27 Mar
PeopleTek Coaching Leadership

Does Gender Matter?

We regularly talk about effective leadership behaviors, but have not discussed how/if the use (and success) of these behaviors is impacted by gender.

Women make up more than 50% of the workforce, hold a little over 51% of management and professional positions, yet women in leadership positions remains fairly “stuck” around the 15% mark. And, worldwide, females hold only 3% to 4% of the level of CEO.

Women “Take Care,” Men “Take Charge”
–Jeanine L. Prime and Nancy M. Carter

Contrary to this quote, studies show that there are fewer differences/more similarities between women and men leaders, so why is gender an issue? We only wish we had the answers!

Behaviors Attributed to Successful Leaders

Read them and then get an image of how they may be exhibited by leaders of both genders.

  • Competitive
  • Attitude/demeanor
  • Looks
  • Words/colorful language
  • Caring
  • Presence
  • Authoritative
  • Assertive
  • An advocate for others

How different were your images? Do other descriptors come to mind for women leaders?

  • Steam roller?
  • Egotistical?
  • Bombshell?
  • Threatening?
  • Wimpy?
  • Witchy?
  • Pushy?
  • Bossy?
  • Plays favorites?

An entirely different topic is “equal pay between genders.” This week on a morning talk show, Rick Perry, Governor of Texas, said he was an advocate of women in politics, has hired many to fill positions in Texas, yet he admitted voting against a bill for equal pay for men and women. (He did not clarify his position.)

We would like to hear from you. What do you think impacts the image of a successful male leader? For a successful female leader?

And to stir up the pot, would you prefer to work for a man, or for a woman? Why?

We look forward to your thoughts!

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Effective Delegation.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

20 Mar
PeopleTek Coaching Leadership

Do You Effectively Delegate?

Effective leaders also delegate effectively. Why?

Delegation frees time and provides an opportunity to develop others.

As leaders, we frequently spend too much time doing tasks; we are working in the business rather than on the business. As leaders we need to step back from the tactical work and spend more time on strategic thinking and innovation, and on coaching and developing others.

The first rule of management is delegation. Don’t try and do everything yourself because you can’t.
–Anthea Turner

There are numerous reasons for not effectively delegating. The most common are not trusting that the job will get done to our satisfaction, discomfort with assigning a boring task, or feeling guilty that the workload will be too great.

Tips for Effective Delegation

  1. Plan your delegations. 
    • Assess the strengths of your delegate, match the assignment accordingly and assign a due date(s).
  2. Provide clear and documented instructions. 
    • This prevents misunderstandings and if the task is new to your delegate, they can refer back to your instructions.
  3. Provide the “what and when.” Leave the “how” to the individual.
    • This strategy is more empowering and motivating.
    • George Patton said: “Never tell people how to do things.  Tell them what to do and they will surprise you with their ingenuity.”
  4. Assess how long the task would take you and build in extra time for your delegate; obtain buy-in that the deliverable date is realistic.
  5. Ensure your delegate has the appropriate resources they need to be successful.
    • Inform staff, co-workers, business partners, etc. of your delegated role.
  6. Follow-up and monitor progress.
    • You may be needed to add clarity to the task or be nothing more than a sounding board.
  7. Acknowledge the contributions of your delegate and provide constructive feedback for areas of growth.

Effective delegation increases morale, builds your talent pool, and strengthens trust within your organization, ultimately growing results and improving your bottom line!

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Emotional Intelligence.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

13 Mar
PeopleTek Coaching Leadership

Are You Emotionally Intelligent?

Some people say leaders are born, others say leaders are made. Regardless of your position on this, leaders possessing certain behaviors and skill-sets obtain greater results and are more likely to have satisfied, higher producing, and more collaborative team members.

As leaders we need to be aware of our behaviors and actions, understand how they impact others, and manage their expectations in order to obtain the results we desire. We don’t just need to be intelligent and knowledgeable, we also need to be emotionally smart.

Psychologist, Steven Stein, and psychiatrist, Howard Book, state that strong leaders have both a high IQ (Intelligence Quotient) and a developed EQ (Emotional Intelligence Quotient). Intelligence will only go so far; leaders must also be aware of how they present themselves and respond to others.

Research shows convincingly that EQ is more important than IQ in almost every role and many times more important in leadership roles.
–Dr. Stephen R. Covey

EQ Can Increase Through Self Development

While our IQ is considered to be non-dynamic and is an indicator of how we perform intellectual tasks Our EQ does not follow this rule. It consists of 4 areas.

  1. Self Awareness is critical when engaging in communication
  2. Self Management is key for managing emotions in difficult situations
  3. Social Awareness leverages awareness of others to perform at your peak
  4. Relationship Management manages relationships to increase job performance and integrates EQ professionally and personally
Emotional intelligence is the genuine ability to feel emotions, understand what you’re feeling and why, understand how others are feeling, and respond appropriately. Having a high EQ builds relationships and fosters communication even in the most difficult of times.
Some consider EQ to be the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence. By developing our EQ, we position ourselves to more successfully cope with organizational demands and pressures.

Do you know your EQ?

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Interview Preparation.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

06 Mar
PeopleTek Coaching Career

Interview Preparation

We’re frequently told to have an updated resume on hand (not too hard, right?). But when’s the last time you interviewed for a new job/position? Are you prepared?

Preparation begins with anticipating what you’ll be asked, and formulating your responses in advance. There’s no way to be sure how your interview will be structured, or the questions that will be asked, but there are few you should have an answer prepared for in the back of your mind.

Interview Questions You Should Prepare For

  1. Why do you want this job?
    • Consider what experience and industry knowledge you can provide. Why are you a good fit?
    • Have specific examples in mind to share your prior accomplishments.
  2. Why should I hire you (or recommend you for this job)?
    • Now’s the time to sell yourself; expand on your strengths. Examples are:
      • Technical skills
      • Professional achievements
      • Industry knowledge/experience
      • Communication and sustained customer relationships
      • Results, goal achievement, innovation, sales
  3. What do you know about our company?
    • When was the company founded?
    • What are they known for?
    • Do they have a mission statement?
    • Is their direction or brand changing?
    • Are they faced with any specific challenges (and how can you help them overcome these challenges)?
  4. What do you consider to be your biggest professional challenge (or your weakness)?
    • Self awareness is a biggie, and we all have something to work on (over-committing, delegation, building trust with those that have accountability issues, being too detailed, managing resistance to change, etc).
    • Follow it up with how you’ve addressed and perhaps continue to address this issue.
  5. What do you like most/least about your current job?
    • Stay positive, but honest.
    • What energizes you?
    • What kind of work are you passionate about?
    • Are your skills being utilized?
    • Is it simply time for a change?
    • Are your values and those of the company no longer aligned?
  6. What are your salary expectations?
    • This is tough. Take some time, and do your homework.
    • What’s the condition of the market?
    • How in demand is the position?
    • What salary does the position merit?
    • What range are you willing to accept?

Interview Preparation Take-Aways

  • Highlight your strengths and accomplishments and provide specific examples.
  • Provide value statements about YOU that will make you stand out from the competition.
  • Make sure you’re a good fit for the job, and that the job is a good fit for you!

Choose a job you love, and you will never have to work a day in your life.
–Confucius

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Fear and Barrier to Success.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!