Tag: best leadership training

What it takes to be a Leader?

We all approach leadership from a unique standpoint – a combination of our own psychological make-up, intelligence training, and experience. Life has taught each one of us what it means to be a leader, and we probably caught our first glimpse of it as children. As we watched our parents, teachers, and coaches, we started to build our own concepts of being a leader, and with every new experience, that concept became more complex. In these experiences, we not only made notes of exemplary leadership styles but also noted things we wouldn’t do if we were in charge.

So, in a way, before any of us took on our first leadership roles, we started to think what it means to be a leader. And yet, as evidence by the conversation we had with seasoned leaders, few of us are prepared to lead. It is obvious that leadership is more of learning by doing act than anything still we have plethora of books stating latest and greatest ways to lead.

With all this information out there, why do so many leaders feel ill-prepared? In our conversation with a leader, he gave us his take on the institutional systems that typically funnel promising people into leadership roles. It is straightforward, if you perform your job well and show some hustle, eventually, you’ll move up the ranks. This is where it got a bit complicated for the leader as they keep on doing exactly what they’d be doing – and now direct reports must do leader’s earlier work and they now require the leader to inspire them and motivate them. Well, nobody taught the leader how to do that. Now, our leader had done all the traditional things that people do to prepare for leadership. They’d been to business school, for example, but still, they are caught off guard by the unique demands placed upon them as a leader. And, in this day-to-day task of it all, there is a requirement for some time for conscious reflection on the style of leadership.

Being a leader requires them to make difficult decisions like – being forced to choose amongst competing demands but what truly messes things up is the fact that people are the integral part of meeting the goals. Leaders often need to align their people with complex goals, deal with resistance, and try to gain a common ground from people with diverse interests.

In order to grow as a leader, you’ll need to focus your Leadership Skills in new directions, and this may be mentally and physically taxing for you. While you may get your first leadership position due to your positive working attitude or for your outgoing personality, you may want to develop your analytical side to be more successful in your next position. Well it goes without saying, “with great powers comes great responsibility”, a leader must strive to increase their competencies. This means, for example, you may want to balance the art of analyzing situations along with rallying the troops when the synergy is lagging.

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Best Practices for Defining Organization Values

Organization define the core pillars of their identity and principle which affect the way their business is conducted through company values. Each company have individualised set of core values which support the vision and decision-making processes within the organization. These core values have a significant role and are essential and guiding force as the company grows.

This is the reason why a lot money has been spent on researching the best practices for defining company values and there are two main observations that are emphasised as important:

    1. The guidelines can only be helpful to some point as each company have their own story when it comes to defining company values. Thereby, there is no right way to do it.
    2. It does not entail just defining company values but also ensuring these values are in practice throughout the organization.

It is said that great company culture begins by ensuring that the company values are great. In order to ensure that the company values are great the process of defining company values should be appropriate. One of the most important point to remember is that the process of defining company values should be ideally be independent for each company and this is elaborated further in the upcoming paragraphs.

Process of Defining Organization Values

It should be carried out as early as possible. This should be done as it would act as a framework when the company is going through the process of recruitment. It is also important during the decision-making processes. While defining company values, they should be polarized in nature so that it will attract the right kind of employee for the role and weed out those who will not fit in. It is often believed that the process of defining company values should take place while the company is in its initial stages of development.

While defining company values, it has been proposed that they use bottom-up and top-down approaches.

For the bottom-up approach, a team was to identify the best exemplars co-workers of the organization and describe the key attributes of that employee. The attributes were then put on a white board and then grouped it into similar categories which gave about ten groups. Then the list is shortened by keeping in mind the core values of the company. Further, this debate was used to start naming and ranking the groups. Now the top-down approach is to be implemented and this is where they are important. While defining company values, they should also be provided by the senior management. However, there might be some issues while a disagreement arises on a value chosen collectively.

These two approached create the first draft of the company values. These company values are reviewed and challenged each quarter and read aloud during the meeting each week, create interview questions based on the company values and further incorporate them into activities to ensure they are completely understood and practice the company values.

It has been found that this generation is too big in number to ignore. The millennials at 83.1 million surpasses baby boomers in 2014 census itself and are said to represent one quarter of the U.S. population. Millennials do give significant importance to company values and in the role of customer and employee, millennials favour companies whose values align with the millennial’s personal values. This makes company values an important part of driving sales and attracting top talent.

A study found that an average of $7,600 pay cut would’ve been accepted by millennials for a healthier work-life balance, better company culture, career development and a meaningful job which are factors that improve overall quality of life. Defining company values that are strong and solid ensures direction and builds a reputation. It sets the tone for company’s interaction with customers while marketing its products and making important decisions. If company values are taken seriously, it will help in developing a strong brand identity and a cohesive business plan.

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Wisdom of Leadership Vision

The only thing worse than being blind is having sight but no vision.” -HELEN KELLER 

This quote by Helen Keller clearly distinguishes the difference between having a sight and having a vision. You do not need to have eyes to have a vision but imagination. Your vision is what makes you different, makes you dream, makes you work and ultimately makes you a leader.  

Leaders are called Leaders because they have a vision, a dream and a direction in which they want others to follow. No one would want to follow a leader without vision. When working in an organization, every employee lives in a world of shared beliefs, values, and goals which is the same as your organization’s leader. As a leader, one must be clear about what he believes and wants to accomplish in life.  

Leadership Vision can be defined as the magical lens of leadership. Through this lens, you can foresee the bigger picture of the future and help others see it and make it a reality. When you share this bigger picture with your team, they will feel that they are a part of something bigger, something better and something achievable.  

They start to adapt, adjust and align with your beliefs and vision and start working in the direction you want them to. The vision that has its roots in the past, addresses the future while dealing with the current reality, represents you and what you stand for. It not only inspires you but also the people around whose commitment you are demanding and with whom you are going to be the change you want to see. 

Simon Sinek once said, “Great leaders must have two things: a vision of the world that does not yet exist and the ability to communicate that vision clearly.” Leadership Vision is not just something to hang on a wall for motivation, but a goal on which every employee will work on, every single day. So, put on the lens of leadership vision and weave something that excites, inspires and captures every heart present in the room including you. Then you must be able to explain your vision and at the same time demand what you need and want. That would be a good starting point to be a great leader. 

But to make tens or even hundreds of people follow your leadership vision is not an easy task. First, you must be very sure of your thoughts, because if it doesn’t reflect in your attitude, no one’s going to buy it. Your vision should excite you and ignite the will that you never knew you had. Reflect on your ideas thoroughly and discuss it with the team. Take your time and build around the ideas a little more, in favor of the organization, employees and of course yourself.

Your leadership vision must: 

  • Reflect your beliefs, values, strengths, and commitment. 
  • Clearly states the organizational goals, purposes, direction, challenges, and benefits. 
  • Challenge people to stretch themselves to a new limit every day. 
  • Encourage to communicate their ideas and thoughts. 
  • Demand the commitment from the employees. 
  • Mirror the concept of together we grow. 
  • Be the reason behind organizational actions. 
  • Inspire care, loyalty, and teamwork spirit. 

Johny Quincy Adams once said, “If your actions inspire others to dream more, learn more, and become more, you are a leader”. Visioning requires leaders to convey the common goal to their employees so that they can passionately work towards their common goal. Strengthscape’s Jamavaar helps leaders to create a visual map of their leadership vision. Jamavaar, a living tapestry, is a business workshop that assists leaders to portray their complex ideas into words and images. Jamavaar works hand in hand with the leader to understand the minutest details of the past and the present to craft a clear future vision for the organization. 

 

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Six Reasons to Utilize Executive Coaching Solutions

Executive coaching solutions can be described as the solutions proposed and prepared by coaches to tackle the problems in certain areas and to improve the quality of the coache (executive leaders). Executive coaches provide solutions that would act as catalyst to challenge and support the coache (executive leaders) in identifying their leadership skills and acknowledge the change that is required. These changes are ensured to be impactful and to be sustainable for a long period of a time.

Some of the methods followed by executive coaching solutions are given below:

Self-directed learning

Executive coaching solutions place emphasis on ensuring that the coaches help coachee (executive leader) identify their area of problems or impasse through a structured questioning approach rather than the traditional method of directing or advising. Being self-directed is the most efficient way to learn, think, invent, solve problems, visualize, rethink and re-engineer. This is directed to help the coachee to form definitive ideas, regulate relationships between concepts and optimizing their thoughts.

Solution-focused effort

Executive coaching services do not focus on just searching for the cause of the problem but is also about finding the best suited solution. It is about creating a vision towards an end goal and working towards that goal while simultaneously being focused on the solution. The focus is on positive change as opposed to deficit focused change. The first step is recognized as identifying the reason for coaching – as an amazing opportunity for growth, development, self-insight and career progression.

Positive feedback

Executive coaching solutions focus on an approach that is directed towards positive reinforcement where the frequency of a desired behaviour is increased by increasing the favourable stimulus. That is, the solution is more focused to identify the verbal appreciation or such reinforcements that is found to be favourable to the coachee in order to increase the desired behaviour of the coachee. Positive feedback is found to act as a signal to the brain to perform more of something. The executive coaching solutions try to avoid pointing out what the coachees do wrong. Encouragement and support are seen to increase the coachees confidence and performance.

The stretch

Executive coaching solutions believe that people work better when challenged and stretched. The term stretched is used to describe the ability to push people to their limits and help them exercise their potential to their fullest. These challenges and the stretch should be designed to be appropriate for each individual. When the coachees are stretched appropriately to think differently and perform actions that are different in nature help the coachees feel invigorated. This gives the coachees a chance to showcase their knowledge in different ways in order to develop their thinking along new lines.

Leadership acceleration

Executive coaching solutions circle on the idea that increased responsibility is accompanied by heightened expectations. This entails preparing leaders for the next role in the stepping ladder of leadership while exploring their competencies and discover potentials shifts in their leadership styles. Executive coaching solutions aim to gear the leaders for their next roles while producing stand out results.

360-degree feedback and development planning

While practicing positive feedback is a method of executive coaching solutions, 360-degree feedback and the development planning managers and peers provide insightful feedback that enhances self-awareness of a leader, identify strengths and targets required development plans. This maybe facilitated by developing a customised 360-feedback process or by optimizing the organization’s existing feedback process.

Enhancing high potential performance

The current business environment demands rapid and accelerating change which compels leader to deliver results in the highest possible level. Executive coaching solutions also help the leaders excel and progress in their current roles. The substantial difference in the leadership is brought about through introspection, stakeholder feedback, development planning, ongoing coaching support and progress measurement.

Executive Coaching can be a great solution for HR-based practices and for developing the senior leaders.

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Choosing The Best Leadership Training Workshops

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