Lolly Daskal's Blog, page 75

7 Quick Ways to Make Your Employees Happy at Work

We all want our employees to be happy at work. But there are days when nothing seems to be going well and everything seems to be going wrong. Every leader has to guide their teams through off days and bad weeks, and sometimes through more serious long-term difficulties.

What we do in those circumstances as a leader matters greatly. Here are some of the most effective steps you can take:

Lend a listening ear. A lot of people do a lot of talking, but not nearly as many are listening. Listen to people when they speak, and don’t automatically respond. Allow people to express themselves—give them the time and attention they need to vent, speak and express what is on their mind. The best way to motivate people is to let them know you hear them.

Give compliments. The quickest way to make your employees happy at work is by giving them a sincere compliment about a recent accomplishment. A lot of us tend to take things for granted. Be generous with compliments— be sure you let people know how much their time and effort mean to you.

Invest in people. There are all kinds of ways to invest in your employees. You can offer them time off to study, take a course or learn a new skill; you can hire them a coach; you can send them to a conference or retreat. Investing in your employees pays off twice, because they learn something new (which they can often pass along to others on the team) and because it shows you believe in them.

Express gratitude. The employees who thrive at work are the ones who know their contributions have meaning and are making a difference. When a leader expresses gratitude for the ways their work matters, employees stay engaged and excited. Always, always thank your employees. What may feel like a small word or gesture of gratitude to you may be much more significant to the one who receives it.

Offer encouragement. There will always be tasks to complete and actions to take and stress to be had. The best thing you can do as a leader is to let people know you believe in them. A word of encouragement during a failure means more than an hour of praise after a success.

Celebrate wins. The best leaders understand the importance of celebrating wins—large and small. The more you praise and celebrate the wins, the more there wins there are to celebrate.

Provide support. More than half of people who leave their jobs do so because of their relationship with their boss. Smart leaders make sure to provide support, guidance, and coaching and to challenge people. They understand that to truly support someone means not just reaching out a hand but extending an arm. When you help others achieve their goals, you’re achieving as well.

There’s no end to the things you can do to help keep your employees happy at work. The better you get to know your team, the better you can find the things that work for them. But with any team and circumstance, these suggestions are a good place to start.

Lead from within: Focus your attention on your people and watch your employees be happier and more productive, engaged and enthusiastic about themselves and the work they do.

 

#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 7 Quick Ways to Make Your Employees Happy at Work appeared first on Lolly Daskal.

The One Skill That Will Make You a Successful Leader

He was a smart leader, but he wasn’t respected by many people in his organization. I was brought in to coach him and found him to be reluctant and aggressive. Our first couple of conversations were not merely unpleasant but downright hostile.

I knew if I was going to connect with this man I would have to be very straightforward. I told him, “You think you don’t need me, and I hear you—but if you keep doing what you’re doing, you’ll be out of a job within six months.”

He was silent. I continued, “A leader needs followers, and right now no one wants to work for you or with you.”

My frankness surprised him. And then he surprised me by quietly asking, “What do I have to do to become a leader that people follow?”

We started with the one leadership skill that’s often overlooked but fundamental to success. It’s a simple principle, especially when it comes to leadership—to be open no matter what. Here’s what it looks like in action:

When people speak to you, listen to understand. Everyone worries about being well spoken, but few people truly listen. Learn how to focus in and listen.

When people say something, express curiosity. Approached with a new idea, most leaders are quick to give their thoughts or opinions. But great leaders pause and want to know more. They’re curious enough to always be open to something new.

When people make statements, ask questions. Move in a level deeper and ask lots of questions. You’ll be more informed and build stronger connections.

When people share ideas, show interest. It’s amazing how much people will value you for the simple act of being interested and attentive to their ideas.

When people say something you disagree with, don’t judge. We all have biases. If you catch yourself judging something out of hand, stop and open up enough to examine what’s really being said and what lies beneath it.

When others are prideful, be humble. We all know people who are egotistical and prideful of what they do, who seek attention wherever they go. Let them be who they are, but remember for yourself that humility and modesty demonstrate respect for others and will take you far.

When people feel discouraged, empower them. Instead of further demoralizing your team when they’re down, give them back their power. Make them feel they are capable of doing the impossible and let them know you believe in them.

When people go the extra mile, recognize them. Sometimes even extraordinary effort goes unnoticed. Make sure you recognize not only successes but also perseverance and imagination and courage.

When people work hard, be appreciative. Most people genuinely want to please their leaders, and there are many who work quietly but do more than their colleagues standing closer to the spotlight. Public appreciation and praise will go far toward keeping anyone motivated.

If you want to succeed, you must put this skill to work. For my client, that meant challenging himself and turning it into a habit, so for the next 30 days he worked on making sure that every interaction led people to feel good about themselves.

Thirty days later he was a leader with a purpose, committed to staying open, because he saw a change in himself and in how others treated him.

He had become a leader with followers—followers who were now learning to respect him

Lead from within: There are many leadership skills, but there is one that can lead you to be the leader you want to become. Staying open can have a huge impact, not only on yourself but also on those you lead.

 

 

#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 One Skill That Will Make You a Successful Leader appeared first on Lolly Daskal.

12 Mistakes to Avoid in Difficult Conversations

Sometimes a difficult conversation needs to happen. But even when the signs are all there, we may avoid them because we’re fearful of the outcome. Meanwhile, something remains askew because of our reluctance to address it.

With preparation and practice, however, you can be more confident in addressing a difficult issue. To help you get started, here are 10 mistakes to avoid:

Shying away from disagreement. Many people are conflict averse. But what if you view disagreement not as conflict but as an opportunity to explore a different perspective? Lean into those conversations and try to understand the other side by exploring and questioning. Then look for the common ground where a solution can grow.

Letting your emotions rule your behavior. If a difficult conversation needs to happen, leave any anger, frustration or irritation you may be feeling out of the dialogue. If necessary, find a way to express and release your feelings ahead of time—but make sure you can calm yourself down before the conversation occurs.

Pushing your views onto others. The last thing you want to do is force your agenda, thoughts and point of view on others, because that will only create something to push back against. Shift your focus to understanding the conflict, and you will find the other person will likely be much more open to your perspective.

Not saying what you mean to say. If you’re inconsistent in the things you voice and do, trust will be eroded and difficult conversations will become even more difficult. If you want dialogues instead of monologues, make sure you’re a leader that people can count on.

Taking others’ behavior personally. If you take things personally andcannot separate the person from the behavior, you’ll have a hard time understanding and addressing their priorities. Remember, at the core it’s about them, not you.

Falling into a combative dialogue. Don’t let conversations turn into a zero-sum game with a winner and a loser. Combativeness will defeat any attempt to find middle ground; instead it will keep you both stuck where you were at the start.

Getting caught up in the tone rather than the content. Some people are disrespectful in their delivery of a message, and often they are unaware of the negative impact of their tone. If that happens, make it a point to focus on the content of the message instead of the tone.

Speaking aggressively. An aggressive stance makes a difficult conversation even harder, putting off the other person or even shutting them down altogether. Learn to keep your tone neutral and to simply state what you want. With practice, you can learn to focus on the outcome.

Making assumptions about the situation. We all make assumptions. In a difficult conversation, an optimist will assume that any disagreement is just a misunderstanding between two well-intentioned people. A pessimist, on the other hand, may feel it’s an attack. Be aware of your own biases and limits going in.

Losing sight of the objective. The key in any tough talk is to always keep sight of the objective. Doing so will help keep the conversation on track. When you stick to your goals, you can push through any conversation without getting lost.

Catching people off guard. Never catch people off guard—it makes them uncomfortable. When disagreements flare, make it a point to connect. You’ll be more likely to navigate to a productive outcome and emerge with your relationship intact.

Avoiding feedback. If people want to share with you what they are feeling and thinking, listen. Tuning out necessary feedback can make it harder to connect and communicate, making the conversation even more difficult.

Most people try to avoid difficult conversations because they worry about damaging a relationship. But often these conversations make relationships stronger, because the best relationships are those in which you can share all your views, even the hard ones.

Lead from within: Difficult conversations requires skill, but avoiding them is costly.

 

#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 12 Mistakes to Avoid in Difficult Conversations appeared first on Lolly Daskal.

7 Important Tips to Help You Focus on Your Work

Do you find it hard to focus on your work? If so, you’re far from alone. It’s important to stay focused and distraction-free, but that’s especially difficult with multiple projects in play and a steady stream of emails, phone calls and petty tasks constantly beckoning.

Focusing at work is like going to the gym every day—it’s largely a matter of building good habits. Here are some tips to help you get started:

Planning. Staying focused starts with planning ahead, and it begins the night before. Before you go to bed email yourself at least three goals for tomorrow. The next day you will have them to start your day off right. Planning ahead helps you focus on what you need.

Batching. If you have small tasks on your to-do list, you may be tempted to work on several at once—in other words, to multitask. It’s nice to think you can work more efficiently by doing more than one thing at a time. In reality, though, every time you change or switch tasks, your brain takes time to re-focus, making it harder to accomplish the things you need to do.

Chunking. Large, complex tasks are typically hard to get done all at once. Try breaking up larger tasks into smaller chunks and setting mini-deadlines for each chunk. Think of your mini-deadlines as checkpoints to keep yourself accountable.

Scheduling. The best way to stay on task is to make a list of things to do, set priorities and create a schedule. Once you know your personal and professional tasks are accounted for on your schedule, you can free yourself from the nagging feeling that you’re forgetting to do something.

Blocking. Block out any distractions that keep you from being focused; avoid the things that interrupt you. Build in specific times to answer emails, phone calls and texts so you aren’t constantly checking in. If you find that you’re constantly drawn to email, the web, or social media, block them for periods of time.

Tracking. Time is the one resource that cannot be replenished, and tracking how much time you spend on what each day will clue you in to the things that are getting more than their share. Technology makes tracking your time easier than ever.

Customizing. For maximum efficiency, customize your approach to managing tasks and projects. Some people organize assignments according to the order in which they are due, while others tackle tasks in order of difficulty. Consider the time of day your energy is highest and schedule your most challenging and visible work then. Consider the ways you work best and implement them to improve your focus.

Lead from within: If you have trouble staying focused at work, there are steps you can take to minimize distraction and maximize your effectiveness.

 

#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 7 Important Tips to Help You Focus on Your Work appeared first on Lolly Daskal.

The Best Survival Guide for A Toxic Workplace

A toxic workplace culture—in any type of organization and industry—can take a toll on your mental health, and in time even your physical health. If you’re enmeshed in a toxic culture you may feel you don’t have many options, but there are ways to survive with your health and outlook intact. Here are some of the best:

Maintain clear boundaries. Be clear about what is acceptable to you and what is not. Your personal barometer of right and wrong will help you survive when others may be engaging in negative or unethical behavior. Learn to say no and mean it.

Build connections with trusted co-workers. One of the most important resources you can have in a toxic workplace is a small group—or even one other person—you can turn to for mutual trust, support, and occasional venting.

Remain positive. You may not be able to change a lot of things at work, but you’re always in control of your own mindset and attitude. Tune out the negativity as much as possible and learn to stay calm and centered when trouble is swirling around you.

Avoid drama. It’s easy to be drawn into workplace drama. But it’s important for your own peace of mind and integrity to avoid getting involved—just excuse yourself from any conversation that starts to go in that direction. In time people will know that you don’t engage.

Give yourself a break. Think of ways to give yourself a break or a reward. It could be engaging in a creative outlet outside work, picking up a new hobby, connecting with friends, working out at the gym or simply taking a walk. Anything that can steer your mind in a better direction for a while will do you good.

Stay focused on the job at hand. Don’t let your workplace environment distract you from focusing on your work. Shut everyone out, put your head down and do your best work instead of participating in the toxic behavior that is going on around you.

Learn to let things go. Being surrounded by negativity on a daily basis can very quickly get you down. That’s why it is so important to let things go as they arise. Detach from bad situations and remain impervious to petty criticisms and barbs that may come your way—remember, they say more about the people originating them than about you. The more you let things affect you, the harder it will be for you to get through the day.

Leave work issues behind when you leave. Don’t carry your workplace mood back home with you. Get your mind off work-related things as soon as you leave, and take advantage of a chance to focus on the people and things that bring you happiness.

When you deal with toxicity in healthy ways, you aren’t just helping yourself—you’re modeling positive behavior to the people around you, and in time the momentum may shift in a better direction. On the other hand, if you try everything you can and nothing is working, the best solution may be to find a new workplace.

Lead From Within: Keep yourself healthy and strong even in a toxic culture. Learn to be good to yourself, even if that means saying goodbye and moving 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.

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 Survival Guide for A Toxic Workplace appeared first on Lolly Daskal.

This is What Makes the Introverted Leader So Successful

Leadership is a practice that often involves constant stimulation, socializing and communicating, all at a fast pace. It sounds like the last profession an introvert would want to pursue or would be successful in. But I have coached some exceptional introverted leaders to leverage the supposed weaknesses of their introversion into leadership strengths.

The process of taking the traits you consider a weakness and repurposing them as strengths is a not an easy one, but it can create formidable leadership. Here are some of the ways that leaders leverage introversion:

The quieter they are, the more they hear. Because most leaders are extroverts, they tend to do a lot of talking. But introverted leaders are great listeners, with a strong ability to concentrate and block out distractions. They’re able to listen between the words and dig deep into what people really mean when they speak—especially those who may not be comfortable speaking honestly. Listening is the core skill of communication, and introvert leaders create strong bonds through their ability to listen.

The more restrained they are, the smarter they appear to be. Have you ever noticed that in meetings it’s rarely the loudest or most talkative person in the room who makes the most sense? It’s the quiet ones, the ones who show restraint, who come off as the most intelligent. Leaders who can monitor and control themselves are most effective leaders. Power lies in restraint.

The more reflective they become, the deeper their thinking. Extroverted leaders often process information by speaking their thoughts out loud, but an introvert takes time to process information before they speak. They don’t jump to conclusions and they have the advantage of being more responsive than reactive. When you can slow down your thinking, your responses become deeper and your ideas more effective.

The louder things get, the more silent they become. Silence is awkward for many of us, but introverted leaders are comfortable being silent no matter what’s going on around them. They don’t need to participate in every activity or fill silence with noise—they’re content to quietly observe. When they do speak, the volume may be low but the value is likely to be high.

The more dominant others are, the more subdued they become. People often think leadership is about being assertive and dominant and authoritative, but that approach usually alienates people, It is the subdued, humble leaders that people most admire. Introverts have a natural tendency to draw people to them and tend to engage in more meaningful relationships compared to extroverts. An introvert doesn’t try to overshadow others, so they naturally elicit trust when developing relationships and creating connections.

Extroverts may be chosen more often for leadership roles, but that doesn’t mean that introverts don’t make great leaders.

Lead from within: In a world where outgoing social people are seen as more confident and capable, it’s the ones able to identify their people’s needs and plan more carefully who will make better, stronger and ultimately more influential leaders.

 

#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 This is What Makes the Introverted Leader So Successful appeared first on Lolly Daskal.

7 Important Habits of Leaders Who Know How to Listen

Great leaders must be effective communicators. That means they have to know how to speak and write clearly—and it also means they also have to know how to listen. Most of us don’t think of listening as a communication skill, but it’s one of the most important. The best leaders are skilled at listening—here’s how they do it:

They listen with full attention. Most people like to speak, but it’s far more rewarding to listen with your full attention. You retain more, and people talk more—because the sincerest form of respect is actually listening to what another has to say.

They listen to learn. In most exchanges, people simply react to the latest comment — a logical and often effective approach. But the best leaders are listening to learn. They don’t track conversations as a back-and-forth but as a path to new information. Listening, learning and putting into practice what you’ve learned will always be the best way to build success.

They listen to understand. Most people listen with the intent to reply in the front of their mind. But true leaders know that in order to empathize and connect with others, you have to first understand them, and that understanding comes from good listening.

They listen without interrupting. Most leaders have a genuine desire to be helpful, so it’s always tempting to chime in when someone’s speaking. But when you jump in to be helpful, you’re actually robbing them of the chance to fully express themselves and solve the problem on their own. Instead of rushing to respond when someone else speaks, try to zero in on what they’re actually saying. You can always offer help later if it’s still needed.

They listen to form connections. The best listeners have developed their ability to hear and form connections—and then articulate the connecting points. When you listen and you are able to form connections with what is being spoken, you’ll find you’re well prepared to help people put their thoughts in context and decide what to do next.

They listen without needing to reply. If you want to be known as a great communicator, you have to learn how to listen without thinking about your reply. As the old saying goes, we have two ears and one tongue. Focus entirely on understanding what’s being said.

They listen to silence. Sometimes the most important thing in communication is hearing what isn’t said. Listen for awkward pauses, omissions, hesitation. When you do, you’ll become aware of things you haven’t heard before..

The most successful people I know are the ones who do more listening than talking. Great communication is more about hearing others than it is about being heard yourself.

Lead from within: When you really listen well, you’ll be able to engage more deeply with your team, colleagues and customers, and that is the sign of great leadership.

 

#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 7 Important Habits of Leaders Who Know How to Listen appeared first on Lolly Daskal.

6 Reasons Your Best Employees Can Lose Their Motivation

Employees require a certain amount of energy and motivation to be engaged and feel fully committed at the workplace.

According to a recent study of 1.2 employees at 52 organizations, most of them Fortune 1000 companies, there’s cause for concern. Most employees start out with high levels of engagement and enthusiasm, the study finds. But after six months on the job, their morale declines sharply—and it continues to deteriorate for years.

If you’re losing good employees to apathy and disengagement, it’s critical that you regain their enthusiasm. Otherwise, you stand to lose your best people—the ones who will always have options—as they head for your competitors, leaving you with the dregs.

Poor employee engagement and retention are leadership issues, and it takes leadership to fix them. And that process begins with knowing what employees need that they aren’t getting. Here are some of the most common issues:

Lack of autonomy If your smartest and most talented employees are not allowed to make decisions on their own, if everything has to be decided from top down, they’ll quickly lose their motivation. Empower them to make decisions and have faith in their judgment.

Lack of professional development. Opportunities for learning and development are an instant boost to employee motivation—especially among the best. Employees like to feel that they’re are expanding and refining their skills. Providing opportunities for people to attain new knowledge and share it with others is one of the best ways to revitalize a stagnant workplace.

Unrealistic workloads. It’s important to keep expectations and demands reasonable. If your employees feel pressured to work longer, stay later, and work most weekends, they will soon become disillusioned, stressed and lacking in motivation. On the other hand, an employee whose workload is too light or not varied enough may quickly lose interest. Set reasonable, realistic expectations and check in from time to time to make sure workloads are still where they should be.

Lack of flexibility. If your workplace doesn’t honor work-life balance, even the most enthusiastic employees will burn out before you know it. Encourage time off, flexible work options and other solutions to keep employees happy and focused.

Lack of communication. Communicate to your employees, and do it often. Because not only does clear communication throughout the organization make for an efficient workplace, it also has a major impact on employee morale and confidence.

Feeling undervalued. An employee who feels that their efforts are not recognized or appreciated will soon begin to lose energy and commitment. That’s why it’s so important to celebrate successes and give credit where it’s due. Try to make sure that every achievement and effort is rewarded, even if it’s just with a simple thank you.

Leaders are often surprised that their best employees are demotivated—and even more surprised when they leave—but if the issues listed above aren’t being handled well, it’s only to be expected.

The signs are always there when there’s a problem; the questions for you as a leader is whether you’re watching and what you’re going to do about it.

Lead from within: To retain and keep your best employees, do what it takes to keep them motivated and inspired.

 

 

#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 6 Reasons Your Best Employees Can Lose Their Motivation appeared first on Lolly Daskal.

Things Every Courageous Leader Knows (That Most Ignore)

Courage is a trait that seems to be in short supply these days, in leadership and elsewhere. People are looking for the kind of bold confident leaders we’ve seen throughout history—leaders who spoke up and stepped forward, who took the risks of true leadership when radical change was required.

Whether you’re in politics, business, education, or any other field, at the top of the ladder or working your way up, you will encounter situations that demand your courage. It won’t be easy. Courageous leadership requires strong principles and tremendous tenacity.

If you have what it takes to be a courageous leader, here are the things you need to do:

Confront reality head on. Take off your rose-colored glasses and face what is actually going on. Get the facts, because only when you know what really happening can you lead the situation into a more successful, effective place.

Allow for failure. Courageous leadership is open to bold new ideas—which means you have to allow for mistakes. The road to success is almost always paved with failures, so allow yourself to fail—and encourage your team to fail as well—so you can learn and grow from the experience.

Say what needs to be said. I cannot tell you how many times I’ve heard someone say, “I wish I had the courage to say what I want to say.” I always respond by saying, “Give it a try.” Be bold and say what needs to be said.

Encourage people to think for themselves. Many leaders have good ideas and enjoy sharing their wisdom with others, but it’s the courageous leader who encourages people to think for themselves and who listens to their thoughts.

Hold yourself accountable. Let people know they can count on you. Accountability means you take on responsibility, deliver on commitments, and own up to your own mistakes and limits. When you hold yourself accountable, you model that behavior to those around you and help establish a culture where it’s the norm.

Make decisions and move forward. Far too many environments foster a fearful approach to making decisions, but nothing great ever came out of fear. Express courageous leadership by encouraging decisive action that keeps things moving forward. Avoid the “paralysis of analysis.”

Stay on course even when it gets tough. Especially if you’re taking bold actions and encouraging risks, you’ll eventually bump into the challenges of tough situations. When you fall, get back up. When you fail, try again. Tenacity is a huge component of courage.

Give credit to those who deserve it. Be the courageous leader who isn’t fearful to take less of the credit and give the lion’s share to those who deserve it.

If it’s your wish to be a leader who wants to change the world, leave a mark, make a difference, you need to start now to mold yourself into a courageous leader. Find and nurture the qualities that make you brave and bold. Courage isn’t inborn; it’s learned.

Lead from within: The natural response when people say we need a courageous leader is to run from the notion, but life’s greatest leaps occur when we resist the impulse to run.

#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 Things Every Courageous Leader Knows (That Most Ignore) appeared first on Lolly Daskal.

How to Immediately Spot a Bad Leader

As the old saying goes, sitting in a garage doesn’t make you a car. And sitting in an office with a leadership title on the door doesn’t make you a leader—or at least not a good one.

Most organizations have at least a few bad leaders. Maybe they weren’t prepared to take on a leadership role, or they’re temperamentally unsuited to leadership, Maybe they had bad models to emulate. Or maybe they just don’t care.

Whatever the cause, you don’t have to look too deep or too far to spot them, because there are traits that almost all bad leaders display on a daily basis. If a leader in your organization exhibits any of these traits, be on alert. Bad leadership doesn’t just affect people who are directly on that person’s team; it carries over and eventually can poison an entire organization.

The egotistical leader. If you’ve ever been around a self-centered leader, you already know how skilled they are at making everything about themselves. A leader who doesn’t understand the concept of putting the mission and the team above themselves will never gain the confidence, loyalty and trust of those they lead.

The leader who relies on fear. Many leaders actually pride themselves on leading by creating a culture of fear. They believe that fear will get people to listen to them as a leader—but fear is a sign of weakness, not strength. And the price for being feared is that you’re not respected.

The leader who avoids conflict. Conflict happens in the workplace all the time, and when a leader avoids conflict in hopes that it will disappear on its own, they are making a mistake. A good leader approaches conflict with an open mind and a proactive plan, so people understand there is a solution. Conflict avoidance only breeds more conflict.

The know-it-all leader. The best leaders are keenly aware of how much they don’t know. They have no need to be the smartest person in the room, but they do have a determination to learn from others. A leader who isn’t curious, who doesn’t ask lots of questions, isn’t actually leading.

The leader who isn’t trustworthy. When a leader says one thing and does another, they are not only not accountable but they come across as irresponsible. Real leaders expect to be held to their word.

The leader who steals the credit. It takes a team to do great things. When a leader takes sole credit for an accomplishment, it disempowers others to work as hard. The best leaders empower and motivate their team with recognition and appreciation.

The leader who doesn’t listen. Leaders know a lot and they want to communicate what they know—but if they don’t listen at least as much as they speak, they won’t learn from those they lead. Being a bad listener means being a bad leader.

The leader who thinks they’re always right. An organization where the leader is always right—and everyone who has a different perspective is always wrong—doesn’t leave any room for communication, discussion or sharing thoughts or ideas. All it accomplishes is shutting down productivity and effectiveness.

The micromanaging leader. A micromanager feels they have to do everything themselves, or control they manner and timing of every team member’s work, to make sure it’s done their way. When they do, they discredit their people’s talents and capabilities.

The negative leader. When you have a leader who always focuses on the negative, just moving forward can be extremely difficult. Negativity creates a culture of pessimism and gloom that makes achievement seem impossible.

If any of your leaders display these traits, it’s important to develop a strategy for dealing with them. If you’re working under them, ask yourself if they’re impairing your ability to do your job and possibly harming your career and reputation, and consider asking for a move away from their area—or even leaving for a different organization. If you’re above them in leadership, you’ll need to weigh whether you want to give them a chance to develop better habits, taking into account what’s best for your company, your people, and the success of your brand.

Lead from within: Not everyone in leadership understands what it takes to lead. Most bad leaders believe their way is the right way, and the best strategy is usually to distance yourself as much as possible.

#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 How to Immediately Spot a Bad Leader appeared first on Lolly Daskal.