If you believed the news was a fair reflection of society you would have a skewed view of reality. The same is true of the way that the media portrays leadership. Many successful leaders achieve quietly and unobtrusively. But this isn’t exciting so you don’t hear a lot about them.
It’s time to rebalance the picture – to tune into an alternative channel. That channel shows that both extroverted and introverted leaders can be successful by understanding their respective strengths and blockers as well as how to get the best from people who are a different behavioural style.
As leaders, we invest time and energy in learning and applying new skills, but do we ever ask how those receivers could help us? For example, if I want to be a great leader-as-coach, I need to become really clear on the specific behaviours that I want to put into action, for what kind of situations, what reinforcement I need, as well as the benefits staff can expect. And then, I don’t keep it a best kept secret. I make all of this transparent with my staff. Anecdotal evidence for the benefits of this approach are refreshing and help make the learning, stick further.
In the process of our web redesign I’ve been reminded of a few things about pulling such projects together that I thought I would share as leadership learnings.
An interesting recent observation I have made is around how good women are at “chatting’. Really, I hear you say, we all know women have no problem chatting when they get together! Actually, the real observation I have made is that as women, while we don’t lack the ability to chat, we do seem to… Read more
Clearly explaining what you are looking for in terms of improvement from a member of staff can save time, energy and stress for you and your staff member. The SBI feedback model is a useful tool to follow.