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Growth happens in our lives when we are pushing to the edge of our comfort zone or a little beyond…whether it’s taking a risk, facing a fear or trying a new behavior. It can be easy to test the water and back off when resistance is felt from others. But resistance can be a natural part of the change curve, requiring a little more confidence to keep moving forward. Here are a few things to consider as you expand your comfort zone as a leader.
- Managers have employees…Leaders win followers.
- Managers react to change…Leaders create change.
- Managers try to be heroes…Leaders make heroes of others.
- Managers accept status quo…Leaders challenge status quo.
- Managers have their eyes on the bottom line…Leaders have their eyes on the horizon.
We challenge you to think about an area in your work or personal life where you can push your comfort zone to grow as a leader.
“Action cures fear. Indecision and postponement fertilize fear.” —Brian Johnson
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What Leadership Skills are Mandatory? |
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Here are a few characteristics that we believe are critical to successful leadership: RESPECT: Demonstrating respect for age, respect in manner of speech, respect with eye contact, respect with hand or body gestures, respect for privacy. TOLERATING AMBIGUITY: Reacting positively to new, different, and at times, unpredictable situations. RELATING TO PEOPLE: Placing as much importance on the people as the task; having a sensitivity to people along with the results. BEING NON JUDGMENTAL: Withholding judgment until all information is gathered, while taking into account any idiosyncrasies that could color judgment. PERSONALIZING ONE'S OBSERVATION: Recognizing that each person sees the world from his or her own platform of observations. EMPATHY: Able to place yourself in another person's shoes. PERSISTENCE: The companion of "patience." Both are required when dealing with people.
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Focus On Strengths Instead of Weaknesses |
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How about trying a “strengths-based” leadership approach? Here are a few questions you can ask to maximize engagement levels in your workplace. Unfortunately, managers tend to focus performance discussions on areas of weakness…further disengaging employees. Gallup research has found employees are 74% engaged when they are working in their strengths areas, but are only 9% engaged if they aren’t. Are you and your employees working in the areas where you and they have strengths rather than shoring up weaknesses?
- Is it easy for you to recognize your own strengths?
- Can you clearly articulating your strengths?
- Are you working in your strengths areas on the job?
"The idea that there are ‘well-rounded’ people, people who have only strengths and no weaknesses…is a prescription for mediocrity if not incompetence. Strong people always have strong weaknesses…and no one is strong in many areas." –Peter Drucker, The Effective Executive |
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