TanveerNaseer.com

Leadership Coach, Speaker, and Writer

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 »”Where Do We Go Next After We Succeed?”

How To Successfully Achieve Your Goals This Year

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Earlier this month, I had the pleasure of being invited to be the in-studio guest expert on CBC Radio to discuss why people have a hard time keeping their New Year’s Resolutions and what we should be doing to be successful in achieving our goals.

Over the course of the hour-long show, the show’s host invited callers from across Montreal to call in to share their experiences in making New Year’s Resolutions after which he asked me to share my insights on how people can succeed at achieving their goals over the next 12 months.

Although the focus of the program was on New Year’s Resolutions, I realized that some of the insights I discussed on this show are also valuable for leaders who want to make sure they are providing the right conditions for their employees to be successful in their collective efforts.

And so with 2016 now well under way, I’d like to share the following 3 key strategies that will help you cross the finish line in achieving those goals you’ve mapped out for your organization to attain this year.

1. Direct your focus towards goals that matter
In much of my work with leaders in both Canada and the US, one issue that repeatedly comes up is the struggle with busyness – of feeling like the work we’re doing is simply for the sake of getting things off our plate so we can move onto the next thing demanding our attention, as opposed to doing work that helps move our organization forward in achieving our shared vision.

Indeed, there’s been a number of studies that have pointed out how today’s leaders are operating from an increasingly distracted state – where their focus is often taken away from what matters most to their organization’s shared purpose due to the increasing pull they face on their time, attention and resources.

As such, while many of us are understandably feeling as though our workloads continue to increase year after year, the kind of work we do every day is becoming more and more disconnected from what inspires us to show up and deliver our best efforts to the cause.

That’s why when it comes to defining goals for those you lead, you need to answer the question – why does it matter? [Twitter-logo-smallShare on Twitter] Why should your employees dedicate their talents, creativity, and efforts to making this goal a reality? And where will it lead your organization once you’ve achieved it? Click here to continue reading »”How To Successfully Achieve Your Goals This Year”

My Top 10 Leadership Insights For 2015

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In my penultimate article from 2015, I made the point that in answering the question “where do we go from here?”, we have to look back on the journey we’ve taken and what lessons and insights we’ve learned that can help us as we move forward.

So for my first piece for 2016, I thought it would be a wonderful way to illustrate this idea by doing just that – of looking back at the past 52 weeks of leadership articles and leadership podcast episodes shared here on my award-winning leadership blog in order to discover what were my Top 10 leadership insights that garnered the most interest among my readers.

As I wrote in that earlier piece, our future success hinges on how well we connect where we need to go with what we’ve learned so far [Twitter-logo-smallShare on Twitter]. To that end, as we make plans for what we’d like to achieve in 2016, here’s a look at my Top 10 Leadership Insights from 2015, insights that can help you to use your leadership to not only drive success in your organization in 2016, but create that kind of environment that will allow your employees to thrive under your care.

 

Leadership Insight #10 – Our words do not simply impart information; they influence how people see the value of what they do [Twitter-logo-smallShare on Twitter].

“This is exactly what we see lying at the heart of every study looking into what’s behind those persistent low levels of employee engagement in organizations around the world – a lack of genuine communication between leaders and those under their care.

Time and again, there are study findings released that demonstrate that people want to know that their efforts matter, if not also why they should care about our vision. They want to understand the connections between their efforts and the larger shared purpose that defines why we do what we do.

And this is understandable if we appreciate that – thanks to the faster-pace by which we now have to operate – it’s become harder for people to make those connections for themselves.”

Read more on this leadership insight here: Understanding The Power Of Our Words

 

Leadership Insight #9 – People don’t get excited about being efficient; they get excited about doing work that matters [Twitter-logo-smallShare on Twitter].

“This is the real differentiator between those organizations that are Click here to continue reading »”My Top 10 Leadership Insights For 2015″

Leadership Biz Cafe Podcast #17 – Whitney Johnson On Using Disruptive Innovation To Drive Growth

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When it comes to disruptive innovation, the common and natural tendency is to view it from the lens of organizational growth and evolution. But can the power of disruptive innovation also be applied at the individual level to drive personal success and growth, and if so, how exactly do we go about doing that? It’s the question that serves as the guiding focus of my talk with management thinker, writer, and author, Whitney Johnson.

Whitney is the co-founder of Rose Park Advisors, an investment firm she co-founded with renowned innovation thinker Clayton Christensen. She’s also a former award-winning Wall Street analyst and this year she was a finalist in the Best in Talent Category for the Management Thinkers50.

In addition to writing for the Harvard Business Review and LinkedInfluencer, Whitney’s work has been featured in Fast Company, BBC, CNN, The Guardian, and several other media outlets.

Whitney is also the author of two books, the first being “Dare, Dream, Do” and her latest being “Disrupt Yourself: Putting the Power of Disruptive Innovation to Work”, which is also the focus of this episode’s discussion.

Over the course of this episode, Whitney and I touch on a number of fascinating and personal insights that she shares in her latest book, including: Click here to continue reading »”Leadership Biz Cafe Podcast #17 – Whitney Johnson On Using Disruptive Innovation To Drive Growth”

Why Leaders Need To Stop Using Performance Reviews

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The following is a guest piece by former Disney executive Ken Goldstein.

I don’t like performance reviews. I never liked giving them, and I never liked getting them. They are like school report cards, only less well-meaning and more poorly formed. They make the workplace more political, needlessly enforcing nerve-wracking centers of power. They serve a legal function much more than a creative function. They don’t make products better and they don’t serve customer needs.

They are obligatory, perfunctory, dreaded time sucks for both giver and receiver, putting a check mark in an annual rite of passage that is largely ignored until the Earth completes another full orbit around the Sun.

On the other hand, I love feedback – really good, thoughtful, useful, timely, focused feedback. I love to give it and I love to get it as part of a regular routine. No check boxes, no check marks.

Feedback, sometimes known as coaching, requires relevant substance to have impact. It needs to center on step by step improvement in how an individual is doing against goals, how a team is advancing by virtue of an individual’s progress, how innovation is being served by attitudes and decisions on a daily basis, and how an individual’s achievements are translated into outcomes valued by an employer.

I don’t believe anyone can effectively coach, empower, and bolster an individual’s workplace contributions sitting down once a year and filtering a list of positive and negative attributes. The best you can hope for is polite-speak that doesn’t upset anyone too much – unless you are marching someone to the door – and the worst you can muster is demoralization that shuts down all future hope of trust and collaboration.

Here are three thumbnail cases against performance reviews that you should find terrifying. Click here to continue reading »”Why Leaders Need To Stop Using Performance Reviews”

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