Lolly Daskal's Blog, page 77

What to Do When You Doubt Yourself as a Leader

Everyone struggles at times with self-doubt, but that struggle can be especially difficult for people in leadership. Leaders are expected to always be self-assured, assertive and poised. But what happens when you begin to doubt your own abilities? What can you do when you’re worried you don’t have what it takes?

As long as you address it instead of ignoring it, self-doubt is something you can understand and manage. Here are six things to try when you need to get your groove back:

Know you’re not alone. As a leadership coach, I assure you that leaders experiencing self-doubt about their abilities is more common than you would expect. Practically every leader—even the most capable and successful—goes through a stage of self-doubt at some point.

Remember that breakdowns can lead to breakthroughs. Sometimes you need to get to a low point to make the adjustments or pivots you need to move to the next level of your development. Breakdowns often mean you’re on the edge of a terrific period of growth and discovery.

Ride the wave. When you’re experiencing self-doubt, it’s easy to feel frustrated and anxious about yourself. But the best thing to do when you feel doubtful is to ride the wave. Think about the context of what you’re feeling: When are you most doubtful? In whose company? In what situations? Treat it as a part of yourself to understand.

Treat your struggle as the beginning of a success story. You may not enjoy the challenges, but the things they’re teaching you are likely to contain the seeds of eventual success.

Don’t try to go through it alone. Most leaders who doubt themselves want to keep their struggles to themselves. Instead, surround yourself with people who believe in you, people you trust to guide you. Let them be there for you, and in turn you can likely do the same for them someday.

if you can’t change the situation, you have to change yourself. If a specific situation is causing you to doubt yourself, turn it around by becoming more diligent in the things you know how to do. Practice focus and discipline in your work and try to do at least one thing every day to fuel your sense of accomplishment and achievement. Over time, it will boos your self-confidence.

Get outside help. If self-doubt is starting to have a negative effect on your leadership, maybe it’s time to get outside help. A coach can be the perfect person to help you break out of a spiral of self-doubt and get back on track to achieving the things you want to do.

As leaders, we’re all human and we all suffer from self-doubt from time to time. It’s what you do in those situations that matters most.

Lead from within: Don’t be surprised or concerned about times of doubt. It’s only a problem if you do nothing to understand or address it.

 

 

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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

 

Photo Credit: iStockPhotos

The post What to Do When You Doubt Yourself as a Leader appeared first on Lolly Daskal.

7 Reasons Your People Are Frustrated with Your Leadership

Frustrations can happen even in the best teams and under the best leadership. Perspectives clash, a situation becomes tense, and people get annoyed or even angry. As leaders, we never want to be a source of frustration for our team or our colleagues—but it can happen.

If your team seems to be experiencing more than its share of frustration with you, it’s important as their leader, to do some self-reflection. Think about any ways your actions may be affecting those around you, maybe in ways you aren’t even aware of. Once you understand your frustrating behavior, you can begin taking steps to change it.

To begin, check yourself against this list of the most commonly frustrating leadership behaviors:

Not doing what you say you will do. We’ve all been on the wrong side of this situation: someone tells you they are going to do something but doesn’t deliver. Not keeping your word is a sure path to frustration, anger, mistrust and disrespect. Make sure that your word is your bond, and back up your promises with action.

Always wanting options without committing to a decision. People thrive on action and progress, and they quickly become frustrated when things slow down—or even grind to a halt—because of indecisive leadership. Learn to trust your judgment—which, after all, is grounded in your education and experience—to make sure you never become an obstacle because you can’t make up your mind.

Having to always be in the right. When you maintain an attitude that you know everything better than everyone else—when you have to be right by making others wrong—you stifle conversations, shut down ideas, and make people want to avoid discussing anything important with you. It’s especially demoralizing to your smartest people. Keep an open mind, and take other people’s thoughts and perspectives as seriously as you want them to take yours.

Blaming others for your mistakes. Leaders who refuse to be accountable or responsible for their own mistakes are truly frustrating. They damage teams in multiple ways, since people who are fearful of being blamed tend to stay in the background with timid, just-good-enough performance. For your team to excel, become the kind of leader who takes the blame and passes the credit along—not the other way around.

Looking out only for yourself. If you don’t have the interests of others foremost in your mind and heart, you aren’t really leading. The best leaders understand that their purpose is to serve the people they are called to lead. If you’re in it for yourself, you’re not only a source of frustration to those around you, but you’re also likely to be perceived by everyone around you as self-centered and untrustworthy.

Constant complaining. It can be extremely frustrating to work for someone who is always complaining. Things do go wrong, and everyone complains occasionally, but nonstop grumbling sucks all the energy and enthusiasm out of the group. As a leader, keep in mind that people emulate your actions and that your mood is contagious. It’s part of your job to keep morale and positivity high.

Even the best team in the world will be harmed by ongoing frustration—and if that frustration is coming from above, it’s even worse. If any of these frustrating actions remind you of yourself, help your team—and your own future—by changing your attitude.

Lead from within: As a leader, your actions should inspire others. If they don’t, you need to rethink how you are leading.

 

 

#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 Reasons Your People Are Frustrated with Your Leadership appeared first on Lolly Daskal.

How to Survive a Micromanaging Leader

To work under a leader who is a micromanager can be very difficult. I have found that the only way to survive a micromanaging leader is to understand why they do what they do.

Here are some of the most common reasons leaders resort to micromanaging—and what you can do to alleviate the pressure:

Power. Unfortunately, this is probably the most common reason for micromanagement. Some leaders relish the idea of holding on to power. To maintain their sense of authority, they use their position to lead from commands rather than leading from empowerment. If this is true, let your leader know you know who is in charge and you find their wisdom valuable. Reassure them that you’ll come to them immediately if you need assistance.

Control. A related trait in many leaders is wanting to always be in control of everything—not just the big picture but every detail. Sadly, this means everything you do, even the smallest task, falls under their micromanagement. To survive a control freak, make sure you always keep them in the loop so they are aware of everything that is going on.

Insecurity. No confident leader would think of telling you what to do and how to do it. But insecure leaders get stuck in the weeds. When this happens, the best approach is to feed their ego a bit. Let know them in detail what you’re doing and how. Over time, their confidence in your ability may grow.

Anxiety. An anxious leader is a chaotic leader. Everything is urgent and a source of fretfulness and worry. Being anxious makes them constantly apprehensive. This kind of leader needs to be calmed down and placated. Ask in advance how they like things done and then make sure you’re giving them what they need .

Fear. Fear comes in all shapes and sizes, and fearful leaders can be the worst micromanagers. They’re afraid that people will do things wrong, and even when things go right they’re afraid someone else will get the credit. They try to keep their hands on every situation and circumstance because they are fearful for themselves. This kind of leader is often the hardest to deal with, because everything alarms them. But the more you can address their fears, the less threatening they will find you.

Distrust. When a leader doesn’t trust you, they’re more likely to micromanage you in ways that make you uncomfortable. Try to remember that their distrust says more about them than about you. In practical terms, it means you have to work especially hard to earn, and keep, your leader’s trust.

The most important thing when you’re dealing with a micromanager is not to give up hope. If you’re aware of the problem and understand why it is happening, you’re already taken the first steps toward making the situation better.

Lead from within: Micromanagers tell people what to do; great leaders ask what they’re doing and then do everything they can to support without crossing the line.

 

 

#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: Big Stock Photos/cartoons

The post How to Survive a Micromanaging Leader appeared first on Lolly Daskal.

How to Be A Leader Who Gets Results

As a leader, your most direct impact is made with those you lead. The culture you set for them plays a big role in determining the tone, the expectations and the attitude they bring to work—and the results they achieve. For your people to do their best, you have to establish a culture that fuels them to believe they can excel.

As a leadership coach, I work with leaders around the world, and the best of them understand the most effective ways to build results-oriented leadership:

Create a culture of purpose. Begin by making sure everyone knows and understands the mission, purpose and vision. When you get everyone on the same page, they can feel competent and confident enough to contribute in their own leadership roles.

Create a culture of engagement. Help people discover how they can engage and connect with each other while making an impact as individuals. Everyone must see, feel and know the importance of optimizing their potential to benefit the team’s work.

Create a culture of honest communication. We often treat communication as an ideal state that exists in a perfect world but is often unattainable in reality. But a lack of communication can keep a culture from being effective and flourishing. As a leader, you need to understand and emphasize the importance of honest communication, because it is a key component for success and a direct line to getting great results.

Create a culture of integrity. How you do business—the way you treat all people—is at the core of great leadership and great teams. When integrity is part of the culture, you have an environment in which respect, trust and loyalty bring people together and create strong bonds between them. A leader who emphasizes integrity is a leader who is guaranteed the best possible results.

Create a culture of empowerment. The more you empower people the more committed they become, the more they produce and the better results they will achieve. Too often leaders want to control and keep a tight grip on what others are doing and how they are doing it. As a result, people don’t have the autonomy they need to create their own success. The primary effect of a tight grip or an overemphasis on control is to limit what can be achieved. Instead, lead with empowerment to bring out the greatness in others.

An effective leader must employ a collection of distinct leadership styles—each in the right measure and at the right time—to create the kind of culture that pays off every day with exceptional results. It is the leader who sets the tone for the culture, and the culture that sets the tone for every member of the team.

Lead from within: If you want great results, you have to create the kind of culture that makes people want to come and work with you and for you.

 

 

#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 Be A Leader Who Gets Results appeared first on Lolly Daskal.

7 Ways to Lead People Who Don’t Want to Lead

As leaders, an important part of our work is helping others developing their leadership abilities. But what can you do about people who don’t think of themselves as leaders?

There are many reasons why people who could be great leaders don’t want to lead. They may have outdated or incorrect beliefs about leadership or a bad experience in their past. Whatever the origin of their resistance, you need to first understand it so you can address it.

Here are some of the common obstacles people put in their own leadership path. If you have a reluctant leader, there’s a good chance that one or more of these will apply:

They’re simply afraid. There are people who really want to lead but are fearful they might not have what it takes. Help them understand that fear is a natural emotion when you step outside your comfort zone, but you have to feel the fear and do it anyway.

They’re waiting for an opportunity. As leaders, we’re accustomed to taking initiative on our own. But many others have the opposite mindset—they’re waiting patiently waiting for a place to lead. Find ways to show those who are waiting to know this is their time. Help them find inspiration by steering them toward an area where they can make an impact, and make sure they know their abilities are needed.

They don’t know how. Beginning leaders always have more questions than answers, and some think that means they need to wait to lead until they know more or have more experience. You can best help these people by offering to mentor them or getting them a coach or a class. Remind them that no one starts out knowing everything and that successful leaders are always learning. Make sure they see you watching, listening, reading, and asking questions.

They’ve failed in the past. If someone’s held a leadership role in the past and it didn’t work out, they may be reluctant to try again. This is a great opportunity to motivate someone who has given up to try again with a reminder that best leaders have failed many times, perhaps more times than they have succeeded. As someone once said, success is a combination of what you learn through failures. Talk about some of your own failures and what you learned from them. Show the importance of tenacity and make sure they know you believe in them.

They’re waiting for a leadership title. Some people believe they aren’t in a position to lead unless their title is manager or director. As a leader, it’s your job to help everyone on your team find a way to lead from within and discover the ways they can serve or add value to others. Focus on the gifts and talents of everyone on your team and make sure people know that if they inspire or influence someone, whatever their role, they are a leader.

Lead from within: Leadership is not a destiny granted to a few but a choice available to all of us and if we don’t embrace it, we won’t find it.

 

 

 #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 Ways to Lead People Who Don’t Want to Lead appeared first on Lolly Daskal.

How to Be Successful in a Toxic Culture

If you’re working in a toxic organizational culture, you already know what a struggle it can be to succeed—or even survive. You’re far from alone—many people find themselves doing a job they love in a workplace they hate.

You may not be able to single-handedly change the culture around you, but there are things you can do to advance your own success in a toxic environment. Here are some of the most important:

Maintain your boundaries. Learn to separate yourself from what others are doing and focus on what you stand for. Check yourself often to make sure the things you’re doing fit with your values and aren’t just going with the flow. Keep your distance from activities you don’t respect unless you feel your voice can make a difference, and don’t participate in gossip and backstabbing. Refuse to let the toxicity invade your sense of yourself and what you stand for.

Cultivate a positive mindset. One of the worst things you can do is to succumb to the negativity around you. Even if you’re opposing toxic behavior, it’s easy to be sucked into negative thinking that leaves you feeling demoralized. Cultivate a positive mindset by immersing yourself in your work to make the culture more bearable and keep your productivity high.

Form alliances. Anything is more difficult when you go through it alone. Look for others who view the world the same way you do so you can all be there for each other. Not only will you have someone it’s safe to vent with, but together you can mastermind ways to cope with upsetting situations.

Don’t compromise your values. Never let any situation undermine or weaken who you are and what you stand for. Don’t engage in unethical behavior, even to save your job. Nothing will erode your self-worth more than dishonoring who you are as a human being. If you lose your job because you stand by your values, you lose it for a good cause.

Focus on solutions, not the problem. Even when it’s entirely justified, complaining and grumbling contribute to the spread of toxicity. Whether it’s aimed at other employees, company leadership or specific policies, complaining feeds a mentality of defeat. When others are focused on the problems, devote your own energy to focusing on solutions. It will change up the conversation, and eventually it may even make a change in the culture.

Put it in writing. Especially if you’re working in a toxic culture, it’s a good idea to document the things that happen every day. Keep written or printed copies of your reviews, emails, correspondence, and meeting notes. Start a journal to record your noteworthy accomplishments as well as specifics of the dysfunction and the toxicity happening around you. Being able to speak to the work you do and what you have been able to achieve will help you manage what is happening around you. And if you’re ever called upon to recount workplace events in court or to senior management, you’ll be better prepared (and more credible) with notes and documentation.

Formulate an exit strategy. If you’re staying because you love your job but the culture is toxic, it’s never too soon to begin looking for better environments where you can do your best work in peace and truly thrive. When you do leave, whatever the circumstances, look back on it as a learning experience.

Lead from within: If you want to be successful in a toxic culture you have to be determined in your mindset, committed to your character and purposeful about your work. And if you’re still unhappy or unsuccessful, you need to leave.

 

 

#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 Be Successful in a Toxic Culture appeared first on Lolly Daskal.

7 Important Traits of the Leaders People Want to Follow

Anyone can call themselves a leader. But not every leader is followed with admiration and respect. Many people are in leadership because they’ve been given a leadership position , but earning the title of leader is a different story.

As a leadership coach, I have seen many people who have the stature, the title, the salary, and the corner office that says they’re the boss, but without the respect of their team. Their people don’t want to converse with them or follow them—and that means true leadership is missing.

Leadership is about inspiring and motivating others do great things, and for me that’s the best test of effective leadership. To be a great leader isn’t easy—it means hard work and a daily commitment to serving others. This kind of leader isn’t easy to find, but here’s how you can recognize them:

1. They have a character worth following. A leader who keeps their word, in good times and in difficulty, demonstrates integrity and high moral qualities. Their word is their bond and you know you can trust them in any circumstance.

2. They embody inspirational courage. Leadership is not without its blunders and mishaps, and it takes a strong and solid individual to stay strong when the chips are down. When a leader maintains their dignity in times of deepest trouble, they inspire others to do the same.

3. They give respect to earns respect. Most leaders expect to be respected, but the best leaders give respect first. They know the importance of honoring others, recognizing their talents and skills, and appreciating their contributions. A leader who gives respect will always get respect back.

4. They’re there when they’re needed. Leadership carries big responsibilities, and it’s easy to become overly busy and preoccupied. But the leaders people trust, those who are in the know, are those who make the time to be available. They spend time with their most important asset—their people—to be the kind of boss people know they can talk to and rely on.

5. They see things most people don’t see. It’s important to look past the details and process to open up room for vision and keep an eye on the big picture. Leaders worth following make it a practice to go beyond the status quo and look for the things that most people don’t see.

6. They help people do things they didn’t think were possible. Even when we’re working at our best, many of us don’t get ever feel we’re growing into a better version of ourselves. The key is finding someone who believes in us. The leader who makes you feel and think you can do better—who knows you are better—is the leader you’re happy to follow wherever they lead. People will always step up to the plate to live up to a leader’s high expectations.

7. They know their work is bigger than themselves. Most of us think of our sphere of influence in small terms. Great leaders are always thinking more widely—considering those around them and those beyond them. Leaders who think big help us climb out of the boxes we put ourselves into. They’re determined to make an impact on the communities where they live and work.

Lead from within: You always want to be following a leader who makes you feel think and do things beyond your own scope of being.

 

#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: Drawing by Lolly Daskal

The post 7 Important Traits of the Leaders People Want to Follow appeared first on Lolly Daskal.

How to Break Through Your Own Leadership Limits

In leadership—as in everything we do—we all have our own strengths and limits, and the better we understand ourselves the more effective we can be. How well do you know your true leadership potential?

Maybe you’re feeling hemmed in by your limits but you don’t know what to do about them. Or maybe you know what you need to do but aren’t sure where to begin.

Either way, it’s important to remember that we can only change the things we pay attention to. Change doesn’t have to be drastic to be impactful, but even small changes require some effort.

If you’re looking to move beyond your leadership limits, here are some good starting points:

Change the lens through which you view yourself. We tend to see ourselves as we always have, so we judge ourselves on our past and not who we are in the present. If you’re stuck in your own past, it’s important to update your view of yourself and the way you think and talk about yourself. Consider the things you’ve accomplished and the positive feedback you’ve gotten to connect with your potential in the here and now.

Know what you need to change. People who come to me for coaching sometimes can only say they need a major overhaul. That’s not helpful or productive. Treat yourself as you would a member of your team: weigh your strengths and weaknesses as objectively as possible—maybe with the help of a colleague or your boss—and prioritize the areas where you most want to improve.

Be willing to do the work. It’s good to be aware, but awareness benefits you only if you’re willing to put in some effort. Breaking through your limitations means spending time addressing your belief systems and rethinking your assumptions. Nothing will happen on its own—reaching your potential requires hard work.

Identify and remove any obstacles standing in your way. We all put obstacles in our own path—some we’re aware of and some we can’t see. Figuring out your obstacles and working to remove them is an important part of the process.

Leverage your limits. Most people would tell you to concentrate on your strengths to reach your potential. I have a different view. In my book The Leadership Gap, I discuss the need to leverage our weaknesses as well as our strengths, because what we don’t own ends up owning us. Learn what you don’t do well, what things you consider your weaknesses, and leverage those traits. Connecting with your full potential means making the most of everything within you—your weaknesses as well as your talents.

There are lots of things you can do to move closer to reaching your potential. Even if you don’t remove all your limits, understanding yourself is a key to great leadership. That’s where the true power lies: in changing what you can, doing the work where it’s necessary, and always thinking of yourself as a work in progress.

Lead from within. As a leader, you have control over who you want to be. Do you choose to lead by limits or your potential? Or do you work with both? The choice is always yours.

 

#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 Break Through Your Own Leadership Limits appeared first on Lolly Daskal.

How to Guarantee Strong Performance Under Pressure

It’s easy to do great work when you have access to plenty of resources and time. The true test of your leadership skills, ability and confidence is your ability to function at your best when pressure is high and important decisions need to be made quickly.

You won’t generally have a say in when or how a high-pressure situation will strike, but you can learn to function well when it does by understanding what motivates and energizes you.

Visualize the destination, not the journey. Take a moment to visualize the calm after the storm: the work is done and done well, and you’re celebrating with your team. Positive visualization can alleviate pressure and help you relax and stay focused, reminding you that even the most intense situations eventually resolve.

Motivate yourself with a reward. You likely already have a reward system in place for your team, so why not for yourself? Research shows that people who know their hard work will be tangibly rewarded tend to perform better than those who don’t. Whether it’s a vacation, something you’ve been wanting to buy, or dinner at your favorite restaurant, pick a reward that will keep you going and pretend it’s already yours.

Create a system and focus on your actions. Pressure and anxiety result when things seem out of control, when you feel you have too much to do and you don’t know how you can accomplish it all. The solution is to craft a routine or system for getting the work done. Focus on your daily actions and carry out your plan with discipline and determination. A routine can help prevent panic and distraction, allowing you to focus on the task at hand.

Remember the difference between being busy and being productive. Most of us are guilty of thinking we’re accomplishing something as long as we’re busy doing things, but that’s not necessarily the truth. It’s a matter of doing the things that help us accomplish our goals. Look at the things you’re doing and delegate or eliminate all the unnecessary activities that are taking up your time and interfering with your success.

Slow down to speed up. How many times do we rush into things because we feel pressured to do something? The better approach is to slow down, think about what you want to do and take some time to formulate a plan. Give yourself the space to be creative, innovative and productive instead of just reacting in the moment.

Take control where you can and let go where you can’t. In any moment of pressure, there are factors you have control over and factors outside that control. When you focus on the things you can’t control, the pressure—and your anxiety—are intensified. Focus on the things you can control and let the rest take care of itself. Take a deep breath and remember the traditional prayer: Grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.

When the stakes are high, it’s easy to let your nerves get to you. But remember that your character is revealed most clearly when the pressure is highest, so be the person who handles pressure thoughtfully and with grace.

Lead from within: Pressure is normal; it is what you do with that pressure that truly matters.

#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 Guarantee Strong Performance Under Pressure appeared first on Lolly Daskal.

7 Effective Communication Habits of the Most Successful People

Effective communication is a skill that most people, especially those in a position to influence others, should learn to cultivate. Most people think that having solid communication skills means being a great speaker, but it’s also about learning to listen, watching body language and interpreting the gaps in a conversation.

Here are seven powerful ways to build your communication skills:

Be concise and clear. Many people say what they want to say then repeat themselves over and over again. Understand that you were likely heard the first time—and if people aren’t listening it doesn’t matter how often you say something. It’s always more effective to be concise and clear. Honor the gift of people’s time by getting to your point quickly and clearly.

Be thoughtful and considerate. Be mindful of not dominating the conversation. When you speak, pause to let others ask you questions, and ask them questions in turn. Don’t let what should be a dialogue turn into a monologue.

Be attentive and observant. A great communicator pays attention not only to what is being said but also to the nonverbal cues people sending. It’s important to understand the things that aren’t said.

Be understanding and curious. People are often too quick to reply when they listen to someone else, which leads to shallow responses. When someone is speaking, take the time to understand and ask questions. Listen to truly hear, not to pass the time until you can talk again, and wait until the person finishes speaking before you reply.

Be present and available. Don’t bring up past problems or irrelevant side issues; stay focused on the current topic or situation. And especially if the conversation is tense, look for ways to keep things positive instead of adding fuel to the fire.

Be calm and collected. If you feel angry or frustrated, avoid saying something you’ll later regret by making sure you’re calm and in charge of yourself before you speak. Don’t allow your emotions to overtake the conversation.

Be positive and optimistic. No one likes to communicate with someone who’s negative and complaining. Even if the issues are thorny, try to think of positive and affirmative ways to communicate. You can talk about problems or talk about solutions—the choice is yours.

To be a truly effective communicator, it’s important to remember that we’re all different  in the way we perceive the world. Use your own understanding as a guide when you listen to others, and always be mindful of what you say and how others will perceive it.

Lead from within: Communication is about human connection; it’s the key to personal, career and leadership 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

 

Photo Credit: iStockPhotos

The post 7 Effective Communication Habits of the Most Successful People appeared first on Lolly Daskal.