TanveerNaseer.com

Leadership Coach, Speaker, and Writer

The Key To Promoting Organizational Growth And Success

Promoting-organizational-growth-and-success

Now that the first quarter of this year is coming to an end, many of us are naturally taking stock of how much progress we’ve made towards reaching those targets we set out to attain this year. This naturally leads to an examination of our current efforts to promote the growth and development of our organization and with it, new opportunities to broaden our scope and leverage our existing assets.

And yet, while many leaders are eager to find ways to foster growth-promoting initiatives within their organization, many struggle with creating those conditions that are necessary for supporting a sustainable, thriving workplace environment.

No doubt this is largely due to the disconnect between where most of their efforts are being placed and what’s really required to engage, inspire, and empower employees to become fully committed participants in the shared purpose that defines their organization’s collective efforts.

Indeed, in the past few years, there have been numerous studies which have conclusively shown that organizational growth and success in today’s interconnected world is no longer dependent solely on the various processes and measures we implement in our workplace.

Rather, the key differentiating factor is how well we’re able to demonstrate the connection between the everyday work our employees do and the overarching shared purpose that defines our organization’s raison d’être. That our employees feel compelled to bring their best selves to the work they do because they themselves derive a sense of purpose and meaning through the contributions they make.

Of course, while many of us can understand the value and importance of promoting purpose-lead work to our organization’s success and longevity, the challenge lies in how do we ensure we’re creating such conditions in our workplace, especially when the needs and requirements of our employees can be quite diverse.

To help you address this quandary, I’d like to provide you with a few questions that you can use to ascertain whether your current efforts serve to connect what matters to your employees with what matters to your organization, and thereby create those conditions that are necessary for the long term success and growth of your organization. Click here to continue reading »”The Key To Promoting Organizational Growth And Success”

How To Simplify The Way We Work

Simplifying-the-way-we-work

After the tough winter season most of us have had this year, it’s understandable that many of us are eager for Springtime weather to finally take hold so we might once again enjoy a warm sun under blue skies.

Of course, it’s not just the return of warm weather that many of us associate with the arrival of Spring. There’s also that sense of renewal and rejuvenation that comes with this time of the year; of being more open to making changes that will spur on new opportunities for growth and success.

This mood makes for a great motivator, not only for us to tackle the chores of spring cleaning where we clear our homes of undesired clutter, but also as a driving force for us to find new ways to streamline and better manage the unending demands on our time, energy, and resources.

Indeed, one of the hallmarks of our digital age is the pursuit of simplification – where we use our smartphones and other technological devices to help us simplify both the way we work and how we get things done.

In fact, one of the findings in this year’s Global Human Capital Trends from Deloitte found that some organizations “are starting to treat “time capital” with the same seriousness as financial capital”; that how we use our time is becoming an increasingly critical and prized resource that has a tangible connection to our collective success and long-term growth.

In many ways, this finding is not surprising as being able to simplify issues or situations helps us feel like we have a better handle on things. Through simplification, we can gain a better vantage point to understand what’s going on and what we need to do going forward.

So in keeping with the themes of spring cleaning and simplifying the way we work, I’d like to share this straightforward framework that can help you ascertain how you can go about decluttering the way you and your employees work in today’s faster-paced and ever-changing work environment by asking yourself the following three questions. Click here to continue reading »”How To Simplify The Way We Work”

An Astronaut’s View Of The Power Of We

Image courtesy of NASA.

Image courtesy of NASA.

I’m delighted to share this guest piece by US astronaut Col. Ron Garan. Ron spent 178 days in space on board the International Space Station (ISS), travelling 71 million miles in orbit. Ron has the unique distinction of being the only TED speaker to give a talk from outer space.

Thanks to the time he spent in space looking down at our planet Earth, Ron developed a deeper appreciation for what he calls “the orbital perspective” and how this vantage point can help us tap into our innate sense of empathy and connecting with others to break down barriers – whether between teams, departments, or even nations – in order to combine our collective experiences and insights to build a better future for all.

In the piece below, Ron looks back at the US-Russian partnership behind the International Space Station program and what it reveals about what we stand to gain by tapping into the power of we.

* * * * *

I recently attended a national summit on infrastructure at the Harvard Business School. One of the speakers, Senator Barbara Mikulski, told a story about how every month the women of the senate — Democrats and Republicans — meet for dinner.

They meet without staff, without memos, and without the normal overhead that comes with political meetings in Washington. The dinners are designed to be all about relationships and listening. The idea is to create an atmosphere in which the senators do not judge each other.

Senator Mikulski felt this to be a very powerful tool to break down barriers to cooperation and to provide a common ground that will serve as the relational foundation for working together. This is a great worm’s eye view strategy, especially in this case, because Click here to continue reading »”An Astronaut’s View Of The Power Of We”

Why Successful Leaders Focus On Giving Over Getting

Transforming-leadership-from-getting-to-giving

One of the wonderful benefits of our digital age is not only how we’re able to discover the talent and artistry of people we might have otherwise overlooked, but also how we’re now able to peek behind the curtain to learn what inspires them; to discover and understand what guides them to create these moments of engaging insights that linger in our mind’s eye.

It’s a concept I recently appreciated when I came upon this video by comedian Michael Jr. where he shares what he views as being the moment where he had his big break as a comedian. His description of the big break in his career is not only a heartwarming and revealing look into the art of stand-up comedy, but it also shines a light on an important lesson for today’s leaders to embrace.

Now granted, it may seem weird to pull a lesson on leadership from a comedian talking about laughter and comedy. But it becomes a bit clearer when we find out that Michael Jr.’s big break as a comedian wasn’t when he performed on The Tonight Show or at the internationally renowned Montreal Just For Laughs comedy festival.

Rather, as Michael Jr. describes in the quote below, his big break was something more internally-driven and personally significant:

“The big break was at a club and right before I got on stage, I had a change in mindset about comedy. Normally, when a comedian gets on stage, he wants to get laughs from people. I felt a little shift take place, where I felt like I was to go up there and give them an opportunity to laugh. Now I’m not looking to take. I’m looking for an opportunity to give.”

Now although this comedian is referring to the relationship he has with his audience and his shift in how he views that dynamic, there is nonetheless an important message to learn here regarding the dynamics we have as a leader with those under our care.

Specifically, it compels us to ponder the following: when we go into those meetings with our employees, when we have those conversations with those we lead, are we walking into that moment with the goal of getting something for us, or do we see it as an opportunity to give something of ourselves to those we lead?

As leaders, it’s easy to fall into the trap of Click here to continue reading »”Why Successful Leaders Focus On Giving Over Getting”

Speak To The Heart To Lead Change

Leading-with-heart

The following is a guest piece by Dianna Booher.

“I’ve sold millions and millions of dollars during my 30 years at IBM, and it never occurred to me that people make their buying decisions based on emotion first, and then justified with logic,” John said to me over dinner a few weeks ago. “But you’re right. As I think back about the various client deals, I can see that. I definitely can see that.

Another case in point.

But more formal, rigorous research shows overwhelmingly that people base buying decisions on emotion, and then support them with logic. In a business setting, a logical argument is expected, of course. Just don’t count on the logical argument to win people over to your way of thinking.

In “The Heart of Change”, John Kotter and Dan Cohen discuss a study they conducted with Deloitte Consulting about the nature of change. The study involved more than 400 interviewees from 130 companies in the United States, Australia, Europe, and South Africa.

Their interpretation of the data? Even in large corporations that focus on very logical approaches to strategy, culture, and analysis of data, change happens because the leaders find a way to help people see problems or solutions in ways that influence their emotions, not just their reasoning.

In my own research for “What More Can I Say: Why Communication Fails and What to Do About It”, executives told me the same things over and over: To lead change, influence others, and gain commitment, speak to the heart.

So what does that mean exactly? Click here to continue reading »”Speak To The Heart To Lead Change”

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