Anwen Bottois’ Post

The shift from manager to leader isn't a change in title—it's a change in mindset In my 20+ years working with leaders, I've seen countless managers transform into inspirational leaders. The key? Shifting focus from tasks to people. ----- 5 key shifts that separate leaders from managers----- ✅ From Directing to Inspiring • Managers assign tasks. Leaders paint a vision. • Ask yourself: Do your team members know the 'why' behind their work? ✅ From Controlling to Empowering • Managers monitor. Leaders develop. • Reflection: How often do you delegate not just tasks, but decisions? ✅ From Problem-Solving to Coaching • Managers fix issues. Leaders grow problem-solvers. • Challenge: Next time an issue arises, guide your team to find the solution. ✅ From Monologues to Dialogues • Managers deliver updates. Leaders facilitate discussions. • Try this: Turn your next status meeting into a collaborative problem-solving session. ✅ From Results to People • Managers focus on numbers. Leaders focus on the team behind the numbers. • Question: Can you name one personal goal for each of your team members? The journey from manager to leader is about unlocking your team's potential. It's about creating an environment where engagement and motivation flourish naturally. Leaders evolve. Every day is a chance to grow. Which of these shifts resonates most with you? Where do you see your biggest opportunity for growth?

It is best to identify leadership traits and potential before promoting. One of the most important is to be coachable. If a person isn't coachable they can't coach and mentor others.

Trust is built on four pillars: reliability, openness, acceptance, and congruence. These elements vary in strength across different contexts, creating a unique “trust fingerprint.” This is exactly what I learnt when I plotted my own trust profile across the three contexts of work, family and self. It was illuminating to consider how I valued reliability at work while with my family I was ‘comfortable’ with a lower standard and even lower with myself. It didn’t surprise me so much that I was more open and accepting in my family context, but it did surprise me that I felt much less open and accepting of myself. Building a personal trust profile helps individuals and teams reflect on their trust dynamics and identify areas for growth. Leaders can use their profiles to refine their leadership styles, while teams can leverage shared strengths and address common blind spots. Establishing a common language and practical pathways enhances development. Could I help deliver the next trust workshop for your leaders? Put ‘Yes’ in the comments and I will take it from there! Check out more on the definitions of the building blocks of trust in July’s Edition of The Drum 🥁Trust: The Currency of Quality Conversations (toniscarroll.com)

“The only constant in life is change” Heraclitus Last week at the CIPD Festival of Work “change” was a big topic of conversation. I also promised in last week’s post to share the Transformational Leadership Qualities that we teach in our THRIVE for Leaders Programme. Today I co-delivered a 3 hour Masterclass on Navigating Change with the Wonderful Becki Nazareth for a group of 40 Auditors for a global bank facing lots of change. CHANGE IS EVERYWHERE! Old “change management” philosophies are outdated because they rely on stability either side of that change. With global change in climate, economics, government, tech and more, change is constant (thanks Heraclitus 👆) This means that those old models often end in burnout. 📣📣We need to replace Change management with Change Mindset.📣📣 Leaders, by employing the Transformational Leadership Qualities below you can help your organisations and teams navigate change? 1. How often do you use each quality? 2. What do you need to dial up or use more? 3. What else can you do to cultivate a change mindset in your organisations? _________ The slides come from our The Institute of Leadership accredited THRIVE for Leaders Programme and are based on a paper by INSIGHTs about how Leaders can set up their organisations for change. (Our programme is brilliant… even if I do say so myself. Link in comments to find out more, and another one if you want to chat to me about it)

Love this take from slide 4 on how putting people first in every decision can really fire up a team! It’s a reminder that compassion in leadership isn't just nice, it's powerful. 🌟💪 #LeadershipDevelopment #PeopleFirst"

Companies need strong leaders to drive change. 5 free Leadership courses from Ivy Schools that will help you with that (and why): 𝟏. 𝐄𝐱𝐞𝐫𝐜𝐢𝐬𝐢𝐧𝐠 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: 𝐅𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬 → Harvard University offers a free course that helps you mobilize people to tackle tough problems and build the capacity to thrive through change → Why now? 70% of change initiatives fail → https://lnkd.in/eVWnbMWD 𝟐. 𝐓𝐡𝐞 𝐒𝐜𝐢𝐞𝐧𝐜𝐞 𝐨𝐟 𝐖𝐞𝐥𝐥-𝐁𝐞𝐢𝐧𝐠 → Yale University provides a free course that covers psychological research on happiness and strategies for improving well-being → Why now? There's a proven correlation between business performance and employees' well-being → https://lnkd.in/eFP_8iQQ 𝟑. 𝐑𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 → The University of Pennsylvania offers a free course that teaches skills for leading effectively during times of crisis → Why now? 80% of organizations are facing a sort of crisis and going through uncertain times → https://lnkd.in/eSRXBeMy 𝟒. 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 → Columbia University provides a free course that focuses on developing leadership skills for senior executives → Why now? You make a bigger impact when you're at the top → https://lnkd.in/ehrnVfGp 𝟓. 𝐈𝐦𝐩𝐫𝐨𝐯𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐓𝐡𝐫𝐨𝐮𝐠𝐡 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐇𝐞𝐚𝐥𝐭𝐡 → Cornell University offers a free course that explores how leaders can create a culture of health in their organizations → Why now? 185.6 million working days were lost because of sickness or injury in 2022 → https://lnkd.in/eZv9GGTN Here's my view: 👇 When you stop learning, you stop winning. You become complacent which will eventually: ↳ Turn you into an average player ↳ Make you replaceable ↳ Make you forgettable My advice? Never get to that point. 🙏 P.S. What are topics ambitious leaders should focus on? P.S.S. If you like my posts, here's an idea for next steps: 🔔 Follow me ♻️ Share this post 📩 Join my newsletter: https://lnkd.in/etjyqSn3

5 free leadership courses that will help you develop new insights and skills. Great stuff to learn during my vacation period 🔥 #StayActive #KeepLearning

As someone who has managed people for several years now, as well as having worked for some amazing leaders, I am always striving to take that next step in my own personal management/leadership journey.👇 The question of manager versus leader is talked about a lot, but what really separates the two..🤷♂️ ______________________________ 🔸 Managers Focus on Tasks Managers typically focus on organising tasks, setting goals, and ensuring they are accomplished efficiently. 🔹 Leaders Focus on Vision Leaders, on the other hand, inspire and motivate by casting a vision, setting direction, and guiding their team towards achieving long-term objectives. 🔸 Managers Control Managers often exercise control by overseeing processes, monitoring performance, and providing direction to ensure adherence to standards. 🔹 Leaders Empower Leaders empower their team members by fostering autonomy, encouraging creativity, and developing their skills to enable them to make decisions and take ownership of their work. ______________________________ Can a happy medium of the above be reached and what do others believe the differences between great managers and great leaders to be?

The overlooked leadership skill. How many times have you seen conversation listed as an essential skill for leaders? Yet leaders spend 80% of their day in conversation! Conversation is at the heart of: + Leadership + Engagement + Innovation + Sales + Culture + Decisions + Teamwork What we don’t often realize is that each of those conversations directly affects the business. Every conversation produces a chemical reaction in the brain signaling either trust or distrust. If leaders are going to be effective, they must be able to do three things: CONNECT: Connection releases oxytocin and dopamine creating an environment where people want to share more. —-> TIp: Listen for the meaning behind what someone says, and share it back to them. INSPIRE: Motivation comes when someone finds a vision they want to pursue. Help people discover their ideal outcome. —-> Tip: Ask questions that draw out their insights and perspective. EMPOWER: Inviting others to take ownership gives them autonomy and internal motivation. —-> Tip: Champion their plan for action with support and belief. What do you think makes leaders effective at conversation? —— I am thrilled to be hosting a coach training course for leaders in San Antonio in September. Message me for more details.