TanveerNaseer.com

Leadership Coach, Speaker, and Writer

3 Lessons On How To Promote Successful Collaborations

Leadership-promoting-successful-collaborations

One of the benefits I garner through my work are opportunities to collaborate with different groups and individuals. Through these collaborations, I not only get the chance to learn and understand different perspectives, but to discover new ways to work with people who have different approaches to guide things forward.

Of course, as with anything in life, not all collaborations are created equal. Although I look forward to future collaborations with many of the people and groups I’ve worked with in the past, there are some collaborations that were not as satisfying or rewarding. Not so much in terms of how successful we were in attaining our objectives, but in how certain parties approached the collaboration process.

Interestingly, it’s a problem that my two oldest daughters also experience in high school where teachers assign them projects to collaborate on without providing any guidance or support on how to do this effectively. This no doubt mirrors our own educational experiences, where we were somehow expected to know how to collaborate with different partners in order to achieve a successful result.

Taken together, what this reveals is an uncomfortable truth about the nature of work: we understand the importance of collaboration, but most of us haven’t learned what that involves [Twitter-logo-smallShare on Twitter]. And in light of today’s rush to just get things done, leaders are not engendering a supportive environment for their employees to learn how they can successfully collaborate with different teams and departments in order to achieve their organization’s shared purpose.

As such, I’d like to share with you some of the lessons I’ve learned from my past collaborations, lessons I’ve shared with both my clients and my daughters on how we can learn to be successful in our present and future collaborations by gaining a better understanding of what it entails.

1. Clarify expectations in terms of involvement and contributions
When I look back at the various partnerships I’ve had with different groups and individuals, one trait that these collaborations shared in common was how there was this collective drive and enthusiasm to roll up our sleeves and dive into the work.

And yet, if I look at those collaborations which I enjoyed the most – those that have fuelled an interest in finding opportunities to collaborate in the future – there was something we did before we mapped out any plans or began assigning tasks.

Namely, before anything else was done, we made time to Click here to continue reading »”3 Lessons On How To Promote Successful Collaborations”

How Successful Leaders Use Culture To Influence Behaviour

Organizational-culture-influences-behaviour

The following is a guest piece by James O’Toole.

Increasingly, business consultants, scholars, and executives are coming to the conclusion that culture is the prime driver of organizational performance. Despite the prevalence of that point of view, however, there’s little agreement about what culture is or what it entails.

You can’t see it, touch it, or measure it, yet culture is said to explain why some companies fare better than others. The authors of the year’s three best business books on culture, one of which is a novel, explore the elusive subject from widely divergent perspectives, but all end up confirming that it is the single most powerful influence on how people behave in organizations. Click here to continue reading »”How Successful Leaders Use Culture To Influence Behaviour”

My Top 10 Leadership Insights For 2014

Tanveer-Naseer-Top-Leadership-Insights-2014

As I look back at the past 12 months, there’s no question that this has definitely been a milestone year for me. Not only did 2014 mark five years that I’ve been writing online for this blog, but this was also the year I finally added “author” to my list of credentials with the release of my first leadership book, “Leadership Vertigo”.

A milestone that I’m grateful to have had the opportunity to celebrate here on my blog with the help of such leadership luminaries as Doug Conant, Liz Wiseman, Jim Kouzes, Barry Posner, and David Burkus.

Also noteworthy this year was the numerous leadership awards and recognitions I’ve received, most notably being recognized by Inc Magazine both as one of their “Top 100 Leadership and Management Experts”, and just a few weeks ago as one of “100 Great Leadership Speakers”. Indeed, this has certainly been for me a phenomenal year of growth, change, and evolution, and one which will certainly set the foundation for what lies ahead.

But before we say goodbye to 2014, allow me to share with you my Top 10 Leadership Insights from this year as selected by you, the readers of my award-winning leadership blog. These 10 leadership insights proved to be most popular based on the total number of social shares the respective pieces had.

Of course, instead of simply providing you with a list, I’d like to share with you this series of quotes gleaned from my writings in the hopes that it will both remind you of what was shared this year, as well as inspire you to recognize the opportunities to be found in this new year for us to show up and truly be the kind of leader that fuels the success and long-term prosperity of our organizations and community. Click here to continue reading »”My Top 10 Leadership Insights For 2014″

How To Increase Self-Awareness In Our Leadership

Encouraging--leadership-self-awareness

In my previous piece, I discussed why leadership should be hard in the context of how so many leaders I’ve work with are now struggling to find balance between the rising demands on their attention and resources, and having the time to assess their leadership and what they need to do going forward.

Given how that piece was based on my own reflections of this past year, I was delighted to see its message resonating with so many of my readers. Among the many comments I received regarding that piece were questions about some of the strategies I use for reflection and increasing my sense of self-awareness.

Now before I share the strategies I use for reflection and review, I’d like to first briefly point out the findings of a recent study for why it’s so important for leaders – in light of the growing demands for their time, attention, and resources – to use reflection in their leadership.

Dr. David Zes and Dr. Dana Landis analyzed self-assessments from almost 7 000 professionals in about 500 publicly traded companies looking for gaps in how individuals viewed their competencies as compared to how their colleagues viewed their performance. This data was then compared against the return on investment for the company’s stock over a period of almost two and a half years.

Through their analysis, the researchers found that the employees that worked at poorly performing companies had on average 20% more blind spots as compared to those who worked at financially strong companies. Also, employees at poor-performing companies were 79% more likely to demonstrate low levels of self-awareness as compared to employees who worked at companies that were delivering a strong return on investment.

What their study’s findings revealed is that self-awareness Click here to continue reading »”How To Increase Self-Awareness In Our Leadership”

How To Delegate Purpose In Your Organization

Delegating-purpose-through-leadership

In my previous piece, I shared three strategies used by two distinct organizations to help promote and support a sense of community and shared ownership in their respective workplaces – a mindset and approach that’s becoming increasingly critical for leaders to foster in order to support their organization’s adaptability and long-term success.

In this follow-up piece, I want to build on those three strategies by examining a process most leaders currently employ through their leadership and how we can better use this tactic to not only drive organizational success, but to strengthen the commitment our employees make to our shared purpose.

As the title of this piece points out, what I’m referring to here is the process of delegation.

When it comes to delegation in today’s organizations, the common tendency leaders have is to simply delegate those tasks or projects that we don’t want to do. Work that requires time and attention that we can’t be bothered to expend our limited resources on, and so we hand them off to our employees.

While this approach might help us to better manage our daily grind, the problem with this is that the act of delegation becomes a lost opportunity for us to connect what matters to our employees with what matters to our organization.

In order to improve and sustain employee morale over the long run, we need to understand what will help our employees feel like they are contributing meaningfully to our organization; that they understand the connection between their efforts and the shared purpose that defines why we do what we do.

Now this can be a challenge for many leaders because we instinctively want to make sure we maintain some form of control over things, not to mention that fear that if our employees fail, we not only have to do the work we assigned them, but we also have to address the mistakes they made.

And yet, we have to remind ourselves that our employees are not going to care about our vision if we only give them work that no one else wants to do.

So with this in mind, I’d like to discuss a strategy I’ve shared with my clients and with those who’ve attended some of my talks on how we can delegate not just tasks to our employees, but a sense of purpose and meaning, along with giving them that much-needed opportunity to learn and grow. Click here to continue reading »”How To Delegate Purpose In Your Organization”

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