Many leaders still believe workplace humility is a detriment, not an advantage. Authority, power and even intimidation are best to run organizations and achieve results. Perhaps this is based on a misunderstanding of true humility: a desire to serve and dedication to bettering others. If you wonder about your own leadership, start by assessing your…
Have you had an unfortunate response to disappointment? I wouldn’t be surprised. We’re hard-wired to respond to stimuli with feelings first and analysis second. When we act on our emotions, before we allow time to think, we respond unfavorably to disappointment. Unfortunately, emotionally driven types of responses are common for some leaders, according to leadership…
In today’s breakneck corporate culture, many leaders have redefined their success. Merely keeping up with the chaos has become an acceptable goal. The trend in organizational management is to focus on staying afloat and ponder the future if time allows. The common theme I often see is do more with less. Unfortunately, this attempt to…
Humans learn to sift and sort at any early age. We learn coping methods to drown out distracting movements and sounds. In the process, we often develop the habit of selective listening. As a result, we often miss important cues, or even direct communication. While the art of listening is not taught in traditional MBA…
As counter-intuitive as it may appear, the art of listening actually begins with self-awareness. Self-aware people understand what motivates them and their decision-making. They recognize their feelings (as they happen) and how they affect their thoughts. They understand their strengths and weaknesses. Self-aware people understand their proclivity to bias and blind spots. How? I like…
Implementing change is a significant aspect of leading organizations, especially when introducing a new vision. As I’ve been writing in recent posts, your behavior is key to success. Authenticity is critical. As change is announced and implemented, people want the straight story—the truthful picture of what’s happening. If the leader has a secret agenda, hidden…
Successful change agents know that many people resist or distrust change, and they need encouragement through the process. As I wrote in my last post, communication is critical. People also need an extra measure of positivity and support. This calls for the leader to have an optimistic outlook and view change as a opportunity, as…
All humans want to feel safe. They need to feel they belong, are cared for and valued at work. Leaders who provide purpose and a trusting environment are in the best position to offer a sense of safety. People feel safe when they can trust their relationships without concerns over politics, personalities and resentments. They…
A strong culture depends on an environment of trust, where people can count on each other, take risks together and benefit from the resulting successes. Leaders who inspire authenticity entice people to step out of their comfort zones and enjoy the spirit of cooperation. Leaders enhance trust when they’re transparent and humble. Display humility by…
What is your organization’s true purpose? Do you post your purpose? Without a fundamental purpose, organizations cannot steer efforts in any general direction. Employees need a reason to serve, shared goals, a common cause and focus. They to know what their organization stands for so they can embrace its stance. This is the foundation of…