Articles tagged "Effective Leadership"
One of the many pleasures of my work is that I have the opportunity to observe, work with, learn from, and laugh with some incredibly good leaders. I also am able to experience others, who, though well-meaning, create more work, confusion, and frustration than they realize. One of the fundamental differences in these two types of leaders is that those who I view as ‘good leaders’ intentionally reassess and develop their own leadership skills while they dedicate time and resources to developing the leadership skills in others. Why? Good leaders realize one simple truth: The more skills their teams have, and the more united they are in their actions, the stronger they will perform. Win - Win - Win.
How well do you know your team members? Besides knowing their names and generally what their jobs are, do you have a realistic understanding of their workplace challenges, the projects they’re involved with, their professional goals, and their unique skills weaknesses or areas of expertise? No? I understand. It’s tough enough having time to get your own work done much less worry about your team members’ challenges. However, the sooner you understand your team members better, the sooner you’ll relieve some of your workplace stress, you’ll strengthen your workplace relationships, and you’ll see your performance - and your entire team’s performance - improve.
I’m seeing it more and more frequently. In discussions with clients and colleagues, they see it too. This fundamental leadership skill is diminishing in leaders across industries, across generations, and ethnicities. It’s fading less rapidly at the executive level. Several of my clients admit it’s diminishing within their executive teams as well. However, I see it more obviously with mid-level managers.
Managers are losing the ability to stay focused on the task at hand and deliver what is expected.
What can basic random words, adjectives, tell you about your leadership? I believe quite a bit. Let me explain. Last week a colleague and I were discussing various ways to help leaders visualize and internalize specific changes needed to help them, their teams, and their organizations to be even more effective. A simple way to do this is to simply analyze your leadership adjectives. The words used to describe your leadership often describe your leadership challenges.
How much of an impact is your leadership having on your organization’s culture? If you don’t already know, it’s time to stop and assess its impact. If you do already know, and the impact you’re having isn’t positive, what are you doing to correct it?