There are 6 human needs common to all people. There are also 5 ways all humans are hardwired. You won’t find any of this knowledge in any leadership training, but wouldn’t you need to know this if you wanted to be a leader?
Personal Leadership Effectiveness is the skill of leading and governing yourself to reach your full potential. All the coaching and mentoring in the world won’t help you if you’re not willing to help yourself.
There are many toxic personalities in our lives, both personally and professionally. Unfortunately, the normal reaction is to avoid them at all costs, especially in the workplace.
Every individual has a Personal Leadership Effectiveness factor (or PLE) that influences overall performance, productivity, and team efficiency. This factor is the DNA of character and behavior that determines and directs Attitudes, Beliefs and Commitments.
Habits (routines) become embedded in our subconscious to the degree that we don’t realize they dictate our behavior. Over time, dysfunctional or toxic habits create barriers to accomplishing personal and professional goals. They also influence our mindset in such a negative way that we become confused about our values, our purpose and our destination.
There’s nothing outside of your own responses and reaction that you can control with 100% certainty. Habits dictate the way we think and then respond. This means identifying unhealthy habits that are influencing your mindset in negative ways and replacing them with new habits. Embedding the right mindset ensures you’re showing up in a positive way that influences everyone around you.
My first interview of 2020 with Chris Simon, Executive Leadership Coach at www.elmry.com. We both have similar perspectives about identifying values first as an approach to individual and organizational development. Without knowing what you value more than anything else, it’s hard to gain traction with your purpose and vision.
I talk to current and aspiring leaders on a regular basis frustrated with not having a seat at the table. Some blame the Leader or the environment without recognizing they themselves are the obstacle. Here are 3 obstacles they may be creating.
The characteristics of what it took to be a great leader in the past (integrity, customer commitment, and vision) will not be enough. Different qualities will be required in response to the need to cast a wider vision, cross-cultural appreciation, technology savvy, building alliances & partnerships, and sharing leadership.
I’m asked often what leadership characteristic I most admired about my mentor, Sam Walton. My response has been and will continue to be his consistency. How you show up everyday and why it matters has everything to do with consistency.
In today’s information technology environment, Leaders are vulnerable and exposed in that anything they may have said or done in the past can be fact-checked against what they say and do in the present.
The word ‘disruptive’ has taken on such negative connotations in today’s society, much like the word ‘coaching’ has become a negative consequence. Some of the greatest leaders of our time were disruptive individuals, who brought about amazing transformations.
We all look at the world through different lenses. The most difficult thing for a Leader to do is maintain their objectivity and control their biases, when trying to to keep everyone on board rowing efficiently and effectively in the same direction.
I was asked this question at the end of a video conference coaching session. My response after a quick second was this: Servant Leadership is about what a leader should be doing and Elite Leadership is about what a leader should not be doing. There’s no conflict between the two, rather their mutually beneficial leadership behaviors.
Servant Leadership requires character and behavior. It also requires knowing the difference between those struggling with normal challenges and those without any hope.
Elite Leadership isn’t complicated. The best leaders keep things simple, relevant and compelling by following these 5 principles.
Some leaders are also responsible for introducing toxic drama into the environment. Some do it knowingly and some do it unknowingly. It helps to know the difference and how to respond.
An experiential perspective looking at leadership in both the personal and professional context.
It’s one thing to be effective and efficient as a director, manager or upper level leader. It’s quite another to acquire and maintain a leadership perspective no matter your position of authority or otherwise.
Knowing how to get to the context (or backstory) of anyone or anything with communication skills that are above the norm.
Listening while adhering to the 4 Rules of Engagement is key to getting at the context (or backstory) of the other person.
Re-engaging after Displacement is very challenging. It doesn’t have to be if you understand the importance of the mindset.
I’m interacting with more and more individuals, who are not receiving encouragement in their work. This is a failure of leadership, where 51% of what leaders should be doing is encouraging.
Chris Simon Interview: A discussion around why nothing much has changed with the workplace perspective on work-life balance. This discussion is about a new perspective.
I’ve heard all my life that perception is almost always reality. I’ve found that’s rarely the case. What I have learned is that a person with a perception will always lose an argument to the person with the experience.
There comes a time when it’s not helping anyone to continue being nice. There is a time when enough is enough. That time is when you have to find out what’s possible without all the drama, dysfunction and an overall negative perspective.
It’s one thing to have a vision; it’s quite another to cast one!
It’s July 4th, Independence Day! In terms of leadership, Abraham Lincoln is the model I most admire. He believed in the people to overcome any national crisis as long as they were provided with the truth.
I see leaders on a regular basis that think they know themselves well, but lack the self awareness necessary to take themselves and those under their influence to the next level.
When bringing about change, understand that the first thing people think of is what they’ll lose, not what will make things better for everyone.
The lines can become blurred between expectations and a sense of urgency for those on the front lines, when leaders fail to explain what’s next, why it’s important and how to get things done. The best leaders know that one size doesn’t fit all when it comes to setting standards that some may not be able to meet.
This discussion details ten (10) principles of great Leadership that reinforce character and behavior in terms of an intentional and committed mindset.
One of the greatest obstacles to being an adaptive leader on a continuum is the ever-present focus on results. Not to minimize the emphasis on strategy, but to be adaptive requires constant awareness of not only significant, but minuscule changes in both the internal and external environments, in order to pivot in real time.
There are 10 core competencies that are necessary for an individual to maximize their leadership capacity. These principles have to do with a person’s attitudes, beliefs and commitments.
Truth Be Told, there are many current and aspiring leaders struggling with a mindset daily that asks ‘Am I good enough?’ and ‘When will I be found out?’ This mindset limits their potential and is exploited by many.
There are some leadership traits that are not optional. Regardless of your leadership style, there are some things you have to do.
The inaugural video of the Truth Be Told Video Channel for current and aspiring leaders.