Hey Leaders: Lighten Up a Little

Walt Disney

One of my favorite Walt Disney quotes is, “That’s the real trouble with the world, too many people grow up.”

Now think about it a minute. You don’t need to “grow up,” in the common sense of the word, to be “professional” or a “leader,” It’s all about how you embrace yourself – your attitude – and how you present yourself. There’s nothing wrong with having some “kid” left in you. Having that bit of kid makes you more approachable – more likeable – easier to associate with.

The Right Balance

We all know the people who have changed as they’ve been promoted. They become more (too) serious and in the process lose touch with the people they supervise. They lose the kid in themselves – quite often on purpose.

When you lose that part of you it causes you to lose your:

  • flexibility
  • understanding
  • communication
  • ability to retain employee’s
  • ability to empathize.

It may also cause you to destroy your:

  • culture
  • ability to attract talent
  • current relationship’s.

What am I saying here? Act like a child? Not at all. Just keep an open mind. Continue with that ability to relate to your employees – on all levels. You did it as a peer so why lose it as a supervisor. Have some fun. Think about the best work experience you’ve ever had. I bet it had something to do with having fun.

Being An Encourager

A number of years ago I had a manager, a leader, (we’ll call him Bob) that was moving up quickly. Our team worked extremely well together and enjoyed it. We could joke around with Bob – not like a “buddy” – and we could all brainstorm to come up with any off-the-wall idea. In fact, it was encouraged. That’s a big key – no matter how goofy the idea, there may be something to it. You can’t cut ideas down. Bob always smiled, was energetic, and even poked a little fun at himself now and then. Bob’s position was putting him pretty high, but we were always on a first name basis.

But something, we don’t know what, happened in his life that drained the kid out of him. He became that serious “professional”, and it was all downhill from there. There was no more fun, no more lunches together, no more cohesiveness . . . and no more goofy ideas. People started transferring and Bob’s quick climb came to a screeching halt.

“People rarely succeed unless they have fun in what they are doing.” ~ Dale Carnegie

Organizations Who Have Fun

What’s one of the most common things that the most successful organizations have with each other? They have fun. People are allowed to hold on to that most precious part of their personal history.

Here are just a few examples:

  • Disney
  • Zappos
  • Flickr
  • Southwest Airlines
  • Cisco

If employees can say that they’re having fun at work, it also means that they’re not as uptight and communication will flourish because people are easier to approach.

Fun, But Serious

Now, they call it work for a reason. So I don’t mean wear a red nose, do magic tricks or a stand-up acts all day long. However, a sense of humor can go a very long way. It’s a great way to bond with people. It instantly lightens the mood and lifts morale.

The office is the office. There has to be some seriousness also. Some of us are in some very serious occupations. Just remember that no matter how serious the work is, it’s still being performed by human beings and we all need a little time to lighten the mood. As a leader, you have to be accessible and able to hear and sense when performance is needing a lift. Better yet is to not even wait that long.

Terminal Seriousness?

Do you know the general tone of your office or work environment?

Take this short quiz from Jody Urquhart to get an idea whether your staff is suffering from terminal seriousness.

Yes or No

Do you regularly catch people laughing or smiling at work?

YES or NO

When something funny happens do people stop and appreciate it?

YES or NO

Does your organization have fun activities at least monthly?

YES or NO

Do you have tools (fun giveaways, drawings) to invite employees to participate in having fun in your environment?

YES or NO

Are managers usually optimistic and smiling at work?

YES or NO

If you answer NO to two or more of these questions, your staff probably suffers from “terminal seriousness,” which is negatively affecting morale and productivity.

The Right Environment

If you need to create a turnaround in your culture, just remember, it’s not your job to MAKE work fun but rather it’s your job to create the conditions where fun and happiness can flourish.

Are your employees relaxed, or uptight? Do you see many smiles at work? Are you projecting a positive attitude? What can you do to create the opportunity for fun?

**********

Never miss an issue of Linked 2 Leadership, subscribe today here
Learn, Grow & Develop Other Leaders

——————–
Andy Uskavitch

Andy Uskavitch is Leadership Development and Customer Service Specialist
He develops and facilitates Leadership, Motivation & Teambuilding Seminars
Email | LinkedIn | Facebook | Twitter | Blog |  (727) 568-5433

Image Sources: oasidellemamme.it

Articles of Faith: Leadership, Legacy and Grasping the Wind

Leadership Double Glasses
This post is part of our Sunday Series titled “Articles of Faith.”
We investigate leadership lessons from the Bible.
See the whole series
here. Published only on Sundays.

Guard your heart above all else, for it determines the course of your life. Proverbs 4:23, NLT

A month ago I finally began to appreciate this proverb. A month ago, I died and was rudely shocked back to the operating table by a wonderful team of well-meaning surgeons. How were they to know that I was thoroughly enjoying the total peace and joy of having truly let go?

Then I observed that most people are motivated to success because they envy their neighbors. But this, too, is meaningless–like chasing the wind. NIV Ecclesiastes 4:4

It took a heart attack and an all too brief visit to heaven for me to accept that anything I have been doing on this earth is no more than a striving after the wind.

But surely that wasn’t me. I wasn’t doing what I do for my success because I was envious. Surely, I had much better motives than that?

Some Context…

I should back up a little and give you some context:

I am a leadership coach and mentor, and the marketplace is my ministry. My mission is to impact lives, to be a lighthouse for people struggling to find meaning and direction in their careers and help them get in balance and make headway towards their own purpose and mission in life.

I love helping people and I’ve been working hard these past few years to expand the business and grow such that I can impact more lives. And perhaps you are beginning to notice what happens as soon as I talk about this. It’s all about me, and it’s all about doing.

Feeding on the Myth of Better

As I reflect on the months leading up to my taste of mortality, I realize that I had been striving to achieve something worthwhile, and I had chosen to feed on the myth that I had to be better, to do more, to compete to win in this world. I had unwittingly re-joined the rate race. I was on the hamster wheel of life running to keep up and falling down exhausted.

In the months prior to my heart attack, my thought life had been quietly and insistently repeating: “What are you going to do? What are you going to do?” All because I wanted to get on with things and stop wasting time.

I may not have consciously been competing enviously with other, more successful, and more spiritual people in my line of work. Even so, I did want to be known for doing it better, if I am to be completely honest here.

Lean on, trust in, and be confident in the Lord with all your heart and mind and do not rely on your own insight or understanding. Proverbs 3:5  (AMP)

Learning to Let Go

When was I going to realize that I am simply not smart enough to run my own life, let alone build this business and ministry into something that, in all humility, is a worthwhile legacy?

Trusting God. So often this is a last resort: “Well there’s nothing more I can do, all I can do now is trust God.” Proverbs 3:5 does not say, “…with a little bit of your heart”, nor “…rely on some of your own insight and understanding.”

Am I utterly barmy?

[Most] blessed is the man who believes in, trusts in, and relies on the Lord, and whose hope and confidence the Lord is. Jeremiah 17:7 AMP

I Want to Be a [Most] Blessed Man!

I’ll guess that you. Like me, have heard many wondrous testimonies of instant miracles, overnight turnarounds, miraculous healings and effortless overcoming of addictions. I love to hear them. And then my thinking starts to buzz inside like a mosquito in the bedroom: “Why God why? When God when?” Consciously, I chastise myself for such unchristian thoughts and repeat Proverbs 3:5 until I drown out that mosquito. Only for it to come back a little later just as I let my guard down.

If I can’t ‘guard’ my heart, perhaps I can ‘let not it be troubled’?

Jesus left me His peace (John 14: 27) and thus enabled me to “let not” my heart be troubled, nor be afraid. However, I still struggle to get comfortable not knowing when, why or where and just trusting God.

On REALLY Letting Go

It’s easy to tell someone to “let go.” I’ve shared this “wisdom” with many. But then I started to wonder how we actually can let go.

Before they shocked me back to the operating table, for a short while, I felt that peace and joy of having chosen to finally, and completely, let go. Oh, I cannot begin to describe how good it felt. For now though, it seems I am not finished here yet.

I didn’t struggle to completely trust the surgeons and staff at the hospital… Perfect strangers. I had no qualms about letting them be utterly in charge. Yet, in spite of the overwhelming evidence in my own life that He is always there, I keep taking the reins of control back from God.

I know Jesus will never leave me, nor forsake me (Hebrews 13:5). I know that when I keep my eyes on Him, everything works out for good (Romans 8:28). And then just like Peter (Matthew 14:29-30), I get distracted by the circumstances around me.

Distraction is a jealous seductress. It lures me away from my peace and sabotages my joy in rest.

Let Go, Let God

It is time to throw my own retirement party and let God.

Striving after the wind is all vanity. I will still strive. I will strive to enter that rest and not fall into the same disobedience as those in the wilderness by trusting in myself (Hebrews 4:11). I shall get comfortable not knowing what or how or where or when or why and trust Him. Pray for me.

**********

Never miss an issue of Linked 2 Leadership, subscribe today here!
Learn, Grow & Develop Other Leaders

——————–
John Kenworthy

Dr John Kenworthy is Chief Success Officer at AdvantEdge
He serves clients with his Potential to Performance Success System
Email | LinkedIn | Twitter | Facebook

 

Image Sources: media-cache-ak0.pinimg.com

Leading People Toward Influence – The ABCD’s of Trust

ABCD

Leadership is an influence process. Whenever you try to influence the beliefs or behaviors of another person, you are engaging in leadership.

By this definition we are all leaders in some form or fashion.

Understanding Basic Leadership Roles

Q: Are you a parent?

You’re trying to lead your children.

Q: Are you a sports coach?

You’re trying to influence the performance of your team.

Q: Are you part of a team at work?

You’re engaging in leadership when you try to influence the behaviors of your teammates.

Q: Are you a sibling, spouse, friend, or neighbor?

You’re in a role that requires influence.

Virtually all the roles we play in life require influence and leadership.

Leading People Toward Influence

So, you are probably a leader in some capacity, if not in many. And with this, YOU have influence. But how do you lead people toward influence? How do you help others, and yourself, become influencers?

It all starts with trust.

Influence requires you to be in relationship with someone and all healthy relationships are built on trust. Trust, and thereby influence, doesn’t “just happen” in relationship. It is built through the use of specific and intentional behaviors. Our behaviors either build or erode trust with others.

4 Key Elements of Trust

There are four key elements of trust you must cultivate in your life in order to be a leader and person of influence.

These four elements are the ABCDs of Trust:

Able 

Leaders build trust when they demonstrate competence. People trust you when you have the knowledge, skills, and expertise to competently lead in your chosen role or profession. Able leaders produce results by using strong problem-solving and decision-making skills that allow them to set and achieve goals that produce a track record of success. People don’t trust incompetent leaders, no matter how lovable or respected they may be.

Believable 

Leaders are believable when they act with integrity. Behaving in an honest and ethical manner, admitting your mistakes, and “walking your talk” are key ways that leaders build trust. Treating people ethically and equitably through fair policies and not playing favorites builds trust and confidence in a leader’s character to do the right thing.

Connected

Trusted leaders connect with their followers on a personal level. They use good communication skills to establish rapport and they take the time to appreciate and recognize the good work of others. Connected leaders understand that leadership is about relationships. They understand that every person has a story – their life experiences, hopes, dreams, and fears – and they make that personal connection that lets their followers know they are valued and respected.

Dependable

Being reliable and dependable builds trust. Following through on commitments, doing what you say you’re going to do, and taking accountability for your actions (and those you lead) is all part of being a dependable leader. Dependable leaders have an organized system that allows them to follow-through and meet deadlines, and they are timely in responding to others and don’t drag their feet when making decisions.

Leadership Is Influence

Leading people toward influence is an inside-out proposition. It starts on the inside, with your desire to be a trustworthy person, and evolves to the outside where the ABCDs of trust thrive in your relationships with others. Remember, influence is leadership, and leadership begins with trust.

So how are you doing leading people toward influence? How are you building trust with them and teaching them to build trust with others? How well are you doing in the ABCD’s of trust? I would love to hear your thoughts! 

**********

Never miss an issue of Linked 2 Leadership, subscribe today here.
Learn, Grow & Develop Other Leaders

———————–
Randy Conley
Randy Conley is the Trust Practice Leader for The Ken Blanchard Companies
He helps leaders and organizations build trust in the workplace
Email | LinkedIn | Twitter | Web | Blog

Image Sources: liquidroom.com

On Leadership, Growth and Doing it Anyway

Do It Anyway

Do you know that song by Martina McBride titled “Anyway?”  

In the very first verse of the song she says this:

You can spend your whole life building
Something from nothin’
One storm can come and blow it all away
Build it anyway”

On Life and Making Lemonade

My husband graduated from college and spent 6 years in the Air Force.  Then we settled down in my home town to raise our family and he went to work as an engineer for a large company.  We raised 3 boys.

I began a business. We invested and began preparing for the day that we could retire. We seemed to be on the right track as a couple and a family.

But despite our best laid plans, life brought us some lemons. Our lives changed in directions for which we had not planned:

  • We did not expect that my husband would lose his job after 15 yrs
  • I did not anticipate that my business would begin to lose money
  • We did not know that our son would cost us everything that we had worked for (at least as far as the things of the world are concerned.)

Lemons, Lemons, and More Lemons

Our youngest son became involved in drug and alcohol abuse.  He spent 4 years going to jail, hospitals, and rehab. There were about 3 years that I did not sleep through the night in anticipation of a phone call from the police. I was never sure if they would want us to pick him up or identify his body.

To say the least, these were very difficult years for our family!

The courts held us financially responsible for the crimes that our son committed while he was a minor child.

  • We paid fees, restitution and hospital bills
  • We paid for couple of rehabilitation periods
  • We suffered emotionally, mentally, and career-wise

Because of the time away from work for court and family rehab sessions, my husband’s work performance decreased. When it came time for layoffs at his workplace, he was on the list.  When he lost his job, we lost our ability to pay for our home. My business began to fail and our property investments no longer rented for enough to pay the mortgage.

…More Lemons

As a result, we lost 2 properties, our home, and my business. We continued to fight to save our son. My husband finally found a job in a different state and he relocated. I had to remain where I was to close my business, sell the properties, and be with my son who was not finished with school.

On Making That Lemonade

Over time, my son finally completed his GED and got a good job. It took all the worldly possessions that we had, but our son is alive, healthy, drug free, and working.

After 18 months I was able to join my husband in our new home. I had to start over. He had to start over. I won’t lie, it was the most difficult time of our marriage. We became stronger than ever as a couple by pulling together for the sake of our family.

Although we were financially ruined, I can say with all the confidence in the world this:

Losing your fortune is not that big a deal. After all, it is just money. You can get more of that.

There is no battle more worth fighting that the battle to save a child. There is no amount of money that could change my opinion on the financial, emotional, and family decisions that we made. In fact, I would do it all over again for what we gained.

Keep Trying. It’s Worth It All

Now it is time to start building again.

Did I hesitate to start over? 

Absolutely.

Did I fear the idea of losing again?

You better believe it.

Is it going to be painful and difficult?

You better believe that, too!

Did it stop me?

NO!

There is nothing more painful than the thought of losing a child. Losing “stuff,” well that was easy by comparison. Your true success lies in what you put your hope in.

So, what sort of life-altering challenges have you faced that you were able to overcome? How did that build your character, your family, your relationships, or your business? Are you facing something now and need encouragement? If so, please connect with me and I think I can offer some sound personal advice. I would love to help.

**********

Never miss an issue of Linked 2 Leadership, subscribe today here.
Learn, Grow & Develop Other Leaders

———————–
Phyllis Rodriguez

Phyllis Rodriguez is a Producer at Insphere Insurance Solutions
She serves as an Associate Broker, Short Sale and REO Specialist
Email | LinkedIn | Facebook | Web | Personal | 520-220-4021

Image Sources: rlv.zcache.com.au

Effective Leaders Are Story Doers, Not Just Story Tellers

Mountain Climber

We all learn from stories, we get to practice our emotional responses and we can test our beliefs in safe territory.

“A leader is someone who demonstrates what’s possible.” ~ Mark Yarnell

Describing Your Purpose

Your story will be a narrative that describes your purpose in a way that is easily understood, is intriguing, inspiring and ultimately is sufficiently engaging to capture the imagination of your target audience.

It also will get them to spend, support or evangelise you. Without a coherent and inspiring story your organisation will have an uphill battle to influence and gain market share.

“Storytelling is the most powerful way to put ideas into the world today.” ~ Robert McKee

Knowing Your Audience

You have two audiences:

  • One is your workforce
  • The other is the people outside your organisation

For both groups the story is fundamental but insufficient on its own to ensure success in a competitive world. Not only must the story be told it must be seen to be lived by you and your organisation.

The Art of The Story

Alexander Mackenzie a world’s expert describes how storytelling lies at the heart of leadership. Leaders of highly successful modern organisations tell stories that:

  1. Are simple, truthful, unambiguous and based on sound ethics and core values
  2. Describe how you intend to make your workers lives, the world or society better
  3. Can be understood and cared about by anyone
  4. Are consistent aligned with workforce and clients
  5. Drive practical action underpinning a culture of wellbeing
  6. Motivate listener engagement with the story and action because of it.
  7. Underpin marketing strategies exemplifying these core values
  8. Use a full range of modern social networking platforms
  9. Create compelling and meaningful experiences

Being The Story

An authentic ”story doing” leader will claim in the company’s mission, “Triple XXX Inc is committed to developing its workforce”. They will tell this to clients and governments etc. but they will also tell the same story pro bono at high schools helping young people to understand why this principle is so crucial to business.

It’s that age old adage about “walking the talk”. If you claim to have “committed customer service,” have members of senior management shadow delivery drivers or man the telephones.

Our society is becoming more and more sceptical. Leaders who authentically embody their organisation’s story will drive success.

Do your story and not just tell it?

“If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.” ~ John Quincy Adams

For a great introduction to leadership and storytelling check out Lisa Bloom’s site Your Actions Today

  • Take stock of the channels you use to tell your personal and organisational story.
  • How many are you supporting with an action?
  • Look at the missions of your competitors and look how they might be story doing
  • Select one element of your story and design up to three simple actions that bring it alive – then test them.

Recommended reading The Leader’s Guide to Storytelling: Mastering the Art and Discipline of Business Narrative – Stephen Denning

**********

Never miss an issue of Linked 2 Leadership, subscribe today here.

Learn, Grow & Develop Other Leaders

——————–  

Gary Coulton

Dr Gary R Coulton is CEO of Adaptive Intelligence Consulting Limited
He empowers leaders to release their Adaptive Intelligence
Email | LinkedIn | Twitter | Facebook | Blog | Web

Image Sources: cfile29.uf.tistory.com

7 Timeless Leadership Lessons from an Anachronistic Concierge

The Grand Budapest Hotel

Monsieur Gustave H. was a hotel concierge performing at the very top of his game at a time when Europe was heading into its darkest hour.

He was a man so devoted to his profession and committed to his personal values that it eventually cost him his life.  

7 Timeless Leadership Lessons

Here are 7 timeless lessons (including specific behavior & result) to be learned from Gustav H.’s exemplary leadership style at The Grand Budapest Hotel in Wes Anderson’s delightful new film of the same name.

Lesson #1:  Treat Others with Respect

Leadership Behavior:

Imprisoned with brutal thugs and murderers for a crime he did not commit, Gustave H. treats his fellow prisoners with respect, even earning the respect of the grisly (and artistically-gifted) gang leader.

“This is amazing work! Did you draw this Ludwig?”

Result: 

Ludwig includes him in his gang’s successful prison break plan.

Are there any relationships in your team or work circle you would like to improve?  If you want to improve relations with somebody, read why Dr David Burns views treating them with kindness and respect as the key.

Lesson #2:  Fight for your People

Leadership Behavior:

To his own detriment, Gustave H. twice stands up to soldiers on the train for harassing Zero, an immigrant worker (& Gustave’s deputy) traveling without proper travel documents.

“Take your hands off my Lobby Boy!”

Result: 

Full and eternal loyalty from Zero.

Lesson #3:  Treat Clients Well

Leadership Behavior: 

Gustav H. makes his guests feel special by comforting them in their time of need (intimate room visits not recommended).

Result:

He is left a priceless painting from a special patron and guest of the hotel.

Lesson #4:  Know Your People

Leadership Behavior:  

On unexpectedly meeting his new Lobby Boy, Gustave H. takes the time to interview/interrogate him and explain the rigorous demands and expectations on him as Lobby Boy.  During the intense interview, he also gets a picture of Zero’s skill set…which incidentally needs urgent developing by Gustave himself.

Result: 

By knowing what is expected of him and why, Zero is fully engaged and committed to fulfilling the demands and expectations of the job.

How well do you know your people?  According to Linda Hill and Kent Lineback, here are 7 things you should know about your people.

Lesson #5:  Demand the Highest Standards

Leadership Behavior:  

Eating night after night at a long, cramped table in a tiny back room, Gustave H. meticulously briefs his staff on how to maintain and improve the excellent service which is expected of them all.

Result: 

The hotel has an unparalleled reputation for service and quality.

Lesson #6:  Build Your Network

Leadership Behavior:  

Having exhausted all options while fleeing for his life after the prison break, Gustave H. contacts a secret society of fellow concierges for help.

Result: 

The well-connected network miraculously comes to his rescue.

What could you do to strengthen your network?  In what unexpected ways might a stronger network serve you in the future?  This insightful article from HBR provide practical tips on how to build your network.

Lesson #7:  Live Your Values

Leadership Behavior:  

Clothed in dirty rags after breaking out of prison, Gustav H. lives his value of good hygiene by generously spritzing himself at first chance with his beloved perfume.

Result: 

From then on, Lobby Boy and protégé Zero religiously follows his hygienic Best Practice.

Watch the entertaining trailer to get a colorful picture of Gustave H. and his magical world.

Which of these modelled behaviors would help improve your relationships?  Which would improve the performance of your team?  What would it look like to fight for your people, for example?  What might be the result? Please share your key learnings from Gustave H. or other fictional characters who have inspired you and what you’ve done with the learning.

**********

Never miss an issue of Linked 2 Leadership, subscribe today here
Learn, Grow & Develop Other Leaders

———————
Timothy P. Nash

Tim Nash is a Development Coach & Consultant based in Munich, Germany.
He helps teams & team leaders achieve peak performance for breakthrough results.
Email | LinkedIn | Facebook | Web

Image Sources: filmhuisbussum.nl

The Seven Pillars of Transparent Leadership

Transparent Leader

The need for transparency in society is at an all-time high. Trust and transparency are crucial elements to every leader. People have grown tired of dishonesty and want to exist in a work environment that allows one to have greater transparency of words and deeds.

This is accomplished by eliminating the unknowns that continue to crawl into our minds with each relationship we are part of.

Truth Will Set You Free

Today’s employees want to be a part of a workplace culture that delivers the truth every single time.  They desire leaders that are proactive in sharing enough information and feedback with their teams.

In other words, they just want trust and transparency so they can be well-informed in their relationships.

People want to know that their leaders have experienced the same challenges and/or how they have overcome personal hardships. People feel closer to their leader when there is openness and clarity with expectations-trust in the day-to-day relationships whether it’s an employee or a customer.

Here are seven powerful things that happen when a leader can be transparent:

1) Being overwhelmingly honest

As a leader who wants to be more transparent, you have to deliver full disclosure of information to your team. It doesn’t help anyone if you are only sharing partial information needed to help our team be more successful.

You have to ask yourself these questions:

  • “Am I setting my team up for success?”
  • “Am I sharing important information to help them succeed?”
  • “Do they have all the pieces to the puzzle to make it a success?”

By taking the time to share all the information needed to make your people successful, they will trust and see transparency throughout the organization. When you share all the information needed, you are preparing the soil for growth and an environment of trust.

2) Delivering bad news well

Delivering bad news must be handled with care but important to share with everyone to build more of the trust and transparency in your organization. Occasionally, there are moments of bad news in every company’s journey to success. Those moments are the most crucial moments to be forthright and honest with your team.

We all heard that phrase that honesty is the best policy. It does apply in delivering bad news as well.

People would not perceive you to be less of a leader if the bad news is a reflection of your leadership and organization direction. Be humble and you will begin to understand that all leaders sometimes have set backs and it’s important to be honest about them. People understand leaders are human and at times need to make adjustments to their leadership approach.

4) Properly handling mistakes

The way leaders handle mistakes can be more important than getting things right the first time. Sometimes leaders think that admitting mistakes would come across as incompetence on their part. Admitting mistakes sends message of courage, accountability and humility.

Mistakes are part of an opportunity to be visible and human as you demonstrate commitment to honesty to your organization.

4) Keeping Promises

When leaders do what they say they will do, they place high value on transparency and trust. They do their part in honoring commitments to their relationships. More importantly, their promises are not hollow and they deliver the goods promised to their team.

In the age of communication, it’s given that many people are going to talk and share a perspective.

The real question is whether that “talk” is the going to be demonstrated by the “walk.”

5) Keeping your composure

Communicating effectively requires composure and grace. Challenges, stress and obstacles are part of every organization. How leaders conduct themselves during the good times and the bad times can be a reflection of their character, competence and eventually their credibility.

Followers expect their leaders to be composed and professional as they are always watching. They are watching for trust even when emotions get high.

6) Letting your guard down

Leaders must remember that if you want to be authentic and sincere, you have to let your guard down to welcome more opportunities for growth. Creating meaningful connections by revealing personal information to your team will always adds value to the context of culture and leadership transparency.

Doing so, requires maturity, self-awareness, and a heighten sense of how people might perceive, dissect and disseminate the information you had to share. Leaders must find those moments of authentic connections to engage with their people as they allow others to know them.

7) Showing others you care

To lead effectively and have a positive influence, your followers must have solid answer to the following question: “Does he care about me?” Leaders must think and work toward ensuring the answer is yes they do care. This is done by the commitment to developing your followers on a daily basis-recognizing them, seeking to know their aspirations and dreams.

**********

Never miss an issue of Linked 2 Leadership, subscribe today
Learn, Grow & Develop Other Leaders

———————–
Tal Shnall
Tal Shnall Coach/Trainer Development Renaissance Hotel Dallas Richardson
He specializes in Service and Leadership Development
Email | LinkedIn | Twitter | Blog

Image Sources: 3.bp.blogspot.com

Follow

Get every new post delivered to your Inbox.

Join 42,825 other followers

%d bloggers like this: