28 Apr
PeopleTek Coaching Leadership

Passion is Energy

Feel the power that comes from focusing on what excites you.
–Oprah Winfrey

We talk about passion a lot; what we enjoy doing, what we do well, what comes easy to us, what behaviors/actions we get most recognized for. (For those that have attended the Leadership Journey®, we call this our “magic dust.”)

When you’re doing something you like or want to do, does your level of energy increase? Ours does!

Passion = Energy!

Things that increase energy levels in some leaders include:

  • Problem resolution
  • Creative/innovative thinking
  • Technical advancements
  • Customer/client interactions
  • Team building
  • Developing the skill sets in others
  • Providing feedback; mentorships
  • Enhancing relationships
  • Driving results
  • Cost savings
  • Meeting goals/completing tasks
  • Quality deliverables & process improvements

The road to success is not easy to navigate, but with hard work, drive and passion, it’s possible to achieve the American dream.
–Tommy Hilfiger

In most situations, time seems to fly by when you’re engaged in an activity you enjoy doing. We need however to be realistic; rarely can all of our time be dedicated to our passion. (Even when you’re self-employed there are tasks that MUST be done, despite feeling like drudgery).

Give thought to what brings you enjoyment at the workplace. Can this be incorporated to a greater extent in the position or organization where you currently work? Create a plan, talk to your boss, make a case for how the organization/business will benefit if your role changes.

Sadly, too many individuals are in jobs they don’t like, let alone love. Only you can decide what career/job truly energizes you.

Be realistic, determine your preferred balance of roles, and consider what sacrifices you are willing to accept if you choose to make a career change.

Are you passionate about your job? Does it energize you?

Focus on your passion! View the inspiring video below.

Tell Us – How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek, we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

21 Apr
PeopleTek Coaching Career, Communication, Leadership, Success

It’s Not Just About Team Skills

Last week we shared 5 critical team behaviors that Patrick Lencioni published in The Five Dysfunctions Of a Team. In it he shared that the absence of TRUST, the fear of CONFLICT, the lack of COMMITMENT, an avoidance of ACCOUNTABILITY, and the inattention to RESULTS must be addressed and overcome in order for teams to succeed.

But, It’s Not Just About Team Skills. Larry Page, one of Google’s founders and the current CEO of Google’s parent company, Alphabet, Inc adds more about what makes a team successful: good managers.

Managers matter a lot and can have a huge impact on employee performance. Support your people by sharing what makes a great manager, providing development opportunities, celebrating great managers, and more.

Page initially felt that managers added a layer of bureaucracy to organizations and as a result eliminated many manager positions, only to learn that good managers are the key for happy and productive teams.

He validated this through research from staff surveys and performance reviews and found eight common characteristics shared by great managers:

  1. They are good coaches.
  2. They empower their team and do not micro-manage.
  3. They express interest/concern in each team member’s success and personal well-being.
  4. They are productive and results oriented.
  5. They are good communicators.
  6. They help with career development.
  7. They have a clear vision/strategy for the team.
  8. They have important technical skills that provide the team with advise.

Google executives now admit good managers are key for obtaining results and help their managers strengthen their skills in the categories listed above.

Are you aligned with the categories and do you help your team strengthen their skills?

What’s Magic Dust? Watch the short video below to find out!

Announcements

Leadership Journey I

  • Session 1 – in Phoenix – kicks off May 12
  • Session 1 – virtual – kicks off April 21

Journey II – Moving Beyond The Barriers

  • Session 1 – in Phoenix – kicks off May 12

Enroll Today

Tell Us – How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

14 Apr
PeopleTek Coaching Leadership

5 Must Have Team Behaviors

Are you familiar with Patrick Lencioni’s book The Five Dysfunctions Of a Team? If you’re not, in a nutshell it says that the true measure of a team is its ability to accomplish the results it desires to achieve.

It also says that the absence of TRUST, the fear of CONFLICT, the lack of COMMITMENT, an avoidance of ACCOUNTABILITY, and the inattention to RESULTS must be addressed and overcome in order to succeed. These five elements are 5 MUST HAVE Team Behaviors.

The single most untapped competitive advantage is teamwork.
–Wiley

Lencioni and John Wiley and Sons partnered and created The Five Behaviors Of A Cohesive team, an assessment
where team members provide confidential input as to how they feel they, and their team members, are performing in regards to the five “must have” team behaviors.

Results are compiled and each person on the team, and the team as a whole, is provided with their scores, and how to interpret the results. A summary of the strengths and challenges of the team, along with tips, suggestions, and a roadmap for creating an action plan based on the results is also provided.

The PeopleTek team decided to try it out, and wow, were we impressed! So impressed that we became a certified partner allowing us to facilitate the workshops and help teams accomplish the results they desire. By the way, the PeopleTek team was rated a strong performing team, but we did have improvement opportunities and used the action plan to help us become even stronger.

If you have an intact team (one with a common vision and supporting goals, with team interactions and dependencies), we guarantee this tool will make your team more productive and collaborative, and will position you to achieve your desired results.

Click to hear Lencioni speak about teams.

Announcements

Leadership Journey I

  • Session 1 – in Phoenix – kicks off May 12
  • Session 1 – virtual – kicks off April 21

Journey II – Moving Beyond The Barriers

  • Session 1 – in Phoenix – kicks off May 12

Enroll Today

Tell Us – How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

07 Apr
PeopleTek Coaching Planning, Videos

Do you Have VMGM=B?

For those that have graduated from the Leadership Journey program you know that: VMGM=B.

For those that have not attended the program, VMGM=B stands for Vision, Mission, Goals and Measures = Behaviors. Our vision is what we imagine for ourselves, our mission brings our vision closer to us, while goals help us accomplish our mission, and measures are the actions we take in order to accomplish the goals. All of this together determines our day to day behaviors and actions.

Having clear and documented vision and mission statements and supporting goals are also critical for having a successful business or organization. They help identify the key behaviors that will facilitate meeting your goals and also identify behaviors that are non-productive. Metrics are also required so progress may be monitored.

Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act. There is no other route to success.
–Stephen A. Brennan

Mike says more about VMGM=B in the video below.

Key Processes & Vision, Mission, and Goals

All key processes MUST be linked to your vision, mission, and goals. Key processes include:

  • Hiring
  • Training, coaching, and development
  • Performance Appraisals
  • Rewards and Recognition
  • 3 C’s:
    • Communication
    • Change
    • Conflict

Vision, Mission, and Goals Checklist Questions

In a nutshell, ALL of our behaviors should support attaining our vision, mission, and goals. Below are some steps to help with preparing and planning your vision, mission, and goals.

  1. What services do you offer? What differentiates you from your competition?
  2. Who is or could be your customer? Describe an ideal customer.
  3. Consider and understand your customer’s viewpoint. What do they really want?
  4. Why will the customers buy your product or service? What value and/or unique service are provided to the customer?
  5. You must assess the intent of your business or department. Is it:
    • Customer focused? Customer Intimacy focuses on the needs of the customer and building relationships and is usually higher cost/less volume.
    • Operations focused? Operations Excellence focuses on the process and is volume driven and is usually low cost/high volume.
    • Product focused? Product Innovative focuses on the product. Expenses are geared towards research and development.
  6. What accomplishments would you like to celebrate this year? Next year? What targets will you aim for? ex. financial, marketing and sales, staff, operations, human resources, engineering, R&D, other.

VISION, MISSION, GOALS, and MEASURES dictate all of our leadership, team, and organizational behaviors. By creating them with purpose, rather than by chance or mistake, we will be more successful and deliver better results for our customers, shareholders and ourselves.

Tell Us – How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek, we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

31 Mar
PeopleTek Coaching Leadership

Wrap Up – Your Leadership Style

This week we conclude the Leadership style quiz which focuses on “Lead From The Inside Out”. The first part was about self-discovery and was called “Lead Yourself“, and the 2nd part was about “Lead Others“

Writer/author John Addison from Success Magazine published this quiz which is broken down into 3 parts: 1) Lead Yourself 2) Lead Others 3) Lead From The Inside Out

As we stated before, First Lead Yourself, Then Lead Others is a topic PeopleTek has been sharing for years, and one of the reasons we found the quiz especially interesting. To be a highly effective leader you must first increase your “self” awareness levels, which positions you to better understand and relate to the styles of others, making you a more effective leader.

This brings us to Lead From The Inside Out. Mr. Addison stresses that leaders must have focus, and they must also practice and hone their leadership skills daily in order to be the type of leader they desire to be. This takes courage and commitment.

Quiz – Part 3 – Lead From the Inside Out

How do you earn your position?

A. I usually work alongside people so they will look to me as a leader later.
B. I have regular meetings to help people understand what’s expected of them, and I try to keep a positive attitude.
C. I do my best to lead by example, but my title is a big part of why people follow me.
D. I find that people follow me mainly because they like me and know I’m on their side.

How well do you focus on things within your control?

A. I focus on the next step in any process, and I show my team how to do this by example.
B. I focus on both the big picture and the process, but sometimes I become too worried.
C. I have no problem focusing on what I can control, but I have trouble getting others to do the same.
D. I communicate daily with people so they know exactly what I expect of them and can focus on their next step.

How do you deal with fear in yourself and others?

A. I believe hard work is the antidote to fear because if you keep moving, the fear can’t catch you.
B. I try to be available for my team members when they need to discuss their fears or concerns.
C. I don’t allow fear to stand in the way of my goals, and I tell my team to do the same.
D. I discuss my fears with my team members so they can relate to me as a human being.

Mr. Addison explains that there are 4 leadership styles:

A. The Hands-On Leader
B. The Developing Leader
C. The Lone Wolf Leader
D. The Inspirational Leader

If your answers were mostly “A”, you’re likely a Hands On Leader.

If your answers were mostly “B”, you’re likely a Developing Leader, etc.

Here’s an excerpt of Addison’s style definitions:

The Hands-On Leader

  • Humble, hard-working, willing to be a member of the team

The Developing Leader

  • Genuinely concerned for others, a willingness to learn

The Lone Wolf Leader

  • Great delegator, strategist, visionary; may struggle with people skills

The Inspirational Leader

  • A good communicator, make people feel good, create a friendly culture

*Note: The complete style definitions may be found in Success – April 2016.

Your style is likely a blend of the definitions, but does one stand out more so than the others? When you read the definitions, was there one you related to more strongly than the others?

Leadership is situational. It’s important that you as a leader adapt your style to meet the needs of your team and inspire them to help drive individual and organizational growth.

Leadership development never stops – commit to being a continual learner!

Announcements

Leadership Journey I

  • Session 1 – in Phoenix – kicks off May 12
  • Session 1 – virtual – kicks off April 21

Journey II – Moving Beyond The Barriers

  • Session 1 – in Phoenix – kicks off May 12

Enroll Today

Tell Us – How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

24 Mar
PeopleTek Coaching Communication, Leadership

Quiz – Part 2 – Your Leadership Style

Last week we featured part 1 of a quiz that helps with the discovery of your leadership style. It was called “Lead Yourself.” This week the quiz topic is “Lead Others.”

Writer/author John Addison from Success Magazine published this quiz which is broken down into 3 parts: Lead Yourself, Lead Others, Lead From The Inside Out.

First Lead Yourself, Then Lead Others

This is a topic PeopleTek has been sharing for years, and one of the reasons we found the quiz especially interesting. To be a highly effective leader you must first increase your “self” awareness levels, which positions you to better understand and relate to the styles of others. This brings us to how you Lead Others.

Quiz – Part 2– Lead Others

How do you shine your light on others?

  1. I work every job in our company, so I’m sure to understand what people need and want.
  2. I try to let people know I appreciate their hard work, and I hand out yearly awards.
  3. I give people the autonomy and trust they need to do their jobs without micro-managing, which gives them a sense of ownership and pride.
  4. I spend time daily talking with my team one on one, and I give out a lot of praise around the office.

How do you build new leaders?

  1. As I work on projects with people, I help develop their unique skills and talents.
  2. I talk to people about their goals regularly and help them make a plan of action.
  3. I entrust people with their own teams, so they can learn leadership skills firsthand.
  4. I point out people’s unique strengths and build their self-confidence by giving them challenges I know they can meet.

During a difficult time, how do people know they can count on you?

  1. I don’t go home until everyone goes home.
  2. I ask for help and do the best I can with the resources at hand.
  3. I work on top-level needs and trust that others take care of their responsibilities.
  4. I communicate with everyone regularly, so they know where we stand and how they can help.

Mr. Addison explains that there are 4 leadership styles:

  1. The Hands-On Leader
  2. The Developing Leader
  3. The Lone Wolf Leader
  4. The Inspirational Leader

If your answers were mostly “1”, you’re likely a Hands On Leader.
If your answers were mostly “2”, you’re likely a Developing Leader.
If your answers were mostly “3”, you’re likely a Lone Wolf Leader.
If your answers were mostly “4”, you’re likely an Inspirational Leader.

Here’s an excerpt of Addison’s style definitions:

  1. The Hands-On Leader – Humble, hard-working, willing to be a member of the team
  2. The Developing Leader – Genuinely concerned for others, a willingness to learn
  3. The Lone Wolf Leader – Great delegator, strategist, visionary; may struggle with people skills
  4. The Inspirational Leader – A good communicator, makes people feel good, creates a friendly culture

*Note: The complete style definitions may be found in Success Magazine – April 2016.

How did your style compare to last week’s? Are you an A, B, C, or D leader? As a reminder, we’re likely to use all styles, but we generally have a preference. All styles have strengths, and when over-used, or used when another style could obtain better results, can become a weakness. Stay tuned for part 3 next week!

How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

17 Mar
PeopleTek Coaching Leadership

Quiz – Part 1 – Your Leadership Style

First Lead Yourself, Then Lead Others

This something we’ve been sharing for years. To be a highly effective leader you need to increase your awareness levels by:

  • Fully understanding your styles, preferences, and behaviors
  • Developing the skills required positioning you to utilize alternative styles that would better fit the situation/person

Writer/author John Addison from Success Magazine published a leadership quiz that is broken into 3 parts: Lead Yourself, Lead Others, Lead From The Inside Out. Because of the categories, it obviously caught our eye and we wanted to share it.

Part 1 – Lead Yourself

How do your values impact your work?

  1. I’m too busy working to sit around thinking about my values
  2. I try to stick to my values but I find myself backing down occasionally to avoid conflict or get ahead professionally
  3. I’m contradicting my values regularly, but I believe the rewards are worth it
  4. I rarely, if ever, do something I feel contradicts my values. I’d rather risk losing my career than be someone I’m not

What are some of your main strengths?

  1. I’m a team player with a strong work ethic and a willingness to go the extra mile
  2. I’m skilled in my industry, willing to learn and open to new ideas
  3. I’m a driven person with the ability to work alone and solve problems quickly
  4. I’m a friendly person who is creative and compassionate    

What part of your work motivates you?

  1. I get great satisfaction from working shoulder to shoulder with my team and meeting a goal together
  2. My motivation seems to shift depending on what I’m working on and whom I’m working with
  3. I want to fulfill my leadership potential and move up in my field as quickly as possible
  4. I feel it’s my obligation to help others become their best selves and live their best lives

Mr. Addison explains that there are 4 leadership styles:

  1. The Hands-On Leader
  2. The Developing Leader
  3. The Lone Wolf Leader
  4. The Inspirational Leader

If your answers are mostly “1”, you’re likely a Hands On Leader.
If your answers are mostly “2”, you’re likely a Developing Leader.
If your answers are mostly “3”, you’re likely a Lone Wolf Leader.
If your answers are mostly “4”, you’re likely an Inspirational Leader.

Here’s an excerpt of his style definitions:

  1. The Hands-On Leader – Humble, hard-working, willing to be a member of the team
  2. The Developing Leader – Genuinely concerned for others, a willingness to learn
  3. The Lone Wolf Leader – Great delegator, strategist, visionary; may struggle with people skills
  4. The Inspirational Leader – A good communicator, make people feel good, create a friendly culture

*Note: The complete style definitions may be found in Success Magazine – April 2016.

Remember, we’re likely to use all styles, but we generally have a preference. All styles have strengths, and all styles, when over-used, or used when another style could obtain better results, can become a weakness. Stay tuned for part 2 next week!

How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek, we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey.

Take the Survey

11 Mar
photo of empty desk representing time lost to meaningless meetings
PeopleTek Coaching Leadership

Meaningless Meetings?

How much of your day is spent attending meaningless meetings? What percentage of them would you say were a good use of your, and the other attendees’ time? We won’t go through Robert’s Rules of Order as most of you are familiar with them, but here are a few suggestions:

  • Have an agenda, a clear purpose, and identify desired outcomes
  • Determine if attendees should be limited to your team or if a guest speaker or business partner could help you better meet your objective
  • When possible, provide advance notice for invited attendees (preferably 1-2 months as schedules fill up quickly).
  • Keep a “parking lot” log of issues or items that require follow-up with dates and the “owner” of the task.
  • Don’t hold a meeting if an email or phone call will suffice

When unnecessary meetings are held:

We destroy creativity, initiative, optimism. We extinguish the fire that fuels exceptional work.
–Achim Nowak, author/trainer

Achim Nowak says 80% of all meetings are unnecessary and that they are “spirit killing” and the attendees “bad meeting victims.” He says, often attendees want to speak up about the meeting not being meaningful, but generally fail to do so because they:

  • Don’t want to be the one who always rescues the team
  • Don’t feel safe speaking up
  • Don’t want to be attacked for their opinion
  • Don’t want to create tension in the group
  • Are not the meeting leader
  • Feel it is futile to speak up

It takes courage!

Another meeting idea is to take your leadership team off-site for an afternoon, a day, or even longer as needed. It’s a great way to strategize, encourage creativity, strengthen team relationships, and re-energize your team with reduced distractions and interruptions.

There have been meetings of only a moment which have left impressions for life.
–J. B. Miller

Wouldn’t it be great if all meetings (and conference calls too!) left lasting and favorable impressions?

Announcements

Leadership Journey I

  • Session 1 – in Phoenix – kicks off April 14
  • Session 1 – virtual – kicks off April 21

Journey II – Moving Beyond The Barriers

  • Session 1 – in Phoenix – kicks off April 14

Enroll Today

How Does Your Workplace Compare?

We want to invite you to take a short survey that looks at some important aspects of your workplace. We are gathering responses from Journey graduates and others so that we may paint a better picture of the workplace today. Here at PeopleTek we are interested in using the data to improve our curriculum and our collective workplace performance!

Please join us in this research. We will provide you with your own individual feedback, which you can use as you continue your individual leadership journey. Click “Take the Survey” below to get started!

Take the Survey

03 Mar
PeopleTek Coaching Leadership, Team

Inspire and Build Your Team

Feeling that you belong, that you are listened to, and that you add value enables individuals to thrive and teams and organizations to succeed.

Pat Summit, a highly successful female basketball coach, an author, and a former motivational speaker provided the following tips about leadership. (Extracted from Reaching For The Summit; SUCCESS. In Business. In Life. Summer 2006)

“A sense of ownership is the most powerful weapon a team or organization can have.”
– Pat Summit

  1. Coaches/leaders require 2 major skills.
    • The ability to convey practical information in a clear and concise way that enables others to learn quickly.
    • The knack of motivating your team to put in the necessary effort to achieve success.
  1. For successful motivation, you need to transmit your passion, enthusiasm, and attitude. “It’s the ability to see in other people more than they see in themselves, and to bring it out of them.”
  1. Learn about the backgrounds and families of your team members. Discover what precisely makes them tick. This will help you understand what motivates them, and fosters an openness that may pinpoint reasons for under performance.
  1. Be approachable and demonstrate empathy. This is needed in order for your team to better listen, learn and develop. “People don’t care how much you know until they know how much you care”.
  1. Transfer responsibility. Personal responsibility and accountability increase enthusiasm, drive, and lead to more effective performance.  Act as a guide and mentor your team but remember you can’t do the job for them.
  1. Surround yourself with bright, talented people with creative minds that will challenge you.   Listen closely to their ideas and methods; they’re likely to provide options you have not explored yourself.
  1. Evaluate yourself before you evaluate others. It’s possible you as a manager failed; be honest about what you could have done better.

How many of these seven tips do you practice consistently? Which two would you and your team benefit from if they became a daily activity?

Something new!

Subscribe to PeopleTek’s free leadership videos.

QwikTip and QwikCoach

QwikTips Powered by e-Coach – develop yourself!

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

18 Feb
PeopleTek Coaching Leadership

Improving Accountability

Holding ourselves and others accountable is not a new topic in the workplace, or at home for that matter, and is often a struggle for leaders.

Henry J. Evans, author of Winning With Accountability says:

  • Accountability is about high performance and not fear or stress.
  • It’s about holding yourself (and others) to a standard that improves performance.
  • When holding someone accountable we must recognize and respect the power of intention (this allows all staff to hold one another accountable regardless of title or level)
  • Continually ask “How am I doing”?
  • Set crystal clear expectations.
  • When things don’t go as planned, ask yourself:
    • Where did I fail to clearly communicate?
    • Who did I forget to include in the process?
    • What solution can I provide?
    • What can I do to obtain more information to make a sound decision?
    • What could have I done better or differently to improve the results?

“A culture of accountability makes a good organization great and a great organization unstoppable”.
–Henry J. Evans

Sometimes we just get stuck, sometimes we make excuses, and sometimes we fall into an “if only” mode where we justify our lack of action by saying things would be different “if only…”

So, what else can we do? John G. Miller (author of QBQ!) suggests answering the following questions:

  1. What can I do today to move forward?
  2. How can I change me?
  3. What can I do to be my best?
  4. How can I solve this problem?
  5. What can I do to let go of what I cannot change?

Do any of these questions resonate for you or perhaps could be asked of a team member? What are you doing to make your organization unstoppable?

Something new! Subscribe to PeopleTek’s free leadership videos.

Announcements

Journey II – Moving Beyond The Barriers!

  • Session 1 – in Pheonix – April 14th

Leadership Journey I

  • Session 1 – Virtual – March 24
  • Session 1 – in Phoenix – April 14

Enroll Today

QwikTips Powered by e-Coach – Want to improve your problem solving skills?

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

Help turn your leadership knowledge into leadership action!

11 Feb
PeopleTek Coaching Leadership

What Do You Want In a Leader?

If you had the opportunity to pick a leader to work for, what would you base your decision on? Do you have a set of criteria that you view as critical leadership skills? What about a list of behaviors a leader must NOT possess?

Remember, teamwork begins by building trust…
–Patrick Lencioni

We conducted a very informal poll and asked: Besides trust, what’s another behavior/trait you want your leader to possess?

Even though we said “besides trust,” 30% of the respondents provided “trust” or “honesty” as their #1 want.

Think about your work relationships. How many of those relationships have trust as its foundation? How would your business partners/peers/direct reports respond if asked if they trusted you?

Here are the other behaviors/traits that were provided:

  • Integrity
  • Kindness
  • Humility
  • Intelligence
  • Personable
  • Gracious
  • Extraordinary
  • Approachable

Here are a couple of comments they provided:

True leaders know that leadership is not power, but rather a responsibility
Leaders don’t lie, they provide the facts not B.S.

After reviewing the list and comments, what’s missing?
Let us know what should be added to the list of desired leadership traits and behaviors.

Something new! To subscribe to PeopleTek’s free leadership videos, click here.

QwikTip and QwikCoach

QwikTips Powered by e-Coach – Want to improve teamwork?

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

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