TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Why Compassion Is Key To Succeeding At Leadership

Importance-of-compassion-in-leadership

With the arrival of September, many of us are returning to our regular routines now that our children are back in school and the period for taking summer vacation breaks has come to an end. For myself, this September also marks a special milestone in my writing career – specifically, it marks the one-year anniversary of the launch of my first leadership book, “Leadership Vertigo”.

Since the release of my first book last fall, I’ve been on an incredible journey speaking to organizations and audiences in Europe, the Middle East, Canada, and the US, sharing my insights on leadership and how leaders can encourage and support their employees to bring their full selves to the work they do.

This journey of sharing my writings and insights on leadership over these past five years has lead to the achievement of another very special milestone this month – that of being invited to speak this Wednesday at the Management Grand Rounds at Boston’s Children’s Hospital, an affiliate of Harvard Medical School.

This prestigious leadership speakers series has welcomed in the past such leadership luminaries as Tony Hsieh, Doug Conant, Robert Sutton, Amy Edmondson, and Daniel Pink. Being invited to join the ranks alongside these renowned thought leaders as one of the speakers of this series is definitely one of the highest honours of my career to date.

The timing of these two milestone events has brought to mind some of the leadership insights I’ve shared in my book and there’s one in particular that I wanted to share with my readers as I prepare for this upcoming talk. Specifically, why it’s becoming increasingly important for leaders to cultivate compassion in their leadership so that they can succeed in bringing out the best in those they lead.

In fact, one of the recurring themes I’ve been asked to speak about this year is how do leaders embrace the elements of emotional intelligence that we hear so often about in articles and studies on successful leadership. There’s a genuine interest and desire out there to know how leaders can create an environment where people are willing to dedicate their native talents, creativity, and insights to their organization’s vision and shared purpose.

As I’ve discussed in some of the talks I’ve given this year, what’s needed here is Click here to continue reading »”Why Compassion Is Key To Succeeding At Leadership”

How Feedback Can Help Your Employees Succeed And Grow

Using-feedback-to-drive-employee-success-growth

With August now coming to a close, many of us – myself included – are feeling that bittersweet tinge that comes with the end of the summertime period. Indeed, contrary to so many of those back-to-school commercials, I personally am not eager to see the summer break come to an end for my daughters because I love having them around. Then again, as my wife likes to say, I’m not a fan of things ending.

The end of the summer period also brings to mind another ending that was marked this month – the end of Jon Stewart’s 16-year tenure at The Daily Show.

Now, to be clear, this piece is not about Jon Stewart’s legacy and whether you agreed or not with his socio-political viewpoints. Rather, it’s about an unscripted and honest moment that happened during his final show, and what we can learn from it about the nature of giving feedback and how it can help those we lead to grow.

The moment I’m referring to was when Stephen Colbert shared with the audience how Stewart made a point of telling his employees to never thank him because they owed him nothing, an idea Colbert said Stewart got “dead wrong” for the following reason:

We owe you because we learned from you. … All of us who were lucky enough to work with you for 16 years are better at our jobs because we got to watch you do yours. And we are better people for having known you. You are a great artist and a good man. … I know you’re not asking for this, but on behalf of so many people whose lives you’ve changed over the past 16 years, thank you.”

It was a wonderful, heart-felt moment that gave us a glimpse into what it was like to work under Jon Stewart’s leadership at The Daily Show. Of course, it also gives rise to a question about how will our leadership be viewed when we’re done – namely, what will be the impact those under our care remember the most about our leadership and what will that say about the legacy of our own leadership?

Granted, such questions can be quite daunting if not a luxury for many leaders to ponder given the complexity of today’s interconnected, global environment where things happening halfway around the world can wreck havoc on our strategies and plans here at home.

Indeed, if today’s leaders can’t Click here to continue reading »”How Feedback Can Help Your Employees Succeed And Grow”

3 Big Mistakes That CEOs Must Fix To Inspire Employees

Mistakes-CEOs-make-that-cost-employee-motivation

The following is a guest piece by CEO Ben Decker.

Across every business vertical and level, we all tell ourselves little white lies when it comes to communicating: “People tell me I’m pretty good at communicating.” “I don’t need to prep; I can wing it.” “If I say the words, people will get it.”

At the CEO level, these white lies run rampant. After years of working with business leaders, the fact is most CEOs are not inspiring. And oftentimes, they are not even influential.

The good news: All of us can inspire. We just have to tweak our communications approach. Communicating is a learned skill, critical for leadership and motivation – the CEO’s primary task.

Here are the top three mistakes that CEOs make – and how to fix them: Click here to continue reading »”3 Big Mistakes That CEOs Must Fix To Inspire Employees”

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 »”Think Inside The Box To Solve Leadership Challenges”

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 »”Leadership Is About Alignment”

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