TanveerNaseer.com

Leadership Coach, Speaker, and Writer

How Leaders Promote Collaborative Environment

Promoting-collaboration-through-leadership

When it comes to thriving in today’s fast-changing, interconnected global economy, one of the attributes of organizational success that often comes up is ensuring that we promote greater collaboration among the various teams and departments within our workplace.

Indeed, the ability to foster collaboration in your organization has become a critical leadership competency as technological, process-driven differentiators give way to people-centric ones in today’s knowledge-based global economy.

Unfortunately, while leaders may state that they want to engender a more collaborative environment in their organization, they don’t realize how often own actions are actually serving to stifle collaboration, promote the growth of silos, and ultimately hindering their organization’s ability to innovate or incur any real forward momentum.

Time and time again, I’ve met with leaders who are eager to champion collaboration among their different teams and departments, but who unknowingly create or reinforce barriers that prevent their employees from challenging their assumptions or beliefs of how things can be done.

Although in some cases, the actions and behaviours are specific to a particular situation, there are nonetheless some common missteps these leaders share which have only served to impede collaboration among their employees.

To address and prevent these common mistakes from happening in your organization, I’d like to share the following four measures that leaders should take to ensure that they’re creating an environment where employees are compelled to dedicate their discretionary efforts to the shared purpose of their organization.

1. Define at the start what to expect from one another
At the start of any new initiative – whether it’s the development of a new product or service line, a change initiative to improve things, or coming up with an action plan to address a current crisis, there’s the natural and understandable tendency for all involved parties to Click here to continue reading »

Are You Creating Value Through Your Leadership?

Creating-value-through-leadership

One of the things I enjoy in writing about leadership is looking out for new insights into how we can become a better leader to those we serve, as well as discovering new examples that can help to illustrate what those measures might look like in action. The most recent example of this came courtesy of my daughter Alya’s dance recital, a show she had to participate in as part of her dance class curriculum.

Now granted, as her father it’s only natural that my focus and attention would be on watching my daughter and being dazzled by her performance. But outside of that typical parental pride, there was one thing that was unmistakable about Alya’s performance – as she danced on that stage, it was clear to everyone that she was having fun.

What was particularly noteworthy about this is that in openly expressing her joy while she danced – irrespective of whether she was the best dancer on stage or not – she actually made her performance that much more enjoyable because her emotional expressiveness drew the audience in. Indeed, after the show, a few of the other parents came up to me to pass along a message to Alya about how much they enjoyed her dance because they appreciated the obvious enthusiasm she brought to the stage.

Hearing these comments made me realize that this is something leaders tend to overlook or fail to take into consideration regarding not only how they communicate to their employees, but also what efforts they make to better relate to those under their care.

More specifically, as leaders, we know the value of the vision or the change initiatives we want to push through our organization. But how many of us can say that our employees see and understand the value behind our collective efforts as well?

In looking at the various studies on employee morale and engagement levels in today’s workplaces, the answer to this question is Click here to continue reading »

Can Your Team Really Trust You?

Leadership-and-trust

The following is a guest piece by David M. Dye.

Oh No…!
Our team of teachers and high school students had just finished a rafting trip, changed into fresh clothes, and loaded up our convoy of vans to head out to our hotel.

And I was the leader.

I confidently led our convoy out of the parking lot and onto a frontage road that ran parallel to the highway before it crossed over and merged – or so I thought.

With the other drivers in tight formation behind me, I led the team up a hill, but as I crested the hill and descended the other side, it looked like the road narrowed. I slowed a bit, but kept going – we were in the mountains after all and roads there aren’t always built perfectly.

However, as I continued down the hill, the asphalt dwindled until it was just wide enough for one vehicle…before it took a sharp right turn and disappeared out of sight under the highway.

Then I saw it.

A round “cornering mirror” – the kind of mirror you see in grocery stores or bike paths with blind corners. The type of mirror that allows bike riders to see approaching traffic around the corner.

Yes, bikes… Click here to continue reading »

5 Leadership Mantras For Building Better Partnerships

Keys-to-building-partnerships

The following is a guest piece by Fast Company contributor Faisal Hoque.

It doesn’t matter what we do, where we do it, or how well we create a product or offer a service. We don’t succeed without the right people on our teams.

I have come to believe that to survive and ultimately thrive we must effectively create “partnerships” with many around us, from family to colleagues to society in general.

Here are five fundamental principles I have learned to build better partnerships with others:

1. Be direct
Direct communication leads to direction, the path you set as a leader. Even if it was possible, nobody wants to follow a muddled message. Every word must be deliberate and directed. Don’t be tempted to reach out without direction because that can deter or even destroy your overall agenda. Click here to continue reading »

3 Personal Lessons On How To Succeed At Leadership

Personal-leadership-lessons-from-writing

Over the past two weeks, I’ve had the distinct honour of being recognized by two organizations for my work in the field of leadership. The first came from Inc. Magazine which recognized me as one of the Top 100 Leadership and Management Experts, putting me alongside such leadership heavyweights as Sir Richard Branson, Vineet Nayar, Rosabeth Moss Kanter, Peter F. Drucker, and placing one spot below Bill Gates.

The second recognition I received came from Kelly Services in their list of the “Top 7 Blogs Every Manager Should Read”, where I found myself being included alongside such preeminent sites as the Harvard Business Review, Bloomberg Businessweek’s Management Blog, The Gallup Blog, and Seth Godin to name a few.

Naturally, I took to my various networks to share this news, both to invite others to join me in celebrating these recognitions, but also as an opportunity for me to express my appreciation for the continued support and encouragement I’ve received over the years that has helped to place me in such esteemed company.

Among the various congratulatory wishes, renowned leadership expert, best-selling author, and award-winning leadership speaker Jim Kouzes posed an interesting question to me – looking back at the journey that has lead to me such accolades and recognition, “what would you say are the 3 to 5 lessons you’ve learned along the way?”

Although my reply to Jim’s query focused on some of the lessons I’ve learned from writing this blog for the past 5 years, I realized that some of these lessons also apply to the field of leadership, in how they can guide us to become the kind of leader our employees need us to be so they can succeed and thrive.

So here now are 3 lessons I’d like to share from my own experiences to ensure that we’re not only successful in our efforts to guide and inspire those we lead, but that we’re able to achieve the underlying vision and drive that defines why we commit ourselves to serving those under our care. Click here to continue reading »

« Older EntriesNewer Entries »