Authenticity is about being real with oneself and others. It is a very compelling and attractive way to get traction because it sets the tone for others being themselves at their very best. Although easier said than done, leadership authenticity is more likely when we:
Directly and freshly experience the context or environment that we have helped to create,
seek feedback and suggestions for improvement, and not least of all, commit to our own development as leaders.
How many of your staff remember everything they are shown in training? How many go back to their toolbox and look at the elements that were ‘not important when I learned them’ but ‘could be useful now’.
Just as it took my expert neighbour to help me remember what tools I actually had in my toolbox at home before reminding me how to use them, it often takes a bit of prompting from experts for your staff to use the tools that you have given them.
It is in the face of disaster that we usually stop, take heed of what is really important to us and work out our priorities. What are the priorities in your life?
The different elements that can be measured in assessing high performance in a group as opposed to a team.
When “doing more with less” is the way we do things around here, tempers can become frayed. Interpersonal conflict between direct reports may be a frequent outcome. Knowing when and how to input as a leader to resolve conflict is easier said than done. In this blog, we give guidelines on negotiating this mine field.