A true leader must be at her or his best when things go bad. Don\’t focus on placing blame and delay criticism when the team is down. This is the time when you will be judged. Listen. Learn. Teach. Support. Motivate. Decide. This is what will return you to the path of success. This is what will allow you to win.
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I want to wish a happy Labor Day to anyone who has ever had a job. Today we honor the American worker and the countless social and economic achievements made every day. You are the key to this country’s strength, prosperity, and well-being. Enjoy YOUR day!
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As I continue learning about emotional intelligence, I develop my own list of things I need to do to increase it. EI requires that you know yourself and your emotions. It requires honest self-analysis and an ability to manage your emotions. It provides a basis to understand employees, because it is the ability to sense, understand and effectively apply the power and acumen of emotions as a source of human energy, information, trust, creativity and influence. Those who possess emotional intelligence can effectively acknowledge and value feelings in themselves and in others, and can respond to those feelings in an effective way. Paying attention to emotions can save the leader time by directing energies more effectively and expanding opportunities. So here is my list that keeps me on the path to my leadership goals. Look in the mirror. Know who you are and what you stand for. Articulate who you are and what you stand for. Focus on who you are and what you stand for. And when things get tough, be true to who you are and what you stand for. What\’s on your list of ways to increase your emotional intelligence?
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This is an area of leadership I\’m exploring by presenting new leadership training. In this approach, emotional intelligence serves as a valuable tool and knowledge base in the workplace. By creating empathic and trusting relationships, business environments can be not only more productive, but also positive and engaging. Effective leaders define the roles of each team member because there is an understanding that anyone might fill any team role at one time or another. Great leaders find the common benefit to the organization and the person where possible. Great leaders find managers who can grow and nurture the team. Please share your thoughts!
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What you do while you are listening is just as important as the fact that you listen. I have seen a few examples of people trying to make a point and the listener cuts the person off with the “what happened to me story.” This is often the wrong approach. Make listening about Them, not about You. Leaders are often taught about listening but not about hearing. Listen to understand what the person is really saying and what it means to Them. Strive for a comfortable exchange where you ask for clarification and feedback before you inject your own story that “matches” the person’s situation. A good way to make sure you are successful is avoid multitasking, put down your phone, make eye contact, and clarify the information you are hearing. Many times there will be an opening to inject your personal experience. But if the opportunity doesn’t present itself, let it go. Make listening about Them, not about you. What is your listening style?
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I conducted a leadership trait and communication workshop for my organization yesterday. This was an inclusive look at leadership that got everyone involved. Part of what we learned as a group is that great communicators keep every member of the team motivated and involved. They work overtime to determine whether the receiver is fully decoding the message and to seek feedback. This allows engagement with your team to determine how to deliver messages that are valuable. If the message is not received in the way intended, great communicators use the feedback they receive to make adjustments in the form of help, advice, or guidance. Good organizational dynamics start with ensuring active listening that uses effective techniques such as questioning, paraphrasing, and summarizing to understand ideas. Energizing the leader within requires that you model the appropriate behavior to establish positive norms, create freedom of expression in team members, and ensure clear expectations throughout teams. Leaders can engage in style diversity to ensure an open and creative culture that is collaborative. They work to ensure ongoing self-assessment to examine how well the team is functioning and to determine what might interfere with effectiveness. How do YOU ensure great communications with your team?
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A father is someone who: Listens without judging; Gives without counting; and Loves without stopping.
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The absence of recognition is a sign of a lack of attention or caring on the part of the leader. If those you lead are doing a great job or even a good job, let them know about it. This is important to motivation and can make a lasting impression not only on the one you praise but on those who hear about it. If those you lead are not doing what is required of them, find ways to motivate them to improved performance. The time you spend leading them from good to great is the most valuable time you can give them as a leader. Most important for your team is the fact that whether you are recognizing stellar performers or mentoring potential stars, you are showing a personal connection to the goal. That will serve you and your team well today and tomorrow. How good are YOU at recognizing those you lead?
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Enthusiasm, passion, and commitment are contagious when they are public. Let your team gain energy as they emulate this kind of drive in their leadership. Don’t mistake activity for energy. Do the things that matter and the positive energy that is created will spark your organization to do great things. In many cases, this will be the leading factor in retention of your most valuable asset: people.
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Choice refers to either getting people to select an action on their own or making a case for why they should take the path the leader or the group recommends. Effort is about how much energy a person gives to an initiative. Persistence is when people keep trying even if they don’t believe their effort and energy is enough. This is ultimately about faith. A motivational leader can inspire the kind of adrenaline in a person that allows them to move past their hesitations, find energy where there is none, and believe even if they don’t have all the reasons for that belief. Leader communications should reinforce these concepts to motivate people. Get Published: If you have some great ideas about leadership communication and its importance, check out the call for chapters for a new book, Returning to Interpersonal Dialogue and Understanding Human Communication in the Digital Age. It\’s not too late to submit a chapter, or get more information, here: Returning to Interpersonal Dialogue.
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