Like the chameleon, leaders are not able to stay one way. They must develop the type of character that can anticipate, accept, adapt and administer. To become a problem solver and a voice of influence, these skills are very necessary.
People make decisions every day. These decisions can be difficult, depending on different internal and external factors. These factors can quickly turn a normal task, into an abnormal task. Failure to make the right choice in key situations can lead to undesirable outcomes.
As leaders, we can’t be with our people 24/7. It’s impossible to train for every scenario. Instead of focusing on detailed and specific solutions, a broader approach needs to be taken. We have to teach people how to think.
We have to develop within our teams the specific skill of utilizing objective analysis in order to solve problems.
Read on for some ways that will help you teach people how to think.
As leaders, we need to be in tune with our team in order to solve problems. That means we have to listen. In order to ensure you are listening to the right thing, you need to ask the right questions. Here are three ways to make that happen.
Leaders learn a lot and know many different things. Some of these things can be learned on the job or through various industry experience. A lot of times, education serves as the background for a leader’s knowledge. But there is one thing, that every leader must know in order to succeed, no matter the business or industry, no matter the level of leadership. If a leader fails to understand this, they will fail. Continue reading to find out what every leader must know.
As a leader, being grateful should be considered a key component in your leadership skill set. Unfortunately, it is often overlooked. When utilized properly, gratitude has many benefits and works to increase your influence. We should use this with co-workers, family, friends and anyone we care about. But it’s not simple. There is a specific way to say “thank you”.
When I was in college, almost every class had an element of working in groups or figuring out something within a team. I can’t tell you how many times I cringed, when I heard the professor describing the project and giving the criteria for grades. My issue? I was a pretty good student, obsessively driven to get an A in each class. I worked harder than most and didn’t want my grade `to be reflective of folks who weren’t “putting in the work”. Continue reading to see how I survived.
Last week, while on vacation, I had a chance to watch a lot of football. (American Football) That’s when I saw something that got my “leadership senses” tingling. I was compelled to share my thoughts here.
Incidents often occur at organizations, where the root cause is found to be “human error”. In other words, a procedure was not followed properly or was otherwise ignored. Chances are it’s not the first time this procedure was broken. So how does this happen? We have an answer to this question and suggestions for leaders who want to avoid this issue.
If you are sensitive to topics of race, it’s probably because our society has sugar coated this stuff for too long. Time to start ripping the band-aid off.
It’s sad, but true. The higher a black person goes in an organization, the less of his or her own they see. Does it matter, when it comes to that black person’s ability to lead the group? In corporate America, other races don’t face this question on the same magnitude as black people for two reasons. Continue reading “Do black lives matter in leadership?”
I’d like to remind everyone that we are always affecting culture, directly and indirectly. People are always watching us. As leaders, if we’re not purposely building up a positive culture, we may be tearing it down by our actions or lack thereof. Don’t be afraid to step up for what’s right. By not stepping up, you may as well be knocking down the building blocks of a good culture.