Personal perspectives to help others achieve their leadership goals
Today, leaders have more and more demands on our time. The work from home environment demands more from us as our calendars fill with meetings and changing dynamics at home add pressures we didn’t have before the pandemic. This can put a squeeze on accomplishing “real” work. However, we cannot put aside the development of and care for our employees. We must make a conscious effort to be generous with our time.
Continue reading “Be available”
In today’s environment, fatigue is a primary concern for leaders. The competing priorities of work and personal demands such as online schooling or elder care can tax your team. If we add other environmental challenges from COVID such as restrictions or lockdowns or wearing face masks, employees can be overwhelmed. Perhaps you, too, are carrying more stress as a result.
Continue reading “Fatigue”
Merriam-Webster defines humility as “freedom from pride or arrogance”. We all have experienced leaders and managers who have been arrogant or acted in ways (conscious or not) that revealed selfish motivations.
This post highlights ways it is important to shift mindset as you come into leadership. True humility is crucial to being the best leader one can be.
Continue reading “Humility”
I launched this blog in February with the vision of virtually mentoring and coaching others. At the time, I couldn’t have envisioned the loss of my mother in early April. Nor did I anticipate the effect that would have in all areas of my life.
I still can’t fully express how I feel; however, I am greatly impacted by the lessons she taught me and owe my success to her guidance, love, and support.
Continue reading “Lessons from my mother”
Everyone knows the story of the emporer who had no clothes. Think back to when you first heard that story. Most people felt sorry for the emperor even if they agree he brought it upon himself. Who felt sorry for his subjects?
Continue reading “The importance of candor”
As I began to compose this final “Leadership in Crisis” series post, I considered “care” to be my last “C” thought on leading well during crisis. After some reflection, I thought it better to illustrate connection and it’s importance in crisis.
Humans crave connection. Whether your teams are teleworking for the first time or are globally dispersed, the additional stressors of crisis require that leaders maintain and focus on connections.
Continue reading “Leadership in Crisis”
In times of uncertainty, people expect leaders to be steady in both messaging and demeanor.
The calm in the storm.
The rudder of the ship.
Today, we explore consistency and it’s importance in crisis.
Continue reading “Leadership in Crisis”
Leaders are the focal point for their organizations and/or teams in times of uncertainty and crisis. In unprecedented times like these it is important to have established relationships with those you lead. However, even without the luxury of a foundation of trust, there are critical actions for great leadership in crisis. The first is Communication.
Continue reading “Leadership in Crisis”
Emotional Intelligence. Relationship building. Put all the psychology, leadership trends, and buzz words away and you’re left with Care.
Over time our patriarchal society has infused the workplace with the message that caring is weakness. Terms like emotional intelligence have become popular and if it makes caring seem more acceptable, I’m all for it. Call it whatever name or phrase that you need to so that you do it. It all boils down to caring.
Continue reading “Do you care?”
Your position does not make you a leader.
That statement holds true despite recognizing people look to managers for leadership. The disconnect between the ability or desire of the manager to lead and in the expectations of employees is a main reason companies have dissatisfied workers and a disconnect between employees and the executive board.
Are you leading your people? Are you capable of doing so? It all leads back to honest personal evaluation.
I believe leaders are both born and made. Great leaders are intentional about continuous self-improvement even if they believe themselves to be in the former category. Talent alone only takes you so far. Alternatively, lack of natural talent does not preclude someone from being a leader.
Either way, believing your title magically makes you a good leader can stall or even end your journey. If you hold that belief and have reached the management pinnacle of your career, it probably means few others respect you.
Continue reading “Manager or Leader”