Tag Archives: emotional intelligence

Video

Leadership Minute: managing emotional triggers in stressful situations

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Leadership Minute: Healthy Conflict

BIV Boardroom Strategy: Adopt the right behaviours to help execute your strategy

[read time: 3 mins]

Your behaviour as a leader has an enormous impact on your team and your organizational culture. Understanding the effect of your leadership behaviours on the execution of your strategy is the first step in guiding your team in the right direction.

As a leader, the best way to harness momentum and motivation around your strategy is by consistently behaving in ways that you want to see others behave, and exhibit the behaviours that you want to ingrain into your culture and ultimately pass down to everyone in your organization.

Here are a few things you can do to sustain momentum and support the execution of your strategy by being intentional with your leadership behaviours:

Be decisive and take action, however small, towards your goal. When temptation to postpone, cancel or move deadlines presents itself, let people see you take one small step toward the goal – when you can’t do it all, something is better than nothing; if you can’t do all of it, do some of it. When you put a visible emphasis on forward motion in the execution of your plan, chances are others will follow your lead. Continue reading

Road to Respect: Path to Profit by Erica Pinsky

It is no secret that the world we work in has changed dramatically in the last few decades – the way we work, the type of people we want to work with and the type of work culture that drives positive results.

With all of these changes, Erica Pinsky points out in her book Road to Respect: Path to Profit that the one thing that hasn’t changed is that employers still hold the ultimate power in the workplace; with that power comes an even greater responsibility to build a culture based on respect as the key to sustainable profitability. Studies show that money is not the main factor keeping employees in a job any more; people stay because of workplace culture and relationships.  Therefore, with the shifting demographic and opportunities available in the new millennium it is imperative that organizations are aware of the dramatic effect their workplace culture has on the bottom line.

Through case studies and stories about what the top Employers of Choice are doing right, Pinsky encourages us to evaluate the current state of our work environment and empowers leaders to be proactive in building the kind of respectful work culture where the link between culture, job performance and profit is appreciated.  The Road-to-Respect: Path to Profit offers key insights and calls to action that change the way we view respect in the workplace.

Part 1 takes us through what respect is and what it looks like as a core competency in the workplace.  Part 2 dives into how to create a value-based culture where respect is one of the most important core values.  Pairing examples of how some of the most well-respected and successful organizations in Canada are doing this with impressive statistics, we are shown how things like embracing diversity, aligning people and processes with core values, having respectful collective leadership and promoting coaching throughout the organization can transform an organization into an Employer of Choice that attracts and retains the top talent. Part 3 is where the course is really charted. While every organization will find its own path, Pinsky, provides tools on how to assess and evaluate respect in your current culture starting with questioning and information gathering as the foundation.

This easy to read book paints a clear and vivid picture of what the many facets of respect looks like in a thriving organization.  Through numerous ‘respectful practices’ we are not just told, but shown how to move toward a culture where respect is a living a core value and success and profitability are the outcomes.  It is the “roadmap” to respect and path to profit.

Definitely worth the read.

Leadership Minute: Checking out assumptions

Leadership Minute: I’d rather be happy than right.

From Manager to Leadership: building your Leadership Roadmap

Here’s a question I get asked fairly often: how can I move from being a manager to truly becoming a leader? It turns out that the answer is “it’s a journey; one you can start right now.”

The journey becomes more focused as a result of having a roadmap to follow to help you understand if you’re on track and making progress. The roadmap starts with a destination in mind and that destination is not obvious “title-based approach.”

Here’s a step by step process for helping you create your own leadership roadmap:

Step 1 – One perspective on the difference between managers and leaders is that managers manage tasks and projects while leaders inspire, guide, mentor, and coach their teams. The reality is the key difference is actually in the eyes of the followers. It turns out the perception of followers plays a big role in developing as a leader: if followers aren’t willing to be led then you will have no one to lead. This understanding is the first step.

Step 2 – Once you understand the role perception management plays in leadership it’s time to consider what leadership outcome you are striving to achieve. Your Leadership Vision is the “what and where” of your leadership journey: where do you want to end up and what will you do when you get there? As Cheshire Cat said to Alice, “if you don’t know where you’re going then any road will take you there!” This vision can be a role or position within a company or organization or it can be what you will be able to accomplish as a result of your leadership journey.

Step 3 – Now that you have your Vision, your what and where, it’s time to consider the how: your Leadership Core Purpose. Your core purpose is the underlying values, attitudes, and beliefs that drive your behaviours and actions towards my leadership vision. One question to help you determine is, “if we asked your followers how they would describe your strengths as a leader, what would they say?”

Step 4 – Now that you are clear on your destination and know how you are going to get there we need to understand where you are today. Draw a line down the center of a page and on the left side write a list of your leadership strengths both behavioural and skill/role related. On the right side of the page write a list of the areas you need to get stronger at that are consistent with your vision and core purpose.

Step 5 – Next to each area that requires improvement and each strength that needs to be maximized write a direction action you can take is year to move your closer towards your leadership vision. These actions can vary from reading, to taking courses, attending webinars, joining peer-groups, getting coaching, finding a mentor, finding opportunities to take on leadership roles outside of work (in my experience chairing a volunteer board is an amazing way to grow your leadership abilities), etc.

Step 6 – Now that you have actions setup it’s time to put some accountability into place. Create due dates and first steps for each of the actions. Then select an Accountability Buddy who can support you on your Leadership Roadmap, hold you accountable, and provide feedback and shared experiences when you feel stuck or at a crossroads.

Step 7 – Each quarter setup a review, evaluate, and revise session for yourself to see what progress you’ve made, what’s working, what’s not working, what’s missing, and what you can celebrate.

After reading this you may be thinking that the journey of a leader is more than an outer, visible journey, it’s a blend of the outer and an inner journey. If you have read the autobiographies of great leaders you already know how much of their focus is becoming a great leader was on self-reflection and discovery. This is the inner journey that is woven like a ribbon through the Leadership Roadmap. Think of it as your own personal iceberg: so much of the real weight is hidden below the surface and forms the true stability and power behind the iceberg.

I’m interested to hear about your personal journey as a leader. Please add a comment to this blog post so we turn this monologue into a dialogue.