Laura Bamber’s Post

Here are some of the areas where courage is needed or can be found: 1) Decision Making-Courageous leaders aren't afraid to make the tough call. 2) Innovation and Change-Courageous leaders take risks, challenge the status quo, and encourage others to do the same. 3) Speaking up-Courageous leaders stand against unethical practices, inappropriate behavior, and problems at work. 4) Addressing Conflict-Courageous leaders will have difficult conversations and facilitate meetings between people that get them talking and caring. 5) Advocating for Team Members-Courageous leaders advocate for those who won't or can't advocate for themselves. They support others with limiting beliefs, helping them realize their potential and providing constructive feedback.

KEEP Promises, Build Trust to create culture One of the most effective ways leaders can cultivate trust is by consistently keeping their promises. It's a value which defines a character of a leader. Failing to keep promises can lead to skepticism and disengagement. Your people may feel undervalued or uncertain about their future under ur leadership. This can create a work environment where trust is compromised. Let's build a culture of trust by (1) promising carefully and promising only which you can do. (2) Keep your promises. (3) If you are not able to keep your promises due to genuine reasons, state openly and transparently. (4) There has to be a logical, sensible ,genuine, real, ethical reason for not keeping your promise. ( people have a fair sense of understanding, so don't try manipulating). Let's try to be a trusted leader with a strong character.

Successful leaders often exude confidence But too much can be perceived as arrogance The dividing line is humility. Leaders who show humility: 1. Admit mistakes ↳Take responsibility, rather than shifting the blame 2. Seek feedback  ↳Consider input from others & value diverse opinions 3. Listen actively  ↳Show interest in & engage with others’ ideas 4. Share credit ↳Recognise & celebrate the contributions of others 5. Empower others ↳Trust colleagues, fostering collaboration 6. Showing respect ↳Treat everyone equally, regardless of position These behaviours show a leader’s genuine humility Inspiring trust & respect from their teams Where do you draw the line on confidence & arrogance? Comment below 👇 Thank you Maria Matloub for inspiring this post ************* ♻️ Reshare to inspire others this weekend 👉 Follow Jas for more posts on Leadership

Come along as we explore the heart of humility in leadership... 👂 Listening Actively: Humble leaders make spaces where everyone's voice matters, fostering openness and innovation. 💡 Admitting Mistakes: Embracing accountability shows integrity and a commitment to improving. 🤝 Showing Empathy: Humble leaders build trust and support among their team through empathetic leadership. 🤝 Valuing Collaboration: Humble leaders believe in working together, not against each other, celebrating teamwork. 👏 Sharing Credit: They highlight their team's achievements, inspiring loyalty and dedication. 📚 Continuously Learning: Humble leaders always grow and discover, striving for excellence. 🔄 Remaining Open-Minded: They navigate challenges with humility, welcoming diverse perspectives. 🛡️ Acting with Integrity: Honest and fair leadership builds a culture of trust and responsibility. 🌟 Inspiring Others: Humble leaders ignite passion and purpose, unlocking their team's creativity. In essence, being a humble leader isn't just a style—it's a commitment to serving with integrity and authenticity. What strategies have you found most effective in cultivating humility within your team and promoting a culture of collaboration and openness?

Come along as we explore the heart of humility in leadership... 👂 Listening Actively: Humble leaders make spaces where everyone's voice matters, fostering openness and innovation. 💡 Admitting Mistakes: Embracing accountability shows integrity and a commitment to improving. 🤝 Showing Empathy: Humble leaders build trust and support among their team through empathetic leadership. 🤝 Valuing Collaboration: Humble leaders believe in working together, not against each other, celebrating teamwork. 👏 Sharing Credit: They highlight their team's achievements, inspiring loyalty and dedication. 📚 Continuously Learning: Humble leaders always grow and discover, striving for excellence. 🔄 Remaining Open-Minded: They navigate challenges with humility, welcoming diverse perspectives. 🛡️ Acting with Integrity: Honest and fair leadership builds a culture of trust and responsibility. 🌟 Inspiring Others: Humble leaders ignite passion and purpose, unlocking their team's creativity. In essence, being a humble leader isn't just a style—it's a commitment to serving with integrity and authenticity. What strategies have you found most effective in cultivating humility within your team and promoting a culture of collaboration and openness?

𝗛𝗼𝘄 𝗚𝗼𝗼𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗖𝗿𝗮𝗰𝗸 𝗬𝗼𝘂 𝗪𝗶𝗱𝗲 𝗢𝗽𝗲𝗻 𝘁𝗼 𝗣𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 - 𝗧𝗶𝗽 #𝟯 𝙁𝙤𝙨𝙩𝙚𝙧 𝘾𝙤-𝘾𝙧𝙚𝙖𝙩𝙞𝙤𝙣: David Cooperrider taught me that we co-create the future our questions evoke. Good leaders know that this means asking better questions—often asking more ‘being’ questions and fewer ‘doing’ questions. Team members tend to own what they co-create. That’s why good leaders appear on the surface to slow down to engage their teams in imagination, dialogue, and decision-making. Going slower at the front end enables them to go faster during implementation—solid evidence of widely shared ownership by the team. Short cut this and you’ll spend forever trying to sell, persuade, and cajole. Ugh. No thank you. It’s so much easier (and fulfilling) to ground the dialogue in a deep sense of shared purpose and commitment. https://lnkd.in/g5uKzvdR

𝗛𝗼𝘄 𝗚𝗼𝗼𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗖𝗿𝗮𝗰𝗸 𝗬𝗼𝘂 𝗪𝗶𝗱𝗲 𝗢𝗽𝗲𝗻 𝘁𝗼 𝗣𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 - 𝗧𝗶𝗽 #𝟯 𝙁𝙤𝙨𝙩𝙚𝙧 𝘾𝙤-𝘾𝙧𝙚𝙖𝙩𝙞𝙤𝙣: David Cooperrider taught me that we co-create the future our questions evoke. Good leaders know that this means asking better questions—often asking more ‘being’ questions and fewer ‘doing’ questions. Team members tend to own what they co-create. That’s why good leaders appear on the surface to slow down to engage their teams in imagination, dialogue, and decision-making. Going slower at the front end enables them to go faster during implementation—solid evidence of widely shared ownership by the team. Short cut this and you’ll spend forever trying to sell, persuade, and cajole. Ugh. No thank you. It’s so much easier (and fulfilling) to ground the dialogue in a deep sense of shared purpose and commitment. https://lnkd.in/g5uKzvdR

Micromanagement is a big NO for me. As a leader, I could be concerned about my team's deliverables or how they are working towards them. But does that mean constant follow-ups or looking down on their approach? Never. I learned quite early that the best approach is to let them take it forward in their own way after assigning the task. I am here to review it, intervene only when needed, or provide feedback to improve the outcome. This allows my team to: ✔️ Build trust and feel empowered to take complete ownership of their tasks. ✔️ Feel encouraged to be creative and innovative by exploring different approaches. ✔️ Stay motivated and accountable when they have autonomy over their work. ✔️ Have a hands-off approach fostering collaboration and a supportive team dynamic. ✔️ Act like young leaders. Always remember leaders create leaders! I would love to know your views in the comments below!

𝗛𝗼𝘄 𝗚𝗼𝗼𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗖𝗿𝗮𝗰𝗸 𝗬𝗼𝘂 𝗪𝗶𝗱𝗲 𝗢𝗽𝗲𝗻 𝘁𝗼 𝗣𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 – 𝗧𝗶𝗽 #𝟳 𝙂𝙤 𝙄𝙣𝙨𝙞𝙙𝙚: My friend and superstar colleague, Tracey Greene-Washington, often talks about ‘the messy middle.’ That’s what I think a lot of leaders worry about when contemplating ‘inner work.’ Understanding and appreciating the personal and emotional layers of team members can deepen connections and enhance team cohesion. Good leaders can demonstrate this by acknowledging personal milestones and supporting individual well-being. Good leaders inquire about the latent possibilities within us all.