Rookie Leaders Podcast: Recent Episodes
Michael Tanner
What is your perception of military leadership?
Military leadership doesn’t come from rank. It also isn’t about barking orders or command & control type of authority.
Stephen Morris joins us on the podcast today to share his experience in Army Ranger School and his time training leadership in armies around the world.
I’m certain he will clear up some of your misconceptions about military leadership.
Having retired now from the Army, Stephen is teaching leadership through his company, Renowned Leadership. You can find out more about Stephen at renownedleadership.com.
And you just have to check out Stephen’s new podcast. He started the podcast with his dad soon after we recorded this episode. Stephen told me about how he considers his dad a great leader and how you have the opportunity to learn from both of them.
Episode Outline: * Ranger school + Differing ranks, but everyone serves as a leader + Success isn’t just about accomplishing the mission + Focus on maintaining accountability + Leaders must listen to those on the team + Extreme conditions demonstrate true leadership characteristics
- Training leadership around the world
- Divided power - commissioned officers & non-commissioned officers
- Decentralized command
- Commissioned officers actually rely on the experience and knowledge of non-commissioned officers
-
Leaders must listen to those in the team
-
Team members must be trained in leadership before they will accept responsibility
- Leadership is about relationships
Resources Mentioned: Renowned Leadership
Stephen and his Dad’s Podcast
The Leadership Calculator
The Leadership Accelerator
What is your perception of military leadership?
Military leadership doesn’t come from rank. It also isn’t about barking orders or command & control type of authority.
Stephen Morris joins us on the podcast today to share his experience in Army Ranger School and his time training leadership in armies around the world.
I’m certain he will clear up some of your misconceptions about military leadership.
Having retired now from the Army, Stephen is teaching leadership through his company, Renowned Leadership. You can find out more about Stephen at renownedleadership.com.
And you just have to check out Stephen’s new podcast. He started the podcast with his dad soon after we recorded this episode. Stephen told me about how he considers his dad a great leader and how you have the opportunity to learn from both of them.
Episode Outline: * Ranger school + Differing ranks, but everyone serves as a leader + Success isn’t just about accomplishing the mission + Focus on maintaining accountability + Leaders must listen to those on the team + Extreme conditions demonstrate true leadership characteristics
- Training leadership around the world
- Divided power - commissioned officers & non-commissioned officers
- Decentralized command
- Commissioned officers actually rely on the experience and knowledge of non-commissioned officers
-
Leaders must listen to those in the team
-
Team members must be trained in leadership before they will accept responsibility
- Leadership is about relationships
Resources Mentioned: Renowned Leadership
Stephen and his Dad’s Podcast
The Leadership Calculator
The Leadership Accelerator
What does it mean to you to positively impact the lives of those you lead?
You’ve heard me mention before my mission to help you positively impact business results and the lives of those you lead. What does that last part of my mission mean? Do you have a strong desire to make a real difference with your leadership?
A recent podcast guest, Aaron Walker, mentioned leading not just for success, but also leading for significance. He defines significance by the impact his leadership has on other people. Like Aaron, I want my leadership impact to reach far beyond business results.
I want those on my team to win at home, excel in life, and perform well at work. I want team members to go home each day feeling empowered and encouraged. I hope they will even talk about their great team at home and while hanging out with friends on the weekend.
I’m guessing you want to lead in this way also. In this podcast episode, I’ll tell you how to make such an impact in the lives of those you lead.
Episode Outline: * Article - I Want You To Win At Home + https://www.credibleleaders.com/blog/win-at-home + Attitude + Confidence + Winning
- Can’t control how team members behave at home
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Can send them home prepared for success at home
-
Can’t separate work from the rest of life
- Trouble at home = struggles at work
-
Worries in life = stress at work
-
Benefits of helping the team win at home and in life
- More engaged team member
- More positive team member
- More empowered team member
- More encouraged team member
-
Better business results
-
How to positively impact the lives of those you lead
- Make it a leadership priority
-
Adopt the mindset
-
Build better relationships
- Serve, serve, serve
- Recognize and appreciate efforts and successes
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
What does it mean to you to positively impact the lives of those you lead?
You’ve heard me mention before my mission to help you positively impact business results and the lives of those you lead. What does that last part of my mission mean? Do you have a strong desire to make a real difference with your leadership?
A recent podcast guest, Aaron Walker, mentioned leading not just for success, but also leading for significance. He defines significance by the impact his leadership has on other people. Like Aaron, I want my leadership impact to reach far beyond business results.
I want those on my team to win at home, excel in life, and perform well at work. I want team members to go home each day feeling empowered and encouraged. I hope they will even talk about their great team at home and while hanging out with friends on the weekend.
I’m guessing you want to lead in this way also. In this podcast episode, I’ll tell you how to make such an impact in the lives of those you lead.
Episode Outline: * Article - I Want You To Win At Home + https://www.credibleleaders.com/blog/win-at-home + Attitude + Confidence + Winning
- Can’t control how team members behave at home
-
Can send them home prepared for success at home
-
Can’t separate work from the rest of life
- Trouble at home = struggles at work
-
Worries in life = stress at work
-
Benefits of helping the team win at home and in life
- More engaged team member
- More positive team member
- More empowered team member
- More encouraged team member
-
Better business results
-
How to positively impact the lives of those you lead
- Make it a leadership priority
-
Adopt the mindset
-
Build better relationships
- Serve, serve, serve
- Recognize and appreciate efforts and successes
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Do you have concerns about the future of your team? Does your company utilize succession planning that seems ineffective? Or maybe you’re feeling to need for additional leaders in your team, but uncertain how to develop new leaders.
Succession planning is often neglected, maybe even ignored. In cases where succession planning exists, it seems to be ineffective.
The success of a team rises and falls on leadership, so the future of your team is dependent upon succession planning. You can set your team up for success in the future with effective planning.
Effective succession planning isn’t an event, meeting, or document to complete. You may have a meeting scheduled with your leadership to review succession plans, but don’t fall victim to the illusion that a meeting represents effective succession planning.
You have to view succession planning as a daily activity. In this podcast episode, I’ll share with you activities that will ensure the future success of your team.
Show Outline * “Leaders don't create followers, they create more leaders.” -Tom Peters + Maintain the mindset of creating more leaders - Should be a part of leadership job description + Avoid feeling threatened by the growth of others * “Do for some what you wish you could do for all.” -Andy Stanley + You may have too many team members to mentor them all + Define two layers of inner-circle * What to be looking for inner-circles + Self-starters, self-improvers + Team members already going the extra mile + Attitude over skill set or even performance + Humble, hungry, & smart * Mentor, Coach, & Delegate + Mentor to inner-circle + Coach and delegate to inner-inner-circle
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Do you struggle with negativity in your team? Do you often hear comments like “that won’t work because…” from team members? Or maybe you feel a real struggle to energize or excite your team about the goal you're working to achieve.
Negativity can be a cancer that robs your team of productivity, efficiency, and success. You can minimize, even eliminate, negativity in your team. You can remove this obstacle that prevents your team from achieving goals.
The key to doing so is focus. Focus is a simple concept. The difficult aspect of focus is identifying what to focus on. In this episode, I’ll identify exactly what you need to focus on in order to minimize, even eliminate, negativity in your team.
Show Outline * Why Negativity Must Be Removed + If you say you can or can’t, you’re right + Contagious + Often grounded in fear, not reality * Focus + Not on what you don’t have + Focus on what you have * How to shift focus + Not a covert operation + Acknowledge what you don’t have, but don’t dwell on it + List everything you do have * Benefits + Shift to positive mindset + More efficient plans + Justifications for more * Why not just fire negative team members? + Negativity will persist + New hires will also turn negative if negativity isn’t addressed properly
Resources Mentioned The Leadership Calculator
The Leadership Accelerator
Have you ever tried to take a family vacation, but your vacation turned into a frustrating repeat of you responding to office emails, answering urgent phone calls, or trying to pull away from your laptop to spend time with your family?
I’ve been there. I’ve done that. I’ve had family vacations that I worried would end in divorce because I just couldn’t seem to devote my attention to my family while on vacation.
I understand the pressures of being a leader and the struggles of taking some time “actually” away from your team.
Your vacation time doesn’t have to follow the pattern of my past vacations. You can take a vacation of complete rest and relaxation. You can leave the laptop and phone at home, and enjoy a vacation worry-free with your family. Most importantly, you can do this without your team or business suffering from your absence. I’m going to tell you how in this episode.
Show Outline: * Prepare ahead of time + Delegate + Define escalations + Out of office message (email & phone) * Maintain normal disciplines + Morning routines + Exercise + Keeps mind active * Have fun + Say yes philosophy + Do new things + Fun rejuvenates you * Properly plan your return + No meetings first day back + New out-of-office responder + Visit your team members
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Every leader wants to be an excellent leader. But the loneliness and isolation of being at the “top” can make excellence feel like mission impossible.
Aaron Walker has been in small business and community leadership for over 42 years. Aaron joins me on the podcast to share the secret to defeating isolation and loneliness as a leader.
It doesn’t have to feel lonely at the top.
Aaron says isolation is the enemy of excellence. In this podcast episode, he will share the secret to leadership excellence.
Hello Friend. This is the Rookie Leaders podcast. It’s the podcast offering leadership lessons to newbies.
My name is Michael Tanner, and with 30 years of leadership experience, it is my mission is to help YOU become the leader everyone loves and wants to follow. So YOU can positively impact business results and the lives of those you lead.
- Personal Takeaways
- I’d rather fail in front of a few than everyone
- Vulnerability is key to success
- No one pushes through a ceiling alone
- If you want to go fast, go alone. If you want to go far, go with someone.
- Get into a group now, not when a crisis hits
Iron Sharpens Iron Mastermind Group https://www.viewfromthetop.com/
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Do you have a team member that is underperforming, but you are afraid to give them a bad performance review?
Giving performance reviews, especially for poor performance, are typically the first scary act for a new leader.
But you can deliver a performance review that addresses poor performance and yet remain a leader that your teammate loves and wants to follow.
Forget the compliment sandwich and other similar gimmicks. Deliver a performance review with confidence that properly addresses the poor performance.
Hello Friend. This is the Rookie Leaders podcast. It’s the podcast offering leadership lessons to newbies.
My name is Michael Tanner, and with 30 years of leadership experience, it is my mission is to help YOU become the leader everyone loves and wants to follow. So YOU can positively impact business results and the lives of those you lead.
Before we start talking about performance reviews, let me quickly make you aware of our Leadership Calculator. You are listening to this podcast because you want to improve your leadership. To improve your leadership, you must first measure it. Our free calculator provides you with an objective leadership score and details for improving your leadership based on your result.
I’ll share more about our Leadership Calculator at the end of the show, but for now let’s talk about delivering performance reviews.
Show Outline: * Abandon the ANNUAL performance review
+ Even if it’s the HR policy
+ Utilize regular 1-1 meetings
+ Too awkward to talk about things that happened 6 months ago
- Establish selfless motive
- Serve
- Build relationships
- Find out why poor performance
- Address performance, not person
- You are trying to change the performance, not the person
- Can eliminate defensiveness
- Have documented evidence
- Be their coach
- Game plan
- Mentor
- Cheerleader
- Do this also for good performance reviews
If you need to deliver a poor performance review or you want to be prepared to do so, then start with our Leadership Calculator so you can understand how to establish those all-important relationships and pure motives we talked about earlier! All you have to do is head over to theleadershipcalculator.com.
Until I speak with you again next time, remember that I love you because that is what leaders do, and want you to be blessed & lead well.
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Do you have a workplace bully on your team? Have you dealt with that bully yet? Are you worried about the impact this bully is having on the rest of your team?
Dealing with a workplace bully is difficult and scary - especially for a leader that doesn’t like conflict.
But it doesn’t have to be difficult or scary, and it doesn’t have to lead to firing the bully. In this episode, I will share my experience in dealing with workplace bullies.
Hello Friend. This is the Rookie Leaders podcast. It’s the podcast offering leadership lessons to newbies.
My name is Michael Tanner, and with 30 years of leadership experience, it is my mission is to help YOU become the leader everyone loves and wants to follow. So YOU can positively impact business results and the lives of those you lead.
Before we start dealing with workplace bullies, let me quickly make you aware of our Leadership Calculator. You are listening to this podcast because you want to improve your leadership. To improve your leadership, you must first measure it. Our free calculator provides you with an objective leadership score and details for improving your leadership based on your result.
I’ll share more about our Leadership Calculator after the show notes, but for now, let’s talk about dealing with workplace bullies.
Show Outline: * Shout-out to Ashley * Not physical bullying or harrasment * Story of new team member (not recruited, inherited) with specific technical skill our team was moving into. * Personality was abrasive, impatient, arrogant * Other team members offended, wanted bully fired * Consider the Golden Rule - episode 103 * Establish policy regarding bullying * Address bully privately + Confront the actions or behavior, not the person + Explain the policy + Explain the impact to team and performance + Explain the consequences if it continues + Create a plan of improvement
If you need to deal with a workplace bully or you want to be prepared to do so, then start with our Leadership Calculator so you can understand how to establish those all-important relationships and pure motives we talked about earlier! All you have to do is head over to theleadershipcalculator.com.
Until I speak with you again next time, remember that I love you because that is what leaders do, and want you to be blessed & lead well.
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
Are you in a temporary or interim leadership position? This is often the pathway to a permanent leadership position. There are certainly nuisances to interim positions that can be difficult to navigate.
In this podcast episode, we will be learning from Deborah Coviello. Deb Coviello is an advisor, author, podcast host, and Founder of Illumination Partners, a consulting firm for CEOs navigating change.
A trusted partner to C-Suite Leaders, Deb brings 25+ years of experience and strategy in Quality and Operational Excellence roles combined with her 20 years in the Flavors and Fragrance industry to support her clients as they work together to identify, assess, and solve the issues that are preventing their business growth.
Certified as Lean and Six Sigma Blackbelt in Process Improvement, she has developed powerful programs devoted to helping CEOs identify emerging leaders, understanding “People’’ is the greatest tool in your toolbox.
Deb is a board member of Women in Flavor & Fragrance Commerce, (WFFC), an avid Curler with the Cincinnati Curling Club, a mother of three, and resides in Cincinnati Ohio with her husband Dan of 32 years.
My Key Takeaways 1. To succeed in an interim leadership position 1. can-do attitude 2. model good leaders around you 3. get and act upon feedback 4. envision yourself as the leader you want to be
- How to determine if leadership is what you want permanently
- Ask if it serves your needs, serves your wants, and serves your passion
Connect with Deborah LinedIn: https://www.linkedin.com/in/deborahacoviello/
Website: https://dropinceo.com/
Podcast: https://dropinceo.com/drop-in-ceo-podcast/
Book: https://dropinceo.com/book-page/
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
I’m often asked leadership questions that follow the form, “how would you lead in a situation where ________?” And they fill in that blank with whatever difficult situation they are facing at the time - where you need to fire a team member, you have a team member destroying the morale of the team, you have to reprimand a team member for bad behavior, and the list of difficult situations could go on forever.
I know it’s frustrating initially to the person asking me this sincere question, but I always answer that question with a question. “How would you want to be led if you were that person?”
As the person considers my question and we talk through it, the knowledge and courage to lead through their stated difficult situation become apparent.
It’s simply the golden rule applied to leadership. Taking some creative liberties with the rule, I’ve changed it up to address leadership specifically.
Lead others the way you would want to be led. I’ll further explain the golden rule and its value to you as a leader in this podcast episode.
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
In a recent parenting failure, I learned a really important leadership lesson. This lesson is related to the question if your team knows that you believe in them.
Do you believe in your team’s ability to succeed? Do they know you believe in them?
Our youngest son just graduated from high school. On the night before his graduation ceremony, he and I were sitting on the front porch going over the logistics of the next day. He half-jokingly made the comment to me, “I bet you never thought this day would come.”
You see, school does not come naturally or easily for our youngest son. He took after me, rather than his mom, in this case. I brushed the comment off with the response, “of course I knew you would graduate.”
It was later that night that it occurred to me, “my son isn’t aware that I believe in him.” His comment was only half-joking. The other half was truly a question in his mind. I had to make it right. I had to have a good conversation with him letting him know just how confident I am in his ability to succeed.
Again I ask you, does your team know you believe in them?
What if you really don’t believe in them? This is your fault as a leader. You can’t fake belief in them. If you don’t believe in their ability to succeed, you must train them, educate them, & lead them in a way that brings you confidence in their ability.
How to express your belief in your team. Be explicit
Be specific
Be consistent
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
I often hear leaders complaining about the burden of problems. They are referencing the fact their team members are consistently bringing problems to them.
I’m always quick to point out this is exactly what leaders are supposed to be. As a leader, you must welcome team members bringing problems to your attention.
That said, I acknowledge the fact this can be a tremendous burden. Decision fatigue is a real thing. The pressure and stress of trying to solve every problem can be overwhelming.
There is one key tool available to you for dealing with problems your team will bring to you. It’s the suggested solution. In this podcast episode, I’ll quickly share with you the magic behind the suggested solution.
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
It's a celebration! The Rookie Leaders Podcast hits 100 episodes! To celebrate the milestone, I revisit the story behind the podcast.
Me * Leadership credentials - listen to episode 1 * Fear of rejection * Dyslexic * Maybe ADD
Credible Leadership Group * Purpose: Serve others with leadership development so they can win * Why + Definition of success - serve others + Enjoy seeing others win
- How
- Course
- Coaching
- Workshops
- Speaking
Podcast * Content creation of the business * Audience + New leaders + Unsupported leaders - Business doesn’t train leadership - Can only find executive-level coaching
Resources Mentioned:
The Leadership Calculator
The Leadership Accelerator
“Free your inner critic to inner confidence so that you have more impact as a leader” - Olivia Carter
Imposter syndrome impacts us all differently. While I’ve understood imposter syndrome for some time, I’ve never recognized how our individual personalities are impacted differently.
In this podcast episode, Olivia Carter will literally read your mind. At least she read my mind. You will gain great insights into how you are impacted by imposter syndrome and, more importantly, how to overcome it.
Be sure to use the links below to register for Olivia's upcoming Masterclass and to connect with her on LinkedIn.
Resources Mentioned:
Imposter to Impact Free Masterclass
Connect with Olivia on LinkedIn
The Leadership Calculator
The Leadership Accelerator
Firing a team member is a difficult situation, especially for a new leader that has never done it before. There is no advice I can give you that will make it easy, but there are ways to ensure you do it correctly.
In this podcast episode, we will talk about why it’s important you fire a team member correctly, why you would need to fire a team member, and then how to actually fire them.
Why Firing Correctly Is Important 1. Right thing to do 2. Impacts remaining team members 3. Protects the team and business
Why You Would Need To Fire A Team Member 1. Poor individual performance 2. Poor business performance 3. Legal or ethical violation
How To Fire A Team Member 1. Gather supporting evidence 2. Align the support needed 3. Stay focused on activity, not the person 4. Avoid discussions 5. Maintain their dignity 6. Address the remaining team
Resources Mentioned: The Leadership Calculator
The Leadership Accelerator
I’m often asked to identify the best leaders I’ve worked for. I’ve been very fortunate to work for some really good leaders. Additionally fortunate, I’ve also worked for some really bad leaders. So I can easily tell the difference.
Good leadership isn’t identified by a title, position, attitude, or even actions. I can’t make a list of actions to take that make a good leader. Ultimately, good leadership is recognized by the way it makes those following feel.
Let’s identify a few feelings that indicate good leadership.
Secure Good leadership will always make team members feel secure in being who they are. Every team member is different and therefore must be led differently. Good leadership will accept the differences among team members. This acceptance enables team members to feel secure, never needing to hide their personal nature or cover themselves with excuses.
Heard Every team member has ideas, concerns, and opinions that are important to them. Good leadership will always make team members feel like they have the opportunities to voice them. In addition to the opportunities to share, team members need to feel leadership is truly listening to them.
Cared For Performance, contribution, and goal achievement are important for every team member. Team members are keenly aware of the concern leadership applies to these aspects of a team. However, good leadership will also ensure each team member feels cared for as a person. Leadership is about relationships and building good relationships demonstrate genuine care for a team member.
Empowered Empowerment is a popular buzzword in the work world. But the feeling of empowerment is much more important to a team member than we typically recognize. Empowerment includes training and trust. To have team members feel empowered, they must be trusted to complete the mission and properly trained to do so.
Challenged Especially in the servant leadership model, challenging and pushing a team are often overlooked. So much focus is placed on building good relationships and being liked, that leaders forget to push their team. Good leadership will always make the team feel challenged, stretched, and pushed - even to a point of concern related to the feasibility of accomplishing the mission.
Resources Mentioned:
The Leadership Calculator
The Leadership Accelerator
Students of our Leadership Accelerator course recently brought up a question about politicians.
The question was essentially, “should we view politicians as examples of good leadership?”
“Well, no.”
While my response to the question is definitive, it needs a little explanation. While a politician may be a great leader behind closed doors (that is within their team), the general public will never be allowed to see that side of the politician.
So my response speaks more about the political system of the US than it does the individual politician.
Let me explain why you should not look to politics for examples of good leadership.
Never accept blame or admit wrong
A political system will not allow a politician to accept blame for a failure or to admit when something is wrong. It is critical to effective leadership that a leader accepts the blame for any failures of a team. Additionally, a leader has to be transparent enough with their team to admit when something is wrong.
A politician may behave this way behind closed doors and in front of their team, but they will never do so publicly for us to see. Instead, a politician will shift blame elsewhere or spin a situation to make it appear positive.
Never say they don’t know
Another quality a good leader must have is a willingness to admit when they don’t know something and solicit advice from members of the team.
A politician does not have that luxury publicly. When asked about a topic, a politician must respond in a way that makes it appear they know all about the topic. This is why it often feels like a politician says a lot to answer a question, but never really answers the question.
Everything is PR scripted
Very little about good leadership is scripted. Every day brings new challenges and unique situations that make scripted responses an impossibility.
This isn’t the case with the public view of a politician. In public, a politician must be well scripted. Every speech, announcement, and even press conference answer is scripted ahead of time to ensure the first two points made above are maintained.
So again, this isn’t a statement about individual politicians. It’s more a response describing the realities of a political system. So don’t watch politicians on television and follow their example - you aren’t watching good leadership.
Resources Mentioned:
The Leadership Calculator
The Leadership Accelerator
“I’ve just been promoted to a leadership position. What is the most important thing I should do first?”
I get this type of question all the time. Now that I’m a leader, what do I do first? I’m always glad to see new leaders asking themselves such questions.
Almost without exception, however, those leaders seem disappointed in my answer. They seem to think I’m going to tell them how to charge into their team and show them they are the boss.
Instead, I tell every new leader the first and most important step they should take as a new leader is to subordinate their ego. Subordinating your ego means to suppress your inner emotions that make you view yourself as more important than others.
As a new leader, you must view your team members as more important than you. They are the people doing the bulk of the work. They are the ones accomplishing the task.
Ego is the number one downfall of leaders While coaching a leader through a struggle they are experiencing with influence within their team, we almost always narrow the culprit down to ego. Ego issues are often difficult to identify. Left unchecked, ego will ultimately be the downfall of any leader.
Demonstrates you are a leader, not a boss The word boss is regularly used with a negative connotation. Your new team is asking themselves “is he/she a leader or a boss?” In that question, boss is used negatively. Your team wants to know if you care about them and their contributions or if you just care about yourself and results. Control over your ego provides your team with a clear answer to this question.
Creates culture of teamwork A leader’s uncontrolled ego will always create a culture of avoidance and CYA within the team. Ego can be demonstrated in outbursts of anger but is most often demonstrated as disappointment and blame. In this type of culture, your team members will worry more about protecting themselves than effective teamwork.
Resources Mentioned:
The Leadership Calculator
The Leadership Accelerator
I am obviously unqualified to tell you about the unique challenges that women face in leadership. But that is certainly not the case with my guest, Nichole Harrop.
Nichole is a leadership and career coach. She is a wife, mother of two daughters, and most important to this episode, a female leader. Nichole believes the world needs more female leaders, and through her efforts at nicholeharrop.com, she intends to create them.
Resources Mentioned:
Connect with Nichole on Instagram @nichole.harrop
nicholeharrop.com
How to Confidently Ask For a Raise
Next Level Leaders podcast
The Leadership Calculator
The Leadership Accelerator
Very early in my corporate career, I went to my boss to request some leadership training. I was the new leader of a small group of software developers and I wanted to be the best leader I could be.
My boss seemed excited that I was asking for training and was eager to send me to what he considered to be top-notch leadership training that was developed in-house by the company's training department.
I should have known by the title this training wouldn’t be all that beneficial for me. The training was entitled “Perfecting Your Executive Presence.” The 2-day workshop was all about dressing like an executive, where to sit during a meeting, and body language during a presentation.
So did any of that training help me? Well, I can say with confidence my team didn’t see any real change in my leadership ability after I returned from the training.
But, it did make me realize that appearance does matter. Just not near as much as some people think.
Appearance isn’t about impressing your team The training focused on maintaining an executive appearance for the purpose of impressing others. However, the real value in maintaining a good appearance isn’t in the impression it makes on others, but in the impact it makes on you.
There are real psychological benefits to getting all dressed up for an important event or activity. We’ve all experienced the mental and emotional boost we feel when we put on our finest clothes to attend some fancy event.
The same can be said for your mental and emotional state each day while leading your team. When you feel better about yourself, you’re a better leader.
The real impression your appearance leaves on your team Your team isn’t all that impressed with your fancy clothes. However, your appearance does leave an impactful impression on your team.
If you are squared away (as we called it in the Marine Corps), then your team knows you are working to take care of yourself. Your team needs and deserves the very best version of you as a leader. When you dress well and maintain a healthy appearance, your team feels valued by your efforts to provide your best self to them.
On the other hand, your sloppy and unkept appearance will convey to your team that you don’t care. You will appear to be just going through the motions. You will not inspire maximum effort from your team if you aren’t willing to take care of yourself.
Better to underdress than overdress One benefit of leading in the military is that everyone has the same uniform. The only way to differentiate yourself with your uniform is to make sure it is more squared away than everyone else - it’s cleaner, pressed better, etc. We would starch and press our camouflage utilities so much the cargo pockets wouldn’t properly open.
But in the corporate world, there isn’t always a standard uniform. In this case, be careful that you aren’t overdressed. When you are overdressed it becomes difficult for your team to relate to you. The organizational chart already presents artificial boundaries that hinder your team from building a good relationship with you. Don’t make that even worse with your overdressed appearance.
Resources Mentioned:
The Leadership Calculator
The Leadership Accelerator - use promo code MADNESS for 50% discount
Small groups of like-minded people have been a huge influence on my leadership journey for many years. Are you in a small group? Maybe you call it a support group, accountability group, or mastermind group. It doesn’t matter what you call it, you need to be in one (or several).
My good friend, David McGlennen joins me today on the podcast to share his expertise in leadership groups. He has a wealth of knowledge and experience participating in and leading such groups. Connect with David with the links below.
Resources Mentioned:
Visit David’s Website
Check out the Turning Point Event
The Leadership Calculator
The Leadership Accelerator - use promo code MADNESS for 50% discount
You probably have a lot of misconceptions and misunderstandings about military leadership. You don’t want to miss today’s podcast episode. We have Mike Ettore on the podcast to clear up all your wrong views of military leadership.
Mike’s distinguished record of providing effective leadership and achieving superior results in a wide range of challenging environments stems from his unique professional background. In addition to having retired as a Marine Corps Infantry Officer and decorated combat leader, he also served successfully as a C-level executive in a publicly-traded professional services firm with annual revenue in excess of $1 Billion. Over the course of both careers, Mike developed a reputation for being an exceptionally effective mentor and developer of leaders.
Resources Mentioned: Buy Mike’s Book - Trust-Based Leadership
Visit Mike’s Website
The Dose of Leadership Podcast
The Leadership Calculator
The Leadership Accelerator - use promo code MADNESS for 50% discount
Relationships are the most important element of effective leadership. Good relationships will help you overcome any shortcomings you have in other areas of your leadership.
In today’s podcast, I’ll describe what type of relationships you need as a leader. I’ll discuss why relationships are important, how it fits within the leadership equation, and how you can build great relationships as a leader.
Other Episodes in This Series 086 - The Leadership Equation
087 - Credibility
088 - Competence
089 - Motive
Resources Mentioned: 086 - The Leadership Equation
The Leadership Calculator
The Leadership Accelerator - use promo code MADNESS for 50% discount
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147698552
Why do you want to be a leader? The answer to this question will greatly impact your leadership effectiveness.
Your team members are constantly questioning your motives for being a leader. Their questions are answered by their perception of your leadership motives being selfish or selfless in nature. Are you in leadership for you? Or are you in leadership for the team?
In today’s podcast, I’ll introduce you to leadership motive. I’ll discuss why motive is important, how it fits within the leadership equation, and how you can shift your leadership motive.
Other Episodes in This Series 086 - The Leadership Equation
087 - Credibility
088 - Competence
090 - Relationship
Resources Mentioned: 086 - The Leadership Equation
The Leadership Calculator
The Leadership Accelerator - use promo code MADNESS for a 50% discount
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147695025
Do you have the skills necessary to lead your team well? Your team members have this question swirling around in their minds.
Leadership is a learned skill, just like sales skills, plumbing skills, roofing skills, or engineering skills.
In today’s podcast, I’ll introduce you to leadership competence. I’ll discuss why competence is important, two types of competence, and how you can quickly develop it.
Other Episodes in This Series 086 - The Leadership Equation
087 - Credibility
089 - Motive
090 - Relationship
Resources Mentioned: 086 - The Leadership Equation
The Leadership Calculator
The Leadership Accelerator
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147691890
Do you have a track record of success? Do you have some type of history that makes your team believe you can lead them to success?
One of my favorite leadership books, The Leadership Challenge, suggests that credibility is the foundation of effective leadership. Credibility is that track record or history of some type of success. It is your credibility that makes success believable.
But maybe you don’t have credibility yet. Maybe you are new to the team you are leading and they aren’t aware of your past successes. Good, you’ve found the right podcast episode.
In today’s podcast, I’ll introduce you to leadership credibility. I’ll discuss why credibility is so important and how you can quickly develop it.
Other Episodes in This Series 086 - The Leadership Equation
088 - Competence
089 - Motive
090 - Relationship
Resources Mentioned: 086 - The Leadership Equation
The Leadership Calculator
The Leadership Accelerator
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147687548
How do you measure leadership? This is the second question I ask all my clients and I’m yet to receive a good answer.
The answers range from “we don’t” to woefully inadequate answers like “attrition.” Why would anyone use attrition to measure leadership? That’s like trying to change the score of a game after it’s over. Your best team members have left, it’s too late to try to measure leadership now.
In today’s podcast, I’ll introduce you to our leadership equation. It’s the mathematical science behind our method of measuring leadership in a real-time, objective manner.
Other Episodes in This Series 087 - Credibility
088 - Competence
089 - Motive
090 - Relationship
Resources Mentioned: 072 - I Love You, Because That's What Leaders Do
The Leadership Calculator
The Leadership Accelerator
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147683248
I’m violating one of my core principles here, but I believe the exception is warranted. Though the topic of this episode is both politically and emotionally charged, there are great leadership lessons to be learned from it.
The core principle I’m violating is publicly commenting on a topic while emotionally engrossed in the topic. Typically, I will wait until I’ve had time to rationally consider a topic and work through my emotions related to the topic before commenting publicly. In the case of this podcast episode, I’m making an exception.
The leadership topic of this episode is taking a stand and the story behind this lesson is the vaccine mandates being imposed by governments, organizations, and societies in general. Vaccine mandates are obviously a politically charged topic, but it’s also emotionally charged for me because my daughter is beginning to pay the consequences of her stand.
Listen to the podcast episode for more details on the stand my daughter is being forced to take. Like her, know that at some point you will need to take a stand as a leader. When, not if you need to take a stand, there are three points of advice I have for you in taking that stand.
1) Be educated, convinced, and convicted
2) Avoid condemning others
3) Seek support
Resources Mentioned:
072 - I Love You, Because That's What Leaders Do
Call To Action:
Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147678719
I suddenly found myself in the position of boss over a team member that just yesterday was my boss.
The leadership journey for many goes through the tricky transition of team member to team leader. My journey is no different. I left the office one day as a team member and returned to the office the next day as the team leader. To make matters more complicated, the guy that was my boss yesterday is now on the team that I lead - so now I’m his boss.
This tricky transition is common and can be difficult, but it also can be navigated well. In this podcast episode, I want to focus you on three main points that will help you make this transition smoothly.
Those three key points are:
1) Subordinate your ego
2) Listen
3) Address dissension
Resources Mentioned: 070 - Team Member to Team Leader with Stacey Ashley
The Leadership Calculator
The Leadership Accelerator
Call To Action: Measure your leadership
Improve your leadership
Share this episode with others - https://www.credibleleaders.com/podcasts/rookie-leaders-podcast/episodes/2147674654
Have you ever had the question running through your mind, "I'm a leader, now what?"
In today's podcast episode, we have Mick Speirs join us to help you with that very question.
Mick Spiers is the founder and principal of The Leadership Project. He is an experienced executive with a strong track record in the development of exceptionally high-performance teams.
Mick strongly believes that his success in business and life has been through the development and support of the people, teams, and leaders around him.
He strongly values the diversity of thought and encourages engagement and active participation from people from diverse backgrounds on all topics
Check out more about Mick and his new book at https://www.mickspiers.com/
A positive and determined mindset is invaluable to leaders. In this episode, I'll explain a positive and determined mindset and how you can switch your negative mindset.
If you have goals or resolutions you want to achieve in 2022, this podcast episode is for you.
Also, be sure you listen to the episode of the Cliff Ravenscraft show that I mentioned. You can find it here - https://mindsetanswerman.com/672/
Leadership is difficult. This often causes us to question, "is leadership worth it?"
In this episode, I'll coach you through evaluating a couple of aspects of leadership and describe a few leadership outcomes that I believe will leave you with a resounding "yes, leadership is definitely worth it."
The last podcast episode of 2021 - a great time for a year-end review and update on the Credible Leadership Group and The Rookie Leaders Podcast. Enjoy.
Merry Christmas!
The holiday season has a very important leadership principle that would benefit us all. Don't let this Christmas season slip by without listening and applying this leadership principle.
You are here because you want to improve your leadership. Maybe you even got here because you searched for tips, tactics, and shortcuts for improving your leadership.
Trouble is... there are no shortcuts to improving your leadership.
Whatever tip you receive, the power is in the consistency of that tip - not the tip itself.
In this podcast episode, I'll completely unpack the power of consistency.
When teaching leaders they must outwork their team, I often get a response like "you don't understand how overworked my team is." The leadership principle is a solid one but can be overwhelming for a leader.
In today's podcast, I'll address methods of managing this overwhelming burden of being a leader.
After watching this video clip of Jack Welch, I knew I need to share the generosity gene with the Rookie Leaders audience. In this podcast episode, I'll share with you the audio clip of Jack explaining the generosity gene and then I'll explain ways you can create the generosity gene in your leadership.
Enjoy the full video here: https://youtu.be/ojkOs8Gatsg?t=124
And be sure to check our Leadership Calculator at https://credibleleaders.com/calculator
Happy Thanksgiving to all our audience in the US.
It's only appropriate on this Thanksgiving holiday week that we talk about gratitude. In today's podcast episode, I'll give you 3 great tips for developing an attitude of gratitude. Enjoy.
Everyone loves a good story. Well, I have a good one for you in this episode. And the story comes with a great leadership lesson. Enjoy!
Be sure to check out our Leadership Calculator at CredibleLeaders.com/calculator.
Sean Glaze has been inspiring individuals to
become winning teammates for over 20 years.
As the founder of Great Results Teambuilding, Sean travels
around the country sharing interactive insights from his
experiences as a high school basketball coach to help
leaders and teammates create meaningful connections.
When he is not on the road, helping transform groups into
more productive teams, he is in the living room fighting his
dog for a comfortable spot on the couch – or crossing
items off of his wife’s home-improvement honey-do list!
I can relate to all aspects of Sean's bio, so I'm really excited to share this episode with you.
Get Sean's book at stayingcoachable.com.
"I love you guys because that's what leaders do."
This is an impromptu statement I recently made in a group coaching session. I had not planned the statement, but I stand by the leadership principle of it. The responses I received from those in our group coaching session suggested this leadership principle needs further explanation.
If you're interested in leadership coaching, group or individual coaching, check out our coaching page at credibleleaders.com/coaching.
Sean Glaze has been inspiring individuals to
become winning teammates for over 20 years.
As the founder of Great Results Teambuilding, Sean travels
around the country sharing interactive insights from his
experiences as a high school basketball coach to help
leaders and teammates create meaningful connections.
When he is not on the road, helping transform groups into
more productive teams, he is in the living room fighting his
dog for a comfortable spot on the couch – or crossing
items off of his wife’s home-improvement honey-do list!
I can relate to all aspects of Sean's bio, so I'm really excited to share this episode with you.
Check out the free resources Sean mentioned at Toolboxstuff.com
The transition from team member to team leader can be a very difficult transition. In today's podcast episode, we have Stacey Ashley with us to coach us through this very common, but difficult transition.
Stacey works with leaders in large organizations, to create even more leaders. People who can not only lead high performance but lead large transformation and change, who in their own ways will make a bigger difference.
Stacey is obsessed with possibility and creating the opportunity for leaders to lead in possibility.
With over 30 years of experience, Stacey has helped 1000’s to develop their leadership competence, confidence, and credibility. She is the author of three #1 Amazon best-selling books on leadership including her latest, Show Up21.
Stacey has been featured in The Age, Sydney Morning Herald, INTHEBLACK, HRD, CEO Magazine & Coaching World.
Connect with Stacey:
https://ashleycoaching.com.au/
https://www.linkedin.com/in/staceyashley/
Your team deserves the best possible version of you as their leader. In today's podcast episode, Hema Vyas teaches us self-development. This important skill is vital to your leadership effectiveness.
Connect with Hema:
LinkedIn: https://www.linkedin.com/in/hemavyas
Website: www.hemavyas.com (Book a complimentary 20-minute Discovery call)
Instagram and Facebook @thehemavyas
Nikki Green has been transforming Fortune 500 teams for nearly 2 decades. Bringing her unique and genuine approach to management, she has defied the odds to achieve success for herself and her employees. Pushing her team to "remain humble" and learn through each new encounter. Nikki has built numerous successful team cultures of fun and comradery, triumphing over working for the sake of work.
Confidence is key and being your true self allows this freedom. Uniqueness means being brave and having the courage NOT to conform! Nikki teaches you how to show kindness to yourself and appreciate your individuality while encouraging others on their own unique journey.
In her own words…
"I speak as the ultimate chameleon. Teaching others when to listen & learn, versus when to stand out & speak up. These are critical success factors in today's rapidly changing economy that can be applied to your unique background!"
Check out Nikki at her website: https://www.greenchameleoncollective.com/
And subscribe to the Stand Up & Stand Out Podcast: https://podcasts.apple.com/us/podcast/stand-up-stand-out/id1554405642
Kyle Sullivan is a self-diagnosed "learn it all", his desire to be a lifelong learner and to apply what he knows has produced a passion for helping others discover & pursue the absolute best version of themselves. Helping you thrive in purpose, relationships, energy, & power to create the life you can only dream about now.
But how?
Through extremely intentional 1:1 Coaching focusing on the areas that matter most in life. It is a customized plan to take you from where you are to where you dream to be. It is a simple but never easy work of confronting your limiting beliefs, deciding to move forward, and continuing to remind yourself why you got started in the first place.
In this podcast episode, Kyle and I discuss the "balance" between personal and professional life.
Check out Kyle on his website at https://www.kylejsullivan.com/ and on Instagram at https://www.instagram.com/kylejsullivan/
Emily has spent more than fifteen years in the business world, but when she realized that her favorite role was mentoring leaders, she decided to pursue coaching. As a C-Suite Executive and ICF-Certified coach, she combines her experience and proven insights with a keen ability to understand each client’s unique personality and situation.
Check out Emily's book: Hacking Executive Leadership: Go from Insecure, Indecisive, and Overloaded to Confident, Influential, and Effective
Also, check out her website: https://www.nextlevel.coach/
Jeff Ton has been amplifying audiences around the world for two decades. With deep experience as a technology and business executive, he draws on his background to educate, inspire, and entertain audiences large and small. Jeff authored Amplify Your Job Search - Strategies for Finding Your Dream Job (2020) and Amplify Your Value - Leading IT with Strategic Vision (2018). His insights have been featured in Forbes, Huffington Post, Information Week, among others.
When his teenage dreams of becoming a rockstar collided with reality, he traded his guitar for a computer keyboard and became a rockstar of a different kind. After launching his career as a software developer, Jeff became an industry-recognized leader and business executive, building teams and leading organizations in the banking, consumer electronics, real estate development, non-profit, and technology sectors.
Meet Jeff and learn more at www.JeffreySTon.com.
LinkedIn: https://www.linkedin.com/in/jtonindy/
In today's podcast, you'll hear from Micah Lorenc, a leadership/relationship/team-building coach. Micah is a Gallup-Certified Clifton Strengths Coach and believer in the power of positive psychology. He has nearly a decade of facilitation experience, with an emphasis on strengths-based development workshops for teams, from start-ups to Fortune 500 companies.
Be sure to connect with Micah on LinkedIn: https://www.linkedin.com/in/micah-lorenc-0564885/
and check out his website at https://micahlorenc.com/
In this bonus episode of the podcast, I'll talk about the one leadership trait I believe is missing from the Marine Corps list of 14 leadership traits.
Be sure you are subscribed to the podcast to ensure you don't miss these bonus episodes.
Leadership is a journey, not a destination. Furthermore, leadership involves hardships, stress, pressures, and burdens. This being the case, endurance is a crucial trait in leadership.
The Marine Corps is full of opportunities to demonstrate endurance. Leadership endurance involves mental and emotional stamina, in addition to physical stamina.
In this episode, we'll discuss endurance and tips that will help you endure the demands of leadership.
1) Take care of yourself
2) Pace yourself
3) Establish an infinite mindset
Every leader wants their team to be loyal. “How can I get my team to be more loyal?” I hear similar questions often. As a leader, they key question to ask isn’t how to get your team to be more loyal. The key question is, “how can you be more loyal as the leader?”
In this episode, we’ll explore the Marine Corps leadership trait of loyalty. In addition to the Marine Corps manual, we’ll discuss tips for increasing loyalty in your leadership.
1) Revisit your purpose often
2) Take good care of yourself
3) Find a community of other leaders
The importance of knowledge in a leadership role is obvious. However, this Marine Corps leadership trait reaches far beyond specific subject matter knowledge.
The Leadership Calculator uses Competence to calculate leadership effectiveness - essentially the same as knowledge. This competence is specific subject matter competence, general industry-related competence, and leadership competence.
Here are a few tips for increasing your knowledge...
1) Books - Leaders are readers
2) Invest in yourself - Courses, content, communities
3) Get a coach - see our Coaching options at credibleleaders.com/coaching
Dana Vogelmeier launched Vogelmeier Consulting in 2018 after working over 30
years for a Fortune 50 company. During her tenure she worked for more than 25
years leading diverse teams and working for different types of leaders with their
own unique styles.
She began examining the teams she led and the leaders she worked with to
determine the differences. Some experiences were great, energizing, engaging,
magical teams. Other times teams struggled to find harmony.
Her work with employee engagement and her own success with leading teams,
led to her being selected to improve the workplace atmosphere in one division
where she improved the employee opinion scores by 30%. After this, she knew
she wanted to help other companies and leaders create work environments
people love. She wants everyone to work for a company that they can’t imagine
leaving and to feel engaged and fulfilled at the end of the day.
Dana is a lifelong learner and holds an undergraduate degree in Business,
a master’s degree in Leadership, a designation of Certified Professional in Talent
Development (CPTD), is Prosci® certified for Change Management, and Dare to
Lead® trained.
She is actively involved at the local and national level with the Association of
Talent Development and with Rotary International.
“We work 40-50 years in our lifetimes. Let’s make it great!” -Dana Vogelmeier
Connect with Dana at https://www.vogelmeierconsulting.com/ and on LinkedIn at https://www.linkedin.com/in/danavogelmeier/
Courage can be one of those mysterious leadership traits that people feel you either have or you don't. "You can't teach courage," I hear people say. Well, I'm not so sure about that.
Courage is certainly an important trait for a leader. The Marine Corps requires courage in leaders for obvious reasons. War brings about countless scenarios that require courage.
But even the corporate world has scenarios that require leaders to have courage. Having a difficult conversation with a team member requires courage. Making a significant decision that directly impacts the business and team members requires courage.
At times, you may feel like you don't have courage. But I do believe courage can be learned. Let's review a few tips that will help you develop courage.
1) Acknowledge your fear
2) Take Action
3) Make good decisions - see episode #52
Unselfishness should be a the top of any leader's priority list. This trait speaks directly to a leader's motives for being a leader. Being an unselfish leader ensures the leader's motives are never questioned by the team.
The Marine Corps defines unselfishness as avoidance of providing for one's own comfort and personal advancement at the expense of others. This reminds me of a lesson I learned as a Marine NCO and Simon Sinek later wrote a book about - leaders eat last.
Since unselfishness is so important, let's discuss a few ways to establish this trait in your leadership.
1) Care more about the team than yourself
2) Express appreciation regularly
3) Study others that promote servant leadership
Bearing isn't a word often used in the corporate world, but it is crucial to leadership. This Marine Corps leadership trait speaks of maintaining a high standard of appearance, carriage, and conduct. Bearing helps a leader to walk the talk, even when they aren't confident in their ability.
Leadership is a marathon, not a sprint. Enthusiasm along the journey can be difficult to maintain. However, it's crucial to effective leadership. Enthusiasm is contagious. When a leader can maintain enthusiasm for the goal and the likelihood of team success, other team members share a similar level of excitement, energy, and hopefulness. If the leader's enthusiasm falters, team members naturally migrate toward halfhearted efforts and less concern for goal accomplishment.
Integrity is a basic concept that most leaders believe they understand. However, the leadership trait of integrity is bigger than the idea of honesty. Integrity for the effective leader also consists of soundness in moral principles.
This episode is a fun interview with Earl Breon of The Leadership Phalanx. It's so fun because we are just two Marines nerding out on leadership. You'll learn a lot about knowing your people and treating them well - one of the eleven leadership principles taught in the Marine Corps.
Tact is often the missing trait when a leader can't seem to work with others in a manner that maintains good relations. Honest, even direct, communication must be delivered with tact.
Leadership requires the making of lots of decisions, therefore, decisiveness is crucial to the success of a leader. There is significant pressure and fear associated with making big decisions. An effective leader must press through the pressure and fear to make sound decisions, otherwise, their team flounders without direction.
Taking initiative is often the first real struggle for a new leader. Uncertainty and fear can paralyze a young leader, causing them to avoid a decision or needed action. However, few traits differentiate a great leader more than initiative.
The dictionary defines dependability as the quality of being able to be relied upon. The Marine Corps includes dependability in its 14 leadership traits, and for good reason.
Judgment is defined by the Marine Corps manual as the ability to weigh facts and possible courses of action in order to make sound decisions. Sound decisions are critical to leadership. In today’s podcast, we’ll dive into the leadership trait of judgment and give you ways to incorporate it into your leadership.
Todd Palmer, of Extraordinary Advisors, joins us today to explain ATV leadership. ATV is the acronym Todd uses to teach three crucial components of great leadership. You don't want to miss this episode of the podcast.
Justice is defined by the Marine Corps as giving reward and punishment according to the merits of the case in question. The ability to administer a system of rewards and punishments impartially and consistently. In today's podcast, we'll dive into the leadership trait of justice and give you ways to incorporate justice into your leadership.
I first learned these 14 leadership traits while in boot camp on Parris Island. They served me well in the Marine Corps and they've continued to serve me well in my corporate career. In today's podcast episode, I'll give a summary of the 14 leadership traits.
Leadership can be intimidating, but never more so than when you have to take action as a leader. Insecurities plaque every leader and prevent us from taking necessary action at times. In today's podcast episode, I'll explain the common insecurities leaders face and the rationale needed to overcome those insecurities.
Giving and receiving feedback is a critical skill for effective leadership. Throw out all the tips and tactics you've learned in the past. In today's podcast, Céline Williams unloads a ton of wisdom on the subject of giving and receiving feedback.
Are you a badass leader? Or just an ass as a leader? There is a big difference. Michelle Reines is a badass leader. In today's podcast episode, she'll teach you how to be a badass leader.
Leadership is about relationships. It's not about title, or position, or rank, or even authority. Leadership is defined as influencing others toward a shared goal. Influencing others requires a relationship. In today's podcast, I'll give you five simple steps to build relationships as a leader.
Have you used the excuse you can't find time for reading? According to President Harry Truman, "not all readers are leaders, but all leaders are readers." If you're a leader, you must be a reader. In today's podcast, I'll give 3 easy ways to find time to read.
Every leader should incorporate some type of exercise into their regular routine for these three very important reasons. Above and beyond the obvious health benefits, exercise is a vital tool to ensure leaders show up as the best possible version of themself. In today's episode, I'll explain three important reasons leaders should exercise.
To avoid confirmation bias, we must first understand what it is and how it shows up in our leadership. In this podcast episode, I'll explain how to identify confirmation bias and specific steps to avoid this hindrance to your leadership.
Have you ever had a team member fail to meet your expectations? When it happens, do you need to extend forgiveness to that team member? I'll discuss the concept of forgiveness in today's podcast episode.
Be sure you check out everything Steven is doing at ncoonfire.com.
Join the Credible Leadership Community at credibleleaders.com/community. Join other great leaders to enjoy the camaraderie and leadership content that will make you the leader everyone loves and wants to follow.
While you can't control all the meetings others invite you to attend, you can ensure that your meetings are effective and productive meetings. No more wasting your teams' valuable time in meaningless meetings.
In the podcast episode, I'll talk you through 3 key to leading effective meetings.
Get even more detailed information regarding effective meetings in our video course entitled "Leading Effective Meetings." You'll find this free course inside the Credible Leadership Community at credibleleaders.com/community.
Show Notes: 3 Keys to Leading Effective Meetings
1) Outcome-based meetings
Determine your desired outcome of the meeting before you invite others. Share your desired outcome with those invited to your meeting in order to allow them the opportunity to prepare to deliver your desired outcome.
For example, if you need to have a meeting to make a decision regarding the marketing budget. By stating this desired outcome in the meeting invite, you allow your participants time to study the budget and the marketing needs of the business. With this preparation time, your participants with arrive at your meeting informed and ready to make a decision.
2) Limit the attendees
Limit your meeting participant list to only those team members needed to achieve the desired outcome. Including others will only confuse and complicate the meeting. Avoid the temptation to mix desired outcomes in a single meeting.
For instance, you may have several team members that need to be made aware of the marketing budget decision to be made in the previous example. Avoid the temptation to include those team members that only need to be made aware of the decision to the decision making meeting. Have a second meeting with the desired outcome of awareness for those team members that need to be informed of the decision.
3) Select meeting times strategically
Finally, consider the best time of day to have your meeting based on the desired outcome. Too many meetings are held at the first available time on the calendar for all the participants and too often that available time is 4pm on Friday.
Meetings with strategic desired outcomes like a decision made, plan created, or solution debated, should be held at the time of the day when all the participants are fresh, alert, and mentally engaged in the task at hand. Your meeting will be more effective if held early in the morning, three days from now than it will be to have it this afternoon just before everyone leaves for the day.
Be sure to register for the upcoming FREE, live masterclass - How to Become the Leader Everyone Loves and Wants to Follow. You can find details about the masterclass at credibleleaders.com/masterclass.
Show Notes:
- Character disabled by ego
- Humility
- Listening
- Cooperation/collaboration
- Stability
- Trust
- How to prevent ego
- Focus on the team
- Mental triggers
Join the #1 leadership and career advancement community at credibleleaders.com/community. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
For other great leadership development, career advancement, and personal growth content check out our website – https://credibleleaders.com/
Also, subscribe to our YouTube channel to view these podcasts on video and browse our collection of leadership tips.
Show Notes:
The Foundation of Leadership
- What is NOT the foundation of leadership
- Title
- Position
- Authority
- Rank
- None of these are solid, stable, or steadfast
- The foundation of leadership is credibility
- Synonyms
- Plausibility
- Believability
- Tenability
- Probability
- Feasibility
- Likelihood
- Trustworthiness
- Reliability
- Dependability
- Integrity
- Why credibility
- Leadership is influence
- People aren't influenced by rank, title, position
- People are influenced by relationships
- Relationships require trust
- Trust is built upon reliability, integrity, believability, etc
- Credibility is the all-encompassing foundation upon which trusting relationships that influence others toward a shared goal can be built
- Synonyms
- How to build credibility
- Understand where you stand now - credibility assessment
- Deliver results
- Credibility is built upon proof
- Actions delivering desired results - not busy work
- Mutually beneficial results
- Credibility is created by actions taken, not words spoken
- DWYSYWD
Join the #1 leadership and career advancement community at credibleleaders.com/community. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
For other great leadership development, career advancement, and personal growth content check out our website – https://credibleleaders.com/
Also, subscribe to our YouTube channel to view these podcasts on video and browse our collection of leadership tips.
Show Notes:
- What does leadership fear look like
- Imposter syndrome
- What if I fail
- What will people think of me
- I don't know enough or have enough experience
- Fight/Flight/Freeze
- Everyone has a natural tendency
- USMC training examples
- The only unacceptable tendency is freeze
- Can learn to resist freeze and fight/flee instead
- Simple tactic to overcome fear
- Take action
- Action will overcome fear
- Take small action
- Combat situation - small movements
- 5 Second Rule by Mel Robbins
- Fears revisited
- "Who am I?" - you're a person that takes action, leaders are action takers
- "What if I fail?" - you will take action to correct and succeed
- "What will people think of me?" - you are an action taker and you never give up
- "I don't know enough or have enough experience" - you will learn from and gain experience from you action
Join the #1 leadership and career advancement community at credibleleaders.com/community. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
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Connect with Scott at https://timetoshinetoday.com/. Be sure to subscribe to his podcast at https://timetoshinetoday.com/podcast/
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Episode Notes Connect with Kyle Gillette at https://gillettesolutions.com/ or @gillettesolutions on social media channels. Be sure to subscribe to the SAGE Mindset Podcast at https://gillettesolutions.com/podcasts/
Join the #1 leadership and career advancement community at credibleleaders.com/community. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
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Also, subscribe to our YouTube channel to view these podcasts on video and browse our collection of leadership tips.
Join the #1 leadership and career advancement community at credibleleaders.com/community. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
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Show Notes:
Individual Player explanation
- Individual player
- Driven by self
- Driven by ego
- May be extremely high individual performer
- Doesn’t recognize negative impact on team
- Unwilling to be a team player
- Team player
- Recognizes the importance of teamwork
- Believes the team is more important than self
- Humble, hungry, and aware
- Understands success is collective, no one wins unless everyone wins
- How to identify
- Coach & lead team to defeat other enemies of teamwork
- Look for team members unwilling to defeat enemies
- Look for lack of participation
- Look for half hearted effort
- Look for evidence of sabotage - gossip, negative attitude, belligerence, etc
- How to turn individual into team player
- Must start with performance & coaching conversations
- Too many leaders avoid this step
- Do not assume they understand importance of teamwork
- Highlight low performance in teamwork
- Make team work equally important as individual contribution
- Commit to coaching
- “We are in this together…”
- You are a team and you will work together to help this individual player
- This is leading by example
- Develop a specific improvement plan
- If they refuse to improve
- You must remove them from the team
- Could be another assignment elsewhere in the company
- Could be termination of employment
- Will show rest of the team that teamwork is important
- Likely remaining team members will thank you & step up
- Must start with performance & coaching conversations
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Show Notes:
Unaccountable Misalignment
- Unaccountable Misalignment explanation
- 2 Parts
- Unaccountable
- No culture of accountability
- No feelings of disappointment or quilt when commitments not met
- This isn’t leader holding everyone accountable
- Not scalable
- This means team members aren’t holding each other accountable
- Misalignment
- Lack of commitment to strategy or next steps
- Half-hearted efforts
- Could be as severe as sabotage
- Has nothing to do with lack of understanding
- Driven by disagreement of best strategy or next steps
- Disagreement can be ego driven
- Most often driven by lack of opportunity to voice opinions and concerns
- Lack of commitment to strategy or next steps
- Unaccountable
- 2 Parts
- How to begin building accountable alignment
- Start with accountability
- Misalignment is corrected by accountability, therefore we must start with accountability
- The team needs a tool & process to which they hold one another accountable
- Lack of accountability is often attributed to lack of understand of what to hold accountable to
- Accountability is created with goal, cadence of commitments, and scoreboard
- Clear goal must be understood by team
- Each team member makes commitments to the team to contribute to the goal
- Scoreboard tracking highlights when a team member misses a commitment
- Correcting misalignment is largely the responsibility of the leader
- Every team member must have the opportunity to share opinions & concerns
- Some team members may even need to be forced to share
- Consensus is not the goal
- Decision made, verbal commitments are made by all
- Every member should be affirmed after decision is made
- The accountability process mentioned before drives results
- Start with accountability
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Show Notes:
Unhealthy Debate
- Unhealthy Debate explanation
- Define debate
- noun
- a discussion, as of a public question in an assembly, involving opposing viewpoints:
- a formal contest in which the affirmative and negative sides of a proposition are advocated by opposing speakers.
- verb (used without object)
- to engage in argument or discussion, as in a legislative or public assembly:
- to participate in a formal debate.
- verb (used with object)
- to argue or discuss (a question, issue, or the like), as in a legislative or public assembly:
- to dispute or disagree about:
- Debate seen today isn’t team debate
- Political debate is for the purpose of winning as an individual
- Debate competition is for the purpose of winning as an individual
- Team debate is for the purpose of a win for the product, solution, or customer - not the person or even the team
- Team debate is discussion, argument, even conflict associated with an effort to find the best possible solution, product, or serve the customer best.
- noun
- Unhealthy
- No debate
- No passion among team members
- No disagreements
- No sense of obligation to contribute
- Everything is taken personally
- Define debate
- Importance of healthy debate
- Best for the product, solution, customer
- Not about who is right and who is wrong
- Feels like conflict or argument
- Team trust eliminates the personal feelings
- Ensure team is working effectively
- How to begin building healthy debate
- Start with acknowledgment & explanation
- “We don’t debate enough & therefore our products and customers suffer for it.”
- Explain the purpose & need for debate
- Betterment of the product, solution, or service to the customer
- Acknowledge the awkwardness of debate
- Intentionally ask for input regularly
- Call out introverts by name
- Highlight & give permission for debate when it happens
- “Hey, I just want to point out that what you’re doing right now is healthy debate. It may feel heated or confrontational, but it’s good for our customers. Please continue…”
- Start with acknowledgment & explanation
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Show Notes:
- Distrustful Culture
- What is team trust
- What team trust is not
- Not about predicting others’ behavior
- Predicting team member will be late to a meeting is not trust
- Years together doesn’t create team trust
- Not about predicting others’ behavior
- What team trust is not
- Team trust is vulnerability based trust
- A team member must trust they can be vulnerable with other team members
- Vulnerability = exposed, transparent, fears, failures, mistakes
- Vulnerability-based trust means issues addressed immediately
- Team members only bring up failures when forced to in distrustful culture
- Team hears of missed deliverable from team member on day of milestone
- Team members only bring up failures when forced to in distrustful culture
- Impact of vulnerability-based trust
- Removes political posturing
- No need to place blame on others
- Eliminates bureaucracy
- No need for unnecessary steps or process to overcome lack of trust
- Removes CYA attitudes
- No need for attitudes or actions related to protecting self
- Enables team to work efficiently - faster & better
- Team can address issues & challenges immediately as the arise
- Removes political posturing
- What is team trust
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Show Notes:
The 4 Enemies of Teamwork
- Distrustful Culture
- No relationships
- No vulnerability
- No commitment
- No loyalty
- No self-awareness
- Unhealthy Debate
- No debate
- No passion
- No obligation
- No disagreement
- Everything is taken personally
- Unaccountable Misalignment
- No accountability
- No alignment
- Consensus driven
- No aggressive results
- No over achievement
- Sabotage
- Individual Players
- No willingness to defeat enemies of teamwork
- No humility
- Complacency
- Ego
- No team awareness or value
- Resistent to change
Connect with Ralph at SimplyPHP.com.
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Connect with Dr. Heather Walker at leadwithlevity.com.
Be sure to connect with the sponsor’s of this episode of the podcast at credibleleaders.com/openhouse and register for the live online event.
Join the #1 leadership and career advancement community at https://community.credibleleaders.com. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
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Connect with Dr. Pelè at drpele.com.
Be sure to connect with the sponsor’s of this episode of the podcast at credibleleaders.com/openhouse and register for the live online event.
Join the #1 leadership and career advancement community at https://community.credibleleaders.com. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
For other great leadership development, career advancement, and personal growth content check out our website – https://credibleleaders.com/
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Be sure to connect with the sponsor’s of this episode of the podcast at credibleleaders.com/jobstars and use the promo code Rookie10 for a 10% discount.
Join the #1 leadership and career advancement community at https://community.credibleleaders.com. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in supporting one another on this journey of leadership.
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Show Notes:
- Expectations
- Be clear about expectations
- To be unclear is to be unkind
- Expectations may need to be adjusted
- Hours, availability, communication methods
- Flexibility
- Be available to you team, many ways & extended hours
- Be empathetic to team member situations
- Know your team members well, relationship
- Make sure they know they can voice their situation
- Maintain engagement level
- 1-on-1 meetings, maintain consistency
- Change how you conduct them - video if possible
- Team meetings, maintain consistency
- Again, change how you conduct them
- Maintain leadership lead measures
- Refer to episode 16 - How to Measure Leadership
- Keep tracking your leadership score while remote
- Examples: appreciation, action items
In this episode, we'll consider this misconception from your team's viewpoint and ease your mind regarding the need to have all the answers. Finally, we'll conclude with some points related to why is best that you don't have or share your answers.
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Show Notes:
- The misconception
- To be a good leader, I need to have all the right answers
- My team expects me to know everything
- My team is looking to me for answers
- Your team's viewpoint
- No one expects you to have all the right answers
- No one expects you to know everything
- These are falsehoods we create in our own mind
- Your team expects you to be transparent, honest, & committed
- Your team is looking to you for decisions or direction - not all the answers
- Why it's better when you don't have all the answers
- Your team doesn't want to be micromanaged
- Your team has some (even many) of the answers already
- Your team needs the freedom to express their opinions, answers, & experiences
- Your team needs the opportunity to be heard, to contribute
- Your team needs to witness your data gathering & decision making process
- Your team needs to see you humble yet committed
In this episode, I'll define imposter syndrome, how to identify it, and a leader's proper response to it. Don't let this fear paralyze you as a leader. You are qualified to lead your team. Learn more inside this podcast episode.
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Join the #1 leadership and career advancement community at https://community.credibleleaders.com. Here you’ll find a safe and experienced community of leaders and aspiring leaders engaged in support one another on this journey of leadership.
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Also, subscribe to our YouTube channel to view these podcasts on video and browse our collection of leadership tips.
Show Notes:
- What is imposter syndrome
- Fear
- "Who am I to lead this team?"
- Sources
- Our mind
- Team member questions
- Direct questions
- Fear based on feelings of inadequacy
- Not smart enough
- Too inexperienced
- Too old
- Don't have proper degree
- Don't have title
- Proper response
- Recognize imposter syndrome is normal & common - even good
- Recognize you don't have to have all the answers
- "No one else can be me."
- "No one else will care more than me."
- "No one else will be more committed than me."
- Take action - action is the only way to defeat fear
In this episode, I'll walk you through the ways to identify metrics to be measured regarding your leadership. You'll conclude this podcast with a clear plan to measure and improve your leadership.
Be sure to connect with the sponsor's of this episode of the podcast at credibleleaders.com/jobstars and use the promo code Rookie10 for a 10% discount.
Join the #1 leadership and career advancement community at https://community.credibleleaders.com. Here you'll find a safe and experienced community of leaders and aspiring leaders engaged in support one another on this journey of leadership.
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Show Notes:
- You can measure leadership
- Know the difference between a lag and lead measure
- Four Disciplines of Execution
- Lag measure is a goal
- Measure after the fact
- Leading measure make the lag measure a reality
- Examples
- Sales goal
- Employee satisfaction goal
- Determine the need lead measures to real your leadership goal
- Write the lead measure down
- Quantify the lead measure with a time box
- Measure them
- Examples of my lead measures
- 1-1 meetings each week
- Action items I take
- Family members I learn about
- Thank you notes I send
- How I use Full Focus Planner to measure leadership
- Know the difference between a lag and lead measure
In this episode, I'll walk you through the 5 steps to encouraging a losing team. How you navigate these 5 steps will determine the ultimate success of your team. Leading a losing team is often difficult, but it is also simple. Follow these 5 simple steps and you'll have your team back on track to success.
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Show Notes:
- How To Encourage A Losing Team
- Acknowledge current situation / reality
- The leader that ignores current reality has no credibility to lead forward
- No need to soften or candy-coat reality
- Team feels and understands reality
- Ok to acknowledge the thoughts and emotions of losing
- Own the results as leader
- Extreme Ownership
- No blaming others
- Refocus on the goal (or the next goal)
- Time to forget the score
- Communicate adjustments
- Based on reality, adjustments need to be made
- Why the adjustments chosen
- Share in the challenge
- “We are in this together”
- As the leader, “I challenge you to be more committed…”
- Acknowledge current situation / reality
In my leadership teaching and training, I'm often asked about better ways to influence upward in the org chart. Influence is about a relationship. This is no different when it comes to influencing your boss.
A major factor in your relationship with your boss is your ability to communicate effectively up the org chart. Steven gives you all the teaching you need and the template resource to truly differentiate yourself as a leader. Your boss will truly be impressed with your leadership and your communication - gaining you the relationship you need to influence and lead up.
You can find all of Steven's leadership content at https://www.aerospaceleader.com/.
Specifically, you can find the template he is offering to you at https://www.aerospaceleader.com/credibleleaders.
Finally, be sure to join and continue the conversation in our Credible Leaders Community. You'll find Steven in the community, so hit him up with your questions about leading up.
In today's podcast, I talk with Amir Ghannad about his book, The Transformative Leader. Find out what a transformative leader is and how you can be one in this episode.
Amir is a leadership development specialist, culture transformation catalyst, and the founder of The Ghannad Group, a consultancy that specializes in guiding leaders in creating extraordinary cultures that deliver breakthrough results and unprecedented fulfillment. A widely recognized authority in the field of organizational development and a highly sought-after keynote speaker at leadership summits in the US and abroad, Amir has long been a trusted advisor and coach to top level executives in multiple industries and locations around the world.
Amir is the author of The Transformative Leader, which has been shipped to over 30 countries and has received rave reviews from award-winning authors and experts in the fields of operational excellence and leadership development. Amir also hosts The Transformative Leader Podcast and regularly publishes blog posts on leadership and culture transformation on The Ghannad Group blog. Amir has also been featured in numerous publications and podcasts, many of which you can find on his press page. The Ghannad Group’s upcoming project, an exclusive membership experience called On the Court Leadership, will be launching in 2020 to the general public.
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In this episode, we'll talk about what a one-on-one meeting means, why they are important, and how to conduct them. Nothing will build the relationships you need for effective leadership like 1-1 meetings.
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Also, subscribe to our YouTube channel to view these podcasts on video and browse our collection of leadership tips.
Show Notes:
- Episode details
- In today’s episode we will examine the importance of 1-1 meetings
- The benefit of them
- How to conduct them
- What is 1-1 meeting
- Regularly schedule individual meetings
- Weekly
- Their meeting (with agenda)
- Listen
- Importance
- You team needs individual time with you
- Specific leadership needs
- Issues won’t be addressed in a group setting
- Tactical and strategic
- How to conduct
- Recurring meeting - same time, same place
- Never cancel & seldom reschedule
- Shows it’s important
- Agenda
- What update do you need to give me?
- Shouldn’t be a complete update
- What decisions, approvals, or guidance to you need from me?
- What problem or challenge is hindering performance or progress?
- How are you doing?
- Use this to build a relationship
- Ask about personal details if known
- What update do you need to give me?
- Wrap up
- Show notes at RookieLeaders.com
- Find more great leadership content at CredibleLeaders.com
- Subscribe to the podcast
- Rate & review the podcast in Apple Podcast
- Share the podcast with friends - social media, email, text, word of mouth
- Some episodes of the podcast are also recorded on YouTube. Subscribe to our YouTube channel
- Credible Leadership Resource Guide
- 30 years of LD, CA, PG experience consolidated into one ebook
- Your go-to resource to all of your career & personal growth
- Get your resource guide free by using the “Credible Leadership Resource Guide” link at the top of RookieLeaders.com
- Be blessed & lead well
Connect with Kingsley Grant at https://www.kingsleygrant.com/
Listen to my appearance on the Kingsley Grant Show at https://anchor.fm/kingsleygrant/episodes/KGS141--Why-Leaders-Who-Practice-The-Golden-Rule-Are-Less-Stressed-And-More-Likely-To-Succeed-with-Michael-Tanner-and-Kingsley-Grant-e92io5
Purchase Kingsley book The Emotelligent Leader on Amazon.
I often say leadership is about influencing others. And if you don’t care about other people, you won’t be able to influence them. Therefore, much of leadership is caring about people. On many occasions, my comment solicits the question, “but how do I care about others when I don’t want to?”
Leaders are not born, they are developed. So having the leadership character to care about others is a skill that can be developed. With a few simple steps, you can develop a care for others that allows you to lead well.
Now it’s important to know that I’m not talking about being best buds with everyone. Caring for others doesn’t mean you’re tailgating with them every weekend or spending your family vacations together. Caring for others is simply having a concern for their general wellbeing.
Let’s examine these simple steps to developing care for others when just don’t want to.
Self-careCaring for others first requires that you care for yourself. So many leaders neglect to care for themselves. It’s common practice for a leader to devote all their energy to leadership tasks or responsibilities without sparing a single minute for themselves.
Self-care is any activity that creates a healthy and whole physical, mental, and emotional state. Exercise is a great example of self-care. Taking the time to keep your physical body in good shape equips you to give the best of you to others. Meditation, reading, or affirmation exercises are other great examples of self-care.
Take the time to care for yourself. Without self-care, you can’t care for others.
Feelings Follow ActionIt doesn’t work the other way around. We all tend to get confused about how our emotions (or feelings) work. Having general concern for another person doesn’t just happen. Sure, some of us are born with an innate spirit of concern for others. But even for those gifted with this spirit, an understanding or certain knowledge of the other person must be established.
Your desire to care for others will only follow your intentional actions to get to know them better. It’s the way every relationship works. Even marriage relationships start with some intentional dating actions. The emotions and feelings of infatuation follow the action.
Be intentional to get to know others on a more personal level. Without this intentionality, you will never want to care about others.
Be CuriousOr if you aren’t naturally curious, be intentional about asking questions. The best want to get to know others is by asking questions about them. Everyone generally enjoys talking about themselves or those important to them.
Ask those you lead about their family. Get to know the names of their spouse and children. Don’t worry about HR, this isn’t an interview. You can ask a few personal questions. Your team will be appreciative of the fact you care enough to ask about something other than work.
Do it. Stop by the desk of a team member and say, “hey, I’m sorry all I do is talk about work. Tell me a little about your family.”
Keep It SimpleI’m not going to call you stupid. Doing so would put us all in the same category. Just don’t overthink the idea of caring for others. It’s really not complicated at all.
When you take action and ask questions of others, just keep asking yourself “how would I want to be treated?” Leaders avoid caring for others because they feel it’s impossible to force empathy or express sincerity when neither are present beforehand. By treating others the way you would want to be treated, you ensure your actions and words convey the genuineness necessary to build closer relationships.
Closer relationships remove all hinderances to caring for others. You can do this. Now go care about your people.
Closing QuestionsDo these steps help you care for others? Do you think it’s even possible to care about someone you don’t really like? Share your thoughts with us in the comments below.
For other great leadership development, career advancement, and personal growth content check out our website - https://credibleleaders.com/
Also, you can watch this podcast episode and many others on our YouTube channel - https://www.youtube.com/channel/UCfkDVxJUOuDI1oP4dwWAe2w
- “Can I succeed as a leader?”
- Yes - “how do can I be sure?”
- Leadership is learned, so anyone can succeed
- But one attitude ensures success
- Lead with an attitude that is driven by seeing others succeed
- First, all leaders face fear, uncertainty, and self-doubt
- You are not alone
- Even with comfortable with this important attitude
- Uncertainty turns more to how will we succeed rather than can we succeed
- Wrong attitudes toward leadership
- Title, position, compensation, workload, authority
- If you aren’t in leadership for the success of the team, you’re in leadership for the wrong reasons.
- Success of a team requires the success of each individual team member
- Why this attitude wins
- A leader can not be successful if their team isn’t successful
- Your team wants to win, they want to succeed
- Your drive and determination to win is contagious
- Your care and relationship with each team member will motivate and encourage them
- How to maintain this attitude
- Find a deeper purpose
- Don’t fake it or attempt to manipulate your team
- Deeper purpose provides the motivation to overcome leadership challenges
- My deeper purpose: want team members to be the best version of themselves
- Wrap up
- Show notes at RookieLeaders.com
- Find more great leadership content at CredibleLeaders.com
- Subscribe to the podcast
- Rate & review the podcast in iTunes
- Share the podcast with friends - social media, email, text, word of mouth
- Some episodes of the podcast are also recorded on YouTube. Subscribe to our YouTube channel at Credible Leaders - YouTube
- Be blessed & lead well
For more information regarding the Southern Collegiate Leadership Conference go to https://students.georgiasouthern.edu/LeadServe/conferences/sclc/
- Happy Thanksgiving!
- Why is appreciation important
- Desire to be recognized
- Desire to be valued
- Desire to feel they are doing something important
- These desires are innate
- Impacts of appreciation
- Motivation, encouragement, energy, excitement
- Increased performance
- Obligation to “earn it”
- “Why does a leader need to thank team members for doing their jobs?”
- Because you want them to do their jobs even better
- What to express appreciation for
- Intentionally recognize & itemize people/behavior you appreciation
- We don’t naturally recognize positive, so we must be intentional
- Add it to your calendar
- Behavior, attitude, actions
- Solicit input from others
- How to express appreciation
- Sincerely
- Be specific
- Publicly
- Team meetings
- Be consistent with public appreciation
- Privately
- Verbal or written
- Handwritten thank you notes are awesome
- Extra credit: include family
- Sincerely
- Wrap up
- Show notes at RookieLeaders.com
- Find more great leadership content at CredibleLeaders.com
- Subscribe to the podcast
- Rate & review the podcast in iTunes
- Share the podcast with friends - social media, email, text, word of mouth
- Be blessed & lead well
- Many definitions of leadership
- 100 Answers to the Question: What Is Leadership? | Inc.com
- All these definitions have merit
- Your definition of leadership should be personal
- It can be a definition you create on your own
- Or you can borrow another’s definition and make it personal to you
- Why does leadership definition need to be personal
- Your definition will become a guiding principle of your leadership
- Definition isn’t a list of core values or principles, but it defines how you behave as a leader
- My definition of leadership
- Influencing others toward a shared goal
- Episode Sponsor
- Credible Leadership Resource Guide from CredibleLeaders.com
- 30 years of LD, CA, PG experience consolidated into one ebook
- Your go-to resource to all of your career & personal growth
- Get your resource guide free by using the “Credible Leadership Resource Guide” link at the top of RookieLeaders.com
- Let me unpack this definition
- Others
- Leadership requires others
- If no one is following you, you aren’t a leader
- Others isn’t defined by an organizational chart or reporting structure
- Others can be members of our team - peers, colleagues, family, friends, committee, a volunteer group
- Influencing
- Influencing others implies a notion of willingness
- Others give you permission to lead
- They give this permission by their willingness to follow
- Influence isn’t authoritative, dictatorial, obligation, manipulation, or fear-based
- Influence is trust-based
- Trust you have their best interest at heart
- Trust you are capable to lead in achieving the goal
- Goal
- While influencing others you must be working to achieve a specific goal or purpose
- Leadership isn’t just wandering aimlessly in the wilderness
- There has to be an objective in your leadership
- The goal has to be clear or simple
- Not necessarily easy, but clear and simple
- So everyone knows the goal
- Shared
- Two elements of a shared goal
- Communicative
- When the goal is clearly defined, it must be communicated
- It must be communicated well and consistently (multiple time, multiple ways)
- Those you are influencing aren’t working toward the shared goal if you haven’t communicated the goal to them.
- Good communication of a goal include the what and why
- What is the goal - stated clearly and simply
- Why is the goal important - to the team, business, and your team members
- Collaborative
- Collaborative element of a shared goal tells you team “we are in this together”
- Collaborative element of a shared goal communicates how
- Together is the best possible answer to “how are we going to achieve the goal”
- As the leader, you aren’t exempt from the collaborative element of a shared goal
- You are not sending your team out to achieve the goal
- You are in it with them
- Communicative
- Two elements of a shared goal
- Wrap up
- Show notes at RookieLeaders.com/002
- Find more great leadership content at CredibleLeaders.com
- Subscribe to the podcast
- Rate & review the podcast in iTunes
- Share the podcast with friends - social media, email, text, word of mouth
- Be blessed & lead well
- Others
- What is the Rookie Leaders Podcast
- RookieLeaders.com
- The podcast of veteran leaders offering leadership lessons to newbies.
- Whether you’re brand new to leadership or expanding your leadership responsibilities, this podcast will provide the knowledge and experience you need to lead courageously and effectively.
- This podcast is a production of the Credible Leadership Group, a coaching and consulting firm devoted to your leadership development, career advancement, and personal growth.
- Learn more at CredibleLeaders.com.
- Who should listen
- First-time leaders
- Managers, supervisor, lead, etc.
- Small team leaders
- Looking to grow to a larger team
- Untrained leaders
- Been in a leadership role a long time
- But not growth, stalled in position
- First-time leaders
- Episode Sponsor
- Credible Leadership Resource Guide from CredibleLeaders.com
- 30 years of LD, CA, PG experience consolidated into one ebook
- Your go-to resource to all of your career & personal growth
- Get you resource guide free by using the “Credible Leadership Resource Guide” link at the top of RookieLeaders.com
- What will be format
- Monologue
- Sharing specific leadership from my own experience & education
- If you have a leadership topic you would like me to cover, email me at michael@credibleleaders.com
- Interviews
- Will share interview with top notch leaders
- Share with you their stories, experience, & expertise
- If you have recommendations for guests of the podcast, email me at michael@credibleleaders.com
- Schedule: publish weekly on Wednesday morning
- Be sure to subscribe
- YouTube Channel
- Will start with posting YT videos of podcast to test out the audience
- Monologue
- Who is Michael Tanner
- Family
- Professional leadership for past 27 years
- USMC
- Corporate leadership
- BS Comp Sci, MA Leadership
- CTO, 165 member team
- Founder - Credible Leadership Group
- a coaching and consulting firm devoted to your leadership development, career advancement, and personal growth.
- Producing organization behind Rookie Leaders Podcast
- Wrap up
- Show notes at RookieLeaders.com/001
- Find more great leadership content at CredibleLeaders.com
- Subscribe to the podcast
- Rate & review the podcast in iTunes
- Share the podcast with friends - social media, email, text, word of mouth
- Be blessed & lead well