TanveerNaseer.com

Leadership Coach, Speaker, and Writer

Why Compassion Is Key To Succeeding At Leadership

Importance-of-compassion-in-leadership

With the arrival of September, many of us are returning to our regular routines now that our children are back in school and the period for taking summer vacation breaks has come to an end. For myself, this September also marks a special milestone in my writing career – specifically, it marks the one-year anniversary of the launch of my first leadership book, “Leadership Vertigo”.

Since the release of my first book last fall, I’ve been on an incredible journey speaking to organizations and audiences in Europe, the Middle East, Canada, and the US, sharing my insights on leadership and how leaders can encourage and support their employees to bring their full selves to the work they do.

This journey of sharing my writings and insights on leadership over these past five years has lead to the achievement of another very special milestone this month – that of being invited to speak this Wednesday at the Management Grand Rounds at Boston’s Children’s Hospital, an affiliate of Harvard Medical School.

This prestigious leadership speakers series has welcomed in the past such leadership luminaries as Tony Hsieh, Doug Conant, Robert Sutton, Amy Edmondson, and Daniel Pink. Being invited to join the ranks alongside these renowned thought leaders as one of the speakers of this series is definitely one of the highest honours of my career to date.

The timing of these two milestone events has brought to mind some of the leadership insights I’ve shared in my book and there’s one in particular that I wanted to share with my readers as I prepare for this upcoming talk. Specifically, why it’s becoming increasingly important for leaders to cultivate compassion in their leadership so that they can succeed in bringing out the best in those they lead.

In fact, one of the recurring themes I’ve been asked to speak about this year is how do leaders embrace the elements of emotional intelligence that we hear so often about in articles and studies on successful leadership. There’s a genuine interest and desire out there to know how leaders can create an environment where people are willing to dedicate their native talents, creativity, and insights to their organization’s vision and shared purpose.

As I’ve discussed in some of the talks I’ve given this year, what’s needed here is Click here to continue reading »”Why Compassion Is Key To Succeeding At Leadership”

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”

Are You Creating Purpose Through Your Leadership?

Leading-with-purpose

Over the past few months, I’ve been noticing a common thread in my work with various leaders and organizations, as well through my various speaking engagements with audiences in Canada and the US. Regardless of whether it’s the private or public sector, there’s a clear desire out there among many leaders to understand how to better engage their employees in the work they do.

No doubt a key factor behind this drive to better understand how to get employees to fully commit their discretionary efforts to their organization’s shared purpose stems from the realities of leading today’s organizations. Faced with increasing demands on their time, attention, and limited resources, it’s very easy for leaders to lose sight of what their employees truly need to feel inspired and empowered in the contributions they make to their organization.

Certainly, there are numerous studies out there which help shed some light on just how far organizations and their leaders have to go to improve employee engagement and productivity in their workplace.

From Gallup’s finding that only 13% of employees in 140 countries surveyed were engaged in the work they do, to Salary.com’s multi-year findings that 20% of a typical workday in US organizations is spent on non-work related tasks because employees don’t get a sense of value from what they do, it’s clear that this is a critical issue for every leader to consider and address.

Of course, when faced with such findings, it’s easy for leaders to either assume their organization is the exception to these findings, or that to address these issues requires some large-scale transformation in terms of the type of work they assign to their employees.

Regardless of how leaders choose to react to such findings about the realities found in today’s workplaces, one thing that’s clear is that in order to truly improve the way we work, leaders need to shift their focus from Click here to continue reading »”Are You Creating Purpose Through Your 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?”

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