Ayeni Sanmi’s Post

✴ In a world often dominated by individual achievements and personal success, the concept of selfless leadership stands out as a beacon of strength and wisdom. Being a selfless leader goes beyond the conventional notions of what it means to be a leader! Being a *selfless leader* means making a true commitment to prioritizing the well-being and growth of others. ✴ Selfless leadership can help drive engagement and lead to people feeling more valued, heard, supported, and motivated. It can also lead to retention and loyalty, along with facilitating and contributing to long term success within an organization. Selfless leaders help lay the groundwork for continuous growth and achievement. ✴ Some ways to approach being a selfless leader include: ➡ As the phrase states-- being selfless! Having a genuine concern and encouragement for the development and success of others. Instead of seeking or valuing personal glory over all, a selfless leader helps focus on empowering others and helping guide and cheer them on. This results in a collaborative, supportive, and trusting environment where all can thrive. ➡ Cultivating a strong workplace culture. A selfless leader understands the profound impact of organizational culture on team morale and productivity. Putting the needs of your team as a priority helps create a positive and inclusive environment with increased job satisfaction, communication, and overall improvement of performance and workplace well-being. ➡ Lead by example. Do you practice empathy? Humility? Integrity? Do you offer help where you can and inspire others? When times are tough and conversations are difficult, do you keep your composure? Do you stand with open ears, an open mind, and positive solutions? These are all characteristics of a selfless leader! ➡ Build relationships and rapport. Be authentic, empathetic, and kind. Care genuinely. Make time to hear and understand the thoughts, feelings, and ideas of others. Show interest and awareness. Prioritize and encourage open communication and active listening. ✴ What other ways do you feel people can practice being a selfless leader?

🚩 10 Signs of Bad Management You Should Never Ignore 🚩 Effective leadership can make or break a team. Here are some telltale signs of poor management that can harm morale and hinder productivity: Lack of Clear Communication 📢 If team members are constantly unsure about expectations or project directions, it's often a sign of poor management. Micromanagement 👀 Good managers trust their team. Constant oversight and lack of autonomy can stifle creativity and breed frustration. Ignoring Employee Feedback 🗣️ A manager who dismisses ideas or feedback limits growth and innovation within the team. Unrealistic Expectations ⏳ Setting goals without considering resources or timeframes can lead to burnout and missed deadlines. Inconsistent Standards ⚖️ Favoritism or changing standards can create resentment and a lack of trust among team members. Lack of Accountability 🛑 Managers who deflect blame onto others create a toxic work environment and lower morale. No Room for Growth 📈 Employees want to learn and grow. If managers don't prioritize development, high performers may leave for better opportunities. Poor Conflict Resolution 🥊 Addressing issues is key to a healthy team. Sweeping problems under the rug can create tension and misunderstandings. Overemphasis on Results, Ignoring People 🧑🤝🧑 Good managers balance results with team well-being. Ignoring the latter can cause dissatisfaction and turnover. Lack of Vision or Strategy 🧭 Without clear direction, teams can feel aimless. Good leaders provide a roadmap to keep everyone aligned. Remember, great managers inspire, support, and foster growth. If you're experiencing these signs, it may be time to have a conversation or seek out environments where positive leadership thrives. What other signs do you think indicate bad management? Share your thoughts below! 👇 #Leadership #Management #WorkplaceCulture #CareerDevelopment #EmployeeEngagement #LinkedInTips

𝐅𝐨𝐫𝐠𝐞𝐭 𝐂𝐡𝐚𝐫𝐢𝐬𝐦𝐚, 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐄𝐐: 𝐓𝐡𝐞 𝐍𝐞𝐰 𝐒𝐜𝐢𝐞𝐧𝐜𝐞 𝐨𝐟 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 Forget outdated leadership models - today's complex landscape demands a new kind of leader, one fueled by emotional intelligence (EQ). This isn't just trendy jargon; it's the ability to understand and manage your own emotions while expertly navigating those of others. It's the secret weapon for building stronger relationships, fostering vibrant teamwork, and navigating challenges with grace. Imagine a leader who reads the room, sensing subtle anxieties and proactively addressing them. That's the power of empathy, a cornerstone of EQ. Leaders who prioritize it create a culture of understanding and compassion, where employees feel valued and heard. Picture a leader who truly listens, not just hears, actively absorbing verbal and non-verbal cues. That's active listening, another pillar of EQ, essential for building trust and fostering open communication. But EQ goes beyond just empathy and listening. It's about harnessing emotional awareness to make informed decisions. A leader attuned to their own anxieties can avoid impulsive reactions, while understanding team emotions allows for motivating communication and conflict resolution with finesse. EQ isn't a magic trick, it's a skill honed through practice. By prioritizing it, leaders unlock a treasure trove of benefits: increased engagement, improved morale, and a thriving organizational culture. In today's dynamic world, emotional intelligence is no longer a "nice-to-have," it's a must-have for any leader who wants to truly excel and guide their team to success. #leadership #leadershipdevelopment #emotionalintelligence #EQ #empathy #activelistening #communication #culture #motivation #teamwork #success #business

THE NEED TO BE ACCESSIBLE AND APPROACHABLE FOR SURBORDINATES. It is essential for leaders to create an environment (whether virtual or in-person) where their direct reports, superiors, and colleagues feel comfortable approaching them. Failure to be approachable can lead to missed opportunities, lack of credibility, and being perceived as uninviting or exclusive. Being accessible and approachable to subordinates is critical in any leadership position for a variety of reasons: 1. Establishing Trust and Bond: Being accessible helps the leader build trust and strong bond with their team members. When subordinates believe their boss is open to contact and ready for conversations, they are more inclined to trust the leader's decisions and direction. 2. Encouraging Open Communication: Accessibility promotes open communication inside an organisation. When subordinates know their leader is approachable, they are more inclined to share their thoughts, concerns, or feedback without reservation. This free flow of communication can improve problem solving, innovation, and team performance. 3. Resolving concerns Quickly: By being available, leaders are more likely to handle concerns or disagreements before they escalate. Subordinates who feel comfortable approaching their leader are more likely to seek assistance when faced with a challenge, enabling for rapid settlement of difficulties and the maintenance of a positive workplace. 4. Encouraging a healthy Work Culture: An approachable leader helps to promote a healthy work environment in which employees feel valued and supported. When subordinates know their leader is approachable and devoid of toxicity, they are more engaged, motivated, and content with their jobs, which leads to increased productivity and retention. 5. Improving Leadership Effectiveness: Being accessible helps a leader be more effective by keeping them aware about the organization's pulse. By interacting with subordinates on a regular basis, leaders obtain vital insights about team dynamics, individual strengths and weaknesses, and areas that may need attention or improvements. 6. Encouraging Employee growth: Approachable leaders provide opportunities for mentorship, coaching, and professional growth for their employees. When employees feel at ease approaching their leader, they are more likely to seek advice on career progression prospects or skill development projects. In summary, being available and approachable as a leader is critical for developing trust, enabling open communication, resolving issues quickly, cultivating a pleasant work culture, improving leadership effectiveness, and boosting employee development within a business. #LeadershipDevelopment #Leadership #DontBeaJerk #EndWorkplaceToxicity

How important is emotional intelligence in today’s workplace? Smart managers know it’s key to effective leadership, especially in hybrid and remote settings. By fostering empathy, clear communication, and better problem-solving, emotionally intelligent leaders create stronger, more connected teams. https://lnkd.in/dqyxSNwA #Leadership #EmotionalIntelligence #TeamBuilding #RemoteWork #ManagerTips

Managing the Ramifications of Being Threatened By The Strength Of Your Subordinate. Being threatened by the strength of your subordinate can be a stressful and unpleasant experience. It can affect your confidence, performance, and relationships at work. It can also create a hostile and unhealthy work environment for you and your team. Therefore, it is important to understand the causes and effects of this situation and how to deal with it effectively. Some of the possible causes of being threatened by the strength of your subordinate are insecurity, jealousy, resentment, or competition. Your subordinate may feel that they are more competent, knowledgeable, or popular than you. They may try to undermine your authority, challenge your decisions, or sabotage your reputation. Some of the possible effects of being threatened by the strength of your subordinate are anxiety, frustration, anger, or depression. You may feel that you are losing control, respect, or trust. You may also face difficulties in communicating, collaborating, or leading your team. Leaders must engage in open dialogue, setting clear expectations while also actively listening to the concerns and perspectives of the subordinate. This proactive communication fosters transparency, builds trust, and empowers constructive problem-solving. Moreover, leaders must leverage this opportunity to reevaluate power dynamics, mentorship approaches, and team dynamics to ensure a resilient and cohesive work environment. By embracing challenges as opportunities for growth and transformation, organizations can effectively manage and transcend the consequences of such encounters, fostering a culture of resilience, collaboration, and continuous improvement. #leadership #teambuilding #conflictresolution #winningculture

A leader makes people feel safe. A boss makes people anxious. When managers focus on defending their egos, they create a culture of competition and fear. Team members hesitate to speak up, which hurts innovation and progress. But, when leaders prioritize the right solution, they create a culture of collaboration and trust. Ideas flow freely, diverse perspectives are valued, and everyone feels empowered to contribute. 9 signs to spot a toxic manager: 1. Micromanagement: ↪ They control everything, hurting creativity and causing burnout. 2. Lack of Transparency: ↪ They withhold information, creating mistrust. 3. Blame Culture: ↪ They avoid responsibility, creating fear instead of accountability. 4. Ignoring Feedback: ↪ Dismissing team input limits improvement and open dialogue. 5. Unclear Vision: ↪ A weak direction leaves the team feeling lost. 6. Favoritism: ↪ Show bias towards some team members, hurting fairness and morale. 7. Poor Conflict Resolution: ↪ Avoid addressing issues, allowing problems to grow and disrupt the team. 8. Resistance to Change: ↪ Cling to outdated practices that hurts innovation and growth. 9. Self-Interest: ↪ Prioritize personal gain over the team’s success, hurting trust and collaboration. Bad managers prioritize their interests over the well-being of their team, leading to poor results and morale. Great leaders prioritize their team and build trust and psychological safety within the team. It is important to spot these leaders to create a safer, positive work culture. Do you agree? ♻️Repost if you agree ➕Follow for more posts like this #connections #leaders #workculture #workplace #managers #toxicity #toxic #office #corporates #experienced #value #employee #mentalpeace #jobseeker #growth #leadership #management #manage

"The biggest problem in leadership is not what you think." Common Misconceptions:    > It’s not Engagement.   > Not Communication.   > Not Trust.   > Not Managing Change.   > Not Morale.   > Not Motivation.   > Not Performance.   > Not Work-Life Balance.   > Not, not, not.    None of the things they tell you.  All the things you thought were your biggest problems are not. **The Real Issue**    Every leader has only two problems:    1. The ability to manage and lead themselves - self-leadership.   2. The ability to manage and lead other humans.  Your biggest leadership challenge is developing your ability to effectively lead yourself and dealing with other humans. **The Challenge**    It's difficult enough to manage yourself – your thoughts, emotions, language, etc.    Now, imagine managing others! Consider this: How much time are you spending right now dealing with    - Conflicts - Stress   - Work-life balance issues   - Low morale   - Low performance   - Burnout   - Turnover And the list goes on...  What else could you be using that time for? Here’s where the 80/20 rule comes in.   Spend 80% of your time developing yourself and your staff.    - Engage them. - Learn about their strengths, weaknesses, motivations, behaviors, and habits.   - Develop them into self-leaders.   - Nurture high performers.   - Assign work based on strengths.   - Enhance delegation skills.   - Build synergy among everyone. Yes! It sounds easier than done. But what's the alternative? These should be your main focus every day. However, be mindful that you're not micromanaging while doing these things.    If you focus on developing your teams to become self-leaders and implement people-first strategies in your organization, everything else will fall in place, and the rewards will be exponential. **What are you doing daily to develop your team?** 👇Share your thoughts!👇 #management #employeeengagement #creativity #leadershipdevelopment

Early in my career, I received some eye-opening feedback from a member of my team. She said, “Shani, when you say the sky is falling, we believe you.” From that moment, I learned how critical self-management is for leaders. Emotions are contagious. If leaders bring positive, optimistic energy to their work, even when times are tough, their teams will have greater engagement and resilience. – Shani Harmon (She/Her/Hers), Stop Meeting Like This Excerpt from 11 Ways to Boost Your Leadership EQ and gain employees’ Respect, Fast Company, 2024-Mar-22- https://lnkd.in/gUdqjv9B ---- Emotions are contagious. Good News Use them to uplift, encourage, and inspire It's not easy, and takes a ton of energy, and sounds repetitive in your own head, but people are watching, listening, and looking for clues as to how they should fee. Yes, we're more emotional than logical. This is not new news. Great Stuff Shani Harmon (She/Her/Hers) #leadership #emotionalintelligence #eq #emotional #intelligence  #trust #respect #understand #context #listen #feedback #space #feel #heard #teams #belonging #risktaking #psychologicalsafety #fastcompany #smlt #invest #development #work #workplace #office #digital #distributed #remote #hybrid #engagement #retention #cxo

Recognizing Toxic vs. Effective Leaders 🚦 Leadership shapes the culture and success of any workplace. Knowing how to identify toxic behaviors in management is key to fostering a healthy, productive environment. Here’s how toxic leaders differ from effective ones: 🔴 Traits of Toxic Leaders: Instill Fear: Foster a culture of fear and intimidation. Micromanage: Control every detail of your work instead of empowering you. Criticize Publicly: Highlight mistakes in front of others rather than in private. Play Favorites: Engage in office politics, showing favoritism. Never Admit Fault: Refuse to acknowledge their own mistakes. Demand Blind Obedience: Expect you to follow orders without question. Take Credit: Claim others’ achievements as their own. Monitor Time, Not Results: Focus on clock-watching instead of outcomes. Interrupt Constantly: Disrupt conversations, showing a lack of respect for others' input. Stifle Growth: Hold back your career development and opportunities. 🟢 Qualities of Effective Leaders: Create a Respectful Environment: Build a culture of mutual respect and trust. Empower Autonomy: Trust employees to manage their own work. Recognize Efforts: Give credit where it’s due and celebrate team achievements. Encourage Open Communication: Welcome questions and feedback. Listen Actively: Respect others’ opinions by listening attentively. Provide Constructive Feedback: Offer guidance privately to support improvement. Own Up to Mistakes: Take responsibility for their own errors and learn from them. Prioritize Results: Focus on achieving goals rather than monitoring hours. Promote Fairness: Treat everyone equally, fostering teamwork and collaboration. Invest in Growth: Support and nurture career development. Effective leadership can transform a workplace, while toxic behaviors can drag it down. Let’s strive to lead with integrity, respect, and empathy! 🌟 #LeadershipInsights #WorkplaceWellbeing #PositiveLeadership