Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” —Jack Welch
More than two decades ago I started my first leadership role. Always facing an audience through years of athletic performance, the arts, other leadership roles, I was always confident. But this was different. In my HR Leadership role, I faced responsibilities on behalf of the company. No more hiding behind other senior leaders. My boss gave me no choice but to step up to my full responsibilities.
After going through a bout of nervousness that lasted months, I found that it got easier each time. Before long, I prepared for each meeting when I had to address employees performance, achievements and areas of development across the region with confidence.
On observation these days, we see politicians and society’s leaders in public service assuming new roles. Consequently, the question was raised; “can a person from behind the scenes excel in a new public-facing role?” The answer is absolutely!
Public-facing means a role where the (individual) exercises managerial authority or control of an entity’s activities.
Here are 7+ points to prepare for a public-facing leadership role. Focus on:
1.Communication Skills
Develop clear, compelling public speaking abilities
Practice articulating complex ideas simply
Learn media training techniques
2.Personal Brand Development
Build a professional, authentic public image
Be consistent across different platforms
Develop a strong personal narrative
3.Continuous Learning
Stay updated on industry trends
Understand diverse stakeholder perspectives
Cultivate emotional intelligence
4.Professional Appearance
Dress appropriately for your industry
Project confidence through body language
Work on your on-camera and in-person presence
5.Media and Presentation Preparation
Take media training workshops
Practice handling tough questions
Learn crisis communication strategies
6.Networking
Build relationships with key industry influencers
Develop a supportive professional network
Seek mentorship from experienced public leaders
7.Digital Literacy
Manage social media presence professionally
Understand digital communication etiquette
Be mindful of online reputation
Bonus: Resilience and Adaptability
Develop thick skin for public scrutiny
Learn to handle criticism constructively
Maintain composure under pressure
Consistent practice and self-reflection are the keys to becoming an effective public-facing leader.
What has been your experience with getting ready for a leadership role? Did you use any of the above strategies? If so, what worked for you? Any other strategy that comes to mind? Do share, we would love to hear.
In today’s work environment, leadership isn’t defined by how loudly someone speaks but by the strength of their vision, empathy, and ability to inspire others. Introverts bring unique qualities to the table that can make them exceptional leaders – qualities like active listening, thoughtful decision-making, and a natural inclination for deep focus. However, introverts often feel pressured to emulate the extroverted leadership style more commonly celebrated in professional settings. By embracing their innate strengths and cultivating skills that align with their personality, introverts can unlock a powerful, authentic leadership style that not only drives team success but also fosters a positive, collaborative work culture (guest poster, Nicola Reid).
Using Introversion for Effective Crisis Management
In times of crisis, your introverted nature can be a powerful asset, allowing you to maintain a level of calm and clarity that is crucial for effective decision-making. Unlike those who may react impulsively, your tendency to deliberate and reflect ensures that decisions are well-considered and strategic. This thoughtful approach not only helps in avoiding hasty mistakes but also instills confidence and stability within your team and stakeholders. By embracing your natural inclination for introspection, you can transform potential vulnerabilities into strengths, demonstrating that leadership does not always require being the loudest voice in the room.
Elevating Your Leadership with a Doctoral Degree in Business
Returning to academia for a doctoral degree can significantly enhance your business acumen and leadership capabilities. By pursuing a Doctorate in Business Administration, you acquire the skills necessary to establish yourself as a formidable business leader. This advanced degree not only opens doors to high-level management roles but also equips you with the expertise to drive organizational success. Moreover, opting for an online program allows you to balance work commitments while advancing your education, making it a practical choice for busy professionals; check this out to learn more.
Upgrading Your Talents by Working with a Business Coach
Working with a business coach can be transformative, offering clarity, guidance, and strategies to navigate challenges and achieve business goals. A coach brings an external perspective, helping to identify strengths, address weaknesses, and uncover growth opportunities that may not be immediately apparent. Collaborating with Success Strategies provides clients with personalized support tailored to their unique vision and challenges, allowing them to reach new heights of productivity and purpose. With expert insights and actionable strategies, a business coach empowers individuals to make confident, strategic decisions that align with their goals and aspirations, fostering long-term success and resilience in an ever-changing market.
Resolving Conflicts with Empathetic Listening
By leveraging your natural ability to listen empathetically, you can effectively identify and address conflicts within your team. This skill allows you to understand the underlying emotions and perspectives of team members, which is crucial for resolving disputes. Introverts, with their tendency to listen deeply, can create an environment where team members feel heard and valued, reducing tension and fostering collaboration. This approach not only helps in resolving existing conflicts but also prevents future ones by building a foundation of trust and open communication. Ultimately, empathetic listening empowers you to lead a more harmonious and productive team.
Cultivating Patience and Persistence for Creative Leadership
In the realm of leadership, particularly for introverts, employing patience and persistence is crucial in exploring various perspectives and refining creative solutions. By dedicating time to thoroughly immerse yourself in problem-solving, you can prevent the rush to the first apparent solution and instead uncover a range of possibilities that might hold the true answer. Techniques such as brainstorming or the “Six Thinking Hats” method can be instrumental in navigating the problem space, allowing you to view challenges from multiple angles. This approach not only fosters innovation but also ensures that the solutions developed are well-rounded and effective.
Employing the Power of Empathy and Emotional Intelligence in Leadership
In today’s competitive work environment, the ability to empathize and demonstrate emotional intelligence is crucial for building strong and motivated teams. Leaders who excel in these areas can connect with team members on a personal level, understanding their motivations and fostering a supportive atmosphere. By prioritizing these skills, you can create a harmonious work environment that not only enhances team dynamics but also drives innovation and success.
Harnessing Social Media for Introverted Leaders
In today’s digital age, leveraging social media and online platforms can be a game-changer for introverted leaders seeking to expand their professional networks. By participating in virtual events and webinars, you can connect with industry experts and thought leaders without the pressure of face-to-face interactions. Consistent engagement – such as sharing insightful content and joining relevant groups – allows you to establish yourself as a knowledgeable member of your professional community. Utilizing advanced search features on these platforms can help you identify and connect with individuals who align with your career goals, thus opening doors to new opportunities.
Thriving Under Pressure
Harnessing the ability to self-regulate is crucial for maintaining composure in high-pressure situations, especially for introverted leaders. By aligning your actions with your core values, you can navigate challenges with resilience and poise, transforming potential setbacks into opportunities for growth. This skill not only supports personal success but also fosters healthier relationships and effective communication, essential traits for leadership. If you struggle with self-regulation, consider seeking guidance from a mental health professional to develop tailored strategies that enhance your emotional intelligence and leadership capabilities.
Introverts have the potential to be outstanding leaders, bringing a quiet yet impactful strength to their roles. By embracing their natural qualities – like empathy, reflective thinking, and active listening – introverts can lead in ways that foster trust, encourage open communication, and inspire those around them. Leadership isn’t about fitting into a one-size-fits-all mold; it’s about leveraging one’s unique strengths to motivate and guide others effectively. As introverts harness their distinct qualities, they not only thrive in leadership positions but also redefine what it means to be a successful leader in today’s evolving work landscape.
Discover a wealth of insights and strategies for personal and professional growth at Success Strategies, where inspiration meets empowerment for every step of your journey!All the best
The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ~Jim Rohn
“I report to Jen who is in her late 30s and is as old as my daughter” Cindy said aloud to the group. She respects me though. The diverse group of women nodded in agreement. There are others who are not as lucky as Cindy, not necessarily because of being older but because they complain of having more experience than the Millennial who supervise them. They often take offense at any task given because they do not believe they should report to someone younger than themselves.
This is an increasingly common situation as workplace demographics change. Here are some strategies older adults can use when reporting to or being supervised by millennials:
Focus on mutual respect:
Recognize that your millennial supervisor has earned their position.
Treat them with the same respect you’d expect, regardless of age.
Leverage your experience tactfully:
Offer your insights and experience as a resource, not a challenge to authority.
Frame suggestions as “In my experience…” rather than “You should…”
Embrace learning opportunities:
Be open to new ideas and approaches your younger supervisor might introduce.
Show enthusiasm for learning new skills or technologies.
Adapt to communication styles:
Be flexible with communication methods (e.g., instant messaging, video calls).
Understand and respect different communication preferences.
Manage your own biases:
Challenge any preconceived notions you might have about younger managers.
Focus on their skills and leadership qualities rather than age.
Highlight your strengths:
Demonstrate how your experience and skills complement the team’s needs.
Show how your long-term perspective can be valuable for strategic planning.
Be a team player:
It’s no playtime. Support your supervisor’s decisions publicly, even if you disagree privately.
Offer constructive feedback in appropriate settings.
Stay current:
Keep up with industry trends and new technologies.
Show initiative in updating your skills.
Practice active listening:
Give full attention to your supervisor’s ideas and directives.
Ask clarifying questions to ensure understanding.
Seek feedback proactively:
Ask for regular performance feedback.
Show willingness to adapt based on constructive criticism.
Find common ground:
Look for shared interests or values beyond work.
Build a relationship based on mutual understanding and respect.
Offer mentorship subtly:
If appropriate, offer to share your knowledge in areas where you have deep expertise.
Frame it as supporting their success rather than undermining their authority.
Embrace change:
Be open to new processes or workflows your millennial supervisor might implement.
Demonstrate flexibility and adaptability.
Focus on results:
Align your work with the goals and metrics your supervisor values.
Demonstrate your value through your performance and outcomes.
It’s hard and often uncomfortable. But remember, successful intergenerational workplace relationships are built on mutual respect, open communication, and a willingness to learn from each other. By focusing on these elements, older adults can create positive and productive relationships with their millennial supervisors.
Here’s a hug for you, and for you, and one for you.
But Hold up! With the advent of the Corona virus we are not supposed to be hugging right? It’s called keeping your social distance. We are now forced to find new ways to greet others at social gatherings such as in the networking sphere.
5 Ways To Greet Safely
Here are 5 Ways:
Look the person in the eye and use your feet to greet (shown in video). It’s called the Wuhan Shake.
Wave to say hello
Fist Bump
Head nod
Just say hello
There are tons more circulating but for now as we battle the Corona health pandemic, these should help bridge the gap.
Being a leader is 24-7 job, and educational opportunities to improve yourself are everywhere. Learn from your friends and family and sometimes complete strangers, and you’ll find opportunities at every turn
– Byron Scott and Charles Norris
Leader
Where are you now and where do you want to be? In the book Slam Dunk Success, Magic Johnson articulated in the Forward that most people think you win then you become a leader. But it’s the other way around. You’re a leader first, then you win.
Leaders Are Everywhere
Leaders are everywhere and so are leadership opportunities. Punctured or not, Magic urged that you may be an entry-level employee or a middle manager, but not to worry. Every department is looking for a leader. To have the courage to stand up and take the lead, you will become successful.
Leadership is Innate
Leaders are constantly changing the world around them. They may be involved in business or in the community. Opportunities abound.
Leadership Is Foresight
Manage yourself. Think of where you are now and where you want to be. Then take the steps ….one at a time. Try. Learn. Fail. Get back up and do it again. You will succeed with hard work and persistence. As always, don’t give up.
Micromanagement. It’s negative. Besides the organizational impact of higher turnover, stress, lowered productivity, team members suffer dire consequences when being micro-managed. We dare say that many still practice it… but is it wise? Is there a basis for micromanagement?
Micromanagement is a management style whereby a manager closely observes and/or controls the work of his/her subordinates or employees. Micromanagement is generally considered to have a negative connotation, mainly due to the fact that it shows a lack of freedom in the workplace
Below are some simple examples of reasons learnt from working with a Micromanager.
Not to micromanage
It’s frustrating
Time goes by slowly and you long for weekends and holidays
It induces lack of confidence
You question yourself “am I doing it right?“
You double and triple-check your work to make sure there are no mistakes
You become insecure, often asking yourself; “am I going to lose my job today?”
Productivity increases when the boss is absent because employees are ‘happier’. The opposite is also true because employees feel relieved, relaxed and become unproductive
The micromanager rarely gives praise because he/she is focused on finding mistakes
Micromanagement causes increased Stress which leads to health issues and absenteeism
Individuals make irrational decisions when they become frustrated. Some even throw in the towel and resign without knowledge of the next steps.
Turnover is high
The micro manager is a control freak because he/she is often insecure
Were you ever micro-managed? How did it affect you? Do share. We would love to hear.
A Bad Manager can take a good staff and destroy it, causing the best employees to flee and the remainder to lose all motivation.
We have all had to deal with bad bosses at one time or the other throughout our career. We scream, complain, lose the Typical drive, become demotivated, do barely enough to get by, or inevitably jump ship. If you are dealing with a bad boss here are a few examples of characteristics that depicts the behavior.
Lack of vision and inability to communicate effectively
Micromanaging
Thinking you have all the answers and that you must have all the answers
Working late everyday
Poor Hiring Decisions
Failure to Admit Mistakes
Takes the credit but gives the blame
Provides little/no feedback or coaching
Shows favoritism
Task-focused vs team-oriented
Selects and leads based on “like me”
Ignores diversity of thought or varying opinions
Past focused vs present/future
Being a friend instead of a leader
Failing to delegate and demonstrate trust
Allowing ego and pride to get in the way of good decisions
Personal agendas/motives
If you are a new manager, reflect on these characteristics. Recognize the signs and plan to change. You will then be on your way to becoming a good leader.
Are you a manager or leader of some sort? Harvard Business Review article shared 4 points to help managers be seen as more human. Here I share:
Be Personal
Be Self-Aware
Be Selfless
Be Compassionate
In my research on what makes leaders successful, self-awareness was one of the traits that stood out. But being of service to others depends on your own self-development.
Again, are you a manager, or leader of some sort? Take a moment and look at your leadership style. Do people working with you, whether at work or otherwise find you approachable? Easy to get along with? If not, you have some work to do. Enroll now. To be successful as a leader, your people should not fear you. So do what you have to do to improve.
Leadership as the ability to cause other persons to act in desired ways for the benefit of the organization or group
As the citizens of the United States prepare for the passing of the baton to another President, it might be worth it to pause and reflect on leadership and power. Many are having Second Thoughts about what to do to influence the passing of the baton to another incumbent.
For that matter, our reflections turn to consider what is leadership? What is power? How can leaders positively influence the action of others? Is there a right way? Is there a wrong way? Does it differ at the worldwide level from that of the organizational and individual levels? These questions have tugged at my mind as I contemplated the sources of power and sought to identify individuals in organizations who exemplify these attributes.
Leading Leaders
Selacuse in his book “Leading Leaders” discussed the category of powerful people whom he defined as the ‘elites’. Despite the natural negative connotation derived from this term, these are individuals who have “more” – more education, more talent, more money and more clout than ordinary people. Their knowledge, skills, money or power give elites (customarily leaders) special privileges.
A Bushy Comparison
Persuasion before action
Moreso Selacuse defined leadership as the ability to cause other persons to act in desired ways for the benefit of the organization or group. He conveyed an interesting spin on contrasting leadership at the presidential level. A comparative analysis was done on the leadership style of President George H.W. Bush with the leadership of his son President George W. Bush. Father Bush strongly believed that if other nations were to join the coalition to drive Iraq from Kuwait, the United States had to take an active, energetic leadership role in convincing them to join the coalition. He believed that leadership required diplomacy across a broad front and exhibited this through direct contact with other world leaders. Moreover, he did this through diplomatic missions; through action at the United Nations and other international organizations; through foreign embassies in the United States; and through American ambassadors abroad – to build and maintain a coalition of nations united in their efforts to achieve the goal to drive Iraq from Kuwait. George H.W. Bush’s leadership was based on persuasion before action.
If you build it will they come?
In contrast to his leadership style, his son George W. Bush acted under the belief that other countries had no choice but to follow the United States. George W. Bush and his administration believed that leadership by the United States seemed to flow automatically from its status as the world’s only superpower. At the time, the administration made it publicly clear that if other countries did not follow the U.S. into the war against Iraq, they would go to war alone. That certainly deviated from the importance of creating a coalition. They believed that unilateral action by the U.S. would naturally lead to multilateral action by other countries. The “if you build it they will come” doctrine expressed the belief that the United States was a unique country not just in terms of its power but also its moral authority for using that power.
To summarize this comparative analysis, Bush – the father, had broad experience in international diplomacy and long-standing relationships with world leaders at that time. He intimately knew and was on a first-name basis with national leaders and used this to his advantage to influence worldwide leaders. On the other hand, his son had no previous diplomatic experience and did not know the foreign leaders. Therefore, he often delegated important tasks to other members of his administration. Naturally then, he did not have the influence that his father did. In my opinion, this was indeed an interesting view on the issue of leadership and power at the global nation-wide level.
Definitely something to consider as we step into the future of our country, organizations or at the individual level of leadership, power and success.
You Micro Manager! Yes you. Repeat after me…I will not micromanage. I will not micromanage. I will not micromanage. These are the best words of caution for new managers.
Micromanagement is a management style whereby a manager closely observes or controls the work of subordinates or employees. Micromanagement generally has a negative connotation. Wiki
I was asked the question why some managers feel it necessary to micro manage. Reflecting on that I decided to share through this post.
Managers who micromanage makes coming to work a nightmare. Micro Management is the practice of managing with excessive control or attention to detail. It tells employees that there is a lack of trust. Essentially that the manager has little confidence in his/her team and their capabilities. Often it drives the team away and what is worse, it is the organization’s most talented people who frequently walk away. The company is then left with those workers who will simply show up for a ‘paycheck’. No commitment, no care.
Signs of Micro Management
If you are a micro manager, Harvard Business shared signs that can be seen:
You’re never quite satisfied with deliverables
You often feel frustrated because you would have gone about the task differently
You laser in on the details and take price and/or pain in making corrections
You constantly want to know where all your team members are and what they are working on
You ask for frequent updates on where things stand
You prefer to be cc’d on emails
As a manager, this is certainly grounds for disaster. You will either drive your team crazy or stress yourself out with the inevitable burn out.
How to Manage:
As a new manager if you find yourself micro managing here are a few points to keep in mind:
Don’t be afraid to fail. At its very core is the feeling that if you don’t do things yourself, things are going to fail. Not so. This is a myth. Sometimes failure is good. It helps us learn and grow, and our teams may end up with the belief that you are ‘human’. They will work together with you to achieve the results. Essentially, you will win.
Focus on the ‘what’ not the ‘how’. I am a firm believer in sharing the organization and your department’s goal with your team. Doing so stimulates their creativity and provides solutions that you may not have considered.
Let it go. The difference between managing and micromanaging is in the ‘micro’. Let go of watching people. Here’s how:
-Look at your to-do list to see which task can be passed on or delegated to those reporting to you.
-Engage your team. Let them know what level of detail you expect from them and where they need to connect with you.
-Think Big. Focus on the big issues that you need to concentrate on and place your energy and attention on those.
Being Micro-Managed?
If you are being micro-managed, Research Psychologist Dr. Peggy Drexler suggests a few pointers you can use to remain sane:
Do your job well.
Ask how you’re doing
Be a proactive communicator. Copy supervisor on emails. Keep him/her up to date on your activities before being asked.
Teach him/her how to delegate. Volunteer to help with tasks or projects and keep your manager abreast of the progress.
Practicing these points will help you succeed. The converse is also true. Continuing to micro manage is Ancient…a thing of the past where autocratic leadership was game. Doing this now is sure grounds for disaster.
So it’s your choice. Choose wisely and experience success.
I never dreamed of a career in Human Resources. From an early age, I would look to the stars and dream of being involved in healthcare, or the airline industry. Of course these are two very different industries but my passion for people was evident from then. After graduating high school, I got the dream call for an interview as a flight attendant. I am always punctual, but for some strange reason I ended up being 10 minutes late for the interview, and was ‘disqualified’ from that opportunity.
I took it as a sign when I was hired by one of the nation’s big commercial banks. That opened the doors to human resource management for me; or as it was called back then—personnel management. I was exposed to benefits administration, performance management, and more. Being the fast learner that I am—I learned, and learned, and learned.
This boosted me into the next position with a major international pharmaceutical company, that further exposed me to human resource management at the global level. I learnt not only the facets of HR at the local level, but had to interpret laws and practices for different countries that fell under my portfolio of responsibility. In my job I had to travel across countries throughout the Caribbean, and Latin America.
Education
What about education? As I journeyed, I felt led to receive formal training. Armed with a Bachelors in Business Management, I pursued a Masters in Human Resource Management. I also decided to minor in HR Development, while studying Doctorate in Education, Major Organizational Leadership. This then propelled my current role as Coach, and Human Resource Consultant.
As laws, technology and people change, there is no doubt that it is an advantage to become a member of organizations such as the Society for Human Resource Management (SHRM). This syncs with organizations such as local Human Resource Associations. Personally, I continue to participate in local, and national conferences. These days I conduct personal development Success workshops, backed by my research and subsequent publishing of book on Leaders and Success Strategies.
Success and Challenges Along the Way
Naturally, there have been challenges along the way. My most challenging feat arose during my first encounter with an international merger, between two giant pharmaceutical companies. Embracing two different cultures, employee relations issues, diversity, compensation, and benefits management in different countries was a challenge, to say the least. But as I look back and reflect on the Employer of Choice award, I am pleased. This experience molded me into my love for change management today. This passion has taken me across different industries including healthcare, hospitality, and others to name a few.
Even though there have been ups and downs since then, I have never regretted my decision to enter this profession. Every time I help a client improve their business, it makes me feel totally satisfied. Hearing the frustrations in their voices when they first contact me, and then seeing the satisfaction on their faces when things improve… is exhilarating!
In addition, The Society for Human Resource Management (SHRM) shared the result of the annual compilation of the most in-demand jobs done by CareerBuilder, and Economic Modeling Specialist International. Not surprising, Human Resource jobs were included among the top 20 positions-yea! The article stated that Human Resource Managers require a college degree and that this career position has grown by over 14,218 since 2010. This confirms that yes, it is a fine time to get into Human Resources.
So if you have the people skills, the spirit of resilience, and other facets mentioned, then go for it! Despite the stresses of the position, the job is totally satisfying….and oh by the way, it pays too. So what are you waiting for? Get started today, and if you’re like me, you’ll have no regrets!
Interested in how others got into this profession, read SHRM’s https://shar.es/1CXf4p via @SHRM
