Let's Grow Leaders

MAY 2, 2022

If your Sales SVP thinks your leadership development program is a distraction, your sales managers will show up late and multi-task. But what if that same sales SVP showed up as an active coach in the process? You might be thinking, “It’s hard enough to get my managers to attend a leadership development program.

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Let's Grow Leaders

NOVEMBER 21, 2022

a middle manager, frustrated in his current role, overlooks his long career of exciting challenges and developmental experiences. People don’t have to follow you, don’t have to show up, and don’t have to bring their creativity or initiative. Even your direct reports don’t have to follow your leadership.

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Let's Grow Leaders

NOVEMBER 29, 2021

But it often happens that we show up to a situation that causes real problems in our ability to do our job. I want to bring it up in our leaders’ meeting, but I worry about creating nitpicking or shift vs shift dynamics. Perhaps your manager can’t or won’t address it right now. No big deal. Do you have any suggestions?”.

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Let's Grow Leaders

NOVEMBER 9, 2021

10:10 Step up, step back. “While others wait for direction, Impact Players step up and lead.” ” It’s not only about how willing people are to lead, but how they are to follow. Impact people are also willing to step back and follow as energetic participants. They are comfortable in both roles.

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Let's Grow Leaders

AUGUST 26, 2024

Most employees don’t come to work hoping to screw up. 5 Reasons Your Employee Isn’t Acting on Your Coaching When we ask employees in our training programs why it’s hard to hear their manager’s feedback, here’s what they tell us. She’s the hero, and the credit goes against my numbers and I still end up on progressive action.

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Let's Grow Leaders

NOVEMBER 1, 2021

Another time, we were working with an organization’s managers and having them rate the leadership behavior where they felt the most need to improve. As the managers moved around the room and sorted themselves into groups based on their perceived needs, we asked the senior executive which behavior he would choose. “Oh,

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Leadership Learning-by-Doing Follow-up Download 580

Let's Grow Leaders

FEBRUARY 26, 2024

In this final installment of our “Great Teamwork Series” we share 12 collaboration habits to create commitment and build momentum with follow through and results. Guarantee that any conversation requiring action ends with a specific person taking responsibility to follow through on an assignment. They work at it.

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Let's Grow Leaders

OCTOBER 11, 2021

I must follow up on everything or we miss deadlines. And by using the tools that follow, you’ll find you need less emotional energy to get things done.). If you don’t share it, you’re setting yourself up for frustration. Schedule the finish to get everyone on the same page. I’m tired of babysitting!

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Let's Grow Leaders

JULY 16, 2021

If you’ve wanted to attend a program or have a couple managers, but not enough to bring us to you, this is a perfect opportunity. 4:13 – Today’s question is a follow up to our last episode with Scott Mautz where we discussed Leading from the Middle. Seats are limited. There are 5 Ps of leadership motivation.

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Let's Grow Leaders

OCTOBER 31, 2022

Speak Up to Get Better Feedback in Your Next Performance Review. A few years ago, I wrote “Avoid These Infuriating Phrases in End-of-Year Feedback” to encourage managers to stop making stupid comments when giving a performance review. One of the easiest ways to tank employee engagement is to screw up an end-of-year review.

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Let's Grow Leaders

FEBRUARY 27, 2023

You investigate and it turns out that they’re spending time with the same three low-level managers because they have a good relationship. Now, as you help them grow from counting those visits to quality visits, you’ll have them analyze who they’re visiting, what they discuss on the visits, and whether or not they set up a next step.

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Let's Grow Leaders

MAY 17, 2021

My phone buzzed with a text message from Amena, a junior manager. Another text quickly followed the first: “My eval was ‘good’ on everything except where I was ‘very good’ at getting along with people. Many managers err on one side or the other. You need to step up.”. You rocked it back there.”.

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Lead from Within

FEBRUARY 24, 2023

Here are five effective ways to help leaders manage bullies in their organization: Establish clear policies and procedures for addressing bullying. Be sure to follow up on any reports and take appropriate action to address the situation. Encourage employees to speak up if they see or experience bullying.

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Let's Grow Leaders

SEPTEMBER 27, 2021

” Solution: Make change manageable. She looks like the hero, and the credit she gives them goes against my numbers and I still end up on progressive action.” ” Solution: Follow your own standards. “My manager says I need to be more strategic. Focus on one behavior at a time. Hypocrisy Part I.

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Let's Grow Leaders

FEBRUARY 12, 2024

I sat in a committee meeting drawing up a job description for a new senior management role. Then she said that they’d start looking for candidates the following week. Challenging me to speak up for myself. I’d love to set up some time to talk to you about how’s Wednesday at 3?” Silly, right? I got the job.

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Leading Blog

MAY 11, 2023

If you think you’re inherently bad (I am a failure), rather than a normal person who makes mistakes or bad decisions (I occasionally fail), you’ve essentially given up before even trying. Management does not put them there. The same thing occurs when you label other people. You see them as totally bad,’ David Burns writes.

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Let's Grow Leaders

JANUARY 28, 2022

Have you heard this from your managers (or said it yourself)? They’re defensive, it’s like they have a wall up. 11:05 – A follow-up question from a previous episode: How do I get my team to trust one another? 14:06 – Send in your leadership or management question.

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Leading Blog

AUGUST 30, 2023

He explains what happens: Managers get trapped by success, a condition that I call active inertia , or management’s tendency to respond to the most disruptive changes by accelerating activities that succeeded in the past. A better analogy is a car stuck in a rut: Managers put the petal to the metal—and dig the rut deeper.

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Joseph Lalonde

SEPTEMBER 20, 2022

As a manager, your employees need to know what is expected of them in order to meet and exceed your expectations. If your employees feel like they’re being set up for failure, it will reflect in their work. If you show respect for others, operate with integrity, and are committed to excellence, your team will follow suit.

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Let's Grow Leaders

OCTOBER 18, 2024

As we waited for our food to arrive, I got up to wash my hands. I followed his strange instructions and when I returned to the table, Jim said, “Of the conversations you heard, how many of them were complaining–about their boss, a co-worker, or a problem at work?” Walk slowly and catch the bits of conversation you hear.”

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Let's Grow Leaders

JANUARY 15, 2024

What to Say Next to Destress an Emotional Conversation at Work When people are fired up, angry, and defensive, it’s tough to have a productive conversation. Followed closely by burning microwave popcorn. Frustrations and resentments build up and poison the work. One person gets defensive, and the other person responds in kind.

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Leading Blog

SEPTEMBER 30, 2024

by @jamesstrock The Vice Presidential #Debate on October 1 May Be Milestone in Generational Transition 7 Destructive Leadership Myths That Will Ruin the Way You Lead by @LollyDaskal Encouragement is 51% of Leadership by @DanReiland 5 Expensive Personal Leadership Decisions That Are Worth More than the Cost by @EricGeiger 8 Uncaring Workplace Reasons (..)

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Let's Grow Leaders

AUGUST 30, 2021

She didn’t realize how much her stress showed on the outside until a trusted manager on her team called her and said bluntly, “You’re changing.” A second manager followed up to say, “Your style works. Something to remember the next time your manager is stressed and not leading the way you would hope.

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Let's Grow Leaders

OCTOBER 4, 2021

I can’t tell you how many times a manager has come to me for advice after they’ve made a technically authentic, but clumsy move: Storming out of a staff meeting in anger. Authentic leadership is more than simply speaking up and sharing your truth. We tell our screw-up stories all the time from the keynote stage. .

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Let's Grow Leaders

MAY 31, 2021

You’re a human-centered leader working to create a courageous, speak-up culture filled with psychological safety. A culture where employees feel invited and encouraged to speak up and share their ideas and express their concerns. How to Include Your Reluctant Employees in Your Speak-Up Culture. Silent Ponderous.

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Leading Blog

JUNE 21, 2021

People listen to what you have to say, and follow you, because they want to, not because they have to. For a large majority of leaders, the struggle to have influence and impact comes from things that you can manage and change. Or, they push for autonomy when their manager wants engagement. The solution is far from magical.

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Let's Grow Leaders

NOVEMBER 7, 2022

Over-involved managers frustrate people all over the world, telling them what to do, slowing them down, and getting in the way. Interestingly, we hear an equally common frustration from these over-involved managers. This leads to a negative feedback loop where the manager causes some of the very outcomes that lead them to micromanage.

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Let's Grow Leaders

MARCH 13, 2023

And today, when our manager asked us for our ideas, that credit stealer immediately chimed in and shared MY idea as if it were her own. “I noticed you brought up the idea about in our staff meeting today. And this one works great if you have noticed a pattern with your manager taking credit.

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Let's Grow Leaders

JULY 15, 2024

For example: “I’m hearing that we need to move this project up to deliver this Friday and that we should postpone our work on the marketing effort until next week. Instead, gently correct: “Oh, actually, here’s what’s happening… What questions are coming up for you?” Coach the managers whose people don’t have it. Are they? (Or

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Let's Grow Leaders

AUGUST 2, 2021

Or, maybe you’re leading a fast-growing start-up, and it’s no longer feasible to have the direct influence you once had with every employee and customer. I regularly held town-hall meetings and other motivational meetings to get the team fired up and connected to our bigger purpose. What does “regular” mean?

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Let's Grow Leaders

AUGUST 14, 2023

We’ve done this exercise with up to 700 people. Incubator process to come up with and pitch practical ideas to the executive team. Even better, drop us an email and we can set up some time to talk you through. Or, people don’t feel safe, to speak up and share what’s on their hearts and minds.

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Let's Grow Leaders

AUGUST 23, 2021

This challenging and poignant question came up in one of our “ Asking For a Friend” segments following a recent keynote. In Courageous Cultures , I share a story of a well-intentioned manager who was coming across as a bully. “What do I do if I’m sure my team doesn’t like me?

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Lead Change Blog

JUNE 28, 2021

I am sure we have all heard the leadership adage, never walk past a piece of trash on the grounds of your workplace because it sets a precedent for those working for you to follow. When those who report to you are willing to step up and take over, and the task is within their capability to do it well, let them.

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Leading Blog

SEPTEMBER 18, 2020

Peter Drucker was asked whether he considered himself more of a historical writer or a management thinker: “More a historical writer,” Drucker answered. We therefore gain more valuable leadership insights from historical analogies and examples than by embracing the latest management fads. Servant Leadership—Put Followers First.

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Leading Blog

JUNE 8, 2021

While the last decade has flattened our organizations and reduced the need for some managers, the need to create leaders at every level has never been more necessary. We need connected managers to create community and spark collaboration. Supervisors hold the success of a business in their hands, and it’s all in how they manage.

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Lead Change Blog

MAY 4, 2021

Sean Glaze of Great Results Team Building shared The 3 Most Important Traits Teams Want in a New Manager. Follow Jennifer on Twitter at @NashCoaching. Learn 5 ways to manage your mind to better control your mouth. ” Follow David on Twitter at @ThoughtPartner. ” Follow Neal on Twitter at @exec_solutions.

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