Relationships: Understand Your Team to Lead Effectively
There is little doubt that being a leader offers many challenges and rewards. Being close to those you lead via proximity and emotionally provides the opportunity to meet the challenges and feel the benefits and rewards.
Leaders who are present and accessible concentrate on more than simply having an ‘open-door policy’. They build relationships and understand their employees as individual people.
As we begin another year, I have found myself reflecting on the past 12 months. There are often trends and themes that emerge when thinking about my clients and the coaching environments I have been exposed to over this period. One of the over-arching themes for last year was the challenge between available time (perception and reality…but that is a different
Avoid a Common Leadership Mistake: Empower Your Team
Effective leaders make shared goals clear. They also clarify the role we each play in achieving them.
Leaders empower their team members and hold them accountable for delivering agreed results.
However, to inspire and empower you must have a connection with your team members…a relationship.
How many of us truly provide the context and create the environment where trust and accountability are encouraged? Do
Employee Engagement Survey Results: Fact or Fiction?
Employee Engagement surveys are barely worth the time and effort taken to produce them.
They certainly have questionable content and value for those organisations who rely on survey results for a genuine view of how employees feel.
Big statements, perhaps! But only if you have not taken the time to meaningfully investigate the reasons why employees might feel the need to provide over-inflated scoring that does not reflect reality. Engagement continues to be a major factor in business success and focus for management. We know this topic is big. Deloitte Global Human Capital Trends research (shows) 78% of business leaders rate retention and engagement urgent or important. HR leaders talk consistently about retention issues…and businesses all over the
The Importance of Leadership Support in Coaching
Personal and professional development is critical to the ongoing success and growth for any leader. There are many aspects that will make this development even more effective and sustainable, particularly when participating in coaching.
High on this list of attributes is the support the person being coached receives from their immediate leader.Support of people as they participate in development programs really does matter. I recently met with a very senior leader in an organisation – let’s call him Jack. Our discussion covered many areas of relevance, including the fact that I had been coaching various members of Jack’s
The Leader Journey is Long and Worthwhile
What makes one leader more effective and capable than another? The behaviours, traits and skills required of a leader are many.
Organisations must focus on developing leaders early and maintain the effort once in the role. Individual leaders must also embrace the challenge to grow and provide more to their team members and employer.
To understand what makes a great leader great, requires reading to understand theory and practice to make development real. Knowledge, however, is only the first step. Knowing is one thing, application and ‘doing’ is something more substantial again. You don’t need to seek perfection, just improvement. This initial step to increase understanding is accessible, possibly more so than ever. We are genuinely fortunate to have access to so
What Are Personal Values and Do They Matter?
Values continue to be an important part of our lives.
But do you know what your core personal values are and understand how they impact you and those closest to you?
Personal values continue to be important for many reasons, both at work and at home. It is more relevant than ever to continue to elaborate on this core aspect of your motivations, decision-making process and behaviours.
I have written about values before. Understanding your own set of personal values can be a powerful tool. Increased self-awareness and knowledge of what is most important to you can help to identify how you act. They also help you to discover what motivations drive you and why you react to
Expectations, Accountability and Leadership
As a leader, you are required to clearly set expectations and standards for your team and each individual employee.
We continue to see that this is an area within organisations that is not as effectively applied as it should be.
Leadership: Setting Standards and Expectations
One of the biggest challenges for managers who are learning to lead is developing the ability to set expectations and standards and then hold people accountable to these expectations.
Understanding the benefits and why to apply a model such as the one highlighted in this blog is relatively simple, however application, consistency and follow-through can be a challenge for many.
Many years ago I was introduced to a model titled SOI assisting to set expectations and assess performance. The model title is an acronym which stands for Standards – Observations – Impact and has been a simple, yet vital tool in my development and that of others in my coaching and leadership development roles. The SOI model has become inherently part of
The Leader / Employee Divide: Who’s Managing Who?
One of the biggest challenges for any manager or leader is the relationship they have with their team members.
We often read about the need for leaders to be open, self-aware, honest and possess similar traits.
But what about the employee? What is their responsibility?
Managing people and teams is challenging, there is no doubt. Understanding why people do what they do and behave in certain ways can reduce the challenge and assist in managing situations as they arise. The responsibility to influence outputs amongst different roles may vary, however the level of responsibility and commitment required from a manager or employee remains the same. It is the context of the role and associated tasks that differ, not the degree
Coaching and Mentoring – The Need For Accountability
To genuinely succeed in business, leaders must know their role, continuously develop their skills and be constantly supported to achieve the best they can as a leader and employee.
Finding your own development pathway takes ownership, effort and clarity. However, it is not something you need to do on your own. Whether it is developing yourself or your team, coaching and mentoring can be a powerful tool to enable change and growth, both personally and professionally. When it comes to leadership development, however, one of the keys to success is to start developing deliberately and early.
It is problematic to concern yourself with focusing on developing leadership skills after they are needed.
Setting up leaders to thrive through a
Are We Setting Our Leaders Up For Success?
People get hired or promoted into leadership roles every day.
Sadly, when they get the job they may get little or no training on how to lead a team. (1)
The opportunity to develop our future leaders before placing them into leadership roles is an obvious one. Building employee skills, capability and awareness to be ready for leadership is ideal, yet is rarely applied well in practice. The first blog I wrote many years ago was titled, Falling Into Leadership. It highlighted the common practice of people being ‘thrust into’ leadership roles without development and support both prior to and during the opportunity. I have written about this topic again since as it is something that continues to
Leadership Credibility: The Right To Lead?
A few questions that I have been recently pondering.
How do you know that you have leadership credentials?
What gives us the right to lead others?
How do we know if our leadership is effective – how is leadership development success measured?
I had a coffee last week with Steve, someone who I was meeting with for the first time. Overall the meeting went well and we discussed many thoughts, concepts, real-life scenarios and philosophies regarding work culture and leadership. We covered background information and work history, along with discussion about values and motivations. Overall, it was a fantastic discussion and I felt