Leadership Blindspots: How Successful Leaders Identify and Overcome the Weaknesses That Matter by Robert Bruce Shaw

Leadership Blindspots: How Successful Leaders Identify and Overcome the Weaknesses That Matter by Robert Bruce ShawAccording to Robert Bruce Shaw, in Leadership Blindspots: How Successful Leaders Identify and Overcome the Weaknesses That Matter, great leadership emanates from an ability to make great decisions which comes from making bad decisions and learning from them. The sooner in your career that those bad decisions are made, the better.

Of course, you make fewer mistakes as you progress in your career and as you experience the outcomes of the mistakes, but you never stop making them. In addition, mistakes are more costly as you move up the ladder in a company and can potentially derail your career.

In light of this issue, in Leadership Blindspots, Robert Bruce Shaw investigates the existence of leadership blindspot, an “unrecognized weakness or threat that has the potential to undermine a leader’s success” and that becomes evident in the way your team, organizations and markets are perceived.

How to characterize leadership blindspots?

First of all, leadership blindspots  are often associated to leadership strengths. They appear whenever the leader is utilizing his or her strengths at work.

Second of all, blindspots don’t disappear, even if you are fully aware of them.

Thirdly, blindspots are situational, adaptive and can be helpful.

And finally, blindspots are able to impact other people and followers.

Advice for understanding and dealing with leadership blindspots?

Furthermore, blindspots come with a price and has to be recognized by the leader in order for him or her to find a balance.

To do so, leaders have to weigh two conflicting needs:

  1. their need for acting with confidence, believing strongly in their vision, and having faith in themselves, their abilities.
  2. their need for assessing their limitations in order to avoid overconfidence or excessive optimism.

The complex balance between self-confidence and self-doubt is unnatural, contradictory but necessary, depends on each individual and each situation.

If there are too many blindspots, the leader can be overly confident and arrogant. If there are too few blindspots, the leader is somewhat realistic about the obstacles to face, is aware of his or her strengths and weaknesses.

Are there different levels of blindness?

There are three levels of blindness that a leader could experience:

  1. Lack of awareness level. This is the “most extreme form of a blindspot”. At this level, leaders are constantly surprised or blindsided by events.
  2. Faulty assessment level. At this level, leaders are in denial: they refuse to acknowledge risks, to analyze known weaknesses, and to understand the causes and consequences of their blindspots.
  3. Failure to act level. At this level, leaders know the risks, threats and weaknesses that lay ahead but fail to act on them for lack of skills and resolve. Those leaders are adept to the rule “when in doubt, do nothing” or rather remain in their comfort zones.

How to identify your leadership blindspots? 

In order to identify your blindspots:

  1. Review your past and present mistakes. Mistakes are indicative of blindspots, areas of lack of self-awareness, and areas of faulty patterns of thinking and behavior. It is advised  to identify the most significant mistakes, their causes, patterns of behavior and thinking associated to these mistakes and the actions to be taken on the behalf of the leader to prevent those mistakes from reoccurring.
  2. Consider honest and useful feedback from your trusted advisors.
  3. Gain additional insight by taking the blindspot assessment survey.

Then, question the relative importance of your blindspots in your career and its impacts on yourself, the organization to  distinguish which blindspot requires your immediate attention.

What are the different types of leadership blindspots?

Robert Bruce Shaw has classified leadership blindspots in 20 categories:

  1. “Overestimating your strategic capabilities”
  2. “Valuing being right over being effective”
  3. “Failing to balance the what with the how”
  4. “Not seeing your impact on others”
  5. “Believing the rules don’t apply to you”
  6. “Thinking the present is the past”
  7. “Failing to focus on the vital few”
  8. “Taking for granted your team model”
  9. “Overrating the talent on your team”
  10. “Avoiding the tough conversations”
  11. “Trusting the wrong individuals”
  12. “Not developing real successors”
  13. “Failing to capture hearts and minds”
  14. “Losing touch with your shop floor”
  15. “Treating information and opinion as fact”
  16. “Misreading the political landscape”
  17. “Putting personal ambition before the company”
  18. “Clinging to the status quo”
  19. “Underestimating your competitors”
  20. “Being overly optimistic”

Which factors trigger blindspots?

Blindspots often go hand in hand with the leader’s strengths and reappear unexpectedly when the leader does what he or she does best.

There are few factors that lead to blindspots areas:

  1. Experience gaps“. The blindspot stems from a lack of experience or from a habit of using past experiences to extrapolate a present situation.
  2. Information overload” describes an inability to pay attention to everything that is happening when engaged in a complex and challenging task.
  3. Emotional bias” corresponds to an emotional involvement in a particular situation or outcome that clouds judgement.
  4. Cognitive dissonance” is a psychology term associated to a state in which leaders hold two conflicting views of their self-image. The “conflict is resolved through rationalizing one’s belief or actions in a manner that sustains one’s positive self-image” which reinforces the blindspot.
  5. “Misaligned incentives” are compensation systems that are “designed to focus attention and effort within an organization, with the result being that people focus more on some areas than on others”.
  6. Hierarchical distortion”. The information transmitted to hierarchy becomes distorted, false, incomplete because:
    • high-ranking leaders are sometimes detached from the lower levels of the organization.
    • subordinates tend to sugarcoat information by deference or by fear of retaliation.
    • high-ranking leaders pay less attention to less powerful people.
  7. Overconfidence“. Leaders overestimates their own capabilities, skills and knowledge.

How to overcome blindspots?

According to Robert Bruce Shaw, it is not possible to completely suppress blindspots but it is important to recognize them and find ways to work with them?

To handle blindspot:

  1. Make an assessment of the problem on your own, stay on contact with frontliners, customers, markets and high potential individuals.
  2. Invest in metrics, processes and data that challenge the leader’s beliefs and basic assumptions.
  3. Develop an ability to recognize, prioritize blindspot warning signs.
  4. Consider feedback from trusted advisors.
  5. “Leaders need to test their ideas and discuss emerging threats with a diverse team of individuals who respect each other’s experience and abilities but are also willing to push each other to reach the best outcomes on the truly critical issues”.

In conclusion, leaders are flawed individuals with strengths, weaknesses and blindspots that are to be acknowledged. Blindspots often show up when the leader is using his or her strengths or reverts to their comfort zone, and cannot be completely resolved.

It is up to the leader to stay on the lookout for blindspots, to strike up a balance between self-confidence and self-doubt.

Review


indexIn Leadership Blindspots: How Successful Leaders Identify and Overcome the Weaknesses That Matter, Robert Bruce Shaw analyses leadership behaviors when it comes to blindspots and weaknesses. He illustrates every single one of his thoughts on blindspots with great and renown leadership examples and concludes each example with an analysis and lessons to take away. Furthermore, not only this book contains realistic and applicable examples, each paragraph of this book can be read on standalone.

In addition, Robert Bruce Shaw provides us with a tool —the blindspot assessment survey— for us to identify whether or not we possess blindspots and to what degree we have incubated them. I recommend this book to employees who are failing to lead and to boost their careers.

It has come to my knowledge that because of my belief system, I am an adept of the rule “when in doubt, stand still” which has not bothered my career but has increased my serenity. After taking the blindspot assessment test, I have received a low probability of blindspots as I am self-aware of my strengths and of my weaknesses.

Finally, Leadership Blindspots was intriguing to me because there are so many books about leadership strengths and developing them.

I equally appreciated the fact that he mentioned the need for transparency (better visibility of mistakes thanks to the media) which put leaders are under a lot of pressure, all while trying to overcome their blindspots.

Favorite quote(s)

People who are smart and self-assured are often very skillful at justifying their thinking and behavior—to the point of being in denial about their weaknesses and the threats they face. Their intelligence can work against them when they convince themselves, and often others, that they are right even when they are wrong.

Successful individuals who sometimes stumble often do so because they have no one who can protect them from themselves.

The best leaders develop a range of compensating mechanisms that fit their personalities and the company cultures in which they work. In many cases these leaders don’t fundamentally change the way they think, but instead develop warning systems that surface important weaknesses and threats.

Ratings 3/5

Author

Robert Bruce Shaw

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Four Red Flags Wrecking Team Success and Cohesion

Four Red Flags Wrecking Team Success and CohesionBuilding an ideal team is one of the most complex but also one of the most rewarding and advantageous responsibility of a leader.

The leader has to select the team to ultimately create the best results for the organization, in light of the company’s culture and of the personality, motivation, commitment, values, performance, integrity level of his or her potential team members, with respect to his or her leadership style.

When the team is built, the leader has to look out for red flags that can destroy the synergy of his or her team and easily create a lasting toxic climate.

Wondering how to detect these red flags, avoid toxicity on your team, how to extract the best results from your team members and to become the best team member you can?

A few years ago, I worked on a year-long project, under a boss who used demotions and other measures to punish some of his employees when mistakes occurred. For example, he would quickly and sadistically withdraw work responsibilities from someone he did not favor to give to someone else.

Four Red Flags Wrecking Team Success and CohesionAs a result, the team was a unsalvable shipwreck: every man for himself, searching for a flotation device, fighting to get on land. My former boss manipulative behavior created a toxic climate where people were continually in flight or fight mode, were mistrustful towards one another, would turn on each other, retain information and sabotage every other person efforts to succeed, were obliged to seek his “affections” and to continually prove their loyalty to him in order to feel safe in their position, were more focused on office politics than on their work, were always on the lookout of a scapegoat, were afraid of speaking up and being transparent.

The lack of trust, commitment, performance was noticeable on a daily basis. By trust, I mean the ability of the team members to admit their mistakes, acknowledge their strengths and weaknesses, stay open, transparent with one another without any repercussion on themselves or their career.

RED FLAG #1: Lack of Transparency

In Speaking Truth to Power, James O’Toole states that “In essence, trust is hard to earn, easy to lose, and, once lost, nearly impossible to regain”.

Teams must be able to understand each other, to interpret their respective behavior and to be candid with one another.

To enable transparency, leaders have to:

  • Ask their team to reveal something personal and relevant about themselves. It can relate to their failures or successes, to their worst or most embarrassing experiences at work.
  • Encourage team building to better understand one another and enable bonds.
  • Assess and apply their team strengths and weaknesses by using profiling tools to get more insights into their behavior such as the DISC assessment, Social Style model, Right Path Profiles, Insights, MBTI).
  • Define a clear purpose for the team.
  • Explain major decisions from the organization to their team and include them in the flow of relevant information.
  • Maintain trust overtime and create unanimity.
  • Consistently tell the truth to their followers, be comfortable with it and practice integrity.
  • Value openness, empower those who tell the truth and must not reward those who do otherwise.

RED FLAG #2: Fear of conflict

In teams, conflicts do exist, are raw and real, are to be expected, and shouldn’t be avoided. In addition, they occur because we were born into different generations, backgrounds, with different personalities, values and morals.

Furthermore, conflict is always seen in a negative light or as a destructive process.
However, conflicts can be healthy and productive too. And even though conflicts are uncomfortable and make you feel under attack, they are necessary for personal and organizational progress, are used to generate the best decisions for the organization and to make team meetings mire engaging. In order to establish a conflict culture, it is imperative that leaders:

  • Create a structure where it is safe for their team members to express themselves without feeling the need to attack.
  • Hold their team accountable to the conflict system established.
  • Focus the conflict on the issue at hand to avoid personal attacks.
  • Assess each team member conflict capabilities/profiles with MBTI to develop the appropriate approach.
  • Ask their team members directly how they deal with conflicts.
  • Define conflict resolution, ease anxious team members in the face of conflict and find courage to speak truth to power.

RED FLAG #3: Lack of Commitment

Commitment is the willingness to achieve common goals as a team, the ability of team members to align themselves with the organization purpose, values and strategies even in disagreement with the decision taken.

To enhance team commitment, leaders must:

  • Embrace conflicts, divergent opinions, ideas and perspectives.
  • Among conflicting ideas, make wise decisions and be unafraid to displease some team members.
  • Before making a decision, understand and consider all ideas.
  • Clarify their decisions with the team and write down them down to avoid ulterior assumptions and ambiguities.

RED FLAG #4: Lack of accountability

Team members must keep each other accountable for their behavior, their mistakes and lack of performance. If no one is held accountable, team members gradually lose respect for each other and moral decreases. Leaders must:

  • Lead by example, call out mishaps, low results and misconduct.
  • Make every team member aware of each other contributions and functions on the team.
  • Track everyone’s progress and accurately measure performance.
  • Measure team success using objective and liable means.
  • Measure progress with timelines.
  • Focus on areas of productivity.
  • Make sure that the collective interest in results exceeds the individual needs of the team.

How to be an effective team member?

  • Develop your communication skills.

  • Make sure that you are understood and are open to clarifying misunderstandings.

  • Monitor your non verbal communication. Keep your body language positive and opened.

  • Look at the person you’re exchanging with.

  • If a problem occurs between you and someone else, fix it before the problem festers by talking to that person as soon as possible. This shows that you are willing to work through issues, that you are a problem solver instead of being inappropriate and ineffective.

  • Give sincere and appropriate positive feedback to your team members.

  • Develop your listening skills.

 

To demonstrate your interest in learning new skills, to better understand the other person, you have to:

  • be willing to listen more that you speak and voice your opinion in due time.
  • Implement the conversation with probing question.
  • Request other people opinion before giving yours.
  • Avoid planning your responses during the conversation.
  • Encourage the conversation with nods, smiles and eye contact.
  • Manage your tasks and time.
  • Put your understanding of the team task into writing in order to clarify immediate issues and to have a reference for time and deadlines measurement.
  • Own up to your actions.

 

Failing to follow through on your team assignments is synonym to letting your team down. To stay accountable for your part:

  • Keep your promises.
  • Offer to help coworkers in time of need.
  • Avoid procrastination and do not hesitate yo ask for help.
  • Avoid blaming others for your mistakes take the blame if you have done something wrong.
  • Find solutions to issues instead if creating them.
  • Learn from each and very situations and move on group them.
  • Avoid repeating past mistakes.
  • Work on interrelationship skills.

 

Last Words Of Advice!

In the team, you have to cooperate with your coworkers and work well with your supervisor. To do so:

  • Treat everyone with respect.
  • Avoid stereotypes and jumping to conclusions.
  • Avoid gossip and keep confidences.
  • Share your knowledge with your team.

Hope that I’ve helped you get it together on your way to leadership!

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Goal Setting & The 80/20 Principle — 18 Ways To Apply This Principle And Change Your Life

Strangely, this week, I found myself explaining the 80/20 principle to everyone I know. Though this principle is well-known by leaders, it is rarely applied. Leaders around the globe get flooded with information, sometimes more than they can handle. However, they have to make swift decisions and keep their most important objectives in mind.

To extract value and positivity in every situation, to improve our daily life, our institutions, our efficiency, our processes, our achievements, it is detrimental to understand the 80/20 Principle.

Wondering how to generate goals and focus on the most important ones using the 80/20 Principle?

Goal Setting & The 80/20 Principle

What Is The 80/20 Principle?

The 80/20 Principle is actually known as the Principle of Imbalance, the Principle of Least Effort or the Pareto Law, uncovered in 1897 by Vilfredo Pareto, an italian economist. In the 19th century, in England, Pareto noticed that 80% of the wealth and income was accumulated by only 20% of the population.

Furthermore, Pareto remarked that the wealth was not evenly distributed and that not only wealth was distributed in this manner. The Pareto Principle was consistently reproducible in different countries, in different times and with different sets of data.

The Pareto Principle :

  • has been justified by Professor Zipf who demonstrated that 70% of marriages happened to people living 30% within each other.
  • has been used by Joseph Moses Juran during the industrial revolution, in Japan, in order to improve the quantity, the reliability and the value of customer goods.
  • is illustrated in every cause to effect relationship. For example,
    • 20% of employees or customers are responsible for 80% of the company profits.
    • 20% of criminals commit 80% of the crimes.
    • 20% of your clothes in your closet will be worn 80% of the time.
    • 80% of our achievements happen in 20% of our time.

According to Richard Koch, author of The 80/20 Principle The secret of achieving more with less, the principle either requires 80/20 Analysis or 80/20 Thinking:

  • 80/20 Analysis: Before taking action, Prior analysis of the non linear relationship between cause and effort. This analysis is time-consuming but more detailed.
  • 80/20 Thinking: Before taking action, intuitively identify what is most important, then verify the usefulness of the 80/20 principle in the given situation. This is faster.

Why It Will Change Your Life

Generally, the 80/20 is used to prioritize, to set goals, to achieve more in less time and with less effort. It can be applied in business, in life, in any social grouping and in various cultures. For instance, in business, it helps you identify the areas where you lose time, money and where it is possible to cut your losses.

To exploit its full potential, the 80/20 principle exerts us to:

  • Spot the most important and ignore the massive unimportant.
  • Understand that every action doesn’t lead to the same outcome or even lead to one.
  • Use and work on strengths rather than weaknesses.
  • Seek shortcuts instead of taking long detours.
  • Gain more control over our lives and thoughts, our work and career selection.
  • Relax, work less and “target a limited number of very valuable goals”.
  • Transform your work habits.
  • Target a number of valuable goals.
  • Develop a healthy business strategy.
  • It is always possible to improve your skills.
  • Multiply what is effective.
  • Apply it in business to reduce costs and to generate more revenue.

Putting The Principle Into Practice To Set Tangible Goals

The 80/20 is for those who want more of their life, for the ambitious, for the goal-oriented and for the self-disciplined. Being ambitious is not synonymous to bein overworked, busy, or sacrificing yourself. To harness the 80/20 Principle, to make your dreams more feasible and to grow exponentially in any field:

  1. Discover what you are more enthusiastic about in life.
  2. Avoid investing the same amount of energy in everything that you pursue. Be strategic and identify the best 20% and invest 80% of your effort.
  3. Most people believe that goals are wishes, mere desires that they don’t believe they can achieve. Get clarity and be specific on what you want. There is no unrealistic goals.
  4. Make your goals big. The bigger the goal, the bigger the impact on your life, the higher the motivation and the longer you can maintain the vision.
  5. Make sure that these goals are self-imposed.
  6. Keep your goals simple. Simple is rare but simple is effective. Choose simplicity first. For example, identify the simplest and most standardized product, nurture the simplest 20%, make it high quality and eliminate the rest. In addition, simple businesses are better than complex ones because they deliver better value and perform better.
  7. Find ways to make your goals achievements fun. Avoid spending time on easy tasks and tune out distractions. Johann Wolfgang von Goethe said it best: “Things that matter most must never be at the mercy of things that matter least”.
  8. Avoid focusing on the negative and waiting for a positive outcome. It is necessary to let go of the customers, employees, products and processes that don’t bring profits
  9. Know your values and purpose. Then, align your goals with your values in order to feel more fulfilled.
  10. Analyze the reasons and the costs of these goals beforehand. Applying the 80/20 Analysis will indicate whether or not you would pursue them.
  11. Write down your goals for various parts of your life (career, work processes, leadership styles, lifestyle, health) and accomplish the most important goal. These goals must have value. Writing down goals allows you to solidify them subconsciously and to get everything into place.
  12. Write down what you really want and write it down as if you are writing it from the future, having already achieved your goal.
  13. Work on this one goal all the time. 20 Percent of your activities will result in 80 percent of our results. It is  a known fact that you shouldn’t put all your eggs in a basket. Instead, choose the basket to put all your eggs into.
  14. Review these goals on a daily to keep your commitment to yourself.
  15. Divide your goals into smaller steps to make your plan more coherent and easier to achieve.
  16. Identify the obstacles, the knowledge needed, the relationships that you have to build to achieve your goals.
  17. Measure your progress with parameters like money, time, energy, emotional investment. You can even create a deadline. If you miss a deadline, create another one.
  18. Share your goals with those that will implement it.

Last Words Of Advice!

Don’t beat yourself or your team up for not realizing all your goals. Have you used the 80/20 principle and what have you noticed? What is one of the goal that you want to accomplish?

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

Goal Setting & The 80/20 Principle

 

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Are you self-sabotaging at work? 18 Tips to Learn to improve your work performance and climb up the corporate ladder

jonathan-pendleton-61209We all have a dream of outperforming ourselves at work and staying consistent and moving up in our career.

However, we have difficulties bringing our wishes and expectations to life.

Furthermore, in the fast and highly competitive corporate world, some of our attitudes, assumptions, values, flaws often render us completely ineffective, come in the way of us being the best version of ourselves, from learning new skills, from developing our talents.

The reality is that, despite our best intentions, we are often our worst enemies, are unable to improve our career, to achieve our definition of success, to satisfy our higher purpose.

We thereby harbor dissatisfaction, self-defeating thoughts and resort to self-sabotaging actions.

Wondering how to become a better performer, a better contributor, a better leader in the workplace and control the self-sabotaging tendencies?

Most of the time, self-sabotage takes roots from collaborators sometimes abusing substance, striving too hard for materialistic success.

Self-sabotage also stems from an inability to control extreme negative thoughts and emotions such as anger, guilt or resentment, and an inability to control other people. Indeed, in the workplace, low performing employees and leaders tend to either:

  • complain too much about circumstances,
  • not take action or initiative,
  • doubt their capabilities,
  • be addicted to praise,
  • struggle to live up to other people expectations. Not pursuing your true purpose and implementing somebody else dream cause you to subconsciously rebel against your current situation.
  • act impatient,
  • be unable to follow rules or respect authority figure,
  • be unable to handle the pressures of responsibility;
  • misinterpret the image they have of themselves
  • be busy or lack time management skills,
  • lack conflict resolution skills,
  • fear the unknown,
  • fear criticism, looking ridiculous or being embarrassed,
  • fear change or fear success,
  • feel rejected or reject their own being,
  • fear failure. Failures are usually blessings in disguise.

How to improve these bad habits and become an effective member of the workforce?

Becoming a better performer and contributor in the workplace doesn’t end at solely executing your duties and providing acceptable results, it also means working on your character and core values. To enable effective performance in the workplace, it is necessary to:

  1. Assess your strengths and weaknesses and ground them into reality. I cannot stress enough how self-discovery is an important and long life process that allows to:
    • upgrade your moral compass and create new ethical standards,
    • accept our unique distinctions,
    • evaluate your role and contributions at work,
    • assist, be assisted by coworkers or team members with a complementing set of skills.
  2. Understand your interests and abilities. This way you are able to develop your core capabilities, to choose the work that stimulates you the most, the workplace in which you best fit in and the team that complements you the best.
  3. Keep learning, grow your knowledge and your emotional intelligence that you may increase satisfaction at work, to envision greater possibilities, to overcome obstacles and to be successful in every area of your life by:
    • doing something new, something different, challenging your thoughts and your routine,
    • nurturing your natural curiosity about the world, about what you don’t know,
    • breaking routine and mindless actions to stimulate your imagination,
    • tackling your fears and negative emotions head and listing the consequences of your actions.
  4. Adjust your self-image to reality by writing down:
    • the qualities you have about yourself and the ones you want to acquire,
    • your trigger points. Don’t let identifying your trigger points to get discouraged and give up on yourself. Noticing your self-sabotaging habits is actually beneficial to you: you are probably not in the walk of life that you wish or supposed to be in.
  5. Act responsibility, be proactive, take initiative. Take on more responsibility and assignments, perform them with enthusiasm and motivation in order to become confident in your abilities, autonomous, dependable, emotionally mature and trustworthy. Indeed, the more you take on responsibility, the more you learn about yourself, the more you understand the consequences of your actions, the faster you admit your mistakes as soon as you notice them, the better you remain accountable especially when things go wrong, the more you grow, the more you gain competencies, the more you are willing to take initiative and even risks.
  6. Discipline yourself by inspecting and readjusting your thoughts, actions and behaviors to set standards, and dominating your immediate desires and impulses.
  7. Stay true to yourself. Avoid comparing yourself to others and competing with others.
  8. Allow yourself to think. In silence, without looking for distractions, confront yourself, make peace with yourself, strengthen your decision-making skills, observe bad habits, and therefore learn more about yourself, find your true purpose, learn to trust your intuition and inner feelings. Meditation, quiet contemplation, introspection are the key to staying alert, to increase your performance at work, to develop and recognize good ideas, to stay engaged and more conscious of your life.
  9. Define clear goals and seek better methods to become more productive, more competent in the workplace.
  10. Learn to insulate yourself from the noise in the workplace.
  11. Vary your experiences and get out your comfort zone.
  12. Take care of your physical health. Exercise regularly.
  13. Make a good impression, from day one, without overdoing it and running a political campaign, by dressing appropriately and being punctual.
  14. Respect and treat people the way you would like to be respected and treated. Uplift people instead of bringing them down or being considered as a toxic coworker in the workplace. Develop relationships and properly manage people emotions, don’t impose your emotions on others, don’t create enemies where you can have a supportive friend. As a result, you can become a good contributor and a valuable team member.
  15. Embrace change, renew your coping and self-defense mechanism.
  16. Expect to make mistakes, to learn from them and keep it moving.
  17. Avoid naysayers and haters like the plague. Change your circle of friends if they are the ones bringing you down.
  18. Service others. Servicing others doesn’t mean to submit to everyone and to every order. It means doing your best to get along with one another.

Last words of advice!

If you happen to abuse substance or are in emotional distress in the workplace, don’t be ashamed, you are not alone. Please talk about it to your closest family and friends, or find the nearest Workplace Help Center.

 

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

 

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The Importance Of Becoming A Self-Disciplined Leader

Self-Disciplined LeaderAs a leader and as someone always searching for innovative ideas, I have to say that I have been struggling with staying focused on one topic at a time, controlling my train of thoughts and filtering negative emotions.

Although I come from a very disciplined home, my mind is sometimes undisciplined: tens of thousands of ideas flash through my mind in a second, which makes it difficult for my team to follow me.

 

By taking time out in the day solely for the thinking process, I have allowed myself to successfully manage my thoughts and become a self-disciplined leader.

Wondering how to acquire self-discipline or how self-discipline can successfully grow your career?

What is self-discipline?

Firstly, self-discipline is one of the most important component of leadership. Self-discipline develops in you set ways for your thoughts, actions and habits. Self-discipline means doing what needs to be done when you don’t feel like doing it.

In addition, it means that you accept your responsibilities and accomplish your goals because they are the best profitable option but not because you want to.

Self-discipline implies self-management or self-control, self-motivation, self-reliance, self-confidence and self-awareness and eventually, remains the basis for trust.

Secondly, self-discipline is an acquired skill, has several degrees to it and is not achieved overnight. It has to be practiced to become easier, to create routine and structure.

Lastly, early responsibilities in life, small tasks and assignments, given by parents or managers, allow people to gain discipline from a young age and shape their character.

Characteristics of self-disciplined leaders

Self-disciplined leaders are successful and ultimately become better at what they do. They are active, self-controlled, organized, are able to censor themselves and to build great relationships.

Leaders use self-discipline to sharpen their willpower and decisions making skills, to command respect from others and to lead by example, to achieve their goals regardless of their feelings, to gain profit and to look beyond hard work, to stick to their decisions, to evaluate themselves and place boundaries, to compartmentalize their emotions.

Furthermore, self-disciplined leaders have no fear of the future, are respected and dependable.

Self-disciplined leaders practice thoughts management, emotional intelligence, time management, character building, self-awareness and team building until they turn those soft skills into habits.

HABIT #1: MIND MANAGEMENT

Your thoughts, negative or positive, become your reality whether you want it or not. Self-disciplined leaders have peace of mind, no matter the situation.

For self-disciplined leaders, controlling your emotions is barely about becoming stoic, but about acknowledging your emotions, understanding them and keeping them in check before acting on them.

In order to control your thoughts:

  1. Nurture your mind with the right stimuli, with empowering thoughts and success stories. Remove distractions from your workspace. Block social media sites during working hours.
  2. Train your brain to handle different situations, and to prepare for both positive and negative outcomes.
  3. Meditate or turn to religion. Meditation brings a sense of contentment and allows you to accept and deal with your thoughts. In religion, controlling your thoughts is more about admitting God’s control over us and relinquishing our problems and emotions to Him. Which is why you need to keep your eyes on God and your focus on your purpose.
  4. Forgive yourself for past mistakes, let go of grudges and regrets,  and keep moving forward.

HABIT #2: EMOTIONAL INTELLIGENCE

Self disciplined leaders don’t allow their choices and decisions to be dictated by their impulses or feelings. Instead, they:

  • enhance their logical and emotional skills to be able to make sound decisions,
  • control their facial expressions,
  • resist and reject negative feelings,
  • handle stressful situations, conflicts and toxic individuals in a healthy manner,
  • adopt positive attitudes and behaviors.

To discipline your emotions:

  1. Control your thoughts and don’t leave them on autopilot. Pay close attention to your habits, especially in negative situations. Identify which behaviors you consider undisciplined and those that reflect your values ans goals.
  2. Change your self talk.
  3. Meditate on a daily basis, a least 10 minutes a day, to quiet the mind, gain serenity and suppress regrets.
  4. Cultivate gratitude. This will help you transform negative circumstances into positives.
  5. Change your sources of data that you intake and abstain from vain entertainment.
  6. Change or increase your social circle to individuals who possess the qualities and skills that you wish to acquire.
  7. Manage your health by taking care of the essentials. Your mind and body are interconnected and the health of the one impacts the other.
    • Sleep healthy hours and develop a steady night routine. Set an alarm at the same time everyday, put your phone in an unreachable area, don’t hit the snooze button.
    • Acquire a healthy diet.
    • Exercise regularly instead of procrastinating and drown your negative thoughts with dopamine.

HABIT #3: SELF-AWARENESS

Self-discipline allows leader to monitor their behavior in various situations and to assess their strengths and weaknesses, to find their purpose.

Without being aware of your strengths, you are unable to lead effectively. Trying to emulate another leader’s style, strengths destroys your natural talent, your uniqueness, your personality and your therefore your chances for success.

Furthermore, most leaders are blind to their own strengths and weaknesses. Some lead thinking that they possess a particular set of strengths and others lead blind to their own weaknesses.

Get to know yourself at a deeper level, increase your confidence, become more self-aware and quiet your ego:

  1. Renew your thought pattern, invest in your personal growth and don’t allow setbacks to mentally set you back.
  2. Reverting back to the memories of your childhood and recalling what you did well and with pleasure.
  3. Look for a common thread in the things that immediately and sustainably attract your attention throughout your life experiences.
  4. Read books and gain knowledge.
  5. Hire a professional to help identify your strengths and how to employ them.
  6. Take well-known online tests, such as StrenghtsFinder2.0 and StandOut, and cross-reference them.
  7. Asking the people closest to you.
  8. Surround yourself with supporting people. Stay away from yes men, undermining people or groups.
  9. Seek the truth about yourself and be unafraid of failure or the said truth.

HABIT #4: TIME MANAGEMENT

Successful individuals manage their time effectively to ensure that they accomplish their goals, allocate and maximize their time.

In the workplace, missing deadlines irritates and disrupts everyone on the team and makes you appear non accountable. So, to manage your time effectively:

  1. Define an achievable specific goal and apply timelines to it to create overviews of the milestones you wish to achieve. If you don’t have deadlines, create some for yourself.
  2. Make time to achieve your personal goals, follow-up on schedule and meet deadlines. Do not procrastinate, find excuses to postpone your work or allow anyone to distract you and squander your time. Instead, stay busy and focused, and put in the hours required to accomplish your goals.
  3. Prioritize your personal goals and accomplish the most important ones before hand.
  4. Implement a routine and stay focused on the prize.
  5. Make time to be proactive. With an increase in leadership responsibilities, people start pulling the leader in different directions, and the leader ends up doing more of what people desire than what is necessary to be done. Carve out an hour in the day or choose a day in the week to isolate or insulate yourself and execute your tasks that matter.
  6. Make time for yourself. Carve out another hour in your day to recharge your batteries to be more productive and efficient as a leader for your team. You may have to arrive earlier to work.
  7. Respect other people time.

HABIT #5: CHARACTER BUILDING

Not all hardworking and talented beings are disciplined. Therefore, not all hardworking and talented beings are successful.

On one hand, self-discipline helps in creating routine and structure, holding yourself and others to a high standard ( integrity and respect), remaining accountable for your actions on your job, executing your job in detail and delivering on time. Self-discipline also increases maturity and builds stamina and resistance to walk down the leader’s path. That means that you can take a licking and keep on ticking.

On the other hand, self-discipline makes you resilient. You are empowered to stick to your decision, are able to get up when you are knocked down and to keep going when you hear “no”. Building character is a gradual process:

  1. Be consistent with your values (integrity)
  2. Tenacity is also key. Don’t be discouraged or perturbed by obstacles, by failures, by the illusion that your goals are unreachable. Instead, resist the urges of giving in or giving up.
  3. Read, listen, watch motivational elements. For faithful people, turning to your belief system is a great way to stay on track.
  4. Draw lessons from your mistakes.
  5. Monitor what you say. If you don’t have anything good to say, don’t say anything.

HABIT #6: RELATIONSHIP & TEAM BUILDING

Being disciplined allows leaders to command respect from others, to work well with their team members, to handle interactions with employees or customers judiciously.

In order to minimize supervisors intervention:

  1. Define your responsibilities or tasks, avoid stepping on anybody’s toes, delegate tasks appropriately,
  2. Play by the rules, treat your team members as adults and with respect,
  3. Look out for the best interests of the company and your team members,
  4. Coach your team, promote self-discipline amongst them, encourage innovative ideas without even if they fail,
  5. Share your performance expectations with your employees and help them direct their focus towards achieving their goals
  6. Address unacceptable behaviors immediately without punishing or humiliating the perpetrators,
  7. Model yourself as the best leader, avoid taking your job for granting or taking credit for team success or outstanding performance, and stay humble and .

HABIT #7: EXECUTION, MOTIVATION & STRUCTURE

Self-discipline brings predictability, consistency and order to the leader. Self-discipline captures the meaning of the word expectancy and provides the leader with latitude for risk assessment and management. To create structure and improve task execution:

  1. If you are somehow already disciplined in executing task, share your timeline and your attention to detail with others and help them pick up the slack without micro managing.
  2. Clearly, your order brings a sense of control to the team. However, don’t impose your discipline to anyone else.
  3. Focus on starting tasks rather than completing them.
  4. Follow through on your ideas and finish what you have started. Also, track your progress: record the starting time and the end time of your tasks.
  5. Execute your plan in silence, and respect yourself enough to put your money where your mouth is and to come through on your promises.

The Importance Of Becoming A Self-Disciplined Leader

Hope that I’ve helped you get it together on your way to leadership!

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13 Leadership Tips For Your First Day On The Job

Congratulations. You have just been hired, after an incessant job search and multiple job interviews. Now, the real work has just started!

Wondering how to build a positive professional image as soon as you arrive on the job and to sustain it throughout your whole career?

13 Leadership Tips for Your First Day on the Job #work #career #careeradvice #job #leadership #success

From your first day on the job, your colleagues will definitely be judging you and your capabilities as a leader, as a team member or as a threat to their current position.

Meanwhile your employer will evaluate your abilities to integrate the organization and to quickly adapt, to learn the job skills.

You have to be ready to handle the pressure and to measure up to the job. And unfortunately, I learnt that there aren’t any do-overs when it comes to making a first impression of your professional image.

On the first day on my first job, I showed up on the first day with a negative attitude: I was anxious, unconsciously rejecting the fact that I had to work corporate and work for someone else.

Therefore, in the long haul, I started involuntarily rebuffing the idea of getting along with people, learning new skills and focusing on my job.

As a result, I integrated an unfavorable perception of my environment and I certainly believe that I left a negative impression of myself in the workplace. 

This stuck to me for a while until I quit the job and was able to start over elsewhere with a better knowledge of both corporate and leadership.

At the same time, to survive, I did what my elders told me: “work hard and keep your head down!”.  But this brought on additional issues. Why? Because, according to Daniel Goleman, in Working With Emotional Intelligence,  the “rules for work are changing. We’re being judged by a new yardstick: not just by how smart we are, or by our training and expertise, but also by how well we handle ourselves and each other.[…] These rules have little to do with what we were told was important in school; academic abilities are largely irrelevant to this standard.”.

 

In order for you to steer clear from the same issues that I have experienced, to develop a leadership image from the start, follow the tips below:

1. Arrive to work early and leave late on your first day

Arriving early to work demonstrate your motivation, your eagerness to learn and gives you more credit as a professional.

In addition, arriving early will allow you to get a general feel of your new colleagues’ arrival time, schedules, morning procedures.

It will also give you a time to which you will be expected to show up at work.

On your first day, at least, make sure to leave the office after a few coworkers have left the office and not before everyone else does.

2. Dress appropriately and to look your best

Undeniably, your coworkers will make snap decisions about you without getting to know or understanding your core values.

Subsequently, they will judge your book by its cover, no matter how you feel or what you say.

Dressing appropriately, without drawing attention to yourself,  gives the perception that you fit in, that you are the right person for the job, and that you care about yourself and others.

At your job interview, you had the time to consider the company culture and to take notes on the proper attire to fit in. Even on casual Fridays, groom yourself, do your best to look the part, and to dress for  the job you want and not for the one you have.

3. Be confident, positive and prepared for a full-blown interview from your colleagues

After the job interview, take heed of the coworkers interviews.

Most likely, they will ask about your education, your professional experience, your professional competencies for the job, a description of your current position, and the members of your team.

Prepare a short presentation of yourself to introduce yourself confidently.

4. Assume also that some of your coworkers won’t bother to get to know you

So, you will have to take initiative and make the first steps.

Extend a firm handshake, smile and proactively introduce yourself by using the short presentation about yourself and to control the message regarding yourself.

Also, prepare a set of probing questions for your coworkers.

5. Observe your coworkers in return, their behavior towards one another, towards their boss

Don’t be fooled, on your first day, most of your coworkers will be on their best behavior around you and will try their best for you to like them.

Withal, you can discreetly notice the clicks and the areas and subjects that bring tension.

6. Pay attention to company culture

Who gives orders, who is the unofficial leader, who arrives early and who arrives late, who takes coffee breaks and how often, who start the lunch process, where lunch takes place and for how long…does everyone work out? Should you go to the after works? 

Take a moment to understand the rules, on your own, without referring to any coworker just yet.

7. Remember the names of the people you meet

I am not a name person but you should not ask for names that were already given.

Wait a few days and someone will throw a name out there.

8. Cultivate emotional intelligence

Even though your coworkers will be on their best behavior for the first few days, there is ALWAYS someone to come around and test you for fun.

Your reaction to his or her obnoxious behavior will market your capabilities and your personal qualities, for future career success.

9. Communicate effectively, listen more than you speak and observe your body language

Listen actively and with intention of asking probing questions.

Ask for people opinions before you give yours.

10. Show interest in your new tasks

The responsibilities that you are given on your first days are boring and minimal: you will most likely be reading job regulations, technical documents and implementing basic tasks.

Nonetheless, ask pertinent questions, take notes, commit to the task at hand and don’t expect your boss or your coworkers to hold your hand.

11. Be open to correction, advice and guidance

Even though you have some experience under your belt, stay humble instead of showing off your knowledge, listen to what your coworkers have to tell you

Thank people for their help and own up to your mistakes.

Don’t be afraid to say “I don’t know. Let me find out and get back to you.”.

12. Accept invitations for coffee, to smoke or to lunch with your coworkers

Mind you, I don’t drink coffee, I don’t smoke and I only take lunch breaks alone during my working hours.

But those breaks are essential to show that you are social and willing to integrate and share their habits.

Use those breaks to your advantage to get to know your coworkers.

13. Don’t indulge in office politics and gossip on your first day or ever

Avoid people who partake in gossip and employ aggressive methods of office politics.

To not be implicated in the rumor mill, don’t expose your personal life.

According to Daniel Goleman, pay attention to “what to say, what not to say, and what to call it” throughout your entire career.

Last Words Of Advice!

Building a strong professional image and leader brand, as soon as you step into your new position, is detrimental to career success.

 

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

 

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The 5 Second Rule By Mel Robbins

The 5 Second Rule: Transform Your Life, Work, And Confidence With Everyday Courage by Mel Robbins is a self-help book, urging people to take action by using a 5 second countdown trick.

What is The 5 Second Rule?

The 5 Second Rule is a “metacognition technique” that improves your sense of self, your life, career, health.

The principle of The 5 Second Rule is the following:

“The moment you have an instinct to act on a goal you must 5-4-3-2-1 and physically move or your brain will stop you.” At 1, you should be moving.

The 5 Second Rule By Mel Robbins

Where does The 5 Second Rule come from?

The principle of The 5 Second Rule comes from the combination of two thoughts:

  • Mel Robbins, while feeling she failed at life, realized that she would take only 5 seconds to talk herself out of waking up in the morning, out of improving and doing the right thing.
  • One night, while watching TV, Mel Robbins also made the observation that a rocket launches after a 5 second countdown. Afterwards, she would launch herself out of bed, the same way the rocket would launch into space.

What are the benefits of The 5 Second Rule?

The 5 Second Rule is an empowering thought process. Through this principle, you are able to experience freedom and quiet your mind.

The 5 Second Rule enables you to trust your instincts, to take back control of your life, to make the right decisions.

Among its various applications, you will have the ability to improve your health, focus on the essentials, increase your productivity, break procrastination, avoid distractions, be authentic, replace your bad habits with good ones, get up early and start your routine early in the morning.

The 5 Second Rule is a tool that drives courage in difficult times and builds “Real Confidence”. It pushes you to act and to change.

What about courage?

According to Mel Robbins, when trying to change, when facing something that is uncertain, unknown, that scares you or makes you hesitate, your brain feels like something is wrong.

Your mind will then stop the change process and trap you with your own thoughts.

Courage, your birthright, is therefore required to push you forward and to implement change.

The 5 Second Rule will give you the courage you need to go after what you really want, to have a more fulfilling life and to not give in to your fears.

In addition, it is detrimental for you to stop making excuses for not acting on your instincts. Your excuses are always wrong and there is no right time.

No external factor will validate your choices and your ideas. Only putting yourself out there and getting out your comfort zone will.

What about confidence?

Confidence is a skill which means it is a learnt behavior. In fact, your confidence has nothing to do with your personality and will increase every time you step out of your comfort zone.

Your everyday courage will help you assess your own worth, build up your confidence, connect with yourself, find your true passion, build meaningful relationships, and meet new people.

Your everyday courage gives you the confidence to explore and makes you realize that the power you need was inside of you all along.

Review

In appearance, The 5 Second Rule: Transform Your Life, Work, And Confidence With Everyday Courage by Mel Robbins, looks like a time management book that provides quick short-term fixes.

However, in reality, The 5 Second Rule is a transformational tool, delivering long-term results.

It is written for people who are plagued by fear, who want to change and take charge of their lives but don’t know how to. Change is difficult because it requires courage and confidence.

Furthermore, The 5 Second Rule can be customized to your liking. It enables you to:

  • Work on your confidence and your courage.
  • Stop overthinking, worrying and magnifying problems.
  • Trust your guts and honor your instincts.
  • Stop hesitating and holding yourself back.
  • Become more present and acquire patience.
  • Start performing and to become more goal-oriented.
  • Control your emotions, fight mental illnesses and bad mental habits.
  • Take ownership of your life and start the transformation process.

The 5 Second Rule is a principle that we already intuitively and intrinsically know. But, after years of research, Mel Robbins coherently put these ideas together.

Mel Robbins also shares poignant quotes, real examples and testimonials of people who have used The 5 Second Rule for diverse reasons.

The 5 Second Rule is life changing, encouraging, motivational and inspirational. It shows you how to change for the better.

Favorite quote(s)

That’s what you are doing when you use the Rule. You are honoring yourself. You are championing your ideas. And each time you use it, you take one step closer to being the person you are truly meant to be.

Doing the work to improve your life is simple, you can do it, and it’s work you want to do—because it’s the most important work that there is. It is the work of learning how to love and trust yourself enough to stop waiting and to start leaning into all the magic, opportunity, and joy that your life, work, and relationships have to offer.

When it comes to goals, dreams, and changing your life, your inner wisdom is a genius. Your goal-related impulses, urges, and instincts are there to guide you. You need to learn to bet on them.

The difference between people who make their dreams come true and those of us who don’t is just one thing: the courage to start and the discipline to keep going.

Ratings 3.5/5

Author

Mel Robbins

The Importance Of Innovation In Leadership

Welcoming innovation and creating an overall innovation culture at work is not easy but necessary.

Most company cultures have very limiting unwritten rules when it comes to innovation. For the most part, innovators in corporate culture are seen as irresponsible, unmindful, nonconformist and disruptive. For instance, some organizations will not hesitate to shut down dissident voices and to punish rules breakers.

Furthermore, the longer you have been in a leadership position, the more you become complacent, the more you get stuck in your ways, the more you start believing in erroneous paradigms, the less you are willing to take risks, to change your processes and to innovate.

Wondering how to avoid complacency and to enable the innovation process?

Innovation Leadership

What is innovation?

Innovation is a natural or acquired process that is present as a core value in most organization and that can make all the difference. It is the ability to deliver new positive data, value, concepts and systems. Somewhat, innovation implies creativity but not the other way around.

Furthermore, innovation is a mindset but not everyone is able to trigger innovation. Innovative leaders are capable of:

  • Self-awareness and of assessing situations.
  • Creativity and of generating new opportunities for themselves.
  • Identifying issues, understanding them and exploring different perspectives.
  • Finding long-term solutions to problem and making strategic decisions.
  • Having a vision, short and long-term goals.
  • Performing at a higher level, effectively restructuring organization, implementing a vision and appropriately using their resources.
  • Communicating effectively.
  • Adapting to different circumstances, taking action despite the circumstances and reinventing themselves.
  • Taking charge of their behavior and their emotions.
  • Adequately handling failure and success.

Why innovate?

Leaders feel pressure to adapt to the market, to create new products, to maintain a stable work environment, stable results and still welcome innovation. Jump starting the innovation process within your organization will help you and your organization:

  • Stay relevant.
  • Gain a competitive advantage.
  • Remember that what worked in the past, will not necessarily work right now.
  • Demonstrates your effectiveness, adaptability, capacity to handle issues and to overcome challenges.
  • Pay close attention to the customers.

How to trigger and maintain an innovation culture?

Every organization has their own culture and every leader has their own norms. So, in order to avoid complacency and to trigger an innovative spirit:

  1. Live a healthy Work-Life Balance.
  2. Identify new ideas to integrate into your leadership style
  3. Keep an open mind, focus on the positive, give yourself the time and the opportunity to explore, always ask questions and always be open to learn. Pursue truth and knowledge.
  4. Challenge your own knowledge, your assumptions and your preconceived notions.
  5. Avoid using your life and work experiences to drive innovationQuestion and learn from everything: read, observe and explore more than usual. You can even look at other innovative ideas and see if they fir your situation.
  6. Get out of your comfort zonechallenge conventional wisdom and the status quo.
  7. Create a personal mission statement that measure your progress, that helps you follow through on your commitments and that incorporates your willingness to innovate.
  8. Rephrase a same issue multiple times to gain more clarification.
  9. Don’t hesitate to break societal rules to get where you want to go.
  10. Demonstrate that innovation is necessary. Incorporate it in your core values and in your actions.
  11. Listen to different ideas and appreciate other people point of views, especially if they are not related to the issue. However, this doesn’t mean that you will need to apply their point of view.
  12. Be confident in your vision and embrace change.
  13. Write down every idea that comes to you even if you don’t have the opportunity to use them.
  14. Learn to take calculated risks, to handle failure as well as success, to plan for the unknown and for failures, to celebrate success. Failure and success can inhibit your ability to innovate because you are constantly thinking of what could go wrong. It is therefore important to see failure as an opportunity to grow and to get closer to success.
  15. Analyze the time and the cost needed to implement your innovative idea.
  16. Identify the passionate people and change agents on your team. Besides, expecting people to be passionate, demonstrate your own passion and convey it to your team.
  17. Identify the people who are blocking your ideas in the organizationIt would be wise to share your vision with them and try to convince them.
  18. Ask for constant feedback and give feedback yourself.
  19. Empower your team at all levels, trust them, allow them to speak their minds, to find different alternatives to a problem and help them achieve their goals.
  20. Encourage dissenting voices who can challenge in new ideas and analyze their every aspect, who can identify areas in the organization that need optimization.
  21. Welcome brainstorming activities and filter out ideas with potential.
  22. Set deadlines to build pressure and to get more out of your team.
  23. Train your employees to hone their skills, to appreciate change and set high expectations for them.
  24. Avoid criticizing your team when they come up with new ideas and avoid shifting blame when something goes wrong.
  25. Remove your ego and potentially collaborate with your competitor.

Hope that I’ve helped you get it together on your way to leadership!

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Bridging The Generational Gap: From Boomers to Millennials

In today’s workplace, leaders of organizations must hire millennials and boomers to keep business running. For the sake of their organization, leaders must have them collaborating, handling constructive conflicts and effectively dealing with change.

However, conflicts in the workplace, involving different generations, are old as time, are common, are inevitable and ought to be handled quickly before they get out of hand.

Conflicts usually arise when one generation is leading or managing another. These days, boomers are passed over for promotions, millennials are put in leadership roles and tend to manage boomers because they have a researched set of skills that are beneficial to the company.

Bridging the generational gap helps in making better decisions, reducing employee turnover, strengthening team cohesion and in building innovative products.

Wondering how to bridge the generation gap and build a more collaborative workplace?

Bridging The Generational Gap: From Boomers to Millennials

A generation is a period of time when people perceived the world differently. In one generation, people are shaped by social trends, are programmed with thoughts, values, moral ethics, models, examples of success and the guidelines to succeed.

Three generations rub shoulders in corporate: the baby-boomers (1946-1964), the generation X (1965-1980) and the millennials (1980-2000). Needless to say, each generation has their own set of strengths, weaknesses and of requirements in order to give their best at work.

The Baby-Boomers Generation

Boomers are the most famous generation and have a different set of values. They trust the system, understand hierarchy, follow rules and obey orders.

They believe in seniority and meritocracy. Indeed, they stay at a job for the longest time and wait for an opportunity for advancement.

Strengths

Employees from the baby-boomer generation:

  • Define their identity through their jobs.
  • Have a strong work ethic. They are hardworking even workaholics.
  • Are concerned about the quality of their contributions at work.
  • Are loyal to their organization and expect loyalty in return.
  • Have good people skills and build healthy relationships.
  • Are capable of team work.

Weaknesses

Employees from the baby-boomer generation:

  • Respect hierarchy and don’t challenge the status quo.
  • Depend on seniority for career advancement.
  • Unable to welcome change. They don’t understand that the world is changing and are unable to quickly evolve with it.
  • Have a poor work life balance. They are not flexible with their time, burn out easily and are willing to sacrifice their work life balance.

Requirements

To perform to the best of their abilities, employees from the baby-boomer generation require:

  • Appreciation, respect, fairness and equity of treatment.
  • Involvement on the job.
  • Job satisfaction.
  • Health care and retirement package.

The Generation X

This generation no longer trust the system and believe that corporations don’t have their best interest at heart.

Strengths

Employees from the generation X:

  • Are innovative and creative.
  • Are authentic. They feel the need to know and be themselves in every situation.
  • Are autonomous, independent, loyal to self and self-reliant.
  • Are flexible, task oriented and multi-taskers.
  • Take initiative and have an entrepreneurial spirit.

Weaknesses

Employees from the generation X:

  • Lack clear purpose.
  • Are insubordinate. They no longer comply to authority and are defiant.
  • Are easily bored. They need to be kept on challenging or high-profile projects.
  • Are individualistic. They put themselves and the well-being of their family first.
  • Lack commitment to an organization.

Requirements

To perform to the best of their abilities, employees from the generation X require:

  • Automatic respect.
  • That their leaders apply a laissez-faire or a democratic leadership style.
  • Short termed challenging projects.
  • To understand the reasons of a task before undertaking said task.
  • A healthy work life balance: they put family first, no matter what.
  • Unique, fun and informal organization with flexible hours.
  • Career advancement or a constant interest in their assignment. If they don’t get what they want or need, they jump ship.
  • High salaries and rewards proportional to their contributions at work.

The Millennials

Millennials are idealist and have a more democratic way of viewing the world. They intend to make work fun and purposeful, to innovate and to invest themselves.

They have high expectations for their jobs, are now able to blow the whistle easily, seek fairness and integrity in their leaders.

Strengths

Millennial employees:

  • Have an ability to connect with the world and to quickly share information.
  • Use online communication effectively.
  • Are positive and are culturally sensitive.
  • Are ambitious, innovative and drive change.
  • Seek learning opportunities and desire accomplishments.
  • Have a strong entrepreneurial spirit.
  • Are capable of team work.

Weaknesses

Millennial employees:

  • Lack interpersonal skills.
  • Have poor decision-making and problem-solving skills.
  • Need constant guidance and feedback.

Requirements

To perform to the best of their abilities, millennial employees require:

Bridging the generational gap

The collaboration of generations is essential to develop any organization. To bridge the generational gap and to retain more employees:

  1. Get to know your employees personally.
  2. Assess the strengths and weaknesses of your employees.
  3. Customize your leadership style to your employees.
  4. Keep a respectful tone, stay professional and use formal language, especially with boomers.
  5. Give people a reason to work for your organization.
  6. Transfer knowledge between generations.
  7. Put people in the right positions.
  8. Remind all parties involved that they have more commonalities than differences.
  9. Disintegrate stereotypes about people from different generations. For example, boomers can learn how to handle technology and millennials are not lazy.
  10. Promote the benefits of diversity and cultural sensitivity.
  11. Adapt your employees working hours to the organization and exemplify a healthy work life balance.
  12. Help people gain new skills by putting them on different projects.
  13. Upgrade your employees interpersonal skills.
  14. Provide technological trainings.
  15. Suggest mentoring program.
  16. Recognize and reward your employees for their contributions.
  17. Give positive feedback, especially to millennials.
  18. Have an open door policy to hear employee complaints and ideas.
  19. Set high expectations for your employees and expect the best from them.
  20. Welcome initiative, innovation and creativity.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

The Importance Of Resilience In Leadership

Adversity comes from various sources at work: people, change, rumors, lies, conflicts, differences in values or beliefs, decisions taken beyond your control.

When feeling challenged or blocked, people react in different manner (passivity, hopelessness, anger, blame shifting, avoidance, etc …).

Hoping that life or work is made of only happy, positive moments is an illusion. If you are submerged with setbacks, learn to discreetly deal with them and with the emotions that they bring.

Wondering how to build up your resilience and face adversity head on?

Resilience In Leadership

What is resilience?

Resilience is the ability to function under pressure, to skillfully master stressful situations.

In addition, resilience is a mindset that focuses on the essentials and your personal growth. In fact, it changes your perspective on a tough situations, shifts the focus from our self to a goal or a purpose, and removes the pressures of running after success.

That being said, resilient leaders demonstrate similar behaviors, beliefs and values in challenging times. Resilient leaders:

  • Find opportunity in failure. Resilient leaders are unafraid to fail or to succeed. Furthermore, they don’t stay down when they have been put down.
  • Are able to draw strength from within and to survive ridicule, undermining, alienation, manipulation and what people say and think about you. They have a deep understanding of self and belive that they cannot be moved no matter the circumstances.
  • Face obstacles head on because they understand that pain is inevitable in life. They are pioneers, the firsts tp experience everything and to face obstacles before everyone.
  • Have faith that there is always a solution and that they will find a way. They remain optimistic in adversity, believe that it is just a phase of life and that they can create a positive outcome out of any situation.
  • Are accountable for their actions, don’t shift blame, don’t complain uselessly or make excuses for themselves. 
  • Are able to respond to the demands placed upon them.
  • Effectively manage time.
  • Set high standards for themselves.
  • Are willing to go through uncomfortable situations to get where they are going and understand that these situations are part of life.
  • Are selective of the people they surround themselves with and the people they look up to.
  • Have strong coping mechanisms.
  • Know that you are not the only one facing adversity.
  • Welcome change.

What are the benefits of resilience in leadership?

Moreover, resilience will determine how far you will go in your career or in life. On the long run, in the workplace, it helps you grow as a person, it increases job satisfaction, job performance, success and moral.

It is notorious that during challenging times, you become stronger, that you build up your character and discover your authentic self. Furthermore, you learn from your failures, you learn to do the right thing in wrong situations, even when nobody is looking.

How to build and boost personal resilience?

To measure resilience, it is important to look at a leader’s behavior, emotional response during challenging times. To build up your resilience and the resilience of your team:

  1. Recognize that you are only human and that you will make mistakes. Being human is not an excuse for purposefully making mistakes or for creating setbacks for yourself or for others.
  2. Be self-aware, self-efficient, and adaptable to any situations. This step is detrimental to identify your stressors and anticipate your reaction.
  3. Realize that everyone faces adversity and that behind every obstacle lies an opportunity.
  4. Change your perspective and see adversity as a challenge.
  5. Share positive experiences and values with people around you.
  6. Discern the essential from the rest. Then, commit to these essentials. If you haven’t committed to your essentials, trials will seem insurmountable.
  7. Invest your time and energy rightfully and purposefully. Make sure you persist and put your energy behind the right goals.
  8. Discipline yourself and your emotions to be able to work under pressure.
  9. Accept that there will be things that you cannot control.
  10. Take care of your mental health and find ways to evacuate the effect of negativity.
  11. Avoid taking setbacks or failures personally.
  12. Reinforce your coping mechanisms, find strong people to support you and seek a sounding board who can bring new perspectives on an issue.
  13. If all fails, turn over a new leaf.

How to build and boost resilience in your team?

Team members are always looking for reassurance. When they don’t have it, they monitor leaders behavior and can possibly start false rumors. To reassure them:

  1. Remember that your team observe you and rely on you the most. Therefore, demonstrate the behavior required for success and for overcoming adversity.
  2. Deal with employees that have made mistakes quickly, before they seem acceptable, and with a cool head. When emotions are high, it becomes difficult to think straight, to make the right decisions, and to behave professionally.
  3. Help your team identify the origin of the issue, different strategies for improvement, for the problem-solving process.
  4. Be as transparent as possible and let them understand the difficulty of the situations.
  5. Treat people with respect and not as commodities. For example, try listening to their concerns without emitting judgement.
  6. Provide trainings to your team and allow them t learn skills such as goal-setting, conflict resolution or decision-making and apply them with confidence.
  7. Provide tools to measure progress and to control the damage done to ensure that what brought up the problem does not recur.
  8. Congratulate them, reward them on successes.
  9. Avoid punishing or reminding people of their past mistakes.

Hope that I’ve helped you get it together on your way to leadership!

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