Posts tagged Leadership
Flow and Engagement

Flow is that magical state when you are so engrossed in what you are doing that time flies. What does this have to do with engagement? It’s the productivity arm of our engagement triad. We are at an utmost state of productivity because we are not just engrossed and highly focused but also enjoying ourselves which is what we want for every employee and leader.

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A Leader Needs An Ally

A Coach is your Ally One of the most often cited benefits of working with an executive coach is a partner. This is a partner that doesn’t judge and is aligned with your goals. This is a natural part of the coaching equation. Coaches don’t have our own agendas, we sign up to help our clients achieve theirs.

Clients cite me as their safe space. Where they can think out loud and not worry about the ramifications of their statements. Often when subordinates hear a leader think aloud – they just go and make it happen – as if that wondering aloud was a command. Subordinates also are affected by the decisions leaders make and so they listen with the angle of ‘what’s in this for me?’

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10 Things Scary Managers Do

10 Scary Things That Managers Do

In the Spirit of Halloween we are looking at the spooky side of leadership. Managing comes with its own challenges and responsibilities. If you do not manage your employees well, there can be some scary side effects... So let's examine what those might look like! Here are ten things scary managers do.

1. They don’t communicate the vision

Communication is a skill that leaders and managers must master. The difficulty is that they frequently fail to do so. As a result, employees are left puzzled, disappointed, and even frustrated because their supervisors aren't as clear as they should be when setting expectations for them. This leads to employees' inability to accomplish their jobs successfully without management's guidance.

2. They treat their folks like (only) extra pairs of hands

When they do that, they ignore their talents, gifts, experiences, intuitions, and applications to create a better result. You can see how limiting if the managers treat their employees like an extra pair of hands and that they’re the only brain that’s fueling them. There’s no innovation, collaboration, or creativity.

3. They don’t demonstrate trust

Micromanaging employees ensures no learning takes place since it isn’t okay to fail even on the tiniest things. They may not give them opportunities.  As a result, employees felt demotivated, frustrated,  terrified of making mistakes. Trust is an essential part of leadership. Trust the talents of your team members and their ability to do their jobs.

4. They criticize in public

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