Lolly Daskal's Blog, page 72

How to Get Along With a Leader You Don’t Like

There might be many reasons why you don’t like your boss. Maybe you’re more capable than they are but they were promoted over you. Maybe there is a mismatch in ethics and values, or just differing work styles. Whatever the issue, you have to deal with them every day while trying your best to advance your career under their management.

The good news (in a way) is that you’re not alone. Many people have trouble with their boss, so there will always be others whose experience you can learn from. Here are some of the top ways people manage working with a leader they dislike:

Be your best. In any difficult relationship, a good approach is to keep your head down and focus on yourself and what you need to do. Keep your conversations with your boss cordial and focused only on work.

Learn to depersonalize. Try to put your feelings about your boss into neutral. You’re going to have to deal with plenty of people in life you don’t like, and the ability to put those feelings aside is a good one. You don’t have to hang out, you just have to work together.

Don’t allow yourself to gripe or gossip. However you feel about your boss, have enough respect for them—and yourself—to abstain from gossiping or complaining. Unless you witness breaches of ethics or integrity, don’t talk with others about your boss except in the most professional terms.

Try to learn from the situation. Even the worst situations have something to teach us. If your boss handles a situation badly, ask yourself what you would have done differently. Be attentive and thoughtful.

Find your triggers. Take the time to think about what upsets you most about your boss. Then spend some time reflecting on why. Think about those qualities and how they play out in your own life so you can make sure you’re never guilty of the same behavior.

Work on yourself. Remember that your own imperfections may have a role in your relationship with your boss. Turn to people you trust for feedback about your strengths and weaknesses and advice about improving relationships.

Don’t be confrontational. Even if your boss is a truly toxic leader, research strongly indicates that confronting the situation directly usually fails. The best tactics are to view it objectively as a conflict situation, see what you can learn from it, and try to develop some common ground.

Take the big-picture view. Dedicate yourself to making the best of a bad situation and look for the positives. Remember that your career is still moving forward and will continue past your difficult boss. You’re where you are doing what you do for a reason.

Lead from within: If you stay focused on your why, you can survive almost any how.

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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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

The post How to Get Along With a Leader You Don’t Like appeared first on Lolly Daskal.

Why The Best Leaders Crave Feedback

A recent study finds that the best predictor of a high performance evaluation is self-awareness—the ability to seeing yourself as others see you. And the best predictor of a low evaluation is overrating your own leadership skills.

If you want to position yourself for success, you need to understand your strengths and weaknesses—to know where you excel and where you’re average or even a bit below. The best way to gain that knowledge is from others—which means learning to ask for honest feedback and receive it graciously is an essential skill. Here are some pointers in obtaining useful feedback and getting the most of it:

Make the ask. Most people are reluctant to give feedback, especially if it is negative, but the best leaders make a habit of asking for honest feedback. Explain that you’re seeking to build your self-knowledge and that feedback—positive or negative—will help you learn more about who you are and how other people experience you.

Ask those who know you best. The best people to provide accurate, genuinely helpful feedback are those who know you best, and especially those who have worked with you. They’ll be able to give you a clear snapshot of your strengths and weaknesses—both their first impression and their opinions that have developed over time.

Go to multiple sources. Make sure you request feedback from more than one source and spread your requests among the most diverse group possible. You’ll benefit from multiple perspectives and be able to confirm which opinions seem most prevalent. Never accept your own self-assessment until it’s been verified by at least two other people who know you.

Get past defensiveness. Self-knowledge is a critical key to success, and a defensive reaction to feedback takes away that key. Take a step back, follow the rules of good listening and validate what’s being said even if you disagree. Perceptions are important, and you have to learn how to accept feedback even if you feel it is not justified. It’s the only way to fix your blind spots.

Let go of denial. It’s hard to hear that you might not be good at something, especially something you considered a strength. The good news is that once you accept the reality of the situation, you can begin to take steps to change it. I always tell my clients, “What you don’t own ends up owning you.” So let go of denial, accept the feedback and work through whatever is keeping you playing small.

Don’t try to fix it alone. If you get consistent feedback about an area in which you need development and growth, don’t try to turn it around on your own. Find someone who can help you dig deeper and see around your blind spots. A coach can help you understand and overcome your leadership gaps so you can learn what’s getting between you and your potential.

The best leaders will always seek out feedback and value it as a gift. When you know better, you can do better.

Lead from within: Just as the unexamined life is not worth living, unexamined leadership is not worth pursuing.

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: iStockPhotos

The post Why The Best Leaders Crave Feedback appeared first on Lolly Daskal.

How to Coach a Struggling Employee

As a leader, you’re charged with looking after all the employees on your team—the ones who are doing well and the ones who are struggling. Most leaders are drawn to those who already excel at their job—it’s always gratifying to help a gifted colleague move ahead—but some of your most important work will be with those who are struggling.

Here are some steps to take when an employee is underperforming or experiencing problems at work:

identify the issue. Before you can come up with a plan for improvement, you need to back up and discover the root cause of the problem. When you do, you can understand the context of what’s happening and work together to develop solutions that will work over the long haul.

Communicate clearly. Telling someone they aren’t meeting expectations is bound to be an uncomfortable conversation. You can couch it in a positive light by remembering that as their leader, you’re responsible for their success, and you’re offering candid feedback to help them improve and become more self-aware.

Focus on facts. Getting negative feedback is never easy for anyone; people often take it personally and react defensively. To help prevent those reactions, focus on the facts by giving clear examples of times when the employee failed to meet the requirements of the job. Explain how these behaviors affect not just the rest of the team but also the employee’s own future—including promotions, recognition, raises or bonuses, and job security. Be compassionate and stay as positive as possible.

Work on a solution together. Don’t tell your struggling employee, “This is how it’s going to be.” Instead, work with them to come up with a solution together. Giving your employee a chance to take ownership of the situation is empowering and provides extra motivation for improvement.

Keep expectations clear. Make sure the employee understands what’s expected in the future. This step may take the form of a structured performance improvement plan that sets out what must change for the employee to remain part of the organization.

Praise efforts. Behavior responds to encouragement and rewards. It is important to give praise and recognition for the efforts the employee puts in as they work to move in the right direction. If the employee is improving, let them know their hard work is not going unnoticed.

Hire a coach. Many leaders have coaches themselves, and they know how useful a coaching relationship can be—especially one that brings in a point of view from outside the organization. A good coach can help the employee process situations from the past week to work toward better results in the future.

Follow up. Once you’ve formulated a plan, create a schedule for regular follow-ups to assess the employee’s progress and address any challenges that may have come up.

Lead from within: Great leadership is having the ability to facilitate movement in the needed direction and have people feel good about it, so that even a struggling employee can feel empowered.

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

The post How to Coach a Struggling Employee  appeared first on Lolly Daskal.

The Best Ways to Show Care To The People On Your Team

Studies confirm what common sense tells us: people who are feel cared for at work are more engaged and effective. They’re happier, more positive and productive, and less likely to leave. Caring for the people who report to you doesn’t just make you a better boss—it has a positive effect on your entire organization, including the bottom line.

Here are some proven ways to show you care:

Be accepting. When people tell you something, they’re often looking for understanding instead of answers. Try to listen without judging. Open your mind and make hearing their point of view your only goal, then let them know they were heard by repeating and summarizing what was said. Don’t offer advice or solutions unless you’re sure they want to hear them.

Be interested. Without being intrusive, make a point of talking with people on your team about things in their life that aren’t related to work. Get to know their hobbies and interests, the things they’re passionate about, how they like to spend their time. There’s a good chance that you’ll discover some points of connection.

Be a good listener. Too many bosses are marginal listeners. They may be action oriented, impatient or rushed, but they’re more apt to cut someone off mid-sentence or finish their thought for them than to truly listen. Whatever the reason, they come off as cold and uncaring. Always take the time to listen to your people.

Keep people informed. An important part of leadership is sharing the information people need to do their job well, to understand what’s happening in the organization and industry, and to maintain a broad perspective on the work their doing and its purpose. People who are well-informed feel valued.

Express concern. When someone comes to you with a problem, show sincere concern. Offer any assistance that’s appropriate, but make sure when you do you’re not taking over, stepping on their autonomy or questioning their ability to solve the problem themselves.

Show your appreciation. People work hard, and one of the best ways to show them you care is by simply expressing appreciation for the things they do. Whether it takes the form of a big celebration, a public shout-out, a personal note or even a quick “way to go” in the hallway, let people know you value their contribution to the team.

Provide opportunities. Finding new opportunities for your direct reports to grow and learn is a great way to show them that you have their back. Set up lunch-and-learn sessions, provide professional memberships and development opportunities, and pair people up for cross-training in a new area they’d like to learn more about.

Exhibit trust. Showing trust in your direct reports means you respect them and have faith in their judgment and work without micromanaging.

Lead from within: If you want to show the people on your team you care, make sure you are the best leader you can be and that those who report to you have everything they need to be 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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: istockphoto

The post The Best Ways to Show Care To The People On Your Team appeared first on Lolly Daskal.

How to Get Your Employees to Respect You

Many people—in particular, many leaders—think that respect is something other people owe them. But in truth, of course, respect must be earned. If you feel you aren’t getting the level of respect you’d like from those you’re leading, here are some strategies to help foster respect:

Be your authentic self. People can tell when someone is not being authentic, and they quickly lose respect. Be sure you’re bringing your genuine self and that you’re being transparent about who you are, because transparency breeds trust and trust leads to respect. Authenticity makes sure the respect you receive is grounded in who you are.

Give respect. Respect is a two-way street, and the best way to gain respect is to learn to give it. When you have respect for others you can be more effective in helping them grow and develop. In every relationship, treat others the way you would wish to be treated.

Practice self-awareness. Self-awareness can lead you to see the weaknesses you have in yourself, which in turn can lead you to have more compassion for others. And compassion bolsters respect. Self-awareness gives you the capacity to learn from your mistakes as well as your successes. It enables you to keep growing.

Find ways to help others grow. It doesn’t make sense to hire capable people and then tell them what to do and how to do it. The most highly respected leaders are those who help others grow and make space for them to flourish. The greatest success for leaders is helping others succeed.

Be vulnerable. There is a false belief that vulnerability in a leader shows weakness. On the contrary, admitting as a leader that you are human and you can make mistakes shows that you respect yourself and those around you enough to be honest. Vulnerability is the true strength.

Show appreciation for others. One of the easiest ways to earn respect is to show appreciation and recognition for those who work hard and put in a strong effort. Conversely, one of the fastest ways to lose respect is to withhold appreciation and praise.

Be consistent in word and deed. if you say one thing and do something else, it’s easy for others to lose respect for you. The most respected leaders are reliable in what they say and do. They’re trustworthy and consistent in every setting, in every group of people.

Communicate often. People want to be communicated with—they want to know what’s happening, especially where their livelihood is concerned—and they will respect you and make time to listen if you are faithful in providing frequent updates and feedback. When leaders fail to communicate, people get frustrated and lose respect.

Learn to respect yourself. Before you can give something, you must own it yourself. You need to learn to respect yourself before you can expect others to respect you. Respect yourself and those around you, and they will respect you in turn.

Bottom line, if you want your employees to trust you, you need to first understand yourself and then show them respect, communicating honestly and demonstrating that you’re worthy of their trust.

Lead from within: How people treat other people is often a direct reflection of how they feel about themselves.

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: istockphoto

The post How to Get Your Employees to Respect You appeared first on Lolly Daskal.

The Best Way to Become an Approachable Leader

Being an effective leader means putting others at ease, because when people feel comfortable they perform at their best. That means building a rapport, listening, sharing, and understanding others—in short, being accessible and approachable. Here are some techniques that can help you become a more approachable leader:

Initiate. As the leader, being approachable has to start with you. You have to put out your hand first, you have to make eye contact first, you have to ask the questions first. You have to make the first move so people feel comfortable with you.

Do some drive-bys. To build the connections that allow people to think of you as approachable, take time every day to stop at a desk or two and check in to see how the person is doing. Ask about their family or pets or interests. The whole idea is not to talk about work but to show that you care about them as a person.

Give people your full attention. Being available with your full attention demonstrates that you’re involved and interested in those around you, making it easier for them to come to you—both in good times and when problems arise. Don’t try to multitask when a person is standing in front of you. Show them that they have your complete attention, whether they’re telling you about their weekend or explaining a serious work-related issue.

Share information. Approachable leaders share information—and they get more information in return, along with loyalty and trust. When leaders confide in their team and invite others to respond in turn, they gain important insights. People feel valued and truly part of a team, and they respond with engagement and energy.

Become a good listener. Approachable leaders are good listeners. They listen without interrupting, they ask clarifying questions and they don’t judge instantly. They listen to understand. Then they restate what is being said to show they hear and understand, with questions to fill in any gaps. They don’t necessarily offer advice or try to fix situations that don’t require their involvement. Their focus is on hearing, understanding and connecting.

Give your time. You never want to come across as a leader who doesn’t have the time for their people. At work and in life, make sure every day you make time for the people and things that are most important to you. Even if you’re the busiest person in the world, order your days so those around you know that you will always have time for them.

There will always be some degree of separation between the leader, boss or manager and those who work for them. But making honest everyday efforts to bridge that divide will help you earn a reputation as a great leader.

Lead from within: People are most likely to resonate with a leader who feels like someone at their level but with the power to make their jobs easier and more 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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

The post The Best Way to Become an Approachable Leader appeared first on Lolly Daskal.

How Do the Best Leaders Avoid Miscommunication

Being able to communicate effectively is perhaps the most important of all leadership skills. It is what enables us to pass information to other people and to understand what is being said to us, the foundation of productivity and strong relationships.

It was Dale Carnegie who stated, in How to Win Friends and Influence People, that 90 percent of all management problems are caused by miscommunication. Here are some of the ways the best leaders avoid miscommunication:

They listen to understand. People want to know they’re being heard. The best leaders take care to really listen to what the other person is saying instead of thinking about their own response. They are constantly asking for clarification to avoid misunderstandings. Taking the trouble to build understanding lets the person you’re speaking with know that you’re taking them seriously.

They think before they speak. The best leaders are good at pausing before they speak instead of saying the first thing that comes to mind. They take a moment to think things through, paying close attention to what they say and how they say it. If you adopt only one habit to improve your communication skills, this is the one to choose.

They know their audience: To communicate effectively, it is important to first know who it is you’re speaking to. The best leaders understand that each listener is different—whether it’s an individual or a group—and make sure to consider their background, expectations and cultural norms before they speak. Even difficult messages are better received when they’re delivered in a way that’s focused on the recipient.

They treat everyone equally. The best leaders never talk down to anyone but treat everyone with the same respect. No one will want to hear from you if you seem to be holding yourself above them, but communication opens up when you treat everyone as equals.

They manage their tone. Communication is far more difficult if you let your emotions go unchecked. The best leaders know how to manage their emotions in times of anger, sorrow, fear and joy. They may express emotion in their words and nonverbally, but they do so appropriately, maintaining a tone of confidence and calmness.

They’re attentive. Much of the power of communication lies not with what we say but with how we say it. The best leaders adopt the practice of listening more than they speak, and they’re attentive to the person who is in front of them. Your full presence is among the most important gifts you can give. And the more attuned you are to what others are saying, the more precise you can be in your response.

They maintain a positive attitude. The best leaders make a concerted effort to always have a positive attitude. When you communicate with positivity, people will generally respond in the same way. Whatever you send out as a leader is usually returned to you, so own the power of contagious positivity.

Communicating effectively is a skill you can practice and develop once you’ve learned the basic techniques. If you want to be your best as a leader, learn to be your best as a communicator.

Lead from within: The best leaders grow by constantly practicing their communication skills, because communication make us who we are.

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: istockphoto

The post How Do the Best Leaders Avoid Miscommunication appeared first on Lolly Daskal.

The Skills You Need to Be a Successful Leader

The foundation of successful leadership is a set of specific skills. You may have earned a leadership position through a combination of knowledge, aptitude and hard work, but once you get there you need new skills and attributes as well. Here are some of the most important:

Security in yourself. Leading others is sometimes daunting, and it leaves you open to new levels of scrutiny and criticism. As a leader, you need to know who you are and be confident in yourself. Accept that you won’t please everyone and be prepared to take it in stride when people disagree .

Knowing when to take a stand. Every leader experiences moments when they have what feels like a great idea but the tides are against them. You need to be able to stand firm in your judgment and trust your own sense of direction, balanced with the humility to consider the opinions and those around you.

Getting people to buy into your leadership. Some people will respect you automatically as a leader; others may not be as welcoming. Some may even try to sabotage your leadership. Gain trust by committing to honesty and transparency, by stating clear expectations and goals, and by welcoming all ideas.

Managing your emotions. A leader who cannot manage their emotions well can wreak havoc on an organization, seriously damaging employee morale, retention and ultimately the bottom line. Every reaction you display as a leader–positive or negative–has the potential to influence the success of your team and organization.

Being philosophical about failure. Research says that successful leaders have made more mistakes in their careers than the people they were promoted over. Anything worth doing takes repeated effort, and failure is part of the process. You became a leader because you had the guts and smarts to lead, not because you’re  always right.

Learning to follow. Great leaders must be followers too. Becoming the a great leader means developing the leadership skills of those on your team, and that sometimes means putting a subordinate in charge of a project, supporting them while giving them room to succeed (or fail and then succeed) on their own.

Managing crisis leadership. During a crisis people are most in need of strong leadership and most appreciative to have it. Prepare in advance for every crisis that can hit, from a data breach to a natural disaster to an industry-wide downturn, so you can provide direction and respond in a timely and organized manner.

Embracing your leadership presence. To be a successful leader you need to learn how to lead with presence. That means developing the ability to take command of a room, to assume a leadership role in a variety of groups and settings, to share your thoughts and opinions with confidence, and to communicate persuasively, striking a balance between speaking and listening.

Lead from within: To be a successful leader you must have the skills to lead. Develop them now and they will serve you well throughout your career.

 

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: istockphoto

The post The Skills You Need to Be a Successful Leader appeared first on Lolly Daskal.

How to Prevent A Bad Hire For Your Great Company

Bad hires are expensive. They take up staff time and may sour relationships with customers or clients. Replacing them means the expenses of recruiting and onboarding their replacement. The alternative—shuffling them from one position to another—brings even more problems. With enough bad hires floating around, great organizations quickly become mediocre.

Here are some of the top ways to make sure your hiring practices bring in skilled people who fit well within your organization and team:

Don’t rush. The most important way to prevent a bad hire is to take your time. In a recent CareerBuilder study, 43 percent of respondents said they had made a bad hire because they needed to fill a position quickly. Even if an open position is taxing your team’s resources in the short run, weigh that factor against the overall morale, culture and productivity of the organization. Don’t hire until you are sure you have the right candidate.

Know what you want. Have a clear understanding of the position’s responsibilities and cultural fit, and make sure they’re communicated clearly. At every step—from the job description through the interview process, be up front about the role and the organization’s values.

Ask smart questions. Formulate questions ahead of time that explore ability, potential and fit and that will give you key insights into how well each candidate fits within the position and team. Elon Musk routinely asks interviewees to recall a problem they solved and explain how they arrived at each step along the way. The more detailed the answer, Elon explains, the more it shows that they really thought through the problem.

Look for the right person, not just the right skills. Companies committed to good hiring practices emphasize personality, cultural fit, and diversity. Ask your current employees how best to attract candidates with passion and initiative—those with the willingness to learn, to ask questions and figure things out.

Assess skills. Include a sample task or skills test in the hiring process. These assessments not only ensure that candidates actually possess the skills they claim to have but also help them gain a more detailed understanding of the work they’ll be doing.

Look at the long term. The best hiring decisions are not short-sighted. Beyond considering what a candidate can do now, foster long-term stability by looking at the potential they bring for advancement and growth within the company.

Include subject-matter experts on hiring teams. Especially for critical positions that require technical proficiency, involve subject-matter experts who can ask specific questions to determine the potential hire’s knowledge and skills. Bring in an outside resource if necessary, especially for critical roles.

Always check references. This is a critical step, but some recruitment processes fail to follow through. You can learn a lot from reference checking, and it’s important to listen to what is being said and how it is said.

The good news is that getting the hiring process right isn’t that difficult. Even if you have struggled in the past, take comfort in knowing it’s a skill you can learn.

Lead from within: Organizations that make the investment to best practices in recruitment and hiring gain the best people.

 

#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.

buy now

 

Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: istockphoto

The post How to Prevent A Bad Hire For Your Great Company appeared first on Lolly Daskal.

Why Do The Best Leaders Downplay Pressure

All leaders feel pressure. You may experience it by just showing up at work, by sitting in a million meetings a day, by feeling that you’re constantly in problem-solving mode, by juggling the day-to-day demands of management. There is always something to fret or worry about, always something that is urgent. Unmanaged, pressure can leave you feeling ready to burst.

As an executive coach who works with prominent leaders in their respective industries, I see the pressure many people constantly live under—as well as its consequences. A few years ago, when one of my clients told me how the constant anxiety of his job was truly getting the best of him, I made a simple suggestion: if you cannot change the situation you must change your mindset about the situation.

Instead of looking at everything as a problem, I told him, look at situations as opportunities. Instead of taking everything so seriously, look for situations you can have some fun with. This mindset shift was a game changer for him.

When you cultivate the ability to downplay pressure, you reap significant benefits:

Lowered stress. When you feel pressured you feel trapped, and when you feel trapped you experience physical responses that are harmful to your body and mind. The best leaders understand that when they defuse pressure, they lower their own damaging stress responses and those of everyone on their team.

Improved focus. Sometimes when pressure is intense it can make you feel that you are literally spinning out of control. Great leaders know that by reducing external pressure they can cultivate a sense of internal calm. They teach their people to eliminate distractions and remove unnecessary diversions, helping to keep them calm, focused and productive.

Increased courage. When you’re in leadership, big decisions are an everyday part of your job—and big decisions require courage. Often it’s this ability to take a courageous risk that makes a difference between good enough and greatness—and stress may make you more likely to shy away. Great leaders intuitively understand that when you downplay stress you can allow yourself to feel bold, which in turn helps you embolden their team to do great things.

We all experience pressure—not only leaders but workers at every level. But if you can follow the example of great leaders and learn to downplay the pressure, you and your team can better cultivate the skills you need to be successful. It’s a best practice that all of us can use.

Lead from within: The greatest leaders downplay pressure to up play success.

 

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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.

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Additional Reading you might enjoy:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

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