In this post, I provide 2 principles, 2 questions and 2 actions to help you understand your fears so you can release them and embrace change…
If you lead and manage people, you often need to look below the surface to uncover the real but hidden thoughts and feelings…
Once aware of where your people are, you can plan and implement effective interventions for a healthy workforce that can survive and thrive in times of change.
…a head of department who’d like to help lead her people through a change:
Before she can win support for the change, she has to communicate in a way that inspires her key stakeholders (must-have #1).
Next, she has to collaborate in a way that motivates her partners and stakeholders to take action (must-have #2).
And before she can lead or influence anyone to do anything, she has to connect with them on a human level must-have (#3).
To improve the results of your direct reports and key partners, you need to start asking better questions.
And not just any questions – Powerful questions that lead to better results.
If you like movies and you’re in a position of leadership, this movie is a must see.
The protagonist, Monsieur Gustav, builds rock-solid commitment in everyone he touches at The Grand Budapest Hotel – one of the best films of 2014, in my opinion.
Here are 7 timeless lessons (with behavior + result) that we can learn from this fictive, but exemplary leader…
From psychology to neuroscience, the findings are conclusive – Storytelling works. The challenge is knowing how to harness and leverage it.
This article presents a simple, yet powerful approach: “Here is where we are. Here is where we want to go.”
Your primary goal as a leader should be to creating a place where people are attuned to the same truth and connected by the same vision.
You can’t be everything for everybody. Some reports will find you too directive, others not enough. However, you can listen to feedback and adjust your style when needed.
In everything you do, seek to understand first and act second. There is no right way to lead your team or group. It is as unique as every individual in it. Therefore, your paradoxes and the balance you need to find for each of them will look differently than mine.
In parts 1 and 2 I have presented 7 which I consider most relevant to people managers working right now. Apply the relevant tips and examples as needed.
Modern leadership is full of paradoxes. To be an effective leader and people manager you have to be aware of the big ones. In part 1, I’ve presented seven that I think are highly relevant for these times. However, you need to look at your specific situation and decide which of them are most relevant to you.
I’ve also shown you how The Paradoxical Theory of Change is a key first step to mastering the leadership landscape.
In part 2, we will look at specific situations, outcomes and actions you can take on your path to mastering more.
FUN FACTOR. “…as psychological researchers discover more about how the human brain works, we’re gaining insights into exactly how to crank up the enjoyment factor…” - Laura Vanderkam, Fast Company. "THE SCIENTIFICALLY PROVEN WAY TO HAVE THE BEST VAC ...
