Conversations leaders should be having

Came across this post about President Obama’s first 100 days.  http://www.fierceinc.com/blog/?p=56 I recommend you read it all (it’s not long).

Here’s an extract from the post ….

• Engage in fierce conversations from the very beginning.
• Have conversations during which those at the table come out from behind themselves into the conversations and make them real.
• Surface mokitas (a Papua New Guinea word for “that which everyone knows and no one speaks of”) and finding out what they’re made of.
• Raise the bar on the degree of boldness, openness, transparency, collaboration and cooperation at all levels within the administration.
• Send the internal and external signal that this administration will not be conducting business as usual.

…… obviously it’s written from the perspective of presidency.  Yet this equally applies to the leadership of an organisation.

I wonder how often do we as leaders have real, meaningful conversations with everyone involved with the success of the organisation (so that’s not just the employees then).   How often do you do all the above?  Would it be every conversation, once a day, only with those we feel are on our side?  And what stops us from having them?

Conversations appear so simple, yet if they’re not real aren’t we just short changing those involved?

Look forward to hearing your thoughts….

 

Life Long Learning

“A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.”  Rosalynn Carter

Our life is one long learning process.  Learning does not come to an abrupt halt after the completion of school or college, but it continues throughout our lives. 

Leadership should include providing everybody with the scope to learn and develop.  You may say, ‘but I do, they just don’t seem to take it up’.  It’s worth finding out if this is because they haven’t made the connection between the learning and development on offer and the future direction of their role.  Equally another common reason is they’re worried to take on something new in case they make mistakes in the process and it will not be appreciated by their leaders.

Are you in the habit of :-

-  highlighting improvements made

- offering words of encouragement

- helping them learn from their mistakes

- offering guidance at every stage so they don’t lose their focus / direction

Or do you tend only to have conversations when things have gone wrong?

A great leader is conscious of all the quintessential ingredients which make up great leadership and as part of this is often already developing the future leaders of the department / organisation.   Managing that balance between striving for the growth of the organization and exerting equal preference for the growth of the staff. 

Learning and development is not just attending a course.  Courses are great when new skills need to be acquired.  More often though your staff don’t need a new skill, they need to learn the finer points and experiences of how to make more of what they already have.  A different conversation and one you can have with them on a regular basis.  If you don’t feel you can do that then talk to a business, career or leadership coach.

The Benefits Of Career Assessment

How often to you take time to evaluate the progress of your career?

Here’s the outcome for someone who did.

“By evaluating my life and going through career coaching, I was able to find a position that was more suited to my needs.  Plus, since I am happier in my job, I have been advancing faster.   I never thought that a career change at my age would be easy, but through my career coaching, I found skills that make me more adept at my job which helps me to excel more as well as to have more self fulfillment.”

“After I found a career coaching, things started to look up.  Sure, my life still follows that same lather, rinse, repeat pattern, but at least now I feel motivated at work.  For the first time, I feel at home at my job.  That comfort, plus the new challenges keep me happy and interested in what I am doing.  Now that I have a vested interest, I find getting ahead easier and my day no longer drags by.  I’m so glad that I sought out and invested in career coaching.”

You might not even need coaching.  Perhaps just giving yourself a little one on one time and asking yourself questions about your career will give you new impetus.  If you’re disillusioned, seeking a career change or just feel like you’ve plateaued or are about to stagnate, then treat yourself to our free 5 part course and a little one on one time.