The Leadership Coaching Blog

What do you think of when you hear the word momentum? I think of movement, motion, action, progress.  In fact the dictionary definition of momentum is “impetus gained by movement.” 

I believe that one of the biggest things missing in many people’s lives today is momentum - that impetus you need to keep moving forward. Once you gain momentum, continued movement becomes easier.  But it doesn’t happen all by itself, and it doesn’t happen overnight!

It needs you to start taking actions, to take the small steps that put you in motion. These small steps initially lead to small gains; but these small gains in turn eventually lead to bigger gains, because you’re using the power of momentum.

So, where do you need to gain momentum?   And what’s stopping you?

In the words of one of my mentors - “You don’t have to get it right, you just have to get it going!”

Gain momentum and watch your life, your leadership role, your business, even your world change.

Being a “people” person is a prerequisite to being an exceptional leader.

Leaders who “like” people, are genuinely interested in individuals and teams, and find it easy to build relationships with people at all levels and in all situations, will always shine.

They are the ones people are drawn to, that they will talk to; the ones they will follow because they feel
respected as individuals and enthusiastic about where you’re leading them.

How you feel about and around people shows, in your conversations and in your actions; people pick up on this and respond accordingly.

If your belief and self esteem are high, then you’re likely to have a greater belief in the potential of everyone, which can be a great motivator for teams and individuals.

I believe the best leaders all have an inner passion and desire to be the best they can be in whatever they do.  They know that they can learn from everyone and every situation if their minds are open to the possibility.

They continue to grow as people and as leaders, and they are true advocates of personal and professional development.

They know that those who actively seek out new experiences and those who take action and learn
from their mistakes, are more likely to be successful than those who prefer to stay within their comfort zone, and protect what they have and where they’ve got to!

They value their journey as much as or more than their ultimate destination.

I’ve just rediscovered a short piece summarising the presentation given by Robin Sieger, Success Strategist, at the CIPD (Chartered Institute of Personnal & Development) Scottish conference in the past year.

He talked of influencing not being just a matter of words and actions, but about how you make people feel.

He challenged delegates to think about one of their school teachers and remember what they said or did….

I’ve just done this and my History teacher immediately sprang to mind - I can’t really remember her actual words or specific actions, but what I did capture so well was her presence.

She was always extrememly animated and passionate about her subject and the pupils she was teaching, and certainly succeeded in making me feel totally involved in the life and times of the people we were studying.

She made history alive, real and highly relevant to me.  She captivated my interest and made me feel connected, important, special, even privileged.

What a great lesson that is to the way we should think about ‘winning friends and influencing people’ for those of us in leadership positions; whether we’re parents, managers or leaders of a social group.  The way we influence best is by making the other person feel special, good, happy, enthused or inspired.

So, maybe we shouldn’t be focusing so much on what we want to say or do, bur rather on how we want people to feel.  That way we might have a much better chance of success!

One of the things I try to do in my Coaching Programmes is to get you to explore the idea of success.

What does it mean to you?  Not what you think it means, or what society generally holds up as its idea of success.  Not even what your peers, your friends or partner think of success!  But rather what success looks like, feels like, and sounds like to you.

Until you’ve really considered this in terms of what would make you happiest and feel most fulfilled in life, you’ll always be striving for someone else’s version of success…

Consider this - who was more successful?   

Mother Theresa, who had very few worldly possessions? or, Bill Gates, the multi billionaire?

Viewed in the sense of success being the realisation of your personal goals (based on your knowledge or feelings of what would make you feel most successful) then quite obviously, both are successful.

But viewed from the current norm of success meaning lots of money, and the visible signs of your wealth, then you would arrive at a completely different conclusion.

Remember, it’s your life, and only you can determine and then reach for success on your own terms.

Good Luck!

I’m actually on holiday at the moment, and have been reflecting on how essential it is as a business leader or manager to make the time to have a break; to switch off; to find something to do that will recharge your batteries, increase your energy levels and reignite your passion.

This is important as we often assume that our own energy reserves are limitless, even when we know this isn’t the case for others! 

The biggest issue for many is the continuous drain not just of mental energy, but of emotional and spiritual energy as well.  You know what I mean when your days are filled with tasks that don’t excite you, or even tasks that you positively dislike!  The amount of energy tied up in thinking and worrying about these can actually be greater than the mental or physical energy required to get them done!

Anyway… recognising that this is occurring is a good first step to doing something about it.  So, if your energy levels are low and you can’t remember what passion feels like, then stop……..and do something about it - take a break, take a holiday, go for a walk, do some exercise, eat lunch away from your desk. 

Be a leader and do what it takes to maintain your energy and passion.

I found this article when going through some leadership information on my laptop recently.  Its a few years old but still pertinent.   (Check at end for author links)

What is the last leadership opportunity that you passed up?

When I posed this question to a group of employees who had been singled out for their leadership potential:

• 50% named the title/position they failed to apply for or had not been offered.
• 10% said they hadn’t been offered an internal position but had passed up a leadership position in an outside organization or a chance to lead their extracurricular sports.
• 40% said that they hadn’t been offered any leadership position and therefore had passed up no opportunities.

I was certain that every one of them had missed a prime leadership opportunity that they were not even aware of.

• Ask yourself if your department, team or organization is the best that it can possibly be
• Are you giving your best to make the situation better?
• If there is one project in your department that is delayed, if your group is challenged to do more work with less budget, or if you have yet to exhaust all of your talent to move the group forward—you have passed up a powerful opportunity to step out in front and establish yourself as a leader. Leadership is not about the title you have but the decisions you make and the actions you take.

Don’t wait for extraordinary opportunities, seize common occasions and make them great. Orison Swett Marden

Becoming a leader is about developing a reputation for producing value-added results. It’s taking a position when a project is off track. Leaders don’t wait for permission of position.  They look for the possibilities and suggest what can be done rather than why something can’t be done. Look for what you can do to impact a situation versus why you can’t be the one to do it. When you have ability to influence your environment and the people around you toward positive result you have the leadership factor.

The leadership factor is a measured combination of vision, determination, skills, actions and results. It is a conscious decision to step up to the plate and do what needs to be done in a time of uncertainty or chaos. Here are ten steps to help you plot your course, engage others along the way and keep focused on the end result.

1. Look for leadership opportunities.  Leadership opportunities are present whenever there are unresolved business problems or issues.  Within your organization, department, workgroup, or team identify an opportunity or issue that needs to be solved.  Think about the questions that continue to come up but no one has found an answer for. Consider the feedback that you get from internal or external customers about what they need or would like more of. If your organization is like most you shouldn’t have to look far—more unresolved problems equals more chances for you to step forward as a leader.
2. Find the GAP and build a bridge.  There is an old proverb that says a leader must be a bridge. The person who emerges as the leader of the group is the one who is adapt at seeing the option between the two seemingly opposite positions. To raise your visibility and develop a reputation of leadership look for the two unconnected shores that you can bridge. A bridge might be between the old way and the new way, the past and the future, the majority group and the minority group, between company policy and customer needs, between what is available and what is needed. Lead by finding the critical link between today’s challenge and tomorrow’s opportunity
3. Do your homework.  Examine the problem from all sides. Ask a series of “why” questions. Why is this happening?  Why have we not been able to solve this before now?  Why is it important to solve this issue?  Why have previous attempts failed?  Why are other departments resisting the changes?  Asking “why” without judging the answers helps you develop a deeper understanding of the situation.  When you can see the problem from many angles and as viewed through different eyes you gain the wisdom of multiple perspectives.
4. Clarify the GOAL - It’s the goal. It’s the goal. It’s the goal. Determine what your group needs more of. Communicate clearly how tackling this issue will help the group recoup lost time, maximize limited resources, reduce costs, speed up processes and/or improve return on investment. You will gain the attention of those around you when you can effectively tell them what they will gain for their efforts. You will benefit by tying your work directly to the improved results
5. Develop a list of viable options.  Excellence is said to come from having many options. Once you have others focused on the goal, ask for their input on how it might be achieved. As a leader you don’t need to have all of the answers. You do have to set the direction, suggest paths for getting there and stimulate the thinking of others in development of creative solutions. It is important that you continually test any proposed suggestions against the desired result. Ask yourself and others, “Will this help us reach the goal?”
6. Select the best option(s).  Given enough money, people, time and resources almost any problem can be resolved. Leadership is about determining how the goals will be reached within the time allowed, the budget given and the available physical and human resources. As a leader look for ways to leverage what you have readily available. The best option is the one that gets you to the goal with the least overall costs.
7. Identify roles and tasks.  As a leader of the effort you may not have the authority to assign specific people but you will have to clearly define roles required. Too often we assign tasks simply out of habit and not because they are necessary for goal achievement. Constantly check the progress and don’t be afraid to throw out any unnecessary tasks. There should be NO tasks on your project list that you can not show are absolutely required to reach the end goal.
8. Track and report your success.  Report what you and/or your team accomplished. Quantify the results as much as you can. If your goal was to increase productivity by 25% and you only gained a 15% increase, report it! Make sure to link your results to the organizational goals. While you may not have hit your 25% target 15% may still represent a considerable savings or gain to the company.
9. Report your learnings.   As important as it is to report your success you must also report what you learned from the process. Focus on what you learned personally. Consider what you learned about the business, your customers, teaming, and your own decision making ability. Ask for feedback. Include group learnings. Leave a record of the pro’s and con’s for others who may face the same challenges.
10. Look for the next opportunity.  Don’t take too long celebrating your last win. For as good as things seem success is a moving target. Keep your eyes and ears open, your next opportunity may be right around the corner.

Article Source: http://EzineArticles.com/?expert=Valarie_Washington

Contact Valarie at washington@think6results.com or by calling 630-705-1189. Visit us at http://www.Think6Results.com.

Another interesting article I discovered whilst browsing…..

If you can say “yes” to all of the following nineteen statements, you are a leader of others in the ways they want and need for you to be. However, you would only be a second tier leader. If you can say that you are helping others to be able to say “yes” to all of these statements, then you are the best possible leader of others that there can be.

A Leadership Manifesto…….

1. I am striving to think better thoughts about myself, my work and other people.
2. I am looking for ways to exceed my previous “best” at work and at home.
3. I am searching for ways to make my work and home environments supportive and encouraging.
4. I am expressing appreciation to my co-workers, employees and family every day.
5. I am seeking ways to think more efficiently and accurately.
6. I am looking to identify beliefs I have that sap my energy and desire to move forward.
7. I am focusing on what’s going right with me and with others at home and at work.
8. I am celebrating my successes and the successes of others on a regular basis.
9. I am learning the causes for our successes.
10. I am keeping my objectives and my organization’s objectives clearly in view at all times.
11. I am helping clarify for myself and others the benefits of achieving our objectives.
12. I am searching for creative ways to move closer to our common objectives.
13. I am looking for reasons to say “Yes”rather than “No”.
14. I am asking specific questions of myself and others to help us gauge how effectively we are moving forward toward our objectives.
15. I am asking specific questions of myself and others to help us focus on the positive.
16. I am allowing structured time for myself and others to think and to record our thoughts and ideas.
17. I am willingly sharing what I know with others.
18. I believe that I am at my best (and can move beyond my best) when I help others do — and exceed — their best.
19. I am asking my co-workers on a daily basis, “How can I help you do your best work today?”

Article Source: http://ezinearticles.com/?expert=Kenneth_Wallace

If you want to make a difference, whether it’s in the world generally, in your country, your community, your company, or even just in your family – start with yourself – make some changes and put your own house in order.

It’s only by taking care of things close at hand; doing the small things that will make a difference on a personal level - whether its in relation to your job, your finances, relationships, health or wellbeing - only then can you impact positively on those around you and ultimately on humanity.

Remember, if you ‘think globally, then act locally’ – you’ll be in a much better position to actually make a difference!

I read last week that almost 70% of employees these days are looking for more meaning at work.  (I know that there’s also a reasonably high percentage of people just looking for work!!)

That said, I guess for people in previous generations, meaning was provided from the more traditional sources in their lives, such as religion, community and family.  With increasing globalisation, the ease of travel, the break down of the traditional family and increasing numbers of people “turned off” by traditional religious views (at least in the West) then this is hardly surprising!  (I realise I’m generalising somewhat here, but what the heck!)

If people are increasingly looking to the workplace to find more meaning, then what does this mean for organisations and the leaders in those organisations?

Apparently it means ‘balancing business and commercial goals with those of the employees; balancing organisational principles and values, with the wider concerns and expectations of society, and the aspirations and values of individual members of staff.’  (It said something like that in the article!)

But what does that actually mean?   It kind of makes sense on an intellectual level, but how do you translate it into meaningful actions and behaviours for leaders at work?

What I think it means is that you need to win the hearts,minds and spirit of individuals as well as just paying them to do their job. This links to Stephen Covey’s “whole person”paradigm (or view of the world) - that of body, mind, heart and spirit, with 4 basic needs (to live, to learn, to love, and to leave a legacy), and 4 intelligences or capacities (physical, mental, emotional and spiritual.)

Each of these in their highest manifestations Covey calls the 4 Leadership Attributes of Discipline, Vision, Passion and Conscience.

So, as a leader you need to apply this paradigm to yourself first - to “find your voice” - by working on the who and what you are, and what you stand for; knowing how your work and the organisation in which you work, fits into this, and discovering your vision and passion i.e. to find meaning for yourself so that the discipline is easy and is based on conscience.

It’s about doing this with your staff by being a leader with integrity; a leader who displays integrity and models good behaviour; who not only listens to staff, but is fully receptive and act on concerns; who knows what motivates people; who helps staff focus on key priorities and aligns the systems and structures to help them implement and achieve those priorities; who communicates and collaborates on the vision, embeds it, actually lives it - in short someone who helps others find their own meaning! 

Where are you looking for meaning?