Leadership

In most instances, our society tends to use the term accountability to determine who we punish when something has gone wrong. As leaders who are growing are people who, in turn grow our organizations, let's try a different approach to accountability. Let's "front-load" accountability. Here is what I mean. When you front-load accountability, you include specificity in your commitment. We don't simply say, "I expect you to do a good job." When we front-load, we clarify precisely what we want to be done, what success looks like, and why this is important. There is no ambiguity to the expectation. In an accountability culture, people take ownership of what is expected of them. They feel responsible for their team members and [...]

The main event is a practice John Maxwell shared with a group of us a while back. Most leaders have their inner circle or their executive team. Typically, there are regular meetings, often referred to as the weekly or daily huddle. It is an opportunity for team members to learn what is happening in their respective worlds, including issues, opportunities, reporting progress, etc. The main event is an activity, appointment, or project for that day or week, depending on the frequency of the meetings. It is added to the reporting. The main event definition requires the team member to be 100% all-in. It becomes mission-critical. As an extreme example, it is acceptable if nothing else gets done that week or day [...]

I have come to believe the essence of leadership is simply influence. To be clear, I’m not referring to manipulation. The leader must be authentic to influence others positively and help change behavior. Recently, in one of my coaching sessions, I discussed influence with my client. She asked me for some examples of how best to gain influence. She wondered if there was a process or a system to follow. I responded that it was not; however, some factors must be present to gain influence. I explained that influence is earned over time. It doesn’t happen overnight; people will follow and buy into your leadership. I went on to discuss the following factors with her. I have found that the [...]

How important is it for your team to "show up" for purpose and meaning? Here are some eye-opening stats to consider. Robert Half researched why employees quit their current jobs. One of the top responses was to have more meaning and purpose. Another study by Reward Gateway found that 89% of employers said employees must understand the company's mission; however, only 25% feel completely informed about the purpose and mission. This is fundamental for leaders—it really is "low-hanging fruit" for us to pick. We are fully aware that purpose and meaning are "human." We all desire to have meaning, know that we matter, and know that our efforts help the cause, the purpose. I have learned that our people want to be part of an [...]