Are You Feeling Like An Outsider At Work? — 17 Simple Tips To Turn Your Situation Around

On my last 9 to 5 job, I remember my manager complaining to me that I would no longer be part of the team because I am too different, I asked too many questions and I don’t act like them or watch the same TV shows that they do.

Now at the time, I thought I wasn’t getting it and that I was failing at adulting.

Clearly, if I wanted to be successful in life and in my career, I either had to fake it and drain myself, or I needed to find another path and distance myself from “them”.

The point is that most organizations want their employees to be different and have original skills.

However, the reality is that most workplaces adhere to group-thinking, and create outsiders by forcing them to suppress their individuality for conformity.

Wondering what are the benefits of being an outsider and how you can overcome that feeling?

Are You Feeling Like An Outsider At Work? — 17 Simple Tips To Turn Your Situation Around

What is an outsider?

An outsider is a person who doesn’t feel like they belong. At work, that feeling translates itself into:

  • Feeling unsuccessful. According to society, being a successful adult at work means being great at your job, understanding and applying social norms.
  • Being unable to join a group or to find someone who matches your values and principles to some extent.
  • Being unable to express yourself freely in meetings and around a group of people.
  • Being excluded out of meetings or out of group conversations. If you are perpetually being excluded and are subject to other workplace harassment, your workplace is toxic and you must consider your mental health first.

Why are you feeling the way you do?

We are social creatures. We crave that feeling of belonging to a group that will take care of us and that will cooperate for better chances of survival.

Therefore, to get things done, we feel like we must fit in, preserve our well-being and be liked. Furthermore, feeling like an outsider can stem from:

  • A lack of cultural sensitivity. It is easy to feel excluded when we don’t understand a culture or when we don’t feel understood because of the cultural barrier.
  • A lack of social skills, a lack of confidence, a shy, introverted or lone wolf personality. Basically, feeling like an outsider is a social conditioning.
  • Your negative thoughts. If you believe certain things about yourself then they will most likely come through.
  • Differences in core values. For example, if most of your workplace like to gossip and you don’t, then you will start to feel excluded.
  • Gender gap. 
  • Generational gap. Each generation perceives the world differently and challenges the previous one. 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.

What are the benefits of being an outsider?

I was brought up with the conviction that different is good. I believe that there are several ways of doing one thing.

So, I would never be thrown off if someone would go about life in an unconventional way. If you’re feeling like an outsider, chances are you:

  • Possess untapped talents and unused skills. Your feeling of being an outsider disappears when you find a place where you can exercise your gifts.
  • Are aware that you are not maximizing your potential and you are not walking in your purpose.
  • Are creative, innovative, are a trailblazer and a leader. Indeed, most leaders are outsiders. They have unique gifts and a unique perception of the world.
  • Can monetize what makes you different.

How to handle being an outsider?

Feeling included at work leads to better health, stronger work performance and brides a positive work environment. However, if you feel like an outsider, you are not alone.

Indeed, the feeling of being an outsider is very common and is not something to be ashamed of. Some people hide it, others don’t front. What is the best approach?

To claim your difference and get the best out of work:

  1. Accept yourself and take pride in your difference.
  2. Be compassionate with yourself. Not because you don’t fit in that there is something wrong with you.
  3. Strengthen your own identity and find out more about your core values.
  4. Identify your strengths and weaknesses so you can better apply them.
  5. Figure out your goals, build a vision board and remain focus on your goals.
  6. Understand that you don’t need to fit in to be successful and don’t need to be one-dimensional to exist.
  7. Acknowledge that feeling like an outsider is not a permanent nor unique situation. You can be the most wonderful person on this planet and still feel like an outsider.
  8. Stop trying hard to fit in. The more you try, the more you feel drained, the more you will end up with the wrong crowd. You just have to be prepared for when the right opportunities and people come your way.
  9. Assess your behavior and your thoughts towards your situation. Then, document your situation. Are you new to the company? Are people enjoying your company? Are people including you? Are you reserved or standoffish? Do you like, respect or understand the people you work with?
  10. Give yourself the time and space to explore what works for you, what you like and what you don’t like. There is no right place for you. You have to create your own space and not settle for less.
  11. Express who you truly are from time to time and observe what happens next. You will either create or shut off opportunities.
  12. Fill your days with activities that you enjoy.
  13. Build a strong support system with people who accept you for who you are.
  14. Support people who think and act outside the box. People who think outside the box are usually creative and innovative.
  15. Don’t pay attention to what people say about you. Don’t let external circumstances define you.
  16. Stop people pleasing and seeking outside validation. Avoid adjusting your personality and your core values to please people. Instead, observe the social norms at work, see if you want to acquire these norms, and then adjust your communication style, your work style accordingly.
  17. Otherwise, prepare an exit strategy.

Last words of Advice!

Sometimes, we have acquired all the diploma, all the skills for a job and still feel like an outsider.

Remember that there are benefits in not fitting in, that you are not failing, that you can be a leader and create your own path, that if you are not liked or included then you can be respected.

I have found that becoming an expert in your field will help you feel like you belong and will help you gain in credibility.

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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30 Questions Every Leader Should Ask Themselves

Being a great leader depends on how well they know themselves. Leaders must make sure that they are self-aware, clearly communicate their goals and expectations, reach their goals, set high standards, expect quality work and meet deadlines, demonstrate that all their team members matter, show gratitude, don’t settle and spend time with their team.

Needless to say, a little introspection is required from time to time.

Wondering how do you become the best version of yourself? 

30 Questions Every Leader Should Ask Themselves

Sometimes, we end up in or go after leadership positions but don’t understand why or how we got there.

It is always important to assess our goals, values and purpose every step of the way.

1) What does leadership mean to you?

Leadership encapsulates different concepts and key competencies.

For most, leadership is the ability to wheel power, to influence people positively in order to be successful, to bring like-minded individuals together towards a common goal or vision and to translate that vision into reality.

In order to be effective you must figure out what leadership means to you.

2) Why do you want to be a leader? What is your purpose in life?

Most people want to lead because they see themselves in power, in control, with status and doing whatever they want.

However, leaders are always held accountable for their actions, have to serve as models and have to exhibit exemplary behavior.

Without an ethical purpose in mind, they will not be able to sustain their role very long.

If you weren’t a leader, what would you do? What career would you pursue?

3) What are your strengths and weaknesses? 

Do you have sufficient resources to achieve your goals and yourself?

Leaders must find at least one field in which they excel. This will develop their credibility, their confidence and will help you be of assistance to people in need.

4) What are your core values? 

If your leadership roles don’t correspond to your values, it is time to rethink your career.

5) How do you center yourself? 

Learning to center yourself, to choose peace of mind requires that you acquire new healthy habits and that you question your thoughts that most often are an illusion or distorted memories.

Figure out how to preserve your time and energy, how to ensure your growth, how to continually improve as a person, and how to boost your leadership self-esteem?

6) Can you grow within your role and responsibilities?

Some people get into positions to please their families, impress their friends or flatter their own egos.

A job or a role in which you feel boxed in is frustrating, leaves little space for you to develop your skills or maximize your strengths.

7) How do you wish to impact the world and the people around you?

As a leader, you must project yourself in the future and visualize the legacy that you want to leave.

8) Do you walk the talk? 

Integrity is currently a rare character trait and most sought after leadership attribute that can help you succeed in the workplace as much as in life.

It actually goes a long way and projects more authority and credibility than a title or a position would.

Furthermore, the team you lead, the environment that you work in is a direct reflection of you. If you want a trusting workplace, be trustworthy.

9) Are you open to learn?

Being open to learn and to explore is detrimental to success.

To start the learning process, you can read books, take trainings and classes, and talk to people who are in positions that you aspire to.

Furthermore, you must understand that if you seek knowledge, you will never fully be an expert.

10) Are you developing a healthy work life balance?

Creating work-life balance is not giving equal attention to both work and life.

But, it means that you are satisfied with your contributions to your life and work, that you are able to create a sustainable synergy between both so that you are fueled by them on a daily basis.

To do so, you must focus on the vital few and not let your career affect your personal life and vice versa.

11) Are you self-interested or committed to the collective good?

We choose a certain career because our ever-changing needs and desires align with that particular career but not necessarily with the collective good.

In the leadership position, there is a huge discrepancy between hiring the right person with the right competencies for the job, between hiring someone with lesser competencies to feel unthreatened, between hiring someone to serve you and caress your ego.

There is also a difference between wanting the organization to succeed, wanting the team and the project to shine, and taking all the credit for someone else’s work.

12) What is your favorite leadership style

Leadership style refers to the way that the leader interacts with his or her employees, influences their behavior, motivates them, make decisions for them and for the organization.

A specific leadership style can deeply influence the quality of work, the levels of commitment, the work satisfaction of both leader and employees.

13) Are you emotionally intelligent?

We cannot control everything in our life.

However, we can control how we react to different situations, how we see ourselves and who we aspire to be.

14) Are you able to solve conflicts effectively?

Leaders must be able to anticipate problems and implement solutions for the future. What strategies do you apply? How do you handle bad news? How do you set boundaries? Do you encourage dissension?

15) Do you have interpersonal skills?

There are several components to leadership. One of them is building and maintaining healthy relationships.

Leaders are responsible for the people they hire and the people that they lead. How do you build your team?

16) Are you culturally sensitive? 

Cultural sensitivity is being aware that everyone is different.

It means being able to learn from different people, to understand their backgrounds, to collaborate and cooperate with them, without being judgmental.

17) When have you failed, how have you recovered yourself and what have you learned about yourself then? 

Failures don’t directly lead to success but it can show you the way. It is best when your mistakes come to light rather than going unnoticed.

18) What are your greatest achievements as a leader and as a follower?

It is important to recall the time you have succeeded and demonstrated great leadership.

The memory of past success will serve you right when you face challenges. If you did it once, then you can do it again.

19) Are you able to direct someone else towards success? 

Mentorship is usually the realization of leadership.

It is similar to tutorship, to parenthood, to partnership, or to an alliance.

20) Are you able to delegate?

Delegating increases employee empowerment and talent engagement, leads to higher levels of commitment, innovationmotivation, and better relationships..

21) Are you able to perform under pressure?

As a leader, your behavior in pressure moments impacts those around you and can predict their performance.

22) How do you solve problems and make sound decisions?

The ability to anticipate, to solve problems, to make quick and sound decisions will determine the success of a leader.

23) How do you motivate others? Can you communicate your visions successfully?

Effective communication skills will improve your leadership credibility, your self-confidence, your relationships with others, your feelings of belonging and will decrease your stress level.

Your communication skills will also drive change and increase team motivation.

Using those skills, leaders should be pushing a vision for their life, for their family or their organization and it shouldn’t matter whether they have the right relationships, enough money, enough favors, or have hired people with the desired skill set.

24) Are you organized and can you meet deadlines?

Leaders don’t have the luxury to procrastinate because it is similar to self-sabotage. However, they are all subject to it to some extent.

Being organized, methodical, pragmatic will help you gain a sense of satisfaction and will increase your chances of success.

25) Who do you look up to?

It is critical to have a role model who will help you improve, achieve your goals and will show you your life purpose.

Your role model is authentic, relatable and can be a family member, a friend in your entourage or someone you barely know.

26) Can you handle change?

Change is a part of life, is a constant and is inevitable. Change shakes things up, disrupts old habits, breathes new life into the workplace and into any project.

Leaders must visibly act out the change, must be ready to do things differently and to think otherwise.

27) What do you hate the most and will not stand for?

You can’t always find out what you like but life has a funny way of putting you in front of the things that you hate the most.

28) Can you accept criticism from others?

Accepting criticism implies that you are able to listen, accept people point of view and give feedback as well.

29) Are you becoming too complacent?

30) What do you want to improve on?

 

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.

7 Pragmatic Principles Of Office Politics

There are laws and principles that govern the workplace. We can either ignore them, acknowledge them or abide by them.

These laws and principles are the most visible when someone has been promoted, is moving forward or a new boss is in town. Some appear to be jealous, some try to quickly affiliate with the winner, to show their allegiance. Others are quick to sabotage and to compete.

I am not one to willingly participate in office politics. However, in my opinion, because knowledge is power, the best way to avoid politics is to know the rules. I like to know what is happening, how to read a room, to always be aware of my behavior, and to prepare myself for what is coming.

This advice is also valuable for minorities who encounters western group think in the office, who need to be realistic about their situations and want to understand how to advance themselves, how to protect themselves.

Wondering how to navigate office politics and whether or not you should be interested in it?

7 Pragmatic Principles Of Office Politics

What is office politics?

Office politics is a human concept and is inevitable. It is also very necessary and will go on whether your participate in it or not.

In office politics people seek power, leadership, influence and/or control of other people, more responsibility on their job.

Office politics is a particular hard skill because it requires that you control your primitive, impulsive responses to different situations and that you stay in high alert at all times.

The Perks Of Office Politics

Political animals in the office usually get what they want, to evade conflicts and sometimes create them between different individuals. Political animals:

  • Have influence. They build healthy relationships, even with toxic individuals.
  • Recognize the agendas and powers at play in any relationships.
  • Get the best projects, get promoted, get pay raise and other rewards.
  • Are trusted for their opinions.
  • Get credit for their hard work.
  • Get their career on a positive track.
  • Have the ability and the tools to deal with opposition and usually wins in a conflict.
  • Conserve their energy and focus it on worthwhile issues.
  • Avoid being blindsided or facing unpleasant outcomes.

What We Hate About Office Politics

Office politics is often badly perceived because it can be cruel, be viewed as being calculated and manipulative.

Sometimes, office politics is a dangerous and corrosive game but it is a game. It is part of human nature, a social activity, a marathon and not a sprint.

It is often used to sabotage, to manipulate, to deflect or to create a conflict between people.

Therefore, it is not for the faint of heart. Before starting, you must make sure that you are robust, are not dependent on people or other external factors, that you are emotionally detached from your work and that you can clearly separate your identity from your job.

Furthermore, keep in mind that abusing power on the long run does not lead to success.

Principle #1: Defining your purpose

Having greater goals in life will help you sustain and overcome opposition, avoid being pushed around by people or events. Your ultimate goals can be:

  • staying at a company and getting your pay check to ensure your lifestyle and to guarantee financial stability.
  • staying at a company, evolving, building healthy relationships
  • Living the company and finding better

Either way, set realistic goals, expectations for yourself. Next, stay focus on your goals, use your goals to guide your decisions and your behavior.

Principle #2: Know your strengths, weaknesses and limits

Politics and power will challenge your weaknesses.

Understanding your strengths and weaknesses will help you assess your worth, appreciate your contributions at work and determine whether or not you can run with horses. This will also help you identify them in others, understand them, maximize their potential and forgive their weaknesses.

To be effective at office politics, don’t directly demonstrate or enunciate your strengths or weaknesses. It is best to wait for the right moment to do so.

In addition, you must seek to enhance your performance, your productivity, to develop competencies that are hard to acquire or hard to replace. and to deliver great results. Then, discreetly promote your results.

Principle #3: Maintaining your leadership capabilities

It is important to learn to keep your peace and your composure at all times by seriously controlling your emotions. This demands a lot of discipline and will help you grow as a person.

Furthermore, lead by example and take care or yourself first. Great leaders have power but stay humble and don’t abuse it.

Seek understanding

To help you manage people, conflicts, to adopt the right behavior, to estimate your position and status:

  • Understand the company culture, values and principles.
  • Understand the people who you work with, estimate their boundaries and assess their attitudes.
  • Believe that hierarchy exist and is gladly enforced in the workplace. This means that you must, at some point, show deference to your “superiors”.This doesn’t mean that your “superiors” have greater character, greater skill sets or greater vision. However, no matter who you are, you won’t be able to freely speak your mind, to make your own decisions, to control your assignments.

Discipline your words and your thoughts

  • Stay away from gossip and rumors.
  • Watch what you say and how you say it.
  • Give substance to your speech.
  • Monitor your behavior at all times.

Discipline your emotions

  • Get rid of your ego and nurture your sense of humor. If you don’t know something, say so and don’t fake knowledge.
  • Don’t waste your time and energy on useless matters.
  • Keep your wits about you.
  • When someone slights you, don’t give them an emotional reaction.

Principle #4: Behave ethically

  • Remain true to your core values.
  • Don’t expect to be treated fairly.
  • Upgrade your character in order to be unimpeachable from the start. People with low or no ethics are unsuccessful in the long run.

Poor character leads to abusive, aggressive, masochistic, sadist behavior and office politics.

When I was working for a long corporation, one person in the office was being bullied. I was asked, as a team member, to participate in the bullying and to force the person to quit.

Most of my team members, for fun or for fear of retribution, would engage in toxic behavior towards this one person, put down false complaints and manufacture false rumors as well.

Without doing the same, I realized that sadistically beating down on someone, engaging in toxic behavior were not aligning with my core values and wouldn’t allow me to sleep properly at night.

To solve the solution, I simply listened to the request, spoke positively about the person, suggested to them that they had to find a better position and found a better place to work myself.

What was your ethically questionable experience?

Principle #5: Building your network and gaining influence

Networking is an important process, especially if your are shy and introverted. Who you know will determine how far you will get.

Here are some tips below that will help you be unbothered, to gain influence and build positive relationships:

  • Protect your reputation at all cost. For instance, if you make promises, live up to them.
  • Have a positive attitude. Avoid being mean or offending people for sport.
  • Act or be confident. It is important to fake it until you make it, to dress confidently and dress for success.
  • Give your best on your job and put your best foot forward. You can even become an expert in your field.
  • Empathetic ally listen to your coworkers. This way, you will get invaluable information about the environment, be solution oriented and build strong relationships.
  • Look to be respected and not to be liked.
  • Seek to integrate the group before you seek to lead it.
  • Target people who can help you achieve your goals and let them know what you bring to the table.
  • Don’t worry what people say about you, don’t gossip or spread false rumors.
  • Avoid too much flattery. You will appear weak to  your peers, will erode their respect and the respect of the higher-ups.
  • Involve people in your decision-making process.

Principle #6: Friend or Foe?

It is detrimental to discern your friends from your enemies, your confidant from your comrade, your constituents from your compatriots.

Keep in mind that:

  • Not everybody is your friend and don’t expect your “friends” to have your back.
  • It is better to have allies than to have enemies.
  • Your enemies won’t stop at anything to block you from achieving your purpose.

In conflicts or challenging situations:

  • Always seek to diffuse tension.
  • Avoid taking sides, power struggles but don’t give in to enemies or attempt to please them.
  • Mind your business and don’t take anything personally.
  • Identify the toxic behavior and the solution for it.
  • Don’t stoop to the level of the perpetrator or please the naysayers.
  • Don’t play the victim or suffer unfair treatment.
  • Ask questions rather than giving answers or have a private chat with an enemy and try to bring them to your side.
  • If you are not in position of power or are not favored at your job, accept it and move on, especially if you don’t know how to maneuver the situation.
  • If excluded from a group, don’t attempt to fit in, just join a new one or leave the place.
  • If you are being openly criticized or insulted, don’t let that affect your self-worth or your work. Agree with the perpetrator without demonstrating emotion.

Principle #7: Change

To handle office politics, one must learn to appreciate change and adapt to it.

  • Stay present, stay resilient and robust to conflicts and change, to your own emotions, to the emotions of others.
  • Learn to deal with change and quickly recover from your blows.

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.

Empowering Your Team & Retaining Talent

Keeping a job for a lifetime at the same company is no longer a concern for employees. Nowadays, most employees are looking to explore, to evolve professionally, to grow personally and do not depend on one company to do so. 

With the amount of layoffs in the last generation, employees have learnt to mistrust leaders and corporations. They no longer feel empowered, committed, engaged, aligned with their organization or no longer think that leaders have their best interest at heart.

However, good employees are needed to reach company goals. Leaders should be concerned when several good employees leave in a matter of weeks, when employees start performing poorly, act disengaged, take too many sick leaves, skip meetings, arrive late, are unmotivated, are overworked, unproductive or underpaid.

Wondering what are the strategies and tactics to empower your team, to maintain a trust climate, increase employee alignment and retain talent?

Empowering Your Team & Retaining Talent

What is employee empowerment?

Employee empowerment is a loosely used term.

It mostly designates the way people feel about themselves at work, the ease with which they are able to use their strengths, to freely demonstrate their talents, to achieve their purpose, to find meaning and satisfaction in their jobs.

It also stems from their ability to feel productive, confident and in control in the workplace.

Furthermore, employee empowerment is a leadership style. Leaders must feel empowered in order to empower. Indeed, they must be able to maintain self-confidence, to manage their time, to gain influence, to effectively communicate, to listen, to reach their goals and to be open to learn.

In addition, an empowered employee doesn’t need permission to do his or her work, to create an appropriate process, to control the outcomes of his or her work, to develop a personal scope.

On the other hand, employees who are disempowered don’t openly critique the organization, don’t make open suggestions, don’t challenge the status quo, don’t know what is expected of them, and are often blindsided. When employees don’t feel empowered, they tend to leave.

What are the challenges of employee empowerment?

Deciding to quit is a long process that can be triggered by various traumatic, memorable and emotional events:

  • Lack of empowerment, of recognition, validation or compensation.
  • Lack of career opportunities and possibilities of growth.
  • Lack of challenge. This creates boredom, a need for a career change and a need for more responsibility.
  • Lack of purpose. In this case, employees feel like they are not operating at their maximum potential, that their strengths are not properly used, that their jobs don’t have meaning and don’t bring them satisfactionWork constitutes an important part of your life. Therefore, making it meaningful and empowering is necessary.
  • Career disillusionment. Employees feel like their career path is not as they believed it to be.
  • Workplace toxicity and leader’s unethical behavior. Workplace toxicity comes from the fact that core values and trust have not been instilled. This can result in being influenced, in spreading toxic behavior, in feelings of being marginalized or harassed.
  • Aggressive office politics.
  • Poor communication with higher-ups.
  • Work-life imbalance and lack of flexible hours.
  • Change in personal situation (health, family, …).
  • New sudden career opportunities.

Should you hold back employees who want to leave?

Retaining young employees is the most difficult because they need more care, more validation and more training.

To increase employee engagement and to compete for talents, most organizations resort to quick fixes that provide short them results. It is essential to:

  • Accept that employees are going to leave no matter what.
  • Accept that employees who are leaving are sure about their decision.
  • Accept that the decision to leave is potentially connected to your behavior, to the company’s policy and culture.
  • Hire appropriate employees for the job in the first place by directly asking them about their needs.
  • Conduct an employee exit interview and ask your employees why they want to leave. Doing so will help you fix recurring problems within the organization and reduce employee turnover.

How to empower employees and prevent them from leaving?

To decrease employee turnover, leaders must change their mindset and rethink the company culture. Empowerment can lead to higher levels of commitment, innovation, motivation, more productivity and better relationships.

  • Determine your core values. Have enough integrity to share and demonstrate your values.
  • Be an example, demonstrate the benefits of empowerment, act ethically and a teacher to your team.
  • Assess and improve your communication style.
  • Be fair at all times and don’t pick favorites.
  • Learn to cope with change. Don’t expect immediate change and the change you envisioned.
  • Build an environment that promotes inclusiveness and unity. For example, remove the traditional organizational structures to improve communication among workers.
  • Value your employees and their expertise.
  • Listen to your employees. Ask them for advice, let them speak freely and truly consider their responses.
  • Share your vision and your story with your team in order to motivate them towards a unique goal and to check if they align with it.
  • Set high but achievable expectations for your team. Let them know about it.
  • Clearly define everyone’s activities so they don’t step on other people’s toes.
  • Help your employees identify their purpose, even if their calling is not in the organization. It would be more rewarding for them and more effective for you to remove them from the team and give them some indication of an ideal career path.
  • Increase your employees awareness. Share information about organizational policies, processes, structures, standards, decisions.
  • Involve your employees in the decision-making process
  • Learn to delegate. There is nothing more frustrating than a leader who micromanages, who needs to approve every stage of the process, who doesn’t think that their team can have the workload without them.
  • Encourage people to take initiative and to solve their own problems.
  • Give your employees autonomy and more ownership of their work. Give them the freedom to reach the company’s objectives.
  • Allow people to take risks and to make mistakes.
  • Increase accountability and avoid the blame game at all cost, especially when something goes wrong.
  • Recognize, reward your employees and show appreciation for the work that your team puts in. Help them understand that their contributions at work have a real impact.
  • Request and provide feedback often. Give credit when it is due, provide coaching and training.
  • Have an open door policy, if possible.
  • Help your employees grow professionally and personally. Allow them to succeed and be the best. Make them look good and they will reward you with good work
  • Increase benefits, avoid overwork, allow flexible hours and leaves of absence.

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 Public Speaking In Leadership

Public speaking is one of my favorite activities at work, whether it is selling a product or negotiating a contract. It allows me to gather information, to win over an audience and increase my leadership influence. It is the ability to be eloquent and to persuade which gives me an edge over the competition.

Public speaking skills are useful on a daily basis. They can be learnt, they are required in different social situations, from professionals to students.

However, public speaking requires a certain level of confidence, preparation, technique, voice control, clear ideas, arguments, objectives, good knowledge of the audience.

It also generates severe anxiety in most people. And, keeping your composure in stressful situations will demonstrate your leadership skills.

Wondering how to deliver your best speech and overcome fear of public speaking?

Public Speaking In Leadership

The importance of public speaking

Avoiding public speaking can be detrimental to your career, to your relationships and to your personal growth. This skill is called upon for celebratory events, meetings.

Public speaking enables you to transform people, influence some people, persuade others, help people work toward a personal or common goal, inspire emotions and provide value, convey a vision, drive change and positive actions, introduce new information, innovative ideas to a crowd.

It allows you to gain trust, to solidify your credibility, to become more confident, to find your voice, to address difficult conversations and find solutions.

Coping with the fear of public speaking

Public speaking can make some people anxious because the speaker is at the complete mercy of the audience. The good news is that fears are learnt behavior and can be unlearned. To get rid of your debilitating fear:

  • Keep in mind that the audience is generally supportive, even though they can make or break you.
  • Change your perspective and think of your speech as a conversation. To help you do so, practice in front of family and friends.
  • Start your speech with questions to get your audience more engaged.
  • Stay present, stop over-analyzing the situations and stop trying to be perfect.
  • Visualize a positive outcome.
  • Avoid trying to completely remove your anxiety. Instead, channel it otherwise, distract yourself from these emotions by exercising or listening to music.

Honing your public speaking skills

When speaking publicly you want to be understood, to guide them to your ideas. Public speaking doesn’t need to be your full-time job to be useful. To hone your public speaking skills:

  • Understand your audience. Your audience comes from different backgrounds, have diverse interests and needs. To forejudge their responses to your speech, analyze your audience, their culture, their current situation. Then, identify the points that you need to emphasize and those you need to remove.
  • Decide and format your content. It is important to know what you will be talking about. Furthermore, the format of your content will depend on the event.
    • Detail your speech, arrange your arguments in order of importance and organize your content to increase retention.
    • Employ different tools for your presentation like PowerPoint.
    • Give your audience practical advice.
    • Keep it simple, use short sentences, get to the point.
    • Introduction and conclusion are key and have to be most prepared.
  • Ensure that you passionate about the topic beforehand. Your passion will motivate the audience.
  • Determine your objective. Understand the need you have to impact your audience, the need to speak at this event and the decision to explore this specific topic.
  • Determine your communication style and rhetoric. It is important to mind your verbal and nonverbal delivery, to pay attention to your delivery, your tone and your voice more than you do to the content of your speech.
    • Captivate the audience and interact with them within the 10 first seconds.
    • Use action verbs, personal pronouns, present tense, tangible language, proper grammar, appropriate logic and conventional language. Adapt your message and language to your audience.
    • Use your own words to convey your personality and keep the audience engaged.
    • Learn to tell stories, to use relatable examples, your personal experiences and interests. This is why it is important to know your audience.
    • Ask provocative questions, embody the story and act out the anecdotes.
  • Before you start speaking, take a moment, breathe, master your fear, control yourself and your thoughts.
  • Keep your energy up from beginning to end.
  • Stand up straight, shoulders backward and arms open. Look at people in the eye and smile to put people at ease.
  • Walk around on stage before the speech to get an idea of the space available. This will allow you to feel at home on stage or in public and to move your body at will.
  • Act natural. There is nothing more off-putting and distracting than someone acting theatrical.
  • Look the part but don’t let your clothes distract your audience from the message.
  • Keep in mind that your audience wants to see you win. Stay focused: don’t be distracted by the audience, by naysayers and hecklers.
  • Treat your speech like an opportunity to have a conversation with friends.
  • Incorporate humor in your set if you are brave enough. Humor is risky but self-deprecating humor is always the best option.
  • Observe your competition, listen to other speakers and take notes. 
  • Rehearse your speech relentlessly and don’t let it show. Rehearsing will help you deliver your speech with confidence, avoid searching for words, avoid skipping important points. Practice will also make you a leader in your field and increase your credibility.
  • Solidify your credibility. There is nothing
    • Become an expert on the subject, create your own content and connect the dots properly.
    • Be transparent, trustworthy, fair and respectful. Conduct yourself morally.
    • Care for your audience and share valid information that will progress them
    • Agree to disagree with your audience, respect their values, avoid attacking them and don’t make them feel stupid.
    • Stay away from hate speech, offensive, untruthful, distorted and slanderish speech
  • Keep sharpening your public speaking skills and take some classes.

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.

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 Effectively Improving Your Communication Skills

Leaders receive a multitude of information on a daily basis. They make hard decisions every day and expect that their employees will directly understand and precisely apply them.

Decisions become erroneous when leader fail to listen. The execution process falls short when leaders fail to communicate and clarify their vision. Subsequently, they also fail to solve problems and reach their goals.

Wondering how to hone your communication skills and create a better working environment? 

The Importance Of Effectively Improving Your Communication Skills

What is communication?

Communication is a complex and dynamic process, used to collect information. It is also a form of human interaction that always involves at least 2 people, that depends on the character of the people involved and that relies on trust.

While communicating, we receive and/or emit information through silence, facial expressions, writing, reading, talking or listening. We use these skills practically everywhere at work, for every situations.

In addition, a noisy environment, stereotypes, cultural differences, lexical differences, company culture are barriers to communication. These barriers distort what is being said and what is being received. However, being aware if them is the first step to reprogramming communication.

Why is it important?

Communication skill is the ability to effectively interact with people to influence, to convince, to mobilize people towards one goal, to unify teams.

Developing communication skills will bring success at every level, help convey a better understanding of your standards and requirements, build positive healthy relationships, avoid or work through conflicts.

Great communication skills will improve your leadership credibility, your self-confidence, your relationships with others, your feelings of belonging and will decrease your stress level. They will also drive change and increase team motivation.

Furthermore, poor communication skills can prevent you from understanding your coworkers, getting hired or getting promoted, saving time or sharing request in meetings. communication failure leads to resentment.

How to improve your communication skills?

At work, some people struggle to share their thoughts, ideas. To improve your communication skills and get ahead at work:

  1. Be self-aware and stay authentic to your principles.
  2. Demonstrate empathy. Empathy will allow you to reach people, to perceive their feelings and perspectives, to build a team that you understand. For example, start by learning your employee’s name to show that you care.
  3. Demonstrate that you can be trusted by keeping secrets, by following through on promises and commitments, by being consistent, and by not withholding useful information
  4. Even though you don’t believe it, you are a brand and must treat yourself as such. You must learn to present, to market yourself, to quantify and value your assets.
  5. Find a purpose for every interaction. Your purpose gives your communication direction.
  6. Remember that everyone is different and won’t communicate the way you do.
  7. Always think win-win. According to Stephen Covey in The Seven Habits of Highly Effective People, it is better to seek mutual benefits in all human interactions, believe that life is a cooperation and not a competition.
  8. Understand the corporate culture to adapt your communication style. Your communication style will influence the way others react to you. Numerous communication styles have been developed throughout the years and most often, have been equated to leadership style. Needless to say, everyone doesn’t communicate the same way.
  9. Bear in mind that appearances are important, even detrimental to success. Maintain professional decorum at all times, dress appropriately, groom yourself, be hygienic, keep your composure according to the company’s culture.
  10. Take care of your own body language by standing straight, by eliminating over the top behavior, standing still, staying focused on your interlocutor, maintaining eye contact and restraining your facial expression.
  11. Actively listen and speak less. While listening, monitor body language, evaluate the emotional intensity of the conversation, stay open-minded, and choose your words carefully not to offend. This also means that you don’t need to emit judgement during the process, that you must avoid listening to reply or to seek ulterior motives in someone, and that you must allow people to talk without interruption, even if I disagree with them.
  12. When writing and speaking, keep it succinct, specific, clear, coherent and compelling for others. Avoid using ambiguous words.
  13. Treat people as you want to be treated. Stay polite and treat people with the respect that they deserve and with regards to their culture.
  14. Have an open door policy and be approachable.
  15. Analyze your audience. Take time and analyze the full situation and pay attention to non verbal communication.
  16. When in conversation, observe what is being said and paraphrase to confirm that you have properly understood, ask probing questions to get all the information and avoid daydreaming, tuning out or jumping to conclusions. If nervous, introverted or shy, practice your conversations before.
  17. Avoid using stereotypes to categorize someone or the info that they share.
  18. Use humor to defuse negative situations to elevate any subject, to put your audience at ease. Using humor is risky but is worth-while.
  19. Reward positive behavior and hold people accountable for negative behavior.

Last Words Of Advice!

To effectively improve communication, there are also a few unspoken rules to follow. One must avoid:

  • Discounting information on the account of discrediting the source.
  • Comparing the information you are getting with your own experience.
  • Calling attention to yourself or your situation.
  • Gossiping, openly criticizing or making fun of others and their interests. Find solutions and help resolve problem instead of creating them.
  • Noisy environment to have conversations.
  • Respect silence. Silence is golden in some cultures.
  1. Finally, don’t take anything personal.

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 Motivational Leadership

Most uninspired leaders use money or fear in the workplace to motivate people, to force them to obey and do their jobs. Though these leaders reach their monthly goals, they lose the loyalty and respect of their employees. On the long run, employee satisfaction diminishes and these leaders become less effective and don’t last long before being “overthrown”.

Needless to say, being a motivated  leader lasts longer nad is much more impactful than directly requiring motivation from their employees.

Wondering how to effectively motivate your team?

The Importance Of Motivational Leadership

What is motivation?

Motivation is central to leadership. It is an active mental process, initiated by certain needs and wants. It solidifies expectations, shapes and encourages dynamic, unique behaviors, actions, habits to achieve specific goals.

Motivation relies on the learning process of an individual and his or her ability to observe the relationship between performance and outcome. Therefore, motivation is positively reinforced by experience and by seeing that the steps taken lead to success.

Being motivated means bein goal-oriented, being disciplined and committed enough to remember, to clarify and to pursue an objective.

Why is it so important?

Motivation is necessary to face high level challenges, to put out thoughts into action and paves the way to a vision, a goal. It improves self-confidence, self-esteem, self-discipline, job satisfaction, work performance, employee health, vision and purpose.

Motivation translates at work into carrying out assignments, measuring results, getting rewarded for good work (pay raise, praise, promotions, …).

It is necessary to motivate your employees when they feel dissatisfied with the status quo, when morale is low, when deadlines are hard to meet and when results aren’t reached.

How to motivate employees?

Because corporate is so competitive, it has a tendency to measure, to reward our performance, to promote some and to undermine others. It is always necessary to protect your sense of self-worth, to stay motivated on a daily basis. It even becomes detrimental to measure the degree of potential success before undergoing further work. To create a climate of high motivation at work:

  1. Be self-aware, self-disciplined, self-motivated to motivate others. By being your own energizer, people will intuitively follow your lead. Also, this will help you discover the areas where you lack motivation, the areas where you are either distracted, overworked, scattered or where you are multitasking and trying to please everyone.
  2. Know your own individual purpose and carefully pick and choose your battles.
  3. When met with difficulties, lead by example, shine a spotlight on what has been accomplished so far rather than what is missing, and focus on the numerous opportunities than can result from the chaos. Avoid using negative energy and worry to motivate your team.
  4. Develop and secure a harmonious life outside of the workplace. If you are happy and have peace of mind, you will be able to maintain harmony within your team.
  5. Demonstrate integrity. Do the right thing, especially when no one is watching.
  6. Stay close to your convictions and to your values.
  7. Treat yourself and your employees fairly and with respect.
  8. Avoid lying to your employees, making excuses and learn to keep promises.
  9. Avoid encouraging a culture of gossip, manipulation, distrust and disrespect.
  10. Keep learning and don’t be afraid to ask questions.
  11. Get to know your team and build strong healthy and mature relationships with them. Allow them to be themselves and not a dull version of themselves. Furthermore, avoid stereotyping them.
  12. Be loyal to your team. To get loyalty, you have to  be loyal.
  13. Explain to them first hand why they should work for you. To do so, it is imperative that you communicate your company vision and your mission through written statements.
  14. Invest in the people around you, show them the value of their contributions and don’t hesitate to show your appreciation for them.
  15. Listen to and understand your employees before seeking to be understood. Leaders have power and authority of their employees but they cannot come first all the time and restrain people’s freedom of speech. Sometimes, it is best to let your team members get their point across first.
  16. Place their needs before yours. Servant leadership has a bad reputation because it leaves the leader vulnerable and powerless. However, being the last served has real impact on the long run.
  17. Connect with people who are highly motivated and surround yourself who share your same systems of values.
  18. Identify the reasons why some people come to work daily. For example, make sure, even in the hiring process, that the interviewees values are aligned with those of the company and those of the leaders by asking the right questions. Also, during the hiring process, invite people to ask the right questions.
  19. Make sure that your employees are self-aware and honest about their strengths and weaknesses, about their blind spots.
  20. Put the people on your team in positions where their strengths are useful and maximized in order to stimulate them. People want to feel as if they are doing meaningful work and are part of something greater than them.
  21. Hire ambitious and self-motivated individuals.
  22. Challenge your employees and help them reach their goals.
  23. Give people the necessary power and authority to accomplish their job.
  24. Hold your team to high expectations, reward them for meeting standards and reward them for their positive behavior.
  25. Provide honest and positive feedback to your team. On another note, genuinely take input from your team. Ask probing questions and listen to the answers.
  26. Keep your employees and yourself accountable, especially when in power.
  27. Empower your team and involve them in the decision-making process so they can take ownership of their work. For example, use the word “we” when speaking about any project.
  28. Instill discipline in your employees and provide clear guidelines for their behavior. Discipline is a skill that can be thought and that develops in you set ways for your thoughts, actions and habits.
  29. Nurture motivational thoughts in your employees. Indeed, thoughts have a direct impact on behaviors and results despite circumstances.
  30. Invest in trainings and in the personal development of your team. There is no need to make these trainings compulsory.
  31. Welcome innovation. Being an advocate for change helps to increase the lifespan of your company and helps your employees to go through change. There is nothing sadder than a company that has peaked and that refuses to renew their methods.
  32. Let your employees manage their time and take breaks once in a while. Leaders cannot have control over every aspect of their employees life.

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.

Motivational Leadership

Identifying And Correcting Leadership Mistakes In The Workplace

Mistakes?! Everybody makes them but not everyone knows how to handle them. Mistakes are most often seen in a negative light but it shows you what you are made of, that you need to redirect your career, that you need to change procedures and your character.

Mistakes are inevitable, are a factor for change and have a knack for:

  • Discovering our authentic selves.
  • Exhibiting our vulnerabilities, limitations and blind spots.
  • Helping us prioritize and go to the essentials.
  • Showing us what works and what doesn’t.
  • Teaching us to forgive and to be less hard on ourselves.
  • Teaching us how to explore and experiment in life.
  • Teaching us how to learn and change.
  • Humbling us.
  • Showing us who is our support system.
  • Building our problem solving skills.
  • Making us more resourceful.
  • Displaying the consequences of our mistakes.
  • Removing us from our comfort zones.

Wondering how to identify mistakes and how to correct them?

Identifying And Correcting Leadership Mistakes In The Workplace

Mistakes don’t directly lead to success but it can show you the way. It is best when they come to light rather than going unnoticed. When mistakes are made, it makes sense for us to focus on what we have done right, on our strengths rather than our weaknesses. It is then detrimental to:

  • Identify the cues of mistake making, of failure.
  • Be self-aware.
  • Take responsibility for the mistake that led to the problem.
  • Encourage constructive criticism as much as feedback is given.
  • Measure the consequences of the mistakes.
  • Make immediate analysis and changes to fix the mistakes.
  • Be smart and learn from the mistakes made. Be wise and learn from the mistakes of others.
  • Create an environment that is safe to make mistakes and to recover from them.

There is a vast number of recurring mistakes and failures detected in corporate history.

MISTAKE #1: Fitting Into The Corporate Culture

The first mistake that leaders make is failing to see that they don’t fit in, that their values and morals don’t match the company’s culture.

To identify whether or not you will fit in and be an asset to your company:

  • Check out the group that you have to work with.
  • Pose the right questions about the company during the hiring process. You can even hang out in the company’s lobby or pip in the office to get a feel of the company.

Corrective Action

Whether or not you wish to adapt to the culture is a personal choice. If you do:

  • Observe other people who are successful within the organization and see if you can emulate their behavior.
  • Learn to appreciate uniqueness and diversity.
  • Learn to adapt to the situation at hand.
  • Leave when there is too much discrepancy between your morals, values and the company’s culture.

MISTAKE #2: Focusing on the job and not on people

Leaders who don’t focus on people are seen to be snobs, insensitive, inattentive. They don’t like to be interrupted, are their best when left alone, avoid  conversations and small talks at all costs, are focused on tasks, are afraid of failing at their jobs.

Unfortunately, they fail at relationships. This can easily create misunderstandings and conflicts because people have no barometer to measure your speech or your behavior.

Corrective Action

Dealing with people has now become a sought after soft skill. To keep growing that skill:

  • Relax and allow people to come to you.
  • Control your verbal and non verbal cues.
  • Recognize that people are part of life and that relationships can increase your success.
  • Show that you care.
  • Solve people’s problem.
  • Take lunches and breaks away from your workplace in order to handle social interactions better.
  • Give positive feedback, affirmations, encouragements especially to younger workers.
  • Don’t play favorites with people.

MISTAKE #3: Sticking To Traditional Leadership Styles

Autocratic and commanding leadership styles, though common and easy, are outdated, are rigid, are no longer acceptable in society and don’t work anymore, especially with millennials.

Some leaders, needing to feel superior and powerful, tend to withhold information to control their employees. Today, millennials expect validation, recognition, rewards, a more deconstructed workplace that is fun, relaxed, motivational yet productive and structured. They want to understand their role, the impact of their contributions at work, to be involved in the decision-making process, to learn continually and to own their work.

People are more comfortable in the democratic leadership style and are able to perform at their best.

Corrective Action

To transition from an autocratic leadership style to a more democratic leadership style:

  • Allow your workers to give their input before you make a decision.
  • Learn how to motivate and inspire your people.
  • Be the solution to everybody’s problem.
  • Empower others and help them to be successful.
  • Don’t be arrogant, don’t bark orders or mistreat your coworkers.
  • Listen to the needs of your coworkers.

MISTAKE #4: Shutting down dissenting voices, innovative and creative people

Pioneers and dissenting voices within the organization usually have a bad reputation. They are not welcomed in groups, go against the grain, are seen as not playing by the rules, are stifled, are the ones that end up being fired.

The thing is that pioneers are innovative, creative and can renew a company’s product and culture. They are natural catalysts, take risks and they need a room to breathe and to exercise their talents.

Corrective Action

To include dissenting voices, innovative and creative people:

  • Be more flexible with your policies and procedures.
  • Learn to discern pioneers from troublemakers and contrarians. pioneers actually care about the organization and about their contributions to it.
  • Allow pioneers to work on their own and own their results.
  • Slowly increase their responsibility.
  • Understand that everyone is not the same and deserve a different treatment.

MISTAKE #5: Controlling people and not delegating

Some leaders don’t know how to delegate, don’t want to delegate or just find it plain hard to do so. Indeed, it is a hard task because it requires that the leader:

  • Has faith in the workers.
  • believes that the work will be up to standards.
  • is confident in their personal abilities and is not afraid of being upstaged.
  • is comfortable depending on others.

Corrective Action

Delegating is not easy.  To learn how to delegate:

  • Avoid micromanaging people but measure their advancement.
  • Don’t withdraw a project or assignment that you have previously delegated.
  • Include employees in the decision-making process.
  • Demonstrate confidence in yourself and in the people you have chosen to delegate the tasks to.
  • When delegating, select experts in their field, clarify their roles, give them the authority to do their jobs, allow them to fail and to grow.
  • Create clear progress measurement tools and milestones.

MISTAKE #6: Not Seeing The Bigger Picture

Leaders fail when they are unable to see the bigger picture.

Corrective Action

To stay fixated on the bigger picture:

  • Write a personal mission statement and build a vision board.
  • Get to know your company’s mission and vision statement.
  • Take time to think about your vision.
  • Prioritize and stick to the essentials.
  • Feed your mind with positivity.

MISTAKE #7: Competing With Coworkers

Comparing ourselves to others and competing with them can weigh on work performance and self-esteem.

Competition in the workplace, without rules and regulations, to increase work performance, to put two employees against each other can easily derail an entire organization, create a toxic workplace, create a culture of fear.

Corrective Action

To reduce competition in the workplace:

  • Collaborate with your team members.
  • Build relationships that go beyond the workplace.
  • Compete against the standards that you have set for yourself.
  • Acknowledge your personal success.
  • Build new skills.

IDENTIFYING AND CORRECTING LEADERSHIP MISTAKES IN THE WORKPLACE

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.