Posts Tagged ‘ Relationships ’

Top 3 Reasons Why Being a Great Leader Isn’t Easy

A few months back, I asked a group of leaders for a show of hands on who had experienced either oversupervision or undersupervision. Almost every hand went up. But then I asked how many had themselves oversupervised or undersupervised their direct reports. Only one or two hands shyly peeked out from the crowd.

So what’s going on? Well, leaders can sometimes be unaware of what they should and should not be doing. And this lack of awareness separates good leaders from great leaders. Great leaders know that leading is a never-ending journey that can be filled with treacherous obstacles.

So what do you need to know to become a great leader?
 
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British vs. American Culture!

Top 5 Office Pet Peeves (Leadership Quote)

Tips to Contain the Crazy: Increasing Productivity While Reducing Stress

I love to learn new ways to increase my own productivity while also reducing stress. I call it containing the crazy. Like many of you, I cling to my calendar, my to-do list…I shudder to think of the chaos should I ever lose my phone.

Tips to Contain the CrazyRecently, I decided to try some new ways to be more productive and less stressed:

1. Spa water – in a scientific study, those who were fully-hydrated had improved mood and were less sleepy. So, I decided to try drinking spa water (sometimes called “infused water”) and I’m hooked. You get your water in for the day and it’s flavored without all the calories and chemicals. Refill as needed and enjoy. Here is a wikihow on how to make spa water:

How to make spa water

2. Concentration Music – it is said that listening to baroque classical music has been scientifically shown to improve mood, productivity, and concentration. So, I decided to give it a whirl and wouldn’t you know, it works! I get more work done faster and more precisely while being relaxed the entire time. Gotta love classical music! Here is a sample for your listening pleasure:

3. A Timer – scientific studies also show we have a limited attention span for tasks. This time has varied in studies anywhere from 10 minutes to up to 40 minutes. So, I set a timer and only worked on a task for a specified period and then took a break. I also used a timer to go back and forth between tasks. This has worked wonders for getting many more things done in a day than I could have imagined. A link to a fabulous, easy-to-set online timer:

Online Timer

These tips for containing the crazy work well for my own personal work style and help me to be a more calm, productive, and focused leader.

Share with us your tips to contain the crazy, increase productivity, and reduce stress. No matter how unique they may be, please share! What works for you?

Leadership as an Experience in Humanness

At the beginning of my career, desperate for experience, I took whatever job I could in my field. Fortunately, my first manager treated employees and customers like gold. Luck struck twice when I was hired by yet another wonderful manager.

Regrettably, subsequent managers provided the “opportunity” to witness appalling treatment of both employees and customers. Still relatively naïve, I unconsciously swept their behavior under the rug in an attempt to gain valuable experience.

As my skill-set grew, I became disillusioned with my own attempts to lead. Emulating a combination of previous managers, who overall, seemed successful, led to followers who appeared blatantly angry, humiliated, and hostile. Advised not to take it personally, I couldn’t help but wonder what I was doing wrong and how I could change. With a warrior mentality, I read every work regarding leadership I could find and studied leaders as if by doing so I could internalize their success merely by being in their presence.

My leadership skills improved, yet something was still missing. I fervently questioned reasons why I was obsessively engaged when being led by some and so greatly disappointed when being led by others.

It took a truly unfortunate interaction with a leader long ago for me to embrace that even in the workplace I was a learning, feeling, developing, mistake-making fallible human being….and that there was nothing anyone could do to change this. The difference between those leaders who got the best and worst of me was their willingness to unconditionally accept me. Those who received my highest level of loyalty, performance, engagement, and respect were those who liked and even embraced my humanness.

Leadership as an Experience in Humanness

Downshifting emotionally, I tapped into a level of humility that allowed me to personally, yet not unprofessionally, connect with those I was leading. Forgiveness, understanding, compassion…the willingness to let go of control enveloped me. Resultantly, I felt the vulnerability and fear of those I was leading. I could see and feel the need for hand-holding and that was okay! I could connect with their lack of confidence and disbelief in their abilities.

I listened. Then, I listened some more and allowed for silence and space. Never have I experienced employees so willing and hungry to give everything they have to their work. The change was so fast and dramatic it was emotionally overwhelming. There was no need to question how those I lead felt; it was clear that through their actions they felt just as I had at the beginning of my career.

*Photo courtesy of http://i368.photobucket.com/albums/oo121/4thfrog_2008/2uel34n.jpg

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Cheryl DePonte is a Human Resources Learning and Performance Specialist at The Ken Blanchard Companies and has over 15 years experience in the fields of organizational effectiveness and human resources development.

Lead Your Team To Effectively Use Technology To Learn

Ensuring employees have ample opportunity to learn and develop is crucial to organizational success. Yet, leaders can be bombarded with messages to increase the use of technology if they want the most effective means for their teams to learn.

As a leader, how do you judge which learning modality will lead to the most effective, quality learning experience? How do you appeal to learners on your teams at differing levels of technological savviness without discouraging their development? Or, worse, avoid humiliating anyone who is not as technologically savvy while simultaneously avoid disengaging your digital learners? Preventing yet more training materials being set up on a shelf never to be used again is key!

GEIKuMAosmicN5EZXkEBKDl72eJkfbmt4t8yenImKBXEejxNn4ZJNZ2ss5Ku7CxtSteps you can take to lead your team to effectively use technology to learn include:

1. Understanding how your team learns – Become intimately familiar with how your team learns. Do you offer a learning product on a flash drive only to find you run out before you can order more or are you scheduling face-to-face classes on their behalf with little resistance? Are your most productive employees viewing recording links from live stream workshops because they want to learn in their own time in the comfort of their office? How your employees learn will help you intuit in what form content should be delivered to increase learning. Don’t discount your own observations regarding what your employees seem to gravitate toward.

2. Determine their favored modalities – Fit how the content is offered to the learner by offering it in various forms such as audio, video, face-to-face, and asynchronous. Have a workshop that you know learners on your team will love but know it’s in a format they won’t be interested in learning from? Encourage your employees to determine if they would be interested in learning the same content in a different modality. If the content is off the shelf, inquire as to whether it is offered as mp3, asynchronous, and face-to-face format. Purchase and offer multiple forms and see which format your team seems to prefer. Learn from your purchases and take note of what your employees want more of and most often request.

3. Then…limit options – mp3 audio books, asynchronous learning groups, virtual book clubs , CDs, DVDs, hard-copy libraries, face-to-face workshops…the list goes on as to how employees learn and you could potentially intimidate and confuse learners by creating modality overload. Most important after determining how your team learns is to introduce new technology and options slowly by choosing their favored modality. Then, let them get comfortable with change by limiting the options offered to those two or three favorite modalities the team gravitates toward. Don’t get caught up with the new, shinny technology if you know your employees will most likely not be interested in learning in that particular format. Perhaps you have determined your team enjoys reading hard-copy books, listening to CDs, and asynchronous learning. Invest in these three modalities by allowing your employees to show you this is how they most feel comfortable learning. If the content is then offered as a webinar with live chat, don’t spring it on the team. Wait to allow them to lead you in their own learning.

Understanding how your employees learn will help increase the benefits derived from learning in modalities that best fit the learner and resultantly most benefit the organization.

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Cheryl DePonte is a Human Resources Learning and Performance Specialist at The Ken Blanchard Companies and has over 15 years experience in the fields of organizational effectiveness and human resources development.

5 Things I Forbid You To Do This Labor Day Weekend

On Monday, we celebrate the social and economic accomplishments of the American worker. In an effort to truly honor the spirit of the holiday, here are 5 things I forbid you to do this Labor Day weekend:

  1. Set Your Alarm Clock. Sleep in. You work hard. You deserve it.
  2. Check Your E-Mail. Don’t worry, those “urgent” e-mails will still be there when you log in on Tuesday.
  3. Make or Take Business Calls. Please step away from the cell phone. Turn it off or send those calls straight to voice mail. Just like your e-mail, the messages will still be there for you on Tuesday.
  4. Engage Your Professional Social Network. I know you’re concerned about your Klout score but a couple days away shouldn’t cause any irreparable damage. Besides, we’ve got something in common with your e-mail and voice mail, we’ll also be here on Tuesday.
  5. Neglect Your Family and/or Friends. Spend some time with those other people in your life who you don’t get the chance to see while you’re in the office.

Hope you all have a fantastic, relaxing, and disconnected three-day weekend!

Follow me on Twitter: @adammorris21 | Add me on Google+: gplus.to/AdamMorris21
(…just wait until Tuesday.)

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