Articles tagged with: Emotional Intelligence
There is no argument that effective leadership requires a variety of competencies in the leader’s toolbelt. Some of these tools include effective communication, inspiring, directing, creating vision, strategic thinking, building relationships, adaptability, drive, execution and emotional intelligence. Coaching is a relatively new tool for the leadership toolbelt. Like all the other leadership competencies mentioned, coaching is not the only tool for leaders; however, it is an important one.
There are many misconceptions of what coaching is and even how to use it, and leaders often think they are coaching when they are not. For example, a leader meets with a team member to discuss a challenge, situation or area for improvement and basically tells the employee how to resolve the problem. He or she may tell a story of resolving a similar situation. Next, the leader encourages the team member to “get out there and make the changes.”
Does this scenario sound familiar? Although this approach may have a place in leadership (in fact, it’s more like mentoring), too often, it becomes overused. When a leadership competency is overused, it becomes a weakness.
Read the article in it's entirety here: http://www.trainingindustry.com/blog/blog-entries/add-coaching-to-the-leadership-toolbelt.aspx
With this new year upon us, and working with the same drive and enthusiasm that we use every day to elevate your career, let’s look at the factors that will ensure positive, and sustainable, change for 2017.
It all starts with self awareness. Taking an assessment like Strengthfinders or Emergenetics will help you identify the types of activities that either give you energy or drain your energy . The insight you gain with this information will be crucial in understanding where your strengths lie so that you can capitalize on them and shine. Sure, you may be able to do any given job. Who knows, you might even be able to master it. However, the real payoff comes when you discover your underlying strengths (ones that you might not even know existed) and pursue them with the same amount of gusto that you otherwise might have wasted on a job that is draining the life out of you.
What have people said to you about your work or your habits? What have you heard them say that you are good at? Better yet, what have you hear them say that you are not good at? The more honest the feedback, the better. Because we are not the best at analyzing ourselves in these types of circumstances, gathering this type of information will be a tremendous help. Make sure to nurture a thick skin though, because believe it or not, none of us are good at everything. In American culture, we have heard time and again that we can do anything. Well no, sorry to say, the truth is that you cannot do anything. Just recognizing that can be liberating and empowering.
With your personal values clear in your mind, ask the types of questions that will help you understand what is genuinely at your core and what it is that you truly seek. Do you want to be in a small organization or a large organization? Do you want to be in a private, public, or non-profit setting? Does the purpose of the organization align with your purpose? What kind of people and team do you want to work with? Think about what it is that you are really looking for. For example, if you want a job with adventure and you get a job requiring you to be behind a desk all day, it can be extremely unfulfilling. Of course, you can seek adventure in other parts of your life, but think about it: a day job is 10 hours a day. If you can find something that gives you energy, rather than drains it, that is the perfect start for positive and sustainable change.
Prepare for Challenges
If you are not careful, your career controls you. If you get on a path where you are getting promotions but being moved around and getting positioned where you are losing control of the important things around you, you are now wearing the golden handcuffs. You have a great job, a title and money, but you feel miserable. You’ve let your career control you instead of you controlling your career. If you are going to make a career change, this is your opportunity to slow down, answer these questions and figure out what you really want.
Sustainable change is difficult, there’s no question. We all face daily battles that seem to put us back five steps after we’ve fought tooth and nail for the last four . It is for this very reason that, before we set out into the unknown, we need to first do our homework and figure out what really makes us tick. Go take that assessment, talk to that trusted friend, ask yourself those important questions and, most importantly, prepare for what might set you back. With each step you take and question you ask, you are gathering the building blocks for a solid foundation for change. Finally, be confident that you will ultimately make the right decisions that will keep paying you back day after day. You owe it to yourself.
Building Your Leadership Legacy
Most leaders don’t think about their leadership legacy. They think a legacy is something for older people or something you leave when you die. A Legacy, however, is something more. A true Legacy is a living thing that is a gift to both the giver and recipient and as it is passed on, it adds to the leader’s reputation. It is possible a legacy is not “formally” recognized until after a person retires; however, just as a person begins building their financial legacy from the day the begin their career, so a leader begins building thier leadership legacy the day you begin leading. This means leaders who desire a meaningful legacy need to be proactive.