Candor for Clarity: The Better Leaders Better Schools Podcast w/ @alienearbud

Candor for Clarity: The Better Leaders Better Schools Podcast w/ @alienearbud

by | Sep 22, 2019 | Engagement, Leadership, Learning to Lead, Podcast

Better_Leaders_Better_Schools_Podcast

As we discuss the topic of disengagement in the workforce, we note that one surefire way to disengage your employees is by creating uncertainty. Leaders who deliver unclear goals and who don’t stick to the core values that they claim to have convey to the team that the work is ambiguous, which shuts people down and zaps their energy.

One antidote is to be candid and compassionate with everyone you lead. Candor is about being precise with your words and sincere with your intentions. When we give clear feedback to others, we demonstrate care for the work they do and their contributions as people.

Don’t miss our conversation with Danny Bauer on his Better Leaders Better Schools Podcast. We had a blast discussing what it means to give candid and compassionate feedback in schools; you can listen here.

If you haven’t read our book, you can get your copy here.

You can find more on leading better and growing faster at dereka206.sg-host.com. Don’t forget to like, follow, and share. We look forward to hearing from you.

Joe & T.J.

Candid_and_Compassionate_Feedback_Cover

#TheThreeMinuteChallenge

#TheThreeMinuteChallenge

by | Sep 18, 2019 | #TheThreeMinuteChallenge, Engagement, Leadership, Learning to Lead

Engagement

Throughout the month of September, we’ve been writing on the topic of disengagement in the workforce. Our Employee Engagement Model identifies the 3 surefire ways that a leader can quickly create disengagement among employees. Fortunately, we also offer the perfect antidote for each of the three problems. This week we are focused on one of the most common missteps that leaders can make, which is to micromanage the people they supervise. This behavior is never effective in the long run, even if it is a calculated decision due to someone’s poor performance. And, although communication and outcomes can suffer when someone isn’t meeting the mark at work, we find micromanagement to be far more of a weakness on the part of the leader than due to any employee circumstances that may arise.

The leader may fear what might happen in any given situation if she is not heavily involved or may simply underestimate an employee’s capabilities. Regardless of the reason, it is a detrimental practice that limits an employee’s growth, slows down operations, and creates distrust. Ultimately, micromanagement will disengage the team.

Take 3 minutes to challenge yourself at work.

Challenge Yourself: Let’s Get RAW

Reflect–Review a recent conversation that you had with someone you lead who was in charge of a project or situation. How did the conversation go? Did you dominate the conversation or did you share the space? Did you empower the employee or did you provide too much oversight?

Act–Create a series of questions to use during your next meeting to create discussion and elicit thinking. Questions like, “Are there other viewpoints to consider in this situation?” or, “How would you go about solving this problem?” can be very informative because they open the door to new perspectives.

Write–For one week, identify each time that you micromanage a person or scenario and consider why you are reacting that way. Write down the situation and your reasoning. This activity will help uncover patterns in your own behavior so that you can change in the future.

Day of the Week

Micromanagement Situation

Why
Monday
Tuesday
Wednesday
Thursday
Friday

Stay tuned for more challenges, reflection questions, leadership models, podcasts, and more by following dereka206.sg-host.com. It’s our job to curate, synthesize, and communicate so that you can lead better and grow faster. In a world plagued by nothing but noise, we help you by getting to simple.

Joe & T.J.

#readthisseries: 3 Books You Need to Read for Better Employee Engagement

#readthisseries: 3 Books You Need to Read for Better Employee Engagement

by | Sep 16, 2019 | #readthisseries, Leadership, Learning to Lead, Motivation, Motivation & Retention, Organizational Growth, Principal Leadership

#readthisseries

Don’t miss this vblog on books you need to read to lead better and grow faster. We recommend three titles that are must-reads on the topic of employee engagement. You can find our catalog of great leadership books at dereka206.sg-host.com — click on #readthisseries.

[youtube https://www.youtube.com/watch?v=ucT7pGItRr0&w=560&h=315]

Crowley, M.C. (2011). Lead from the heart: Tranformational leadership for the 21st century. Bloomington, IN: Balboa Press.

Gordon, J. (2010). Soup: A recipe to create a culture of greatness. Hoboken, NJ: John Wiley & Sons, Inc.

Pink, D. (2018). When: The scientific secrets of perfect timing. New York: Riverhead Books.

As always, please like, follow, and comment. If you have books that we should read and recommend, please let us know that as well.

Joe & T.J.

 

#TheThreeMinuteChallenge

#TheThreeMinuteChallenge

by | Sep 11, 2019 | #TheThreeMinuteChallenge, Engagement, Leadership, Learning to Lead, Reflect

Engagement The greatest leaders all have one thing in common–they know where they are going. Their purpose is clear and they consistently pursue their goals, which engages the people they serve. Unfortunately, many of us can think of a leader who, instead, creates uncertainty and ambiguity, leaving the direction unclear. This behavior is the result of one or more of the following three leadership flaws, which can plague any of us if we’re not careful.

#1. Deviation from Core Values

Confusion sets in when we deviate from our core values, a set of principles that guide our decision-making. When this happens, chaos ensues because people are not guided appropriately.

#2. High Expectations with Minimal Direction

Uncertainty is also the result of high expectations coupled with little direction. Leaders can erroneously exchange a lack of direction with empowerment, but that’s never really the case. People need direction on where the organization is heading, along with the freedom to execute the vision in their own way. This process, bridged with support, increases clarity and the individual’s confidence.

#3. Conflict Avoidance Creates Ambiguity

Ambiguity is the outcome when we work to avoid conflict. Leaders who avoid conflict, to either create comfort or appease the status quo, end up with a lack of clarity, which eventually creates greater discomfort and disharmony. Tackling tough problems always creates greater clarity and is a high functioning behavior of successful leaders.

Take 3 minutes to challenge yourself at work.

Challenge Yourself: Let’s Get RAW

Reflect–Review your vision statement, core values, and organizational goals. Are they clear and well-known to everyone? Are all decisions backed-up by these pillars?

Act–Create a system to check-in with your direct reports on a regular basis, not to manage the how but to reinforce the why.

Write–Keep a post-it or 3X5 card nearby at all times to remind yourself of the vision, core values, and organizational goals. Write them out in several places for regular review.

Stay tuned for more challenges, reflection questions, leadership models, podcasts, and more by following dereka206.sg-host.com. It’s our job to curate, synthesize, and communicate so that you can lead better and grow faster. In a world plagued by nothing but noise, we help you by getting to simple. Joe & T.J.
#onethingseries: Employee Engagement w/ Mark C. Crowley, @MarkCCrowley

#onethingseries: Employee Engagement w/ Mark C. Crowley, @MarkCCrowley

by | Sep 8, 2019 | #onethingseries, Engagement, Fulfillment, Learning to Lead, Motivation, Organizational Growth, Organizational Leadership, Results

 

Don’t miss this leadership podcast with Mark Crowley.

Mark C. Crowley spent over 25 years in the dog-eat-dog world of financial services, an environment known for its heartlessness and “take no prisoners” attitude. Twice, he held national-level responsibilities – most recently as Senior Vice President-National Sales Manager for Investment Products at one of America’s largest financial institutions, where he was named “Leader of the Year.” After much success, Mark decided to leave the financial services world and devote himself to fully answering the question:

“What happens inside of people that makes them fully committed to doing extraordinary work?”

His research led to the publication of his first book, Lead From The Heart, which we believe has a very powerful message.

Recognized globally as a workplace thought-leader, Mark is a regular leadership contributor to Fast Company Magazine and has been published in the Seattle Times, The Huffington Post, Reuters, CEO Magazine Great Britain, USA Today, and by the Great Place To Work Institute. He has interviewed CEOs and senior executives at innumerable high-performing companies (including Google, SAS, Gallup and the Cleveland Clinic) who are models for “managing the emotional side of work.” And his profound conclusion draws on new scientific research which shows that the human heart is a source of remarkable intelligence:

What people feel in their hearts has tremendous influence over their motivation and performance in the workplace. “The heart is the driving force of human achievement.”

His interview with TheSchoolHouse302 is enlightening as it challenges many conventional ideas about leadership. He provides practical ways for leaders to  effectively manage through care and high expectations for great employee engagement at work.

TheSchoolHouse302 · One Thing Series: Employee Engagement w/ Mark C. Crowley

  • Listen to Mark debunk the fears of “soft management” and how tactics like fear and intimidation simply don’t work effectively.
  • Mark talked about psychological safety and the importance of honoring people for who they are and how he follows the work of Harvard Professor, Amy Edmondsons.
  • He also discussed the power of “thank you.” Don’t miss what he says.
  • You definitely want to hear his thoughts on why we resist change when we know things aren’t working.
  • We were thrilled to hear him talk about the power of “knowing thyself.”
  • You have to hear how his thoughts on how people should lead and the wisdom he acquired over his years leading others.

Please follow, like, and comment; it really helps. Use #onethingseries and #SH302 so that we can find you. For more great leadership content, follow dereka206.sg-host.com.

Joe & T.J.

#TheThreeMinuteChallenge

#TheThreeMinuteChallenge

by | Sep 4, 2019 | #TheThreeMinuteChallenge, Engagement, Learning to Lead

Engagement

Superstar leaders do many things incredibly well, but unfortunately they can still fall short in one of the most important areas of leadership, which is celebrating their people at every turn. The problem is that too many leaders make a lot of excuses as to why they don’t celebrate more often. The trap for leaders is that they typically don’t view the concept of celebration through the lens of the people who they lead. The culture of our organizations must fit the needs of our people, not our own. The key is to know your staff and that not all employees desire the same kind of appreciation for their work. It’s important to note, though, that lifting the people, no matter how tough times can get, might just be the one thing that is saving them from burnout.

Take 3 minutes to challenge yourself at work.

Challenge Yourself: Let’s Get RAW

Reflect–When something positive happens within your organization or department, do you find yourself saying “thank you” because the credit goes to you as the leader or “thank you” to the people who did the work?

Act–An attitude of gratitude can be good for both you and the people you lead. Decide upon one act of gratitude each day before you leave the house for work and then act on it by lifting someone new each day with a comment, an award, or a new experience you can provide.

Write–Write down the names of your direct reports and the way in which you believe they would most like to be appreciated at work. Use your list as frequently as possible.

Stay tuned for more challenges, reflection questions, leadership models, podcasts, and more by following dereka206.sg-host.com. It’s our job to curate, synthesize, and communicate so that you can lead better and grow faster. In a world plagued by nothing but noise, we help you by getting to simple.

Joe & T.J.