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14 Things Positive People Don’t Do

14 Things Positive People Don’t Do | Leadership Advice & Tips | Scoop.it

Via John Michel
Patricia D. Sadar - Leadership Strength Coach's insight:

I thoroughly loved reading this article!  Thank you John for sharing with us.

 

I think that being positive does not mean that you have to be happy all of the time, and not genuine.  I do believe that people who have a consistent positive outlook respond differently to bad situations.

 

This article brought up derailers such as assuming, resenting, etc.  Positive people tend to recalibrate quickly, focus on solutions, and step up!

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John Michel's curator insight, January 21, 2014 8:46 AM

Positive people don’t have a magical power that you don’t possess. Instead of letting stress control them, positive people take control of their life by managing stress and striving to improve every day. Check out these things that positive people don’t do, so you too can be happy and successful.

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Four Ways to Increase the Power and Quality of Virtual One-on-One Meetings

Four Ways to Increase the Power and Quality of Virtual One-on-One Meetings | Leadership Advice & Tips | Scoop.it
When communication happens primarily through technology, as it does with virtual teams and remote employees, trusting relationships take longer to develop. Effective one-on-one meetings are a power...
Patricia D. Sadar - Leadership Strength Coach's insight:

Leaders across the globe struggle on how to build stronger and more cohesive relationships with remote teams.

 

While it may be true that building trust may take more time, the investment will help you build trust, improve communication, and build strong working relationships.

 

This article provides tips on how to approach one-on-one virtual meetings that will help you connect, support, and empower your teams with what they need from you.

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Why Positive Encouragement Works Better Than Criticism

Why Positive Encouragement Works Better Than Criticism | Leadership Advice & Tips | Scoop.it
According to science it's good to be the nice guy.
Patricia D. Sadar - Leadership Strength Coach's insight:

I have always believed in positive encouragement!

 

I thoroughly enjoyed reading the results achieved as a result of the approach and tone of the leader relaying the message!  The article states that "the emotional tone of a leader delivering news to an employee made more impact that the news itself.

 

 When negative feedback was delivered with a warm tone, the employees usually rated the interaction positively. On the other hand, good news, such as achieving a goal, delivered with a negative tone would leave employees feeling bad."

 

Interesting and powerful results, which validate my belief that the secret ingredient to change is not always what is said; however how the message is delivered:)

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Thank you!

Thank you! | Leadership Advice & Tips | Scoop.it
Patricia D. Sadar - Leadership Strength Coach's insight:

The other day at a restaurant my daughter sarcastically said to me, Mom -- stop saying thank you already!  What my daughter didn't realize is that I knew then that my mother's lesson had taken root in me not just as a leader; however as a person.   

 

As a leader I don't believe that a day should go by without saying thank you to someone.  A simple thank you goes a long way, and I am always amazed at the power two words can make.

 

So exercise those two words today, and see the difference you make to your team and those around you!

 

By the way...thank you to you for taking time out of your busy day to visit with me -- you rock!

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Empowerment

Empowerment | Leadership Advice & Tips | Scoop.it
Patricia D. Sadar - Leadership Strength Coach's insight:

Give power away...and let your teams to succeed!

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Case Study: Emotional Intelligence Improves Leadership at ...

Case Study: Emotional Intelligence Improves Leadership at ... | Leadership Advice & Tips | Scoop.it
In LEAD1, the new managers focus on how emotional intelligence will assist them to show up as leaders by managing themselves first, taking charge of their own emotions and behaviors so they can be effective role models ...

Via Roy Sheneman, PhD
Patricia D. Sadar - Leadership Strength Coach's insight:

Thank you Roy for sharing this case study!!!

 

We are being judged by a whole different scorecard as leaders. 

 

As you have heard me say before:  Emotional Intelligence is not about being warm and fuzzy and nice all of the time...it is about being intelligent with one's emotions.  It involves being aware of who you are as a leader and understanding how you are hard-wired so that you can manage your responses, build relationships, and achieve greater individual and collaborative responses.

 

It has little to do with one's title or about being the boss -- it has everything to do about connecting, communicating, and influencing.  People follow you not because they have to; however, because they want to.

 

When leaders invest their time and energy on Emotional Intelligence they will see observable improvements on relationships, effectiveness, decision-making, and communication. 

 

 

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Roy Sheneman, PhD's curator insight, January 17, 2014 1:57 PM

Interesting results that give credence to the EI movement and its formal adaptation to the business world...

Ivon Prefontaine's curator insight, January 17, 2014 9:18 PM

There has been a theme in this evening's curation: mindful behaviours.

Graeme Reid's curator insight, January 19, 2014 6:56 PM

Fed Ex introduced a leadership development programme that delivered positive results.  A blended training programme based on emotional intelligence with specific coaching for 6 months on chosen areas for improvement proved very successful. 

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Focus on your Strengths

Focus on your Strengths | Leadership Advice & Tips | Scoop.it
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Patricia D. Sadar - Leadership Strength Coach's curator insight, January 15, 2014 1:21 PM

Strengths based Leadership starts with identifying your talents -- then developing them so that they become your strengths.  Instead of focusing all of your efforts on your opportunities -- the goal is to leverage your strengths to achieve increased results.

 

Also, when you identify the areas that are not your strengths as a leader -- you are encouraged to seek out those who have possess those strengths to complement your skills to maximize the team's results.

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Decide today to be the best version of yourself!

Decide today to be the best version of yourself! | Leadership Advice & Tips | Scoop.it
Patricia D. Sadar - Leadership Strength Coach's insight:

The decision to be the best or worst version of you...is always a choice. 

 

Which do you choose to be?

 

 

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Leadership in a VUCA World

Leadership in a VUCA World | Leadership Advice & Tips | Scoop.it
What can leaders do to survive and thrive in a VUCA Environment?
Patricia D. Sadar - Leadership Strength Coach's insight:

The role of leadership is complex and requires consistent learning, effort, and adaptation.  The global working landscape is constantly changing, and leaders must learn to adapt and thrive in a VUCA internal and external enviornment.

 

Please take a moment to read my blog posting in this article, and I would love to hear your view as well as what you are doing to succeed.

 

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Ivon Prefontaine's curator insight, January 10, 2014 3:08 PM

I am not a bit fan of SWOT assessments, because I have seen them grossly manipulated. Setting that bias aside, we do live in a VUCA world and many faux-leaders fail to recognzie this.

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Leadership Gets a Checkup at Kaiser

Leadership Gets a Checkup at Kaiser | Leadership Advice & Tips | Scoop.it
‘It’s not what we say that matters, but how we behave,’ said new CEO Bernard Tyson.

Via David Hain
Patricia D. Sadar - Leadership Strength Coach's insight:

I love this and particularly agree with its not what you say; however, how you say it.  That means that actions and behaviors absolutely speak louder than words.

 

What are your thoughts?

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David Hain's curator insight, December 7, 2013 2:45 AM

You don’t build strong leaders by micromanaging them, but by unleashing them to tap their full potential.

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What Steve Jobs Taught Me After I Said "No" To Him

What Steve Jobs Taught Me After I Said "No" To Him | Leadership Advice & Tips | Scoop.it
James Green CEO of the search retargeting company Magnetic was once hired by Jobs as a VP at Pixar Animation Studios. And curiously it was while...
Patricia D. Sadar - Leadership Strength Coach's insight:

What excellent advice, insight, and lessons in this article!

 

James Green not only provides lessons on what he learned from Steve Jobs; however, what he learned about himself.

 

I particularly agree with the importance of hiring for fit.  No matter how intelligent someone is if they are not a right culture fit for the team and the company -- it does not equate for a win/win for either the employee or the company.

 

What are your thoughts?  Would love to hear from you.

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Top Mistakes Leaders Make – Derailer 2 of 4

Top Mistakes Leaders Make – Derailer 2 of 4 | Leadership Advice & Tips | Scoop.it
Patricia D. Sadar - Leadership Strength Coach's insight:

Read about the second derailer leadrs often make...Feeling or Behaving Entitled!

 

Would love to hear your thoughts...after you read the short article.

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7 Ways #Leaders Maintain Their Composure in Difficult Times - Forbes

7 Ways #Leaders Maintain Their Composure in Difficult Times - Forbes | Leadership Advice & Tips | Scoop.it
7 Ways Leaders Maintain Their Composure in Difficult Times
Forbes
leadership-composure Leaders need to show more composure than ever before in the workplace.

Via John Michel
Patricia D. Sadar - Leadership Strength Coach's insight:

This article gives excellent suggestions to follow...just remember that each day we are in the driver's seat and have a choice to be our best version of who we are or not.  Our teams rely on us to be in control, focused, and composed regardless of the situation. 

 

We can either react and let situations lead us or we can respond on brand and be in control of our actions and behaviors. 

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John Michel's curator insight, January 21, 2014 10:55 PM

The composure of a leader is reflected in their attitude, body language and overall presence.   In today’s evolving business environment, it is clear that leadership is not only about elevating the performance, aptitude and development of people – but more so about the ability to make people feel safe and secure.  

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Building a High-Trust Culture, #2: Invest in Respect

Building a High-Trust Culture, #2: Invest in Respect | Leadership Advice & Tips | Scoop.it
Personal integrity is the foundation of trust in any organization. It’s the pervasive sense that people will do what they say they're going to do, and that their actions consistently reflect their

Via Garth Sanginiti, Ivon Prefontaine, John Michel, Wise Leader™, Roy Sheneman, PhD
Patricia D. Sadar - Leadership Strength Coach's insight:

Trust is the foundation to any high performing relationship, team, and organization.  One of the greatest gifts you can give anyone other than your time and attention is respect.

 

Respecting someon's time, respecting someon's idea, respecting someon's decision, etc.  (It means removing the Yes...but language, and starting with respect)

 

Excellent article and nice reminders to us all:)

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John Michel's curator insight, January 13, 2014 2:05 PM

Respect is, in some sense, the currency of trust – the way it’s exchanged and circulated among people. It’s any easy concept to pay lip service to, but like any facet of behavior and attitude, respect requires focus, awareness, and practice. Leaders show and encourage respect when they empower team members, celebrate their contributions, and help them learn from missteps.

Professor Jill Jameson's curator insight, January 14, 2014 9:43 PM

Useful recognition of the importance of both trust and respect. 

Graeme Reid's curator insight, January 16, 2014 11:03 PM

Investing in respect is one of the best investments that you will make.  It is easy to be negative, pass on gossip or be insincere, but far harder to be aware of your actions and avoid negativity.

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Strengthen Your Strategic Thinking Muscles

Strengthen Your Strategic Thinking Muscles | Leadership Advice & Tips | Scoop.it
Break down this big goal into phases you can practice.
Patricia D. Sadar - Leadership Strength Coach's insight:

Excellent advice!

 

It makes sense if I want to build my strategic muscles...I need to work them out!  That means that I need to keep the main thing the main thing, and ensure that I am spending time on value creating activities.

 

If any of us were to evaluate our meetings, interruptions, etc.  I bet we would be amazed at the time we could take back and spend on strategic planning and relationship building.

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How CEOs Stay So Productive

How CEOs Stay So Productive | Leadership Advice & Tips | Scoop.it
Even the bigwigs get tempted by the latest cat video. They just figured out how to kick the habit with some simple mind hacks and easy-to-use apps.
Patricia D. Sadar - Leadership Strength Coach's insight:

I thoroughly enjoyed reading this article, and I particularly agree with putting email in its place:)

Also, the tip on clear

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donhornsby's curator insight, January 24, 2014 9:13 AM


“Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.”-–Paul J. Meyer.

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Why You Need to Be Brutally Honest With Poor Performers

Why You Need to Be Brutally Honest With Poor Performers | Leadership Advice & Tips | Scoop.it
Allowing poor performers to remain on the payroll is a form of dishonesty that harms the entire organization. Yet managers claim giving poor performers negative feedback either to help them …

Via Anne Leong, Mike Klintworth, John Michel
Patricia D. Sadar - Leadership Strength Coach's insight:

Excellent tips...remember, action speaks louder than words.

 

Do you spend the majority of your time with those who are not meeting expectations?  Do you continuously let them slide, because you don't have the time or energy to deal with a situation?

 

Would love to hear your opinion on this topic.

 

 

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John Michel's curator insight, January 17, 2014 3:28 PM

Allowing poor performers to remain on the payroll is a form of dishonesty that harms the entire organization

Terence R. Egan's curator insight, January 20, 2014 2:47 AM

 

[KEY POINTS}

 

#1: Poor performers learn not to trust you

 

#2: Good performers will grow to distrust you

 

#3: Your stress will grow and may turn to anger

 

#4: Poor performers will consider you unfair and spread the word

That is, after you have been forced to take the action you should have taken long before.

 

#5: Building a case backward is the wrong way to go

Far too many managers wait until the “boiling point”, then they realize that there have been no discussions and no documentation. So (now they must) “build a case”


[COMMENT]

 

Plus one more critically important problem:

 

More often than not, the manager has provided a glowing assessment to "encourage" the errant employee.

 

"Perhaps, if I say it often enough, it will come true."

 

Armed with this documentation, it's only reasonable that the employee should hit the company with an unfair dismissal case.

 

 

Don Cloud's curator insight, January 23, 2014 8:45 AM

Four key questions to ask when assessing poor performers:

 

1) Does the poor performers behavior set that person up for developmental success and growth?

 

2) Does the poor performers behavior set the organization up for success?

 

3) Does the poor performers behavior contribute to the purpose of the organization and is it consistent with the organization's values?

 

4) What are you as the leader going to do about it?

 

Option A:  Provide constructive feedback so they have an opportunity to improve and grow

 

Option B:  Demotion or other negative personnel action

 

Option C:  If they don't "get it", let him/her go

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Best Companies to Work For 2014 - Fortune

Best Companies to Work For 2014 - Fortune | Leadership Advice & Tips | Scoop.it
Google was ranked 1 in Fortune’s annual Best Companies to Work For in 2014. See who else made the list.
Patricia D. Sadar - Leadership Strength Coach's insight:

Check out the 100 Best Companies to work for from Fortune!  Google was ranked #1.

 

Are there other companies that you think should be on the list that weren't?  Share with us your thoughts!

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Business Lessons From Mega-Entrepreneur Richard Branson

Business Lessons From Mega-Entrepreneur Richard Branson | Leadership Advice & Tips | Scoop.it
Like many entrepreneurs, Richard Branson loves creating things. He sees problems in the world and provides solutions. Click here to read more..
Patricia D. Sadar - Leadership Strength Coach's insight:

I am on a Richard Branson mood today as you can see!  I just posted an article today in the Career Advice section where he gives us a taste of what moves him where he shares that he likes to work from home swinging in his hammock!

 

This article is just as packed with his words of wisdom.  I particularly agree with his advice on dreaming BIG and strive to add value in what you do!

 

Do you have any other advice that has worked for you?  Would love to hear from you!

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10 Life Principles From Stephen R. Covey

10 Life Principles From Stephen R. Covey
Patricia D. Sadar - Leadership Strength Coach's insight:

This is an excellent slideshare of the 10 Life Principles from Stephen R. Covey. 

 

I hope you enjoy reading this as much as I did!

 

 

I particularly live by the True North, Inspiration over Carrot & Stick, and Helping People to Find their Voice.  What are the principles that you apply consistently...and in 2014 which ones do you plan on living more regularly?

 

Would love to hear from you!

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Here’s Why 2014 Is Going to Be the Year of the Employee

Here’s Why 2014 Is Going to Be the Year of the Employee | Leadership Advice & Tips | Scoop.it
We just completed our 10 big predictions for HR, talent, and learning in 2014 and the theme is “The Year of the Employee.” Global economic growth will cause the balance of power to … (Employee engagement is the hot topic for 2014.

Via Richard Andrews
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Fernando Beltran's curator insight, January 6, 2014 8:41 PM

Employees are the brand that walks in and out the door each day.

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Zappos says goodbye to bosses

Zappos says goodbye to bosses | Leadership Advice & Tips | Scoop.it

The unusual approach is called a holacracy!


Via David Hain
Patricia D. Sadar - Leadership Strength Coach's insight:

This is forward thinking! 

 

It all comes down to what your company culture is, and what you hope to achieve as a result of this culture. 

 

When we work with executive teams one of the questions that we ask is this:  "What is impossible today; however, if we accomplished this would be a game-changer for our industry?"  Because when you think of it -- nothing is impossible.

 

When you have a leader like the CEO of Zappos...he is constantly asking himself and the team this question. 

 

I am very excited to learn from this model...what are your thoughts?

 

 

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Robin Martin's curator insight, January 7, 2014 9:18 PM

Leading themselves? 

Chery Gegelman's curator insight, January 9, 2014 11:11 PM

This move is getting lots of attention.  What are your thoughts?

Terence R. Egan's curator insight, February 26, 2014 6:16 AM

Zappos has led the business community in new management concepts in the past. This idea is super-radical.


Articles published by the company provide a little detail on how this system will work,  however I get the impression that the concept will evolve as they discover major shortcomings and seek to address them.


Zappos may be getting rid of official job titles and management responsibilities, however natural leaders are sure to emerge and take control. In the absence of clear reporting lines and command structures, there will be a strong tendency for 'feifdoms ' to emerge. 


Concepts such as Holacracy, Democracy, Communism, etc. are wonderful in theory, however there is one major obstacle that has never been overcome: the nature of human beings. Self-interest always wins!


In my opinion, Zappos will only make this work after a serious dilution and modification of the core principles. I admire their effort and look forward to observing their progress. We may all learn something valuable from this initiative.


"Go Zappos, Go! ... Go Zappos, Go! ... Go Zappos, Go! "


[I'm staying on the sidelines]

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Everybody is a genius

Everybody is a genius | Leadership Advice & Tips | Scoop.it
Patricia D. Sadar - Leadership Strength Coach's insight:

This is one of my favorite quotes.  The key as a leader is to have the patience, care, and vision to uncover your team's individual strengths and talents.

 

What are some of the ways that you as a leader do to identify their strengths?  Would love to hear from you.

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The 7 Pillars of Connecting With Absolutely Anyone

The 7 Pillars of Connecting With Absolutely Anyone | Leadership Advice & Tips | Scoop.it
Networks are about quality connections as they are about quantity of contacts. And there's no reason you're unable to connect with absolutely anyone.
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Ivon Prefontaine's curator insight, January 7, 2014 11:19 AM

"Be genuine. The only connections that work will be the ones that you truly care about; the world will see through anything short of that. If you don’t have a genuine interest in the person with whom you’re trying to connect, then stop trying."

 

This is hard and takes a great effort, which is its reward.