Lolly Daskal's Blog, page 23
April 15, 2024
6 Things Leaders Should Never Stop Doing Now
Leadership is a vital aspect of any organization, and leaders play a crucial role in shaping the direction and success of their teams. However, leadership is not a one-time task, but rather a continuous journey of learning, growth, and development.
Here are some leadership behaviors that leaders should never stop doing:
Being accountable: Leaders must hold themselves accountable for their actions and the success of their team. By being accountable, they demonstrate their investment in the success of their team members and create a culture of accountability.
Providing clear direction and guidance: Leaders who set clear goals, expectations, and priorities for their team will never regret leaving their team without direction. Clear direction is essential for a team to succeed, and leaders who provide it will have a team that is more focused and productive.
Challenging people to think: Leaders must empower their team members and challenge them to think creatively and put their strengths to use. By promoting personal growth, leaders also address the succession needs of their organization.
Displaying a positive attitude: Leaders must have a positive and inspiring attitude in order to create a culture of positivity and psychological safety. They should act as role models, be likable, and invest time and resources in their relationships with team members.
Setting high standards: Leaders who lead by example and set high standards will never regret being lackadaisical or having low expectations. Leading by example sets the tone for the team, and high standards ensure that the team is always striving for excellence.
Building strong relationships: Leaders who invest time and effort in building strong relationships with their team members will never regret neglecting their team. Strong relationships are the foundation of a successful team, and leaders who prioritize them will have a more engaged and motivated team.
Bottom line, leadership is an ongoing journey, and therefore, leaders must constantly work to improve themselves. They must stand firm in what works and never stop doing those things.
Lead From Within: Leadership is not a one-time task, but rather a continuous journey of repeated habits that give them the most return on investment.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post 6 Things Leaders Should Never Stop Doing Now appeared first on Lolly Daskal.
April 12, 2024
How to Lead in an AI-Driven World Successfully
In our rapidly evolving world, artificial intelligence (AI) has become an integral part of the business landscape. As AI technologies continue to advance, leaders must embrace this transformative wave to stay relevant and succeed in their roles.
Leading in an AI-driven world presents both opportunities and challenges. The best know how to navigate this dynamic landscape effectively, drive innovation, and inspire their teams to thrive. Here are some examples:
Embrace the Potential of AI: Leaders must understand the potential of AI and its impact on their industry. Embrace AI as a tool for efficiency, data-driven insights, and enhanced decision-making rather than a threat to job security.
Foster a Culture of Adaptability: Promote a culture of continuous learning and adaptability within your organization. Encourage employees to develop AI-related skills and stay updated with the latest technological advancements.
Leverage AI for Data-Driven Decision-Making: Harness the power of AI to analyze vast amounts of data and generate actionable insights. Use data-driven decision-making to guide your strategic choices and optimize business operations.
Empower Human-Machine Collaboration: Encourage collaboration between humans and AI systems. Recognize that AI can enhance human capabilities, leading to more innovative solutions and improved efficiency.
Develop Ethical AI Practices: Be a role model and lead by example in the responsible development and deployment of AI technologies. Ensure that ethical considerations, such as fairness and transparency, are central to AI implementation.
Promote Innovation and Creativity: AI can handle routine tasks, allowing employees to focus on creative problem-solving and innovation. Foster an environment where ideas are valued, experimentation is encouraged, and employees are empowered to take risks.
Nurture Emotional Intelligence: While AI excels in data analysis, human interactions still require emotional intelligence. Develop and enhance your emotional intelligence to connect with team members on a deeper level.
Lead with Vision and Purpose: Articulate a clear vision for your organization’s AI journey. Inspire your team by demonstrating how AI aligns with the company’s mission and values.
Invest in Employee Development: Invest in your team’s development, ensuring they have the skills and knowledge to work alongside AI effectively. Provide training and opportunities for growth.
Stay Inquisitive and Adaptive: Continuously seek knowledge about AI advancements. Be open to adjusting your leadership style and strategies as the AI landscape evolves.
Leading in an AI-driven world is a transformative journey that requires embracing technology while preserving the human touch. By adopting a forward-thinking approach, nurturing innovation, and promoting ethical AI practices, leaders can successfully navigate and inspire their teams to achieve remarkable success.
Lead From Within: In the age of AI, leadership is not just about adapting; it’s about leading with vision, empathy, and a commitment to ethical innovation.
#1 N A T I O N A L B E S T S E L L E RThe Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post How to Lead in an AI-Driven World Successfully appeared first on Lolly Daskal.
April 11, 2024
10 Ways to Create the Best Hybrid Working Environment
As organizations adapt to the changing dynamics of the modern workplace, the concept of hybrid work environments has gained significant traction. Combining the flexibility of remote work with the benefits of in-person collaboration, hybrid working arrangements offer a promising path forward. However, creating the best hybrid working environment requires careful consideration and deliberate actions. In this blog post, we’ll explore ten essential strategies that can help your organization establish an ideal hybrid work environment that fosters productivity, collaboration, and employee well-being.
Define Clear Policies and Expectations: Establish clear guidelines for when and where employees are expected to work. Clearly define remote work options, in-office requirements, and communication expectations to minimize confusion.
Invest in Technology Infrastructure: Ensure that your organization has robust technology infrastructure, including reliable internet connections, video conferencing tools, and cybersecurity measures, to support seamless remote collaboration.
Create a Flexible Work Schedule: Offer flexibility in work hours, allowing employees to choose their most productive times. This approach accommodates varying personal and family needs.
Prioritize Communication and Collaboration Tools: Select and implement effective communication and collaboration tools that enable seamless interactions between remote and in-office employees. Regularly train employees to use these tools efficiently.
Promote Inclusivity: Implement practices that ensure remote employees are included in decision-making processes, meetings, and social interactions. Encourage open dialogue and brainstorming sessions accessible to everyone.
Maintain a Hybrid-Friendly Office Design: Redesign office spaces to cater to a hybrid workforce. Consider hot-desking options, comfortable meeting rooms, and collaborative spaces for employees who choose to come to the office.
Support Employee Well-being: Offer wellness programs and resources that cater to both remote and in-office employees. Encourage regular breaks, exercise, and mental health support.
Encourage Knowledge Sharing: Create a culture of knowledge sharing through digital platforms, webinars, and regular updates. This helps remote workers stay informed about company developments.
Provide Ongoing Training: Offer training and upskilling opportunities for employees to stay competitive in their roles, regardless of their location.
Measure and Adapt: Continuously gather feedback from employees and assess the effectiveness of your hybrid work environment. Be open to adjustments and improvements based on their input.
The best hybrid working environment is one that blends the advantages of remote work with in-person collaboration. By following these ten strategies, you can create an inclusive, productive, and adaptable hybrid work environment that empowers your employees and fosters success.
Lead From Within: Creating the best hybrid working environment is not just about adapting to change; it’s about leading with flexibility.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post 10 Ways to Create the Best Hybrid Working Environment appeared first on Lolly Daskal.
April 10, 2024
Why Your Employees Might Quit If You Skip This One Important Ritual
Leaders bear numerous responsibilities in the pursuit of organizational success. Among these crucial duties, recruiting and coaching are often in the spotlight. However, there exists another equally vital and often underestimated ritual that leaders must prioritize: the practice of continuous self-development, both for themselves and their team members.
In my role as an executive leadership coach, I recognize the paramount significance of embracing continuous self-development. Furthermore, I understand that this ritual isn’t merely beneficial; it is an indispensable cornerstone that can effectively deter employees from contemplating leaving within your organization.
Here’s why self-development should be at the center of your leadership:
Setting the Example: Self-development is more than a personal endeavor; it’s a ripple effect that emanates from the leader throughout the organization. When a leader commits to self-improvement, it sets a powerful example for the entire team. This demonstration of a growth mindset fosters a culture of continuous learning and improvement within the company.
Demonstrating Humility: One of the remarkable aspects of self-development is its inherent humility. It acknowledges that no one has all the answers and that growth is an ongoing process. Leaders who embrace self-development showcase their humility, creating an environment where humility is celebrated, and everyone feels comfortable admitting they have room to grow.
Acknowledging the Quest for Growth: Self-development signifies a leader’s commitment to their own growth. It sends a clear message that leadership is not about static positions of authority but a journey of continuous improvement. This acknowledgment encourages employees to view their roles as opportunities for growth and development.
Embracing a Learning Mindset: Self-development is synonymous with a relentless pursuit of knowledge and skill enhancement. When leaders prioritize self-improvement, it instills a learning mindset throughout the organization. This mindset empowers employees to seek out new knowledge and constantly improve their skills.
Cultivating a Culture of Lifelong Learning: At its core, self-development is about the desire to keep learning, growing, and evolving. By making self-development a ritual, leaders help create a culture where learning is not limited to specific training sessions but becomes a continuous part of the daily work experience.
Continuous self-development is not just a personal journey; it’s a transformational leadership ritual that can shape the destiny of your organization. Embrace this ritual, and you’ll inspire humility, encourage growth, and foster a culture of lifelong learning. It’s not just about becoming a better leader; it’s about leading the way for your entire team.
Lead From Within: If you want to retain your employees and earn their respect, there’s one crucial ritual you should practice.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post Why Your Employees Might Quit If You Skip This One Important Ritual appeared first on Lolly Daskal.
April 9, 2024
How To Hire The Right Talent For Your Team
Recruiting and coaching are two of the most critical responsibilities of a leader. Your team’s success heavily depends on the talent you bring on board and how you help them continuously improve. As an executive leadership coach, I will share with you the vital steps every leader needs to ensure that their hires are the best-fit candidates who will ultimately contribute to the team’s growth.
Assume Responsibility: Leaders must take ultimate responsibility for recruiting and coaching within their teams. While talent acquisition teams are valuable, leaders should actively participate in defining talent requirements and aligning with recruiters to ensure the right candidates are brought in.
Recognize the Cost of Poor Hiring: Forbes reports that a staggering 80% of employee turnover results from poor hiring decisions. This not only affects team dynamics but also impacts the company’s bottom line, costing organizations up to 1.5 times an employee’s annual salary. Leaders need to understand that hiring decisions have financial consequences.
Move Beyond Gut Feeling: While trusting your instincts is valuable, combining them with a structured talent formula is essential for effective hiring. This formula includes evaluating four critical aspects: drive, values, skills, and habits.
Hire for Drive: Drive refers to a person’s inner motivation and determination to achieve. Leaders should hire individuals who are intrinsically motivated and committed to achieving results. It’s challenging to develop drive later in life, so leaders should focus on hiring for it.
Align with Values: Values play a crucial role in team cohesion. Leaders must ensure that a candidate’s values align with those of the organization or team. Values alignment leads to engaged employees who are 51 times more likely to be committed to their work.
Assess Skills and Coachability: While hiring for attitude and training for skill is a common practice, leaders should also consider hiring individuals with relevant skills. One non-negotiable skill is coachability, as it determines a person’s willingness to learn and develop.
Evaluate Habits: Habits are a strong indicator of consistent performance. Leaders should ask candidates about their habits, both positive and negative, as they can significantly impact their success within the organization.
Recruiting the right talent is a critical aspect of leadership. By assuming responsibility, recognizing the cost of poor hiring, moving beyond gut feelings, hiring for drive, aligning with values, assessing skills and coachability, and evaluating habits, leaders can ensure they bring in candidates who will contribute to their team’s success.
Lead From Within: Recruiting is not just a task; it’s a leadership responsibility. By mastering the art of hiring the right talent, you can lead your team to greatness and secure your organization’s future success.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post How To Hire The Right Talent For Your Team appeared first on Lolly Daskal.
April 8, 2024
How AI Can Best Augment Emotional Intelligence in Leadership
Artificial Intelligence (AI) in leadership may seem paradoxical. Leadership is often linked to human emotional intelligence. But AI can enhance leadership emotional intelligence. As an executive leadership coach I would like to explore how AI boosts leaders’ emotional intelligence, aiding them in human interactions.
Five Ways AI Augments Emotional Intelligence in Leadership:
Data-Driven Insights: AI provides leaders with data-driven insights into team dynamics and individual behaviors. By analyzing patterns in communication and collaboration leaders can gain a deeper understanding of their team’s emotional states and needs, allowing them to provide more effective support.
Personalized Feedback: AI-powered tools can offer personalized feedback to leaders on their communication and leadership styles. This feedback helps leaders fine-tune their approach to better resonate with their team members, fostering stronger emotional connections.
Real-Time Sentiment Analysis: AI can perform real-time sentiment analysis on written and spoken communication. This capability enables leaders to gauge the emotional tone of conversations and respond with greater sensitivity and empathy.
Enhanced Decision-Making: AI assists leaders in making emotionally intelligent decisions by providing data-backed recommendations. It considers the emotional impact of decisions on team members, helping leaders choose approaches that maintain trust and harmony.
Continuous Learning: AI-driven coaching and training programs can help leaders continually develop their emotional intelligence. These programs offer personalized resources and exercises that target specific areas of improvement, ensuring ongoing growth.
In an era where AI is becoming increasingly integrated into leadership. It is essential to recognize its potential to augment emotional intelligence. Leaders who can harness AI’s power to connect with their teams will cultivate a deeper emotional connection.
Motivational Sentence: As AI becomes a trusted ally in enhancing emotional intelligence. It allows leaders to inspire, connect, and lead with unparalleled empathy and effectiveness.
Additional Reading you might enjoy:
The post How AI Can Best Augment Emotional Intelligence in Leadership appeared first on Lolly Daskal.
April 5, 2024
How Great Leaders Earn Trust in Unthinkable Ways
Trust is the bedrock upon which great leadership is built, and it often requires leaders to go to extraordinary lengths to earn and maintain it. In the realm of leadership, trust isn’t just about keeping promises; it’s about inspiring unwavering confidence, even in the face of unthinkable challenges. As an executive leadership I know that great leaders can earn trust in remarkable and unexpected ways. Here are the five unthinkable ways leaders earn trust successfully:
Vulnerability and Authenticity: The best leaders don’t hide their flaws or vulnerabilities. Instead, they embrace them, showing their authentic selves to their teams. By being open about their own imperfections, they encourage trust and openness in return.
Taking Responsibility for Failures: When things go wrong, great leaders don’t point fingers or lay blame on others. They take full responsibility for failures, demonstrating their commitment to the team’s success. This level of accountability builds trust and respect.
Supporting Personal Growth: Trustworthy leaders invest in the personal and professional growth of their team members. They provide resources, mentorship, and opportunities for skill development, showing that they genuinely care about their team’s success.
Active Listening: Trust is consistently forged through listening. Great leaders don’t just hear what their team members say; they actively listen, empathize, and take action based on the feedback and concerns they receive.
Empowering Others to Lead: Exceptional leaders understand that trust isn’t solely about their own actions; it’s also about empowering others to lead. They delegate responsibilities, provide autonomy, and foster leadership skills within their teams.
Earning trust in unthinkable ways isn’t a simple task, but by embracing vulnerability, taking responsibility for failures, supporting personal growth, actively listening, and empowering others to lead, leaders can establish bonds of trust that withstand even the most challenging circumstances.
Lead From Within: In the world of leadership, the trust you earn through your actions, no matter how unthinkable, is the currency that fuels success and loyalty.
Additional Reading you might enjoy:
The post How Great Leaders Earn Trust in Unthinkable Ways appeared first on Lolly Daskal.
April 4, 2024
Warning: Your Corporate Culture Is Doomed! 7 Steps to Save It
Corporate culture stands as a foundational pillar that can either propel an organization to new heights or doom it to failure. Far too often, corporate cultures erode without leaders even realizing it. As an executive coaching executive I am issuing a warning: your corporate culture may be in danger, but there are seven critical steps you can take to save it.
Assess Your Current Culture: The first step in saving your corporate culture is to take a hard look at its current state. Are your values, beliefs, and behaviors aligned with your organization’s mission and goals? Identify areas where your culture may be deviating from its intended path.
Engage Your Employees: Your employees are the heart of your culture. Engage with them to understand their perceptions and experiences within the organization. Encourage open and honest feedback, and be willing to listen and act upon their insights.
Define Core Values: Clearly defined core values serve as the compass that guides your corporate culture. Revisit and, if necessary, redefine your core values to align with your organization’s vision and strategy. Communicate these values consistently to all employees.
Lead by Example: Leaders set the tone for corporate culture. Demonstrate the values and behaviors you expect from your employees. Authentic leadership fosters trust and reinforces the desired culture throughout the organization.
Implement Cultural Initiatives: Develop and implement initiatives that reinforce your desired culture. This could include training programs, recognition and rewards systems, and cultural events that bring employees together around shared values.
Monitor and Measure Progress: Regularly assess the impact of your cultural initiatives. Collect data and feedback to gauge whether your culture is moving in the right direction. Be prepared to adjust your approach based on the results.
Foster Inclusivity and Diversity: Inclusivity and diversity are essential components of a vibrant corporate culture. Ensure that your organization is inclusive and embraces diversity in all its forms. Encourage collaboration and the sharing of diverse perspectives.
Corporate culture is not a static entity; it requires ongoing care and attention. If left unchecked, a deteriorating culture can have dire consequences for your organization. As a leader, your dedication to preserving and enhancing your culture will determine your organization’s future.
Lead From Within: A thriving corporate culture is the lifeblood of an organization, fueling its success and resilience.
Additional Reading you might enjoy:
The post Warning: Your Corporate Culture Is Doomed! 7 Steps to Save It appeared first on Lolly Daskal.
April 3, 2024
Are You Making These CEO Mistakes? Learn from 7 Powerful Examples
The role of a CEO is one of the most challenging and complex in the business world. While CEOs are often admired for their leadership, vision, and decision-making abilities, they are not immune to making mistakes. In this blog post, we will explore seven powerful examples of common CEO mistakes and the valuable lessons that can be learned from them.
Overlooking Employee Well-being: Some CEOs prioritize profits over the well-being of their employees, leading to high turnover, low morale, and reduced productivity. Successful CEOs understand that a happy and engaged workforce is essential for long-term success.
Ignoring Innovation: CEOs who resist innovation and technological advancements can quickly fall behind their competitors. Embracing change and fostering a culture of innovation is crucial in today’s rapidly evolving business landscape.
Neglecting Ethical Leadership: Failure to lead with integrity and ethics can result in reputational damage and legal troubles. Ethical leadership is not a choice but a responsibility for CEOs.
Lack of Adaptability: CEOs who are rigid and unwilling to adapt to changing circumstances can hinder their organizations’ growth. Successful CEOs remain agile and open to new strategies and ideas.
Poor Communication: Ineffective communication can lead to misunderstandings and misalignment within the organization. CEOs should prioritize clear and transparent communication to ensure everyone is on the same page.
Neglecting Diversity and Inclusion: Ignoring diversity and inclusion efforts can limit an organization’s talent pool and lead to missed opportunities. CEOs who champion diversity create more innovative and successful companies.
Failing to Plan for Succession: CEOs who do not plan for their succession risk leaving their organizations in a state of uncertainty. Successful CEOs groom and mentor potential successors to ensure a smooth transition.
Mistakes are a part of every leader’s journey, including CEOs. However, what sets great CEOs apart is their ability to learn from these mistakes and continuously improve. By avoiding common pitfalls and embracing best practices, CEOs can lead their organizations to greater success and prosperity.
Lead From Within: Acknowledging and learning from mistakes is a powerful tool for personal and organizational growth.
#1 N A T I O N A L B E S T S E L L E RThe Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post Are You Making These CEO Mistakes? Learn from 7 Powerful Examples appeared first on Lolly Daskal.
April 2, 2024
3 Most Effective Ways Leaders Solve Problems With Ease
Problem-solving is an inevitable part of the job when it comes to leadership. From big strategic problems to more tactical issues, dealing with problems and finding solutions is a constant part of any leaders daily routine.
Here three simple yet practical ways the best leaders approach their problems with ease:
They are able to define the “real” problem: One of the most important things to do when encountering a problem is to define the real problem. This means taking the time to truly understand the issue at hand before jumping to solutions. It’s important to understand the surface symptoms as well as the underlying causes of the problem. As a leader, it can be easy to rush to solutions, but taking the time to clearly define the problem will lead to better and more effective solutions in the long run.
They don’t stop at either/or decisions: When generating ideas to solve a problem, it’s important to not limit yourself to just two options. Research shows that when choosing between more than two options, we get better outcomes. So if you find yourself choosing between only two options, try to generate more. Ask yourself, “Is there a third option? Or a 4th? 5th even?” or “Is there any way we can do both A and B in some form? Can we combine elements of either?”
They look at it from different angles: When it comes to solving problems it’s best to be aware of your own biases and how they can cloud your objectivity. Additionally, if you’re working with a team, the risk of bias increases when everyone looks and thinks the same. To combat this, it’s important to look at problems from different angles and perspectives. This can be done by looking at the problem from a future timeline or by considering different focal points. A study on the effect of multiple-perspective thinking on problem-solving found that people with higher ‘multiple perspective thinking scores’ were able to define problems from more perspectives and generate more solutions.
In conclusion, as a leader, problem-solving is an inevitable part of your job but what makes some leaders stand out from the rest is the ease in which they tackle their problems.
Lead From Within: Effective leaders don’t just solve problems, they anticipate challenges, take proactive measures and are always one step ahead.
The post 3 Most Effective Ways Leaders Solve Problems With Ease appeared first on Lolly Daskal.
