, , ,

Leadership: The Great Differentiator

Put yourself in the setting with the best leader you ever worked with – what was it like?

What was the impact on your life, your family, your friends?

Now put yourself in the setting with the worst leader you ever worked with – what was that like?

What was the impact on your life, your family, your friends?

How far reaching were the impacts of the leadership you experienced? The impacts were extensive, weren’t they?

Did you ever come home from a day of interaction with those individuals and talk about them?

What were your emotions? Happiness, motivated, anxiety, dread?

Who do you want to work for? Dumb question isn’t it?

Now put yourself in the shoes of those who work for and with you. What is it like?

What is the impact you are having on their lives? When they go home what are they saying about your leadership and how do they feel?

You have an impact on the lives of those around you and the people close to them. Your leadership differentiates you and the quality of the lives of your associates, especially your direct reports.

So how are you doing and what is your leadership trajectory?

I bet in you have an image of the type of leader you are and a vision of the path you are on. Is it accurate? How can you prove its accuracy?

You need feedback. Honest unvarnished feedback from all sides; those above, adjacent, and below you. Then what? Use it! Use the feedback to establish and validate your starting point relative to your vision. Isn’t this what you do every day your direct reports?

What do leaders do? First, leaders set the vision for their organization and people. Then they continually monitor progress by assessing, measuring, providing feedback, and making changes to achieve their vision. They do the same to develop their people.

Why then do leaders fail to do the same for their growth? A couple of prominent reasons I have found are, 1) because leaders feel they can evaluate themselves accurately and 2) they are reticent to hear the feedback, specifically from a 360-degree evaluation.

Reality, we all need feedback and assistance to attain our vision. Particularly if you are a leader dealing out a lot of feedback. The truth, everyone already knows the answers – except you. Your mannerisms, quirks, and frequent sayings are all part of daily conversations with those around you. You have blind spots negatively impacting your ability to lead and those around you want to reveal them. They want you to be a better leader.

How do you feel about the individual who takes feedback well, asks for assistance, and is continually working to improve themselves? It usually differentiates that person. Is that an image you project?

Leadership is the great differentiator and your leadership is differentiating you. Do you know how?

/by
, , , , , , ,

Leadership is the Great Differentiator

In the business world you hear constant talk of differentiating yourself and your business. How to differentiate yourself is not hard. If you are a leader you outperform your peers. If your company has a culture of leadership you will out perform your competition.

What is hard is being a leader and creating a leadership culture. What does it take? It takes starting with a solid foundation:

  1. Establishing your vision
  2. A ruthless assessment of where you are today
  3. The soul searching process of validating your values
  4. Taking consistent disciplined actions to live by and run your organization aligned with your values

Easier said than done. Do you know of any individuals or organizations that articulate and consistently live by their values? If you do, I will venture that they are high performing trusted individuals and organizations and seen as leaders.

What actions are you taking to develop yourself as a leader and develop a leadership culture for your organization? If your actions are not based on the foundation of values what is the foundation? Set a solid foundation for your actions otherwise you are destined to be in the middle of pack – just ordinary.

Leadership differentiates you and your organization from the ordinary.

/by
, , , ,

Leadership Reflection: Are You a Leader or Are You Just in Charge?

Are you a leader or are you just in charge?

  • If you do not understand this question –  get in touch with me
  • If you do not know how to tell the difference – get in touch with me
  • If you are just in charge and want to be a leader – get in touch with me

/1 Comment/by
, , , , , , ,

Leadership Reflection: Do I Demonstrate the Responsibility of a Leader?

You have the experience, the technical expertise, and are accountable for your people and the results of the organization. Are you fulfilling the responsibilities of the leader?

Reflect on the following:

Do you feel your responsibility as a leader? To reach a leadership position you must have a number of prerequisite skills and experiences. But to truly be a leader you must feel the responsibility of your position. Military leaders readily talk about how they feel the responsibility of keeping their charges safe. Business owners clearly feel the internal pull their responsibilities have on them. Until you feel that strain – you are not a leader you are merely in a leadership position.

Take the perspective of a subordinate; ever observe a leader who did not feel the responsibility of leadership? Put that picture in your mind and recall what it looked like. Did they truly care about the critical issues? Did they resolve challenges no matter the personal cost, or were they able to walk away with the intent to resolve it later. The responsibility of leadership is a selflessness that puts others and the mission before self.

Leaders carry the burden of responsibility and can feel its gravity. Good leaders do not buckle under the load, but shoulder it without complaint. How does your leadership responsibility feel and look? Do others see the responsibility of leadership on your face? Should they?

Do you take action on your responsibilities? At times the burden of responsibility can be paralyzing. The information is not perfect and the results not always positive, however being responsible requires taking action. Sometimes your action may be incrementally small, while other times grave and drastic. Nonetheless, action is required, based on the reality of your situation and your position as a leader. Action establishes your credibility as a leader. Fail to act and you undermine your credibility. How do you act on your responsibilities?

Do you own your responsibilities?  You alone are responsible for your decisions, actions, and inactions as a leader. Ever experience a leader who would not take responsibility for their own decisions or lack thereof? How do your subordinates talk about you in this area? Respect is garnered by taking responsibility.

There are many facets of being a leader, with few being more important than accepting and acting on the responsibilities of leadership. How did you do with this short reflection? If you don’t feel the weight of your leadership responsibilities, if you don’t act on them, and own them, you are not a leader. You are merely standing in front of a group.

 

/1 Comment/by
, , , , ,

Leadership Reflection: Do You Really Care?

It is difficult to find a leader who would answer the above question with a “No”. However, how do those you lead and serve know you care and what you care about? There are two ways to communicate your level of care: The depth of your commitment and level of accountability to your vision, your work, your teammates, and your customers communicate – you care.

What is meant by commitment? It is doing the small things consistently correct. Attention to detail in your interactions is contagious to those around you. It sends the universal message that details are important. The more you know about your endeavor and those with you on the journey, the louder the message. When you tend to details of your vision, your, work, your teammates, and customers those around you sense – you care.

The depth of your accountability and to whom is the second element that transmits – you care. As a leader you are accountable first to yourself for your vision and work. Being true to yourself takes care of any superiors you may answer to. A close second are teammates and customers. Being able to look your teammates and customers in the eye and be accountable for your work ethic, performance, and results sends the clear message – you care.

Put the theory to the test. Pick two leaders that stand out to you as caring. Think of an icon and one of your leaders.

An icon that comes to mind is Steve Jobs. He was committed to making Apple into a force that delivered life-changing products. He was known for his relentless obsession with details, how employees performed, each product, and the Apple experience. On commitment it was clear – he cared.

On accountability, he was just as relentless. He set the vision for the company and pursued it with passion, being his own worst critic. He used continuous feedback from within Apple and customers to improve products to reach new standards. Demonstrating accountability to his teammates and customers. His methods and the fervor with his approach invite much criticism. However, there has never been any doubt – he cared.

Now put yourself to the test. Take time to reflect and provide specific examples on the following questions:

  • How committed am I to the details of the organization I lead?
    • My vision, my work, my teammates, and my customers
  • What is the depth of my accountability for my vision and work to:
    • My self, my teammates, and my customers

Consider receiving feedback by using the above questions as a 360-degree evaluation. Have your teammates and customers answer the same questions as you just did. Does the thought of asking and receiving this feedback make you nervous? Consider this: everyone except you already knows the answers. It will show your commitment and increase the depth of your accountability. Take the risk and get the feedback. It shows – you care.

/by
, , , , , ,

Leadership Reflection: Do All Mentors Have to be Warm and Fuzzy?

On this Martin Luther King Day it is good to reflect on those who had an impact on you.

Is there a mentor that has affected your development as a leader? If you are a true leader you likely have had at least one. It is also likely that your mentor provided guidance, advice, and an example for you through a close comfortable relationship.

Now reflect on the individual that has had the most profound impact on your growth as a leader.

  • Was that a close comfortable relationship?
  • Were their words always encouraging?
  • Did the individual present challenges, conflict, and push you to struggle?

If your definition of a mentor is one who fosters your growth as a leader, look around and you may find some atypical mentors pushing you to new heights. Whether the relationship is close and comfortable or formal and edgy, accept the lessons they provide and thank them.

 

/by
, , , ,

Leadership Reflection: How solid are your moral principles?

If you were asked “Do you have specific moral principles that guide you as a leader?” The inevitable answer would be: “Of course I do.” I bet you would probably be able to rattle off a list. But what does that mean? Recollect the most challenging moral dilemma you were faced with in your professional career. Now reflect on the following:

  • How were my moral principles applied in the event?
  • Was I flexible with my principles?
  • What did I learn about my principles and myself?
/by
, , , , , , ,

Give Yourself and Those Around You the Gift of a Better You!

If you could do just ONE thing to improve yourself at work and at home would you do it?

Well there is one thing you can do: invest in yourself by hiring a professional coach. You will benefit from a partner wholly focused on empowering you to be the person you want to be. Your coach will assist you in assessing and understanding your full capabilities and work with you to set and attain your goals.
To learn more go to www.GreatTransitionsStrategies.com and set up an appointment for a complementary coaching session to experience the power coaching can have on your life.
/by
, , , , ,

Leadership Reflection: Do I Have a Realistic Vision?

As a leader you must have a vision for your future. However, for that vision to guide you it must be something you can achieve and it must be yours. Individuals with good intentions constantly attempt to shape us. Unintentionally we adopt the dreams that others have for us. Take the time to reflect and answer to the following questions:

  • How realistic is my current vision?
  • What percentage of my current vision is truly mine?

Setting the end state of where you want to be is the key to your growth as a leader.

/by
, , , , , ,

Leadership Reflection: Where are you Going?

Leadership Reflection: Where are you going?

Create a vision of your future self as a leader one year from today.

  • Describe your future self in terms of leadership capacity, skills, and knowledge.
  • Will your current path get you there?
/by