John Jones’ Post

I recently had the pleasure of speaking with Andrea Gillespie, a CPA, CHRP, CEC, and PCC, about why self-trust is a vital leadership skill. In our conversation, Andrea discussed the key behaviors leaders need to develop to gain the respect and trust of their team. Here is a summary of the main points presented in the video. 1. Self-Awareness Recognizing our emotions, triggers, and responses is critical. This self-awareness allows leaders to manage their reactions and behave consistently, foundational for building trust. 2. Consistency Consistent behavior, attitude, and decision-making from leaders act as a guide for team members, setting clear expectations that enable a secure and trustworthy environment. 3. Handling Adversity with Grace The ability to remain composed and constructive, even under pressure or when confronting unpleasant situations, demonstrates resilience and reliability. 4. Emotional Regulation Leaders who respond to challenges in ways that connect with others rather than alienate them are more likely to build strong relationships based on mutual trust. These behaviors not only enhance the leader's effectiveness but also positively influence the overall performance and contentment of their team.

At the heart of what I'm referring to is the emotion skill of Self-Regard. We call on this essential human skill each time we define our worth as more than our outcomes, stories, and beliefs. This skill shows up as grace when things go awry, when we make mistakes, or simply, when we are thrust into situations that feel defeating. It's hard to human. Especially for leaders who are stewards for the experiences of others, particularly with change and challenges. Developing Self-Regard expands the possibilities for more effective, productive, healthy leadership behaviours/responses that build trust, safety, and connection during times of uncertainty. You have a masterful way of asking questions in such a profound, curious way, Arthur Jones. I'm continually mesmerized by your storytelling acuity. Thank you for the privilege of being in discussion with you. #emotionalintelligence #leadershipdevelopment #executivecoaching #emotionsaredata #itshardtohuman #storytelling #selfregard

Great leaders create impact long before they demand results. They lead with vision empathy and the courage to act. Leadership is influence, not a job title. ↳ Have you ever truly reflected on what makes someone a great leader? Let’s break it down. True leadership doesn’t come from. → Power. → Position. → Prestige. It comes from. ACTION. Here’s what separates impactful leaders from the rest. → They listen first. ↳ Great leaders absorb more than they speak. → They empower others. ↳ It’s not about control it’s about trust. → They show consistency. ↳ Their actions always align with their words, always. → They inspire through example. ↳ Leadership is not a speech it’s a daily practice. → They foster respect, not fear. ↳ Respect builds loyalty. Fear destroys it. → They adapt and learn. ↳ Leaders who stop growing stop leading. So ask yourself this. ↳ Do the leaders you admire embody these traits? ↳ Do you? Because here’s the truth. Leadership isn’t a title handed out in meetings. It’s earned in moments when people need you the most. You don’t need to manage a team of 50. You don’t need a corner office. You just need the courage to start leading where you are. SO. What’s one small action you can take today to lead by example? Your influence starts now.

The Power of Listening A powerful and critical key to effective leadership that goes beyond the routine tasks of training and communication, is listening, a fundamental aspect of effective leadership. As a seasoned professional in the Food and Beverage industry, I have personally witnessed the transformative impact that occurs when you genuinely engaging with team members. When information flows solely from top to bottom, we miss a crucial opportunity to tap into the collective wisdom of our team. By actively listening to their insights and considering their suggestions, we unlock a wealth of potential solutions. For instance, when aiming to boost beverage sales, empowering the team to share their ideas about market-relevant drinks can significantly enhance our strategy. This collaborative approach not only drives results but also aligns the team's efforts with established standards and procedures. To foster a truly dynamic and productive work environment and effective communication, active listening must be at the core of a leader's approach. By encouraging open dialogue, we create a space where every team member feels valued and empowered to contribute to the overall success of the business.

Common Leadership Styles — and How to Decide Which to Use When ? Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Think being serious defines great leadership? Think again. One of the most powerful traits a leader can have is the ability to not take themselves too seriously. Projecting friendliness and a good sense of humour encourages an environment where people feel more comfortable and connected. This isn’t about cracking jokes all day (although I’m a big fan of a well-timed joke), but about showing genuine humanity. Leaders who are approachable and can laugh at themselves build a culture of trust. Their team members feel safe to speak up, share ideas, and even make mistakes. I will never stop repeating this: We all make mistakes! Humour and friendliness break down barriers. They humanize leaders, making them more relatable and accessible. When leaders are seen as real people who can smile through challenges, it hopefully motivates their teams to do the same. A leader who balances professionalism with a lighthearted approach creates a more cohesive and motivated team. Work is important, but so is the well-being and happiness of the people who do it. Follow me for more posts like this and please share ♻️ if you found this helpful.

Ever wondered what it takes to become an authentic leader? Here's a behind-the-scenes look at the steps I've taken to cultivate my leadership style: Embrace Integrity Description: Authentic leadership begins with unwavering integrity. Honesty, accountability, and ethical principles should be at the forefront of every decision you make. Foster Open Communication} Description: Open and honest dialogue is a cornerstone of authentic leadership. It's important to foster an environment where team members feel comfortable sharing their thoughts, ideas, and concerns. Reflect on Your Values Description: Self-reflection is key in aligning your actions with your core values. Transparency about your strengths and weaknesses encourages your team to do the same. Seek Feedback Description: Authentic leaders are open to feedback. Encourage team members to express their opinions can be invaluable in honing your leadership style and making informed decisions. Lead by Example Description: The most effective way to inspire your team is by embodying the qualities and values you wish to see in them. Authentic leadership is about empowering others to reach their full potential. It's not just about achieving goals, but also about creating a positive work environment where everyone feels valued.

A title can be bestowed, but leadership must be earned. The true measure of leaders isn't found in the letters that preface their names on a door but in their ability to unite, inspire, and guide others toward a common goal. Great leaders transcend their titles, becoming catalysts for teamwork, innovation, and change. They are the ones who don't simply direct, but actively listen, empathize, and act, creating an environment where everyone feels heard and valued. This ability to bring people together, to foster collaboration over instruction, and motivation over mandate, is what truly sets them apart. In the end, leadership is not a rank, it's a responsibility. It's not about wielding power, but about empowering others. And it's not about standing above; it's about standing with your team. Titles might open doors, but how you lead determines what you accomplish together through those doors.

When a team is relieved, the boss is not around; this is a massive problem! Here is how to fix this…. I'm going to keep this post short. The answer is simple: either you or your leaders need to... ➡ Stop being an A-hole. ➡ Stop micro-managing. ➡ Lead with effort. ➡ Care about the people you work with. ➡ And genuinely want them to succeed. Your team's quality of life is at an all-time low, as they know they must spend 8 hours daily with the boss they hate. If you don’t like your people, the odds are that they don’t like you, either. Start acting like a leader and stop feeling entitled to something due to position, title, or ownership. What can be added to the list so we can be better leaders?

Someone asked me recently what the biggest mistake I made as a leader was. My answer? 🤔 A failure in getting them to follow me. Just because we're a manager, boss, or CEO it doesn't mean team members will always do what you ask. Do you agree? Have you seen examples of this either as a manager or staff member? By the time I learned this lesson, I had already founded three companies, always at the top, where no one would dare challenge me, at least not directly to my face 😤. People will do much more for you when they believe in the mission. Good leadership creates followers who will do what you want without even needing to be asked. In my strong opinion, the days of thinking, "They will do it because I pay them to do it." are over for good. They may do it, but not as good as if they inherently believed in what they were doing. Leadership is a lifelong game. You never stop learning how to be a better leader, and you will learn from everyone you attempt to lead for as long as you're leading them.