Tag Archives: leadersips

3 Red Flags to Avoid When Hiring

Hiring is tricky. There are as many hiring strategies as there are hiring managers. And while you're not a mind reader, there are red flags to let you know you might be making a disastrous decision.

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Equitable Leadership – Worth the Effort

My last LeaderSips blog took on what I consider to be - for the most part - a lazy and unfair leadership style: the "equal" approach. And judging from the response, I thought the topic warranted a deeper gulp rather than a morning sip.

While the opinion that "equal is unfair" seems counterintuitive, consider this scenario: you have enough money budgeted to send 2 colleagues to a week long training course. If you ascribe to the equal approach, you will put all the names of your department in a hat and let fate take its course. This will not take into account your employees who have the skills and the interest in the course. Nor will it recognize the employees who have worked hard at bringing their skill set to the point that additional training will be beneficial. It will send a message to your entire team that individual effort means nothing.

But you can rest easy because you treated everyone equally, right? Um, no.

For those who fall on the side of "equal" I make this argument: every employee is not equal. Their abilities, attitude, history, and contributions are all different. If, by chance, you have two employees who truly are equal - then by all means, treat them exactly the same. This will serve you particularly well if your team is made up of Stepford wives.

If, on the other hand, your team is comprised of humans, you might explore equitability. Taking this approach means more work. It means spending more time developing policies that are flexible, fair, and reasonable. It means knowing the needs, talents, and accomplishments of your employees. It means you know who has made significant contributions and you know who is skating by.

Often the fear of a disgruntled employee making accusations of favoritism keeps leaders from equitable decisions. The good news is, we're not in kindergarten. Support your decisions with facts, not opinions. This keeps you from going on the defensive - and gives you an opportunity to work with employees who feel they have been mistreated. "Why yes, David, Susan is going to the conference. You and I have talked about your attendance record, your inability to meet a deadline, and the customer complaints we've received. When you have shown demonstrable improvement in these areas, you certainly will be a candidate for a conference."

The decision then is in their hands. If they opt to put in the time and effort that is required, they can be afforded the same chances as their peers. Equal leadership gives everyone the same reward, regardless of effort. Equitable leadership ensures everyone knows where they are on the playing field - how close they are to the goal line, and what they must do to score. As a leader, it is requires a great deal of work. But if you are asking your team for extra effort, shouldn't you be doing the same for them?

3 Reasons Why “Equitable” Is More Effective Than “Equal”

I once coached a rising leader who insisted on treating her employees exactly the same way. She couldn't understand why she had so many HR issues. On the face of it, you might be thinking, "well, come on, that's the best way to be an effective leader." I disagree. Continue reading

3 Ways to Recruit Effectively

Putting together a cohesive team is one of the most important roles of a leader. A misstep in the hiring process can cost in time, money, and morale.

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3 Ways To Give Feedback That is Actually Helpful

If you're an effective leader, you know that waiting for the annual review to give your employee feedback is an utter waste of time. Ongoing, in-the-moment feedback is the best way to provide your employees with information that

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3 Reasons Being A Mentor Benefits You 

I don't care how old you are or where you are in your career arc. You have the ability to mentor someone. Here's why you'll be the better for it.

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3 Truths for Emerging Leaders

I've seen a lot of potential leaders, and I've seen many of them derail over commonly held myths. Here's some truths I want emerging leaders to know.

  1. Leadership is about behavior, not title. Just because you have a bright shiny new title doesn't mean people will automatically follow you. In the same vein, don't wait for the title to lead. Leadership is about influence, and ultimately it is your behavior that will be the deciding factor for those who chose whether or not to follow you.
  2. You are going to screw up. And when you do, your team will be watching carefully to see how you handle it. Set the right tone by admitting your error. Talk about the lessons learned. Apologize if appropriate. While you may be concerned that these responses show weakness, they actually prove one's grace and grit - and will go a long way to building trust and loyalty.
  3. Leading and managing are two different functions. Managers rely on systems and rules. Leaders create a culture of accountability. Managers maintain. Leaders innovate. Managers rely on control. Leaders inspire trust. Managers give orders. Leaders steward ideas.

4G Leadership: Gravitas – Not Just A $5 Word

3 QUICK JOLTS OF LEADERSHIP INSIGHT

gravitasleadersip

Mark Twain memorably said, "Don't use a five-dollar word when a fifty-cent word will do."  He makes an excellent point. But in the case of gravitas there simply is no other word that encapsulates this multi-faceted leadership trait.

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4G Leadership: The Gratitude Mindset


gratitude

3 QUICK JOLTS OF LEADERSHIP INSIGHT

Expressing gratitude is the art of noticing. Be it your employees, your clients, or the people in your personal life - when you take the time to say, I see you, you matter - you are encouraging people to be more confident, improving productivity, fostering innovation and developing positive relationships. Continue reading

4G Leadership: Leading with Grace

Grace LeaderSips

3 QUICK JOLTS OF LEADERSHIP INSIGHT

I once had a co-worker who loved to comment that I was "so nice." I knew it wasn't meant as a compliment, but I took it as one. I knew something she didn't. It takes a strong will to lead with grace.  Continue reading