彭子宸 Anne Phey’s Post

𝐅𝐢𝐫𝐞 𝐨𝐫 𝐃𝐨𝐧’𝐭 𝐅𝐢𝐫𝐞? What should a leader do when: - A team member consistently misses their responsibilities? - There’s always a reason - an excuse - but no accountability? - I feel like I’m walking on eggshells to avoid upsetting them? It’s frustrating, especially when I can’t afford to lose them, and taking on their role myself isn’t an option. 𝐒𝐭𝐞𝐩 𝟏: 𝐀𝐬𝐬𝐞𝐬𝐬 𝐭𝐡𝐞 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧 - Are the accountabilities clear? Do they know what’s expected of them? - Is this a matter of skill, motivation, or external factors? - What’s the impact on the team and organizational goals? 𝐒𝐭𝐞𝐩 𝟐: 𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐎𝐩𝐭𝐢𝐨𝐧𝐬 - Invest in Development: Provide training or coaching to address gaps. - Reassign and Restructure: Can we redistribute tasks or hire support? - Set Clear Boundaries: Establish non-negotiables and monitor progress. But moments like these aren’t just about the other person. They’re an invitation for me, as a leader, to reflect: 𝐖𝐡𝐨 𝐚𝐦 𝐈 𝐢𝐧 𝐭𝐡𝐢𝐬 𝐝𝐲𝐧𝐚𝐦𝐢𝐜? - Do I avoid conflict or hesitate to confront performance issues directly? - Am I enabling this behavior by accepting excuses instead of driving accountability? - What unspoken messages might my communication or actions send to the team? 𝐖𝐡𝐚𝐭 𝐬𝐡𝐨𝐮𝐥𝐝 𝐈 𝐚𝐝𝐣𝐮𝐬𝐭 𝐢𝐧 𝐦𝐲 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡? - 𝐂𝐥𝐚𝐫𝐢𝐭𝐲: Am I setting crystal-clear expectations and holding people accountable? - 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐯𝐬. 𝐁𝐨𝐮𝐧𝐝𝐚𝐫𝐢𝐞𝐬: Am I balancing understanding their challenges with protecting the organization’s goals? - 𝐂𝐨𝐮𝐫𝐚𝐠𝐞: Do I face difficult conversations confidently, or delay them? 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐨𝐭𝐡𝐞𝐫𝐬 - 𝐢𝐭’𝐬 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐨 𝐰𝐞 𝐚𝐫𝐞 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐰𝐞 𝐬𝐡𝐨𝐰 𝐮𝐩. These situations often mirror unspoken dynamics: - 𝐓𝐡𝐞 𝐟𝐞𝐚𝐫 𝐨𝐟 𝐥𝐨𝐬𝐬: What if I lose this person and can’t replace them? - 𝐓𝐡𝐞 𝐧𝐞𝐞𝐝 𝐟𝐨𝐫 𝐡𝐚𝐫𝐦𝐨𝐧𝐲: Am I over-prioritizing avoiding conflict? - 𝐓𝐡𝐞 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐨𝐟 𝐭𝐡𝐞 𝐥𝐞𝐚𝐝𝐞𝐫: Sometimes, the behavior I see in my team points to changes I need to make in my leadership style. This is more than a practical dilemma; it’s a chance to grow as a leader. What do you think? When faced with a challenging team member, how do you balance personal growth, team needs, and organizational success? I’d love to hear your thoughts. #LeadershipChallenges #TeamManagement #ExecutiveCoaching #OrganizationalPsychology #CareerGrowth

Strong leaders aren’t just born — They master emotional intelligence, the secret weapon behind truly inspiring leadership. Leadership isn’t just about making decisions and setting goals; It's also about understanding and connecting with your team on a deeper level. Effective communication and emotional intelligence, Imagine transforming your interactions from transactional to transformational. → That’s the power of 𝙎𝙤𝙘𝙞𝙖𝙡 𝙄𝙣𝙩𝙚𝙡𝙡𝙞𝙜𝙚𝙣𝙘𝙚. Empathy is the key to it. It’s not solely about listening; it’s about truly understanding your team's needs and emotions. Hᴇʀᴇ ᴀʀᴇ 7 ᴛɪᴘꜱ ᴛᴏ ɪᴍᴘʀᴏᴠᴇ ʏᴏᴜʀ ʟᴇᴀᴅᴇʀꜱʜɪᴘ ɪᴍᴘᴀᴄᴛ: 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗮𝗰𝘁𝗶𝘃𝗲 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: ➪ Give full attention to your team members. Listen with all senses. Assess their non-verbal cues. 𝙏𝙞𝙥: ➟ Put away distractions, maintain eye contact, and nod to show understanding. 𝗨𝘀𝗲 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲𝘀: ➪ Acknowlegde, summarize and validate their feelings and concerns. 𝙏𝙞𝙥: ➟ Reflect back what they say by saying, “It sounds like you feel…” 𝗢𝗯𝘀𝗲𝗿𝘃𝗲 𝗻𝗼𝗻-𝘃𝗲𝗿𝗯𝗮𝗹 𝘀𝗶𝗴𝗻𝗮𝗹𝘀: ➪ Pay attention to body language and facial expressions. 𝙏𝙞𝙥: ➟ Note if their body language matches their words; ask clarifying questions if they seem conflicted. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: ➪ Focus on improvement, not criticism. 𝙏𝙞𝙥: ➟ Use the “sandwich” method: start with a positive, discuss the area for improvement, and end with encouragement. 𝗦𝗵𝗼𝘄 𝗮𝗽𝗽𝗿𝗲𝗰𝗶𝗮𝘁𝗶𝗼𝗻: ➪ Regularly acknowledge their efforts and achievements. 𝙏𝙞𝙥: ➟ Implement a weekly shout-out or recognition moment in team meetings. 𝗕𝗲 𝗽𝗿𝗲𝘀𝗲𝗻𝘁: ➪ Make time for one-on-one interactions. 𝙏𝙞𝙥: ➟ Schedule regular check-ins to discuss their progress and concerns. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗼𝗽𝗲𝗻 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: ➪ Create a safe space for sharing ideas and concerns. 𝙏𝙞𝙥: ➟ Set up anonymous feedback tools or suggestion boxes to foster honesty without fear of judgment. Investing in understanding your team yields higher productivity and satisfaction. It's well worth the effort. 𝙒𝙝𝙖𝙩’𝙨 𝙤𝙣𝙚 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚 𝙮𝙤𝙪’𝙫𝙚 𝙛𝙖𝙘𝙚𝙙 𝙖𝙣𝙙 𝙝𝙤𝙬 𝙙𝙞𝙙 𝙮𝙤𝙪 𝙤𝙫𝙚𝙧𝙘𝙤𝙢𝙚 𝙞𝙩? #LeadershipSkills #SocialIntelligence #EmpathyInLeadership #TeamBuilding #EffectiveCommunication #LeadershipTips #HighPerformance ————————— Repost if this resonated ♻. Thanks! Follow me Vanessa Braun and tap the (🔔) on my profile! I write daily about personal development.

Empathy truly sets strong leaders apart. Listening and understanding build real connections. Great tips here ⬇️⬇️⬇️

"Is the Image🧐 of You as a Leader Adding Stress to Your Team?" Follow Isha Khanna🌄🏆🥇 A few years ago,Raunak, a senior manager at a tech company noticed that despite his efforts to motivate the team, morale was low, and deadlines were being missed❌. After a series of one-on-one discussions, he realized the problem wasn't his leadership skills, but the way his team perceived him. His focus on results had unintentionally led the team to believe he was unapproachable and overly demanding, which caused stress😬 and disengagement😐. To address this, Raunak made a conscious effort to become more approachable and transparent. He began holding regular check-ins, encouraged open conversations🗣️ about challenges, and actively sought feedback on his leadership style. Over time, the team's perception of him shifted. They felt more supported, and their stress levels decreased significantly. As a result, the team became more productive and met their targets consistently. This example shows how a leader's perceived image can unintentionally impact team stress and performance—and how reshaping that image through empathy, openness, and approachability can lead to positive change. As leaders, we often focus on how we manage, motivate, and guide our teams. But have you ever considered the possibility that it's not your actions causing stress, but the perception your team holds of you? Here are 4 solutions to help reshape that perception and reduce unnecessary stress: 1. Communicate Openly🗣️ Transparency can dispel misconceptions. Regularly engage in open conversations to understand how your team views you and clarify any misunderstandings. 2. Be Approachable👨💼👩💼 A leader who seems unapproachable can create unnecessary tension. Encourage an open-door policy where team members feel comfortable bringing their concerns without hesitation. 3. Show Empathy💟 Take time to understand the personal and professional challenges your employees face. By acknowledging their struggles, you can alleviate stress and create a more supportive environment. 4. Lead by Example👣 Demonstrate calmness and balance in your leadership style. When your actions consistently align with your values, it builds trust, and your team’s perception of you shifts positively. Remember, the way your team perceives you has a direct impact on their performance and well-being. Take control of that narrative and cultivate an image that reduces stress and fosters growth. Get in touch for #Leadership #CorporateTraining #NLP #PositiveWorkCulture #SoftSkills #Coaching Thanks Isha khanna www.ishakhanna.com #ishakhanna #lifecoaching #Positivity #SelfGrowth #Leadership #SoftSkills #BehavioralTraining #ishakhanna #MindsetMatters #Empowerment #employeewellbeing,#mentalwellbeing

𝗜𝗻 𝗮 𝘄𝗼𝗿𝗹𝗱 𝗼𝗳 𝗰𝗼𝗻𝘀𝘁𝗮𝗻𝘁 𝗰𝗵𝗮𝗻𝗴𝗲, 𝗼𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹 𝘀𝘁𝗮𝗻𝗱𝘀 𝗼𝘂𝘁 -- 𝘁𝗵𝗲 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝘁𝗿𝘂𝗹𝘆 𝗹𝗶𝘀𝘁𝗲𝗻. This insight unveils a critical aspect of effective leadership during turbulent times. Let's explore how we can harness the power of empathetic listening to navigate change: • 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝘁𝗵𝗲 𝗛𝘂𝗺𝗮𝗻 𝗘𝗹𝗲𝗺𝗲𝗻𝘁: Change isn't just about processes or strategies - it's deeply personal. Recognizing this is the first step to effective leadership. • 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: "We need to feel listened to, like somebody is hearing us and empathizing with whatever is going on for us." Empathy isn't just nice to have; it's essential for guiding teams through transition. • 𝗔𝗻𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲: "You're going to have members of your team who are not going to manage to change well." Expect and prepare for varying levels of adaptability within your team. • 𝗖𝗿𝗲𝗮𝘁𝗲 𝗦𝗮𝗳𝗲 𝗦𝗽𝗮𝗰𝗲𝘀: "You need to find a way to hear them and you need to find a way so that they feel heard." Cultivate an environment where team members feel safe expressing their concerns. • 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: "Really listening to them and feeding back some of their words to them." This technique ensures your team members feel truly understood. • 𝗩𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀: Recognizing and validating emotions can be incredibly powerful in building trust and resilience. • 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝘀 𝗮 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆: Far from being a 'soft' skill, empathy is a crucial tool for effective leadership and team cohesion. 𝗪𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝘁𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘀𝗼 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗶𝘀 𝗶𝘁𝘀 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝗵𝘂𝗺𝗮𝗻 𝗮𝘀𝗽𝗲𝗰𝘁 𝗼𝗳 𝗰𝗵𝗮𝗻𝗴𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. Using empathetic listening, leaders can build the trust and understanding necessary to guide their teams through even the most challenging transitions. In a business world that often prioritizes speed and efficiency, your ability to slow down and truly listen could be the differentiator that sets your leadership apart. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝗼𝗳 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴? P.S. Can you recall a time when feeling truly heard made a significant difference in your ability to navigate change? 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗱𝗶𝘃𝗲 𝗱𝗲𝗲𝗽𝗲𝗿? 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘃𝗶𝗱𝗲𝗼 "𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗙𝗶𝘃𝗲 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗠𝗶𝗻𝗱𝘀𝗲𝘁𝘀 𝘁𝗼 𝗔𝗱𝗼𝗽𝘁 𝗡𝗼𝘄" 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗳𝗼𝗿 𝗺𝗼𝗿𝗲 𝗴𝗮𝗺𝗲-𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗼𝗻 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗴𝘂𝗶𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗵𝗮𝗻𝗴𝗲. https://lnkd.in/eRn5mdpY

Your Team is Watching—Are You Leading by Example or Just Giving Lip Service? Here’s a hard truth: your team doesn’t care about your speeches. They care about your actions. Every decision you make, every conversation you have, and every reaction you show in the workplace is under the microscope. Your team is constantly observing and learning from how you behave, not what you say. Just like a child mirrors the actions of their parents, your team mirrors your leadership style. If you handle a crisis calmly, they’ll model that. If you show empathy in difficult conversations, they’ll follow your lead. But if you preach about collaboration and then micromanage every task? Guess what—they’ll see through the words and lose trust in your leadership. Want a high-performing, engaged, and empowered team? Here’s how you do it: 1. Walk the Talk – Don’t just tell your team to prioritize work-life balance—show them. Leave the office on time. Respect personal boundaries. Your team will feel more comfortable doing the same without guilt. 2. Handle Pressure with Grace – Leadership isn’t about how you act when everything’s smooth sailing. It’s about how you respond when the heat is on. Keep your composure under pressure, and your team will learn resilience by watching you. 3. Foster Accountability – If you want accountability, you must be accountable first. Own your mistakes. Admit when you’re wrong. This creates a culture where everyone feels safe to take ownership. 4. Model Empathy – Show that you care about your team as humans, not just workers. A small act of kindness or genuine concern can create a ripple effect throughout your entire team. 5. Lead with Integrity – If you expect honesty and transparency, you need to demonstrate it. Be open with your team about decisions, challenges, and goals. Authenticity builds trust. The most powerful leaders don’t lead from the front with orders—they lead by example. Every day is an opportunity to shape your team’s culture through your actions. What are you modeling? 👉 Your team is watching. Are you leading the way you want them to follow? 💡 What leadership traits do you think are most important to model? Let’s discuss in the comments! 👇 If this post resonated with you, hit that repost button to share it with your network! 🔄 💡 Follow me Shikhar Singh Harnwal for more insights on leadership, growth, and workplace culture. #LeadershipByExample #LeadWithIntegrity #WorkplaceCulture #LeadByAction #LeadershipDevelopment #LeadershipMatters #BusinessLeadership #EmpathyInLeadership #LeadFromTheFront #ExecutiveLeadership #ManagementSkills #WorkplaceSuccess

What if the key to unlocking your team's potential lies within you? It’s not uncommon for leaders to find themselves struggling to connect with their teams, leading to inefficiencies and disengagement. The solution? 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 (𝗘𝗜) —a powerful tool that can transform how leaders engage with their teams. How can you do this? 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗦𝗲𝗹𝗳-𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗮𝗻𝗱 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 - Dig deep through self-reflection by asking, "How do my emotions influence my interactions?" - Use empathy mapping to understand team members' motivations and challenges, fostering deeper connections. 𝗙𝗼𝘀𝘁𝗲𝗿 𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 - Implement emotional check-ins during meetings to promote openness and trust. - Practice active listening by summarising team members' inputs before responding, showing that their voices are valued. 𝗨𝘀𝗲 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 - Focus on identifying underlying needs during conflicts to transform them into opportunities for consensus-building. “I’m hearing you are wanting autonomy to solve this. Is that right?” 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - Regular feedback sessions can frame feedback as a growth tool rather than criticism, enhancing team morale. 𝗘𝗻𝗵𝗮𝗻𝗰𝗲 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗶𝗻𝗴 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗜 - Consider the emotional impact of decisions on the team to guide empathetic leadership. Balancing work demands often means less time for family, yet research shows that positive family interactions can enhance leadership effectiveness. Leaders who engage with their families tend to bring empathy and understanding back into the workplace, creating a more cohesive environment. Are you ready to lead with emotional intelligence? Let's connect and explore how coaching can elevate your leadership skills and transform your team's dynamics. —-------------------------------------------- Hi, I am Clinton. I help executive leaders go from operational firefighters to strategic visionaries, mastering the art of calm command. ✔ Like, Comment, Share and Follow 🔔 Hit the bell on my profile to see content as it is posted -> Clinton Pascoe 📧 DM me to find out about how I can support you or your organisation. —---------------------------------------------

Could you learn a new language, which only has 5 words⁇ Word 1️⃣ – Goal/Task Word 2️⃣ – Competence Word 3️⃣ – Commitment Word 4️⃣– Direction Word 5️⃣– Support 🙋🏽♀️ In a survey, when asked, employees said that the:   Biggest Leadership Mistakes are 🤦🏻♂️- 1.     Lack of listening - 41% 2.     Under-supervision, over-supervision, direction, or delegation - 27% 3.     Lack of management skills - 14% 4.     Lack of support/inappropriate support - 12% 5.     Lack of accountability - 5% The Top Things leaders fail to do are 🤦🏽♀️-                                      1.     Fail to provide feedback (recognition or redirection) - 82% 2.     Fail to listen or involve - 81% 3.     Fail to use the right leadership style (over or under-supervise) - 76% 4.     Fail to set clear goals - 76% 5.     Fail to develop others - 59% SLII® leaders give their people what they need, when they need it, accelerating their development and creating a more productive, passionate workplace. SLII® teaches us about 3 skills, six conversations, and partnering. These work equally as well with peers as well as with team members and direct reports. They are influencing skills that are not based on position power. That’s why they can be used with direct reports, colleagues, managers, as well as in and outside the work setting, even at home. Three Skills 🌟 1.     Goal Setting  Getting alignment on what needs to be done and by when 2.     Diagnosing Assessing someone’s competency and commitment on a specific goal or task 3.     Matching Providing the appropriate leadership style Six Conversations 👥 1.     Alignment Conversation. Effective Alignment Conversations that run through all the 3 skills and lead to effective and collaborative ongoing conversations. 2.     The Four Style Conversations. These conversations are challenging, particularly if the style you need to use to match the development level is outside of your comfort zone.  3.     One on One Conversation.  Should be scheduled weekly or once every other week to address exactly what the team member would like to discuss. Partnering: 🔗 This means getting your team members agreement and permission to engage in the right conversation and to use the right leadership style at the right time to help them achieve their goals and develop their competence, motivation, and confidence 🌳If you are interested in learning how to inspire your leaders to accelerate development and autonomy, use a common leadership language, enhance performance and achievement, and to improve engagement and retention then please do get in touch for a chat. 💬🤝 #situationalleadership #unleashpotential #leadershipdevelopment #managementdevelopment

Let’s talk about leadership. Specifically, let’s discuss how self proclaimed “cool managers” are actually very toxic to both employees and the company. **The Myth of the “Cool Manager”: Why Being Liked Can Be Toxic** The “cool manager” is a familiar figure in many workplaces—a boss who prioritizes being liked, fostering camaraderie, and acting more like a friend than a leader. While this might seem ideal, it can actually create a toxic work environment. 1. **Blurring Boundaries** When a manager becomes too friendly, professional boundaries can blur, leading to confusion about roles and responsibilities. This can also create perceptions of favoritism, further complicating team dynamics. 2. **Avoiding Accountability** Cool managers often avoid difficult conversations to maintain their likability. This avoidance can lead to unresolved issues, underperformance, and resentment among team members who see standards being unevenly enforced. 3. **Undermining Authority** By trying to be one of the team, cool managers can undermine their own authority, making it difficult to lead effectively. This lack of clear leadership can erode respect and team morale over time. 4. **Inconsistent Decisions** Cool managers may prioritize being agreeable over being decisive, leading to inconsistent decision-making. This can create confusion and weaken overall team performance as priorities become unclear. 5. **Stifling Growth** These managers may avoid giving constructive feedback, fearing it could damage their cool image. This can stunt employees’ professional growth, leaving them without the challenges they need to develop and excel. 6. **Encouraging Mediocrity** By focusing on being liked, cool managers may inadvertently lower the bar for performance. Without being pushed to excel, employees can become complacent, leading to a decline in overall team success. Conclusion: The Need for Balance Effective management isn’t about being cool; it’s about being fair, consistent, and respected. While building strong relationships is important, maintaining professional boundaries and authority is crucial for guiding teams to success. True leadership involves pushing teams to grow, making tough decisions, and fostering a culture of trust and excellence, not just popularity. What are your thoughts? Have you experienced the “cool manager” and realized that “cool” was not what you experienced at all? Curious about the experience of others. #notoxicworkplaces

Do you think your organization or your team struggle with trust issues? Lack of trust can significantly erode productivity and get in the way of success. A CEO of a mid-sized company recently faced a challenge: a team survey revealed that the company culture felt unsafe and toxic. To address this, he invited me to facilitate a team-building exercise. To kick off the exercise he told his team, “you all have to start trusting each other.” While his intentions were good, this directive approach is not the right way to get the results he wanted. Genuine trust cannot be mandated (in fact, doing so further erodes trust). When leaders demand trust, compliance may follow, but it is often superficial. To cultivate a culture of trust, leaders must adopt a stance of curiosity, humility, and deep listening. Here’s how you can foster this environment in your team: 1. Curiosity Show genuine interest in your team members’ perspectives and experiences. Ask open-ended questions and encourage dialogue, even when you don’t agree with what’s being said. When people feel heard, they are more likely to open up and trust develops naturally. 2. Humility Acknowledge that you don’t have all the answers. Admit mistakes and show vulnerability. This sets a powerful example for your team and creates a safe space for them to do the same. 3. Deep Listening Practice deep listening. Pay attention not just to the words being said but also to the emotions behind them. Reflect on what you hear and respond thoughtfully. This level of engagement fosters a deeper connection and builds trust over time. Creating a culture of trust is a gradual process. It requires consistent effort and a genuine commitment to understanding and valuing your team. Quick fixes and forced compliance won’t lead to lasting change. Group coaching by an experienced coach can help create the space the team members need to begin to build bridges of trust between each other. Think about your own team. How can you incorporate curiosity, humility, and deep listening into your leadership approach? Share your experiences and thoughts in the comments below. — Did you find this useful? 📣 Repost it to your network and follow Wissam Adib for more. #trust #leadership #coaching