TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Why Vacations Are Critical For Successful Leadership

Successful-leadership-and-taking-vacations

With the welcome arrival of the warm summer months, many of us – myself included – are eagerly making final plans for our vacation break and with it, some much needed time for rest and relaxation.

Of course, taking any time off work these days can be quite challenging if not difficult for the very reasons why we need to take these much needed breaks from our everyday workday lives. Namely, the faster-paced, increasing demands on our time, energy, and finite resources that we all have to manage as members of the modern workforce.

These rising demands – not to mention how quickly things can change in the span of a few weeks – can make it very tempting for leaders to pull back on the amount of time they take off from work in order to keep a finger on their organization’s pulse.

While this might address our concerns (and fears) over the short-term, the reality is that it will have a far greater impact on our long-term success as a leader of our team or organization.

To that end, as I make preparations for my vacation break, I’d like to share the following benefits that taking a vacation has on our ability to be successful in our leadership.

1. Vacation breaks give us the opportunity for reflection and review
When I ask some of the leaders I’ve worked with what tasks they’d like to spend more of their workday on, more often than not one of the answers they give is spending more time on ‘big-picture thinking'; of putting their energies and focus on examining the realities and challenges their organization currently faces, and what opportunities this might present going forward.

Of course, this answer is not too surprising as many studies have shown that business leaders around the world would like to be able to spend more time on big-picture thinking.

The key challenge, however, is that thanks to today’s 24/7 wired world, leaders now face ever-growing demands on their time, energy, and attention, a situation that makes having time for pondering the longer view seem more like a luxury than a critical element for leading today’s organizations.

And yet, the reality of leadership today is that leaders need to provide context for what their employees’ efforts today will create for tomorrow [Twitter-logo-smallShare on Twitter]. That to keep their employees engaged and invested in what they contribute today requires an understanding of what this will lead them towards over the long run.

And this is where taking vacation time become so critical to our ability to succeed at leadership Click here to continue reading »”Why Vacations Are Critical For Successful Leadership”

Bringing Out The Best In Those You Lead

Image © Wharton Magazine

Image © Wharton Magazine

Of all the seasons of the year, summer is without question my favourite. From attending the various outdoor festivals that Montreal has become renowned for, to the annual summer vacation breaks with my family, there’s no question that summer is a time for renewal and rejuvenation.

Of course, renewal and rejuvenation is something that summer has also brought to my garden which, after several years of trying to grow various flowers and shrubs, is finally the kind of garden I had hoped to grow since we moved into our house many years ago.

The process of testing out what plants work best where, which ones failed and why, and how to replicate the past season’s growth successes brought to mind parallels in how organizations and their leaders also have to learn to adapt and evolve in light of changing conditions in order to successfully achieve their shared purpose.

To that end, I’d like to share these three steps leaders should take to bring out the best in their employees in order to drive the collective success of their organization.

1. Connect the changes you make with the vision you have for your organization
When I first started to build our garden, one of the things I had to learn along the way was adapting my vision for what I wanted to grow with the reality of what grew best in my garden. In some areas, low-light plants were needed; in others, pest resistant plants were the best to grow.

Naturally, this lead to a lot of trial-and-error in choosing plants for the garden, which also meant a lot of money wasted in those first years. As a gardener, I was willing to accept these losses, but for my wife whose not a gardener, this was money that could’ve been spent on other areas of the house.

After a few summers of some successes and more failures, my wife was understandably getting frustrated with the amount of money being wasted on plants that lasted for a few short weeks. As much as she wanted to make improvements to beautify our home, she began to feel our money would be better suited to other measures.

In order to get her on board with my vision for what I wanted to create around our home, I realized I needed to invest in more of the plants that were doing well to help her see how buying similar types would ensure repeated success going forward.

Sure enough, in time as our gardens began to fill year after year with the blooms of different varieties of the same kind of plants, she began to understand what I was trying to create, and she became more willing to accept the purchase of different plants that would accentuate the others.

Similarly, when looking at implementing changes in your organization, it’s important to Click here to continue reading »”Bringing Out The Best In Those You Lead”

Do You Motivate By Obligation Or Commitment?

Commitment-vs-obligation

When I sat down to write this latest piece for my leadership blog, I realized that today marks a special anniversary – exactly 6 years ago on this date I took the plunge to begin writing my own blog. Without question, it’s been a long and exhilarating journey both in terms of the evolution of my site as well as in terms of my writing style and approach.

Given that it’s a rare occurrence for this writing anniversary to coincide with the day of the week that I publish my latest articles, I thought this would be a wonderful opportunity to reflect on this writing anniversary and what lessons can be shared from this milestone on how we can do a better job inspiring those we lead to bring their best selves to the work they do.

In looking back on these past 6 years writing for my blog, I’m reminded of the fact that as is the case with writing, leadership is a journey of discovery, one that will help you understand your true value and purpose [Twitter-logo-smallShare on Twitter].

It’s a journey that will often challenge your assumptions of what works, of what it is that truly engages and inspires those around you, and which – if you’re open to learning those lessons – will help you to evolve and grow into the kind of leader your employees and organization needs you to be.

The truth I’ve come to appreciate over the past few years of sharing my thoughts and insights on leadership is that we can’t rely on our sense of obligation – of what people expect from us – to push ourselves to be better than we are today. Rather, what we need is that internally-driven commitment to not settle for the current status quo; that we not look at ourselves today with the belief that we can’t achieve more, or become more than we are right now.

In every successful leader, we see that hunger that compels them to not settle or rest on their laurels, but to keep pushing themselves to achieve even more and in the process, help those around them to become stronger contributors and more valued members of their organization.

These leaders understood that Click here to continue reading »”Do You Motivate By Obligation Or Commitment?”

A Lesson On Bringing Out The Best In Those You Lead

Bringing-out-best-in-our-employees

Over the past few weeks, I’ve been writing about the various characteristics and perspectives leaders need to have to be successful in bringing out the best in those they lead. Sharing some of these insights has brought to mind a question I was asked recently following one of my presentations on leadership.

The question I was asked revolved around how can a leader encourage those under their care to challenge their assumptions of what they’re capable of in order to help them to grow and evolve into stronger contributors to their organization’s vision.

I decided to answer this question by sharing a personal example of a leader I worked with who not only inspired me to dream bigger, but who encouraged me to challenge how I viewed myself and the contributions I could make.

Given the positive response I got from the other audience members, I decided this would be a good story to share with my readers to continue our discussion on how we can bring out the best in those we lead, especially in the face of the growing demands and distractions we face every day at work.

Dan was the president of a biotechnology company where I served in my first middle management role. Now, the interesting thing about Dan is that when you first meet him, he can seem a bit intimidating, not only because he’s quite tall (I’m sure he was a star player on his high school’s basketball team), but because he had this air of quiet confidence and assuredness about him.

And yet, when you talk with him, he had this way about him that made you feel quickly at ease around him, where you no longer saw him as the top dog in the organization, but as someone who was there to help you out if he can.

One of my fondest memories of working with Dan revolves around the numerous one-on-one meetings I had with him in his office. Whenever he saw me waiting outside his corner office near the secretary’s desk, he’d greet me with a warm smile and invite me to take a seat next to his desk.

What was interesting about these meetings was how Click here to continue reading »”A Lesson On Bringing Out The Best In Those You Lead”

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”

« Older Entries