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pillars-of-leadership

The Seven Pillars of Leadership

On a superficial level, leadership development training can be broken down into two steps: breaking bad habits and replacing them with good habits. Essentially, leadership is habitual. It has to be provided consistently and it has to be lived every day. It has to be an integral part of your being. Nothing less will be effective in the long run. Here are seven habits that make great pillars for any leader.*

Optimism

It is important to have a belief that everything is going to work out great. Employees will follow an optimistic leader a lot further than they will follow a pessimist.

Direction and Planning

You must know where your organisation is going and how to get it there. Whether you are leading a small department or a major corporation, you must have a destination and a plan to lead effectively.

Resources

The best plan is worthless without the resources to get it done. Give your employees the tools they require for success.

Listening

Leadership is more than telling people what to do. It is important to listen to your employees to help solve current problems or nip potential problems in the bud. Your employees are your greatest resource. Don’t take them lightly.

Cooperation, NOT Confrontation

When employees do something wrong, don’t ever confront them in public. Talk to them in private in a spirit of cooperation.

Leadership by Example

The best leaders lead by example. Employees like to know that their leaders aren’t asking them to do … Continue reading

inhibit-leadership

Five Beliefs that Inhibit the Formation of Leadership

Our leadership development courses can help you find and develop leaders from within your company. We have helped numerous Perth businesses do just that. We have found that one of the main obstacles for neophyte leaders is that they often have beliefs that keep them from developing as leaders. Here are five beliefs that must be deprogrammed from anyone who wants to be a leader.

“I Don’t Get the Opportunities I Deserve.”

This comes from the inaccurate perception that opportunities are something that one must wait to be given. True leaders find opportunities every day. Every interaction is an opportunity to produce and help the organisation.

“Someone Always Holds Me Back.”

This places blame for a lack of success on outside forces instead of taking personal responsibility for failures. Leaders share credit and take responsibility for failure. Ultimately, leaders use negative outcomes as learning experiences and come back swinging.

“I Am Overworked.”

In today’s business climate, people have heavy workloads. It can seem like there isn’t enough time, but most people would benefit from better time management. Leaders get things done quickly and efficiently, then move on to the next task.

“I’ll Work Harder When I Get Paid More.”

The correct order in any company is to work harder first and then get rewarded by a raise. In business, returns are usually dependent upon production. Leaders work hard all of the time and trust that their results will bring rewards.

“I Don’t Have Any Special Talents.”

There are other … Continue reading

promotive-voice

Study Indicates that a Promotive Voice is More Effective than a Prohibitive Voice

When we are conducting leadership development programs or providing executive coaching to Perth managers and executives, we focus on being “results-oriented.” We have seen a lot of organisations that were so focused on finding fault that they couldn’t properly focus on creativity and innovation.

Recently, we found an article in the Harvard Business Journal that agrees with one important facet of our approach. The article was titled, “Looking for Problems Makes Us Tired.” The main takeaway of the study was that a prohibitive voice creates fatigue among management and employees while a promotive voice doesn’t.

We find this to be a central issue in many managers. A promotive voice represents ideas for improvement while a prohibitive voice represents concern and criticism. It takes a lot of energy to constantly monitor processes and employees for mistakes. This energy could be used more effectively in creating more efficient systems and empowering individuals to achieve and make decisions.

Ultimately, the prohibitive voice focuses on what can go wrong, while the promotive voice focuses on what can go right. We don’t by any means advocate negligence, but we do think the focus should be on results and on achieving both individual and organisational peak performance.

Executive Coaching

Our executive coaching and Coaching Skills for Managers course has helped thousands of managers improve their performance.

We use a four-quadrant approach to fully develop leaders and executives professionally and personally. The four quadrants represent the subjective, intersubjective, objective and interobjective perspectives. If any issue … Continue reading

deliver-bad-news

What Do You Do When It’s Time to Deliver Bad News?

When we are running leadership development programs in our Perth leadership centre or providing coaching to managers, the discussion often turns to the delivery of bad news to employees. Most people don’t feel comfortable being the bearer of bad news, nor do they always agree with the message.

Sometimes a middle manager feels stuck between senior management and the employees. This can create an ethical dilemma. For example, if a deserving employee is denied a raise, should the messenger “fall on his or her sword” for the company and pretend to agree with the decision or is honesty the best approach?

Here are some strategies that make your decision easier.

Due Diligence

Make sure to give your employee as much information as you can about the how and why of the decision. Let them know who was involved in the decision, what factors were deemed relevant and what other possibilities were discussed. This requires understanding the factors that went into the answer yourself.

Be Honest and Direct

The way in which you deliver bad news will affect how the employee takes that news. It is important to avoid giving the employee mixed signals. If your body language is different than what you are saying, the employee will pick up on it. It is crucial to communicate the decision with confidence and leave no room for misinterpretation.

Explain How the Decision was Made

If the employee knows that the decision-making process was fair and thorough, even if they don’t … Continue reading

better-leader

Three Ways to be a Better Leader

We create and conduct leadership development programs in the Perth area. We help all levels of management, from entry level management through executives, develop more effective leadership skills. We hope to see you at one of our classes soon. In the meantime, here are three ways that you can be a better leader right now.

Full Engagement and Commitment

If you aren’t already, become fully engaged and committed to creating the best possible outcomes for your organisation. While we are staunch advocates of work-life balance, we also advocate full engagement during the time you are at work. If leaders aren’t fully engaged, why would their employees feel any urgency to engage themselves fully?

Become a Problem Solver

As a leader, it is your job to solve problems. Anyone can coast through their professional life on “autopilot,” blame “conditions beyond my control,” avoid addressing problems and call themselves “a leader.” That can create a mediocre career in a mediocre organisation with mediocre results.

However, if you want to be a true leader, you must be the person your organisation trusts to solve their biggest problems. Nothing inspires like success. Success comes from solving problems. Become a problem solver.

Use “Failure” as Feedback

Anyone can take credit for success, but few people can “own” decisions that don’t work out and use them to improve. Steering a boat involves numerous corrections; a steady hand at the helm makes those corrections easily and without difficulty. Use your “failures” to create successful outcomes.

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