Two individuals, Bass and Avolio, developed four key elements of transformational leadership: Idealized Influence, Inspirational Motivation, Intellectual Stimulation and Individualized Consideration. The latter is defined as providing individual team members with sincere attention to their respective emotional states of mind, needs and concerns. Consider the trajectory of your career to date and the impact of leaders who have intentionally made it a priority to show interest in you, your family and your pursuits outside of the workplace. Are you able to easily recall these experiences? Ideally, you have more than a few positive memories of leaders who made a deliberate effort to get to know you on an individual level, encouraging you to succeed and replicate this core attribute. [Read more…] about Transformational Leadership: Individualized Consideration
employee engagement
Essential Leadership: Take Risk. Make Decisions. Keep Ego in Check
Are you are leader who is comfortable taking risks, making decisions and keeping your ego in check? Great leaders possess the ability to harness these attributes at the appropriate time. Of course, not all decisions have equal weight or quality. The same is true in an array of circumstances that require leaders to evaluate the degree of risk in order to decide the best course of action. Effective leaders are aware of their options and circumstances in order to make the optimum decision while being mindful of when and how to seek input. [Read more…] about Essential Leadership: Take Risk. Make Decisions. Keep Ego in Check
How to Entertain New Ideas, Be Adaptable and Proactive
Transformational leaders possess the gift of finding solutions to complex problems by entertaining new ideas…and acting upon them. These leaders welcome innovative thinking and recognize the benefits of tapping into the brilliance of employees at any level of an organization, encouraging individuals to hone an entrepreneurial mindset. Above all else, transformational leaders clearly understand the intricacies of a rapidly changing world of business, driven by technology and innovation. [Read more…] about How to Entertain New Ideas, Be Adaptable and Proactive
How to Develop Trust Between Leaders and Teams
Visualize a workplace where high trust is evident. What does a high trust environment look like? First, you are likely to witness happy, engaged and productive teams. They many not necessarily be in the same physical location to be collaborating on a project. Or you may find that very few supervisors are present or required to provide inspiration and feedback. Trust is intangible. It is a bond created by individuals from the moment information is shared, a task is assigned or a job description is provided. It is an integral element of successful professional relationships at all levels. [Read more…] about How to Develop Trust Between Leaders and Teams
Negativity in the Workplace
Does anyone truly enjoy working in a negative workplace? Negativity is one of the most destructive forces impacting the culture and atmosphere in numerous organizations. And when a leader demonstrates any signs of negativity, they may inadvertently be giving people permission to model what they see. It is a force that can quickly spread and has the capacity to unhinge creativity, professional relationships, morale, service to customers… the list is endless. Unfortunately, many people enjoy a good “pity party”. Perhaps this is because they are looking for a distraction from their work, or they lack awareness regarding the ramifications of buying into negative conversations. It is important for organizations to understand the impact of condoning negative mindsets. Ultimately, negativity feeds on itself, creating a destabilizing effect on team performance and productivity.
When an individual engages in negative communication, he or she is giving permission for negativity to become the norm. Remember, negativity feeds on itself the same way that positivity feeds on itself. The good news is that YOU can make the choice to either partake or abstain from contributing to negative energy by role modelling the exact opposite behaviours of “doom and gloomers” and naysayers.
If you have found yourself in the midst of a “pity party”, you may find it challenging to disengage without the appropriate tools and solutions. Those who are throwing the “party” may be oblivious to the harm they are causing by indulging in negative chit-chat. First, the impact can be highly toxic, no matter where the negative conversation is taking place. For the instigators, negative words have their origins in negative thoughts. Choosing to speak badly about others is a reflection of an individual’s character and dissatisfaction with his or her own lot in life. Unfortunately, such people often lack self -awareness and are not operating from a position of high self-esteem. It is important to deflect, disarm or disconnect from negativity for a variety of reasons including practicing self-care while establishing healthy boundaries. When you hear the following negative sequence: “This is really bad” followed by “I know, it couldn’t get any worse” and/or “it’s terrible” etc. consider the consequences to your own peace of mind and reputation if you choose to join in the conversation.
The best option is to counter negativity by setting a positive example. You can make a decision to manage negativity from a solution-orientated vantage point by taking the lead. You are not responsible for fixing the behaviour, although you may be in a position to address the problem. This is especially true when negative attitudes are affecting morale and productivity. You can always opt for the high road by keeping in mind what you can and cannot control. Focus your energy on encouraging positive activities in the workplace. i.e. connecting with likeminded peers who enjoy planning or participating in fun social gatherings, or pursuits that highlight peer achievements. Remember, all forms of energy can influence the atmosphere. The power of negativity is as powerful as the power of positivity.
This article is a partial transcript of a video on YouTube.
Michelle Ray (Twitter) is one of the best international leadership keynote speakers in Vancouver. She helps you discover your potential through presentations, coaching and consulting. With over 20 years of experience Michelle has worked with hundreds of companies around the world. She is taking bookings for speaking engagements and can be contacted at MichelleRay.com
How to be a better manager
Do you possess the essential skills to lead and manage your organization into the future? In order to be a better manager, it is important to prioritize your day-to-day, transactional responsibilities while recognizing that the transformational, visionary aspects of leadership are also key competencies. By taking a strategic approach, you can organize your management tasks and leadership goals simultaneously. Effective managers are also efficient. They are able to delegate, empower others and free themselves up to focus on the “big picture” responsibilities. You can positively impact your team, as well as your organization as a whole, by honing your leadership and management skills. At the same time, your success will depend on your capacity to remain open to learning, improving and growing in your role.
How can we be better managers and practice transformational leadership simultaneously? First, it is important to recognize that while there is the difference between managing and leading, today’s leaders need to be skilled at both. As a manager, your team has certain expectations regarding their relationship with you. The single, most important aspect of effective management is making yourself available for your team, regardless of whether they work remotely or in the same physical location. This necessitates time management on your part. Are you accessible in person, by phone…or whatever means necessary to connect in a meaningful manner. Planning and organizing your schedule to regularly make time for a conversation is not a simply a task to check off on your to do list. It is a leadership priority for every manager at all levels.
Successful leaders are cognizant of their responsibilities and are mindful of organizing their priorities. While it remains true that accomplishing the routine aspects of work is important, managers cannot lose sight of the need to get the right things done. And the right things pertain to prioritizing people as well as projects. When you find yourself getting caught up in the minutiae, realize that you are putting your ability to perform at the optimal level at risk. Having numerous balls in the air may come with the territory. However, the constant “juggling” will impact your effectiveness each time you choose to comprise key people priorities for less important tasks.
This article is a partial transcript of a video on YouTube.
Michelle Ray (Twitter) is one of the best international leadership keynote speakers in Vancouver. She helps you discover your potential through presentations, coaching and consulting. With over 20 years of experience Michelle has worked with hundreds of companies around the world. She is taking bookings for speaking engagements and can be contacted at MichelleRay.com
Realize the leverage of modeling authenticity and integrity
Authenticity and integrity are essential character traits that leaders need to develop in order to build trusting relationships with their teams. Research confirms the direct correlation between leaders who demonstrate these traits and employees’ levels of trust, engagement and buy-in. For some leaders, their greatest challenge is determining the level of disclosure and transparency whether sharing large scale company news or admitting a mistake. Put simply, how and when to practice humility. Your capacity to be honest will be refreshing and attractive from your team’s perspective. When a leader displays authenticity, employees are more likely to follow and feel equally comfortable to share their own vulnerabilities. Even more significant is the positive impact of authentic leadership on your organization’s culture and employee brand.
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This article is a partial transcript of a video on YouTube.
Michelle Ray (Twitter) is one of the best international leadership keynote speakers in Vancouver. She helps you discover your potential through presentations, coaching and consulting. With over 20 years of experience Michelle has worked with hundreds of companies around the world. She is taking bookings for speaking engagements and can be contacted at MichelleRay.com
It really does start with you!
When you think of the word leadership, what comes to mind? It isn’t surprising that the majority of people associate specific meanings to leadership that include authority, position, seniority, being at the helm of an enterprise, or having ultimate responsibility for bottom line results. However, in order to achieve success as a leader, one needs to have the capacity to take charge of oneself first. To be a quintessential leader requires a specific mindset, along with certain professional traits and attributes that inspire individuals to perform at his or her best. Sadly, many leaders fail to understand the need to practice personal leadership in all interactions.
Therefore, the essence of leadership is about strength of character, regardless of one’s position in an organization, association, political party etc. In addition, we may falsely assume that a person’s “title” denotes credibility. As many of us have experienced, credibility must be earned rather than given. And this has nothing to do with a plaque on a door or a desk, or a title on a business card. It’s about who you are at the core that truly matters, rather than what your title indicates.
So no matter what your role is in an organization, no matter what industry you work in, it’s not about your job or “pecking order” in your organization. What is most important is to understand that leadership is a choice. It is a reflection of how you see yourself. Are you an initiator? A change agent? A provocateur? Do you have the capacity to inspire yourself and take responsibility for your actions? Leadership really does start with you.
Whether you are on the front line, or a senior leader, or perhaps running the company…running your business, you are ultimately accountable for your own behaviours, choices and how you decide to interpret your circumstances.
In the workplace, we are all one hundred percent responsible for creating the atmosphere. We all make a contribution everyday that leads to a particular culture. It’s about you being conscious of who you are and it’s about your character that truly matters above all else.
What are you doing on a daily basis to take the lead in your professional and personal relationships? Ultimately, relationships with your colleagues and on a grander scale, with all everyone that you interact with? You have an opportunity on a daily basis to be the best version of you, to mentor others, contribute to your workplace and lead by example. In short: We can all choose to become the leaders of our own lives.
This article is a transcript of a video on YouTube.
Michelle Ray (Twitter) is one of the best international leadership keynote speakers in Vancouver. She helps you discover your potential through presentations, coaching and consulting. With over 20 years of experience Michelle has worked with hundreds of companies around the world. She is taking bookings for speaking engagements and can be contacted at MichelleRay.com
Confidence, Composure, Credibility: Creating a Collaborative Space at Work
Do you ever feel like you spend more time with your coworkers than you do with your family?
A lot of us work long hours, day after day. The pressure of juggling tasks, doing more with less, and managing mounting stress can take a toll on our mental and physical health.
We spin our wheels when we know we need to be the best versions of ourselves, maintaining a helpful and pleasant demeanor with our internal and external clients alike.
Does that sound familiar?
[Read more…] about Confidence, Composure, Credibility: Creating a Collaborative Space at Work
“Dead Wood” Employees
This article was originally posted on November 9, 2016, and has been updated.
“I’m done.” If an employee is telling you this, it means she has reached her limit. For one reason or another.
It could have nothing to do with low morale, lack of opportunity, or a dislike of her job.
She may be ready to move up, move on or begin a new chapter in her life.
All perfectly reasonable reasons to leave a position.
However, she may have shut down or become apathetic. Or maybe she is sucking the life out of her co-workers by being negative day in and day out.
Also known as a “dead wood employee”.
