TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Are You Giving The Right Message With Your Leadership?

When it comes to praise, it's not just how often leaders give it, but also what kind. Discover how this difference can help to empower your employees.

A few weeks ago, my friend Whitney Johnson wrote a piece around perceptual biases that was inspired by something her daughter experienced in school one day. As Whitney describes in her piece, her daughter gave a presentation in one of her classes, a presentation she had spent much time and effort researching and practising. After she was done, her teacher commented “that was pretty good.”

Soon after, one of her male classmates stood up to give his presentation. From her daughter’s perspective, this classmate’s presentation was a lot less organized and he wasn’t as articulate. But when he finished his presentation, the teacher remarked “Great job”.

Reading about the experience Whitney’s daughter had at her school reminded me of a study done by researchers at the University of Chicago and Stanford University which found that while parents give an equal amount of praise to both girls and boys, they differ significantly in the type of praise they provide based on the gender of their child.

What the researchers found was that parents were more likely to praise a boy for his efforts or actions (“you really worked hard on that”) while girls were praised more in terms of who they are (“you’re so smart”).

The researchers found that this discrepancy in giving girls more what they call “person praise” over “process praise” leaves them vulnerable to thinking that if they don’t do well on a test or on an assignment, it’s a reflection more of the limits of their intelligence or abilities than on the level of effort they needed to give in order to succeed.

Although this study – and what Whitney’s daughter experienced at school – reveal some of the biases that both men and women demonstrate towards girls, and its impact on how girls view their accomplishments, I’d like to pivot here and focus on what this reveals about the way we communicate and in particular, what messages we’re really imparting to those we lead.

One thing that’s abundantly clear from the various studies on employee engagement and organizational success is that today’s leaders need to Click here to continue reading »”Are You Giving The Right Message With Your Leadership?”

The Easy Way To Have Tough Conversations With Employees

Making-tough-employee-conversations-easier

The following is a guest piece by Karin Hurt and David Dye.

Do you have a really tough conversation you know you need to have, but you’re concerned about how it will land?

Or have you ever regretted avoiding a tough conversation, as you watch someone you really care about repeat the same mistake and get himself into deeper trouble?

If you knew someone had your best interests at heart, would you want them to tell you the truth, even if it was painful to hear?

Or maybe you have an employee who’ve you tried desperately to coach, and the bad behaviour continues.

You don’t want to say “You need to change this behaviour or else,” but the truth is – there will be consequences.

One of the greatest gifts you can give another human being is to help them discover the truth.

Keep that “feedback-is-a-gift-and-I-care-about-you” loving feeling in mind, while having a direct conversation about specifically what must change. Don’t linger. Don’t sandwich.

Try our Winning Well INSPIRE method for having tough conversations. Click here to continue reading »”The Easy Way To Have Tough Conversations With Employees”

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?”

Customer Loyalty – Marrying Ease With Humanity

Driving-customer-loyalty

The following is a guest piece by New York Times best-selling author Joseph Michelli.

Look no farther than your smart phone and you will see what your customers really want today!

They seek, and have come to expect, companies will make their lives easier and provide technological solutions that enable them to do business with you “on their terms” and in the context of their busy lives.

As such, we are all in the business of delivering “ease!” Back in high school, the last word most of us wanted attached to our personal brand was that we were “easy”; however, in business today that is a badge of honor!

If, heaven forbid, your company is difficult to do business with or if you require your customers to exert substantial effort, those customers have a world wide web of other options and the ability to expeditiously write scathing online reviews.

In 2012, the Harvard Business Review foreshadowed the emerging consumer hunger for “easy interactions” by publishing an article titled “Stop Trying to Delight Your Customers”. In it, researchers showed that the more Click here to continue reading »”Customer Loyalty – Marrying Ease With Humanity”

Creating Intentional Impact That Brings People With You

Intentional-impact-leadership

The following is a guest piece by Inc. columnist Anese Cavanaugh.

We’re well into 2016 now. Recaps, core lessons, results, learning, and themes of 2015 have likely been captured; solutions, goals, intentions, planning, and strategy for 2016 is likely in action… Now what?

How do you make sure that this year stays intentional, awake, and that you lead yourself and your team into a new level of impact? How do you help impact happen in an efficient and collaborative manner? How do you save time, energy, and money in creating outcomes and having life-giving (not soul-sucking) meetings?

And how do you do this all in a way that holds each person accountable for showing up, leading with care, and feeling on purpose and energized vs. on auto pilot and exhausted, by the end of the first quarter?

This can be simple.

You’re going to want to be really intentional about the impact you create together.

You’re going to want to emphasize, support, and model the importance of self-care, of showing up, and bringing your best self to the table.

And, you’re going to need presence. (In all meanings of this word: presence in the moment, presence with your current reality, presence with other, presence with self, executive presence… I’m talking presence in the most holistic sense of the word.). To do this means we have to address 3 key elements: Click here to continue reading »”Creating Intentional Impact That Brings People With You”

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