaving. Here are some of the top reasons:

    They don’t like their boss. Most bad bosses aren’t bad people; they’re good people with certain weaknesses. They may micromanage, bully employees, avoid conflict, duck decisions, steal credit, shift blame, hoard information, fail to listen, set a poor example, goof off, or fail to invest in developing their team. A boss with a major weak spot can leave their entire team feeling unhappy and unproductive.

    They don’t get to make use of their strengths. It’s a terrible but common disservice to hire someone talented and then ignore their abilities. The best companies create multiple opportunities for people to use and develop their talents. If you fail to do so, you drive away your most gifted and high-performing employees. Stay in touch with all the amazing things people can do and find ways for them to use those abilities.

    There’s no plan for professional development. Workplaces that retain top people give them access to meaningful learning opportunities—they enable people to be energized by their projects, to perform at their best, and to advance their skills and move forward professionally. When you care about your employees’ happiness and success, in their career and in life, they end up with a better job and you end up with an energized team.

    There’s no room for advancement. The best companies and leaders make it a point to have their managers work with people to create career opportunities that mesh with their goals and personal priorities. This deep level of support gives people confidence and motivation, making them not only more effective and productive but happier and more loyal.

    They’re exposed to dysfunction. Dysfunction saps even the best employees—it distracts them from their work, keeps them on edge, and drains their energy. No one can excel under those conditions. The best leaders do away with dysfunction within their own area and shield their people from the dysfunction they can’t control.

    They feel unappreciated. We all have a human need to be appreciated for our efforts, so when you don’t notice your employees’ contributions—if they feel undervalued on an ongoing basis—they’ll soon wonder why they bother to show up at all, let alone excel. And they’ll leave at the first sign of an opportunity where their talents and hard work will be appreciated.

    Lead from within: If something isn’t working for your people, it isn’t working. Make it right or risk losing your best performers.

     


     

    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: iStock Photos

    The post This is Why People Really Quit Their Jobs appeared first on Lolly Daskal.

     
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