Leadership

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Right Fit Leading: Collaborate BEFORE You Implement

Use collaboration when setting the “next” plan that will bring organizational success. Leaders are often excited to create their grand plan either when they find that “best new way” or when they take over a new job and set out to improve things. In both cases, leaders expect their team to be just as excited about this new plan as they are. The same leaders may find disappointment when their team does not respond positively to the plan. If your people do not understand your plan because you have not adequately explained the purpose and procedures, they will probably be slow to jump for joy. More important, if the team has reservations and you have already set the new plan in motion, you may meet with strong emotions against this new initiative. You may encounter big problems if you do not socialize the plan with your team before implementing. I am not saying that the leader must get approval of the plan from subordinates and colleagues. I am not saying the leader must achieve buy-in before the plan can work. What I am saying is that collaboration as the plan is developed allows the change to be built in, not bolted on. When people are given the opportunity to build the plan along the way they are far more interested and motivated to see it through to success. The collaborative approach works because it keeps everyone on the same page and it identifies challenges along the way. This is about team. How do you implement new plans?

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3D COACHING: My Philosophy

When coaching, I follow a 3D principle, which is Dedication, Detail, and Discipline. In my approach, your team agrees to commit to be dedicated, focus on vital details, and honor discipline in all things. It all starts with the first D, which is about being dedicated to your team and to the task at hand. The second D is about paying attention to detail to make sure you do all the things required of you and making sure that you do each task correctly. The third D refers to discipline in all things, from family to school to team rules to personal accountability. I use 3D to continuously improve myself, to teach my players, and to make sure they are learning good techniques and sportsmanship.

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Right Fit Leading: Empowering Employees

The best way for leaders to address employee needs is to create a network inside the team where members can interact.  Ensure that each member understands their value to the organization\’s bottom line. Then make them accountable for group activities and ensure they accept administrative responsibilities.  Work with group members to offer growth opportunities in an effort to create behavioral changes or adjustments that improve performance.  If team members struggle with or reject the opportunities, leaders should conduct interviews or counseling sessions in an attempt to find the reasons for rejection of the task or hesitation to adjust to group norms and values. The leadership path to success is improved by empowering group members.  Leaders should not limit employees by treating them as if they are just task driven. Group members can be more productive if and when they view themselves as part of the decision process. Make them feel like they are facilitators, conveners, and brokers who engage a variety to talents to accomplish the goal. When group members accept this level of responsibility for the outcome, clearly assigned responsibilities, structured information flow, and measurable performance goals are easily accepted as well.  The combination of empowerment and collaboration can deliver a far great value proposition than would be possible without these characteristics.

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Right Fit Leading: Power Networking

I am part of some great networks, and I am fortunate that some incredible leaders include me in theirs. One such leader is @jeanninebennett, CEO of Vision to Purpose. Let me tell you why. One of my recent posts was about effective leadership requiring that we see a path to our goal, understand the journey, and give 100 percent to the effort. Networking is just as important for leaders and for those who wish to lead. Jeannine and I have frequent conversations about work and life relating to the creative endeavors we enjoy. The benefits of such networking include, but are not limited to: This kind of networking allows Jeannine and I to embrace innovation and dreams as we experience the world around us. More importantly, we give each other open and honest dialogue to understand limits and determine risks. Networking in this way is invaluable. Do you have this kind of value in your network? Keywords: Leadership, leader, networks, networking, dialogue, risk, value

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Right Fit Leading: EI in the Workplace

I had a great time November 10 talking about Emotional Intelligence in the Workplace in a Lunch and Learn Event for Canon Virginia, Inc., Newport News, Va. I presented a webinar to discuss the best ways to improve your team with EI. EI 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. EI has five key components: self-awareness, self-regulation, social skill, empathy, and motivation. I am always willing to talk about EI. You can view a sample of the briefing here.

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Right Fit Leading: Searching for a Mask Wearing Plan

Scientists, health professionals, and key leaders across the Nation are searching for answers to acceptance or rejection of mask wearing as we address the COVID-19 Pandemic.  Science tells us that the environment is physically and psychologically improved because of wearing masks to protect ourselves and those with whom we come in contact.  Statistics have consistently shown that mask wearing, along with other measures like hand washing and social distancing, slows the spread of the disease. In a preliminary survey addressing this issue, @LeslieKrohn and I analyzed organizational views from employees and from top and middle managers.  We are trying to understand whether organizations have made decisions to mandate or encourage mask wearing via an institutional pact/pledge/commitment, and the rationale and enforcement of that decision. Our initial findings are: Leslie and I will use what we have learned to try to help organizations address these issues.  In our view, the keys going forward are the need to: We welcome your thoughts on this important topic.

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Book Review: Motivationally Intelligent Leadership: Emerging Research and Opportunities

This is the first review of my new book, Motivationally Intelligent Leadership: Emerging Research and Opportunities. Introduction: This book is about developing motivationally intelligent leaders who can inspire self and others. Dr. Brown does a wonderful job emphasizing the leader – follower relationship and stressing the importance of using resources such as emotional intelligence, employee engagement, inspiration and communication as ways to effectively connect. Dr. Brown also illustrates the importance of recognizing the fact that at any point in time, the leader could be the follower and the follower could be the leader making the need for a meaningful professional relationship even more important! Organization & Content of the Book: I applaud Dr. Brown’s approach to this leadership book. He introduced and defined leadership in the Preface so that the content of the book could be focused on the relationship aspect of leadership. In doing so, the layout of the book clearly illustrates the importance of connecting. Leaders must be able to connect with the people they lead, or they will be ineffective. Followers must feel leaders are authentic, engaged, and invested to be worthy of their loyalty. Let’s face it without loyal followers, leaders won’t succeed. Below are some specific strengths and a weakness pertaining to organization and content of the book. Strengths: Organization • Organization of the book is logical and easy to follow • Chapter headings are concise • Transition between chapters is seamless • Introduction of teams then theories is the correct approach • Sharing of tools then refining the team is appropriate Content • Well thought out content • Information is relevant and pertinent • Theories provided lend support for the selected content shared • Tools serve as resources to help those applying the concepts succeed Weakness: Minor – I’m a visual person so I would like to see more professionally developed graphics. For instance, a pull-out chart of concepts for easy take-away would have been nice. Although I shared a weakness, it is subjective. I do not think the absence of the graphics or chart makes the book less important. I think the book will do quite well in its current form! Summary: Highly Recommended This book goes beyond a simple leadership “how to” approach to provide the reader with a thought-provoking guide on the vital concepts necessary to be a great leader that others want to follow. Readership: The readership potential for this book is wide. I believe the following groups would be drawn to a book of this nature: Academia: Colleges/Universities – Administrators, Professors/Students, Career Services Professionals, etc. Professional Journals Organizations: Public & Private. Small – Large Businesses/Government. Purpose diverse: leadership training, staff professional development, etc. Associations: Small Business Association, National Federation of Independent Business and others Reviewer Information: Name: Dr. Jeannine Bennett Title: Founder & CEO, Vision to Purpose, LLC Biography Dr. Jeannine Bennett is both a trained scholar and a practitioner. She possesses a Ph.D. in Organization and Management from Capella University and an M.B.A in E-Business from Regent University. She has taught business, leadership and information technology centric courses at various universities for the past 14 years. She is currently serving as an adjunct faculty member at Liberty University where she has been teaching leadership and management courses to undergraduate and graduate students for the past three years. As a practitioner, Dr. Bennett has 30 years of experience in diverse fields. Most recently, she was a federal government service civilian where she was and continues to be considered a proven expert in the field of strategic communications. She left government service to pursue a long-time desire to start her own business. Dr. Bennett is currently the Founder and CEO of Vision to Purpose, an organization dedicated to helping individuals and businesses succeed through the offering of tailored career, life and business solutions.

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