Snippets of Leadership

whatever it is, take a moment to reflect on it.

And I’m not saying it “just because” - there is a real reason behind it.

This one, to be clear.

What do you think?

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IF remote communication is always formal

and IF your job as a leader is to build a solid relationship and rapport with your team,

THEN you need to figure out a way to make informal chats, healthy banter, friendly exchanges a part of your week.

This is how you could go about it (and not miss out on an opportunity).

What do you think?

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To motivate your team on a regular basis you need a few elements.

More important than that, you need to apply them in a certain way.

You can work on gaining their trust, on allowing more control over their work and on making them feel competent… but it’s not enough.

It’s not just about what you do.

It’s also about working on two areas in parallel.

Here is what I mean.

(if you actually want to drive your team’s performance, that is…)

Thoughts?

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To feel motivated at work, people need three things:

a manager they trust
a sense of control on their work
a feeling of being competent

And on this last one… how can you make someone feel competent about their job every time

Better said… how can you make them still feel motivated when they’ve done a bad job?

2 ways: these.

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“My team isn’t there yet, this stuff is too advanced”

Says every manager at some point.

To that, let’s remember one thing…

It’s your job as a manager to develop your team.

So if a method or technique is too advanced, don’t think of it in terms of your team being too far from it.

Instead, put it back on yourself and ask: “how can I get my team to that level?”

Here is how.

Thoughts?

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You want your team to get to a result?

Stop telling them what to do.

Instead, ask them how they want to get there.

It’s subtle, but totally different.

And we react to a choice much differently than to an imposition.

Here is why.

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There is only one way to use rewards.

To use them to train your team and help them develop that is.

You need to separate them from the results, and give them as a gesture of appreciation.

Here is what I mean, and that’s the only way they will work in the long run.

Thoughts?

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Rewards don’t work the way you think.

They drive the behaviour you want from your team, but only in the short term.

In the long term, take the reward away and the behaviour will disappear.

In other words, rewards are not a sustainable way to grow your team professionally.

Here’s why.

Thoughts?

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Trust is one key component of management and leadership, and is one of the two triggers that will make sure your team will be present and listen (no matter what).

Trust is built on three key qualities:

1 - Ability

2 - Integrity

3 - Benevolence

Ability means being able to do your job as a manager.
Integrity means working according to a set of principles your team agrees with and respects
Benevolence means personally caring for your team’s personal and professional growth.

Where are you with each one?

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At some point, you will notice your team is not listening to you.

And that despite your best efforts.

So what to do?

1 - use authority and anger, which may work but is not sustainable

2 - manipulate people, which may be sustainable but is unethical and requires insane work to be done well

3 - know how to motivate and to earn your team’s trust, which also requires work and effort, but is ethical and will work sustainably

I’ve been working on these topics for the past few months and put together a structure for you to refer to, I’ll be sharing it with you one week at a time for a while - and if I said I wasn’t excited about the topics that I’ll bring out, I’d probably be lying! :-)

Thoughts?

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Remote communication is not a “variation” of face-to-face communication.

It has a different subject, different channels, different attention level and it’s always formalised.

If that’s true then, we can’t expect to behave exactly the same way as we do in person.

We need a wholly different set of skills and tools! I’ve put together some of them in this video series already.

Thoughts?

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All remote conversations are formal

The time is arranged in advance, and so is the duration, the participants and the topic

And if everything is formalised, then it means that the interaction will also be formalised.

Or, in other words, it means there is much less room for spontaneous, improvised interactions.

While those have no effect on bringing a project forward, for example, they matter to how people work together.

So what to do as a manager?

Arrange for a moment, for a weekly ritual that - formalised as it may be - you dedicate precisely to just talking to your team. A one-to-one basically.

That alone can do a lot.

Thoughts?

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Join me and my guest, Mara Lapi for an all-round discussion on leadership and leadership development!

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When you are face-to-face, you can talk via gestures, body language, intonation, emotions, words…

When you are remote, all those channels get either cut off completely or cut by about 80%

Or, in other words, you have less channels to rely on, and all of them are a lot thinner than what you’re used to.

This is why even a couple of elements like upgrading your equipment or displaying more emotions can do so much more.

It’s all about optimising how you work with the little you have.

Thoughts?

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Remote communication implies going into battle with a set of very successful algorithms.

Algorithms whose only function is to grab the attention of the person you are talking to - and to keep it.

If it’s war then, better be prepared. There’s actually a lot you can do to trigger other people’s attention.

I’m giving a few indications in the video, but there are three actions that you can actually start taking right now that will allow you to get others to listen to you more in any call:

1 - get a new camera

2 - conciseness

3 - displaying 20% more emotions.

Thoughts?

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What’s the difference between in-person and remote communication?

Seriously, does remote communication have any tips or tricks?

Yes and no - what it does have for sure are 4 difference that you should be aware of for your next team meeting

Thoughts?

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What drives people to remain in a team right now?

Is it work flexibility options?

Is it their direct managers?

Is it learning opportunities?

I asked this question over LinkedIn some time ago, here is the outcome I got.

Thoughts?

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Communicating remotely is hard work, and hard work can be dispersive - or overwhelming.

But, there are a few little tips that can make you speed up your progress and make it all easier.

Three key areas you can’t forget if you want to get better at remote communication and re-connect with your team (and encourage them to stay with you as well)

Here they are.

What do you think?

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Remote Communication
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You are reading this.
Notifications are popping up on Slack, Facebook, Whatsapp.
You try to read this again.
Someone calls you.

Sounds familiar?

That’s exactly what happens when you are trying to talk to your team and you aren’t getting through to them.

You realize what is happening, but have no idea how to grab their attention.

Luckily there are a few tricks you can use - these ones, take a look!

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Remote Communication
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Changes in how we interact can be overwhelming when we go fully remote on a structural level.

I get it, and despite it being something you’ve done for months, it still may come across as weird or “uneasy” - had the same for myself and I had to figure things out in order to make it better with contacts and clients.

There is a lot to discuss and we can go as advanced as you want, but there are three things that can make a major difference even at an early stage - I’d like to share them with you.

This is the first video of a focused miniseries on remote communication, this time we talk about how and why you should priorities an emotional connection with your team

Unremarkable you think? Think again ;-)

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Remote Communication
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It's all about trust, and this time also about a free Leadership Test tool.

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How is your work-life balance going?

I’m asking because there is one thing that went largely unnoticed last year. The fact that talking about work-life balance does not make sense anymore.

You are literally in your teams’ rooms with your camera, so what’s the point in still thinking work and life are two separate realities.

It’s much, much more than just semantics, it’s about your role as a leader, take a look at what I mean.

What do you think?

Talk soon!

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Is hybrid work a topic in your team?

Better said: is it a heated topic?

If you’ve got tensions going on and off in your team because of it, remember one thing: you have the power to make it go away.

Here is how.

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You’re going hybrid, well done!

Does that mean that your team is suddenly all set for success?

In other words: how does your role change as their manager?

It changes in many ways, but there’s one constant you can’t forget: your role in their development.

It’s not that upskilling is now out of your radar, quite the contrary.

Think about it: 47% of learners don’t feel their boss supports their career goal and 60% of learners say that their managers are NOT challenging them to learn a new skill.

Do you want to be that kind of boss?

Or do you want to be a better one, the one your team needs?

Here’s how to get started.

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Welcome back!

Hope you had a great break, hope it was exactly what you needed and hope your energy levels are sky-high, ready to rock!

Last time I challenged you to set yourself some goals for this year, and I’ve done exactly the same as you.

I’ve got a bunch of new stuff coming and I’m very excited about it, here it is, take a look!

What do you think?

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________

Listen to this episode on the snippets of leadership podcast: https://ebz-coaching.com/snippets-of-leadership-podcast/
________

Hope you’re staying safe! It’s the end of the year and probably you’ve got a lot on your hands so I’ll be brief.

Remember to TAKE A BREAK.

That’s it, brief but key.

This year has been rough on everyone and you deserve to take a second to breathe, reconnect with people near you and decide what you want to do next year - i.e. who and where you want to be.

Do all of that, in your own pace, and if you decide to set yourself a goal for next year, here’s what you need to know.

Happy winter break and stay safe!

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The “future of work” is not future anymore: it’s NOW.

We keep on talking about changes in work, culture and leadership dynamics like it’s something far, something that will happen in months or years…

If there is one thing that the last few months have taught us though, it’s that these changes come, disrupt and leave much, much faster than we think - it’s already happened and it will happen again.

Just think about all the topics we are in the middle of right now:

shifting to hybrid work models
putting the person as the centre and purpose of organizations
new, essential and short-lived skill sets that people and leaders need to constantly acquire and re-learn
new mindsets and role for team leaders
cultural clashes of what to do, across organizations, countries and generations
a radically new, people-focused, coaching role for leaders

Is that future? Absolutely not, it’s happening right now, but we still talk about as a future possibility.

We can turn a blind eye or we can engage with it and work with it, and that’s exactly what we will be doing during this event.

If we want to not just survive what’s coming next year, but ride this wave of change, we need to share experiences, perspectives, points of view and do all we can to learn from each other.

We’re all pushing this same agenda together, and if we want to grow as a society talking about these changes openly, and cross-pollinating our perspectives is one of the best things we can do.

I’d love to share mine with you, and to make this event as relevant as possible, I have invited three top-notch professionals to share the stage with me.

So join me, Kristiina Coenen, Davide Lunghi and Vittorio Martinelli for a honest, down-to-earth exchange about:

What trends are shaping how people work together, and in what terms they want to collaborate vs. be independent
What forces will be shaping how organizations work, what roles will be key and why
What leadership will look like in 2022, what are our assumptions, needs and drivers when it comes to leading other people (and what we need to learn)
How to go about it: what has worked, what hasn’t and why

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Livestream of this panel
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Join Sarah and me for yet another discussion on leadership, culture, people and entrepreneurship!

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This time Jake Jacobs joins us to offer some input from decades of work in different sectors - and to offer a free gift to you!

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Get the ebook here
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Welcome back! Hope you had a great break, and just to make sure, I'm here to remind you of one little thing...

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We'll be off soon, for some days or weeks - and I challenge you to do NOTHING.

Or better said, nothing about work.
Or if that doesn't sound right, make it your professional task to not do anything related to work.

If there's one thing that this pandemic must have taught us it's that we need to be over our idea of working non-stop in order to be successful.

Success is also being mentally healthy and caring about yourself.

As a leader, you need to be balanced to lead others in a balanced way.

So start with this: do nothing, and once you've done it you can start doing something again.

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"You're just like a little girl"

That's what I heard a father at a playground telling his son because he was afraid of going down the slide.

Wrong.

Wrong on so many levels.

While I don’t justify any part of that sentence, I think it’s worth thinking about where a sentence like that comes from and what consequences it can have.

It's a biased narrative, and unfortunately chances are we all have bias that we are not even aware of that are worth thinking more about - especially if you are leading other people.

Think about it: how does a narrative of that type play out in leadership? What consequences can it have?

Can this example it teach us something about our role?

What do you think?

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Focus: Human - Centered Leadership and what it means for modern leaders worldwide.

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Céline's website: ReVisionary
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This time I'm talking to Anna Liebel, another leadership coach but with a radically different target and approach.

Right? Wrong? Better? Worse?

None of the above, and that's precisely what we'll be exploring in this episode.

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If our mention of suicide / mental health issues struck a cord with you, please refer to
- International help lines
- US-based help lines
Anna's website
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What's your truth when it comes to the future of work?

Where do you think we need to hit?

Here is my take - what's yours?

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Back with the Masterclasses - this time with a very special guest: Alessandro Rimassa - one of the drivers of change in the world of work in Italy and the mind behind a revolutionary platform: Radical HR Club

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Radical HR Club - use code RADICAL-EDO for a 100€ discount.
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If you were to choose between making your team empowered or feel happy about their job, where would you put your money?

There is only one possible answer - listen up!

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Leadership Test
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How often do you hear "yes, but..." being said around?

I'll answer that for you: too many.

And the usual saying goes that you should say "yes, and..." instead - but should you? Verbatim?

Not exactly, as I explain in this episode.

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Question time!

Are you comfortable with what you are feeling?

What about with feeling what you are feeling?

Or is it all sort of weird and strange to even talk about it?

We are talking about leadership, we want to grow, personally and professionally and we want to help others grow.

BUT

It all starts with self leadership, and emotions are a huge part of it.

What do you think?

Are you willing to give an uncomfortable answer to my uncomfortable question?

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We live and operate on zoom now but have you noticed how difficult it is to get people's attention and keep it? Compared to in-person meetings that is.

I found two simple tricks that help me drive engagement more, I want to share them with you today!

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Do leaders need to be perfect? No.
Do leaders think they need to be perfect? Often, unfortunately, yes...

It's about culture, and about what we're used to do. Fortunately there is one simple action you can take that can easily change it all!

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Saying "emotional intelligence" can be dangerous - not everyone is ready to do something about it. So if you need to work on it with your team, how do you frame it? How do you sell it to them?

Answers in this episode!

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You need to be able to do your job of course - but does your team believe you can? And if you have the skills, how can you best show that you are the right person for the job?

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Leadership Test
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Special episode with Pascal Frühling, Head of People and Culture at SFMarkets - touching upon leadership, culture and acting this time.

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Leadership Trends in 2021
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Hélène Bejjani of Antalis joins me to share a few key lessons and tips on leadership and learning - enjoy!

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Second round on situational leadership, this time Goleman's version but with my personal twist.

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Six leadership styles
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We all like to delegate, but how do you know when someone is ready? Is there a process to get someone to a point where you can just assign a task and forget about it?
Yes there is - and that's exactly what I'm talking about this time!

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Why use humor in leadership at all? For many, many reasons, especially because it's fun, but also to remove stress, motivate others and get things done!

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Humor in leadership
Humor Sytles Questionnaire
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Darius Moeini of Berlin Innovation Agency joins me to share a few key lessons and tips on leadership and new work - enjoy!

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BIA Online Academy
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Last episode for this mini-series: how to influence and improve your team's emotional state, and why.

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Snippets of Leadership Podcast Homepage
Emotional Intelligence Test
Emotional intelligence and leadership
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Third key area for emotional intelligence in leadership, shifting the perspective from yourself to your team.

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Snippets of Leadership Podcast Homepage
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In this episode we bring in a hands-on perspective from Kristiina Coenen, Tax and Legal Lead of Deloitte's innovation incubator, The Garage.

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Snippets of Leadership Podcast Homepage
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Part 2 of the emotional intelligence and leadership mini-series.

Today: how to manage your own emotional state and influence it.

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Let's talk about emotional intelligence, and why it matters for leaders.

In this episode we start looking at how to develop your emotional intelligence skills, starting with reading your own emotional state.

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Plutchick's wheel of emotions
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Emotional intelligence and leadership
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In this episode:

The return on trust
8 ways to develop trust and drive performance
a free tool for you to download here: https://ebz-coaching.com/trust-at-work/

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In this episode:

What roles you need to consider for tough decisions;
Tasks and interaction of each role
How the decision-making process looks like in practice
Practical tips

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Part 4 of my series on creative leadership.

In this episode:

Why humor is a core component of creative leadership
What you should know about it as a leader
What to watch out for

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Part 4 of my series on creative leadership.

In this episode:

Why humor is a core component of creative leadership
What you should know about it as a leader
What to watch out for

Links and resources

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Part 3 of my series on creative leadership.

In this episode:

What makes it difficult to generate ideas by yourself
How to see through the noise
One insanely effective ideation technique

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Part 2 of my series on creative leadership.

In this episode:

Why group ideation (e.g. brainstorming and similar) works or not
How to make it work, team behaviours to focus on
Short-term and Long-term strategies to optimize group ideation

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Productivity loss in idea-generating groups (research)
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Part 1 of my series on creative leadership.

In this episode I'm covering the basics of what it takes to be a creative leader and ideate on command when your team needs vision and direction, and is looking at you for guidance.

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Good leadership is not just about doing some things well - it's about avoiding a whole lot more!

And in this episode, we'll be going through 8 field tested best practices that, if followed, can make sure you stall your whole organization - how many have you seen around you?

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Communication is not a given - but everyone thinks that it is!

Especially when you're an expert in your field and face someone that isn't... that's when you need information to flow and that's when it does the least.

The reason is in two communication bias that are key for anyone in a leadership position, and knowing them will add to your ability to lead others, here they are.

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Stress can take a toll on leaders - and if the levels get too high, the toll extends to the whole team.

And in that case it's the leader's job to keep it under control, and knowing how to do so is a key skill to have in your leadership toolbox - controlling happiness is one way to go, and in this episode I'll share with you two quick hacks to enable you to do it.

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Covid-19 has impacted us all, and if that's the case, chances are your team has been hit as well.

We are living in uncertain times, heavily uncertain and unstable - and while disruption is by definition an unknown, your behaviours and the ones of your team may not be.

All that needs to be done is know what to expect and how to address it properly.

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Trust plays a huge role in leadership - as we've seen in Episode 1.

What we haven't seen yet is how to get started about it, in other words what builds trust and how you can get started.

There will be more coming, but this should get you started with the basics and get you to work and develop your leadership role the way your organization and your team need.

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Blog post referenced in the episode
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We constantly communicate: relationships, work, leadership are all based on communicating well - and wherever there is communication, bias is just lurking around the corner.

Bias is a huge matter, but what helps in grasping it is understanding how it comes to be in our heads, and what we can do to overcome it - which is exactly what we'll be talking about in this episode.

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Leadership is not just about tasks, it's about people, i.e. your team.

Your team is your number one resource: without them you have no drive, no safety net and no leadership - having a team to lead is what makes you a leader.

And this is why you need to do everything in your power to make sure they have your back and each other's.

Especially when things get rough, you want to stick together and support each other, remaining a team regardless of external conditions.

This all starts with you and with the work you put in to build the right relationships with each person in your team.

I won't hide it, it's hard work, but it pays off - and the best way to go about it is knowing where to invest your energy.

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