Lolly Daskal's Blog, page 44
June 15, 2023
12 Things Great Leaders Never Say to Their Employees
Great leaders understand that their words and actions have a big impact on their team’s morale, productivity, and overall success. While it’s important for leaders to be open, honest, and transparent, there are certain things that they should never say to their employees.
Here are 12 things that great leaders never say to their team:
“I’m the boss, do what I say.” Great leaders don’t rely on their positional power to get things done. They understand that they are only as good as their team and that everyone has a role to play in achieving success.
“That’s not my problem.” Great leaders take ownership of their actions and are willing to take responsibility when things go wrong. They don’t pass the blame or deflect responsibility onto others.
“That’s not possible.” Great leaders believe in the power of their team and encourage them to think creatively and find solutions to problems. They don’t dismiss ideas or shut down creativity without first exploring the possibilities.
“You’re not good enough.” Great leaders recognize that everyone has strengths and weaknesses and focus on helping their team members grow and develop. They don’t criticize or belittle their employees, but rather provide constructive feedback and support.
“That’s not my job.” Great leaders lead by example and are willing to roll up their sleeves and pitch in when needed. They don’t shy away from tasks or delegate everything to their team.
“I don’t have time for you.” Great leaders prioritize their team and make time for them, even when things are busy. They understand that investing in people is an important aspect of being an effective leader.
“That’s not how we’ve always done it.” Great leaders are open to new ideas and ways of doing things, and are willing to adapt and change when necessary.
“That’s not your job.” Great leaders recognize that their team members are valuable resources and are willing to support them in taking on new challenges and responsibilities.
“You’re not capable of doing that.” Great leaders have confidence in their team’s abilities and provide them with the support and resources they need to succeed.
“That’s a stupid idea.” Great leaders encourage open and honest communication and are willing to consider new ideas, even if they don’t agree with them.
“I don’t trust you.” This is a statement that great leaders never say to their employees. Trust is an essential component of any successful team, and great leaders recognize this. They understand that trust is built through honesty, transparency, and consistency, and they work to cultivate trust within their employees.
“You’re not good enough.” Great leaders recognize that everyone has strengths and weaknesses and focus on helping their team members grow and develop. They don’t criticize or belittle their employees, but rather provide constructive feedback and support.
The best leaders are aware of the power of their words and choose them carefully in order to inspire, motivate, and guide their team. They avoid saying things that could have a negative impact on their employees, instead choosing words of positivity and encouragement.
Lead From Within: It’s important for leaders to choose their words carefully and use them to create a positive and supportive work environment.
#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 12 Things Great Leaders Never Say to Their Employees appeared first on Lolly Daskal.
June 14, 2023
4 Important Reasons Leaders Should Spend More Time With A Coach
As a leader, it’s easy to get caught up in the day-to-day tasks and responsibilities of managing others. However, it’s important to remember that your own personal and professional development is just as crucial to the success of your team and organization. One way to prioritize your growth as a leader is to invest in coaching opportunities.
Have you ever had a meltdown when things didn’t go your way, refused to listen to ideas you didn’t want to hear, made something simple more complicated than it needs to be, or thought being the smartest person in the room was your biggest asset? If you answered “yes” to any of these questions, these are just a few of the reasons you should consider spending time with a coach.
Here are the top four reasons leaders should spend more time with a coach:
Guide you through difficult situations: A coach can help you navigate challenging situations and relationships by providing guidance and support, as well as helping you develop strategies to handle difficult situations effectively. This can include coaching on communication skills, conflict resolution, and problem-solving, among other areas.
Discover your blindspots: Working with a coach can help you uncover any blind spots that may be holding you back as a leader. These could include areas where you may have a lack of awareness or understanding, or areas where you may be unknowingly making mistakes. A coach can help you identify these areas and work with you to develop strategies to address them and leverage them for growth.
Develop your Emotional intelligence: Emotional intelligence, or EQ, is a key component of effective leadership. A coach can help you work on regulating your emotions, managing your reactions to difficult situations, and improving your communication skills, all of which can help you become a more effective leader.
Generate opportunities for growth: A coach can help you see opportunities for growth and development that you may not have been aware of before. This may include identifying areas where you can improve, helping you develop new skills, or providing guidance on how to move forward in your career. By working with a coach, you can tap into new areas of growth and success that you may have been missing out on before.
Investing in coaching can help you improve your leadership skills, navigate difficult situations, uncover blind spots, develop your emotional intelligence, and seize new opportunities for growth. Don’t let ego get in the way of your success – consider hiring a coach to help you become the best leader you can be.
Lead From Within: Coaching is a powerful process that enables individuals and leaders to reach their full potential to excel.
#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 4 Important Reasons Leaders Should Spend More Time With A Coach appeared first on Lolly Daskal.
June 13, 2023
How the Best Leaders Lead Extraverts and Introverts Effectively
Leading a team can be a challenging task, especially when that team is made up of individuals with a mix of personality types. One of the key differences among team members is whether they are introverts or extraverts. While these terms are often used to describe how people interact with the world around them, they can also have a significant impact on how people respond to leadership and communication styles.
As a leader, it’s important to understand these differences and adapt your leadership style to best support and engage both introverts and extraverts. Here are the differences:
What is an introvert?
Characteristics that society commonly attributes to introverts: systematic, structured, analytical, logical, cautious, preference for planning, thrives on independent work and quiet reflectionBeing an introvert is not about being quiet or shy, it is more about how a person approaches people and tasksIntroverts can be creative, passionate, energetic, and articulate, just like extravertsWhat is an extravert?
Characteristics that society commonly attributes to extraverts: outgoing, assertive, energetic, and enjoy interacting with othersExtraverts gain energy from socializing and being around othersExtraverts can be creative, passionate, and logical, just like introvertsWhy introverts and extraverts make great employees and leaders:
Introverts:
Good listenersExcellent critical thinkersLess emotional in stressful situationsGood at exploring problems from multiple angles and getting to the bottom lineConscientious about their work and ask the right questions to fully understand tasksEmphasize quality and accuracy in their workSet high standards for themselvesMore compliant with following rules and proceduresSuperior written communication skillsDetail orientedExtraverts:
Confident and assertiveGood at networking and building relationshipsEnergetic and enthusiasticComfortable speaking up and presenting in front of groupsGood at adapting to new situations and taking on challengesAble to think on their feet and make quick decisionsProactive in seeking out new opportunitiesEffective ways to lead both the introvert and extravert successfully:
When leading an extravert: Provide extraverts with opportunities to step into leadership roles, such as leading a team or presenting to a group. You can also provide them with challenges that allow them to stretch their skills and abilities.
When leading introvert: Encourage introverts to participate by actively seeking out their input and ideas, and giving them the time and space they need to process and reflect before speaking up. You can also consider more collaborative approaches to decision-making that allow introverts to contribute in ways that are more comfortable for them, such as through writing or small group discussions.
When leading both an extravert and introvert feedback is important: The most successful leaders know they need to provide regular feedback and support to both to keep them on track. As a leader, provide regular check-ins and one-on-one meetings to give team members the opportunity to discuss their progress and receive feedback. Additionally, you can offer support and resources to help them overcome challenges and achieve their goals.
When leading be flexible and adapt your leadership style: The best leaders are able to adapt their leadership style to the needs and preferences of their team. This can involve being open to trying new approaches and being willing to adjust your leadership style. Therefore, by being flexible and open to different approaches, you can create a more inclusive and effective team culture that values the strengths and contributions of all team members.
In conclusion, it’s important for leaders to understand the differences between introverts and extraverts and adapt their leadership style accordingly. While extraverts may respond well to a more directive and assertive leadership style, introverts may prefer a more collaborative and inclusive approach.
Lead From Within: The best leaders are those who are able to effectively lead and support both introverts and extraverts, creating a team that is more cohesive, effective, and successful.
#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 the Best Leaders Lead Extraverts and Introverts Effectively appeared first on Lolly Daskal.
June 12, 2023
Effective Leaders Don’t Use These 7 Excuses Ever
As a leader, it is easy to get caught up in making excuses for why things are not going as planned. However, effective leaders recognize that excuses are a hindrance to their own success, as well as the success of their team.
Here are ten common excuses that effective leaders should never make:
I don’t have the money or budget.” Great leaders find ways to work within their budget and make the most of their resources. They also seek out funding and support when needed.
“This market makes it hard.” While market conditions can be challenging, effective leaders find ways to adapt and thrive in any environment.
“I need better people to do the job.” Great leaders recognize the importance of building a strong team, but they also understand that they can’t always have the perfect team. They work with what they have and find ways to develop and improve their team’s skills and capabilities.
“Others are doing it also.” Effective leaders do not let the actions of others deter them from pursuing their goals. They find ways to differentiate themselves and stand out in the market.
“I am too busy to deal with this now.” Effective leaders prioritize their tasks and make time for the most important ones. They recognize that putting off important tasks can have negative consequences in the long run.
“We need better resources.” Great leaders find creative solutions to resource constraints and seek out additional resources when necessary.
“It’s not my fault.” Effective leaders take ownership of their actions and the outcomes of their decisions. Blaming others or external factors is not productive and can erode trust and credibility.
“If only I had a better team.” Effective leaders work with the team they have and find ways to develop and improve their skills and capabilities. They don’t let the limitations of their team hold them back.
“I don’t have the time.” Effective leaders understand that time is a valuable resource, and they make the most of it by prioritizing their tasks and delegating when necessary.
“It’s not my job.” Leaders who are willing to go above and beyond their job description and take on additional responsibilities are more likely to succeed.
In conclusion, leaders who avoid making excuses are more likely to be effective in their role. By taking ownership of their actions, being willing to learn and adapt, and seeking out resources and support, they can overcome challenges and drive success for themselves and their team.
Lead From Within: Effective leadership involves taking ownership of your actions and outcomes, rather than making excuses.
#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 Effective Leaders Don’t Use These 7 Excuses Ever appeared first on Lolly Daskal.
June 9, 2023
Successful Teams Have Great Leaders Who Do These 4 Things
The success of an organization is often dependent on the strength and cohesion of its teams. Great teams are made up of individuals who work well together, share common goals, and are committed to achieving success. They are led by an effective leader who understands the importance of fostering a positive and inclusive culture, and who knows how to get the best out of their team members.
Here are four things successful leaders do to create great teams:
Honor each other: Great leaders understand the importance of treating their team members with respect and recognizing their contributions. By honoring each other, team members feel valued and motivated to give their best effort.
Value collaboration: Great leaders understand that collaboration is key to success. They create an environment where team members feel comfortable sharing ideas and working together towards common goals.
Build on strengths: Great leaders recognize the strengths of their team members and use them to their advantage. By focusing on each team member’s strengths, leaders can create a more cohesive and effective team.
Hold each other accountable: Great leaders hold themselves and their team members accountable for their actions and results. This helps to create a culture of accountability and ensures that everyone is working towards the same goals.
In conclusion, great leadership involves setting the foundation for the success of others and allowing them to excel.
Lead From Within: At the end of the day, this truth remains constant, successful leaders create successful teams.
#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 Successful Teams Have Great Leaders Who Do These 4 Things appeared first on Lolly Daskal.
June 8, 2023
How the Best Leaders Navigate Office Politics Effectively
Office politics can be a fact of life in any organization, and it can be especially challenging for leaders who are trying to navigate complex interpersonal dynamics and conflicting agendas. However, the best leaders are able to navigate office politics effectively, and use it to their advantage to drive success for their team and the organization as a whole.
Here are a few strategies that the best leaders use to navigate office politics:
Lead by example: The best leaders lead by example. This means setting a good example for everyone to follow. They show their colleagues, coworkers, and team members, kindness and encourage them to do the same. By leading by example it creates a positive and productive work environment that is free from petty office politics.
Communicate openly and transparently: The best leaders are open and transparent in their communication, and make an effort to keep team members informed about important decisions and changes. This can help to build trust and reduce the potential for misunderstandings and conflicts that can arise in the context of office politics.
Encourage positive attitude: The best leaders encourage having a positive attitude and focus on finding solutions, even in the face of difficult office politics. This can help to foster a positive and constructive culture, and encourage team members to do the same.
Build strong relationships: The best leaders understand the importance of building strong relationships with their team members, as well as with stakeholders and other key players in the organization. Strong relationships can help to build trust and foster collaboration, which can be crucial in navigating office politics.
Focus on results: The best leaders are able to stay focused on the bigger picture and the results that they want to achieve, rather than getting caught up in petty office politics. By keeping their eye on the prize, they are able to stay motivated and stay on track, even in the face of difficult challenges.
In conclusion, the best leaders are able to effectively navigate office politics by utilizing their natural social skills to find solutions that work, even though it may seem intimidating.
Lead From Within: Office politics can be a fact of life in any organization, but the best leaders know how to navigate office politics for the benefit of their team and organization.
#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 the Best Leaders Navigate Office Politics Effectively appeared first on Lolly Daskal.
June 7, 2023
Many Great Leaders Make This Simple Mistake When Leading Others
Many great leaders make the simple mistake of thinking that their role is to tell others what to do. While it is important for leaders to provide direction and guidance. It’s equally important for them to listen to and understand the perspectives of their team members.
Here are four ways that a simple leadership mistake can cause those you lead to be distressed:
It can lead to a lack of trust and respect: When leaders constantly tell their team members what to do, it can create a culture of micromanagement and lack of autonomy. This can lead to a lack of trust and respect among team members. As they may feel that their ideas and opinions are not valued.
It can stifle creativity and innovation: When leaders constantly tell their team what to do, it can discourage them from thinking creatively and coming up with new ideas. This can lead to a stagnation of innovative thinking. Ultimately, harm the organization’s ability to adapt and stay competitive.
It can demotivate and demoralize team members: When team members are constantly told what to do, they may feel unvalued and undervalued. This can lead to a lack of motivation and a decline in morale. Which can have a negative impact on productivity and overall performance.
It can create a toxic work culture: A leadership style that is overly directive and lacking in collaboration can create a toxic work culture that is unproductive and unhealthy for employees. This can lead to high levels of turnover and low levels of job satisfaction.
Great leadership is about more than just giving orders and issuing directives. It is about creating a collaborative and inclusive environment where everyone feels recognized and appreciated. When leaders fail to listen to their team members, they miss out on valuable insights and ideas that could help the organization succeed.
Lead From Within: Leaders who make simple mistakes and fail to learn from them will ultimately pay the price in their own 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 Many Great Leaders Make This Simple Mistake When Leading Others appeared first on Lolly Daskal.
June 6, 2023
Why Rude Leadership is Destructive and How to Stop It
Rude leadership can have a destructive impact on an organization. It creates a toxic work environment, lowers morale, and can lead to high turnover rates.
One of the main reasons rude leadership is so harmful is that it creates a culture of fear and mistrust. When leaders are rude or disrespectful, it sends a message to their team that their feelings and opinions don’t matter. This can lead to a lack of open communication and collaboration, which are essential for successful teamwork.
Rude leadership can also lead to increased stress and anxiety among team members. Being subjected to disrespectful behavior on a regular basis can take a toll on an individual’s mental health and overall well-being.
So, what can be done to stop rude leadership? Here are a few steps you can take:
Set clear expectations: Establish clear guidelines for respectful behavior and communicate them to your team. Make it clear that rude or disrespectful behavior is not tolerated.
Encourage open communication: Create a safe and open environment where team members feel comfortable speaking up and voicing their opinions. This can help prevent misunderstandings and miscommunications that can lead to rude behavior.
Model the behavior you want to see: As a leader, it’s important to set an example for your team. If you want to create a culture of respect and kindness, make sure you model that behavior yourself.
Encourage feedback: Encourage team members to give feedback and offer suggestions for improvement. This can help identify and address any issues that may be contributing to rude behavior.
By taking these steps, you can create a positive and respectful work environment that promotes collaboration and positivity.
Lead From Within: Rude leadership is toxic to the culture of an organization, and it can demoralize employees and create a hostile work environment.
#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 Why Rude Leadership is Destructive and How to Stop It appeared first on Lolly Daskal.
June 5, 2023
How to Foster a Culture of Innovation and Creativity in Your Team
Innovation and creativity are important drivers of success for any business or organization. They allow teams to come up with new ideas. They also solve problems in creative ways, and stay ahead of the competition.
Here are some steps you can take to foster a culture of innovation and creativity within your team:
Encourage open-mindedness and divergent thinking: Encourage your team to think outside the box and consider multiple perspectives. Encourage them to question assumptions and come up with new ideas, even if they seem unconventional.
Encourage risk-taking: In order for innovation to happen, it’s important for team members to feel comfortable taking risks and trying new things. Make sure your team knows that it’s okay to make mistakes, as long as they are learning from them.
Foster a collaborative environment: Creativity thrives when team members feel comfortable working together and sharing ideas. Encourage collaboration by creating opportunities for team members to work together on projects and ideas.
Encourage continuous learning: Innovation requires a willingness to learn and adapt. Encourage your team to seek out new information and knowledge, and provide opportunities for them to learn new skills and techniques.
Reward and recognize creative ideas: Show your team that you value their creativity by recognizing and rewarding creative ideas and solutions. This can be as simple as praising them in meetings or providing incentives for coming up with new ideas.
By taking these steps, you can create a culture that encourages innovation and creativity within your team. This will not only lead to better results and success for your organization. It will also create a more enjoyable and fulfilling work environment for your team.
Lead From Within: Creativity and innovation is the result of the collaboration of diverse and creative minds working together as a team.
#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 Foster a Culture of Innovation and Creativity in Your Team appeared first on Lolly Daskal.
June 2, 2023
6 Effective Ways Leaders Emotionally Connect With Their Team
Leadership is not just about setting goals and delegating tasks; it’s also about building relationships and connecting with your team on an emotional level. When leaders emotionally connect with their team, they foster a sense of trust, belonging, and commitment that can lead to increased productivity, engagement, and overall success.
Here are six effective ways leaders can emotionally connect with their team:
Show genuine interest: The most effective leaders show genuine interest in their team members by actively listening and engaging with them. This helps to create a strong sense of emotional connection. Showing genuine interest demonstrates that you care about your team and value their thoughts and opinions.
Practice active listening: When your team members are speaking, give them your full attention and actively listen to what they have to say. This demonstrates that you value their perspective and are open to hearing their ideas.
Foster a sense of community: Create a sense of community within your team by organizing team-building activities and encouraging open communication. This helps team members feel connected to one another and creates a positive work environment.
Be vulnerable. As a leader, being willing to share your own vulnerabilities and admit that you don’t have all the answers allows your team to see that you are human and that it is okay to not always have everything figured out. By doing so, you demonstrate the courage to confront challenges and find solutions together, paving the way for success as a team.
Empathize with your team. Leadership that shows empathy and compassion helps create a supportive and collaborative environment. It allows team members to feel heard and understood, leading to increased trust and motivation. Empathy is a crucial quality for leaders to cultivate in order to effectively connect with and support their team.
Recognize and appreciate: Show appreciation for your team members’ hard work and contributions. This can be as simple as a verbal acknowledgement or a handwritten note, but it goes a long way in building emotional connection and motivation.
By implementing these six strategies, leaders can emotionally connect with their team and create a positive, engaged, and successful work environment.
Lead From Within: Great leaders understand the power of emotional connection and use it to bring their team together, inspiring them to achieve greater success.
#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 6 Effective Ways Leaders Emotionally Connect With Their Team appeared first on Lolly Daskal.
