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”

Are You Creating Value Through Your 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?”

Learning The Keys To Exceptional Execution


The following is a guest piece by best-selling author Kevin Kelly.

Launching and leading an “xceptional” business is simpler than you’ve ever imagined. Not easier. Not less time consuming. Not less gut wrenching, but simpler.

Counter-intuitively, many successful entrepreneurs didn’t start with a compelling vision, a wow idea or indeed a workable business plan. Some went on to dominate a market without any previous background in it.

So what’s the secret?

Groundbreaking research conducted by Columbia University’s Amar Bhidé in 2000 titled “The Origin and Evolution of New Businesses” revealed that 88% of “breakthrough companies” were the result of “xceptional execution of an ordinary idea”, according to their owners.

Amar told me in 2013 that some factors have changed since he first published his findings, for example, access to capital is more widespread through crowd-funding, along with a mainstream popularization of entrepreneurship and rise of a global startup ecosystem. However, these developments haven’t changed the fundamental principle of his work.

In my latest book, “DO! The Pursuit of Xceptional Execution”, I interview entrepreneurs from around the world. They are the leaders of some of the most Click here to continue reading »”Learning The Keys To Exceptional Execution”

How Leaders Can Grow Employee Intelligence To Drive Success

Leadership Biz Cafe - Liz Wiseman

Why is it that some leaders are able to stretch and build the intelligence, creativity and motivation of their employees, while other leaders seem only to disengage and drain the collective talent found within their teams? That’s the basis of my conversation with leadership researcher and best-selling author Liz Wiseman.

Liz is the president of The Wiseman Group, a research and development firm that conducts research in the field of leadership and collective intelligence. Some of her clients include Nike, Apple, PayPal, Genentech, Dubai Bank, Salesforce.com, and Twitter. Prior to founding her research firm, Liz worked for 17 years at Oracle as the Vice President of Oracle University and the global leaders for Human Resource Development.

In addition to writing for the Harvard Business Review, Liz co-wrote the Wall Street Journal bestseller, “Multipliers: How the Best Leaders Make Everyone Smarter”, which features some of the research she’s done looking at leadership and collective intelligence.

Over the course of our conversation, Liz shares a number of stories and research findings that help to illustrate:

  • What’s the “dirty little secret of the corporate world” that we don’t talk about and how it’s impacting employee engagement.
  • How “multiplier” leaders stretch and grow talent to increase team productivity, instead of relying on attaining more resources to achieve goals.
  • Why leaders need to go “public” with their mistakes to engender team success and building community.
  • How encouraging debate can improve both decision-making and employee engagement.
  • What “multiplier” leaders do that motivates their employees to do their best work.
  • What the research findings into “multiplier” leaders reveals about opportunities to improve our education system in order to create leaders and employees that organizations will need in the years ahead.

Click here to continue reading »”How Leaders Can Grow Employee Intelligence To Drive Success”

Celebrating Change And Creating Opportunities To Begin

This past Saturday, I had the distinct pleasure of being invited to speak at the convocation ceremony for the regional high school where I serve as chairman of their Governing Board. As it’s only been a year since I’ve been a member of this school community, the main challenge I had with my speech was trying to find a message that would connect with the students at this pivotal juncture in their academic careers.

After giving this some thought, I realized this moment encapsulates a key aspect organizations and their leaders have to address in today’s competitive market – change.

For many of us, change is something we fear because it’s disruptive. It forces us to shift our perceptions or approaches about what we do and how we go about doing it. At the very least, it leaves us questioning our current assumptions and how close they really are to reality.

Looking at the students mingling about, sharing hugs with parents and friends alike, there was no such fear of change despite the fact that the very purpose of this celebration was to mark their departure to new areas of unexplored potential and hardships.

Indeed, it was clear that these students recognized how the challenges and opportunities, the failures and successes they achieved had not only lead them to this moment, but revealed a truth within themselves about their ability to learn, adapt and grow.

Of course, it’s easy to dismiss such notions as Click here to continue reading »”Celebrating Change And Creating Opportunities To Begin”

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