Often times people associate great leaders with two main characteristics; vision and decision. While both are essential, there is an important and mighty force rarely discussed. Great leaders enroll in the powerful force of relationships with focused intention. They know no one succeeds alone, no millionaire is self-made, no superstar does it on their own.
How often do you say “I told you so” or “I knew it” or “That’s why I did or didn’t do XYZ”? At that moment is usually a feeling of deep satisfaction. Is that satisfaction worth it? At first glance, it may seem like an obvious yes. Take a step back a moment and think
There are many contradictions about what leadership is and the qualities needed to be an effective leader. From below looking up, leadership appears to be a form of dictatorship. One person presides over a larger group of people. That group must follow the directions of the leader or suffer the consequences. True, healthy leadership doesn’t align with
There is a tradition on how to best provide constructive criticism (aka the “sandwich” method). 1st – Compliment 2nd – Criticize 3rd – Compliment The intention is good, it’s the process that needs updating. Now more than ever, simplicity and directness are key. Use the following approach instead to reframe criticism and give valuable feedback.
Yet to lead you must learn how to shift your emotions with skill at key moments. This may sound like not caring, it’s the opposite. You care so much you choose to come from a place of understanding instead of ego. Scenario –> A team pours hours of energy into a proposal for their
When I coach people or conduct leadership workshops there is a lot of conversation about the importance of self-awareness as well as communication with others. A consistent theme is the ability of individuals and groups to explain the “why” or “how” of a certain outcome – essentially one simple question. This explanation is typically met
One consistent theme found in leadership is the pain associated with performance reviews. The pain usually shows up in a question, Q: Hey Anne, can you provide a “template” performance evaluation tool? A: I don’t provide templates, but Google does 🙂 My response and their question is not about a document. Instead,
An interesting trend is employers will do everything BUT form communication with an employee about their performance. Instead of seeking alternatives to “catch” the employee, hoping they committed a terminable offense. The intent is to avoid a significant communication about performance which is usually long overdue. Often I am asked to provide guidance to keep
Before we get into the three stages, lets first define two keywords to connect what you are doing to who you are becoming. Transform; To change in condition, nature, or character; convert. Lead; To influence or induce; cause. When you set out to take your life to the next level, you’re making a conscious