The singular people-connecting skill that any leader must master is listening, but not just any kind of listening. Leaders must listen with their whole being.
Crises bring out the human side of leaders, and the Great Resignation has been no exception. As leaders consider what it might mean to embrace a more human-centric way of leading people.
If you’re a leader or manager, then I’ve no doubt you’ve experienced team members who underperform, from time to time. It can feel frustrating, take time to fix—not to mention energy!
There’s an art to having difficult conversations, but there’s also a mindset that precedes it. Logically, we know that when communication is effective, things improve, knowledge expands, and relationships strengthen.
What are you doing to build a culture of trust inside your organization? I ask because the consequences of a lack of trust can impact employee productivity, engagement, and ultimately retention.
If you want to become a leader who inspires your team to solve problems, instead of just identifying them, you must first translate that desire into a specific action plan.
Being able to receive appreciation from others is equally important for a leader. Here’s what you need to remember when someone is offering you a compliment or their sincere appreciation.
When was the last time you asked yourself, “What was I put here on Earth to do?” It probably makes you feel like you’re getting closer when you think about the things that make you feel creative, energized, or passionate.
Do you have to be manager, supervisor, or have a title in order to be a leader? The answer is a resounding “NO.” A leader can bubble up from any part of any organization.
If you want to become the leader you desire, you must address and manage your mindset. If you’ve ever struggled with feelings of inability like, “I can’t” or “I don’t know”, these come from a place of doubt – and they don’t have to be your reality.