TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Don’t Settle For Being A Good Leader. Be A Real Leader

What-it-takes-to-be-real-leader

The following is a guest piece by former Primerica co-CEO John Addison.

If you look around the world today, you’ll notice something is lacking: real leadership. That’s not a political statement; it’s an across the board statement. You see it every time a corporate CEO gets indicted, or a teacher gets arrested for inappropriate relationships with students and yes, you see it when politicians start behaving badly.

Real leadership is our most scarce commodity, much more so than oil, land or cash, and it’s one we need to focus on growing and preserving in order to improve things now and for future generations.

In my book, “Real Leadership”, I share the nine principles I learned during my almost three decades rising through the leadership ranks at Primerica. They are common sense, doable leadership principles anyone, regardless of their leadership title (or lack of) can easily implement but tend to overlook. The time to stop overlooking them and change the tide of leadership is now. Click here to continue reading »

Where Do We Go Next After We Succeed?

Secret to enduring success in leadership

So you achieved that long sought-after success at work – great! Everyone is cheering you on, applauding your success while you enjoy your time in the limelight.

But as time moves on, your colleagues start to focus on other matters and that success that garnered you all those accolades and praise slowly dims, leaving you with one uncomfortable and glaring question – what do I do now?

It’s the part of process of achieving success that we don’t often talk about, mostly because the focus tends to be on how we can be successful without any real honest examination of what do we do when we actually achieve it.

Understandably, part of the reason for that is that success – especially when it’s a public or life-changing moment – is often seen as being the pinnacle of our journey, leaving us with no where to go but down.

A great example of that is when actors win an Academy Award in the early stages of their career. Although life-changing, it also seems to limit their future successes, as many of them go off to make films that are not as critically acclaimed or commercially successful as the one that won them the Oscar. Given their limited body of work, it wouldn’t be surprising to find out that many of them went from being seen as rising stars to potential has-beens.

Fortunately, for most of us, our successes are not as character or career-defining, but that doesn’t necessarily free us from the expectations those around us might have about what we will do next or what achievement we will next attain.

It’s an idea that came to mind after seeing the overwhelming response to the piece I wrote last week about the power of expectations.

As a writer, you’re not always sure what ideas or insights will resonate the most with your readers. So when you see a piece of yours getting the attention like my last piece did – where it not only became the headline article for the Wednesday edition of SmartBrief on Leadership, but it was also featured in numerous other industry newsletters and leadership blogs – it’s hard not to feel like you succeeded in capturing lightning in a bottle.

Of course, as was the case with past articles I wrote which also captured the interest of so many and lead to dozens of new blog subscribers and new readers, it also gave rise to thoughts about how do we match that success. And even how can we surpass it.

There’s no question that this line of thought can leave you facing a daunting dilemma, if not a crisis of Click here to continue reading »

Understanding The Power Of Expectations

Leadership expectations and employee potential

A few weeks ago, my oldest daughter and I were watching one of our favourite dramas when a scene came along that spurred on a conversation about leadership and the expectations we have about those we work for.

The scene in question revolved around one of the main characters who in his new job as a sous-chef had spent the past few days cutting over 40 pounds of potatoes into paper-thin slices. When the head chef – the main character’s boss – walks into the kitchen, the sous-chef points to the heaping bowl of potato slices on his station and tells the head chef he’s completed his task.

The head chef takes a quick look at the potato slices and tells his sous-chef that it looks like he finally got the hang of it near the end. The head chef then takes the large bowl of potato slices and tosses them in the garbage.

As his sous-chef starts to blurt out his exasperation at seeing days of his work being tossed away, the head chef pulls him over to another cutting board and takes out an odd looking vegetable. He then tells his sous-chef to slice the vegetable using the same technique he used with the potatoes.

After making a few paper-thin slices, the head chef picks up a slice and tells his sous-chef that the odd-looking vegetable is a white truffle that goes for over $1000.00/pound.

The head chef then tells his sous-chef that cooking is an art – that to succeed at it, you need more than dedication and precision, you need something innate; something he sees in his new sous-chef. And that’s why he wanted his sous-chef to cut all those potatoes – so he could develop his innate skills in order to better learn the techniques involved in classic culinary prep work.

After seeing the interplay between this boss and his new employee, my daughter – who for the past few weeks has been sending out resumes for summer job positions – looked at me and said ‘I want to work for a boss like that’.

Her reaction was not surprising – after all, who wouldn’t want to work for a boss who recognizes our innate potential and provides us with the guidance and support to help develop that potential?

Unfortunately, I met my daughter’s hopeful enthusiasm with a discouraging reply, pointing out how it’s a rare occurrence to work for a boss who encourages the growth of their employees.

Now granted, it is important to provide children with a realistic world-view of what’s awaiting them out there in the real world. And yet, at the same time, I realized that this conversation shines a light on the bigger issue of Click here to continue reading »

Laziness – The Counterintuitive Act Of Leadership

Laziness-and-helping-employees-do-great-work

The following is a guest piece by fellow author (and Canadian) Michael Bungay Stanier.

You jest, sir!

Laziness as leadership? Surely that can’t be correct.

“I didn’t get to where I am now, young man, by being lazy.”

What is this, clickbait?

In fact, no.

Think about the dual responsibilities of any leader: results and people. That one-two combination goes by other names as well: strategy and culture; impact and engagement.

Part of the secret of success for both of these is doing less, not more. Being lazy.

Let me explain.

Part I: Be strategic
Let’s look at a simple model that will help you understand how you spend your time. It categorizes work into three simple types: Bad Work, Good Work and Great Work. Essentially, these are measures not of quality but of impact.

Bad Work is the waste-of-time, soul-crushing bureaucratic work. If you’ve ever thought, “This is my one and precious life; these are hours I’m never going to live again … and I’m somehow doing this!” you’re doing Bad Work.

Good Work is your job description. It’s busy, efficient, and productive. It can also be a comfortable rut.

Winston Churchill said, “We shape our buildings; thereafter they shape us.” Good Work can do the same. We find ourselves keeping plates spinning, responding to the inbox and attending meetings, mistaking keystrokes and maintenance for impact.

Finally, there’s Great Work. This is the work that has Click here to continue reading »

The Easy Way To Have Tough Conversations With Employees

Making-tough-employee-conversations-easier

The following is a guest piece by Karin Hurt and David Dye.

Do you have a really tough conversation you know you need to have, but you’re concerned about how it will land?

Or have you ever regretted avoiding a tough conversation, as you watch someone you really care about repeat the same mistake and get himself into deeper trouble?

If you knew someone had your best interests at heart, would you want them to tell you the truth, even if it was painful to hear?

Or maybe you have an employee who’ve you tried desperately to coach, and the bad behaviour continues.

You don’t want to say “You need to change this behaviour or else,” but the truth is – there will be consequences.

One of the greatest gifts you can give another human being is to help them discover the truth.

Keep that “feedback-is-a-gift-and-I-care-about-you” loving feeling in mind, while having a direct conversation about specifically what must change. Don’t linger. Don’t sandwich.

Try our Winning Well INSPIRE method for having tough conversations. Click here to continue reading »

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