Leadership Development. Professional Development – Page 3

Four Attributes of Calm Leaders

Posted April 29, 2019
by admin

I’ve always had a duck personality. Calm above water, feet going crazy below. – K. Flay

A man in the supermarket was pushing a cart which contained, among other things, a screaming baby. As the man proceeded along the aisles, he kept repeating softly, “Keep calm, George. Don’t get excited, George. Don’t get excited, George. Don’t yell, George.”

A lady watching with admiration said to the man, “You are certainly to be commended for your patience in trying to quiet little George.”

“Lady,” he declared, “I’m George.”

As a leader, I’m sure you’ve had your moments when you felt like the man in the supermarket pushing the cart.

As a leader, you might be able to identify with Tom Welling who said, “I have so much chaos in my life, it’s become normal.” Can you relate?

Being a leader does not exempt you from chaos, stress, pressures, and the such. If anything, it might add to it.

But as a leader, your style and approach at such times are important. Others are looking to you to see how you react which in many ways determines how they will react.

Your leadership when times are tough will either cause people to lose hope and succumb to despair or it will instill hope and confidence. Click To Tweet In these times, your people need an example of the calming effect that your leadership can have. Here are four ways that happen.

Calm leaders see the big picture

Calm leaders are not rocked by every disruption that comes along. Short-sightedness tends to fuel the insecurities in people. A calm leader can exude confidence because they see the big picture and it’s with that understanding they can lead with a steady hand.

Calm leaders understand timing

One of the hardest things to learn as a leader is timing. We are people of action. Waiting is not necessarily a finer quality. But calm leaders have an intuition for timing. They know when it’s time to wait and when it’s time to act. The calming effect of timing within your organization and with your people can make a world of difference. Calm leaders can help avert a multitude of troubles just by understanding how timing impacts most every decision they make. Click To Tweet

Calm leaders challenge norms

Calm leaders tend to challenge norms and stretch others to grow in ways they are not often comfortable with. Call it what you will – human nature, gut reactions, etc., but many people react to things happening to them or around them in ways that only make matters worse. But a calm leader is processing. A calm leader brings peace to the storm, level-headed thinking, and challenges the norms that define the way things have always been done.

Calm leaders bring stability

Calm leaders bring a level of maturity and stability that is often lacking during turbulent times. Calm leaders know that their actions, attitudes, reactions, and thinking go a long way in determining successful outcomes.

Calm leaders are not passive leaders, nor are they passionless. Calm leaders are simply those who know how to harness the power of their intuition, experience, maturity, and wisdom to be a more effective leader. Click To Tweet

Strive to be a leader who, when everything around them seems to be in chaos, brings a calming presence to the situation. We could sure use more calm leaders.

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Why Do The Good Ones Leave?

Posted April 7, 2019
by admin

If your actions inspire others to dream more, learn more, do and become more, you are a leader. – John Quincy Adams

How is the organizational culture where you work? How is morale? Depending on the day when asked, the answers can run the gambit of responses and emotions.

A document was discovered in the ruins of a London office building. It was dated 1852. Here are a few of the notices that were posted for a group of employees: 1) This firm has reduced the hours of work, and clerical staff will only have to be present between the hours of 7 a.m. and 6 p.m. weekdays, 2) Now that the hours of business have been drastically reduced, the partaking of food is allowed between 11:30 and noon, but work will not on any account cease, 3) No talking is allowed during business hours, and 4) The craving for tobacco, wine, or spirits is a human weakness, and as such is forbidden to all members of the clerical staff.

Can you imagine the morale at a place like that?

It’s been said that people don’t quit organizations, they quit leaders. It’s a sad but true commentary on the lack of leadership skills that are so desperately needed in the workplace.

There are consequences to poor leadership and where it’s not present, people will leave to find it. Inevitably it’s the good employees who leave. Left behind is a weakened and demoralized team forced to pick up the pieces.

But why do the good ones leave? What is the tipping point in which a good employee will cash in the chips and bolt? The specifics vary, of course, but typically the good ones leave for these reasons.

The good ones leave because of leaders with no backbone

This type of leader plays to the crowd and will say whatever he or she thinks you want to hear. The good ones had rather hear the uncomfortable truth than the pleasant sounds of an appeaser. The good ones want a leader who is not afraid to make difficult decisions.

The good ones leave because of leaders with no vision

The good ones long for and thrive in an environment where the leader has a vision for the future, can articulate it, and sets a course of action that will take them there. The good ones understand that without a clear vision for the future there is no future to be had by staying.

The good ones leave because of leaders with no skin in the game

It will be hard to command the respect of your people if you have no skin in the game as it relates to your organization and its mission. You can’t expect a buy-in from your people if you have not fully invested yourself. The good ones seek to be with leaders who are as passionately invested as they are. Click To Tweet

The good ones leave because of leaders who place limits on their potential

The good ones will thrive in a culture of excellence where their hard work and talents are put to best use. The good ones will not sit idly by while the leader plays politics or favorites and be denied the opportunity to advance professionally.

The good ones leave because of leaders with no accountability

The good ones fundamentally understand that accountability and transparency are the cornerstones of success. When a leader no longer feels the need to be transparent or be accountable for his or her actions, then the good ones will not stay. Trust is like glue for the leader, is there is none, people won’t stick.

The good ones leave because of leaders with no boundaries

Ultimately, the leader is responsible for the culture of the organization. If proper boundaries are not being observed and inappropriate behaviors are being tolerated- such as bullying, then the good ones will not stay in that environment.

The good ones leave because of leaders with no integrity

At the end of the day, it all comes down to the integrity of the leader. The good ones want their leader to be a person of integrity and one they can trust. If integrity is lacking in the leader then integrity will be lacking in the culture. Click To Tweet The good ones will leave to avoid the connection.

Many personal factors contribute to the reasons why the good ones tend to leave and move on. I’ve discovered that it’s not always for the money or a promotion. The good ones understand the wisdom of the words of John Maxwell who said, “Everything rises and falls on leadership.” That’s why the good ones leave- to be with good leaders.

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7 Reasons Why Your Leadership Style is Causing Workplace Drama

Posted March 31, 2019
by admin

A leader’s job is not to do the work for others, it’s to help others figure out how to do it themselves, to get things done, and to succeed beyond what they thought possible. – Simon Sinek

Workplace drama. It’s nothing new and has been around for a while. We get it. But have you ever stopped to consider the impact of such drama to your bottom line? According to an article in Success, dramatic interactions in the workplace, as cited by Gallup, costs U.S. businesses as much as $550 billion a year.

How much can your organization afford to lose due to office drama? What amount is acceptable?

It is our belief that it is the leader who is, in many ways, responsible for the level of drama that exists within your organization. Clearly, not all drama is the creation of you as a leader, but here are seven ways that your leadership stirs it up.

You hoard knowledge and information

When your people are left in the dark concerning information that they need, you leave them no choice but to speculate and talk among themselves. This can lead to unnecessary confusion, rumors, and gossip. This action on your part fans the flames of workplace drama. How can you expect your people to perform at their best when you leave them in the dark?

You make teamwork difficult

The effectiveness and productivity of your workplace are realized when your people work as a team. But your leadership style of hoarding knowledge and information could be the reason why there’s so much drama. Perhaps you play favorites and the drama and tension are just too much to overcome. Without clear directives and unity, teams will flounder. It’s when you create an atmosphere of teamwork that your workplace will be productive and your people will be engaged. When teams are not working together it’s just a breeding ground for drama. Click To Tweet

You pit employees against each other

As a leader, your responsibility is to bring your people together, not keep them apart. It’s when everyone knows their roles and everyone has respect for what the other contributes and brings to the table. If an “us vs. them” mentality exists- it’s your responsibility as the leader to identify it, stop it, and correct it. As long as your people are pitted against each other there will be workplace drama. Click To Tweet

You create a crisis so you can solve it and be seen as the hero

You, as a leader, need to be confident in your abilities and value. When leaders feel insecure they often, consciously or unconsciously, create crisis situations within their team. This allows them to step in, resolve the issue, and get the credit for being the hero. Not only does this negatively impact productivity, but your team members will also begin to see through your veiled actions and you will lose their respect as well as the respect of any other leaders you are trying to impress. This lack of respect and continually operating in crisis mode is a key contributor to drama in the workplace.

You cause strife between other departments

Success is a win-win situation. If in striving to help your team succeed, you cause strife between other departments, you are causing failure as a whole. It is your responsibility to ensure that your team works well across departments. This collective teamwork is the solid foundation that allows your organization to thrive and you to be seen as an effective leader. Constant strife between departments feeds drama in the workplace.

Your meetings always involve the same few people or the wrong people

One of the quickest ways to cause workplace drama is to continually include the same few people or the wrong people in all your meetings. Click To Tweet Your team needs to know that they are valued; when you exclude them from meetings addressing their areas of responsibility you send a clear message that you do not see them as valuable contributors. You also start losing their trust because you appear to be secretive and manipulative; why else would you leave them out of the loop? This contributes to the poor morale and drama that, as a leader, you are always struggling against.

You embrace an environment that creates heroes and rewards them lavishly

If we spent a day in your organization, would we be able to identify the “teacher’s pets”? We believe so. Without even recognizing it, leaders often develop work environments where heroes are created and rewarded far beyond other team members. These individuals rarely shine consistently above everyone else in the organization, they have simply become the “teacher’s pet” and as such, can do no wrong. This creates resentment among other team members who work just as hard but go unnoticed and unrecognized for their efforts. Resentment fuels gossip and drama like gas to a flame.

A certain level of workplace drama is inevitable, but it is a productivity and morale killer. Your organization cannot afford for you, as a leader, to be creating more drama than emerges naturally from business and human interaction. Start minimizing the drama in your workplace by sharing knowledge and information, inspiring teamwork, encouraging employees to together instead of against each other, avoiding the creation of crisis situations, helping departments to work together, including the right mix of people in your meetings, and eliminating the “teacher’s pet” environment.

You are the leader; it’s time to stop stirring up workplace drama and set a good example for your employees to follow.

Read more from Liz Stincelli at https://lizstincelli.wordpress.com/

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Leaders – Sometimes We’re The Problem!

Posted March 10, 2019March 11, 2019
by admin

There are no big problems, there are just a lot of little problems. – Henry Ford

A story is told of an old guy driving home from work when his wife calls him on his cell phone. “Phil,” she shouts in a panic, “Please be careful! I just heard on the news that some lunatic is driving the wrong way on Route 80”. “Heck Doris, it’s not just one car,” he replies. “It’s hundreds of them!”

That humorous story is a reminder for all in leadership. For all the times we think we are the only ones who have it all together, we then come face to face with the reality that on any given day, we are the only one who doesn’t.

Sometimes we just have to drop all pretense and just admit it. We are not immune to screw ups. Like everyone else, we’re human.

Leaders deal with problems all the time. Usually someone else’s. But sometimes we’re the problem. There a few ways this plays out. Let me explain how. See if you can relate.

The problems we ignore

Leaders become part of the problem when we ignore problems. Leaders who ignore problems within their organizations – causing them to fester beneath the surface for far too long, only contribute to lingering morale issues. We become part of the problem when we refuse to address issues that have the potential to adversely affect our organization or our people. Click To Tweet

The problems we deny

Unlike the problems we see but ignore, leaders become part of the problem by denying certain problems exist. This can either be because we don’t want to believe it’s true, or because we are afraid of how it might reflect upon our leadership. Denying problems don’t make them go away. And when you, as a leader, continually deny the existence of issues going on within your organization, then by default, you are part of the problem. Click To Tweet

The problems we don’t delegate

Not every problem that exists within your organization calls for your attention. Only the ones no one else can handle or otherwise requires additional personnel to solve need our attention. We become part of the problem when we take ownership of every problem. Ask yourself this: If you have to solve every problem then what else are you meddling with that you shouldn’t?

The problems we obsess over

Every leader is different and every leader has that one pet peeve that sets them off as nothing else will. It’s in times like this that leaders need to be self-aware enough to realize that they need to back off and not allow their own prejudices to disrupt things. What we obsess over, in the minds and eyes of our people, may be insignificant in light of the big picture. Pick your battles wisely and don’t fall on the sword for your trivial gripes.

The same problems we deal with over and over again

As a leader, when we “solve” the same problems over and over again then we’re not really solving them. Band-aid approaches only last so long. Click To Tweet We become part of the problem when the same problems surface time and again. Every leader faces problems and some of them will look familiar or recycled. So don’t look for the quick fix. Find a long term approach that will last for the long haul.

As leaders, we don’t always get things right and make our fair share of mistakes. While it may not be obvious to you, it is to those around you. But don’t let that deter you. The greatest problem is not found in making mistakes or in getting things wrong, the problem is found in not acknowledging them and learning from them.

Are you part of the problem or are you part of the solution?

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7 Habits of Teachable Leaders

Posted March 3, 2019March 16, 2019
by admin

What I believe is that all clear-minded people should remain two things throughout their lifetimes: Curious and teachable. – Roger Ebert

An article in Pew Research revealed about a quarter of American adults (24%) haven’t read a book in whole or in part in the past year, whether in print, electronic or audio form. Think it’s just the younger generation not reading? Not so fast. The survey revealed that older adults are a bit more likely than their younger counterparts not to read a book. The survey revealed that some 28% of adults ages 50 and older haven’t read a book in the past year.

As an avid reader and author of books, I find the results of this survey both disappointing and revealing. Do these statistics surprise you?

As a leader, the one thing that will give you a distinct advantage both personally and professionally is that you are teachable. Your personal growth and development are non-negotiable if you are a leader who desires to succeed.

It’s important to keep in mind that your growth and development is the result of intentional behaviors that you embrace. You have to be disciplined. So what are some of the habits of teachable leaders that must be embraced? Here are seven for your consideration.

Teachable leaders are readers

You can come up with every excuse in the book (pardon the pun), but teachable leaders are readers. There are just too many options now available not to. From traditional prints books, audio, or on your device, there’s no shortage of access or books, blogs, and magazines to choose from. If you are not teachable and reading then how can you effectively lead the people who are? Click To Tweet (See my current reading list below)

Teachable leaders are listeners

It’s part of a leaders responsibility to talk, engage, articulate vision, etc. which requires being out front and being the voice that brings clarity to the mission. But what’s equally as important if not more so, is being a good listener. How else are you going to know what’s on the hearts and minds of your people other than by listening to them? When you cultivate the art of listening, you demonstrate a teachable attitude. Talk less, listen more.

Teachable leaders are humble

The older I get the more I’ve come to realize just how much I don’t know. It’s humbling. Over the years, I’ve come across people who think that they are “experts” on everything. No matter what the subject, they seemed to know it all. Teachable leaders, on the other hand, are wise enough to know their limitations and are willing to surround themselves with those who complement them and make them better. A teachable leader has the self-awareness to know that they don’t possess all the answers and are humble enough to keep learning and growing.

Teachable leaders ask a lot of questions

For the teachable leader, this is where genuine humility pays off. Teachable leaders ask a lot of questions because they want to keep growing. The advantage teachable leaders have over others is the ability to set aside pride and humble themselves and ask the questions others won’t. Click To Tweet It’s in the asking of questions – not in your silence- that growth takes place.

Teachable leaders have positive attitudes

Nothing will get in the way of the learning process more than a bad attitude. Henry Ford was right when he said, “Whether you think you can or think you can’t, you’re right.” As a leader, your attitude will be your greatest asset or the greatest liability that holds you back. You choose it and you own it. Teachable leaders will succeed or fail, by and large, with their attitude.

Teachable leaders seek wise counsel

In as much as teachable leaders are readers, they also understand that they need people speaking truth into their lives. A teachable leader seeks out the counsel of people who can give them guidance and insights from their experiences. As leaders, we all need people in our lives who can inspire us, challenge us, and hold us accountable. Click To Tweet

Teachable leaders are lifelong students

Class is always in session for the teachable leader. Once you discover the joy of a teachable spirit then you will never stop growing.

These seven habits can put your leadership journey on a whole new path of fulfillment. Embrace these habits and watch your influence grow.

Are you a teachable leader?

Here’s what I am currently reading:

Leader Shift: The Eleven Essential Changes Every Leader Must Embrace by John Maxwell

Didn’t See It Coming: Overcoming The 7 Greatest Challenges That No One Expects And Everyone Experiences by Carey Nieuwhof

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The Face of Leadership

Posted February 24, 2019February 24, 2019
by admin

Courage starts with showing up and letting ourselves be seen. – Brene’ Brown

Robert Louis Stevenson tells of a storm that caught a vessel off a rocky coast and threatened to drive it and its passengers to destruction. In the midst of the terror, one daring man, contrary to orders, went to the deck, made a dangerous passage to the pilot house and saw the steerman, at his post holding the wheel unwaveringly, and inch by inch, turning the ship out, once more, to sea. The pilot saw the watcher and smiled. Then, the daring passenger went below and gave out a note of cheer: “I have seen the face of the pilot, and he smiled. All is well.”

This story is a great reminder of the power of leadership. Whether you serve in a large corporation, a small business, a nonprofit, of somewhere in-between, people look to its leadership not just for direction, but for a steady hand in the midst of the storm.

Check out most any list of essential qualities to be found in leaders today and more times than not you will find confidence and the ability to inspire others somewhere on the list. It’s that important. Click To Tweet

Think about the man in the story. He defied orders and he risked his life. But what he came away with made it all worthwhile. He was able to go back and with a cheer in his voice let the others know that they were going to be fine. Why? Because he saw the smiling face of the pilot.

There are a few leadership lessons for you from this story. Don’t underestimate them.

Perceptions matter

Normally, we try to steer clear of perceptions because it’s just too easy to mislead people. But as a leader, you must know that people (for better or worse) do look at you differently. The air of confidence and composure you give matters to people and you should be mindful of it.

Leadership is a matter of having people look at you and gain confidence, seeing how you react.” said Tom Landry, “If you’re in control, they’re in control.” This is why perceptions matter to you as a leader. Just know this – people are watching. What signals are they picking up from you?

People will ride out the storms with you if they trust you

Trust is essential to your leadership. It will make it or break it. People will stick by your side and weather the storms with you so long as they know they can trust you. Click To Tweet All it took for the man in the story to have hope was to see the expression on the face of the pilot to know that things were going to be fine. But in today’s culture, it’s going to take more than just the expression on your face to carry the day. You must earn trust.

Seth Godin was spot on when he said, “Earn trust, earn trust, earn trust. Then you can worry about the rest.” On good days, leadership is hard. You only complicate things if your people can’t look you in the eyes and know they can trust you.

Courage is contagious

When the daring passenger saw the smile on the face of the pilot, he went to the others with a cheerful heart to report the good news. In that brief exchange, courage was transferred from the steady hand of the pilot the frightful passengers below.

I think in our leadership circles at times we tend to overlook some of the basic fundamentals that translate to success. You don’t have to attend the latest conference or hire the most expensive leadership guru to tell you this. So I will. Courage is contagious. And when you display courageous leadership then your people will respond to it. Click To Tweet

John Maxwell says, “Anyone can steer the ship, but it takes a leader to chart the course,” and in your leadership – through the good times or in the storms, people will rely on you- not because you know how to steer the ship but because you are a leader they can trust.

The face of leadership should be one that gives confidence and courage not fear or retreat.

What is the face of your leadership?

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Get Off Your High Horse

Posted February 10, 2019February 14, 2019
by admin

The greatest among you shall be your servant. – Matthew 23:11 ESV

A few years back, a story was recounted in Today in the Word of how during the American Revolution, a man in civilian clothes rode past a group of soldiers repairing a small defensive barrier. Their leader was shouting instructions, but making no attempt to help them. Asked why by the rider, he retorted with great dignity, “Sir, I am a corporal!”

The stranger apologized, dismounted, and proceeded to help the exhausted soldiers. The job done, he turned to the corporal and said, “Mr. Corporal, next time you have a job like this and not enough men to do it, go to your commander-in-chief, and I will come and help you again.” It was none other than George Washington.

Learning the ropes in leadership can be painful. Just like in the above story. And it’s especially hard when attempting to lead others. You can lead by decree or you can lead by example.

There are a few leadership lessons that stand the test of time. They’re simple but yet serve as necessary reminders.

Not everyone with a title is a leader

Having a title means you have a position of authority within the organization. Most likely it conveys that you have some type of leadership potential or qualities. It doesn’t necessarily make you a leader. There’s a big difference between people respecting you because of your title and people respecting you because of your leadership. Understand the difference between the two and strive for the latter.

True leaders let their actions speak louder than their words

The corporal in the story was all about barking orders and telling the others what to do. Washington was about joining the men and completing the job. On your leadership journey, don’t mistake being loud for being competent. A true leader will show you more about leadership by his or her actions than they ever will by their words. Click To Tweet

True leaders are not afraid to get dirty

The corporal was content to watch his men work. Washington was all about working alongside them. A servant leader will get down in the trenches with his or her people and help get the job done. The person more concerned about the title will simply be a spectator. Click To Tweet If you desire to be a leader, you can’t be afraid to get your hands dirty.

True leaders are servant leaders

Washington didn’t pull rank with the corporal. He simply got off his horse and helped the men finish the job. He led by example and the sweat of his brow.

What will define your leadership is not found in the things that you do to make your life easier. It’s when you serve others and walk in humility. Click To Tweet

Perhaps by now, many of you have seen the photo of Bill Gates standing in line at a Dick’s Drive-In in Seattle.

The picture captivated millions around the world. Here’s the leader of Microsoft- the second richest man in the world, and he is quietly and patiently waits his turn in line. No special privileges, no airs about him, just being a regular guy waiting to order a burger and giving a powerful lesson in leadership all at the same time.

So often, the greatest impact you can make as a leader is not when you are being loud and obnoxious or when you are pulling rank, but with quiet strength, you are willing to get off your high horse and lead by example.

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7 Things You Can Do To Move Your Team Forward

Posted February 4, 2019
by admin

In any team sport, the best teams have consistency and chemistry. – Roger Staubach

In the past few weeks, I have shared a series of articles devoted to helping employees and leaders understand each other better. While it was not a comprehensive list, it does shed light on some of the most common complaints from each respective side.

In case you missed it, allow me to share, without comment, the two lists with you:

7 things you do as a leader that your team can’t stand:

You are out of touch with your people
You don’t communicate values and vision
You don’t have their backs
You don’t call out bad behavior
You don’t empower your people
You don’t easily change
You don’t realize that everything rises and falls on leadership

7 things you do that your leader can’t stand:

You are not a team player
You play politics
You point out problems, provide no solutions
You don’t go above and beyond what’s required
You don’t take risks
You stop growing and learning
You don’t lead yourself well

The respective lists are not meant to pit one side against another. They are, however, meant to create dialogue to help you build bridges that get you talking with each other. So how can leadership and employees be more mindful of each other? Here 7 paths forward.

See yourself for what you are – a team, not combatants

So long as either side reads through the previous lists with a “see, this is how they are screwing things up for us,” attitude- then going forward as a unified team will always be out of reach. If either side sees the other as nothing more than combatants to be conquered then where is the team chemistry you need to go forward and be successful? As long as it’s an “us vs. them” mentality, the path forward will be long and hard. Everything rises and falls on trust. You must protect it at all costs.

Take ownership of your actions

It’s just too easy to point fingers and lay blame at the feet of those you don’t like or get along with. It’s time to get past that and think of what’s best for the team. Is your attitude moving the team forward or holding it back? If not, then before pointing the finger at someone else, look first in the mirror and figure out why. So long as you think it’s all about you then you are hurting more than helping.

Change your perspective

Admittedly, too many leaders are out of touch with what’s going on in their respective organizations. Maybe they’ve lost touch with what it’s like day to day in the trenches. Perhaps those on the front lines don’t truly appreciate the voluminous amount of work that goes unnoticed to keep things operating. Either way, it’s fixable. Both sides should begin moving toward one another and open up better avenues of communication and understanding. When you see what’s going on from the other person’s point of view, things can look a lot different. Do it.

Stake your claim to your culture, pave your path to the future you want

If you had the opportunity to create the ideal culture in which you woke up with anticipation about going and being a part of something greater than yourself, that brought you and your colleagues genuine enjoyment, where everyone rose to the challenge, had each other’s backs, and went the extra mile to get there- what would that look like for you? The future you want begins with the culture you build and everyone must build it together. Click To Tweet

Hold each other accountable

If you are going to move forward as a team, then every area that affects team performance must be held to account. From the bottom line, attitudes, behaviors, culture – everything must be on the table. If it impacts the organization, it must be evaluated for its contribution.

Be willing to pivot

Teams that struggle to move forward do so because at times they’re stuck in the past, people are too attached to defending their own agendas and is otherwise not receptive to new ideas. Click To Tweet The mantra of “this is the way we’ve always done it” is nothing more than a eulogy to your success. Everyone must be willing to abandon business as usual and look for new and innovative ways to move forward. So long as you are unwilling to change you run the risk of being stuck where you are.

Never stop growing leaders

Many things will contribute to the growth of your organization. But everything will rise and fall (to borrow the phrase from John Maxwell) on leadership. It’s as your organization develops leaders and adopts a leadership mindset that you will begin to chip away at all the negatives that each side points to as the reason for the team not moving forward. Raise up, leaders. Develop leaders. Grow your organization.

The consistency and chemistry of your team take hard work, commitment, and resolve. Be all in with your level of commitment and lead with integrity and you will all move forward together.

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7 Things You Do That Your Leader Can’t Stand

Posted January 28, 2019January 28, 2019
by admin

The cost of leadership is self-interest. – Simon Sinek

In this space last week, I wrote about The 7 Things You Do as a Leader Your Team Can’t Stand. It was an attempt to pull back the curtain and look at the things that you do as a leader your people struggle with.

As promised, this week the script is flipped. It’s time to take a look at the things that people in the organization do that the leader can’t stand. It’s only fair considering the number of people who at one time or another have said they work for an idiot.

Keep in mind, the observations from this article including the one from last week are not designed to be used as ammunition to go after one another. It’s designed to put into context the necessity of a greater conversation that’s needed. Next week, I will devote this space to how both sides can come together, work through these issues, and be a stronger organization.

So what are the seven things you do that your leader can’t stand? Just like last week, this isn’t an exhaustive list but represents some of the more common ones.

You are not a team player

This one thing will irritate your leader quicker than anything else. When the reality or the perception is that you do what you do more for the benefit of yourself than for the benefit of the team it will rub your leader the wrong way. You have little credibility when railing against your organization or leader when all of your actions demonstrate that you are using them for your own gain. Team players lift their leader, their peers, and thus, the entire organization. Click To Tweet

Your leader can’t stand your self-centeredness.

You play politics

When you elect to engage in the office politics game it’s a demonstration that you have lost your focus and calls your motives into question. What your leader needs is not your skill at manipulating others but your ability to empower others. Your leader needs people on the team who are more concerned with reaching their goals and lifting those around them to do the same. Playing politics to get your way or get ahead is the lowest form of leadership.

Your leader can’t stand you stirring up dissension.

You point out problems, provide no solutions

I’ve yet to find a perfect organization. Chances are, yours isn’t one of them. But if all you do is point out problems without providing solutions it can be a force of frustration for your leader. Henry Ford said it well, “Don’t find fault, find a remedy.” The next time you have a problem to take to your leader be sure to take a few solutions with you. Simply pointing out a problem means little if you are not willing to be a part of the solution. Click To Tweet

Your leader can’t stand you griping about things you’re not willing to fix.

You don’t go above and beyond what’s required

The ability of your organization to move beyond the level of mediocrity rests with its people willing to go the extra mile to make it happen. But whenever people are not willing to embrace an above and beyond work ethic, it will be hard to rise above that level of mediocrity. So long as people are content to show up and do the minimum amount of work in order to get a paycheck, it will always be a struggle to move your organization forward. Click To Tweet

Your leader can’t stand people who only give minimal effort.

You are not willing to take risks, you play it safe

This is not about taking reckless risks or behaviors that would otherwise put the organizations in jeopardy. But it does demonstrate that you are willing to think outside the box, that you are open to creative solutions, and that you take nothing for granted in terms of where the organization is and where it expects to go. Yet when you had rather play it safe and avoid risks’ then you are not moving the ball forward.

Your leader can’t stand small thinking.

You stop growing and learning

No matter how good you are at doing what you do, there will always be room for improvement and something to learn. As John Maxwell said, “No matter how much it costs you to keep growing and learning, the cost of doing nothing is greater.” What signal does it send to your leader when you stop growing and learning? What do you think he or she thinks of your capacity to be a future leader in your organization if you are not growing and learning?

Your leader can’t stand your limited thinking.

You don’t lead yourself well

In the final analysis, your ability to lead yourself is what matters. You must take responsibility for your personal growth and development. Before fixing everything around you, you must fix what’s wrong within you. So long as you are not leading yourself well you will never rise to a level of effectively leading those around you. Click To Tweet When you invest in your leadership you invest in your future. If your leader sees that you can’t lead yourself then what motivation does he or she have elevating you beyond where you are now?

Your leader can’t stand you not growing as a leader

Now that the 7 things have been named and brought to light on both sides, next week I will look at win-win solutions. It’s time for some conversations. I invite you to join in.

Resources I recommend:

The Ideal Team Player by Patrick Lencioni

Order it here from Amazon

The Five Levels of Leadership by John Maxwell

Order it here from Amazon

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7 Things You Do As A Leader That Your Team Can’t Stand

Posted January 21, 2019January 21, 2019
by admin

Laughter and tears are both responses to frustration and exhaustion. I myself prefer to laugh since there is less cleaning up to do afterward. – Kurt Vonnegut

I read a report in Lighthouse of a survey of 1,000 American employees conducted by Michelle McQuaid, which revealed that 65% of respondents would take a new boss over a pay raise.

In the same article, they cited another survey that found that 75% of employees consider their direct manager to be the worst part of their job. Ouch!

Are you surprised by this?

Many factors contribute to the attitudes and behaviors that exist in the workplace. And while every workplace is unique unto itself, I believe there are some common characteristics of leaders, who for better or worse, contribute to the culture of the organizations that they lead.

If you are a leader on any level in your organization, then you need to pay attention to my list of seven things you do as a leader that your team can’t stand. It’s not an exhaustive list, but these are certainly the more common ones. And just to be fair, in next week’s space the script will be flipped so stay tuned.

You are out of touch with your people

Any leader who is worth his or her salt knows that it’s your people who are the stars of the show. Do you know their hopes, their dreams, their fears, their joys, their concerns, their needs? If your people do not believe you are connected to them on any level, then what do you think motivates them to be invested in you as their leader? Click To Tweet

Your team can’t stand being out of sight and out of mind.

You don’t communicate values and vision

The connection of your people to your organization’s values and vision is not transferred to them by a piece of paper framed on the wall in the break room. It’s communicated and transferred from your heart to theirs. Your people need to see the big picture and hear how their part plays a role in attaining it. Your people need a clear understanding of where they are going and why. Click To Tweet

Your team can’t stand being in the dark.

You don’t have their backs

Let’s be clear- loyalty is a two-way street. Your people need to know that you not only believe in them but when the chips are down and the stakes are high, you have their backs. They need to know that you are a leader who is willing to go to the mat for them. You can do this by taking a little bit more of the blame and little less of the credit.

Your team can’t stand being thrown under the bus.

You don’t call out bad behaviors

If you are turning a blind eye or a deaf ear to toxic behaviors and attitudes, then- simply put, you are demoralizing your team. And you can rest assured the good ones whom you can’t afford to lose are probably already looking to make their exit. And why not? If you are not calling out bad behaviors then why should your team place their confidence in you as a leader? What you tolerate you promote.

Your team can’t stand you not having a backbone.

You don’t empower your people

There’s a fine line between being engaged and overreach as a leader. Engaged involves knowing and contributing and then stepping back and unleashing the talents of your people. Overreach is meddling and micromanaging. Sometimes the greatest hindrance to progress isn’t team members not doing their jobs, it’s team members not allowed to do their jobs because they are not empowered by their leader. Click To Tweet

Your team can’t stand you holding them back.

You don’t easily embrace change

Your ability to adapt as a leader is what gives you a competitive edge professionally. The same is true personally. But if you are a leader who is stuck in your ways and you are not able to adapt to your changing environment you are taking away your competitive edge. Your team can’t move forward and remain relevant if you are the last one on board. Click To Tweet In other words, the train will leave with or without you. Don’t give away your competitive edge because you are stuck in a mindset and way of doing things that only served you well twenty years ago.

Your team can’t stand waiting for you.

You don’t realize that everything rises and falls on leadership

This point is attributed to John Maxwell who coined the phrase. But as you read through my list you will see that at the heart of every issue that gives your team grief, at the core, is a leadership deficiency that drives it. While this is problematic, there is a silver lining to be found. You can right the ship and make corrections. But you must put yourself on a leadership track that will help you. In order to lead your people, you must first know how to lead yourself.

Your team can’t stand you not being a strong leader.

You don’t have to be the boss or leader that your team can’t stand. Are you ready to rise to the leadership challenge?

Resources: If you are new on your leadership journey then I’d like to suggest two books for you:

Developing The Leader Within You 2.0 by John Maxwell. Order it here from Amazon

Leaders Without Borders: 9 Essentials For Everyday Leaders by Doug Dickerson. Order it here from Amazon

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Tag: Leadership Development. Professional Development

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