The following is a guest piece by Steven R. Shallenberger.
Have you ever felt overwhelmed, or “task saturated,” with phone calls, emails, interruptions, or competing responsibilities? How many of us spend our days frantically trying to get through our to-do lists but still never find time to do what really matters most? If this sounds all too familiar, you are not alone.
What if I could share a process and tool that could help eliminate those feelings and replace them with a sense of peace, happiness, and accomplishment? These tools will allow you to shift your focus from inaction to action and to significantly increase your productivity while minimizing your stress; you will be able to take control of your life by doing what matters most instead of just coming up with another busy to-do list.
Let’s get started.
Take Control of Your Life through Pre-Week Planning
Pre-week planning is a time management tool designed to help you accomplish things you may never thought possible, by focusing on Click here to continue reading »”How To Double Productivity And Take Control Of Your Time”
One of the things I enjoy about my work is having conversations with people about the nature of leadership, and the challenges and opportunities leaders face in this continually evolving, interconnected business environment.
One of these conversations lead to a discussion about how leaders who want to push for change can deal with those above them who operate from the command-and-control style of leadership – in other words, those that subscribe to the overtly-controlling it’s my way or you’re out approach.
Since that conversation, I’ve had the opportunity to discuss and learn about how both employees and other leaders are also grappling with this organizational schism of dealing with someone stuck in an Industrial Age mindset of top-down leadership, while having to address today’s challenges and issues which require a more collaborative, inclusive and open workplace dynamic.
Based on these conversations, I’d like to share the following three measures that can help both employees and leaders who have to deal with a controlling boss who is clearly stuck in the ‘this is the way things are done around here’ mindset to ensure that they are able to promote growth and collective success in their organization.
1. Don’t focus on your value but on the value you can create
One of the common issues I hear when I discuss with clients and colleagues this issue of working for a controlling boss – especially those that operate from a top-down, win-at-all-costs leadership mindset – is how they feel like they’re more a means to an end than a valued contributor to their organization.
In discussing this situation, one thing that becomes clear is that both parties are almost speaking a different language in terms of their perspective and perception. For employees, their focus is on how to get those in charge to see them as being something more than what they do. For controlling bosses, however, their focus is simply on what they want their employees to get done in order to obtain their desired end result, regardless of the impact or impression that leaves on those under their care.
To resolve this difference in focus and attitudes, we need to Click here to continue reading »”How To Encourage Growth Under A Controlling Boss”
Last week, I had the pleasure of giving the keynote speech at the 2014 NAED LEAD Conference held in Chicago. Given how the focus of my speech was examining the role of charisma in leadership and how we can develop this trait to inspire and engage our employees, it would seem almost natural that the locale for this keynote was this elegant, almost regal ballroom located in one of the illustrious hotels found along Chicago’s “Magnificent Mile”.
Of course, for those who attended my keynote speech, what was a true reflection of the lessons I shared through my talk was the opportunity to connect with new people to listen to their stories about what their successes and their failures have helped them to learn moving forward.
With this in mind, I want to share with you not the highlights of my keynote speech and the various actionable measures that I taught conference attendees to adopt and apply to their own leadership style of guiding their organization. Rather, what I’d like to share here are my reflections from delivering this message to this audience, and hearing what attendees shared about how they would apply these new insights to become a better leader to those under their care.
Tanveer delivering keynote speech at 2014 LEAD Conference in Chicago.
To begin, let us first understand that charisma is not simply about having this natural charm or a magnetic aura that some of us seem to naturally possess to draw in those around us. Rather, as the Oxford Dictionary points out, charisma refers to our ability “to inspire followers with devotion and enthusiasm”.
In other words, charisma is not simply about how charming those around us perceive us to be, but our ability to inspire and engage our employees to Click here to continue reading »”Understanding The Value Of Charisma In Leadership”
Of the various articles I’ve written for my website, this one is quite unique as it’s the product of a writing collaboration between myself and Col. Chris R. Stricklin. At the time we were writing this piece, Chris was stationed at Kabul, Afghanistan as the Chief of Staff/Chief Operating Officer for the NATO Air Training Command.
In addition to the unique experience of shaping and discussing the various points we wanted to share in this piece, it was wonderful to see how quickly we discovered both the common ground we share, along with the commonality found in our individual experiences regarding the challenges we’ve faced and seen in how we can help to bring out the best in those around us – even from a half a world away.
I hope you’ll enjoy the combined insights Chris and I bring to this piece on how we can effectively take over the reins of an established team and help them to continue to achieve success in attaining the shared purpose that defines why we do what we do.
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The house is perfect. Yard meticulously manicured, walls freshly painted, window treatments perfectly hung…it is as you dreamed…just as you move out. For those who move often, it is a commonly understood idiom the house is always the way we want it just before we move out.
As a leader, the same goes for developing a team. You develop those who follow to be intrinsically motivated toward the success of your mission and you meticulously handpick the different levels of leaders below you to execute your vision.
When it is finally running like a well-oiled machine, corporate promotes you to the next level of challenge. What about your successor? People think that assuming a leadership position over a poorly performing organization is the biggest challenge you could face, but the truth is… becoming the leader of a tight team is a larger challenge.
Follow these five simple ground rules and your new leadership challenge will be off to a great start. Click here to continue reading »”5 Important Keys For Taking On New Leadership Challenges”
One of the great joys I get from my work is the opportunity to connect and build relationships with some truly exceptional leaders and people. One of them is my friend, Bob Bennett, the guest writer of this piece. After seeing one of Bob’s talks two years ago, I knew this was a leader I had to connect with, and our conversations and emails since then have been inspiring, informative, and just plain fun. When you read the guest piece he’s written below, you’ll understand why.
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I am blessed to have grandchildren, because they teach me something new every day – even things like leadership and business.
One week shy of their third birthday my wife and I took two of our grandchildren, May and Tucker, to Disney World. They are twins; May is an instigator and manipulator. Tucker is ‘all boy’ and extremely active but sensitive. Both have a quest for knowledge; they can talk with you all day about habitats, inertia, paleontologists, and, as Tucker calls it, ‘gestion,’ the art of turning the food one eats into energy.
We stayed at a cabin in the Wilderness Village. We spent four full days at the separate theme parks, going on every ride that did not have a height restriction.
While packing to leave after the ‘adventure,’ my wife and I wondered which were the kids’ favorite rides. The decision: Tucker – Toy Story; May – Ariel. So, as would any grandparent, we asked them.
The first surprise for us was the speed with which they answered the question. They both answered immediately Click here to continue reading »”How We Can Develop A Culture Of Learning”