Devin Singh, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss his thoughts on transforming misunderstanding. In continuation of our new collaboration with The Leadership Podcast, Devin gives his tips and tricks for transforming misunderstanding into trust in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Misunderstanding is not an uncommon part of any environment, especially business, but Devin breaks down that we have tools to break down these misunderstandings and how it can lead to greater innovation, happier workplaces, and deeper relationships. Jim and Jan ask Devin where he starts when he is working through this course material with people, asking if he starts at the base level that all of our memories are flawed and tainted. Devin goes further into some of his basic tools for trying to mitigate misunderstanding and how to recover and move forward with it after the fact. Stay tuned for more of these brief Chalk Talks featuring Devin, as well as many more members of the thoughtLEADERS team.
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The difference between a good leader and a great leader may be their ability to be authentic. Today’s post is by Katy McQuaid, author of Everybody Loves Grace (CLICK HERE to get your copy). If you’ve ever worked with an authentic leader, you understand how empowering it can be. Authentic leaders aren’t very common and once you’ve worked with one, you’ll never want to work with anyone but an authentic leader again. Why is that? Because authentic leaders are self-aware, genuine and they lead from the heart – they bring out the best in people. Most importantly, they can be counted on to do the right thing because they know their core values and live by them. Authentic leaders create an environment where their values are known and they are willing to be held accountable to them; they are transparent. Ultimately, an authentic leader inspires trust, loyalty, and confidence within their workforce which drives optimal results, mission success, and personal growth. They create an environment where employees can grow and learn by taking risks. In addition, the authentic leader understands the need to focus on the long-term. He or she will not sacrifice their long-term vision for a short-term quick win.
In this episode of Innovating Leadership, Maureen Metcalf, thoughtLEADERS Principal, interviews Mike Figliuolo, thoughtLEADERS Managing Director, about what it means to lead inside the box. Mike will talk about his book: Lead Inside the Box: How Smart Leaders Guide Their Teams to Exceptional Results. In this episode Mike will discuss his thoughts and perspectives on a few of the following topics: Why he decided to write this book What he hopes readers take away from it The questions the book answers that successful people need to know His Top 3 points he wants readers to take away that will encourage them to learn more What guidance he would give leaders based on his experience Mike will further discuss his legacy as a leader, the way thoughtLEADERS operates as an organization, and how thinks of training and development in a very easy to apply and practical manner. Mike uses this time to share more depth to his experience with some easy practices for leaders at any level to apply to become more effective. Stay tuned for more of these leadership discussions between Maureen and Mike, along with a few other team members from thoughtLEADERS , being featured on the Innovating Leadership podcast.
Three proven ways to win hearts at work with the 3Ps of Balanced Accountability in the workplace: Personal, Positive, and Performance. Today’s post is by Jeff Bennett. When my sons were about 6 and 8 years old, in an effort to create an alternative to video games, I taught them to play poker. Okay, so that admission probably disqualifies me from any ‘father of the year’ awards. But in the process of watching them learn to play, I gained some fascinating insights both about how novices approach poker and, by analogy, how many companies appear to approach strategy. It didn’t take too long for my children to get a grasp of the basic rules and hand rankings (three of a kind beats two pair, etc.), but even with this working knowledge, they weren’t very good at the game. What I realized is that without an intuitive knowledge of probabilities, they were focused only on what was possible, and not what was likely. This caused them to rack up big losses because they would keep betting on a bad hand long after an experienced player would have folded. In short, they hadn’t taken Kenny Rogers’ advice in The Gambler: “you’ve got to know when to hold ‘em and when to fold ‘em…” When I asked them to describe their thinking, it was something like: “I will stay in, because if the last card is an eight I will have a straight and will likely win.” Whereas an experienced player would have looked at the same cards and said: “I am going to fold because if the last card is anything other than an eight, I will have nothing and will certainly lose.” My children were focused on the possibility that the outcome they desired would occur, whereas the experienced player is […]
Our reader poll today asks: When your annual plan goes off the rails, how does your organization react? We try desperately and in vain to make the plan happen. 13% We keep the plan but accept that we’ll fail. 6.3% We tweak the plan and do the best that we can. 66% We disregard the plan and write an entirely new one. 14.6% Are tweaks enough? When bad things happen to good strategic and annual plans, the vast majority of you say you “tweak it and do the best you can.” You might be missing great opportunities or assuming gigantic risks with that approach. Usually when a plan goes off the rails it’s because of a massive external dislocation. Those can be opportunities to reassess everything you’re doing and plot a new course. Your competitors are reeling from those challenges, too, and while they’re taking a “tweak and hope” approach, you have a real opportunity to compete differently in a new market environment. Press pause on the plan. Do a fundamental reassessment of your strategy given the new realities of the market. Make the changes you need to make today, and do so of your own volition rather than tweaking, hoping and waiting. Because the market will ultimately force you to change, and that’s a lot less pleasant than making the change on your own terms. 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!
Devin Singh, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss his tools for turning anger into trust. In continuation of our new collaboration with The Leadership Podcast, Devin gives his tips and tricks for turning anger into trust in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Devin breaks down some of the natural causes of anger, particularly as a protective strategy or as a way that respond to supposed threats, but also as an energy that can compel us to create change. Delving into anger further, Devin talks about the effect anger can have on a relationship, of any sort, and that it’s important to be able to manage these feelings: both feeling them in ourselves, as well as reacting to these feelings in other. And then goes further into strategies to really transform these emotions for the better. Stay tuned for more of these brief Chalk Talks featuring Devin, as well as many more members of the thoughtLEADERS team.
Leadership is not always about being the loudest voice in the room, it’s about the ability to bring a group of people together around one goal. Today’s post is by John Piester, President of RedPeg Marketing. Nearly four years ago I became President of RedPeg Marketing. I quickly encountered many firsts in my 20+ year career that I wasn’t sure I was prepared for, namely becoming the leader of a then 21-year-old privately owned agency with roughly 45 employees. For the first time in my professional life, I’d have the overall responsibility for the success or failure of an organization and, in turn, everyone who worked there. I’d been in leadership positions before across business units, work groups within companies, sports teams — but this felt different. Bigger. Was I ready? A team is only as good as the people on it As a young boy, I learned the importance of being part of a team from watching my dad coach football and basketball for a local high school. Unsurprisingly, sports have always played a huge role in my life and I know it helped me learn valuable lessons about leadership that I’ve been able to apply throughout my career as well. The most important takeaway for me is that a team is only as good as the people that are on it.
Alan Veeck, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss storytelling and what it means for you as a leader. In continuation of our new collaboration with The Leadership Podcast, Alan talks about the power of storytelling in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Jim and Jan ask Alan to explain how storytelling applies in the context of the business world, where Alan delves into how to use storytelling ‘differently’ and to utilize human emotion to accomplish your goals. Explaining why we are emotional beings and how this has played out, Alan continues to further point out how it’s important that we don’t completely leave emotion out of the work we are doing. And, additionally, how to blend ‘big facts’ and emotions into the modern day workplace. Stay tuned for more of these brief Chalk Talks featuring Alan, as well as many more members of the thoughtLEADERS team.
Based on ground-breaking new research on innovation and problem solving, learn techniques to help your team bring you better ideas. Today’s post is by Karin Hurt and David Dye, author of Courageous Cultures (CLICK HERE to get your copy). When we share our recent research findings on what prevents employees from speaking up and sharing their best ideas, sometimes we get this reaction: “Oh, that’s not our issue. Our problem is these damn millennials can’t stop speaking up. They complain about everything.” “And do you listen?” we ask. “Some of the time, but after a while, you can only take so much.” Which begs the question: and then what happens? After you’re tired and they’re ignored? We imagine it’s only a matter of time until they stop trying, or leave. Like Laura, a fellow keynote speaker we met recently at a conference. She shared: I’m so intrigued by this research you’re doing on FOSU (fear of speaking up) and the downstream consequences for employees and organizations. The truth is I’m one of those people. I had such a bad experience when I was 23, that I would never offer my opinion at work again. I was just out of college and so eager to make an impact in my new role. I had tons of ideas and was always looking for ways to make things better. So I offered my opinion on EVERYTHING. Which as it turns out, was exhausting to everyone around me. I got fired and was completely devastated. After all, my heart was in the right place. I was gung ho. But, the truth is, I was committed, but clumsy. Once I got back on my feet in a new job, I kept my head down, my mouth shut, and just did my job. I had this FOSU […]
Our reader poll today asks: What are the biggest mindset challenges you face when leading your team remotely? I worry they’re not actually working. 19.5% I have little control over their deliverables. 8.4% I worry they feel like I’m not developing them. 22.2% I worry they feel I’m not necessary or adding value. 16.9% I don’t worry at all about anything. 12.7% I worry about something else. 20.3% It’s not you, it’s me. While 28% of you worry about your team members’ productivity and managing their deliverables because you can’t supervise them closely, the bigger concerns (39%) are with how the team members see you as their leader. You’re worried about not developing them or adding value. These are the true leadership concerns to keep top of mind. To manage them, schedule regular development and 1:1 calls. Don’t let good in-office habits fall by the wayside. Have explicit conversations about their development needs especially in a distanced environment. In terms of adding value, don’t just ask “What can I help with?” because you’ll get a “nothing” response. Make specific offers of assistance like “I’m happy to talk to that one stakeholder who’s giving you trouble and see if I can help remove the barrier.” Specific requests show you’re tuned into what their issues are and are more likely to be met with a response of “that would be really helpful.” 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!
Alan Veeck, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss his thoughts on structured thought and communication. In continuation of our new collaboration with The Leadership Podcast, Alan talks about structured thought and communication in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Alan dives into a clear explanation of what structured thought and communications actually means and how it applicable not only in a work/career setting but even with our families and friends in everyday life. Alan, Jim, and Jan challenge the ideas around “slowing down to speed up” and how structured thought and communication can really just be more about efficiency and a better use of your time as an individual and as a leader, especially when utilized for large groups and organizations. Stay tuned for more of these brief Chalk Talks featuring Alan, as well as many more members of the thoughtLEADERS team.
Finding an emotional anchor within work is not something to shy away from, but rather something to actively search for. Today’s post is by Raghu Kalé, author of Loyalty and Sacrifice (CLICK HERE to get your copy). The mental make-up of the human mind is an enigma. Understanding reality has a bearing in comprehension. As a communications professional, I have grappled with what provokes audiences into believing a proposition, and what douses their suspicions and doubts. Emotion has a vital role in decision making, which is best described through my own experiences. Making short films is a hobby — and I’ve used it effectively over the years. The watershed moment was the stringent budget cuts that were self-imposed by my CEO after the tragedy of 9/11 that caused worldwide disruptions and tremendous anxiety. It was self-imposed because I was part of the CEO’s office of a premier luxury hospitality brand – The Taj Hotels Resorts and Palaces. Actions speak louder than words. The directive by my boss, who was the CEO, said it all: “We can’t be seen as doing this, find a way to be responsible.” I recall walking out from his office to my room next door and sinking back in my chair with a depressed feeling. That is when I determined that there was no need to engage an agency with high costs of production. Technology permits so much to be done, and with my background in advertising, communications, and my creative capabilities, I started my love affair with short films. Today, I have a score of 200+ short films that I produced primarily to obtain efficiency in my communication budgets and prevent transmission loss of the message and agency delays. Eager requests soon came in from many colleagues, sometimes seeking help for short films for corporate […]