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?”

What Leaders Need To Do To Help Their Employees Succeed

Transforming-passion-into-purpose

When I was nine years old, my older cousin got a brand new chopper bicycle for his birthday and it was probably the coolest bike I ever saw. With its hot lime green chassis, checker-board banana seat, and a sports car-inspired gear shift affixed to the bike body just in front of the seat, this bike looked more like a hot rod than a conventional bicycle.

The first time I saw it, I wanted so badly to take it for a spin, and so I ran to my older cousin and asked him if I could take his bike for a ride around the block. Given how it was a new bike and I was only nine, my older cousin clearly had no interest lending his bike to me.

Every summer after that, when we went to visit my uncle, aunt and my cousin, it was always the same answer my cousin gave me when I asked him once more if I could try his bike – “No”. Despite those repeated negative answers to my query, I never once wavered in my eagerness and anticipation of one day riding that bike.

A couple of years pass by, and on one of our summer trips to my uncle and aunt’s place, my aunt tells me how my older cousin is going to be taking his driver’s test soon. Given how he’ll be driving around town, my aunt tells me that he has little use for his chopper bike. She then looks at me and asks “Would you like to take his bike home with you?”

I couldn’t believe my ears. After years of asking my cousin to let me ride his chopper bike, his mom was now offering to make it mine. It didn’t take long for me to blurt out a very excited “Yes!”.

Of course, my parents being the pragmatic types thought that I should try the bike first before accepting it. Given how I’d waited years just to ride this bike, I wasn’t going to miss out on the opportunity to actually own it. So I assured my parents that this bike was a good fit and so we packed up the bike and headed back to Montreal.

As we got home late that evening, I couldn’t try out my new bike until the next day which I figured was okay as that meant that I could show it off to my friends the next morning when I biked over to the neighbourhood park.

The next day, I went out to the garage, excited that I was finally going to be able to take this bike out for a ride. As I rode off our driveway and onto the street, though, I had an unexpected realization about this chopper bicycle – it was just a bike.

For years, I had built in my head this grand notion of what it would feel like riding this bike; of feeling that rush of excitement as I raced down the street on this eye-catching bicycle. As it turned out, riding this bike didn’t feel any different from riding any other bike.

So instead of being this amazing, exhilarating ride, it was actually unremarkable and even at times uncomfortable, especially when it came to changing the gears as the shift handle was difficult to reach. It comes as no surprise then why this bike remains the only one I’ve ever seen that had the gear shift placed down on the bike frame between the handlebars and the bike seat.

Now while my story ended in disappointment, but with an important life lesson on how sometimes things don’t live up to our expectations, I want to share another story – specifically, that of a painter – and how the contrast between his experience and mine can shed light on what leaders need to do to help their employees to succeed. Click here to continue reading »”What Leaders Need To Do To Help Their Employees Succeed”

Are You Helping Your Employees To Reach Their Potential?

Using-Leadership-To-See-Potential-In-Employees

When it comes to my role serving as the Governing Board Chairman at my daughters’ high school, one aspect of this leadership role that I enjoy the most is being invited to school events that celebrate the achievements of our students.

After all, when you spend much of your time discussing school budget issues, funding projects, approving various school policies and the like, having the opportunity to talk with students to learn about their accomplishments really helps to provide a context for the collective efforts of my team.

The most recent student celebratory event was particularly noteworthy as the focus was not on the best and brightest students in our school community. Instead, it was on students participating in a work-study program designed for students at-risk of dropping out or who suffer from intellectual disabilities.

The goal of this school-based program is simple – to provide these students with both a knowledge base and hands-on experience that will allow them to join the workforce at the end of the three year program. As these students are not the high achievers who win academic or athletic awards, they typically tend to get overlooked by others because there’s no rising star to be found among them.

And yet, a conversation I had with one of these students not only challenged that notion, but it helped to reveal a very important lesson that every leader today can benefit from. A lesson on how we can bring out the best in every employee under our care.

Before joining this work-study program, Malik was one of several students at-risk of dropping out of school, not just because he struggled to keep up with the school work, but also because he was extremely disorganized. As he told me when sharing his story, he had a hard time with the regular school work load because he couldn’t keep track of the various assignments he had to do.

It was at this point that Malik directed my focus to this binder he had on the table. As he revealed the contents inside his binder, he told me about how this program had helped him to become more organized, not just in how he managed his homework, but also in how he maintained his work station.

Most interestingly, Malik admitted that his newfound ability to be more organized has spilled into his family life as well in that he not only keeps his room clean, but he also makes his bed every morning, something his parents had never imagined he’d do.

Granted, this kind of effort would hardly be considered noteworthy or exceptional for most of us. But the point to here is not what Malik and his classmates accomplished. Rather, what Malik’s story reveals is the importance of helping those we lead to discover their potential to do more, to be more than they are today.

In the case of Malik and his fellow classmates, what helped drive their transformation to feeling like what they do matters and is important was Click here to continue reading »”Are You Helping Your Employees To Reach Their Potential?”

The One Thing Today’s Leaders Need To Do

Whats-Your-Purpose-Blog-Post-Quote

One of the things I enjoy about the various talks I give is the conversations I have afterwards with leaders in the audience. These interactions not only give me the chance to understand which leadership insights resonated with them the most, but it also allows me to learn more about the current challenges and pain points they’re looking to resolve in their organization.

Recently, I was reminded of one of these conversations where a senior VP asked me this question – ‘what would you say is the one thing that every leader should do?’ Now on the surface, this question might seem to infer one of those quick-fix, set-it-and-forget-it solutions that leaders could employ in order to shift their focus to other issues demanding their time and attention.

After all, when it comes to leadership, our ability to succeed in this role involves more than just one skill set or approach, something that’s particularly evident when we consider the increasing demands and ever-changing conditions that shape and define today’s workplace environment.

And yet, despite those increasing demands and distractions – not to mention the need for continuous adaptation and innovation in light of changes that are brought on both within and outside the organization – there is in fact one thing that every leader today should be doing.

Regardless of what position they hold or what industry they operate within, today’s leaders need to make sure that their actions and words serve to answer this one important question – what is our purpose?

Granted, as leaders, we all understand the importance of creating and communicating a vision or mission statement that serves to tell both our employees and those we hope to serve what it is that we create or offer.

Unfortunately, when it comes to defining that vision for our organization, many of us struggle because we make the process of creating it too complex, too unwieldy and consequently, we end up with a message that’s not as relatable as we need it be, nor is it truly effective as being an idea or vision that others would willingly rally around.

When it comes to answering the question of what is our purpose, we too easily get bogged down in the process of conceptualization because we think of our collective purpose in fuzzy terms and not in a manner that best connects this message, this idea with what matters to those under our care.

And many times, we also forget that Click here to continue reading »”The One Thing Today’s Leaders Need To Do”

Why Storytelling Matters In Today’s Leadership

Power-of-storytelling-leadership

With this latest piece on my leadership blog, I’m delighted to announce a new partnership with The Economist Executive Education Navigator. The opportunity to collaborate with such a respected and renowned publication is both an exciting opportunity and a great honour.

Through this new partnership, I will be contributing articles to The Economist Executive Education Navigator and in addition, I will be featuring articles originally published on The Economist Executive Education Navigator website. So to kickstart this new partnership, I decided to reprint the article below on the importance of storytelling skills for today’s leaders. But before I do, allow me to first share my own thoughts on this topic.

Of the many skills and traits that today’s leaders are expected to have in order to help their organization succeed and thrive, effective communication is without question one of critical foundation stones for successful leadership in today’s interconnected, digital world.

Of course, when it comes to discussions on how leaders can do a better job communicating their idea or vision to those under their care, there is naturally a focus on how leaders can employ storytelling to not only articulate their vision, but how this communication tool can help motivate employees to commit their native talents, creativity, and insights to making that shared purpose a reality.

Granted, in this digital age of text messages, emails, video conferencing, and social media, storytelling as a communication tool can seem a bit quaint, harkening more the image of people sitting around a campfire sharing stories than around a conference table trying to figure out the next steps of a new initiative or how to resolve a current issue.

But the fact remains that storytelling is a powerful and effective vehicle for leaders to better inform, inspire, and educate those they lead of not only the journey before them, but of the challenges that stand in their way.

The simple truth is that no one Click here to continue reading »”Why Storytelling Matters In Today’s Leadership”

« Older Entries