Phillip Van Hooser's Blog: Build Performance Blog, page 2

3 Bold Moves to Grow Your Leadership On Purpose

I turned 36 this year. To some people, that’s ancient.  To others, it’s just getting started. 

Wherever you land on that spectrum, I’ll be honest—what’s surprised me is that I didn’t realize how many comfortable ruts I’d already settled into at work… and I’m someone who’s known for being in wild pursuit of intentional growth! It got me thinking about ways to grow your leadership…on purpose.

A new team member recently asked me a question about how we run a certain part of our operations. They asked something simple…something that maybe you’ve been asked before, “Why do you do it that way?”

And without missing a beat, my brain offered up this gem:

“Well… that’s just the way I’ve always done it.” 

Cue my internal gag reflex. That phrase is the enemy of next-level leadership.

Yet, it sneaks in so easily, doesn’t it? Do you intentionally push yourself to be better, do better? Do you consistently test your leadership habits against innovative solutions?

When we stop intentionally pushing ourselves to grow, we coast. Coasting is cute on a bike, not in your workplace.

Leadership That Stands Still, Falls Behind

If you’re in a position of leadership—whether managing a team, running a department, or leading from the middle or the front line—you’ve got influence–helpful or hurtful, inspirational or lackluster. The question is: What example are you setting for those around you?

As our team has grown, just like yours, I’ve had to practice what I preach in training sessions:

Listen intentionally
Adapt in real time
Trust others fully
Watch, wait, and support as people do things differently than I would have done them

Is it easy to let go and let others? Sometimes yes, sometimes no.

Do I have to white-knuckle through a few learning moments for all of us? You better believe it. And you might have to, too. That’s okay!

Here’s what I’ve seen happen every single time we made space for SOMEONE ELSE to lead and innovate: 

Engagement skyrocketedConnection deepened Commitment increasedGreat energy bubbled up higher

Not just for them—but for the entire team!

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Safe Isn’t Always Successful

The way you’ve always done it feels safe.

It’s predictable.

It works.

It’s efficient FOR YOU.

But here’s a leadership truth most people don’t talk about:

In a rapidly changing economy, workforce, and tech environment, the longer you cling to what’s always worked for you, the more likely you are to miss what could work better.

And I don’t want that to happen for you or your team.

Time for a Leadership Gut Check

To stay ahead of the game and identify any potential blind spots, ask yourself:

Would my team describe me as flexible… or stuck in my ways?

More importantly, is their answer fueling our team’s success—or just my own comfort?

Your ability to explore changing the way you’ve always done it – and your willingness to take action – directly impacts how well your team:

Contributes creative solutions
Takes ownership of their work
Performs under pressure

So if you’re serious about elevating your leadership—regardless of your age or title—here are 3 moves to help you grow your leadership on purpose starting today:

3 MOVES to GROW Your Leadership

1. Schedule a ‘Why’ Review:
Pick one process you lead. Ask yourself (and your team): “Why do we do it this way?” If the answer is “because we always have”—it’s time to dig deeper. Innovate on purpose.

2. Make Room for Different Ideas:
In your next team meeting, hold space for others to suggest improvements. Your job? Be quiet and listen. Be the LAST person to speak. Then, this is critically important: implement one new idea—especially try to implement one that is not yours.

3. Audit Your Leadership Style:
Have an honest conversation with a trusted peer or mentor over lunch. Share with them that you’re trying to be a better teammate and leader. The ask:

“Do I come across as adaptable or resistant to change?”

Then—this is key—act on what you hear.

Grow On Purpose

Let me say this as clearly as I can:

You’re not just getting older.You’re either growing… or you’re not.And great leaders? They grow intentionally and as a team.

The future of your organization depends on the leadership of everyone on the team. And I’m rooting for you the whole way.

Ready to grow your leadership—with a team that’s ready to grow with you? Contact us to explore leadership development that actually works.

Debrief Like a Pro: 1 Secret to Better Leadership

You’re busy running a business, dealing with constant fires, meeting with clients and connections only you can, and trying to keep your team moving forward — you’re BUSY, right?! But here’s the truth many leaders need to hear: Most leaders are missing out on a game-changing tool that takes about 30 minutes and can dramatically improve team performance.

I’m talking about The Powerful Debrief.

Why Most Teams Stay Stuck

Here’s what typically happens: Your team completes a project. Everyone is exhausted. You send a quick “Great job, team!” email, or even go by their office for a pat on the back or a relaxing cup of coffee with a coworker, and after that, you immediately dive into the next challenge. Sound familiar?

But here’s the problem – if that’s your MO, you’re likely leaving massive growth potential on the table. High-performing teams don’t just move from project to project. They pause, reflect, and adapt. That’s where The Powerful Debrief comes in.

The 5-Question Framework That Changes Everything

After any significant event – whether it’s a successful product launch or a complete disaster – gather your team, ask, and answer these five strategic questions:

“What did we do well?” This isn’t just feel-good fluff. You’re identifying winning strategies to replicate.“What did we do poorly?” Get real here. Look at breakdowns in people, processes, and expectations without pointing fingers.“Who needs to be recognized publicly?” Recognition isn’t just nice – it’s strategic. People repeat behaviors that get praised.“Who needs to be redirected privately?” Handle performance issues early, directly, and one-on-one. Don’t let problems fester.“What do we need to change going forward?” This isn’t just about fixing mistakes. Sometimes you need to optimize what’s already working.When to Use It

If you experience the following situations, use this debrief tool:

Major project completionsCrisis situationsChallenging customer interactionsTeam conflictsSuccessful innovationsFailed initiatives

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The Real Game-Changer

Here’s what makes this tool so powerful: It creates a culture where improvement isn’t occasional – it’s inevitable. Your team starts seeing challenges not as failures, but as opportunities to get better. They become more open, more innovative, and more cohesive.

Remember, leadership isn’t about being perfect. It’s about creating an environment where everyone – including you – can learn, adapt, and grow. The Powerful Debrief isn’t just another management tool. It’s your secret weapon for building a team that gets better every single day.

Start using it today. Your future self will thank you!

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3 Motivational Approaches That Cripple Leadership

For decades, leaders have debated a fundamental question: How do you motivate people? Across industries and organizational levels, this question continues to spark discussion, yet many leaders struggle to find effective motivational approaches. While motivation is critical to performance, certain approaches to motivation can unintentionally undermine leadership effectiveness rather than enhance it.

Choose motivational approaches wisely

Motivation comes in two forms—internal and external. Internal motivation is rooted in personal values, attitudes, and goals, driving individuals to take action from within. However, many leaders find this process too slow and difficult to manage. As a result, organizations frequently turn to external motivation—an approach that seems more immediate and controllable but often leads to short-lived or even negative results.

Three common external motivators—rewards, threats, and promises—are widely used to influence behavior. While they may generate temporary compliance, they rarely lead to sustained engagement or long-term performance improvements. In fact, over-reliance on these methods can damage trust, diminish morale, and ultimately make leadership less effective.

3 external motivational approaches

Let’s examine each of these external motivators and their unintended consequences.

1. Rewards

The most obvious external motivator is rewards. Many people immediately think of money—and yes, money is a reward. But rewards also include benefits, promotions, prestige, and status. The key factor? A reward only works if the individual values it.

Not everyone is motivated by money. They’ll gladly take the paycheck, but it may not change their behavior. And even if money does motivate them, organizations can’t rely on financial incentives indefinitely. Once employees get used to monetary rewards, they expect more before giving more. No company has pockets deep enough to sustain motivational approaches through money alone. Eventually, leaders must find another way.

2. Threats

When rewards fall short, organizations often turn to threats—threats of punishment, discipline, or negative consequences. But threats, more often than not, remain just that—threats. Consider how often a parent warns a child, “If you do that again, I’m going to punish you!” And yet, the child continues. Why? Because they recognize empty threats.

For punishment to work, experts argue it must be swift and severe. Yet most leaders hesitate or fail to follow through with real consequences. Instead, threats become routine, losing their power. Worse still, threats often breed resentment. When people feel pressured or controlled, they focus less on performing well and more on getting even.

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3. Promises

The third and perhaps most overlooked external motivator is promises. Promises create temporary motivation—until one of two things happens. Either the person receives what was promised (meaning the leader must make a new promise to keep them motivated), or they don’t, leading to disappointment and distrust.

Leaders often make implied promises without realizing it. Statements like “Keep working hard, and I’ll take care of you,” or “You’re next on the list,” create expectations. If those implied promises aren’t fulfilled, trust erodes. Once employees stop believing their leaders, motivation disappears.

The Challenge with External Motivation

External motivation—rewards, threats, and promises—can drive behavior temporarily. But it doesn’t last. Long-term motivation comes from within. Leaders who rely solely on external motivators will always struggle to sustain engagement and performance.

Instead of focusing on quick fixes, leaders should invest time in understanding what truly drives their people. What are their real needs and wants? What fuels their internal motivation? When leaders take the time to understand and support internal motivational approaches, they create stronger, more lasting engagement.

Take Your Leadership to the Next Level

Are you ready to build a team driven by genuine motivation and long-term engagement? Don’t let outdated leadership tactics hold you back.

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7 Ways Stagnant Leaders Hurt Business

Have you experienced this: Someone on the team with 20 years of experience believes their tenure makes them irreplaceable and even invaluable. That’s a clear example of a stagnant leader.

When Tenure & Experience Don’t Equal

Here’s the uncomfortable truth: 20 years of experience doesn’t always mean 20 years of growth and value added to the team today.

I’ve heard Phillip Van Hooser say that ”sometimes, it’s just 2 years of experience repeated 10 times.” 

And when that happens, we end up with people in decision-making positions who aren’t leading themselves—or their teams—to their greatest potential.

How Stagnant Leaders Hurt Business

This matters in business today because stagnation in leadership and team development has a direct impact on a business’s bottom line. Here are a few ways this shows up:

1. Decreased Innovation: Leaders who fail to grow and adapt are less likely to encourage innovation, leaving the organization vulnerable to competitors who embrace change.

2. Lower Employee Engagement: Stagnant leaders demotivate their teams, leading to decreased productivity and higher turnover.

3. Missed Opportunities: Outdated skills and mindsets mean leaders may overlook or mishandle emerging market trends, technological advancements, or customer needs—resulting in lost revenue.

4. Inefficient Problem-Solving: Without continuous growth, leaders may lack the creativity and critical thinking skills to address challenges effectively, causing delays and inefficiencies.

5. Eroded Team Trust and Morale: Teams lose confidence in leaders who don’t model growth and adaptability, undermining collaboration and performance.

6. Reduced Customer Satisfaction: Leaders stuck in the past fail to adapt to evolving customer expectations, leading to poor service and declining loyalty.

7. Increased Costs Due to Turnover: Ineffective leadership drives high-performing employees to leave, increasing hiring and training expenses.

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The Reality of Slow/No Leadership Growth

The reality is that if a stagnant leader isn’t focused on learning and growing year after year, their value might not be as big as you/they think. 

Do you need to have a conversation with them about turning things around? Maybe you’ve been doing that and haven’t seen any transformation…could it be time for a hard decision to be made for the good of the team?

BEFORE you do anything, leaders ALWAYS LOOK IN THE MIRROR FIRST. Ask yourself, 

“Am I setting the example for what I want to see on my team?”

– What are you reading to stay sharp?– How are you pushing yourself to innovate and reinvent your leadership style?– Are you staying ahead of the curve—technology, industry trends, customer needs?– How are you communicating to others that you’re proactively growing?

The world is changing fast, and success waits for no one. Leadership isn’t about showing up and coasting. It’s about owning your growth, setting the example, and leading your team through constant change.

So, here’s my question for you:

What’s ONE action you’ll take this week to make sure you’re growing?

Drop your thoughts in the comments — I’d love to hear how you’re staying ahead and becoming the leader your team needs!

~ Alyson Van Hooser

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2 Leadership Mistakes to Avoid

Leadership is full of opportunities to mess up. Interestingly, two of the most common leadership mistakes happen to fall on opposite ends of the leadership spectrum. From either vantage point, these are two leadership mistakes to beware of and avoid when it’s time to act.

Now, what are these two leadership errors, and which is easier to overcome?

Leadership Mistake #1: Rushing into decisions.

Leaders sometimes act too quickly, without enough information or consideration. They move fast, but often irresponsibly, leading to rash choices that can backfire.

Don’t get caught thinking “decisiveness”  equals “effectiveness.” A quick decision made with little thought for possible repercussions can be incredibly damaging.

Leadership Mistake #2: Failing to act when necessary.

I’ve made this mistake myself in my early days as a leader. Fear of making waves or upsetting people can paralyze a leader. We hesitate, procrastinate, or avoid difficult decisions, thinking that time will solve the problem. But it doesn’t.

One sure thing I’ve learned as a leader — bad news does not get better with time.

The longer a leader waits to address an issue, the bigger it becomes. What could have been a small problem now turns into a major crisis. I’ve learned this the hard way — the longer you stall, the worse it gets.

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Striking the Right Leadership Balance

A good leader knows when to act decisively, even when the decision isn’t popular. They also know that patience and wisdom are crucial to avoid hasty mistakes. Finding the right balance between taking action and taking the time to make informed choices is key.

What Would You Say?

Which do you think is harder to overcome: acting too quickly or failing to act at all? What have you learned from your experiences? Please share your comments.

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Rethinking Leadership Success

Did you hear about this?!

A mom was arrested for allegedly letting her 11-year-old son explore outside alone in their small town.

I’m not here to argue whether that was right or wrong on any level, but it reminds us that things have changed…

Way back in the 1900s, millions of kids roamed freely without phones or constant supervision. Fast forward to today, that same freedom might raise concerns of neglect from the masses. There has been a culture shift, and it’s affecting teams at work.

Something to consider…

Diverse Perspectives in the Workplace

We all know that our workforce is diverse—not just in background, but in values, perspectives, expectations, and even definitions of “responsibility” and “work ethic.”

This diversity has to matter to leaders: nearly 75% of employees say they’re more productive when they feel understood by their manager (Gallup). To unlock greater potential and results on your team, leaders need to know their people on a deeper human level. And I don’t mean personality tests…

Understanding Generational Perspectives

Think about that “babysitting” example:

Many seasoned employees grew up in an era where independence and “figuring it out” were essential, and they really value initiative, accountability, and resilience because of it.

On the other hand, many of today’s younger team member’s story is different. Not better or worse, just different. They bring strengths like efficiency, adaptability, and innovation. They often value serious mentorship and increased guidance greatly—70% of younger workers report they seek connection and guidance in the workplace (Harvard Business Review). Of course they do, many of them grew up with a babysitter — someone to hold their hand and make sure they were okay and didn’t have to fail first in order to succeed.

What’s interesting is that for many older employees, this difference can feel like a lack of initiative or “coddling” from their younger teammates, which unintentionally and often unknowingly creates tension and misunderstandings.

The Importance of Connection in Leadership

Hear me carefully — When leaders take the time to learn each team member’s stories, their personal experiences, then they empower themselves to better drive results with and through their team. By investing time and energy into understanding each person, you transform potential frustrations into unique team strengths — your competitive advantage — fostering a 21% boost in performance (MIT Sloan).

21% boost!!! 

Connecting builds trust and creates a culture where everyone is empowered to bring their best.

Discover the Top 12 Leadership Issues Our Training AddressesIF YOU WANT LEADERSHIP SUCCESS…

Here’s a challenge:

In your next one-to-one meeting, start by sharing something about your own background and invite your team members to do the same. Listen for clues as to who they are and what they need from you. You might even ask: “Did you have a babysitter or after-school care growing up? How did that shape your perspective?” It’s a simple, insightful conversation starter.

Leadership success isn’t about knowing all the answers anymore, it’s about building a connected team that finds them together.

~ Alyson Van Hooser

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Honesty: The 1 Critical Leadership Trait

As a leader, I often get asked about the specific things that can make or break one’s ability to lead effectively. Through my experiences, one characteristic stands out as the most crucial: honesty. Many leadership qualities are important, but honesty is absolutely the cornerstone without which effective leadership cannot stand.

I have seen leaders who may not be visionaries or who lack a great sense of humor. Yet, they can still command respect and loyalty. However, if a leader is known to be dishonest, their ability to lead crumbles instantly. People can forgive many things, but dishonesty isn’t one of them.

A Personal Experience with Dishonesty

Let me share a story that underscores this point. It’s a tough story because I lived it, but it’s also an important lesson. At 26, I held a responsible human resources position in a manufacturing environment. I was doing quite well and was well-respected in our organization. One morning, a young man—I use the term “young” because we were about the same age—knocked on my office door. He wanted to know if we had made a decision about a Scheduler position for which he—and several others—had interviewed.

The honest answer should have been, “Yes, we have made a decision, and unfortunately, you’re not it.” However, instead of being straightforward, I lied. I told him that we hadn’t made a decision yet, that we expected to make one in the next couple of weeks, and that he would be the first to know once we did. Those were three successive lies.

While I didn’t set out that morning intending to lie, the lies flowed easily. The young man, polite and understanding, thanked me and left. I wish I could say I was wracked with guilt immediately, but I wasn’t. It felt like just another part of my day until it caught up with me in the most public way possible.

Dishonesty inevitably exposed

Later that day, at a quarterly all-employee meeting, the plant manager opened the floor for questions. The very first question? “Have you all made a decision on that Scheduler’s position yet?” The young man I had lied to nudged his colleague, confident he knew the answer. However, the truth was starkly different. The plant manager confirmed that we had made the decision weeks ago. He even suggested announcing the successful candidate right then and there.

I felt a sinking feeling as 399 pairs of eyes were on the plant manager, but one pair of eyes—the young man I had lied to—was on me. Post-meeting, I rushed to him to apologize. He listened in silence, arms crossed, looking down at me. When I finished, he simply said, “Whatever,” and walked away. That single word—”whatever”—echoed in my mind.

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The Non-Negotiable Element of Leadership

I spent a lot of time reflecting on that moment. The experience taught me an invaluable lesson: honesty is non-negotiable. If lying brought such discomfort and mistrust, it wasn’t worth it, and I resolved never to lie to an employee again.

Being honest doesn’t mean divulging every piece of information or giving answers that breach confidentiality. Sometimes, you need to say, “I can’t tell you.” Employees will understand and respect your boundaries if they know you are fundamentally honest.

Honesty is the key to leadership. If you strive to maintain honesty, you will succeed as a leader. Without it, the path only leads to heartache and mistrust. So, can you be honest? If you can, you’re well on your way to effective leadership. If not, it might be time to reconsider your role.

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For a deeper understanding of the importance and impact of honesty in leadership, check out these resources:

Why Honesty Is the Best Policy for Leaders | ForbesThe Value of Leaders Who Practice Transparency | Harvard Business Review5 Reasons Why Honest Leaders Get More Done | Inc.

12 Signs You Need IMPROVED COMMUNICATION

Have you heard the old idiom, “Where there’s smoke, there’s fire”? Probably so. When it comes to work, I’d reposition that to say “If there’s smoke, investigate.”

As a team, if there’s smoke — frustration, miscommunication, or missed goals — it’s time to investigate. Communication issues can wreak havoc on high-performing teams. If you prioritize improved communication, be on the lookout for these warning signs.

signs Your Communication needs improved

Effective communication isn’t just about talking or listening. It’s about CONNECTION. Without connection, all the words, effort, and energy you spend communicating are wasted if they don’t create a shared understanding and forward momentum.

To help you accurately reflect on your own performance, consider these common signs – the smoke – revealing it might be time to fine-tune your communication skills:

You have to repeat yourself constantly.You have to show someone how to do something or where to find something multiple times.People misunderstood what you said.After communication, you think, “That went in one ear and out the other for them.”Others seem uninterested in what you have to say or think.You don’t see the action or behavior you expected after giving instructions.People say, “I never heard that you never said that, etc.”—but you know you said it in the past.You’re asked, “What do you mean?” more often than you’d like.Among your team, deadlines are missed, and goals slip through the cracks.People leave conversations or interactions with you feeling frustrated or defensive.There’s persistent confusion within your team or across departments.People don’t get back to you when you wish they would.Who’s Responsible for Improved Communication?

Here’s the truth: the person initiating the communication is ALWAYS RESPONSIBLE for making sure the message is received and decoded correctly. Great team members don’t place blame — they take ownership, especially when it comes to their ability to communicate well in today’s diverse, high-pressure workforce.

Whether you’re communicating face-to-face, over email, in Slack, during a meeting, and so on, it’s on you to:

Have a clear end result in mind before you ever initiate communication.Choose the right words and phrases that will connect with people. Don’t forget that you must be able to think like them and speak their language. You must understand them first because that understanding informs exactly how to communicate with them.Pick the right time and place for them to reduce distractions, and stress, and increase focus.Evaluate their understanding, action, or behavior after the initial communication is over. If you don’t get the result you want, go back to the words and phrases you used. It might need some editing.Check the time and place you delivered the message. If you sent a millennial a voicemail, they likely haven’t checked it in six months! (Kidding, kind of.)Ask them to repeat back to you what you said so you can make sure you communicated effectively. Once you’ve worked through that, if you still don’t get the result you want, the issue might be something other than communication, and it should be handled accordingly.

When your message connects, it’s not just heard — it’s understood. And when it’s understood, people take meaningful action that reflects commitment and alignment and earns success for all!

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If These Signs Hit Home, Here’s Your Next Step

Start with yourself. Ask your individual team members in private, “What’s one area of my communication that I could improve on in order to be a better teammate to you?”

They may give you incredible insight you need and want. Or, you may not like their answer at all. However, seeking out this kind of feedback fuels growth…and every single person on your team should be focused on continuous improvement for themselves, their team, and the company.

Great leaders know this: to be understood, we must first seek to understand. It’s by knowing the stories and perspectives of others that we find the right words, timing, and delivery that equip us to communicate AND connect.

In an evolving workforce, communication isn’t a “learn-it-once” skill — it’s a lifetime practice. The best teams thrive because of strong relationships, and those relationships are built on trust, fueled by great communication.

Rooting for your success—always!

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Additional resources:

How Leaders Can Effectively Communicate In Today’s Workplace

Essential Communication Skills for Leaders

3 Effective Leadership Strategies You Need to Master

How Planning, Communication, and Execution Can Transform Your Leadership

If there’s one topic that has dominated my thoughts and career for the past 30+ years, it’s effective leadership strategies. Leadership isn’t just what I do—it’s who I am. I have spent more than three decades exploring, understanding, and practicing leadership in various capacities, including roles as a leader, manager, and supervisor, as well as running my own business for the last 36 years.

Not long ago, an individual approached me for some leadership training. Although we couldn’t arrange the training session, it led me to share three effective leadership strategies that every leader should master to perform better and get better results. Today, I want to extend that same advice to you. So, whether you’re formally trained or not, consider these three actions as your roadmap to better leadership: Plan, Communicate, Execute. Let’s dive deeper into each of these critical elements.

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The Importance of Planning

The first key action is to plan. Planning is an element often underestimated by many aspiring leaders. They might think they can navigate through responsibilities by “shooting from the hip” without a concrete plan. Let me assure you, planning is indispensable for achieving long-term goals and setting clear objectives. A leader without a plan is not leading—they are merely reacting, which often results in confusion and inefficiency.

When I discuss planning, it’s essential to differentiate between two types: strategic planning and functional planning.

Strategic Planning

Strategic planning involves long-term planning. It’s the roadmap for your organizational goals and vision. Strategic planning asks the big questions: Why are we doing what we’re doing? Where do we want to be in the future? What are the possible obstacles and opportunities ahead? This kind of planning is fundamental for setting the direction and purpose of your leadership.

Functional Planning

On the other hand, functional planning is more immediate. It’s about today’s actions that will bring us closer to our strategic goals. Functional planning answers the questions: What are we doing today? How are today’s actions aligned with our future plans? This kind of planning ensures that your day-to-day tasks are not just time-fillers but are meaningful steps toward your bigger objectives.

Incorporating both types of planning into your leadership ensures that you are not just setting ambitious goals but are also taking the necessary steps to achieve them daily. Planning bridges the gap between vision and action, transforming abstract ideas into achievable milestones.

The Power of Communication

The second of these effective leadership strategies is communication. Now, this isn’t rocket science—you’ve heard it before, and I’m here to stress it again because it’s vital. Communication is the lifeline of leadership. Without it, even the best-laid plans can fall apart.

Poor communication is a prevalent issue among leaders. You could be a horrible communicator in two ways: either by not communicating at all, keeping your thoughts and feelings to yourself, or by communicating poorly when you do try. Let’s break down these two mistakes and how you can avoid them.

Silent Leaders

If you’re keeping all your thoughts and strategies to yourself, you’re not leading—you’re withholding information. Your team is left guessing what you are thinking, which leads to misunderstandings and misaligned expectations. Effective leaders share their plans and visions, providing their team with a clear direction and purpose.

Poor Communicators

Attempting to communicate but doing it poorly can be just as detrimental. Speaking without clarity, failing to get your message across, or not listening to feedback creates an atmosphere of confusion and frustration. Effective communication is reciprocal. It’s not just about what comes out of your mouth but also about what goes into your ears. Listening is a critical component of communication that is often overlooked.

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Methods of Effective Communication

Effective communication involves various methods. Here are a few strategies:

Clarity and Consistency:
Ensure your messages are clear and consistent. Repetition and reinforcement can help ingrain the key points.Open Channels:
Create an environment where feedback and dialogue are encouraged. Encourage your team to share their thoughts and concerns.Active Listening:
Show that you value input from others by listening actively. This creates a sense of trust and collaboration.Transparency:
Be honest and transparent about your plans, intentions, and decisions. This builds trust and fosters a culture of openness.

By prioritizing communication, you build a bridge between your plans and your team. Everyone knows what is expected, what the goals are, and how they fit into the bigger picture.

The Necessity of Execution

The third key action is execution. It’s not enough to have a brilliant plan and communicate it effectively; you must also take decisive action. Execution is where the rubber meets the road. Without execution, all your planning and communication are futile.

Defining Leadership through Execution

Allow me to share my definition of leadership, which boils down to two core components: The ability to offer service and the willingness to take action. Leadership is not about titles or positions; it’s about serving others and taking decisive action.

Offering Service

The ability to offer service means doing something proactive for someone else. It springs from empathy and understanding the needs of those you lead. Offering service can be intertwined with your plans and communication. When you plan, consider how you can serve your team. When you communicate, include how you can support them.

Taking Action

The willingness to take action is the execution part. It’s about following through with your plans and commitments. Many people talk about what they’re going to do—they plan and communicate their intentions but fail to execute. Effective leaders are defined by their actions, not just their words.

Tools for Effective ExecutionPrioritization:
Determine which tasks or actions are most critical to achieving your goals and focus on them.Delegation:
Leverage the strengths of your team by delegating tasks appropriately. This not only empowers your team but also ensures tasks are handled efficiently.Consistency:
Be consistent in your actions. Consistency builds trust and reliability.Follow-Up:
Check on the progress of activities and provide support where needed. This shows that you are committed to seeing things through.Linking 3 Effective Leadership Strategies Together

Now, let’s tie these 3 effective leadership strategies together. If you plan effectively, communicate clearly, and execute diligently, you create a foundation for successful leadership. It’s a continuous cycle where each element supports and enhances the other.

Planning
sets the stage for your vision and provides a structured approach to achieving goals.Communication
ensures that everyone understands the plan and is on the same page.Execution
turns plans into reality, proving that leadership is as much about action as it is about intention.

Regardless of the industry, these principles remain the same. Leaders must lead, and the most effective leaders are those who plan, communicate, and execute with dedication and precision.

Remember, effective leadership is not about an unattainable ideal—it’s about mastering effective leadership strategies and applying them consistently. Invest in planning, commit to open and effective communication, and prioritize execution. Your team, your organization, and your personal leadership journey will reap the benefits.

Dig into these resources for even more insights on mastering these effective leadership strategies.

“Improve Team Performance With These 6 Leadership Strategies”

“Top 10 Leadership Strategies”

“10 Effective Team Building Strategies For Leaders 2024”

“8 Leadership Strategies to Create a High Performing Team”

2 Questions to Create a Culture of Fearless Innovation

In the boardrooms of today’s most successful companies, a new kind of conversation is taking place. It’s no longer just about strategy, market share, or quarterly earnings. It’s about culture—a culture where every person on the team not only feels wanted but is empowered to bring their best, most innovative ideas to the table without fear of failure.

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The urgency of building such a culture has never been greater. As the business world accelerates at a breakneck pace, companies that fail to adapt to risk becoming irrelevant. The real challenge isn’t just keeping up with change—it’s staying ahead of it. To do this, your people need to believe that their contributions are valued, that they are part of something bigger than themselves, and that their ideas—no matter how radical—are welcomed.

Redefining “Do More with Less”

One of the most pervasive and damaging sayings in business is “Do more with less.” On the surface, it seems like a call for efficiency. But in reality, it often breeds fear, insecurity, and burnout among employees. When people hear “do more with less,” they may feel pressured to stretch themselves thin, take fewer risks, and stick to the status quo. The unintended consequence is a culture where innovation is stifled, and people are afraid to bring up opportunities for fear of being seen as too costly or disruptive.

Instead, consider a powerful shift in language and mindset: “Do more with who we have.” This simple reframe changes everything. It communicates to your team that they are enough, that you value their talents and believe in their potential. It fosters a sense of belonging and security, encouraging people to bring forward ideas that could unlock new opportunities for growth and improvement. When employees feel secure in their roles, they are more likely to experiment, innovate, and push the boundaries of what’s possible.

Challenging “If It Ain’t Broke, Don’t Fix It”

Another common phrase that needs rethinking is “If it ain’t broke, don’t fix it.” In a world where technology and consumer expectations are evolving at lightning speed, this mindset is a recipe for stagnation. The truth is, even if something isn’t broken today, it will be tomorrow. Companies that choose to “tread water” under the guise of stability are, in reality, slowly drowning.

Instead, instill a culture where your team adopts the mindset, “If it ain’t broke, one day it will be, and we’re going to figure out the solution right now so we’re ahead of the game.” This proactive approach encourages your team to think critically about existing processes, products, and services. It invites them to anticipate changes and challenges before they arise, positioning your company to capture opportunities rather than react to crises.

A Simple Test of Your Culture

If you’re wondering how deep these cultural shifts have taken root in your organization, here’s a simple test: In your next meeting, ask your team to complete these sentences—“If it ain’t broke…” and “Do more with…” Listen carefully to their answers. If they respond with the traditional “If it ain’t broke, don’t fix it” or “Do more with less,” take it as a sounding gong, an alarm that your culture may not be as innovative and inclusive as you think.

Such answers indicate that people may be questioning their belonging, fearful of change, and hesitant to bring their best ideas forward. They may be operating in a state of caution, afraid that their suggestions will be met with resistance or that they’ll be asked to do more with even fewer resources.

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Turning Insight into Action

If this test reveals a culture that leans toward caution rather than innovation, it could be time to take action. Start by openly discussing the results with your team. Acknowledge the challenges and fears that may be holding them back. Reinforce the message that you want them to think creatively, challenge the status quo, and bring their best ideas forward—even if those ideas involve taking risks or spending resources.

From there, begin to model the behavior you want to see. When someone brings an idea forward, regardless of its perceived practicality, engage with it fully. Ask questions, explore possibilities, and express appreciation for their initiative. This not only shows that you value their contributions but also encourages others to step forward with their ideas.

Finally, revisit your language and policies. Make sure they reflect the culture you’re trying to build. Replace outdated sayings like “Do more with less” with “Do more with who we have.” Encourage proactive thinking by championing the idea that “If it ain’t broke today, it will be tomorrow—so let’s prepare now.”

A Culture of Fearless Innovation

Building a culture where people feel wanted and aren’t afraid to bring their best ideas to management isn’t just about making employees feel good—it’s about driving your company’s long-term success. In today’s rapidly changing world, innovation is the key to staying ahead. Innovation thrives in environments where people believe they are valued, supported, and free to think boldly.

By redefining outdated mindsets and actively engaging with your team, you can cultivate a culture where fear is replaced with confidence, caution with curiosity, and the status quo with a relentless pursuit of excellence. In doing so, you’ll not only position your company for continued growth but also create a workplace where every person feels like they belong and that their ideas can truly make a difference.