Take the time to really get to know your employees. Find out what motivates each one. Respect people’s differences.
Have you ever wondered why your leadership team struggles so much? Why there is unexplained tension and unspoken expectations?
Leadership Teams are straddled with unique challenges that other teams don't normally face. For example, most members of a Leadership Team often "own" a function of the organization (e.g., Marketing, Engineering, Sales), are rewarded based on the success of that function, and then asked to be part of a team of peers who battle for the same set of resources.
In last week's Ignite Leadership Launch training workshop here in Colorado, a curious participant asked, "How do I deal with an employee who isn't changing even after I give her feedback?" An insightful response came from another participant that I thought would be helpful to share. Here's a summary of what she had to say…
Ignite Leadership Launch is a two-hour Leadership Training seminar that will ignite your potential as a leader, and the potential of the people around you. Whether you’re a future, emerging, transitioning or senior leader, you’ll gain insight and practical skills to elevate your effectiveness in the workplace. Led by author, speaker and consultant Sal Silvester, this seminar is now offered to individuals and is based on his popular book Ignite! The 4 Essential Rules for Emerging Leaders.
Have you ever worked for a leader who was overly focused on results?
How about the leader who placed too much emphasis on relationships?
As I mentioned in both of those posts, our personality styles impact how we lead. Sometimes our natural preferences help in a specific area of leadership. Other times those same natural tendencies hinder our leadership effectiveness.
As I mentioned in my post last week, one of the interesting observations I've noticed in my leadership development programs here in Denver and Boulder, Colorado is that some leaders are naturally inclined to be more effective in different aspects of leadership. In other words, our personality styles can help or hinder us in various aspects of leadership. The post last week identified the behavioral best practices of leaders who excel at Championing Execution.
One of the interesting observations I've noticed in my leadership development programs is that some leaders are naturally inclined to be more effective in different aspects of leadership. For example, in my last post, I pointed out some principles one executive uses to successfully execute on his vision. His natural tendencies enable him to get things done. Other leaders might be more visionary or even better equipped at aligning their teams.
I had an amazing visit with a senior executive last week to kick-off a 7-month leadership development program here in Denver, Colorado. Our conversation focused mostly on the concept of execution.
When people speak of leadership, they often describe visionary and charismatic people. They rarely speak about the need for leaders to be involved in the execution of a vision. But without a focus on execution, a leader's vision often goes unrealized and organizational change efforts fail. Here are a few key principles that guide this executive.
Have you ever noticed that people laugh louder when senior leaders make jokes? Or that their ideas and thoughts are taken more seriously?