Tanveer Naseer

Leadership Coach, Speaker, and Writer

How HR Can Help Managers To Become Better Leaders

Learn about 4 ways that your HR department can help newly minted managers in your organization become better leaders.

The following is a guest piece by Kelly Barcelos.

Hiring employees is a tough job, especially today. Organizations in practically every industry are struggling to attract and retain great talent, especially in senior and executive leadership roles. With average job tenures dropping at every level, Human Resource professionals may need to play a more active role in leadership development and coaching.

Importance of HR for Business Productivity and Leadership Development

As HR professionals, you’re uniquely qualified to help leaders develop the skills, systems and processes required for achieving their own objectives as well as organizational goals. You aren’t likely to be affected by any team bias or prejudice, and probably find it easy to remain objective about the organization’s short-term and long-term needs.

Leadership development is important for organizations, since it helps:

  • Achieve and sustain high overall productivity
  • Drive revenue and improve the bottom line
  • Align leadership styles with circumstances
  • Resolve organizational problems
  • Enhance employee engagement

You can also help leaders determine job definitions for certain roles. This goes beyond job descriptions, by identifying goals for each role and then creating behavioral profiles to simplify the process of achieving them. These profiles can be used by leaders to understand their team’s needs, talents and communication styles as well.

How can HR improve leadership development in an organization? Click here to continue reading »”How HR Can Help Managers To Become Better Leaders”

5 Tips To Successfully Transition From Rookie To Leader

5 tips that can help anyone successfully transition from being one of the employees to entering the leadership ranks in your organization.

The following is a guest piece by Bill Treasurer.

In the same way people without children can’t really know what it’s like to have kids until they do, you can’t really know what it’s like to be a leader until you actually lead. Even in organizations that invest in leadership development struggle with helping new leaders fully comprehend what it means to lead.

Leadership programs often emphasize the operational mechanics of leading – planning, organizing, budgeting, or content that leans more toward management, such as delegating, time management, and giving feedback. What most leadership programs neglect to cover, but that new leaders quickly discover, is that leadership is massively freakin’ hard.

What is left out is how political, shifting, and unpredictable leadership is. Also absent is how much the emotional aspects of leading overshadow and often interfere with the mechanical ones. Consequently, the excitement of finally moving into a leadership role, sometimes after years of toiling among the rank and file, quickly gives way to intense feelings of pressure, anxiety, and inadequacy.

After moving into their first leadership role, new leaders are often dumbstruck by how ill prepared they are for leading others. Here are just a few of the raw realities that quickly confront new leaders: Click here to continue reading »”5 Tips To Successfully Transition From Rookie To Leader”

Are You Supporting Your Organization’s New Leaders To Succeed?

A closer look at why it's important for organizations to not overlook providing support for the new leaders their management ranks.

Over the past few months, I’ve written a number of articles that examined from different vantage points the importance of leaders providing support and guidance for those under their care.

Judging from the response these pieces received, it’s clear that these ideas and insights certainly resonated with my readers. And yet, the truth is that when it comes to discussions about providing support to members of our organization, there is one subset that unfortunately gets overlooked in these conversations. The group I’m referring to are those employees who’ve recently been promoted into leadership roles.

To understand the unique challenges they face, we must first consider the process by which many newly-minted leaders are selected for taking on these new roles.

In most cases, being offered a leadership role is treated as a promotion – either to reward an employee’s past achievements, or to ensure their talents and skills are retained within the organization. Consequently, organizations end up with people in leadership positions who don’t have the proper skills and mindset to successfully lead others.

Indeed, a recent study by Gallup found that 82% of current managers lack the skills and aptitude to be an effective leader, skills like being able to “motivate every single employee to take action”, creating a “culture of clear accountability”, building relationships with those they lead, and making decisions based on what’s best for the team and organization as opposed to just for themselves.

In other cases, the promotion of employees to new leadership roles is hastily done in response to the growing number of vacancies in leadership positions. For example, one study found that only 36% of surveyed companies were prepared to immediately fill vacancies in their leadership roles.

One of the more obvious issues these findings reveal is that many organizations are moving people into leadership roles too quickly, in that they lack sufficient leadership training and development to ensure they succeed in this new role.

Or even worse, they give leadership roles to people who don’t have what it takes to effectively lead others; that while they might be technically proficient, they don’t have knowledge, insights or skills necessary to take on the responsibility to lead others.

But the other issue these approaches to leadership promotion creates is that it Click here to continue reading »”Are You Supporting Your Organization’s New Leaders To Succeed?”

How Leaders Can Develop Their Skills With One Simple Habit

Building-mindfulness-in-leaders-today

The following is a guest piece by author Matt Tenney.

If your schedule is anything like mine, finding time to consistently devote to your own leadership development is likely quite a challenge.

Wouldn’t it be nice if you could have a well-rounded leadership development program that didn’t require you to add anything to your schedule?

You can. In fact, research in neuroscience suggests that you can transform simple, daily activities – like brushing your teeth, commuting to work, and preparing coffee – into opportunities to change both the function and structure of your brain in ways that improve both business acumen and emotional intelligence, two key drivers of leadership performance. All you need to do is change the way you do things you’re already doing each day.

For most of us, our default mode of operating in the world is to be caught up in our thinking. We live as though we are our thinking, as though we are that voice inside our heads that is constantly blabbering away.

By making a subtle inner shift, called mindfulness, we can actually become and remain aware of our thinking, as though we’re watching it on a heads-up display, or listening to it as though it were a radio station. We can become and remain self-aware.

Nearly everyone already does this many times each day. However, it’s usually Click here to continue reading »”How Leaders Can Develop Their Skills With One Simple Habit”

3 Olympic Stories That Inspire Us To Become Better Leaders

Leadership-inspiration-from-Olympics

With the end of the 2014 Sochi Winter Games on Sunday, many of us are now returning to our regular work routines and viewing habits, having a deeper appreciation for the world of sports and the power of the human spirit. In many ways, that’s probably the most interesting aspect about the Olympics – of how it not only draws us in on sporting events we otherwise wouldn’t follow, but how it also binds us together through that sense of camaraderie and kinship.

Of course, the other interesting aspect of the Olympics is how they provide a microcosm of cause-and-effect; where in the span of a few minutes we can see firsthand what all those years of training and sacrifice have given rise to.

This distilled concentration of human effort and achievement provides a unique backdrop from which we can glean new insights into how we can inspire those around us to believe in their potential to succeed and achieve more than they thought possible.

It’s from that perspective that I’d like to share the following three stories from these Winter Olympic Games where we can discover important lessons on what we need to do to become better leaders for those under our care.

1. Denny Morrison and Gilmore Junio – Putting others ahead of ourselves

Morrison-Junio-sharing-Olympic-win

When Denny Morrison crossed the finish line in the men’s 1000M speed skating final, the real story wasn’t his winning the silver medal. Instead, it was the fact that his team mate, Gilmore Junio, had given up his spot to allow Morrison to compete at the Sochi Olympic Games.

While competing in the Canadian Olympic team trials, Morrison lost his footing and fell to the ice, leading him to be disqualified from the team. Although Junio skated a clean run to qualify for the Olympic team, he knew that Morrison was the stronger skater and represented a better chance for Canada to get a medal in this event.

And so, Junio gave the spot he had earned for himself to compete at the Olympics to Morrison, saying that he had to so because it was “in the best interest of the team.”

But Junio did more than Click here to continue reading »”3 Olympic Stories That Inspire Us To Become Better Leaders”