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10 Habits of Remarkably Charismatic People

10 Habits of Remarkably Charismatic People | Coaching Leaders | Scoop.it
Charisma isn't something you have. It's something you earn. Here's how.
David Hain's insight:

Key message:-

You don't have to be incredibly successful to be remarkably charismatic. Scratch the shiny surface, and many successful people have all the charisma of a rock.

But you do have to be incredibly genuine to be remarkably charismatic.

 

Follow these genuinely meaningful tips and you can't go wrong!

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What Maslow’s Hierarchy Won’t Tell You About Motivation

What Maslow’s Hierarchy Won’t Tell You About Motivation | Coaching Leaders | Scoop.it

Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science — specifically Dr. Edward Deci, hundreds of Self-Determination Theory researchers, and thousands of studies — instead points to three universal psychological needs. If you really want to advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence.


Via Kenneth Mikkelsen, Roger Francis
David Hain's insight:

Beyond Maslow? The 3 key needs that science underscores.

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Kenneth Mikkelsen's curator insight, November 26, 12:12 PM

Autonomy is people’s need to perceive that they have choices, that what they are doing is of their own volition, and that they are the source of their own actions. The way leaders frame information and situations either promotes the likelihood that a person will perceive autonomy or undermines it.


To promote autonomy:

  1. Frame goals and timelines as essential information to assure a person’s success, rather than as dictates or ways to hold people accountable.
  2. Refrain from incentivizing people through competitions and games. Few people have learned the skill of shifting the reason why they’re competing from an external one (winning a prize or gaining status) to a higher-quality one (an opportunity to fulfill a meaningful goal).
  3. Don’t apply pressure to perform. Sustained peak performance is a result of people acting because they choose to — not because they feel they have to.


Relatedness is people’s need to care about and be cared about by others, to feel connected to others without concerns about ulterior motives, and to feel that they are contributing to something greater than themselves. Leaders have a great opportunity to help people derive meaning from their work.


To deepen relatedness:

  1. Validate the exploration of feelings in the workplace. Be willing to ask people how they feel about an assigned project or goal and listen to their response. All behavior may not be acceptable, but all feelings are worth exploring.
  2. Take time to facilitate the development of people’s values at work — then help them align those values with their goals. It is impossible to link work to values if individuals don’t know what their values are.
  3. Connect people’s work to a noble purpose.


Competence is people’s need to feel effective at meeting every-day challenges and opportunities, demonstrating skill over time, and feeling a sense of growth and flourishing. Leaders can rekindle people’s desire to grow and learn.


To develop people’s competence:

  1. Make resources available for learning. What message does it send about values for learning and developing competence when training budgets are the first casualty of economic cutbacks?
  2. Set learning goals — not just the traditional results-oriented and outcome goals.
  3. At the end of each day, instead of asking, “What did you achieve today?” ask “What did you learn today? How did you grow today in ways that will help you and others tomorrow?”


The Pioneers's curator insight, Today, 7:50 AM

Our basic physical needs do not necessarily bear more weight when it comes to motivation than our psychological ones. What we really need is to feel in control of our own lives, connected with other people and the effects of our actions and like we're getting better at stuff.

Steve Bax's curator insight, Today, 10:58 AM

An interesting viewpoint on Maslow scooped by Kenneth Mikkelsen. The core principles of Maslow's Hierarchy remain both valid and important for leaders to understand in addition to this, in my view. .  

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Leadership From The Trenches

Leadership From The Trenches | Coaching Leaders | Scoop.it
The topic I want to focus on is leadership. Three years ago at a dinner with Ben White and Stephen Chandler from Notion Capital I asked them what had been the hardest part of scaling their company, Message Labs, from startup to a 750m USD exit. They both replied without blinking –scaling leadership above a 100 people.

Curious, and still full of youthful arrogance, I asked why. “Isn’t it just a matter of hiring the right people?”

Stephen patiently explained to me it was not as simple as that. You need to build a culture, training and leaders and make sure communication is aligned all the way through the company. You can’t rely on your own ability as a founder to just stand on a soapbox and be heard and understood.
David Hain's insight:

Hard won advice on how organisation founder can scale leadership by developing the right culture.

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Leaders in Search of Followership

Leaders in Search of Followership | Coaching Leaders | Scoop.it

Barack Obama's remarkable journey to the White House and his role as the most powerful leader in the world is a central story in The End of Leadership by Barbara Kellerman - a professor in Public Leadership at Harvard University's John F. Kennedy School of Government and an esteemed expert on leadership and followership. In her book Barbara Kellerman takes a critical look at modern leaders and why we are so fascinated and often blindly pursue the idea of great leaders. The End of Leadership challenges a widely spread perception that learning about and copying the traits and characteristics of a few good men and women is a fast track to success. Kellerman urges that we increasingly support the focus on individual leaders personal traits with a broader understanding of followership and the context leaders operate in, when we develop leaders.

David Hain's insight:

Excellent piece by Ken Mikkelsen, @LeadershipABC on Barbara Kellerman's book "The End of Leadership. Both highly recommended!

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4 Types of Workaholics: Which One Are You?

4 Types of Workaholics: Which One Are You? | Coaching Leaders | Scoop.it
A propensity for workaholism can be uncovered using the Quality of Motivation assessment. It’s important for individuals and organizations to recognize workaholism and help those “afflicted” to it. Managers need to encourage engagement and not contribute to workaholism. The consequences and implications can be devastating to the employee and the company.
David Hain's insight:

How workaholic are you? Find out here and take a minute to reflect on the effects on you & others.

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3 Connections That Propel Every Great Leader

3 Connections That Propel Every Great Leader | Coaching Leaders | Scoop.it
The tallest living things on earth don’t get tall on their own. They do it together. As a leader, your trajectory and success also depend on your connections. There are three connections I’ve found that propel every great leader in their career.
David Hain's insight:

"Like redwoods, great leaders become great based on strength of connections with team, community, mentors & coaches." ~ David Dye

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Sandeep Gautam's curator insight, November 25, 6:42 AM

To lead well, connect well:-)

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We're All Becoming Tech Workers: Are We Ready? (Part 2)

We're All Becoming Tech Workers: Are We Ready? (Part 2) | Coaching Leaders | Scoop.it
As new technologies become more fully integrated into everyone’s jobs, regardless of their functional focus or organizational status, there’s an increasing need for all workers to be digitally literate and competent. So are we? For the most part, no. But with the right commitments and actions from organizations and organizational leaders, as well as ourselves, we can increase our current capabilities and lay a foundation for ongoing growth and development.

In Part 1 of this two-part essay I described the digital (il)literacy challenge we’re currently facing and discussed what organizations and their leaders can do to bridge the new Digital Divide. Now I turn my attention to some of the things individuals can do.
David Hain's insight:

Digital literacy - it's not good enough any more to plead age or ignorance.  You need to learn the 21C language.

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Against All Odds | A True Story of Courage, Hope & Leadership

Against All Odds | A True Story of Courage, Hope & Leadership | Coaching Leaders | Scoop.it
It was at ground zero, doing the most menial of jobs that I learned a secret, a truth, a lesson that changed my life. Inevitably, whether by old age or a twist of fate…all the glitters is never gold. The greatest power we hold is not in what we have, but in who we truly are when we choose to ignite, engage and unleash the leader or hero within. Our greatest power lies in our ability to use what is to create what can be in our self, our lives, our relationships, our leadership and our work.
David Hain's insight:

The odds are against us all at times. Here's one way to take 'em on and beat 'em!  Thanks @justcoachit, @jamesstrock

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Five Languages Every Leader Must Know - Warrior Life Leadership

Five Languages Every Leader Must Know - Warrior Life Leadership | Coaching Leaders | Scoop.it
Every Leader wants to learn how to communicate and understand their followers.  If you are a true Warrior for Life & Leadership then you strive to be better today than you were yesterday in regards to really knowing those you lead.
If you implement what you learn in this leadership training, you will find that:
People will get know, like, and trust you even faster than before.
People will be more likely to want to follow you.
There are five love languages every leader must know and they might not be what you expect.  This is something not a lot of people take into account.
David Hain's insight:

The Five Love Languages are geared toward married couples but there is no reason they shouldn't apply to any relationship.

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#TRUSTGiving2014 : A Character Checklist

#TRUSTGiving2014 : A Character Checklist | Coaching Leaders | Scoop.it
Welcome to TRUSTGiving 2014, our first annual weeklong trust awareness campaign. Join the Alliance of Trustworthy Business Experts as our members help our readers navigate the complexities of trust. We will be blogging (several times a day) and posting on Twitter #TrustGiving2014.
David Hain's insight:

"Being trustworthy is not rocket science. It's simply a choice.Make it yours." ` @BarbaraKimmel

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The greatest email you’ll ever send.

The greatest email you’ll ever send. | Coaching Leaders | Scoop.it
Like most road warriors, I’m always surrounded by people, though amazingly, it’s still very easy to be lonely while traveling. Days, weeks and months pass (airline miles and hotel points rack up) and time seems to disappear before your eyes. While I consider myself pretty good about keeping in touch with people (via phone, social media, etc.) I started to think about all the things I’d want people to know in the event, well, that I wasn’t around anymore. I know, it’s a bit morbid so hear me out. In the event you weren’t here on this earth tomorrow, what would you want the important people in your life to know?
David Hain's insight:

Great idea from John Peters. What would you write?  As he says:

"Why wait? What is worth saying, is worth saying now."

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What Happens When A Toxic Leader Is In Charge? » 3Q Leadership Blog

What Happens When A Toxic Leader Is In Charge? » 3Q Leadership Blog | Coaching Leaders | Scoop.it
It’s tough at the top, and once you get their, staying there means developing a leadership footprint, a way of thinking, communicating and doing that takes YOUR people forward at the speed of change. The new ecosystem is a trajectory of change, challenges, hyper-competition and opportunities that have become the NEW normal and will only continue to grow. There are many reasons why the focus of my work is the optimization of human potential and results in disruptive times. My passion for 3Q Leadership™ is the fire that lights my day, my work and my commitment to helping those who lead, and those who aspire to greater leadership succeed.
David Hain's insight:

How to recognise a toxic leader - useful infographic.

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Miklos Szilagyi's curator insight, November 22, 2:33 AM

The different disguises of the toxic leaders - good...:-)))

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Leading Blog: A Leadership Blog: Do you have Moxie?

Leading Blog: A Leadership Blog: Do you have Moxie? | Coaching Leaders | Scoop.it

Do you have Moxie?
Leaders with moxie are leaders that have what it takes to lead others in tough circumstances. They are tough on the outside but soft on the inside. When knocked down they know how to get back up and they can bring others with them because they are likeable.
John Baldoni, author of MOXIE, says that “Leadership post-crash is not really any different from leadership pre-crash, except for one thing: resilience.” Leaders with moxie have four key attributes:

Fire. They have a passion for what they do and have a need to make a positive difference in the lives of others.

Drive. They have ambition and want others to share in it.

Resilience. They have known defeat and it doesn’t scare them. They know how to pick themselves up after a fall.

Street Smarts. They know how the world works and what makes people tick.

Baldoni breaks moxie down into five characteristics that you can practice and develop to be a leader that demonstrates moxie. Each characteristic is brought to life through the examples of leaders who have demonstrated it in their own life and leadership.

The first is Mindfulness. “A mindful leader knows the situation as well as his capabilities and those of the people around him.” aware if his situation but at the same time focused on what could be done to improve it. Mindfulness “prepares leaders to focus on the present as well as prepare for the future”— to be aware of your situation but at the same time focused on what could be done to improve it.

Second is Opportunity. “An opportunistic leader looks for ways to make things better. She is motivated by a desire to make a positive difference.” That means a willingness to see beyond the immediate problem and see the possibilities over the horizon.

Third is X-Factor. “A leader with the X-Factor has what we call ‘the right stuff of leadership.’ She radiates character and uses her ambition to focus on the right goals. She has the persevering spirit that radiates resolve. Leaders with the X-Factor are humble, and their humility attracts others to them.” The X-Factor is those things that allow you to do what you do well: character, beliefs and talent. These can all be examined and improved. In addition, look for opportunities to improve through more training and consider taking on responsibilities that stretch you.

Fourth is Innovation. “An innovative leader knows that life is not lived in a linear fashion. Sometimes you need to take risks. That means thinking differently, doing differently, and rewarding others who do the same.” Leaders with moxie aren’t content with the status quo. They are tuned to the future. A “forward-themed outlook is not merely one of observation, it is one of application….That gives rise to innovation.”

Fifth is Engagement. “Persons with moxie seek to engage with the wider community around them. They are focused on making a positive difference in their teams and in their organizations.” Leaders must work through others. “Engagement is an essential part of extending the leadership self in order to make a positive difference.”

All of us can demonstrate moxie when the going gets tough. Preparing and developing yourself now sets you up to make better decisions when you do get knocked down.

Moxie is full of great stories and examples making it immediately relatable and practical. It is structured so that you can thoughtfully and tactically look at each of these areas to see where you can better prepare yourself. Baldoni also provides an appendix that works as a handbook to guide you in this. Questions, examples, additional thoughts and action steps help you access where you are at and what you might need to do next.

Moxie is not just about your work life, it also impacts every other aspect of your life and positively influences the lives of those you touch.


Via Linda Holroyd
David Hain's insight:

How much moxie do you have in your leadership style? ~ John Baldoni

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Linda Holroyd's curator insight, November 18, 11:28 AM

Here's to those with MOXIE!

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What Coaching Leaders Do Differently

What Coaching Leaders Do Differently | Coaching Leaders | Scoop.it
The term "coaching" has been trending as a corporate buzzword for some time now. We're all familiar with athletics coaches. But when someone advises us to find a coach to learn a new skill or solve...

 

- Coaches Don’t Set the Agenda

- Coaches Focus on the Future

- Coaches Listen

 

- Coaches Ask Questions

- Coaches are Action-Oriented

 

- Coaches Give Responsibility


Via Gust MEES, Roger Francis
David Hain's insight:

In the end, coaching is a philosophy about enabling people to bring out their best.

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Roy Sheneman, PhD's curator insight, November 23, 8:38 PM

Coaching leads to growth.  Let me coach you....check out Tier 1 Coaching and Training on Facebook.....

Coach4You's curator insight, November 26, 3:00 AM

Worth reading !

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The Power of Feedback

The Power of Feedback | Coaching Leaders | Scoop.it
New research by Stacey Finkelstein (Columbia University) and Ayelet Fishbach (University of Chicago) sheds light on the seemingly paradoxical nature of feedback, by making it clear why, when, and for whom negative feedback is appropriate. In five studies, they find that novices infer from feedback whether their goals are valuable (commitment), whereas experts infer from feedback whether their pace of pursuing already valuable goals is sufficient (progress).

As a result, novices are more likely than experts to seek positive feedback on their strengths and alter their behaviors and attitudes when they get such feedback, whereas experts are more likely than novices to seeknegative feedback on their weaknesses and alter their behaviors and attitudes when they get this feedback.
David Hain's insight:

Novices more likely than experts to seek feedback on their strengths.  Do you chooses your feedback situationally?

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12 Important Things I Have Learned About Leadership, Success And Failure

12 Important Things I Have Learned About Leadership, Success And Failure | Coaching Leaders | Scoop.it
I have had great success and I have also suffered great challenges and failures that humbled me, nearly destroyed my career and taught me that the only way to lead forward is to learn forward. The ability to develop a new relationship with one’s failures that optimizes our ability to learn and relearn, build resiliency and grit and also look at problems, solutions and failures with new eyes that take us forward is critical.  Using failure to succeed is a critical life and leadership skill.
David Hain's insight:

Heartfelt and perceptive lessons in life and career from Irene Becker, @justcoachit. Backed up by lots of resources.

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Do Companies Still Need a CIO? Introducing the IT Services Supermarket

Do Companies Still Need a CIO? Introducing the IT Services Supermarket | Coaching Leaders | Scoop.it
In this new model the CIO needs to lead through influence and persuasion rather than authority. This is only achievable through being a business Janus – looking forward and back, with a telescope and microscope, and being both a visionary and a detailed oriented executor of platforms, and solutions for the IT supermarket.
David Hain's insight:

The future role of the CIO? Thoughtful Tapscott piece.

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Scaling Trust for Success

Scaling Trust for Success | Coaching Leaders | Scoop.it
The information-empowered client/customer has a higher expectation for their relationship with a for-profit business organization. These firms need be become more HUMAN. To consistently earn relationship capital by displaying these Do the Right Thing principles with their clients/customers, employees, and other key stakeholder relationships. Today, most businesses are led by a command and control mindset with financial results being the alpha and the omega. Often times, social relationships are treated as a trojan horse in achieving those financial-driven results. This short-term financial-driven mindset is detroying trust, innovation, and ironically the goal of high financial performance.

It's About Business Culture
David Hain's insight:

How clued up are you about your or your organisation's #RelationshipCapital?  Help here.

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Social Capital – Keith Ferrazzi Las Vegas Growth Summit

Social Capital  – Keith Ferrazzi Las Vegas Growth Summit | Coaching Leaders | Scoop.it
Ferrazzi noted people with Social Capital

Achieve better results more quickly
Are more likely to promoted early
Receive larger bonuses
Earn higher performance evaluations
The same holds true for managers who network and socialize better:

Reach goals more quickly
Are better project managers
More creative relationships
David Hain's insight:

"The number one factor for high performing business teams is Deep Social Bonds." ~ Keith Ferrazi

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Talent Strategies in Asia: Do Asian Leaders Behave Differently?

Talent Strategies in Asia:  Do Asian Leaders Behave Differently? | Coaching Leaders | Scoop.it
I just completed a two week tour of Asia (Singapore, Hong Kong, Tokyo) and met with dozens of Human Resources and business leaders. It was a fascinating trip and I want to share a few thoughts.
David Hain's insight:

Thoughtful piece by Josh Bersin about cultural leadership differences in approach.

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Are Most CEOs Too Old to Innovate?

Are Most CEOs Too Old to Innovate? | Coaching Leaders | Scoop.it
Dean Keith Simonton, at the University of California at Davis, a luminary among researchers on age and creativity, synthesized numerous studies to demonstrate a typical age-creativity curve: creativity rises rapidly as a career commences, peaks about 20 years into the career, at about age 40 or 45, and then enters a slow, age-related decline.
David Hain's insight:

I can't argue with the science, but I can challenge the conclusion. Age should be no barrier to innovation!

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10 Leadership Steps To Transform Your Customer Experience Culture

10 Leadership Steps To Transform Your Customer Experience Culture | Coaching Leaders | Scoop.it

Here are 10 things that are important to get right as a leader if you're intent on transforming your customer experience and the culture that supports and sustains it.

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Authentic Leadership | LinkedIn

Authentic Leadership | LinkedIn | Coaching Leaders | Scoop.it
In my humble opinion, you are about to read the greatest and most influential address/document ever written regarding the topic of Leadership. Although written for a graduating class of army student officers over 100 years ago...it's truth is just as relevant today as it was back then and just as applicable to any field of business...in any industry. The lessons are universal in nature and truly captures the essence of what leadership is all about. Anyone who wishes to lead, in any capacity, should stop what they're doing and take the few moments to read the genuine wisdom that is below and then spend the rest of their lives in pursuit of living it out. Many years ago, this address of Major C.A. Bach dramatically changed my perspective on what a true leader is and now it's my honor to share it here with you. I hope that it blesses you as much as it has blessed me.
David Hain's insight:

"If you have a rotten company, it will be because you are a rotten captain!" Maj. C A Bach. Organisations rot from the head!

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On the Road to Remarkable

On the Road to Remarkable | Coaching Leaders | Scoop.it

It is my belief the last vestiges of the 20th Century management are holding on for dear life, but they no longer can sustain a business organization for the long-term. Those leaders that can nurture  business culture through purpose, performance, and relationship capital will breakout from the cycle of "short-term" financial performance.

These REMARKABKLE leaders and businesses already exist. They are innovating, making a lot more money, attract & retain top performing talent, and are more fun to work at. There is a way to break this traditional cycle of financial-driven metrics. Create new human metrics that will integrate with financial performance: RELATIONSHIP CAPITAL METRICS

CHARACTER
COMPETENCE
GOOD INTENT
PROACTIVITY

David Hain's insight:

Are you a #RelationshipCapital leader?

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Content Creation and Cerebral Activity: A Story's Power over the Brain

Content Creation and Cerebral Activity: A Story's Power over the Brain | Coaching Leaders | Scoop.it
Stories Activate Brain Regions That Are Dormant When Processing Facts

Via David Ednie
David Hain's insight:

Yet more evidence of the neuro power of stories. Which ones are you telling?

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David Ednie's curator insight, November 19, 3:01 AM

Make your message 1) remarkable and 2) memorable using stories.

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12 Psychological Tricks You Can Use to Improve Your Productivity

12 Psychological Tricks You Can Use to Improve Your Productivity | Coaching Leaders | Scoop.it

Today I’ll share with you 12 psychological tricks that can help you influence your own psychological state in such a way that you reframe your mindset to create a mental environment that safely results in increased productivity.

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