Leadership – It's About You
The rewards that stem from being an effective leader are difficult to articulate or describe to someone who has never felt them.
I have recently started reading the outstanding book, The Truth About Leadership by James M. Kouzes and Barry Z. Posner. The premise for the book is that the authors have identified ten ‘Truths’ that form the core elements of effective leadership identified over years of research. In the introduction Kouzes and Posner highlight that, “…as much as the context of leadership has changed, the
Leaders and Managers: The Time Factor
Last year I was introduced to a simple, yet powerful concept describing the breakdown of how a person in charge of people or a process (manager and/or leader) should spend their time. It is powerful in that it encourages all of us to reflect on where we are dedicating our time within our roles and possibly make a conscious decision to change, if necessary. The percentages are an indicative reflection of where the balance of time should be spent if you wish to be an effective leader. The power of this simple tool develops from each of us assessing where we actually spend our time as leaders of people. In my experience many of us spend much of our time in the first two categories i.e. ‘Doing the Job’ and
Falling Into Leadership
An individual taking on a leadership role is often something that has ‘just happened’.
Being a genuine leader does not come from the role and title designated to you but rather from your decision-making, inclusiveness, delegation skills, ability to communicate and other, well-recognised and documented traits. Many of these traits can be learned and enhanced through proper coaching. Does this story mean anything to you? You started in a company at a lower level. Opportunity presented itself in the form of a chance to step-up temporarily or permanently into a role providing more money, esteem, credibility or some other perceived benefit. You jumped at it! Of course, along with all of the benefits the role also came with much higher expectation…that of others and
People and Process: Aligned or Loggerheads?
I often wonder what it is about processes that many managers have a need to see as entirely separate from their people.
Similarly to my previously documented thoughts regarding the key differences between leaders and managers, the ‘need’ to focus solely on the process is often due to the conscious or unconscious decision to concentrate time and energy on the simpler or more controllable part of the equation. Unfortunately for those leaders with this mindset, unless you are in a pure process driven environment (which is rarer than many people think unless/until robots take over our world!), this leaves out the core reason why these processes often fail – a focus on our people!
Seeking Work-Life Balance: Myth Or Manageable
I was recently fortunate enough to be invited to participate on a panel in my workplace focusing on work-life balance – a phrase that is possibly overused and misunderstood and a term that I have read conflicting opinions on in recent months. The panel forum consisted of a number of employees in the audience and 4 panel member’s, including myself, who each pitched out their own thoughts on the topic and then received questions from the audience. It was a very interesting exercise as I found that each of our situations was quite different. Whereas we may have been in similar roles at work, our roles and focus at home was quite varied regarding how we manage our time and the choices we make. However, there were some consistent themes
Practicing Leadership: Skill Development and Commitment
Why is it that people are prepared to spend time practicing learning an instrument, language, sporting skill or similar but are less willing to apply lengthy practice schedules in developing leadership skills?
As part of my various roles, I often facilitate leadership training in a group setting and conduct coaching and mentoring sessions with attendees. It’s not always the case, however the one-on-one session content often refers back to the leadership training itself. This is powerful in that training rarely leads to lasting change in itself – something most of us already know. Reinforcing the knowledge gained through practice and support is a key. The opportunity to reflect internally and share with your coach or mentor adds weight to the ‘stickability’ of the training concept, content and the