It’s a known fact that consistency builds trust and trust is one of the key attributes a leader must have. Leaders need to demonstrate consistently to their teams that they can be trusted. When people trust someone, they tend to listen to that person and are willing to follow them.
Let’s look at five simple “consistent” actions a leader can take to build their trust factor: Continue reading
Having a reputation as the “go-to person” puts many in a leadership role, often getting them stuck into thinking they have to do it all on their own. Chris describes how to get out of that trap.
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Every day you can find an article, blog or book on how to be the best leader you can be. To be the best (at anything), requires clarity, focus and self-discipline.
Let’s face it, it takes hard work to be the best. As such, it should come as no surprise that some make the choice not to accept the “be the best” challenge and end up at being the worst leader they can be. But we can learn something from those who are the “worst” leaders they can be. Here the top 7 worst I have observed over the years. Continue reading
The best leaders adapt and apply what they learn rather than copy what others do thinking the same will work for them.
The best leaders consistently work on the most important tasks first – not the most tasks that they can squeeze into every hour or every 30 minutes of every day.
The best leaders don’t use “busywork” to feed their insecurity. In fact, insecure individuals make the worst leaders.
The best leaders recognize that there are teams that want a leader who knows where they are taking the organization.
The best leaders don’t try to manage the results. Rather they manage the people who are responsible for producing and achieving the results. Continue reading
Effective leadership is not about managing your way through a maze of to-do tasks that do nothing but add to the misconception that you’re actually doing something important. In most cases, you’re not. You’re just getting good at busy work.
There are many of you who start out having good “intentions” about being an effective leader, but your actions result in you falling woefully short. These shortfalls turn into real barriers to your ability to lead effectively and achieve any meaningful level of success. The source of these barriers and their solution can be found in the same place: within you.
Many of you are unwilling to take ownership of these barriers. In fact, many are even unwilling to admit that these barriers exist. Continue reading
Every day, we are fed with the challenge of addressing and solving problems. In many of those cases, you generally need to get information to guide you in developing the right solution. I have found – and coached many clients – that having a series of questions generally works best in not only helping get to the solution but in also helping to separate the emotion and frustration from the facts. Below are some of my “best” questions. The list is not all-inclusive. Rather, it’s provided to help you get started and to develop a list of your own “best” questions. Lieutenant Columbo would be proud of your work! Continue reading
Becoming a better leader isn’t easy. The fact is, not everyone can or will become a great leader. However, everyone can become a better leader than they are today – if they make the choice to do so. Becoming a better leader requires hard work and focus, but it is far from impossible.
The one common trait shared by those who desire to become a better leader is a commitment to continuous and ongoing learning. They want to be better and they work at it every day! They just don’t talk about it; they act on it every day. They put personal growth and development at the top of their daily and strategic agenda. Becoming a “better leader” is an ongoing effort.
The next area “better leaders” focus on is how to add to their knowledge base by learning new skills that will help them deliver even better results. How do they accomplish this? Consider some of these points: Continue reading
Often driven individuals like to “go it alone.” They see this as their defining characteristic. They brag about it and heap upon themselves unlimited amounts of self-praise. They boast how they don’t need help. While a healthy dose of self-esteem and self-confidence is needed to achieve success, these individuals are over-dosing on it.
These “driven ones” get so caught up in their “go it alone” mentality that they eventually lose sight of reality. Their obsession to go it alone becomes madness. When this happens, they become consumed by their reality until anxiety and overwhelm overcome them, and that usually ends up with a self-created crisis.
Rather than going deeper into their foxhole, alone, they need to stick their head up just enough to assess their new or changing reality and quickly determine what help they need to keep moving forward.
Here’s a fact: The business climate today is more complex than it was 5 years ago. Things like evolving technology, growing customers’ demands, increasing government regulations, availability of skilled and engaged employees are all having significant impact on all businesses and their leaders.
The leaders of today will only become the leaders of tomorrow when they abandon their “go it alone” mentality and surround themselves with the right advisors who share their vision of success. To do otherwise, given the challenges we all face, would be foolhardy.
If you’re in a leadership role, it’s your responsibility to find that “common ground” when you are communicating with a team member. A “one-size-fits-all” approach to communication does not work, especially when you’re delegating work to be done and attempting to set specific expectations.
Far too often, non-performing leaders give minimal instructions (that only they understand) and quickly move on. They do no training. They then get frustrated when the work doesn’t get done properly and then launch a personal attack on their team member. They are also extremely good at writing vicious e-mails condemning an individual—who may in fact be deficient. Non-performing leader are basically insecure in their own abilities and compensate for their insecurity by attacking others.
Non-performing leaders tend to do things “to people” as opposed to working “with people.” Continue reading
“Yeah Right!?” That’s what I sometimes hear from certain business leaders when I talk about creating a “no excuse” culture within their organization. I’m then “reminded” that excuses are part of the game and you just have to accept them. From my perspective, accepting that “excuse making” comes with the territory is, well…an excuse not to take action!
Effective leaders know that building and sustaining a “no excuse” culture can be done – not overnight – but as a result of the combination of several distinct (but related) tactics. These tactics include: Continue reading