Simply stated, challenging conversations are where we mine the gold from our leadership and management efforts. It's too bad we spend so much time delaying or dodging these discussions. When we do engage, often, we muddle our way through and leave money and performance on the table. Join me for my free webinar on the six challenging conversations at work you must learn to master to succeed.
Sometimes the simplest ideas are the most effective. In this article, I share six ideas on how to use a leadership journal to strengthen your performance through continuous daily improvement.
As a manager, you have an incredible number of opportunities every single day to help your team members move further faster. Here are 5 ideas to help you clear the path and promote progress on your team:
I learned to love challenging conversations the hard way. I delayed and destroyed a number of these earlier in my career until I recognized these are truly the opportunities for managers to mine gold in the form of development, learning, problem-solving and innovation. Here are some key reasons why you need to learn to love challenging conversations:
Too often, our approach to professional development and growth comes in the form of big, broad solutions and approaches. While these approaches sound appealing, they often don't address the core behaviors essential for improving performance. Instead, learn to thin-slice your professional development for effective behavior change. It helps to recruit a Swim Buddy along the way.
We struggle to force the pace of leadership development in our organizations. Instead, we need to adopt a pace that operates on a person's natural time.
In workshops and live settings, I’ve been asked numerous times about my biggest mistakes as a manager. I’ve made a fair number of them over three decades of leading and managing (and I regularly share these via my cases and articles), however, my Achilles Heel earlier in my career was my propensity to invest an [...]
If you’re growing frustrated and fatigued with your life as a manager, you might want to take a step-back and review and strengthen the foundation for your role. Three items provide structural integrity for your managerial foundation: role clarity, values, and connectedness All three components inter-operate to support your effectiveness and to eliminate many challenges in this difficult role. Alternatively, the absence of the three is potentially disastrous.
Your efforts and teams have to produce or, you won't be in a leadership role. IHowever, we all face a choice on style and approach. I managed to evolve from a results-focused heat-seeking-missile to a coach and sponsor whose teams consistently exceeded my and the firm's lofty expectations.
Moving from individual contributor to manager is a challenging career step. One of the more vexing issues first-time managers encounter is learning to drive results through others. Here are at least 7 ideas you can use immediately to promote great results with your group: