Maybe a good idea to read the first two part of similar subject, on leadership blind spot
These 13 leadership lesson would act as guidance in avoiding or amending the 5 blind spots.
Make the organization purpose personal:
- People want to work for a purpose they support and admire.
- They want to be a part of an organization with solid reputation.
- They want to be able to look up to their leaders.
- To meet these expectations, leaders’ words and action must always support their organization’s purpose
- This helps establish leaders authenticity.
- Leaders must be strong communicators who can connect in a genuine way with their employees / subordinates.
Be passionate about your purpose, not your numbers
- numbers only measure progress
- never state your purpose in terms of numbers
- purpose inspires employees, numbers do not.
Proactively close the gap between what we say and what we meant
- telling people to be innovative, productive and more efficient is pointless
- people hears these words rather too often which after a while, it just become background noise.
- Communicate meaningfully, meaning, do what you say you will do.
Tell great stories
- compelling stories are memorable. in a way that data, slides and bullets never are.
- Yet many leaders rely on dry data and statistic to make their points.
- They should tell engaging stories.
- You might have the best strategic plan, but if the plan aren’t communicated effectively with a powerful story, everyone will remember.
- Use stories to get your points across with employees and with everyone else.
Don’t place foolish emphasis on WIIFM
- WIIFM means “what’s in it for me?
- It offers a powerful inducement, but you can use better motivators, such as “adventure and possibilities of what can be.”
- for most employees, these factors inspire more than self interest.
- People like a challenge.
- They like to make a difference and find a new ways to move ahead.
Focus on emotional versus the rational
- Before implementing a change program, these organizations muster relevant facts, communicate their plans to employees and wait for change to occur.
- Senior executive then think, “Our people don’t get it”.
- Instead of focusing on facts, focus on feelings, specifically on your staff thoughts and emotions.
- If you can’t get employees on your side in tackling a change initiative, it will never get off the ground.
- Connect with them, and they’ll make sure it does.
Use dialogue to reach the hearts and minds of your people
- employees want to believe that they matter to their organization.
- to demonstrate that you hold your staff members in high regards, talk to them regularly about important issues affecting the organization
- Dialogue transcends standard conversations.
- Dialogue involves “caring, listening, questioning, refining new ideas and finding better solutions.”
- Through dialogue, you tap into the ‘collective intelligence’ of your team.
- such intelligence has great power.
- Therefore, leverage it for the benefit of your organization
Flip the switch for your people
- often, when senior leaders engage in heartfelt dialogue with their employees, they end up amazed at the ‘untapped intelligence’ they uncover.
- keep your employees up to speed about the company latest challenges so you can gain meaningful input and learn from them
- which is a much better plan than always instructing them.
- show what you can learn from them
- make them, role models, of change champions of the organization
Embrace human variability
- human variability are inclusive of individual potential of high performances that make your organization special
Clarify hard lines, guidelines and no lines to make the complex simple
- ‘control and trust’ are essential for all organizations
- leaders must ask when they should exercise a firm rule, and when they should let employees use their own good judgment.
- balance the ideas of hard lines (how the organizations always handles things), guidelines (guardrails as needed) and no lines (employees figure things out for themselves)
Use humor – it’s not just funny, it’s breakthrough
- for decades, the cast members of Saturday Night Live have used humor to communicate basic truths.
- Organizations can use humor for the same purpose.
- Humor makes the work environment a safe space.
- When employees laugh with one another, they’re more inclined to speak freely.
Create a truth-telling culture
- employees who can’t speak honestly about their companies often develop a victim mentality.
- Reach out for ‘co-accountability’ instead, a culture where employees can tell each other the truth about the organization they work for and what they do.
To thyself be true and others will follow
- put aside your ego
- understand that everything at work doesn’t center around you
- instead of focusing on yourself, focus on the employees you lead.
- to engage your staff members, put them first
- as Richard Branson said, “client doesn’t come first, employees comes first, if you take care of the employees, they will take care of the customers.”
Categories: Personal Development