Tag Archive for: leadership

Don’t promote insecure people.

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Insecurity and positional power don’t mix well. But I see it all the time. Someone is placed in a position of authority and they use that authority to get work done. “I’m the boss so do as I say.” While you might get short-term results, if you aren’t secure enough to listen and value the opinions and approaches of others, you’ll get resistance, disengagement, or resignation.

One CEO told me she never promotes anyone until they’ve spent time leading people in a volunteer organization. “If you can’t influence people where you are without a title, then you haven’t yet earned the privilege of having a title.”
The late former British prime minister Margaret Thatcher said, “Being powerful is like being a lady. If you have to tell people you are, you aren’t.”

Being a leader means:

  1. Being secure enough with yourself that you can admit you aren’t the smartest person in the room, you have something to learn from everyone, you can ask for help, and you sincerely open to learn and try other suggested methods.
  2. Listen and value opinions and approaches of others before sharing your experience and perspective.
  3. Make a decision and take a stand when you need to. Know when you’ve collaborated enough and that your decision isn’t necessarily going to make everyone happy.

The Workplace as a Classroom for Self-Development

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Work harder on yourself than you do on your job. It was a phrase that changed Jim Rohn’s life. As the legendary personal development speaker and author famously said, “If you work on your job, you’ll make a living. If you work on yourself, you’ll make a fortune.”

The best leaders are committed to life-long learning. They understand that the greatest gift they bring to relationships is a stronger, wiser, more self-aware person. As people grow and improve their capabilities, they amplify their impact.

Where do you go to learn? We’re conditioned to learn by going somewhere: to school, to university or technical college, to the internet, to articles, to books.

While these are all great sources of information and learning, what if we could also make life itself a classroom, and our experiences the curriculum? This mindset could revolutionize how we perceive the challenges we face. Every “problem” we encounter would be seen as an opportunity for personal growth. Every setback a chance to learn. Everything that happens to us could be viewed as happening for us.

What if all those things we find ourselves complaining about are presenting themselves as lessons? What if all those people we gossip about are there to teach us something?

Have you ever noticed that if you don’t get the lesson, you keep repeating the class with the same experiences? It’s like Bill Murray in the classic movie Groundhog Day. The events kept repeating themselves until he understood the lesson he was meant to get.

Here are three strategies for turning your workplace into a classroom for self-development:

  1. Assess Your Situation. Take a close look at your work environment to discover the potential for growth it holds. Take an inventory of your frustrations, stuff you complain about, and the things you dislike about your job. List the people that irritate you and those you gossip about. What stresses you? What overwhelms you? What activates your fear response in your work environment? (You can take a similar inventory in your personal life.)
  2. Renew Your Perspective. Start embracing challenges by seeing problems as stepping stones rather than roadblocks along your path to success. Ask, “What lessons am I meant to get from this problem?” “What is this difficult, insensitive boss here to teach me?” “How can I respond differently to those putting all these demands on me?” “What lesson is to be learned from not being appreciated?” Maybe you are meant to learn to be more clear or brave or kind. Maybe what’s required is more commitment or self-care or compassion. Instead of hiding by complaining or gossiping, start facing reality rather than running from it.
  3. Take Action. Decide how you will apply the lesson you have learned. Knowing that growth lies outside your comfort zone, what risks will you take? What actions are required? Who will support you? How will you hold yourself accountable? Apply the lesson and contribute to a healthier, more vibrant workplace culture. If you think it’s time to exit, be sure you’re not escaping from a difficult learning opportunity. Be sure you get the lesson before you leave. Otherwise, you’ll meet the same experience in your next job (or relationship). Regardless, if you’re committed, you’ll find a way. If you aren’t, you’ll find an excuse.

What a legend can teach us about leadership

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The past week we lost a legend. Bob Cole, the eminent broadcaster for Hockey Night in Canada for fifty years, was a beloved and iconic figure in Canadian sports. His passing was felt by hockey fans across the country. Bob Cole was the long time play-by-play voice of Hockey Night In Canada. He was also the voice I remember listening to sitting with my father every Saturday night.

Yesterday I listened to Bob’s last interview with CBC reporter Ian Hanomansing as he prepared for his final broadcast on April 6, 2019.

What impressed me the most about the interview was Bob Cole’s humility.

Bob believed in keeping the focus on the game itself and the unfolding action, rather than making the play-by-play about his own persona or commentary style. His approach to broadcasting allowed the drama and emotion of the game to come through. In the interview he was adamant that he never wanted the listener to remember the broadcaster; he wanted to listener to be impacted by the game. It wasn’t about him. It was about the game.

The interview was a good leadership lesson – the importance of humility. A great leader puts their team, the organization, and the cause above their own ego or personal agenda. A great leader exudes self-confidence without arrogance. They give credit and recognition to team members rather than seeking it for themselves, and are happy to see others succeed. In short, a great leader chooses service over self-interest.

Thank you, Bob Cole, for the memories and the lessons.

A big part of my work and focus is teaching leaders to be integrated, balanced, good human beings with strong character.

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This is the foundation of high trust, psychologically safe organizations. And this is where the truly lasting impact and fulfillment comes from in our leadership.

People these days are wanting their leaders to get past the gimmicks, fads, and flavours of the month and be real.

Legacy is not so much what we leave behind as it is the difference we make today.

How Does A Leader Demonstrate Authenticity?

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One of the best parts of my work is the incredible people I connect with and learn from, one of whom is Geoff Topping, Chief People Officer at Challenger Motor Freight. Amazing guy. Totally authentic.

In one exchange, Geoff mentioned that he created a list of how authenticity can be demonstrated in the workplace. It so inspired me, that I want to pass it on:

Ways Of Demonstrating Authenticity As A Leader:

  1. Admit when you need help, advice, or just an ear. This is a strength, not a weakness.
  2. If you learn something, read something, try something, and it works for you, share it. Don’t take credit for the idea. Share who taught you.
  3. Have mentors, coaches, or confidants; we all have times when we need these people.
  4. If you can and are qualified, be a mentor, coach, or confidant.
  5. Admit that you are a person. We all make mistakes, get sick, and sometimes have personal situations to deal with.
  6. Care about people. Really care. If it’s going to be acting, leadership is not for you; management might be, but not leadership and that is okay.
  7. Think “People First,” which means ensuring people have the opportunity, training, and tools to succeed.
  8. Take personal inventory, and when you’re wrong, admit it.
  9. Always take time in your day or week to reflect on what you need to do better, what you are doing well, and how you can improve.
  10. Take care of your health. Your body and mind are your tools.
  11. We all get Situationally Overwhelmed at times. This is normal and different from being truly overwhelmed. Sometimes, we need to step back and look at our to-do list, tasks, problems, etc., through different glasses.
  12. Find a work-life balance or blend that works for you, but remember that yours will not work for everyone on your team; help your people find one that works for them and the organization.

Thank you, sincerely, Geoff, for inspiring me with your authentic presence.

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You don’t have to be a people person to be a leader

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For years I have taught the principle, “fit people, don’t fix people.” I’m not about changing people. I’m about aligning people in a position that supports their strengths so it’s a win-win for everyone.

I’ve met many senior executives who do a great job building and running a company, but aren’t good at connecting with people. Not every great leader is a people person. We can’t possibly be great at everything. I can be good with people but suck at running a large company.

Many excellent CEOs aren’t interested in attending my Authentic Leadership Academies, but they have a sincere respect for the importance of people, and will support those who want to develop their skills in this area.

So… you don’t have to be a people person to be a positional leader. But what you do need is self-awareness. You have to know your strengths and limitations, and be able to find the right people to fill the gaps. You have to know that if your greatest strength isn’t necessarily connecting to people, that you will find and support the people who can and will lead the way in this area.

What’s imperative is that to hold a position of leadership requires that you care about people and care enough to make people a foundational priority in your organization.

If this topic interests you, and you’re committed to learning more about the power of connection, join me in our upcoming complimentary webinar on April 19: https://lnkd.in/d37Prt4a