The following is a guest piece by Mike Figliuolo.
The phrase “think outside the box” makes me physically ill. It’s trite and isn’t at all practical. But inside the box? That’s where great leaders go to get more out of their teams. You can too with a simple assessment tool that provides insights as to how to most effectively lead the unique members of your team.
Preface: I’m an idiot. My friend and fellow thoughtLEADERS instructor Victor Prince hoodwinked me into co-authoring a new book: “Lead Inside the Box – How Smart Leaders Guide Their Teams to Exceptional Results“. The premise is you need to evaluate the amount of output you get from a team member and compare that to the amount of time and energy you have to invest in them to get it. We call that second piece “leadership capital.”
The result of those comparisons is the Leadership Matrix (or “the box” for short). Within that matrix, we define behavioral archetypes from Slackers to Rising Stars and everything in between. The real insight lies in practical advice on how to lead those folks to improve their performance.
By understanding the behaviors your team members will demonstrate and how you invest (or don’t invest) your time and effort into them, you’ll get a clearer picture of the 8 archetypical behaviors that can show up in the box. With that understanding, you can begin leading differently which will improve your performance. Those archetypes are as follows: Click here to continue reading »”Think Inside The Box To Solve Leadership Challenges”
The following is a guest piece by Dr. Alan Zimmerman.
It was the most memorable line in the movie Cool Hand Luke. When the prisoners wouldn’t listen, the prison guard uttered that ominous line: “What we have here is a failure to communicate.”
In a similar sense, almost every employee survey complains about a “lack of communication.” Perhaps you work in one of those places.
The good news is: there are two communication makeups that can fix that. One that deals with the quantity of your communication. The other addresses the quality of your communication.
Makeup #1: DNDT Increases The Quantity Of Your Communication
As I speak to various corporate groups, one of the most frequent complaints I hear is “We’re so busy we don’t have time to talk to each other. We’re so focused on our own individual silos that we don’t really know what the other people in our company are doing.”
If that sounds like you, it’s time to implement DNDT or Do Not Disturb Times. Follow these guidelines. Click here to continue reading »”2 Techniques That Transform Leadership Communication”
Over the past few weeks, I’ve had several fascinating discussions with leaders from different organizations and industries about the various challenges they’re grappling with within their workplace.
For some of these leaders, the major issue they face is how to improve employee engagement levels within their division.
For another group, the main challenge they want to address is how to make emotional intelligence a key foundation stone in their leadership within an organization whose senior leaders don’t see or understand the value of such measures.
And for the other remaining group, the primary focus of their efforts is how to lead their team within a gloomy organizational climate where toxic politics seem to drive efforts more than the overarching vision of the organization.
On the surface, what these conversations revealed is the wide range of issues leaders need to contend with in today’s faster-paced, interconnected global environment. On closer inspection, though, what we discover is that at the heart of each of these challenges is an underlying truth that every modern-day leader needs to come to terms with – that as a leader, it’s your job to protect your team so they can do the work they’re meant to do [Share on Twitter].
At the core of every successful endeavour there is a leader who understood how to foster conditions that will help them to bring out the best in those they lead. Key to creating those conditions was the efforts these leaders made to shield those under their care from political manipulations and ego-driven initiatives that risked taking the wind out of their collective sails to succeed in spite of what stood before them.
In looking at the actions and behaviours of revered leaders from around the world, we find unmistakable proof of how their focus was not on themselves – on building or strengthening their reputation, power, or prestige.
Rather, these leaders understood that the key to creating a compelling vision or goal that others would want to be a part of requires that we Click here to continue reading »”This Is What Real Leaders Do”
The following is a guest piece by Dianna Booher.
“I’ve sold millions and millions of dollars during my 30 years at IBM, and it never occurred to me that people make their buying decisions based on emotion first, and then justified with logic,” John said to me over dinner a few weeks ago. “But you’re right. As I think back about the various client deals, I can see that. I definitely can see that.
Another case in point.
But more formal, rigorous research shows overwhelmingly that people base buying decisions on emotion, and then support them with logic. In a business setting, a logical argument is expected, of course. Just don’t count on the logical argument to win people over to your way of thinking.
In “The Heart of Change”, John Kotter and Dan Cohen discuss a study they conducted with Deloitte Consulting about the nature of change. The study involved more than 400 interviewees from 130 companies in the United States, Australia, Europe, and South Africa.
Their interpretation of the data? Even in large corporations that focus on very logical approaches to strategy, culture, and analysis of data, change happens because the leaders find a way to help people see problems or solutions in ways that influence their emotions, not just their reasoning.
In my own research for “What More Can I Say: Why Communication Fails and What to Do About It”, executives told me the same things over and over: To lead change, influence others, and gain commitment, speak to the heart.
So what does that mean exactly? Click here to continue reading »”Speak To The Heart To Lead Change”
As a writer, there’s a natural tendency to examine events to see how they can shape our understanding of things and generate ideas that can be shared with others. It’s from that perspective that this piece that came to mind on the news of the passing of one of my childhood heroes, Leonard Nimoy, and what insights could be gleaned on looking back at the impact his life has had on so many around the world.
As is the case with many scientists, Star Trek inspired within me a deep love for both real-world science and science fiction. But it’s not just scientists who have been singing their praises for Leonard Nimoy’s work. Indeed, people from all walks of life have been joining in the choruses of expressing gratitude for the influence his work – and in particular his portrayal of the legendary character Mr. Spock – has had on their lives.
Granted, for some, it might be hard to appreciate what’s behind all these tributes from people all over the world, not to mention heads of state and leaders of some of the world’s largest organizations. That is, of course, until we recognize that in those tributes we see people talking less about his work playing the fictional character Mr. Spock, and more about how his work influenced them.
Of how the character he gave life to inspired so many to challenge themselves to not only believe in a better tomorrow, but to become active participants in making that idea a reality.
It’s from that lens that I decided to write my own personal tribute to this childhood hero of mine, by sharing some stories from his life and what lessons we can learn from them about how we can use our leadership to bring out the best in those we lead, as well as inspire them to commit to the vision we have for the future.
1. Find opportunities to address the needs of others
One of the common statements being shared about Leonard Nimoy was how generous a person he was both to the people he worked with and to the numerous fans he met over the course of his life.
Some of the best examples of this can be seen in the efforts he made on behalf of Click here to continue reading »”The Leadership Legacy Of A Childhood Hero”