Isha Khanna🌄🏆🥇’s Post

𝐃𝐎 𝐘𝐎𝐔 𝐋𝐎𝐕𝐄 𝐁𝐀𝐃 𝐀𝐏𝐏𝐋𝐄𝐒? 𝐈’𝐦 𝐩𝐫𝐞𝐭𝐭𝐲 𝐬𝐮𝐫𝐞 𝐲𝐨𝐮 𝐬𝐚𝐢𝐝 “𝒏𝒐.”   But dear TRANSFORMATIONAL LEADER, are you aware that certain character flaws can make an employee a 𝒃𝒂𝒅 𝒂𝒑𝒑𝒍𝒆 in your organization? And you know what they say about leaving one bad apple in a basket of good apples - you eventually end up with a basket of bad apples. 𝐀𝐬 𝐂𝐨𝐚𝐜𝐡 𝐉𝐨𝐡𝐧 𝐖𝐨𝐨𝐝𝐞𝐧 𝐬𝐚𝐲𝐬, “𝑪𝑯𝑨𝑹𝑨𝑪𝑻𝑬𝑹 𝒊𝒔 𝑴𝑶𝑹𝑬 𝑰𝑴𝑷𝑶𝑹𝑻𝑨𝑵𝑻 𝒕𝒉𝒂𝒏 𝒂𝒏𝒚 𝒐𝒕𝒉𝒆𝒓 𝒍𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝒕𝒓𝒂𝒊𝒕.”   Here are some character flaws to watch out for. If you notice any of these in your team, I suggest you talk with the person(s) involved & show them how that behavior is hurting them individually & the organization as a whole. 𝟏) 𝐓𝐎𝐗𝐈𝐂𝐈𝐓𝐘. Individuals who consistently spread negativity & gossip or create a hostile work environment can harm morale & productivity. 𝟐) 𝐍𝐀𝐑𝐂𝐈𝐒𝐒𝐈𝐒𝐌. Excessively self-centered employees who lack empathy & constantly seek admiration may create discord within teams & prioritize their own needs over the organization’s goals. 𝟑) 𝐏𝐀𝐒𝐒𝐈𝐕𝐄-𝐀𝐆𝐆𝐑𝐄𝐒𝐒𝐈𝐕𝐄𝐍𝐄𝐒𝐒. People who express hostility or resistance indirectly through sarcasm, backhanded compliments, or subtle undermining behaviors can erode trust & communication within the team. 𝟒) 𝐂𝐇𝐑𝐎𝐍𝐈𝐂 𝐏𝐑𝐎𝐂𝐑𝐀𝐒𝐓𝐈𝐍𝐀𝐓𝐈𝐎𝐍. Individuals who habitually delay tasks or fail to meet deadlines can disrupt workflow, cause delays in projects, & create unnecessary stress for colleagues. 𝟓) 𝐈𝐍𝐅𝐋𝐄𝐗𝐈𝐁𝐈𝐋𝐈𝐓𝐘. Employees who resist change, refuse to adapt to new processes or technologies & insist on doing things their way can impede innovation & organizational progress. 𝟔) 𝐈𝐍𝐒𝐔𝐑𝐁𝐎𝐑𝐃𝐈𝐍𝐀𝐓𝐈𝐎𝐍. Individuals who consistently disregard authority, refuse to follow instructions, or challenge decisions without constructive feedback can undermine leadership & disrupt team cohesion. 𝟕) 𝐋𝐀𝐂𝐊 𝐎𝐅 𝐈𝐍𝐓𝐄𝐆𝐑𝐈𝐓𝐘. Employees who engage in unethical behavior such as lying, cheating, or stealing can damage the organization’s reputation, erode trust among colleagues & clients, & lead to legal consequences. & 𝟖) 𝐌𝐀𝐍𝐈𝐏𝐔𝐋𝐀𝐓𝐈𝐕𝐄𝐍𝐄𝐒𝐒. People who use deceitful tactics, emotional manipulation, or coercion to achieve their goals can create a toxic work environment characterized by distrust & suspicion. [𝐌𝐎𝐑𝐄 𝐈𝐍 𝐓𝐇𝐄 𝐂𝐎𝐌𝐌𝐄𝐍𝐓 𝐒𝐄𝐂𝐓𝐈𝐎𝐍]... 𝑷𝒍𝒆𝒂𝒔𝒆 𝒔𝒉𝒂𝒓𝒆 𝒚𝒐𝒖𝒓 𝒕𝒉𝒐𝒖𝒈𝒉𝒕𝒔 𝒂𝒏𝒅 𝒇𝒐𝒍𝒍𝒐𝒘 𝒎𝒆 𝒐𝒏 𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏. 𝐈𝐟 𝐲𝐨𝐮 𝐧𝐞𝐞𝐝 𝐡𝐞𝐥𝐩 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬, 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐡𝐢𝐠𝐡-𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐭𝐞𝐚𝐦𝐬, 𝐫𝐞𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐭𝐨𝐩-𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬, 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬  𝐨𝐫 𝐞𝐧𝐡𝐚𝐧𝐜𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐬𝐚𝐭𝐢𝐬𝐟𝐚𝐜𝐭𝐢𝐨𝐧 & 𝐫𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧, 𝐥𝐞𝐭’𝐬 𝐝𝐢𝐬𝐜𝐮𝐬𝐬. 𝐒𝐞𝐧𝐝 𝐦𝐞 𝐚 𝐦𝐞𝐬𝐬𝐚𝐠𝐞.

𝙃𝙖𝙫𝙚 𝙮𝙤𝙪 𝙚𝙫𝙚𝙧 𝙛𝙖𝙘𝙚𝙙 𝙖 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚 𝙩𝙝𝙖𝙩 𝙡𝙚𝙛𝙩 𝙮𝙤𝙪 𝙛𝙚𝙚𝙡𝙞𝙣𝙜 𝙢𝙤𝙧𝙚 𝙡𝙞𝙠𝙚 𝙖 𝙧𝙤𝙗𝙤𝙩 𝙩𝙝𝙖𝙣 𝙖 𝙝𝙪𝙢𝙖𝙣? I certainly have. Early in my career, I found myself caught in the whirlwind of deadlines, targets, and endless meetings. I was so focused on achieving results that I forgot about the people behind those numbers. It wasn’t long before I started to realize something crucial was missing. Then came a turning point. During a particularly tense meeting, one of my team members bravely spoke up. She expressed how the constant pressure and lack of recognition was affecting not just her work but her overall well-being. Her words hit me like a ton of bricks. I realized that I had been so focused on the end goal that I had lost sight of the people who were essential to achieving it. I started by acknowledging my mistakes and apologizing to the team. I made a conscious effort to connect with each team member, not just as employees but as individuals with their own challenges and aspirations. I implemented regular check-ins that weren’t just about project updates but also about their personal well-being and professional growth. I also began to share more about my own journey, including the struggles I faced and the lessons I learned along the way. This vulnerability helped bridge the gap between us and fostered a sense of mutual respect and understanding. Gradually, the atmosphere started to shift. The team became more engaged, collaboration improved, and the quality of our work soared. One of the most powerful lessons I learned was the importance of empathy. By truly listening and showing genuine concern for my team’s well-being, I was able to create an environment where they felt valued and motivated. This empathetic approach led to more effective problem-solving and innovation because the team felt supported and empowered to share their ideas. Your feedback and thoughts are invaluable to me. Please leave a comment below to share your experiences and insights on leading with heart. Let’s inspire each other to create workplaces where everyone can thrive. ♥Erin . . If you’re ready to lead with heart and create a thriving work environment, I’d love to work with you. Schedule a 1-on-1 strategy call with me, and let’s explore how we can tailor these principles to your unique context and goals. Click the link to book your session, and let’s embark on this journey together. https://lnkd.in/gmYeA5pn #HeartLedLeadership #EmpatheticLeadership #AuthenticLeadership #LeadershipJourney #TeamEngagement #InclusiveLeadership #WorkplaceWellbeing #InspirationSQRD

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

Dear Freedom Achievers,  As leaders, we often face the delicate task of managing team members who present challenges. Whether it's a conflict in communication styles, differing work ethics, or personal issues affecting performance, addressing these situations effectively is crucial for maintaining team harmony and productivity.  Here are five strategies to help you navigate these complex situations: 1. Open Communication: Create a safe, judgment-free environment where team members feel comfortable expressing their concerns. Regular one-on-one meetings can be invaluable for building trust and understanding underlying issues. Remember, what may appear as a challenging behaviour could be a symptom of a deeper problem. 2. Set Clear Expectations: Ambiguity often breeds conflict. Ensure that every team member understands their role, responsibilities, and how their work contributes to the broader organisational goals. Revisit and refine these expectations regularly, especially during times of change or when onboarding new team members. 3. Provide Constructive Feedback: When addressing issues, focus on specific behaviours rather than personality traits. Use the "situation-behaviour-impact" model to structure your feedback. For example, "In yesterday's meeting (situation), when you interrupted your colleague (behaviour), it made them feel undervalued and hindered the flow of ideas (impact)." Follow up with actionable suggestions for improvement. 4. Offer Support and Resources: Sometimes, challenging behaviour stems from a lack of skills or knowledge. Identify areas where team members might benefit from additional training or coaching. Investing in their professional development not only addresses immediate issues but also demonstrates your commitment to their growth. 5. Lead by Example: As a leader, your behaviour sets the tone for the entire team. Model the professionalism, work ethic, and communication style you expect from others. When you embody the values and behaviours you wish to see, it becomes easier to address discrepancies when they arise. Implementing these strategies requires patience, consistency, and a genuine commitment to your team's success. Remember, the goal is not just to resolve immediate conflicts but to foster a culture of mutual respect, continuous improvement, and open dialogue. 💭Which of these strategies do you find most challenging to implement in your leadership role? 💭Can you recall a situation where one of these approaches helped you turn a challenging team dynamic around? 💭What additional strategies have you found effective in managing difficult team members? 👇🏻We'd love to hear your thoughts and experiences. #leaders #bpdassociates #liveYOURPassion! #businesscoach #success #womenentrepreneurs #womenentrepreneurship

Are you struggling to lead Gen-Z in your workplace? I have many clients who say leading Gen-Z is challenging, and they struggle to engage and retain them. What can I do differently, they ask? Here are some suggestions that might help you: - Understand what 𝐦𝐨𝐭𝐢𝐯𝐚𝐭𝐞𝐬 𝐚𝐧𝐝 𝐝𝐫𝐢𝐯𝐞𝐬 Gen-Z and DO NOT judge them negatively because it’s different to your motives and expectations. - 𝐋𝐞𝐚𝐝 𝐛𝐲 𝐞𝐱𝐚𝐦𝐩𝐥𝐞: Gen-Z don’t like being told what to do – they will be positively influenced by a leader who leads through vision and role modelling. Leaders must stand up for what's right and create a psychologically safe working environment. - Do you 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞𝐢𝐫 𝐧𝐞𝐞𝐝𝐬? Research suggests that many Gen-Z value; flexibility in hours, growth and enrichment in their role, a focus on mental health and working to live not living to work (they prioritise taking holidays). - Be open to 𝐧𝐞𝐰 𝐰𝐚𝐲𝐬 𝐨𝐟 𝐰𝐨𝐫𝐤𝐢𝐧𝐠. Gen-Z are attracted to high focused learning roles or project-based work. They are hungry to learn and be invested in. - Leverage Gen-Z as 𝐜𝐡𝐚𝐧𝐠𝐞 𝐜𝐚𝐭𝐚𝐥𝐲𝐬𝐭 – avoid being threatened by their desire to challenge the status quo and instead harness this attribute to deliver cultural and strategic change in your team or organisation. - Like other generations, Gen-Z want to add value and see their contributions further the organisation. Ensure that you’re providing them 𝐦𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐰𝐨𝐫𝐤 and the opportunity to 𝐭𝐚𝐤𝐞 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐨𝐟 𝐭𝐚𝐬𝐤𝐬. - Provide 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐚 𝐬𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐯𝐞 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 – Gen-Z value open and honest communication.  (They won’t tolerate being told their work is simply crap; No one should accept that) - 𝐎𝐩𝐞𝐧 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐟𝐫𝐨𝐦 𝐆𝐞𝐧-𝐙. They see the world as equally accessible and they're not afraid to bring the big ideas and speak out on better ways of working. Leaders need to remain curious and open to learning from them. 🎯 Lastly, I’d like to challenge you to reflect on your beliefs and mindset about Gen-Z. It stands to reason that if you have a negative mindset or a list of unfavourable labels you refer to Gen-Z as, then you’re very likely treating them accordingly. If that's the case, the change starts with you! With 40% of the future workforce being Gen-Z by 2030, leaders can’t afford not to engage and embrace this workforce.   What is your secret to leading Gen-Z?   #leadershipdevelopment #leaders #communication #emotionalintelligence #effectivecommunication   ➡ Looking to build your team's communication & emotional intelligence skills? I help leaders & teams communicate more effectively resulting in improved workplace interactions and better business outcomes. Please get in touch with me if you’d like to have a chat.   

“Have you ever been labeled "bossy" instead of a leader? "Sensitive" instead of empathetic? This insightful chart, shared by Jeremiah Teo of Transformational Leadership: Front Runners in Organizations, reveals how the words we use completely change our perception of the same behaviors.”   The Transformational Power of Language: Reframing Perceptions Let us dive deeper into some of the highlights: Stubborn vs Persistent, Determined "Stubborn" implies an unwillingness to change, whereas "persistent" reflects unwavering focus on a goal. This simple shift recognizes dedication, a vital ingredient for overcoming challenges. Acknowledging persistence can inspire others to stay the course, boosting team resilience. Bossy vs. Natural Leader, Visionary "Bossy" paints a picture of control and rigid hierarchy. "Natural leader" highlights someone who takes initiative and guides by example. Celebrating this leadership potential builds confidence and encourages others to step up within teams. Sensitive vs. Perceptive, Empathetic "Sensitive" carries connotations of fragility. However, "perceptive" and "empathetic" reflect a deep awareness of emotional undercurrents. This sensitivity is key to building trust, fostering psychological safety, and creating a space where everyone feels heard. Defiant vs. Holds Strong Beliefs, Bold, Determined Defiance implies resistance for its own sake. In contrast, "strong beliefs" suggests principled action based on personal convictions. Recognizing this inner strength helps us connect with others driven by values beyond simple compliance. Dramatic vs. Expressive, Passionate "Dramatic" hints at exaggeration and a need for attention. But, "expressive" and "passionate" communicate a vibrant spirit. Passion fuels innovation, ignites team spirit, and prevents stagnation within projects. Demanding vs. Knows What They Want, Outspoken "Demanding" focuses on the impact on others. Instead, "knows what they want" suggests clarity and drive, while "outspoken" implies self-belief and advocacy. Recognizing this combination empowers people to fully own their needs and ambitions, leading to greater satisfaction and productivity. The Call to Action This chart challenges us to go beyond labels and focus on the potential within people. By consciously shifting our language, we cultivate a more empowering and empathetic workplace where everyone's unique strengths can flourish. Now it is your turn! Which of these language reframing resonate most with you? Have you seen these shifts create positive change in your environment? Share your stories in the comments! #communication #leadership #positivity #workplaceculture #professionaldevelopment

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 ⬇️⬇️⬇️

Aspiring to be a Great Leader! These Do's & Don'ts might help: ✅ Publicly acknowledge team members' hard work in meetings and emails. ❌ Mentioning mistakes in public, which could hurt morale & create fear. ✅ Provide constructive feedback in private, recognizing strengths and areas for improvement. ❌ Pointing individuals for failures without getting into reasons and offering solutions or support, or strengthening processes. ✅ Empower team members by delegating tasks based on their strengths, giving clear instructions and autonomy. ❌ Micromanage tasks, stifling creativity and causing frustration by constantly checking in and repeating instructions. ✅ Maintain an open-door policy, encouraging team members to voice concerns and issues. ❌ Being unapproachable or busy and unavailable to listen to teams’ issues. ✅ Lead by example. Show the way; walk the talk. Actions speak. ❌ Expecting team members to follow rules and standards which you are unable to follow. ✅ Invest in professional development through training, skill-building, and career advancement opportunities. ❌ Not enough focus on team development, and still expecting high performance. ✅ Celebrate team successes and milestones, recognizing collective effort and individual contributions. ❌ Not enough credit or recognition and appreciation to team on achievements, diminishing morale and motivation. ✅ Address conflicts proactively, facilitating open communication to resolve issues constructively. ❌ Avoid dealing with conflicts, which could lead tensions to grow and remain unresolved. ✅ Promote work-life balance by encouraging breaks, vacation time, & self-care. ❌ Culture of rewarding stretch and overwork, leading to stress, exhaustion, & decreased productivity. ✅ Encourage innovation and creativity by asking for ideas and allowing for experimentation. ❌ Ignore new ideas, resisting change & sticking to familiar routines. And being prescriptive. ✅ Actively promote diversity & inclusion, valuing all team members regardless of background. ❌ Unconscious or Unintentional favoritism or bias, creating divisions & undermining trust. ✅ Set clear expectations for performance, goals, & priorities. ❌ Leave expectations ambiguous, causing confusion & frustration. The list is long however I do want to mention one last but not the least; success factor. That is proactively investing and taking responsibility in creating more leaders!! What has been your experience and what would you like to add? #leadership #leadershipdevelopment #compassion #resilience #nevergiveup #vikasdhall ==================================================================================== Please press the 🔔 icon to follow all my posts at Vikas Dhall & like what I share. =====================================================================================

🔱 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 #𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: 𝗧𝗵𝗲 𝗦𝗲𝗰𝗿𝗲𝘁 𝗜𝗻𝗴𝗿𝗲𝗱𝗶𝗲𝗻𝘁 𝗳𝗼𝗿 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽! Have you ever wondered what truly sets exceptional leaders apart? 😉   It`s EI—the game-changer that shapes our interactions & decisions. A recent study by Daniel Goleman, a pioneer in this field, shows that EI accounts for 70% of leadership effectiveness. That’s staggering 👀 4️⃣ Essential emotional skills: ⚙ Perceiving Emotions ⚙ Understanding Emotions ⚙ Reasoning with Emotions ⚙ Managing Emotions By accurately interpreting non-verbal cues and emotions, individuals can think rationally and empathize without misjudgment.  This model guides emotional regulation, allowing clear and balanced decision-making in any situation. 1️⃣ Self-Awareness: ▶confidence ▶recognition of feelings ↳Leaders must first understand & recognize their own feelings and emotions. 💡 Remember, 🖋 “The first step in resolving a problem is recognizing there is one.” – Joni Mitchell. 2️⃣ Self-Regulation: ▶self-control ▶trustworthiness▶adaptability ↳Control your reactions. The next time you’re under pressure, pause 🛑 ↳Your response can inspire a culture of calmness in your team. 3️⃣ Empathy: ▶understanding others feelings ▶diversity ▶political awareness ↳Connect with your team on a human level. ↳When you understand their feelings, 🖋 “People don’t care how much you know until they know how much you care.” – John C. Maxwell. 4️⃣ Social Skills: ▶leadership ▶conflict management ▶communication skills ↳Foster relationships. #Networking isn’t just about numbers; it's about genuine connections. ↳Be approachable and engage authentically. 🤝 5️⃣ Motivation: ↳Ignite the passion within your team. 🖋 “#Leadership is not about being in charge. It’s about taking care of those in your charge.” – Simon Sinek. 6️⃣ Adaptability: ↳Be open to change and flexible in your approach. ↳Adaptable leaders can navigate challenges with grace and resilience. 7️⃣ Active Listening: ↳Listen with the intent to understand, not just to respond. This fosters trust and encourages open communication. 8️⃣ Feedback: ↳Be open to giving and receiving constructive #feedback. ↳A culture of feedback promotes growth and learning. 9️⃣ Conflict Resolution: ↳Learn to address and resolve conflicts in a healthy manner. ↳Effective conflict resolution enhances #teamwork and reduces stress. 🔟 Building Relationships: ↳Invest time in nurturing professional relationships. ↳Strong connections create a supportive and engaging work environment. As a leader, cultivating these aspects of EI can: ▶ boost your team's performance ▶ enhance overall morale and engagement. ➡️ How leveraging emotional intelligence has made a difference in your leadership journey? Share in the comments! 👇 ♻️ Know someone who needs to see this? Share this post & Spread the knowledge!