Leadership Team Development Thought – October 21

Leaders often ask me why people do not achieve the results they want. My response, they are unaware of the beliefs causing them to remain stuck. So here’s something to think about…

Something to Think About

 

 

 

 

 

 

 

 

 

 

 

 

The stories we tell ourselves come from the beliefs we developed over time. Here’s some stories people tell that limit their ability to achieve the results they want:

  • I am not smart enough
  • I do not deserve success
  • My family is overweight
  • Why try, I will fail anyway
  • I must do everything myself

What stories are you telling yourself? How are the stories preventing you from achieving success?

Call me (256.612.0015) for a FREE 30 minute strategy session to discuss how you can change your stories, to renew your thinking and transform your life!

3 Leadership Team Development Articles – Resilience

This week I focused on reading articles about leadership resilience. Here are the three choices for this week along with my comments.  Please let me know your thoughts too.

1. Resilience Through Mindful Leadershipby Bill George – What’s causing this dramatic shift in our consciousness about what it takes today to be an effective leader? It starts with the changes taking place in the world. We live in an era of globalization and rapid technological change that is creating volatility, uncertainty, chaos and ambiguity.

My Comment: While the article focuses on world changes, it offered me a way to become more mindful. Mindful leaders are self-aware and remain calm in the face of adversity. By doing so, they are able to concentrate their effort better and rally employees to take immediate action. Therefore, their teams outperform the competition.

2. The Paradoxical Traits of Resilient Peopleby Faisal Hoque – At the heart of resilience is a belief in oneself–yet also a belief in something larger than oneself. Resilient people do not let adversity define them. They find resilience by moving towards a goal beyond themselves, transcending pain and grief by perceiving bad times as a temporary state of affairs.

My Comment: The key to my resilience is to master the stories I tell myself when problems or setbacks occur. When I tell myself the issue cannot be solved or spend time blaming others valuable resources are wasted. Also, I become a victim of the circumstance and my leadership is ineffective. Therefore, it is important to face reality, change my story and determine what action I can take to solve the problem.

3. How Resilient Leaders Manage Anxiety – by Keith McFarland – What determines a company’s bounce—its resilience in times of adversity? Last month I pointed out that a leader’s attitude going into adversity is crucial. Effective leaders “embrace the bounce”—they understand that difficult times present an opportunity for a company to focus its vision and learn about itself and its customers.

My Comment: The natural tendency of an anxious leader or team is to operate from a security and control mindset. When this occurs they seek control and become frozen by fear and doubt. The outcome is unclear thinking that leads to poor decision-making. As a leader your role is to establish a sense of normal. Talk to the employees, understand how they feel and create a learning and discovery mindset. The goal is to reduce the stress caused by the problem or setback so employees will seek solutions

Leadership Team Development Quotes

How is the health of your team impacted by leadership?

Leadership Team Development Quote Temperture

Developing Leadership and Team Resilience

The intensity for leaders and teams to produce results faster along with constant changes can seem insurmountable. Fortunately, leaders and teams can successfully cope with the pressures and setbacks by developing resilience.

Developing Leadership and Team Resilience

I lead a regional human resources development team responsible for training 500 HR personnel. Recently, our training budget was eliminated due to financial constraints. Therefore, students could not travel to attend required training. As you might imagine, we panicked. Our overarching thought was, “how will this impact our jobs?”

Our situation may be different than yours. However, the emotions experienced during adversity are similar. Luckily, we recognized the importance of moving past our current mindset. Just as we did, you can apply the following four practices to develop resilience and overcome adversity.

See the opportunity in adversity. In our case, I asked the question, “What if we could provide training at no cost that simulated job requirements?” The initial response was it couldn’t be done. Instead of debating, I encouraged dialogue that reframed the problem into an opportunity for us to add value. With a new mindset, the problem became smaller while at the same time reducing everyone’s anxiety.

Adopt a get it done now attitude. Armed with a learning and discovery mindset, we brainstormed ideas, selected a solution and developed an implementation plan. With a plan in place, we made great strides in small steps to achieve the desired outcome. Furthermore, procrastination and emotions were minimized because we took action instead of simply wishing the problem did not exist.

Create collaborative relationships. Achieving the desired outcome meant enlisting the support of 15 HR Directors. First, it was important they understood how the new method would benefit them and their employees. Second, for the plan to succeed we needed the input from HR subject matter experts to develop simulated training scenarios. By involving the people impacted, we gained the necessary assistance for success.

Anticipate and manage setbacks. Since our idea was a new concept, we expected problems to occur. To manage the issues we established follow-up methods to address problems immediately, allowing the team to communicate the improvements. Furthermore, everyone continued to support and benefit from the training. As a result, managing setbacks minimizes finger pointing and blame.

Daily pressure and adversity are the norms in today’s work environment. How leaders and teams respond to problems is a choice. Choose to apply the four practices to become more resilient. The payoff is worth the effort.

Question: What other practices do you recommend for building resilience?

Leadership Team Development Quote – Resilience

Leadership Team Development Quote – Resilience

Like most leaders I am sure you have experienced difficulties and setbacks. In fact, it is very possible you are facing one now. If this is true, how are you leading yourself and others to a successful result. Maybe you are struggling right now. If this is the case stop right now and…

  • Identify a difficult situation you led successfully.
  • Brainstorm how you succeeded.
  • Apply this knowledge to develop a plan to succeed again.

During this activity remain focused on Nelson Mandela’s quote to understand how his development improved leadership and team resilience.

Leadership Team Development Quote - Resilience

7 Ways Leaders Can Practice Humility

Leaders that practice humility get the best from their followers!

Humble Leader

3 Leadership Team Development Articles – October 10th

Leadership Team Development Articles

This week I focused on reading articles that described the importance of humility to leadership and team performance. Here are the three choices for this week along with my comments.  Please let me know your thoughts too.

1. The Best Leaders Are Humble Leaders – by Jeanine Prime and Elizabeth Salib Harvard Business Review Blog – A recent Catalyst study backs this up, showing that humility is one of four critical leadership factors for creating an environment where employees from different demographic backgrounds feel included.

My Comment: The four practices outlined in the article, (1) Share your mistakes as teachable moments, (2) Engage in dialogue, not debates, (3) Embrace uncertainty and (4) Role model being a follower all provide leaders with opportunities to show they are human. Furthermore, showing your human side is a display of self-confidence and indicates you need the support of your followers to be successful.


2. John C. Maxwell: Humble Pie by John C. Maxwell Success – Once, early in my career, my friends gave me an unexpected gift, a T-shirt that read, “It’s hard to be humble when you’re as great as I am.” They laughed as they presented it to me, but I suspected they were trying to tell me something. Later, I approached one of the presenters and asked if I really was that way.

My Comment: I can relate to John’s comments about pride when I became a leader. PRIDE for me meant I was Personally Responsible In Doing Everything. That’s right I had all the answers and not open to input from others. As you might imagine I was miserable and took no ownership when mistake were made or something went wrong. Thanks to a great mentor, I learned to give credit to the team for the successes and owned failure when mistakes were made.


3. Study Finds Humble Bosses Are Bestby Laurie Merrill USA Today – Bosses who yell, threaten and micromanage their way to the top, often at the expense of miserable underlings are all too common in today’s workplaces. But the Tony Sopranos and Darth Vaders of popular culture are not the most effective CEOs in the real world, according to a new study from the W.P. Carey School of Business at Arizona State University.

My Comment: Leaders that practice humility recognize how much they need others. Therefore, they create an environment where the followers fully invest their talents to achieve organizational goals. The outcome is clear – more money on the bottom line, higher employee retention and increased customer loyalty. As Mia Angelou shares, “…people will always remember how you made them feel.” Moreover, the better they feel about themselves the more success everyone experiences.


John Bentley is a leadership team development coach, speaker and trainer. He is known as the Catalyst for Courage and an Inspiration for Change. To contact John call 256.612.0015 or email john@power2transform.com. To learn more about John’s program or services visit www.power2transform.comFollow John on Twitter: @power2transform

Humble Leadership

Leadership Development Quote

Humble leaders know they do not know everything. Therefore, they are willing to develop leadership skills by learning from their team.

How are you learning from those you lead?

Humble Leadership Quote - Brown