Amira Crawford’s Post

We tend to think that leadership is all about strategy, making decisions, and keeping things moving. Personally, I struggled with the thought that emotions could have a place in the mix. I figured if you wanted to lead, you had to push feelings aside and just get the job done. Newsflash: I couldn’t have been more wrong. Early in my career, I struggled with anxiety. I didn’t talk about it because, honestly, I thought it made me look weak. So, I buried it, and I pushed through. However, it was still showing up... Whether I liked it or not. I’d get short with people. I’d let my stress spill into conversations. And it made it so much harder to connect with the people around me. As self discovery prevailed, I realized I wasn’t struggling with my work... I was struggling to understand myself. Once I started to pay attention to my emotions and actually figure out what was driving them, everything changed. I learned to slow down, check in with myself, and ask: Why am I feeling this way? What’s really going on here? That awareness not only help me personally, but it also made me a better leader. I was able to communicate better, handle stress better, and actually connect with the people I was leading. When you can recognize the stress, frustration, or excitement in your team, you do a better job of leading through it, not just reacting. You build trust, real collaboration, and an environment where people feel seen and understood. Because leadership is less about leaving emotions at the door, and more about learning how to use them to lead better. -- P.S. In January 2025, I’m launching mental well-being coaching services to complement employee benefits. I will work with organizations who want to do more than just attract great employees... they want to keep them. My focus is on partnering with team leads and C-suite executives to help them better understand emotions, both in themselves and their teams. Here’s why this matters: employees don’t leave jobs, they leave environments where they feel unseen, unheard, or unsupported. Leadership with emotional awareness improves retention and transforms culture. When leaders understand their own emotions, they communicate better, build trust, and lead teams that are engaged and connected. Better benefits attract employees. Better leadership keeps them. I’m here to help organizations achieve both.

Is your leadership style creating an environment of openness or fostering silence? 👉 In a world where innovation and collaboration are vital for success, leaders must prioritize openness to unlock their team’s full potential. 👉 However, many leaders struggle to cultivate a genuinely open culture, often driven by fear of criticism or a desire to maintain control. This leads to disengagement, stifled creativity, and a lack of trust within teams. 👉 Without openness, communication falters, and the full spectrum of ideas and perspectives remains unheard. Here’s why traditional leadership approaches often fail to nurture an open environment—and how Leader TANGO offers a transformative solution: 1)Closed Communication Channels: 🔸 Problem: Many leaders rely on formal, structured communication that can stifle candid discussions and feedback. 🔹 Leader TANGO Solution: Leader TANGO encourages informal and spontaneous communication, creating a space where team members feel comfortable sharing their thoughts and ideas freely. 2)Fear of Judgment: 🔸 Problem: Leaders often worry that expressing their vulnerabilities or uncertainties may be perceived as weaknesses, leading to a culture of silence. 🔹 Leader TANGO Solution: Leader TANGO promotes a culture of psychological safety, where leaders model vulnerability and openness, encouraging team members to do the same without fear of negative repercussions. 3)Lack of Inclusivity in Decision-Making: 🔸 Problem: Traditional leadership can lead to exclusive decision-making processes that alienate team members and limit their input. 🔹 Leader TANGO Solution: By actively involving team members in decision-making, Leader TANGO fosters a sense of ownership and encourages diverse perspectives, leading to more innovative solutions. 4)Rigid Leadership Roles: 🔸 Problem: Leaders often feel confined to specific roles, making it difficult to connect with their teams on a personal level. 🔹 Leader TANGO Solution: Leader TANGO encourages leaders to embrace flexibility in their roles, fostering genuine relationships and facilitating open communication across all levels. 5)Dismissive Responses to Feedback: 🔸 Problem: When leaders dismiss or ignore feedback, it sends a clear message that openness is not valued, discouraging future contributions. 🔹 Leader TANGO Solution: Leader TANGO emphasizes the importance of active listening and valuing team input, reinforcing a culture where every voice is heard and respected. ➡️ By focusing on openness, inclusivity, and genuine engagement, Leader TANGO helps leaders create a thriving environment where creativity and collaboration flourish. P.S.: To learn more about Leader TANGO workshops, DM me with “TANGO.” Visit our website: leadertango.com #OpenLeadership #LeadershipDevelopment #CollaborativeLeadership #LeaderTANGO

🗣 “Effective leadership is putting first things first. Effective management is discipline, carrying it out.” – Stephen Covey. 🗣 So as leaders and managers building your respectful workplace culture, does your performance focus build psychological safety by putting first things first? Here's the thing … 🗣 If you’re a manager your focus may be primarily on task delegation and execution within existing frameworks. 🧠 If you’re coming from a leadership perspective, you may firstly inspire and empower your team to shape a more desirable future through shared vision, co-creation, and innovation. 🗣 Two totally different approaches, two totally different conversations … with dramatically different levels of psychological safety, outcomes and results. ➡ Managers typically assign tasks based on specific objectives or goals. ➡ Their focus is primarily on achieving short-term goals and meeting immediate project requirements. ➡ Managers monitor progress and ensure tasks are completed on time and within budget. ➡ Decision-making authority often rests with the manager, who oversees the execution of tasks. Here’s the drawback… 🛑 One way performance interactions focused on delegation are not the same as robust and respectful performance conversations. 🛑 Team members may be left feeling dictated to and psychologically unsafe. 🛑 Equity issues such as an unfair allocation of tasks or managers not valuing their team members’ contribution may leave team members feeling marginalised and minimised. 🛑 Team members can be left feeling uncertain about what their fellow team members are doing and uncomfortable about expressing their opinions. The point is … 💡 Low psychological safety leads to low performance and low retention. The bottom line is … 💚 “The manager administers; the leader innovates.” – Warren G. Bennis. 💚 Tomorrow I will post about how leaders can initiate conversations that propose actions and outcomes as well as encouraging team members to envision and participate in turning a more desirable future into reality. 💚 What conversations could you have to put first things first in a psychologically safe way that builds respect, safety, trust and performance instead of limiting it? 💚Need support? Book an appointment on my profile link (just below my name) above. #performance #psychologcialsafety #firstthingsfirst #trust #respectfulworkplace #respect Image by Gerd Altmann from Pixabay

𝗕𝗨𝗗𝗗𝗬 𝗩𝗦. 𝗕𝗢𝗦𝗦 The dilemma between being a buddy or a boss is a common challenge that many individuals in leadership positions face. While aspiring to be a friendly and approachable figure for your team is admirable, it's essential to maintain a balance and set clear boundaries to ensure effective leadership. Building a strong rapport with your employees is crucial for fostering a positive work environment. Having an open-door policy and showing genuine interest in your team's well-being can help create a sense of trust and camaraderie. However, it's important to remember that as a manager, your primary responsibility is to lead and ensure the success of the team and the organization as a whole. The pitfall of becoming too much of a buddy to your employees is the potential blurring of lines when it comes to performance management and disciplinary actions. When tough decisions need to be made, it can be challenging to hold individuals accountable if a friendship dynamic has developed. This can lead to issues with fairness, consistency, and overall team morale. As a manager, it's crucial to treat all employees equally and fairly, regardless of personal relationships outside of work. While it's perfectly acceptable to celebrate team successes and build camaraderie through social events, it's important to avoid creating an environment where certain individuals are perceived as favorites based on personal connections. Ultimately, striking the right balance between being approachable and maintaining authority is key to effective leadership. Setting clear expectations, providing constructive feedback, and addressing performance issues objectively are essential aspects of being a successful manager. Remember, earning respect as a boss is about demonstrating fairness, consistency, and professionalism in all your interactions with your team members.

Spotting bad leadership quickly can save your team and company from a lot of trouble: - 🚫 Self-Centered Focus: Prioritizing personal achievements over team success. - 🌟 Credit Hogging: Taking all the glory for team efforts without acknowledgment. - ❌ Infallibility Complex: Never admitting mistakes, stifling communication. - 👑 Micromanagement: Over-controlling and not delegating, crushing creativity. - 😡 Bullying: Creating an unsafe, aggressive work environment. - 👻 Absenteeism: Being disengaged or frequently unavailable when needed. #Leadership #Management #WorkplaceCulture - 🚫 Managers should foster team collaboration rather than focus on personal gains. - 🌟 Recognizing team efforts boosts morale and encourages future contributions. - ❌ Admitting mistakes builds trust and promotes a healthy work environment. - 👑 Delegating tasks empowers employees and enhances innovation. - 😡 Addressing bullying is crucial for maintaining a productive and safe workplace. - 👻 Being present and engaged is essential for effective leadership and team support. https://lnkd.in/gpuupb62

Are High Standards Holding You Back? High standards are often a hallmark of great leadership. But when those standards become too rigid, they can derail progress, strain relationships, and even jeopardize your career. If you’re noticing burnout, missed deadlines, or tension on your team, and suspect it could be due to your high standards, it’s time to reassess your approach. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗳𝗶𝗻𝗱 𝗯𝗮𝗹𝗮𝗻𝗰𝗲: 1️⃣ Pause and Reflect Take 15 minutes to examine your standards. Are they aligned with organizational goals? Have you clearly communicated them to your team? High standards lose their value if they’re misunderstood. Reevaluate what “good enough” means and adjust where necessary. 2️⃣ Flex Where It Matters Perfection often comes at a cost. Ask yourself: Are those extra hours fine-tuning minor details worth sacrificing your team’s morale and productivity? Prioritize trust and collaboration by aligning your expectations with your team’s capacity and project objectives. 3️⃣ Check Your Culture Fit Your leadership style should complement your workplace culture. Regularly seek feedback from peers and managers. If your standards consistently clash with your organization’s approach to work, it might be time to adapt—or to explore environments better suited to your style. 4️⃣ Embrace Productive Conflict Disagreements aren’t roadblocks—they’re opportunities. Approach conflicts with respect, listen actively, and find solutions together. True leadership isn’t about imposing perfection; it’s about fostering collaboration that drives meaningful results. High standards should elevate, not alienate. Great leaders strike a balance between pushing for excellence and creating an environment where their team feels empowered, valued, and supported. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: Leadership isn’t about being perfect—it’s about progress, adaptability, and connection. ♻ Repost to help your network. Follow JRM Human Capital by Jason R. Murphy for more leadership insights. #𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆𝗴𝗿𝗲𝗮𝘁𝗱𝗮𝘆

Can managers become friends with their team members without lines being blurred? This is a question I get asked a lot, especially by individuals who have been promoted within a team where they are currently in. How do the dynamics change? We are, after all, humans and friendships within the workplace are inevitable. Sometimes we, as leaders, can form friendships with those we manage too. Managers can indeed become friends with their team members, but it requires careful navigation to avoid blurring professional boundaries. The key lies in maintaining a balance where mutual respect and clear expectations are upheld. I like to say fair and consistent across the board. Firstly, it's crucial for managers to establish and communicate boundaries explicitly. This can involve distinguishing between professional duties and personal interactions. For instance, work-related feedback and decisions must remain objective and unaffected by personal relationships. Secondly, transparency is essential. Managers should be open about the nature of their friendships within the team, ensuring there is no favouritism. This helps in maintaining trust and fairness among all team members. Thirdly, professionalism should never be compromised. Even in a friendly relationship, managers must continue to enforce boundaries and rules, meet deadlines, and hold everyone accountable. Personal interactions should not interfere with workplace responsibilities or performance evaluations. Can be easier said than done though! Empathy and emotional intelligence play a significant role. Managers need to remain aware of how their actions and decisions affect the dynamics within the team. They should be able to step back and reassess if the friendship begins to influence their judgement. Lastly, setting boundaries outside of work is important. Socialising is fine, but managers should be cautious about sharing the dreaded TMI or engaging in activities that might lead to conflicts of interest or discomfort among other team members. While managers can be friends with their team members, maintaining a professional equilibrium is essential. Managers can foster healthy friendships without compromising their leadership role. What do you think? Let me know in the comments below. #leadership #management #coaching #learning #networking

A leader's #1 job is to enable the success of others. When a manager asks a lot of questions or wants to know how things are being done, they may be genuinely interested, under pressure to ensure good delivery, or they have a reasonable doubt of a successful outcome. Perhaps they don't know what your capabilities are yet. ☹️ For a competent, independent person, this is very uncomfortable. It can feel like a lack of trust, but that isn't necessarily the case. ❓️ When feeling micromanaged, try asking "What are the problems you need me to solve?" and then, "Can I solve this on my own? or would you prefer that I bring you options?" 💪 This approach helps demonstrate ownership and helps pinpoint areas of concern for further contemplation and conversation. It also allows you to "own" the solution without excluding your manager's input or having them feel uninformed. 🔍 From a manager perspective, it's important to clarify why you're digging in and be clear about what is driving your level of engagement. Remember to reinforce your trust and confidence in the person, or be open about what needs to happen to earn your trust and confidence. 🤔 Transparency about "the why" is critical. Are you paying closer attention because the project or client is really impactful to your business? Have there been critical misses in the past? Is there information or knowledge that you need to insert into the decision making process? Are you simply trying to help? 🗣 Open and constructive dialogue will help everyone feel a bit better about when and where a leader needs to be more involved. It will also create an environment where people feel safe in sharing challenges and asking for help when they need it. #earnyourgreatness #transparency #leadership #betterresults #servantleader #workinprogress #achievemore #maketimematter

🌲. "A good team leader serves not only as a manager but also as a shield for their team, playing a vital role in their development, motivation, and protection from various challenges. Here’s how a good leader protects and supports their team" 1. Shielding from External Pressure: Leaders often absorb a significant amount of external pressure from higher management or clients, filtering it to ensure that their team can focus on their tasks without being overwhelmed. This involves negotiating deadlines, setting realistic expectations, and advocating for the team's capacity and needs. 2. Creating a Safe and Trusting Environment: By fostering an atmosphere of trust and safety, team leaders encourage open communication. Team members feel comfortable discussing issues, challenges, and failures without fear of undue criticism or retribution, knowing their leader will support them. 3. Navigating Organizational Politics: Good leaders navigate the complexities of organizational politics to protect their team. They advocate for their team’s interests, secure necessary resources, and shield the team from unnecessary bureaucratic interference, allowing them to concentrate on their work. 4. Providing Clear Direction and Expectations: By setting clear goals and expectations, leaders ensure their team knows what is needed and by when, preventing confusion and the stress that comes with uncertainty. This clarity allows the team to focus on achieving objectives without worrying about shifting priorities. 5.Offering Support and Resources: Leaders actively work to provide their team with the resources, training, and support needed to overcome challenges. This might include tools, knowledge, or additional manpower, enabling the team to tackle obstacles more effectively. 6. Managing Workload: Good leaders keep an eye on the team's workload, ensuring it is balanced and manageable. They prioritize tasks and reassign workloads as necessary to prevent burnout, acknowledging that a team can only perform well if its members are not overburdened. 7. Mediating Conflicts: By mediating conflicts within the team or with external stakeholders, leaders maintain a harmonious working environment. They address issues promptly and fairly, preventing conflicts from escalating and affecting the team’s morale and productivity. 8. Personal Development: Leaders invest in the personal and professional growth of their team members, protecting them from stagnation. This might involve mentoring, training opportunities, or stretching assignments to build their skills and confidence. If you encounter challenges in establishing your #BrandIdentity, #marketing, #networking or #accountGrowth don't hesitate to get in touch with me for expert guidance and support. Follow For More:- Krishnaa Shinde 🦚🦋 #mindset #mindfulness #motivation #inspirational #india #linkedin #linkedingrowth #skills #pages #linkedIntalent #solutions #teamleadership #protectiveteamleader