Tag Archive for: accountability

We all have bad days – even weeks. How do you know when it’s a you vs. them problem?

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It’s never a you vs. them problem. It’s always a you and them problem. In every relationship challenge there are always two sides. When facing a relationship problem, the accountability approach asks: “How am I contributing to the problem I am complaining about?” This question implies a commitment to look at your side of the issue.

While the other person is also contributing to the problem, all you can control is your side of the street. It’s not necessarily 50/50, but there is always something you can learn and do differently. This replaces blame with personal responsibility and understanding.

How do you know when it is time for a change in your life or career?

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Signs to watch for:

  1. Lack of motivation
  2. Feeling unfulfilled
  3. Lack of growth opportunities
  4. Feeling undervalued and unappreciated
  5. Stagnant skill set – your skills are underused
  6. Negative, toxic work environment
  7. Work-life imbalance
  8. A gut feeling that you’ve evolved into the wrong place

These are emotional signs that indicate a need for a change, but they don’t necessarily mean it’s time to exit a career, a job, or a relationship. They could very well be telling you that it’s time to wake up and change the way you’re thinking or acting.

A process for using these signs to guide your choices:

  1. Pay attention when these indicators surface.They are telling you it’s time to change.
  2. Carefully reflect on what changes these indicators are guiding you to.
  3. Talk it through with a trusted confidant, coach, or confidant.
  4. Ask what you need to learn and change. If you don’t learn what you are meant to learn, count on meeting the same problem in the next environment you find yourself in. Geographic cures tend not to produce long-term results.

hashtag#change hashtag#reflection hashtag#accountability hashtag#growth hashtag#authenticity

Why accountability and empowerment are inseparable.

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Accountability is usually understood in terms of holding someone accountable. But what if we, ourselves, embraced being accountable for the benefit of our relationships, families, and organizations?

Empowerment is usually understood in terms of “giving power” to someone. But what if we, ourselves, embraced empowerment as taking accountability to create an organization where you enjoy working and which serves the greater good?

This means that accountability and empowerment are inseparable. Rather than being “granted” by someone else, they are virtues that come from within.

Twelve Indicators Of Authenticity

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For seven decades, leadership scholars have conducted thousands of studies to determine the traits of great leaders. Thankfully, none have constructed a clear profile of an ideal leader. There’s no single leadership style or approach to leadership you can imitate to become a great leader. We can certainly learn from others, but we all have to find our unique authentic self.

Being an authentic leader comes from being more fully who you are. It’s that simple and it’s that complex.

Here are twelve indicators of being authentic:

  1. A sense of purpose. Authentic people have a sense of purpose that gives them a reason to get up in the morning and keep walking through the hard times.
  2. They resist conformity. Authentic people don’t need others to validate their worth. They can express their opinions openly when needed. Not to be compliant or defiant, but simply to be honest.
  3. Deep-seated curiosity. Authentic people are life-long learners and actively pursue feedback from others.
  4. The courage to be vulnerable. They have a close community where they share their struggles, fears, values, self-doubts, dreams, uncertainties, grief, and deepest joy – so they are comfortable bringing the full spectrum of their humanity to the world.
  5. They care about others. They are present and engaged, taking time to listen, tune in, and sincerely value others.
  6. They own their mistakes. Authentic people take responsibility for their actions, including their mistakes. and can admit when they are wrong.
  7. Humility. They know they are never the smartest person in the room and shine the light on others.
  8. They know their values, set good boundaries, and can say no.
  9. They work for the greater good. They are committed to service over self-interest.
  10. They respect others. Authentic people value of diversity, and are not threatened by, but welcome and celebrate differences. They seek to understand as many alternative work views as deeply as they can.
  11. They are accountable. They show up. You can count on authentic people.
  12. Authentic people are self-accepting. They know they can’t always exhibit some of these traits and somehow find a way to be okay with their imperfect humanity.

Tag a leader in your life that demonstrates these traits.

Why A Values-Based Approach To Leadership Is Critical for Engagement

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When you hold a kite’s string, you are the anchor that allows it to soar high in the sky. Letting go of that string does not make the kite soar to greater heights. In fact, releasing your grip causes the kite to crash to the ground.

Similarly, sustained principles act as an anchor for your leadership. Individuals who hold on to their principles reach their highest potential.

Many organizations have fancy value statements, but if you don’t have a clear path to get the values into the lives of every person in the organization, then these statements are empty resolutions.

There is a huge difference between values statements and real values.

Join David this Friday (February 23) as he shares his experience, research, and perspective on what it truly means to be value-based in your life and leadership – and the power that will come from it.

  1. Learn how being people-centered breeds entitlement.
  2. Discover how values-based leadership starts with value-based living.
  3. Leave with practical insights for engaging your teams by being values-based.

To register go to: https://lnkd.in/d37Prt4a

#leadership #values #authenticity #engagement #workculture #accountability #perspective #freewebinar

“Power Corrupts, Ultimate Power Corrupts Ultimately”

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I once met a CEO who never promoted anyone until they spent a minimum of six months volunteering in a charitable organization. She understood that when working with volunteers, titles mean nothing. “If you can’t inspire and influence people without a title, there’s no way I’m putting a title in your hands.”

Here are six ways to help ensure that power doesn’t corrupt you:

  • Surround yourself with people who will be brutally honest with you – and listen to what they say.
  • Assume you are never the smartest person in the room. Adopt a growth mindset and recognise that you can learn from everyone.
  • Expect the same from yourself that you expect from others.
  • Be open to challenge and constructive debate.
  • Create an open and transparent decision-making processes, and insist that people be involved.
  • Own your mistakes, seek feedback, and make amends.

Whether power is bestowed on us by the trust of others or by added responsibility, it’s critical that we stay conscious and alert to the warning signs of when power can blind us in our ultimate accountability to be a leader with strong character.