Blackmore Business Solutions’ Post

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

Leadership can be an emotional rollercoaster. Understanding what's going on within yourself is important so that you don't have unexpected eruptions that derail team progress and negatively impact the respect others have for you as a leader. This requires self-awareness. What are you doing to increase your self-awareness? Do you have an accurate picture of how you impact those around you? One way to build greater awareness is to actively seek out, and listen to, feedback from diverse sources. Don't just look for input from friends or the people who are more likely to tell you what you want to hear. Consciously pursue ideas from some of your more challenging colleagues. Sometimes they will tell you what they think and sometimes they won't, but it can be worth asking. If you aren't getting useful information with an outright ask, consider an assessment that will allow them to respond anonymously. I learned several lessons this way when I went through my first 360-degree feedback evaluation in corporate life. Eager to hear what people had said, I sat down with my mentor. As we reviewed the feedback from my boss, peers, and direct reports, he expressed concern about some of the responses from peers and asked why I selected the people I had. I talked about the challenges I had with certain colleagues and how I hoped, since the responses were anonymous, they would provide their honest feedback so that I could consider what to do differently. I was surprised when I got a lecture about how negative feedback on a 360 could stall my career along with suggestions to only select people who would rate me highly. Wow, really? That's when I realized if that was the culture of the organization, it might be a good idea to make a change. I also felt that, as much as I appreciated this mentor, he wasn't going to help me grow, and I had an epiphany that, while I am willing to hear the hard things in order to get better, doing so makes other people uncomfortable. The truth is that I benefited from the 'negative' feedback. Interestingly, the comments weren't that harsh. The difference between feedback from that small subset of colleagues and other responses allowed me to identify things I could do differently that helps me work more effectively with everyone. The awareness I gained from that interaction was instructive and useful, as I moved on from that position. Where could you benefit from more open and honest feedback? How will you pursue the insights that come from such feedback so that you can continue to grow in your leadership? #leadershipcoaching #leadershipdevelopment #courageousclarity https://lnkd.in/empbK2ar

Indecisive leadership can be frustrating and depressing from an employee's perspective. Strategies to deal with it can bring a smile to your face, so let me help... For sure ... decisive leadership is indeed a crucial trait, but not everyone has it naturally. Here are some strategies to effectively manage indecisive leadership. 1️⃣ Provide Clear Data and Analysis: - Support Decisions with Evidence: Present well-researched data and analysis to help guide decisions. Provide clear, concise summaries that highlight the key points. - Visual Aids: Use charts, graphs, and visual aids to make complex information more digestible. 2️⃣ Set Clear #Task Deadlines: - Define Timelines: Set clear deadlines for decisions to be made. This helps to create a sense of urgency. - Progress Tracking: Use project management tools to track progress and ensure that timelines are met. 3️⃣ Offer Solutions, Not Problems: - Be Proactive: Instead of just presenting problems, offer potential solutions. This can help to facilitate quicker decision-making. - Scenario Planning: Present multiple scenarios and their potential outcomes to make decision-making easier. 4️⃣ Encourage Delegation: - Empower Others: Encourage leaders to delegate decisions to team members who are closer to the issue. - Build Trust: Foster a culture of trust where team members feel empowered to make decisions. 5️⃣ Communicate Effectively: - Regular Updates: Provide regular updates and status reports to keep leadership informed and engaged. - Clarify Expectations: Ensure that expectations are clear and that everyone understands their roles and responsibilities. 6️⃣ Support and Training: - Leadership Training: Encourage training programs that focus on decision-making skills and leadership development. - Mentorship: Pair less decisive leaders with more experienced mentors who can provide guidance and support. 7️⃣ Manage Upwards: - Positive Reinforcement: Reinforce positive behaviors and decisions made by leadership. - Feedback Loop: Create a feedback loop where leaders can receive constructive feedback on their decision-making process. 8️⃣ Stay Positive and Patient: - Encouragement: Encourage and support leadership in making decisions, providing positive reinforcement when they do. - Patience: Understand that developing decisiveness can take time, and be patient while supporting your leaders. By using these strategies, you can help facilitate more decisive leadership and improve overall team efficiency and #PRODUCTIVITY. Would you like more direct discussions on these strategies. DM me... Namo. If you find information on the post helpful, repost to your network and forward it generously with a smile ☺, today. You will thank me later. Question: The ask is why are we here? That is a poignant question. Slowly we are being made aware here. Jafta von Namo #Leadership #Servantship #Servant #Surbodination #Management #HR #HumanCapital #InwardOut

Not everyone is meant to lead. Promoting an IC to a leader is risky. But for anyone who wants to lead, you can learn the skills to be effective. There are many pitfalls that leaders face. These stem from leveraging the skills that helped them excel in the IC role and relying on them in the new world of leadership. Here are 12 pitfalls leaders commonly face when making the transition from IC to manager: 🔺 Micromanaging New managers often struggle to delegate effectively and may attempt to control every detail of their team's work. This undermines trust and limits team growth. 🔺 Failing to Shift Mindset Continuing to focus on doing tasks themselves instead of enabling their team to succeed. Leadership requires a shift from "doing" to "leading and guiding." 🔺 Avoiding Difficult Conversations New managers often shy away from addressing performance issues or giving constructive feedback, fearing conflict or damaging relationships. 🔺 Trying to Be Everyone’s Friend Prioritizing being liked over leading effectively can lead to favoritism, lack of accountability, and diminished team respect. 🔺 Lack of Clarity in Expectations Failing to communicate clear goals, roles, and expectations can create confusion and hinder team performance. 🔺 Inadequate Time Management Struggling to balance personal work responsibilities with team management duties. Many new managers find themselves overwhelmed trying to do both. 🔺 Ignoring the Big Picture Focusing on day-to-day tasks instead of aligning the team’s work with broader organizational goals and strategy. 🔺 Failure to Develop Team Members Neglecting to invest in coaching, mentoring, and development for their team members, which can result in stagnation and disengagement. 🔺 Overreliance on Past Skills Relying too much on technical skills rather than developing leadership competencies such as emotional intelligence, communication, and strategic thinking. 🔺 Not Seeking Support Trying to figure everything out alone instead of seeking guidance, mentorship, or training to build leadership skills. 🔺 Not Building Relationships Across the Organization New managers sometimes focus solely on their own team and neglect building relationships with peers, other departments, or senior leadership. This can limit their ability to advocate for their team, gather resources, or align with organizational priorities. 🔺 Taking All the Credit (or Blame) Struggling to balance ownership of team outcomes, some managers may take all the credit for successes or shoulder all the blame for failures. This can disempower the team and erode trust. Successful managers learn to share credit generously and address failures as collective learning opportunities. ********************* 🟢 Leadership is a skill that can be learned. If you want to learn more about being a leader people love, follow me for more! ♻️ And please consider sharing this someone who likes this kind of content.

>25 FREE resources to create better leaders: Despite what social media tells us, we are not “born” leaders. Becoming a leader is a journey. We all have different skills to work on. Doing a lot of leadership training really helps. It makes organizations 2.5 times more likely to be top-quartile performers. (Source: Harvard Business Review) If we break leadership down, there are 7 core components: 1/ Strategy 2/ Inspiring Others 3/ Communication 4/ Team Building 5/ Defining Culture 6/ Self-Awareness 7/ Developing Talent I’ve collated some of my favorite leadership resources to help with each aspect of leadership. Whatever you’re trying to work on, there is something FREE here for you: 1/ Strategy YouTube: A Plan Is Not A Strategy (HBR) TED Talk: Strategizing Strategy: What does it entail? (Ashok Ramachandran) Book: No Bullshit Strategy (Alex M H Smith) Person to Follow: Alex M H Smith Newsletter: The Hidden Path 2/ Inspiring & Motivating YouTube: Cultivating Purpose and Leading with Optimism (Simon Sinek) TED Talk: How great leaders inspire action (Simon Sinek) Books: Drive: The Surprising Truth About What Motivates Us (Daniel Pink) Person to Follow: Simon Sinek 3/ Communication YouTube: Positive Communication Skills for Leaders (complete series) TED Talk: How Your Brain Responds To Stories And Why They're Crucial For Leaders (Karen Eber) Books: Crucial Conversations: Tools for Talking When Stakes Are High (Al Switzler, Joseph Grenny, and Ron McMillan) Person to Follow: Brené Brown Newsletters: I Hate It Here 4/ Team Building YouTube: How To Create Psychological Safety - Strategies to Build a Safe Culture TED Talk: Teamwork Reimagined (Kevin Cahill) Book: The Psychological Safety Playbook (Yvonne Thompson) Person to Follow: Patrick Lencioni Newsletters: Beating Team Burnout (Harvard Business Review) 5/ Defining Culture YouTube: How To Make An Impact And Create Culture As A Leader (Seth Godin) TED Talk: 3 Ways To Create A Work Culture That Brings Out The Best In Employees (Chris White) Book: What You Do is Who You Are (Ben Horowitz) Person to Follow: Sam Szuchan Newsletter: People Geekly 6/ Self-awareness YouTube: Self-Awareness and Leadership TED Talk: Increase Your Self-Awareness With One Simple Fix (Tasha Eurich) Book: Emotional Intelligence: Why It Can Matter More Than IQ (Daniel Goleman) Person to Follow: Tasha Eurich Newsletter: One Daily Nugget 7/ Developing Talent (Links in the comments) Become the best leader you can be with these resources. P.S. Which leadership skill do you want to develop the most? P.P.S. My favorite resource is “How Great Leaders Inspire Action” by Simon Sinek. --- Source: Harvard Business Review: What Makes Leadership Development Programs Succeed? --- ♻️ Repost this to help your network become top performing leaders. 📌 Want a high-resolution PDF of this with clickable links? 1. Just follow me Will McTighe 2. Sign up for my free Level Up Community at lnkd.in/gKzZUq-b

2024-06-11 AsSalam... 🌟 Unlock your leadership potential with these 25+ free resources! 🌟 Leadership isn't innate; it's a journey of growth and learning. 📚 Dive into strategy, communication, team building, and more. Each step you take enhances your ability to lead and inspire. 🚀 Explore, learn, and transform. Let's elevate our leadership skills together! 💪 #Leadership #GrowthMindset #ContinuousLearning #TeamBuilding #Inspiration #LeadershipJourney

Our society is usually quick to identify a bad leader, but how can you identify a good one? What would most people say are the qualities of a good leader? Top (5) 1. Self-Awareness Self-awareness is the understanding of yourself, including personality traits, behaviors, anxieties, and emotions. While this is a more inwardly focused trait, self-awareness and humility are paramount qualities of leadership. The better you understand yourself and recognize your own strengths and weaknesses, the more effective you can be as a leader. Do you know how other people view you and understand how you show up at work and at home? Take the time to learn about the 4 aspects of self-awareness and how to strengthen each component. 2. Respect Respect, when demonstrated consistently, is one of the most important things a leader can do. It helps ease tensions and conflict, fosters trust, and improves your effectiveness. Creating a culture of respect is about more than just the absence of disrespect. Respectfulness can be shown in many different ways, but it often starts with showing you truly value others’ perspectives and making an effort to build belonging in the workplace — both critical components of supporting equity, diversity, and inclusion. 3. Compassion Compassion is more than simply showing empathy or even listening and seeking to understand. Compassion requires leaders to act on what they learn. After someone shares a concern or speaks up about something, they won’t feel truly heard if their leader doesn’t then take some type of meaningful action on the information, our researchers have found. This is the core of compassionate leadership, and it helps to build trust, increase collaboration, and decrease turnover across organizations. 4. Vision Vision is your aspiration for the future. Motivating others and garnering commitment toward that vision are essential parts of leadership. Purpose-driven leaders ensure they connect their team’s daily tasks and the values of individual team members to the overall direction of the organization. This can help employees find meaning in their work — which increases engagement, inspires trust, and drives priorities forward. You’ll want to communicate the vision in ways that help others understand it, remember it, and go on to share it themselves. 5. Communication Communication shows up in many ways, from transmitting information and storytelling to soliciting input and using active listening techniques. Effective leadership and effective communication are intertwined. The best leaders are skilled communicators who can communicate in a variety of ways, both orally and in writing, and with a wide range of people from different backgrounds, roles, levels, geographies, and more. The quality and effectiveness of communication among leaders at your organization will directly affect the success of your business strategy, too.

I’ll let you in on the secret →Your MRI does nothing for you An MRI without a doctor, surgeon, & physical therapist does no help for your unhealthy life or body that is broken The personality test for yourself & your team - MRI Leadership Development Plan - doctor, surgeon, & physical therapist Since I couldn’t find the best work culture {see yesterday's post} I decided I’d spend the rest of my life investing in  individuals & teams helping create places where people want to work not where they have to work Here’s how I partner with you to eliminate those work culture and performance challenges. 5 Voices for Teams Workshops to create high-performing, healthy teams by enhancing communication and understanding. →Perfect for leaders who want to make the most of their team's potential. Here's the scoop: →Self-Awareness: Know your primary and secondary voices—how you naturally communicate. →Understanding Others: Recognize your teammates' voices to foster empathy and collaboration. →Effective Communication: Learn how to communicate better and avoid misunderstandings. →Leveraging Strengths: Harness the unique strengths of each team member. →Addressing Challenges: Spot and work on blind spots for continuous improvement. →Building Trust: Promote open communication and build a cohesive, trusting team. →Optimizing Team Performance & Art of Collaboration: Equipping your team to operate at their highest best. →Kryptonite: Fully understand and be aware of organizational culture killers Executive Leadership 1:1 Coaching A deep dive into your specific type indicators to understand your personality and its impact on your leadership. These sessions unlock the power of your personality, making you a more effective leader with tailored strategies for growth. Here's the scoop: Type Dynamics: Learn about the key dynamics: →Extraversion (E) vs. Introversion (I): How you gain energy. →Sensing (S) vs. Intuition (N): How you take in information. →Thinking (T) vs. Feeling (F): How you make decisions. →Judging (J) vs. Perceiving (P): How you approach the outside world. In-Depth Analysis: Understand your strengths, potential blind spots, and decision-making process. Personalized Insights: See how your type affects your interactions and leadership style. Practical Applications: Develop strategies to leverage your strengths and address growth areas. Real-World Scenarios: Apply insights to real-life leadership challenges with guided support. Action Plan: Create a personalized plan with goals and accountability measures. Ongoing Support: Regular check-ins for continuous improvement. Once you develop your leadership skills, your team performance & organization’s profit will grow! "What strategy would you use to level up your leadership game?" PS: With my leadership development plans,  I can help you create high performing teams by expanding their capacity and improving their overall health.. 🔗 The link to chat is in my featured section.

This is a good key for up and coming leaders. What I believe will always be my number ONE is communication: Without effective communication everything else can go awry. Great teams become great because of their ability to communicate well. When we Strategize, we don’t do this in a vacuum, we are communicating with others to gain perspective. We are communicating often and in many ways when we are Inspiring and Motivating our teams. Your teams need to hear they’re doing a great job. They also need to hear when there is still room for improvement. Don’t be cheap with your praise, some need it for the team while others need it for their life outside of work!!! When we are Building our teams we have to communicate in all directions to get others up to speed and gain valuable feedback for our United push forward. We Build better when we communicate better. When you have efficient communication throughout your teams, you resolve problems faster. In a healthy, transparent workplace we grow faster, solve faster and resolve faster. We don’t want our teams to wait on a potentially great idea because they are uncomfortable using their voices. An open door helps to avoid a revolving door of good talent. We are Defining our company Culture through our communication. All of our peers are adapting, one way or another, based on our ability to communicate effectively and positively. We must be proactively communicating, both verbally and nonverbally, because great leaders set the tone. When we are Developing Talent we aren’t doing so in silence. We can’t expect out Talent to grow on its own. We must be mindful to encourage, assure and guide our teams towards success and this is through helpful communication. Finally, we need to be capable of communicating with others so that we may become more Self-Aware. We achieve this level of Self-Awareness not by talking, but rather with active listening which is vital. Communication is ALWAYS a two way street. Help facilitate communication on all levels, by being a servant, a good listener, giving good body language, encouraging, being transparent, inclusive, affirming, respectful, supportive, but above all be GENUINE to all those around you. Without sincerity, your team will read right through you and your communication will not succeed.

Crisp clearance in what the company should achieve in 2-3 yrs (vision) + positive environment to build and sustain the people energy to see that vision embodiment are crucial in leadership. Here is another nice selection of useful links/references to learn how to approach to this ideal stance