TanveerNaseer.com

Leadership Coach, Speaker, and Writer

3 Valuable Insights Leaders Can Learn From Neuroscience

Leadership-insights-neuroscience

The following is a guest piece by Jesse Newton and Josh Davis.

If you’re trying to instill organizational change in your company, then you face not just a logistical shift, but a cultural challenge as well. Employees will have to think differently, see people differently, and act in new ways. Employees also need to continually reinforce the right habits in one another so that the customer experience is on their minds everywhere.

One method that can help is known as pride building. This is a cultural intervention in which leaders seek out a few employees who are already known to be master motivators, adept at inspiring strategic awareness among their colleagues. These master motivators are invited to recommend specific measures that enable better ways of working.

Pride builders in a wide variety of companies and industries tend to recommend three specific measures time and time again: (1) giving more autonomy to frontline workers, (2) clearly explaining to staff members the significance and Click here to continue reading »”3 Valuable Insights Leaders Can Learn From Neuroscience”

How Leaders Promote Collaborative Environment

Promoting-collaboration-through-leadership

When it comes to thriving in today’s fast-changing, interconnected global economy, one of the attributes of organizational success that often comes up is ensuring that we promote greater collaboration among the various teams and departments within our workplace.

Indeed, the ability to foster collaboration in your organization has become a critical leadership competency as technological, process-driven differentiators give way to people-centric ones in today’s knowledge-based global economy.

Unfortunately, while leaders may state that they want to engender a more collaborative environment in their organization, they don’t realize how often own actions are actually serving to stifle collaboration, promote the growth of silos, and ultimately hindering their organization’s ability to innovate or incur any real forward momentum.

Time and time again, I’ve met with leaders who are eager to champion collaboration among their different teams and departments, but who unknowingly create or reinforce barriers that prevent their employees from challenging their assumptions or beliefs of how things can be done.

Although in some cases, the actions and behaviours are specific to a particular situation, there are nonetheless some common missteps these leaders share which have only served to impede collaboration among their employees.

To address and prevent these common mistakes from happening in your organization, I’d like to share the following four measures that leaders should take to ensure that they’re creating an environment where employees are compelled to dedicate their discretionary efforts to the shared purpose of their organization.

1. Define at the start what to expect from one another
At the start of any new initiative – whether it’s the development of a new product or service line, a change initiative to improve things, or coming up with an action plan to address a current crisis, there’s the natural and understandable tendency for all involved parties to Click here to continue reading »”How Leaders Promote Collaborative Environment”

Are You Creating Value Through Your Leadership?

Creating-value-through-leadership

One of the things I enjoy in writing about leadership is looking out for new insights into how we can become a better leader to those we serve, as well as discovering new examples that can help to illustrate what those measures might look like in action. The most recent example of this came courtesy of my daughter Alya’s dance recital, a show she had to participate in as part of her dance class curriculum.

Now granted, as her father it’s only natural that my focus and attention would be on watching my daughter and being dazzled by her performance. But outside of that typical parental pride, there was one thing that was unmistakable about Alya’s performance – as she danced on that stage, it was clear to everyone that she was having fun.

What was particularly noteworthy about this is that in openly expressing her joy while she danced – irrespective of whether she was the best dancer on stage or not – she actually made her performance that much more enjoyable because her emotional expressiveness drew the audience in. Indeed, after the show, a few of the other parents came up to me to pass along a message to Alya about how much they enjoyed her dance because they appreciated the obvious enthusiasm she brought to the stage.

Hearing these comments made me realize that this is something leaders tend to overlook or fail to take into consideration regarding not only how they communicate to their employees, but also what efforts they make to better relate to those under their care.

More specifically, as leaders, we know the value of the vision or the change initiatives we want to push through our organization. But how many of us can say that our employees see and understand the value behind our collective efforts as well?

In looking at the various studies on employee morale and engagement levels in today’s workplaces, the answer to this question is Click here to continue reading »”Are You Creating Value Through Your Leadership?”

Planting Seeds For Your Organization’s Growth

Fostering-organizational-growth

After enduring the long and at-times extreme weather conditions of this past winter season, many of us are understandably relieved to find ourselves under the welcoming and hospitable conditions that are often associated with Springtime.

Of course, with the return of warm weather and sunny skies, there is a strong temptation to rip apart the brown and tired masses in our gardens in order to make room for new plants already in bloom. That we start over with a fresh batch of flowers instead of providing the current plants in our garden with the time they need to awaken and resume their growth cycle.

It’s a temptation that’s mirrored in many organizations today where the shift is moving from surviving the economic storm of the past few years to seeking opportunities for growth and expansion. As with our gardens, it can be tempting to simply press ahead with new initiatives with little thought on the impact it might have on the collective potential that currently lies dormant within our workforce.

But if we are to ensure a sustainable, long-term growth for our organization, we need to make intentional our efforts to tap into the discretionary effort found within our employees. That in looking ahead, we connect the motivational drives of those under our care with what we plan to fuel our organization’s growth. In this way, we can provide a strong foundation on which to build our organization’s health and long-term viability.

To help you achieve this in your organization, here are four measures you can implement in order to plant the seeds for your organization’s future growth and ability to thrive in the years to come. Click here to continue reading »”Planting Seeds For Your Organization’s Growth”

How Leaders Can Successfully Champion Change

Leadership-championing-change

When it comes to seeking insights on the best leadership practices, the natural inclination is to look towards successful organizations like Southwest Airlines and Zappos for inspiration and guidance.

Not surprisingly, in most countries, one area we often disregard for leadership guidance is the political arena, as most politicians tend to represent examples of what not to do than what leaders should be doing to engage and enable those they serve.

This sad reality becomes especially apparent during election campaigns, where political candidates expect voters to believe in their capability to lead and their vision of creating a better, more inclusive future, even though their tactics to win include character attacks and sowing division within the populace.

And yet, if we distance ourselves from the headaches and negativity that regrettably have become par for the course of political elections, there are some tangible, practical insights that we can learn from. Insights that help us to understand what we need to do to get our employees to embrace the change initiatives we’re putting forth to ensure success in our collective efforts.

It’s from this perspective that I’d like to share with you three lessons from the recent provincial election campaign held this past month in Quebec, Canada, that help to illustrate what measures leaders need to employ to encourage their employees to embrace the change initiatives they have in mind for their organization.

1. Don’t just tell, but show why this change initiative matters Click here to continue reading »”How Leaders Can Successfully Champion Change”

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