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What do you like most about being a leader? We captured a variety of reasons our clients have shared with us and what they liked most was: (in no particular order)

• One on One Coaching
• Sharing knowledge, skills, and experiences
• Driving Results
• Identifying and executing goal attainment
• Creating a true team with members that support one another
• Helping determine a career path
• Providing healthy feedback
• Inspiring others to do more
• Being viewed as authentic and trustworthy
• Decision Making / Strategic Thinking

SmartPulse conducts frequent, non-scientific polls of more than 200,000 subscribers and one survey that caught our eye was one about what leaders view as their favorite role. They asked:

What’s the best part of being in a leadership role?

1. Helping my team members develop, grow and succeed:                        52%
2. Having control over the way things run:                                               4%
3. Being able to set direction, take risks and make things happen:             34%
4. Being visible and valued in the organization:                                         6%
5. Overcoming the challenges leaders face every day:                               3%
6. Something else:                                                                                 2%

When you looked through the list, what popped out at you? Is your favorite leadership role part of the list?  If no, please share it!

Sincerely,

How’s your relationship with your boss?  Do you find that you are most often in sync with them or that your relationship is “hit or miss”? What’s your comfort level sharing stories about your personal life or discussing challenges you are facing at work?

Styles, personalities, preferences, and culture are a few key factors that impact relationships, and understanding them is essential, especially with your boss (and bosses’ boss).

Consider:

• Do you effectively and consistently communicate with one another?
• Are weekly or monthly one on one sessions held and are they comfortable?
• Do you feel valued?
• Are you satisfied with your relationship?
• Does anything feel wrong?

Years ago we worked with a coach that taught us to “check it out”.  If a situation or conversation did not feel right, validate the intent. Note: This isn’t about having an abusive or ineffective leader, rather it’s that your relationship has opportunities to improve and strengthen.

Other things to consider:

• Do you know what your boss expects of you?
• Are your work priorities jointly determined?
• Do priorities frequently change and cause confusion and frustration?
• Does lack of feedback or recognition impact your ability to deliver?
• Can you share differing opinions with your boss without fear of repercussions?
• When providing your boss with feedback, would you prefer it be done anonymously or is “in person” okay?
• Do you find you over-commit in hopes of keeping your boss happy?

Don’t ignore any conflicts you may experience with your boss.

• What’s the cause of the conflict and what do you feel you can change?
• Ask what they would like to see change
• Share your feelings
• Commit to building a stronger relationship
• If possible, adapt your behaviors to align with their preferences

The time you invest will serve you well!

Sincerely,

Do you have exceptional employees? If yes, what skills or behaviors do they possess (and apply) to make you feel they are exceptional?

Travis Bradberry shares that “personality” has been rated as a key factor but clarifies that what truly makes an exceptional leader is not their personality, but rather their EQ (Emotional Intelligence).

He also shares that “unlike your personality, which is set in stone, you can change and improve your EQ” and that “exceptional employees rely on simple, everyday EQ skills that anyone can incorporate into their repertoire”.

Below are excerpts of the skills Bradberry feels set exceptional employees apart from the rest:

1.They neutralize toxic people. Exceptional employees control their interactions (and emotions) with toxic people. They also consider the difficult person’s standpoint and are able to find solutions and common ground.

2.They’re marketable. This may mean “likable”, having integrity and leadership skills (even if they’re not in an official leadership position), and that they can be trusted to represent the brand well.

3.They’re accountable.  Exceptional employees own their work, their decisions, and all of their results—good or bad.

4.They recognize when things are broken and fix them. Exceptional employees don’t walk past problems; they see problems as issues to be fixed.

5.They’re never satisfied. Exceptional employees have unparalleled convictions that things can always be better; exceptional employees are driven to improve.

6.They’re in control of their egos. They’re willing to admit when they’re wrong and willing to do things someone else’s way.

7.They’re judiciously courageous. Exceptional employees are willing to speak up when others are not; they think before they speak and wisely choose the best time and place to do so.

8.They focus. They can differentiate between real problems and background noise; therefore, they stay focused on what matters.

9.They can tolerate conflict. While exceptional employees don’t seek conflict, they don’t run away from it either.

10.They’re willing to delay gratification. Instead of expecting recognition or compensation to come first, they forge ahead in their work.

These align closely with the leadership values we promote: awareness (of self and others), accountability, courage, managing conflict, staying focused, self-control, continual learners, and driving results.

What other skills do you feel exceptional employees exhibit?  

Sincerely,

We continue to believe that regardless of position or title we are all leaders. Do you think that level or title matter, or that there is a need to have direct reports?

Retired CEO Mark Taylor provides what he views as the seven roles of a CEO, but we contend that they apply to leaders of all levels. Excerpts of his 7 roles are:

1. Architect
Determine the direction, vision, and purpose and create the best organizational structure and strategy to achieve it.

2.  Preacher
Inspire and motivate with a clear mission, purpose and vision. These are the WHY behind the business.

3. Engineer
Systems, processes, rules, and culture must be measured with the skills of an engineer. This sets the HOW.

4. Coach
This is the skill for determining WHO will be on your team and how to keep them there; for ensuring the right people are on the bus, in the right seat and heading in the right direction.

5. Investor
There is a need to know WHERE their capital will come from and understand the financial concepts such as return on investments.

6. Ambassador
Interactions with stakeholders (investors, suppliers, clients, and employees) are required to support and achieve the vision and mission of the company.

7. Student
There is a need to be a role model for learning, growth, and change. Everyone is watching what you do. Learning=growth and growth=life. The organization will grow at the pace of the leader.

How do you feel about these 7 roles? Are there any that you think do not apply to you?

Let us know!

Sincerely,