Seriously, why is it that someone or some group should trust you to lead? From long experience and ample input from thousands of professionals, here are 5 big credibility killers and 5 big leadership credibility builders:
While Woody Allen offered, "80 percent of success is just showing up," I might politely suggest the phrase is missing a key ingredient: attitude. There's a profound difference between showing up and showing up with the right attitude. Here are five ideas to help you put your attitude in the right place before you start your work day:
Show me a mistake-free leader, and I'll show you someone hiding from the real issues confronting the business: people and strategy.
I can tell you with absolute certainty that I didn’t think about my own leadership style for a large part of the first decade of my career. I didn’t care at the time. It wasn’t relevant. Although in hindsight, I certainly had a style, it was more muscle than finesse. It wasn't until a wise and confident senior leader challenged me to think through and then apply the answers to three powerful questions, that I began to form an effective leadership style.
Let’s face it, some people thrive on bringing their personal challenges into the workplace and baring them all for the world to see. These drama kings and queens seem to revel in sharing their own misery with us in a seemingly never-ending series of scenes from the worst tragic Broadway or faux-Shakesperian play ever. Here are 4 ideas to help you avoid becoming part of the drama:
The best gift you can provide to your team members is the gift of time. If you’ve got the right team members (with the right values), they’ll respond to your willingness to clear the path with enthusiasm, creativity and commitment. Here are 5 diagnostic questions to help remind you of your need to clear the path ahead for your team members:
Mistakes in the workplace are inevitable. After all, we’re human, and try as we might to operate error free, our own software is far from perfect and we occasionally let one slip through the filters. In some circumstances, mistakes are a healthy part of the learning process. In others, they're a sign that is something wrong on the personal front and you need to step in and offer help. And in other circumstances, they're a sign that you're not doing your job as a manager to maintain appropriate quality and accountability standards.
I’ve lost track of how many times I’ve heard the phrase, “I never heard that before,” or, its slightly more grammar challenged equivalent, “No one ever told me that before,” in response to performance feedback. It’s sad and annoying all at the same time to hear those words.
Too many bosses leave discussions about professional development to one or two occasions during the year, usually syncing them with the annual performance evaluations. Follow this formula and you're doing your team members and your firm a tremendous disservice. Rather than keeping professional development talk locked to the calendar, I’m a big fan of frequent “on the fly” conversations that directly support an individual’s developmental needs and goals. Here are 6 ideas to help you jump-start more effective and more timely development discussions with your team members:
Let's face it, some people are graced with an extra gear that the rest of us don’t have. Whether it’s remarkable creativity or ingenuity, or incredible technical skills, it’s exciting to manage and support extraordinary individuals. It’s also very challenging. Here are 4 suggestions for managing and developing the gifted individuals on your team:
