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.

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Find Your Passion: 25 Questions You Must Ask Yourself By Henri Junttila

Find Your Passion: 25 Questions You Must Ask Yourself by Henri Junttila is a self-help book that encourages people to find their passion and get the life they want.

Finding your passion is about exploration, living the life of your dreams, getting out of your comfort zone, overcoming obstacles and bringing out your inner joy.

Passion is waking up energized and motivated to do the things you love. It means being able to persist through adversity.

To identify and live your passion, Henri Junttila poses 25 questions that will help you assess yourself, overcome roadblocks and successfully create your life goals.

Find Your Passion: 25 Questions You Must Ask Yourself By Henri Junttila

Self-Assessment

First, you must get to know yourself, your strengths and weaknesses, your interests.

Your definition of passion

According to Henri Junttila, you must first discover what the word passion means to you and what it means to people around you. You must also be able to envision yourself living a passionate life and find out how it feels to be passionate.

Keep in mind that your passion is personal, internal and intrinsic to your being. It is not what society, friends and family tell you it should be.

Talents, strengths and weaknesses

Everyone has a gift and it is your duty to find out what you are gifted at because most of the time, your passions lie within your gifts.

Besides, tapping into your strengths will make you a happier person. Not doing so will definitely make you feel miserable, out of focus, burnt out.

It is therefore detrimental to:

  • Explore every single one of your interests and natural inclinations. For example, what do you find yourself naturally talking about? People can have several passions. They should explore all of them and see which ones resonates the most.
  • Remind yourself of your dreams, strengths and passions as a child.
  • Analyze the reasons why you are interested in certain activities.
  • Evaluate the advice that is requested from you and the advice that you give.
  • Take strengths and weaknesses assessment tests.
  • Analyze your situation, how people feel about you.
  • Do things that are out of your comfort zone.
  • Value your natural gifts.
  • Find out how you can apply your strengths in different areas of your life.
  • Don’t take advice from people but instead follow your gut.
  • Strengthen the connection to your inner voice. Your intuition has your best interest and can never lead you astray.
  • Determine what angers and disturbs you so you can avoid settling for mediocrity.

Making A Life Plan

Goals ate milestones. They are there to measure your progress and your passion.

  • Figure out your life goals in five or ten years.
  • Identify the pros and the cons of success. Check if they are worthwhile and if you can tolerate them. Usually the benefits outweigh the drawbacks.
  • Work like you will succeed and dream like you cannot fail.
  • Visualize your goals, yourself living a successful life and take the steps needed to achieve that.
  • Detail your plan and the life you want.
  • Improve your problem solving sills.
  • Don’t make assumptions.

Finding Your Passion and Self-sabotaging

We are sometimes our worst enemy. Our assumptions about people or about ourselves are hard to shift or to disable. And sometimes, they can hold us back.

To get rid of the debilitating assumptions that you make about yourself:

  • Find out what you hate, what would hinder you as a human being, what you wouldn’t do, what would go against your core values.
  • Trust your gut.
  • Don’t impose limits to your imagination.
  • Change your perspective on your problems.
  • Review your systems of belief and integrate the ideas needed to succeed.
  • Don’t listen to naysayers. This is hard because naysayers are mostly family and close friends who are afraid of facing their own realities and who are afraid that you will outgrow them.
  • Dream big but don’t settle.
  • Don’t give up on yourself and your dreams.
  • Don’t allow yourself to get overwhelmed.

Overcoming Factors Out Of Your Control

In life, there a numerous obstacles to success and to happiness: money, death and other factors.

Indeed, money or lack thereof is limiting. People need money to go after their passion, to recover from failure, to have the opportunity to explore, to remove fear.

However, finding your passion is all about being resilient and understanding that not everything is going to go your way. You must also:

  • Understand that to every problem there are multiple solutions.
  • Understand that nothing will never be perfect and that there is no right time to start.
  • Don’t be afraid of failure or of success. Work like you cannot fail.
  • Follow your passion whether you have money or not.
  • Even when facing obstacles or feeling stuck, take baby steps no matter what.
  • Think about your own death and the legacy you want to leave. Thinking about your own death will help you prioritize and focus on the essentials.

Review

Find Your Passion: 25 Questions You Must Ask Yourself by Henri Junttila is a relatable, quick and easy to read book that helps you to get to know and love yourself just the way you are.

It is primarily written for people who feel lost in the world, who are fearful, who go through life without passion or without a clear purpose. The silver lining is that it’s never too late to find and follow your passions.

In Find Your Passion: 25 Questions You Must Ask Yourself, Henri Junttila was able to share all this useful information in such a concise book. He also provides us with additional insightful questions and a complete workbook, which makes the book completely unreadable without a paper and a pen.

It is imperative that you keep this book close by, that you take your time to answer these questions and that you don’t censor yourself. Your answers may not come to you at first but you can always revisit the book.

Be authentic with the world and with yourself and you will never fail.

Favorite quote(s)

When I see people limit themselves, I get angry. I see the potential in people, but they don’t do anything about it. They settle for mediocrity, and they believe they can’t do better.

Living a passionate life doesn’t happen overnight. It’s hard work, and it’s not as glamorous as people make it out to be. However, this doesn’t mean you shouldn’t go after it. It simply means that it takes more work than you’d expect.

Ratings 4/5

Author

Henri Junttila

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.

Getting Promoted At Work — 32 Easy Strategies To Take Control Of Your Career

Getting a promotion is a long and complex process that can trigger your innermost insecurities. Therefore, it requires a lot of internal and external work. 

Furthermore, getting promoted involves being willing to take risks, changing your bad habits, increasing self-awareness, improving your behavior, being able to compete for a position, being committed to a goal and to an organization.

Wondering how to take control of your career, get a pay raise, get promoted, or move on to a new successful career?

Getting Promoted At Work

To be promoted, you have to make yourself valuable and bring success to your organization. Promotion comes from a need to:

  • Be recognized.
  • Take on new responsibilities.
  • Gain more influence, more authority, more respect and more credibility.
  • Get a pay raise.
  • Learn new skills.
  • Have greater impact on your organization.
  • Acquire a higher sense of achievement, of job satisfaction.

You must pursue a promotion for the right reasons.

Indeed, if you decide to go after a proportion for the money, for a feeling of superiority, for an ego boost, for revenge purposes, you will not last long in the position.

  • Be mindful of the impact of your promotion. Measure the changes that the promotion will brig and if you will be able to handle them, if your time and health will be jeopardized, if your priorities will be rearranged, your relationships repurposed, your commitments denied, if there will be more power plays and more politics. Establishing the pros and cons of the promotions will clarify the reasons why you are pursuing a promotion.
  • Identify your ideal position, ideal boss, career path and compare it to the promotion.
  • Do your homework on the promotion, identify the required standards of your promotion then demonstrate that you meet the requirements for the new position.

How to get promoted?

To get promoted, you must get noticed for the right reasons. It is necessary to build your brand from day one. As soon as you leave your house, you have to be mindful of your behavior, your appearance, your words and your brand.

To maximize your potential, to build your brand and to finally get that promotion:

  1. Stay prepared for success. Stay focused and competent at your job, meet your goals and deadlines, remember that experience will build up your credibility.
  2. Present yourself in the best light possible. Mind your image and your grooming. Your style says a lot about you and is your first representative.
  3. Decide what yo want to be known for and guard your reputation with your life. Remain professional at all times when at work, stay away from drama, don’t gossip and mind what you say to others.
  4. Understand that you must establish your identity and your self-worth outside of your career and your job description.
  5. Lead by example and establish a code of conduct for yourself.
  6. Learn to be patient and to slowly reap what you sow.
  7. Find out what matters most to you, keep commitments to yourself and to others, create a vision board, repeat positive affirmations if you have to, set goals and review them daily.
  8. Temper your desire to speak out, to speak first and to speak the loudest. Keep your message brief all the time. Avoid talking just to fill the silence and avoid small talk if you are incapable of handling it.
  9. Speak clearly, control your voice tone, pitch, pace, diction and intonations. Also, be careful of the words that are coming out of your mouth. Stay positive in your delivery and never use the word “no”.
  10. Listen not with the intent to reply but the desire to understand, with the desire to read between the lines, to take real interest in what people are saying and to be empathetic.
  11. Pay attention to the unspoken language, gestures. Remember that talk is cheap, that actions speak louder than words. On your side, make sure that you keep eye contact during conversation.
  12. Learn to rely on your gut, on your instincts, on your common sense.
  13. Boost your leadership self-esteem from time to time.
  14. Be confident in your abilities, know your strengths and weaknesses, be open to learnConfidence will help you develop your presence and command respect. Besides, don’t allow your strengths that have gotten you noticed so far be the reasons of your demise, of your career derailment.
  15. Stay authentic to be able to build relationships.
  16. Keep your integrity throughout the process. Don’t do things that you don’t want to do or you don’t think are right to do.
  17. Be a problem solver, taking into account the company culture and requirements. To every problem you bring to the forefront, find a solution to it. Anticipate issues, gain perspective, be responsive, adapt to different circumstances and learn to solve them before they show up. This will make you more reliable, more empathetic, will leave you two steps ahead. This will also get higher-ups to trust and respect you.
  18. Be flexible and organized.
  19. Show initiative and keep your motivation.
  20. Show that you can effectively manage conflicts and face challenge. Furthermore, learn to control your emotions to control your behavior, keep your composure in difficult times, stay optimistic and see pressure points as opportunities.
  21. Improve your communication style and learn to adapt  your style to different context.
  22. Keep the communication line open with your boss, inform him or her of your latest achievements and seek feedback. During performance reviews, mention your career goals, directly ask for a promotion or for more responsibilities for example.
  23. Take risks and don’t be afraid of failure. If you fail, turn a negative into a positive, learn from your mistakes, avoid dwelling on your past, avoid beating yourself up or blowing events out of proportion.
  24. Be accountable, correct past mistakes and avoid shifting blame.
  25. Understand the company culture, learn to deal with office politics. 
  26. Be loyal to your employer, have the best interest of your organization at heart and demonstrate your intentions.
  27. Take every opportunity to network and to build a list of contacts who can help you. To do so, master your people skills, discover how to sell yourself, treat every encounter like gold, do more favors than you ask for. Talk about your own achievements, your interests and motivations without overbearing your audience. However, don’t toot your own horn, don’t be desperate to make contact, don’t nag people, don’t focus too much on yourself  or else you will damage your relationships.
  28. Enter a mentorship program or find a mentor in your organization who can give you some advice and take your career to the next level.
  29. Volunteer for additional and interesting work outside of your position, for a position that you wish you had inside your organization.
  30. Attend training programs and seminars.
  31. Don’t try to please everyone. Respectability trumps likeability every single time.
  32. If you don’t get promoted, move on or create your own opportunities. But no matter what you do, don’t feel entitled to the promotion.

 

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.

Boosting Your Leadership Self-esteem

At work, leaders are constantly being challenged by coworkers, by the need to conform to the organization culture, to resist to the opinion of others and to work through other external pressure.

Because leadership comes most often from within and requires great energy, self-discipline, strong purpose, maintaining self-esteem is critical to maintaining leadership.

Wondering how to get a bulletproof self-esteem?Boosting Your Leadership Self-esteem

What is self-esteem?

Self-esteem corresponds to our self-image and to the opinion that we have of ourselves. It is made of the differences between the way we perceive ourselves, the way we want to be perceived and the way we are actually being perceived.

It is also a feeling of competency, worthiness, efficiency, performance, self-respect. It delimits our sense of identity, self-worth, well-being and constant satisfaction no matter the circumstances.

Self-esteem is the ability to cope with life challenges. It is the belief in our abilities, our values, our potential to confidently demonstrate our abilities and values. Therefore, self-esteem is an important component of leadership.

Self-esteem is an internal quality, is not a constant and can rise or fall throughout life, throughout challenges.

Why is it important?

With a proper amount of self-esteem, you are able to trust your skills, your knowledge, your decisions and your thoughts. Low self-esteem leads to poor relationships, depression, anxiety and anger. Increasing self-esteem amounts to better health and a stronger ability to cope with stressful situations.

As a leader, having a solid self-esteem is necessary to make decisions without fear or hesitation, to think clearly, to trust his or her opinion, to remain optimistic under pressure, to help others feel good about themselves, to build relationships, and to gracefully welcome change.

Furthermore, building self-esteem in your team will help them take pride in their work and make them commit to goals.

How to boost your leadership self-esteem?

Building self-esteem is not an overnight process and requires patience. To boost your leadership self-esteem:

  1. Rewire your thinking process and remember that you are not alone if you are suffering with low self-esteem.
  2. Recall that you cannot please everyone and the first person to please is yourself.
  3. Remember that you cannot be a master at everything and that you must focus on the vital few.
  4. Accept that you cannot control everything, that suffering and joy are part of life and that no one is perfect.
  5. Assess your strengths and weaknesses. Everyone has a different combination of experiences, of strengths and weaknesses that they must accept. This will help you build on the skills that you are good at and operate through your weaknesses.
  6. Accept yourself: learn to spend time alone and to enjoy your own company. Find activities that are fun and that you do well outside of work. Treat yourself kindly and take time off to do things that are pleasurable to you.
  7. Avoid reasoning with your emotions, dwelling on the negative, complaining, self-pity, shifting blame or blowing an issue out of proportion. You can remove the power that emotions and past negative experiences holds over you by writing down on paper or by speaking it out loud.
  8. Always maintain your integrity, treat people fairly and do the right thing, even if it puts you in a difficult situation. This will also help you maintain your self-respect and the respect that people have for you.
  9. Stay authentic. Being fake or hypocritical is not sustainable on the long run and your real self will slowly suffer the consequences.
  10. Be resilient and believe that you can overcome challenges and that you can find solutions to your problems.
  11. Learn to be grateful and stay grounded in reality but learn to appreciate and celebrate success, to recognize your achievements and position in life.
  12. Don’t be afraid of failure and learn from your past mistakesIf you have wronged someone, admit it and apologize.
  13. List your life achievements and list what you wish to achieve. Understanding what you have accomplished will increase your positivity and strengthen your belief that you can see things through.
  14. Avoid seeking only status and playing aggressive politics at work to get ahead.
  15. Stop comparing yourself to others and compare yourself to your past self instead.
  16. Create good habits and be self-disciplined enough to stick to a routine.
  17. Set boundaries. This is a complex task because most people don’t know how to, some confuse standing up for themselves and setting boundaries with being blatantly mean.
  18. Be compassionate towards yourself and others. Forgive yourself and others. This doesn’t mean that you have forgotten or that you now start back trusting or working with the same people.
  19. Experience life with an open-mind. Don’t take life too seriously and acknowledge that you don’t know everything.
  20. Eat well and regularly. Use meditation and exercise to stay healthy mentally and physically, to stay in control of your thoughts and to evacuate negative emotions.
  21. Don’t deprive yourself of sleep. Sleep affects your mood, your thoughts, your body and your resilience towards adversity.
  22. Don’t rely on people or other external factors to restore your self-esteem. Compliments only stroke your ego and will have no effect on your self-esteem for long. On the same length, belittling people won’t do the trick either.
  23. As a leader, it is important that you share your knowledge with your team. Retaining information is a sign of weakness, of a desire for control, power and will not lead you to success. On the other hand, your team skills, loyalty and respect will unequivocally be increased.
  24. Take responsibility for your actions, seek solutions instead of creating problems.
  25. Seek positive qualities in your employees, give positive feedback and build a positive work environment. Giving positive feedback doesn’t mean dismissing or sugarcoating negative feedback but it means that you give constructive criticism and make people feel good about their work performance.
  26. Know your team’s strengths and weaknesses. Place them on tasks that employ their strengths, and don’t hesitate to stretch their abilities and responsibilities.
  27. Remove doubt from your employees so they can perform better.
  28. Teach your team to see problems as challenges or opportunities in disguise. Do not punish mistakes and show that it is OK to disagree, to share a dissenting opinion, or to say “I don’t know”.
  29. Mitigate bad behavior within your team and maintain composure no matter the circumstances.
  30. Include playful time in the workplace. This will increase productivity. Contrary to popular bureaucratic and corporate belief, be playful is not a sign of immaturity to carelessness. Instead, it is a way to release painful experiences.
  31. Seek external professional help to sort through bad experiences and memories if necessary.

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.

Richard Koch

MEET THE AUTHOR

Richard Koch is a consultant, business man and author of The 80/20 Principle The secret of achieving more with less.

Tim Ursiny

authorTim Ursiny, PhD, is the president and founder of Advantage Coaching & Training. Tim Ursiny is also the Author of the Confidence Plan — How To Build A Stronger You, Mastering The Practical Skills Of Winning.