Your character is your greatest source of influence, no matter what your role or position. Your character is the expression of who you are. And influential character is built on a foundation of integrity.
I have never facilitated the process of identifying values where some form of integrity didn’t end at the top of the list. Why? Because integrity sets the stage – it is the commitment to consistently act on your values.
Without integrity, none of your other values matter.
Integrity means you can be trusted to say what you mean and do what you say.
When you are a leader, everything you say and do is magnified. You raise an eyebrow and people wonder what it means. You make an off-handed . . . → Read More: Your Greatest Source of Influence
What is one characteristic every leader should possess?
What do you think is the biggest challenge facing leaders today?
These are some of the interview questions I was asked.
I was honored when Lolly Daskal, a leadership expert I highly respect, asked to interview me for her Huffington Post series.
Lolly is featuring 12 leaders she believes are role models for achieving success through heart based leadership.
Please click here to read the interview -> Role Model With 20/20 Insight
Where Do You Sit On the Scale?
Are you under-delegating? Are you a control-freak?
Are you delegating too much? Are you an absentee manager?
Are you erratic in doing both? Are you a seagull manager?
Problems arise when you are too far on either end of the scale. When you under-delegate, you are the only one staying awake at night thinking of solutions. When you over-delegate, you are in danger of being held responsible for a huge mess that you had no awareness of.
Three Signs You Are Under-Delegating
People head in the opposite direction when they see you approach. They’re concerned you’ll grill them about details of their work. When you talk with your . . . → Read More: The Ups and Downs of Delegating
When I ask people to describe what it would look like if there were world peace, it’s hard for them to conjure up specific images or descriptions. However, they easily provide vivid descriptions of what a post-World War III world would look like. All they have to do is describe a recent movie or a video game.
On a daily basis we are bombarded with images of destruction in movies, on television and even in electronic games that children play. In contrast, we see few images of a positive future.
The images we hold in our mind have a tremendous impact on the reality we create.
Positive images are not easy to find, but there are more than . . . → Read More: The Images We Hold Create Our Reality
Leadership can be as simple as Mother Goose Management. Here are 6 lessons you learned a long time ago, that when applied, will make you a better leader.
1. The lesson of Alice and the Cheshire Cat: If you don’t know where you’re going, it doesn’t matter what path you take.
Alice: Would you tell me, please, which way I ought to go from here? The Cat: That depends a good deal on where you want to get to Alice: I don’t much care where. The Cat: Then it doesn’t much matter which way you go. Alice: …so long as I get somewhere. The Cat: Oh, you’re sure to do that, if only you walk long enough.
Leadership is about going somewhere. The first . . . → Read More: Mother Goose Management
If you rarely delegate, you are an individual contributor. It doesn’t matter what your title is. Leaders who don’t delegate are not leading.
Not delegating hurts.
It hurts YOU. It’s not possible to do it all alone. You will get overloaded, stressed, and will eventually drown in the details.
It hurts your team. If you are doing their work, you are denying them the opportunity to grow and develop new skills and experiences.
It hurts your organization. If you are spending your time mucky around in the details, who’s looking at the horizon and ensuring you’re heading in the right direction?
But wait! Delegating hurts, too.
Stacey got feedback that her team saw her as a micro-manager, and she was working hard to step back . . . → Read More: How to Delegate So the Gain Outweighs the Pain
The assumption that change has to start at the top is wrong. You don’t have to wait for senior leaders to make it a better place.
Managers don’t have to wait for senior management to start a process of organizational revitalization. ~Michael Beer
The first step in building shared vision is to give up the traditional notion that vision is always announced from “on high.” ~Peter Senge
Begin within your own sphere of influence.
Where do you have the greatest influence? Most likely within your own team. Consider the widest sphere that you can impact. This is the place to start.
Take responsibility to provide leadership.
Leadership is more than just good management practices. Leadership is about going somewhere.
Where . . . → Read More: Stop Waiting for Someone Else to Provide Leadership
Jerome said his biggest problem was time management. He was overloaded, deadlines were getting missed, and he was stressed.
Managing his team was his biggest time drain.
“When they ask me questions, I get stuck spending time with them instead of doing my own work. And when I don’t hear from them, I usually discover they’ve made mistakes that I need to clean up.”
I replied, “Jerome, your biggest problem is you’re a “seagull manager.”
“What’s a seagull manager?”
A seagull is usually off flying around somewhere, but every once in a while, swoops in unexpectedly, makes a lot of noise, dumps a load, and then flies off again.
When you’re bouncing back and forth between being over-involved and under-involved, . . . → Read More: Ten Tips for Delegating – The Best Time Management Tool
When I published my Value of Vision series, I had no idea I had done something unusual. I am concerned about the current lack of interest around vision in leadership, and I had hoped that publishing a series of views from a variety of experts might help boost the topic back onto the radar.
I was surprised when Wally Bock told me he hadn’t seen a blog series like this before – one with so many significant thought-leaders writing on the same subject. Wally asked for an interview to identify some lessons that had made the series successful.
Wally Bock is a highly respected and accomplished business writer, ghost-writer, and editor. In addition to his popular Three Star Leadership blog, Wally writes the Zero Draft . . . → Read More: How Important Is Vision in Leadership? The Question is the Answer