Lolly Daskal's Blog, page 56
January 2, 2023
How To Become A Great Leader In Turbulent Times
Leading an organization through turbulent times can be a challenging and demanding task.
Turbulent times are characterized by uncertainty, change, and instability. Which in turn, can create challenges and obstacles for leaders and their teams.
To be an effective leader in turbulent times, you need to be resilient, innovative, transparent and honest, supportive and empowering. Additionally, you need to be able to adapt and respond to changing circumstances.
Here are some key things you can do to become a great leader in turbulent times:
Be adaptable: To be a great leader in turbulent times, you need to be adaptable. This means being willing to change and adapt to new and changing circumstances. Additionally, it means being willing to embrace new ideas and approaches. As a result, this helps you to stay ahead of the curve, and can enable you to respond to challenges and opportunities in a more effective and efficient way.
Be resilient: To be a great leader in turbulent times, you need to be resilient. This means being able to bounce back from setbacks and challenges. Consequently, being able to maintain a positive and optimistic outlook and being resilient help you to stay focused and motivated. As a result, it enables you to overcome obstacles and achieve your goals.
Be strategic and focused: To be a great leader in turbulent times, you need to be strategic and focused. This means having a clear and compelling vision for your organization. Additionally, being able to set goals and priorities will enable you to achieve your vision. As a result, being strategic and focused helps you stay on track and to avoid distractions, and can also enable you to create a more efficient and effective organization.
Be innovative: To be a great leader in turbulent times, you need to be innovative. This means being willing to think outside the box. Furthermore, it means to explore new and creative solutions to challenges and opportunities. As a result, being innovative can help you create a more dynamic and forward-thinking organization, and can enable you to stay ahead of the competition.
Be transparent and honest: To be a great leader in turbulent times, you need to be transparent and honest. This means being open and transparent in your communication and interactions. Additionally, being willing to listen and respond to the concerns and questions of your employees and teams. As a result, being transparent and honest helps to build trust and credibility, and enables you to create a more open and collaborative work environment.
Be supportive and empowering: To be a great leader in turbulent times, you need to be supportive and empowering. This means being willing to provide your employees and teams with the support, guidance, and resources they need to succeed. Thus, being willing to create a positive and inclusive work environment. A a result, being supportive and empowering helps to create a more engaged and motivated workforce, and enables you to retain your best employees and attract top talent.
Overall, to be a great leader in turbulent times, you need to be adaptable, resilient, and innovative. By taking these steps, you can stay ahead of the curve, overcome challenges and obstacles, and create a more dynamic and forward-thinking organization.
Lead From Within: A great leader in turbulent times can inspire and motivate their employees, and can enable their organization to achieve its full potential.
#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 Become A Great Leader In Turbulent Times appeared first on Lolly Daskal.
December 27, 2022
Top 5 Emerging Trends That Leaders Need to Know
The world of work is changing rapidly, and leaders need to be aware of the latest trends in order to stay competitive and effective. This is especially true in today’s fast-paced, constantly-changing business environment, where new developments and innovations can quickly disrupt traditional ways of doing things. By staying on top of new trends, leaders can identify opportunities for growth and development. Therefore, adapt new strategies and tactics accordingly.
Here are five key emerging trends that every leader should know about:
Hybrid work environments are here to stay. The COVID-19 pandemic has forced many organizations to adopt remote work policies. Many employees have come to appreciate the benefits of working from home. Therefore, it is likely that many organizations will adopt a hybrid approach where employees have the option to work from home part of the time. As a leader, it’s important to understand how this trend will affect your organization, and to develop strategies for managing remote workers effectively.
Employee tracking software are becoming more common. The rise of remote work has led many organizations to use employee tracking software. While these tools can provide valuable insights, they also raise concerns about privacy. As a leader, it is important to strike a balance between using these tools and respecting employees’ privacy.
Collaborative online tools are becoming more important. As remote work becomes more common, organizations need effective tools for collaboration and communication. These tools can range from project management platforms to video conferencing tools. As a leader, it is important to understand how to use these tools effectively and help your team do the same.
Flexible hours are becoming more popular. With having the ability to work from home, many employees are also looking for greater flexibility in their work schedules. This can include flexible start and end times, as well as the ability to take time off between shifts. As a result, organizations need to be prepared to offer these types of flexible work arrangements in order to attract and retain top talent.
AI will take over many jobs. Artificial intelligence is replacing human workers in many industries. This trend will only accelerate in the coming years. As a result, leaders need to honor the talent and skills of their people as much as they honor the new trend of AI. In the face of AI’s rise, leaders must develop strategies for supporting their workers.
In conclusion, the world of work is undergoing rapid change, and leaders need to be aware of the latest trends in order to stay competitive and effective. Whether it’s managing a hybrid work environment, using employee tracking software, or preparing for the rise of AI, it’s important for leaders to stay informed and adapt to these new changes.
Lead From Within: By understanding and embracing the new trends, leaders can help their organizations thrive in an increasingly complex and dynamic world.
#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 Top 5 Emerging Trends That Leaders Need to Know appeared first on Lolly Daskal.
December 20, 2022
How the Best Leaders Get Themselves Back on Track
Every leader, whether their title is boss, manager, supervisor, or coach, has a lot going on. And even the most skilled leaders sometimes find they’ve gone off the rails—sometimes in small ways, sometimes disastrously. It’s important to have a plan for what to do when things start to fall apart. Here’s what I tell the leaders I coach about getting back on track:
Acknowledge what’s happening. Don’t ignore the issues or try to pretend things are normal. The longer you wait to address the situation, the harder it will be to set things right.
Talk to your leadership coach. These are the moments when a good relationship with a leadership coach really pays off, and a good place to start is by talking it over with them. You can vent and complain in confidence, then get to work identifying the problem and working out a plan. And once the issue is resolved, you can discuss its origins and what you can do differently to keep it from happening again.
Create a schedule of changes and stick to it. Often getting back on track and staying there is just a matter of making a few changes to your daily routine. Create a manageable schedule of changes to your day (and your team’s, if necessary). And then make sure you follow it.
Team up with an accountability partner. Everyone in leadership needs an accountability partner. Your partner should be someone you trust—someone who won’t just tell you you’re doing great but will hold you to your words and call you out when you’re going off course. Set up regular meetings and, most importantly, listen.
Focus on what works. Many leaders lose their motivation when they aren’t feeling successful—and once motivation is lost, it can be hard to regain. The solution I recommend is to focus on what’s actually working. Even if it’s only a few small areas, look for ways to build and expand on your successes. Similarly, shift your attention from what you don’t have to what is available to you.
Create an environment that fosters success. The people and environment around us have a huge influence on our thinking and behavior. if you’re serious about wanting to get back on track, surround yourself and your team with ideas that inspire you, listen to things that motivate you and keep your own messages supportive. Plan your surroundings to trigger optimism and success.
Especially with serious problems, getting back on track isn’t a simple or quick process. It may be hard to build little changes and small healthy habits—at times it may feel like you’re taking two steps forward and one step back. Just remind yourself that you’re heading in the right direction and you’ll get there in time.
Lead from within: The best leaders know we don’t judge them by how many times they have gone off track; we admire them for getting back on.
#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 Get Themselves Back on Track appeared first on Lolly Daskal.
December 11, 2022
Year-End Checklist for Leaders: Achieving Success in the New Year
At the end of each year, leaders can use a checklist to reflect on their leadership style, assess their team’s performance, set goals, and make changes to continue developing and growing. By taking the time to reflect and plan, leaders can position themselves and their team for ongoing success.
Here are some things to include in your year-end checklist:
Assess leadership style: Reflect on your own leadership style and approach, and identify areas for personal growth and development.
Evaluate people development: Assess if you are practicing a routine of helping, growing and developing your people.
Review team performance: Look back at the team’s achievements and challenges over the past year, and identify areas for improvement.
Set goals for the coming year: Develop clear, measurable goals for the team, and create a plan to help them achieve these goals.
Evaluate team dynamics: Consider the effectiveness of the team’s communication, collaboration, and problem-solving skills, and make changes as needed.
Update team roles and responsibilities: Consider whether any changes to team roles and responsibilities are necessary to support the team’s goals and objectives.
Evaluate your culture: Consider whether people are thinking, acting and interacting according the type of culture you want to see in your organization.
Plan for potential challenges: Anticipate potential challenges that the team may face in the coming year, and develop strategies to address them.
Evaluate your level of influence: Consider factors that determine your level of influence, such as charisma, communication skills, and expertise.
Celebrate successes: Take time to recognize and celebrate the team’s accomplishments and successes over the past year.
By following a year-end checklist, leaders can ensure that they are looking within and seeking improvements, while effectively supporting their team and positioning them for success in the coming year.
Lead From Within: By following a year-end checklist, leaders can ensure that they are continually developing, growing, and succeeding.
#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 Year-End Checklist for Leaders: Achieving Success in the New Year appeared first on Lolly Daskal.
December 6, 2022
Why Putting Profit Over People is Always Bad for Your Company
There’s a single point I make throughout my work in executive coaching, speaking, and writing: people are the most important asset of any business. Most people agree, at least on the surface. But too few are willing to carry out that principle in policies and day-to-day management.
I recently conducted a study of my clients with for-profit businesses and found that most understand the importance of people but still put profits first. Even though the study’s results were not surprising, they were extremely disappointing.
It’s easy to say that you need to focus on profits to survive. And that’s especially true in a difficult economy. But that focus comes at a high price that may jeopardize your longer-term success.
Here’s what happens when you put profits first:
Innovation is stifled. When a company focuses entirely on the bottom line, talent is seen as expendable. Innovation happens when people feel appreciated. When they know you’re willing to invest in their contributions, they give their all. When you treat them as a budget line item, they do the minimum. They’ll save their best ideas for someone who appreciates them.
Reputation erodes. In the past, companies could treat their employees poorly and few people would even know. Today, your employees’ experiences are likely available to anyone online. When those experiences are poor, your company’s reputation suffers. Prospective employees and even clients and investors will avoid a poorly rated company.
Retention suffers. People used to stay with poor employers just to have a job. But with historic low unemployment rates, retaining employees has become much more important. Most people in your organization have other options. And when they leave to pursue those options, they won’t be easy to replace.
Engagement is lacking. Unengaged employees aren’t motivated. They rarely go the extra mile, and they have more absences and less loyalty. High sales and revenues require engaged employees working hard to meet the company’s goals. An engaged workforce is one of the most valuable resources you can have—and its absence causes real harm.
Risk increases. It’s hard to manage risk when your people are poorly trained, constantly stressed and unhappy. Bringing in new employees through a revolving door adds to that risk. Accidents, mistakes and work stoppages become part of life. When an employer fails to provide adequate training and reasonable work conditions, they put the entire company in jeopardy.
If any of these issues is a problem at your company, it’s likely that profits are being put above people. As a leader, you’re charged with fixing that mindset within the scope of your influence. If you’re an owner, executive, or board member, work for company-wide change. If you’re in middle management or supervision, do whatever you can to advocate for your employees and show the benefits.
Lead from within: Challenge yourself today to begin correcting one instance of putting people over profit, and build on that momentum tomorrow.
#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 Putting Profit Over People is Always Bad for Your Company appeared first on Lolly Daskal.
November 29, 2022
7 Easy Morning Rituals To Jump Start Your Day
Among other traits, it takes strength and stamina to be a great leader. Some days can be difficult, and sometimes you have to work hard to find motivation. To make sure you’re up for whatever the day brings, one of the best things you can do for yourself is to make your morning a strong start. Set yourself up for a productive day by adopting some (or all!) of these simple, but effective morning habits:
Get up early. Research shows that early risers are more successful and productive, plan more effectively, and better anticipate challenges and problems. Waking up early gives you more time to plan and get ready for the day without rushing.
Eat something healthy. The old adage is true: you are what you eat. Starting the morning with something that’s tasty and good for you will power you up for whatever lies ahead. To be your best, eat your best.
Work in a workout. There’s lots of evidence that morning is the best time to work out. A morning workout forces you to wake up early, and it gives you a natural mood booster and increased energy all day.
Boost your intrinsic motivation. It’s hard to get excited about getting out of bed in the mornings when you are not totally sold on what you’re getting up for. And even if you love everything about your job, the daily grind can make it hard to keep going. That’s why you need to work on your inner motivation—which powers you from within—to keep yourself going. Extrinsic motivation like money, recognition, or praise, can only take you so far. But when you tap into your personal source of motivation, there can be no stopping you.
Do something that inspires you. Whether it’s reading a chapter from a favorite book, spending a bit of time on a creative project, a run, or having breakfast with family or friends, do something that nurtures and inspires you. Then watch how it sets you up for the day.
Spend some time with your journal. When you start your day journaling, you can clear your mind, focus your thinking for the day, and empower change in yourself. You’re more in tune with the patterns of your day and life.
Meditate or pray. Even a few quiet moments of meditation or prayer can give you a boost as you take on the day. Performed regularly, it can reduce stress and negative self-talk, and it keeps you aligned with your values. A moment of calm in the morning resonates all day.
When it comes to kick-starting your day, make sure you have morning rituals that give your mind and body what they need to be refreshed and newly motivated.
Lead From Within: A good morning ritual gives you a clean slate every day, and you have a chance each day to build it up to be what you want.
#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 7 Easy Morning Rituals To Jump Start Your Day appeared first on Lolly Daskal.
November 22, 2022
7 Common Phrases That Can Ruin Your Leadership Credibility
We’ve all been there: someone says something and you suddenly think I’m not sure I trust them now.
Credibility is like a currency that never depreciates unless you do something to undercut its value. If people think you’re credible, they trust you. They listen to you, depend on you, and follow you. But if you undermine that credibility, it takes a long time to earn it back.
In my work as a leadership coach, I help my clients learn to identify and avoid phrases that erode their credibility. Here are seven of the most common:
“To be honest…” People who are telling the truth don’t have to make a point of it. If you tell people you’re telling the truth, you’re actually warning them to be on guard. When you plant doubt in people’s mind, they lose trust in what you’re saying—and in your overall credibility.
“I’ll try.” In leadership, it’s important to be decisive and reliable. There is no room for “I’ll try.” If you’re going to do something, say so—and then make sure you do it. If you can’t make that commitment, don’t say anything. When you tell someone you’ll try, all you gain is sounding wishy-washy.
“Let me get back to you on that.” This phrase may seem harmless, but it sounds like a dodge. Know your capabilities and speak with confidence. If you’re asked something you don’t know, say so outright: “I’m not sure, but I’ll find out.”
“In my opinion…” This commonly used phrase undermines your point of view. Even if you don’t intend to, it carries a suggestion of bias. Instead, say “I think…” or “My experience suggests….”
“I could be wrong.” You may be shooting for humility with this phrase, but it comes off as uncertain and unconvincing. If you state a fact, do so with confidence. If there’s a significant chance you’re wrong, lead off with something like “It’s possible…” or don’t say it at all.
“On the up side…” When people hear this phrase, they know what’s coming: bad news with an attempt at comfort and possibly a poor attempt at humor. Don’t sugarcoat when you have something negative to communicate. Be forthright and honest, and you’ll always hold people’s trust.
“This is probably stupid, but…” Why would you qualify one of your thoughts as stupid? If it’s genuinely stupid, it’s better left unsaid. If it’s a question, just ask. And if it’s an off-the-wall idea, pitch it that way without calling it stupid.
When you’re in leadership, communication is one of the most important things you do. It’s how you convey information; just as important, it’s how you signal your credibility and strength. You can be honest and transparent without undermining yourself.
Lead From Within: Trust, credibility and respect all depend on effective communication.
#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 7 Common Phrases That Can Ruin Your Leadership Credibility appeared first on Lolly Daskal.
November 15, 2022
How To Lead More Effective Meetings and Get Better Results
Many of my executive clients complain that they spend all day in meetings, often with little to nothing to show for it. We’ve all been there, suffering from unproductive meetings that waste our time and energy. You may not be able to control other people’s meetings, but you can make sure that the ones you lead are worth attending.
This five-step plan will help you make your meetings more effective and more likely to yield better results. The next time you schedule a meeting, start by considering the Five P’s:
Purpose. Every meeting needs a purposeful agenda. Let people know what the meeting is about ahead of time and specify if they need to do anything ahead of time to prepare.
Preparation. Most of what makes a meeting successful is the advance preparation. Consider your purpose, specific action items, and points that need to be communicated or discussed. Ask yourself if a meeting is the best way to achieve the goals you’ve defined.
People. Make sure you have the right people in the room. Be thoughtful about who you invite. If you’re sharing information, include everyone who needs that information. If a decision needs to be made, include those providing input and everyone whose approval is required. But don’t over invite: once you’ve got everyone who truly needs to be there, stop. Let the meeting’s purpose dictate who needs to be there.
Process. As part of your planning, think about the specifics of how things will get done. What will be the order of information? What process will you follow? How will you clarify and capture the actions and decisions made during the meeting? Following up after the meeting is important too. Define accountabilities and next steps, and make sure everyone has an open task list and that the owners are clearly identified. Solidify agreed-upon timelines for resolving open issues. Once it’s all clearly defined, document everything in a follow-up email to the team. (Don’t forget to thank them for their time and effort.)
Progress. If you want your meetings to be effective, think in terms of progress. Progress is about results, and people should be accountable for honoring their share of the commitments that make up that progress. As things move from planning to reality, take time to celebrate accomplishments and achievements as part of the agenda. It’s also a good idea to check in and ask what’s working, what isn’t working, and why.
For all that people complain about meetings, they’re still one of the best ways to share information, gain consensus, assign accountability, and get things done. If you lead them poorly, they’re a big waste of time. But if you lead them well, your team will be on track to get the results they want.
Lead From Within: The most effective meetings are the ones where people get to show their competence and capabilities, so don’t let them go to waste. Lead effective meetings by following the Five P’s and see the difference.
#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 Lead More Effective Meetings and Get Better Results appeared first on Lolly Daskal.
November 8, 2022
4 Big Obstacles That Are Standing In The Way Of Your Team’s Greatness
As I coach leaders around the world and in all kinds of industries, I always find it fascinating to gather as much data as I can. One question I often ask my clients is “What are the obstacles you encounter in working to create a great team?” Here are the four barriers that are cited most often:
Corporate bureaucracy. Having to work around bureaucracy is one of the top issues I hear about from clients. Why does everything have to be so complicated? While many companies are turning to more flexible models, far too many are still being run as old-fashioned bureaucracies. It’s a structure that stifles creativity, innovation and motivation. It foster blind spots and dehumanizes an organization’s culture. Building a strong team in a bureaucracy is an uphill battle. Any time you’re able to advocate for adopting a more modern structure, give it your all. Meanwhile, you’ll have lots of opportunities to practice patience.
Lack of resources and talent. Many companies can’t properly manage their resources or their people. They don’t know which assets are available or best suited to the task at hand. As a result, resources and talent are spread too thin, causing projects to be understaffed and underequipped. The result? A system of inefficiencies that forces teams to put in longer hours to meet project goals, leading to burnout and frustration. Do what you can within your own team to make sure resources and people are well managed.
Lack of clear direction. Without clear direction and priorities, people don’t know what they should be doing. They aren’t sure what’s urgent or important, and without a big-picture view they end up jumping from one task and one crisis to another. As the leader of your team, you need clear direction from those above you so you can pass it along. If that isn’t happening, provide as much structure and information to your people as you can. A direction that energizes, orients, and engages them will be the foundation of their best work. Teams can’t be inspired if they don’t know what they’re working toward.
External market factors. Effective leaders know how to minimize discouragement and promote positive dynamics. But even the best can’t control market factors and other external issues. There will always be outside factors that impact your team’s work, but by working to build effective controls and a strategic approach you can empower them to bring their best in any situation.
At the bottom line, building a great team requires strategy. With careful planning, you can set the right direction, allocate the right resources and talent, and work as effectively as possible around the corporate and external factors you can’t control. Whatever the situation, your strong leadership can drive your team to deliver impactful success.
Lead from within: If you want a great team, eliminate the obstacles that get in their way, so they can stand in their greatness.
#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 Big Obstacles That Are Standing In The Way Of Your Team’s Greatness appeared first on Lolly Daskal.
November 1, 2022
10 Effective Ways To Encourage Your Employees To Speak Up
A recent study showed that only 1 percent of employees feel comfortable voicing concerns in their workplace. But knowledgeable team members who feel empowered to speak freely are one of the best sources of feedback you can find. Here are some of the things I tell my executive coaching clients about building an open, honest exchange with their team:
Start with an outsider. The beginning of this work is one of the rare times it’s better to hire an outside resource. Bringing in a third party to talk with people assures them that their replies will be anonymous, and it frees them to speak freely about management issues.
Encourage candor. Make sure people know that “We want to know what you think” isn’t just lip service. Let them know that you really do want to know, and that they have a role in creating positive change.
Listen to understand. When someone is voicing a concern, resist the temptation to respond defensively or jump in with suggestions. Keep quiet and focus on listening carefully. It takes some practice, but the simple act of listening is one of the best ways to encourage people to speak up.
Mind your body language. Our body language sometimes speaks louder than our words. When you’re listening to feedback, make sure your face, body, and voice all signal openness and understanding.
Encourage feedback in work groups. People who work closely together are usually relaxed and comfortable with one another. Encourage them to develop feedback in their work group meetings to help them speak their mind with more ease.
Treat feedback as a gift. Especially if what you hear isn’t what you’d wish for, remember that it’s still an important source of help. Honor it as the valuable gift that it is.
Keep conversation moving. In meetings where issues are under discussion, don’t let the usual one or two people dominate. Without pressuring anyone, encourage quieter employees to share their thoughts.
Don’t be afraid of silences. When I facilitate workshops for organizations, long silences are common. Don’t rush in to fill silence with words—even if it’s awkward, give people time to persuade themselves that it’s OK to speak.
Reward people for speaking honestly. Thank people for participating, and make sure your gratitude shows up officially in performance reviews. As people see that honest discussion is rewarded, they’ll be more likely to jump in.
Share information. Be sure to share back what you’re hearing. The more people see results from employee feedback, the more likely they will be to speak freely.
Employees withhold their voice because they think it won’t accomplish anything or fear damage to their own standing. It’s the leader’s job to show people their opinions will be taken seriously without consequences.
Lead From Within: Speaking up and telling the truth aren’t always easy, but leadership means creating a culture where people can always say what’s on their mind.
#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 Effective Ways To Encourage Your Employees To Speak Up appeared first on Lolly Daskal.
