Advice from a millennial leadership strategist and author. Today’s post is by Hilary Jane Grosskopf, author of Awake Leadership (CLICK HERE to get your copy). Successful leaders align and motivate a team in order to guide a vision forward. Leadership involves continuously improving processes and updating your vision and approach. However, leaders often lack tangible techniques and practices for aligning and motivating their team. Without the right practices for cultivating individual and collective progress, teams stagnate and the vision suffers. Use these five essential practices to reinvigorate your leadership and make sure you are leading your team forward effectively and efficiently. Regularly align with your team members. Leaders help the team to evolve and progress by developing a clear vision, adapting, and responding to change. Without a big-picture vision, clear delegation, and timelines, teams often find themselves working in all different directions. The energy put in doesn’t collectively add up to any real progress. Team members find people are doing redundant work. Team members get frustrated and burn out. What does alignment really mean? How do you align with your team members? In dynamic business environments, it is essential to continuously connect as a team to discuss team goals and review how priorities have changed. True team alignment means that each individual on the team is on the same page about what current team objectives are and what each individual is responsible for. Hold a regular weekly team meeting to align with your team members. In your team meeting, reconnect to the big-picture mission and team vision. Review your collective goals and break down the goals into actionable tasks that have clear delegation and timelines. When team members are clear about responsibilities and see how their work connects to the big-picture vision, they work with more efficiency and enthusiasm.
About Ryan Shaw
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Entries by Ryan Shaw
Our reader poll today asks: How comfortable are you asking others for help when you’re struggling with work tasks? Very. I ask for help anytime I need it: 27% Mostly. I’ll ask for help when I’m really stuck: 41% Somewhat. I’ll only ask for help in tough situations: 19% Not very. I have a hard time asking for help: 8% Not at all. I rarely ask others for help: 3% Don’t wait until it’s too late. It’s great to see a large portion of you (68%) willing to ask for help when needed. For those who have trouble requesting assistance, remember it’s easier to fix a small problem sooner than a big problem later. Things can get out of control fast. You have colleagues for a reason. Taking on too much can also affect your stress levels, performance and even your health. You don’t have to ask for help all the time and there is a balance of not being overly reliant on others. That said, doing everything by yourself is stressful, risky and lonely. As long as you’re being reasonable with your requests in terms of size and frequency, you’ll find the vast majority of coworkers or friends are more than willing to pitch in when asked. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!
Driving a strong business starts with the people who work for your business and those people align on the business through the company culture. How are you shaping yours? A high performing culture is one where people drive performance because of the right behaviors. They’ve embedded these behaviors in their everyday life. People in high performing cultures require less supervision. They’re empowered to achieve goals that are consistent with the organization’s direction. As a leader, you need to understand how to build a high performing culture and your responsibilities for making it happen. I found that there are six components to building a high performing culture. First, you have to define the culture. What is a high performance? What are the desired behaviors? How will you know when you’ve achieved a high performing culture? Second, set direction. What’s the vision for the organization? What’s the organization’s purpose? You have to be able to articulate this to the team. Third is communicating the culture. What are the communication vehicles and techniques you’re going to use to reinforce culture ever day?
To be successful requires shedding the negative thoughts that get carried over from childhood and replacing them with a positive self-image. Today’s post is by Raymond Houser, author of The Winning Advantage (CLICK HERE to get your copy). Why don’t people live up to their full potential? I believe it is because they had no road map to guide them along with instructions on how to best use those resources. The result is that so many men and women end up disappointing themselves because they don’t find their way. And it isn’t just themselves that they disappoint: add in their friends and family and the society in which they live. I believe that people can achieve their true potential, if they realize what is holding them back and then learn how to forge ahead. They must take the initiative. It will not come without efforts or beliefs.
Our reader poll today asks: What is the dominant method of communication in your organization? Meetings: 14% Phone calls: 3% Texts: 2% Emails: 76% Presentations: 0% Memos: 0% Videos: 0% Smoke signals: 5% Email reigns supreme… but is it effective? Email is clearly the dominant mode of communication. Are you being as effective with yours as you can be? Do you have a clear subject line that lets readers know immediately what they’re going to read? Are you deliberate about who you’re sending it to and who you’re cc’ing or do you cc everyone? Are your messages simple, clear, and well-structured or do you turn the message into a stream-of-consciousness data dump? Do people respond to your emails? A little extra time upfront in crafting a well-structured and clearly targeted email reduces inbox clutter for others and gets people to respond because they know what you’re asking for. If you end up in a ping pong match of emails, pick up the phone or go see the person after the third volley. It’ll resolve things more quickly. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!
We’ve all heard the idea of being customer-centric, but how you utilizing your leadership to best serve your customers. Today’s post is by Chip R. Bell, author of Kaleidoscope (CLICK HERE to get your copy). The very thirsty crow came upon a pitcher of water. But, the water was deep and the neck of the pitcher narrow. Aesop’s Fables tells us the rest of the riddle. The crow picked up small pebbles and dropped them one by one in the pitcher causing the water to rise high enough for a drink. I needed a prescription refilled for an eye ointment, and my usual pharmacy was unable to get it for a week. So, I called the pharmacy attached to the local grocery store. The “I’m having a horrible day” cashier-receptionist answered my phone call to fill the prescription. When I arrived at the pharmacy, she stood guard over the cash register with a scowl telegraphing the same attitude I had heard on the phone. Behind her were the pharmacy manager and two pharmacy assistants. “Are you having a great day?” I asked cheerfully in a rather loud voice. “Not particularly,” she said. “Well,” I announced, putting a pebble in the water pitcher so to speak, “I am here to help your day get a lot better.” She was unmoved. One of the pharmacy assistants nervously smiled at my way-too-obvious attempt to get her “happy water” to rise in the pitcher. “How much would this ointment cost without insurance?” I asked her in my very best happy-go-lucky cheerleader voice. I had Googled the answer in advance. “Three hundred and fifty dollars,” she answered. “Gee whiz,” I teased. “How much would it cost just to get new eyes?” The other pharmacy assistant laughed to herself without looking up. But the cashier was […]