TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Understanding Leadership And The Meaning Of Life

Leadership-and-meaning-of-life

Over the last few years, I’ve had the pleasure of being invited to participate in a number of projects and initiatives looking at collecting the thoughts and perspectives from a diverse set of experts, thought leaders, and personalities. For some of these projects, the contributions being sought were straight-forward and to the point.

But others tended to take on a more thought-provoking approach. The most recent example of this came in the form of a web project I was recently asked to participate in where organizers asked people from different fields and life experiences to give their answer to this question: what is the meaning of life?

As I began to write down my response, I couldn’t help but note how my answer to this profound question also revealed something about the very nature of leadership in today’s workplaces, and what’s required for us to be successful in bringing out the best in those we lead.

Of course, if there was ever a question that continued to capture the imagination and promote a healthy intellectual debate about the value of our collective humanity, it’d be the question what’s the meaning of life.

Lately, it would seem that the answer to this question for our contemporary Western society is the pursuit of happiness, and not surprisingly so when we consider that while the majority of us are not rich, we have nonetheless attained a level of materialistic and gastronomic comfort.

So it would seem that all that’s left for us to grasp for is attaining a constant level of happiness in our daily lives.

Certainly, this is a common theme that’s found in many books and articles looking at how to reignite the internal drives of our employees – that to boost employee engagement in today’s organizations, we need to promote a “happy workplace”.

And yet, if you ask me, the answer to finding the meaning of life – and with it, a greater level of employee engagement and motivation in your organization – is Click here to continue reading »

Why Vacations Are Critical For Successful Leadership

Successful-leadership-and-taking-vacations

With the welcome arrival of the warm summer months, many of us – myself included – are eagerly making final plans for our vacation break and with it, some much needed time for rest and relaxation.

Of course, taking any time off work these days can be quite challenging if not difficult for the very reasons why we need to take these much needed breaks from our everyday workday lives. Namely, the faster-paced, increasing demands on our time, energy, and finite resources that we all have to manage as members of the modern workforce.

These rising demands – not to mention how quickly things can change in the span of a few weeks – can make it very tempting for leaders to pull back on the amount of time they take off from work in order to keep a finger on their organization’s pulse.

While this might address our concerns (and fears) over the short-term, the reality is that it will have a far greater impact on our long-term success as a leader of our team or organization.

To that end, as I make preparations for my vacation break, I’d like to share the following benefits that taking a vacation has on our ability to be successful in our leadership.

1. Vacation breaks give us the opportunity for reflection and review
When I ask some of the leaders I’ve worked with what tasks they’d like to spend more of their workday on, more often than not one of the answers they give is spending more time on ‘big-picture thinking'; of putting their energies and focus on examining the realities and challenges their organization currently faces, and what opportunities this might present going forward.

Of course, this answer is not too surprising as many studies have shown that business leaders around the world would like to be able to spend more time on big-picture thinking.

The key challenge, however, is that thanks to today’s 24/7 wired world, leaders now face ever-growing demands on their time, energy, and attention, a situation that makes having time for pondering the longer view seem more like a luxury than a critical element for leading today’s organizations.

And yet, the reality of leadership today is that leaders need to provide context for what their employees’ efforts today will create for tomorrow [Twitter-logo-smallShare on Twitter]. That to keep their employees engaged and invested in what they contribute today requires an understanding of what this will lead them towards over the long run.

And this is where taking vacation time become so critical to our ability to succeed at leadership Click here to continue reading »

Think Inside The Box To Solve Leadership Challenges

Leadership-thinking-inside-the-box

The following is a guest piece by Mike Figliuolo.

The phrase “think outside the box” makes me physically ill. It’s trite and isn’t at all practical. But inside the box? That’s where great leaders go to get more out of their teams. You can too with a simple assessment tool that provides insights as to how to most effectively lead the unique members of your team.

Preface: I’m an idiot. My friend and fellow thoughtLEADERS instructor Victor Prince hoodwinked me into co-authoring a new book: “Lead Inside the Box – How Smart Leaders Guide Their Teams to Exceptional Results“. The premise is you need to evaluate the amount of output you get from a team member and compare that to the amount of time and energy you have to invest in them to get it. We call that second piece “leadership capital.”

The result of those comparisons is the Leadership Matrix (or “the box” for short). Within that matrix, we define behavioral archetypes from Slackers to Rising Stars and everything in between. The real insight lies in practical advice on how to lead those folks to improve their performance.

By understanding the behaviors your team members will demonstrate and how you invest (or don’t invest) your time and effort into them, you’ll get a clearer picture of the 8 archetypical behaviors that can show up in the box. With that understanding, you can begin leading differently which will improve your performance. Those archetypes are as follows: Click here to continue reading »

Leadership Is About Alignment

Leadership-alignment

The following is a guest piece by Marlene Chism.

There are as many definitions for leadership as there are companies that have leaders, yet at the core, leadership is about alignment. When we hear the word alignment, we think “walking the talk” or acting from integrity. We have all had the experience of observing a leader who doesn’t “walk his talk.” There an incongruity, an imbalance, or lack of agreement in one or more area.

The Merriam-Webster Dictionary’s definition of alignment is to arrange things so that they form a line or are in proper position: to change something so that it agrees with or matches something else.

Working in and living in alignment is difficult because alignment requires you to make decisions and take actions that are in agreement with many goals, ideas and beliefs, some of which may be in conflict. Click here to continue reading »

Are You Creating Purpose Through Your Leadership?

Leading-with-purpose

Over the past few months, I’ve been noticing a common thread in my work with various leaders and organizations, as well through my various speaking engagements with audiences in Canada and the US. Regardless of whether it’s the private or public sector, there’s a clear desire out there among many leaders to understand how to better engage their employees in the work they do.

No doubt a key factor behind this drive to better understand how to get employees to fully commit their discretionary efforts to their organization’s shared purpose stems from the realities of leading today’s organizations. Faced with increasing demands on their time, attention, and limited resources, it’s very easy for leaders to lose sight of what their employees truly need to feel inspired and empowered in the contributions they make to their organization.

Certainly, there are numerous studies out there which help shed some light on just how far organizations and their leaders have to go to improve employee engagement and productivity in their workplace.

From Gallup’s finding that only 13% of employees in 140 countries surveyed were engaged in the work they do, to Salary.com’s multi-year findings that 20% of a typical workday in US organizations is spent on non-work related tasks because employees don’t get a sense of value from what they do, it’s clear that this is a critical issue for every leader to consider and address.

Of course, when faced with such findings, it’s easy for leaders to either assume their organization is the exception to these findings, or that to address these issues requires some large-scale transformation in terms of the type of work they assign to their employees.

Regardless of how leaders choose to react to such findings about the realities found in today’s workplaces, one thing that’s clear is that in order to truly improve the way we work, leaders need to shift their focus from Click here to continue reading »

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