Learning Point: Understanding Why a Good Team Needs a Good Leader

If you want to have successful teams in your organisation, make sure you have successful leaders. 

What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.

What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.

In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.

What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.  In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.

  • Trust
  • A commitment to their staff as well as the task
  • The willingness to support and serve the team
  • Inspirational leadership, combined with energy, enthusiasm and appropriate expertise
  • The guts to take responsibility rather than pass the buck
  • The glue to make the team come together and operate as a team
  • A willingness to have fun!

I’ll explain each of these in more detail.Continue reading

Personal Refection Questionnaire

As a leader, how you behave has a major impact on others.

This questionnaire is designed to help you gain some further insights into your behavioural preferences and their impact on others.

It is based on the belief that the greater our self-awareness the more effective, positive and beneficial our impact can be.

The questionnaire is in three parts:

Part 1: Emotional Intelligence;

Part 2: Personality Preference;

Part 3: Action Planning

You are asked a series of questions which you are asked to score, reflect upon and create an action plan for improvement.

 PERSONAL REFLECTION QUESTIONNAIRE

Stress – A Quick Guide

It is well recognised that stress reduces employee well-being and that excessive or sustained work pressure can lead to stress.

Occupational stress poses a risk to most businesses and compensation payments for stress-related injuries are rising. It is important to meet the challenge by dealing with excessive and long-term causes of stress. This quick guide gives introductory guidance only.

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Changing Workplaces Call For A New Type of Leader

Developing effective and empowered leaders is one of the most important things an organization can do to ensure the successful accomplishment of its goals, whatever they may be.

That’s because leadership influences nearly all aspects of a business, such as the selection, engagement, and retention of talent, customer loyalty, and overall brand perception and influence. Yet despite its importance, many companies seem to struggle with leadership development.

Perhaps the biggest reason for that struggle is the new and varied set of behaviours and
skills today’s leaders need to be effective. One of the worst mistakes any organisation can make is to base its promotions or leadership decisions on tenure. Simply being a long-serving veteran of the organization or a star individual performer does not automatically make someone a candidate for leadership or demonstrate they have the necessary commitment to the role, the team or the company.

In today’s ever-evolving and increasingly complex environment, effective leaders must be able to guide staff through moments of uncertainty, be a trusted source for honest and open communication, and encourage and inspire their teams to take risks without fear of failure. As Deloitte notes in its Global Human Capital Trends report, leadership is increasingly about the challenges leaders face rather than the “art” of leadership. And those challenges are many.

Today’s workplace can have up to four generations of workers, all of whom have different expectations about what it takes to keep them truly engaged. Millennial workers, for example, expect an environment of constant development, mentoring and stretch assignments. If your organization doesn’t offer that, another will, and much of your younger generation of workers will be enticed to leave. And as organizations replace their old hierarchical structures with a more linear and inclusive management model, leaders can no longer simply issue instructions and expect them to be followed. Leaders must now be able to inspire a diverse set of employees, often located in multiple locations, with networks of teams made up of a mix of full-time, temporary and “gig” workers.Continue reading

Key Findings from the London Business School Inaugural Leadership Survey

This inaugural survey aims to capture the leadership and development challenges that people in organisations face and how those issues can affect the effectiveness of organisations.

It also looks to establish what executives see as the: top leadership challenges facing their organisation most important skills for successful leaders, reasons why leaders fail to reach their potential ¢ most useful training and development programmes, key talent management challenges, including the effectiveness of training and development.

Key Findings:

The five toughest challenges facing leaders today are employee engagement, effective strategy execution, talent management, driving work across organisational boundaries and encouraging collaboration across the organisation.

80% of respondents said change in their companies is mandated by senior management.

10% of respondents said change was driven at a lower level and later “blessed” by senior management.Continue reading

Johari Window Self-Awareness And Group Relationships Model

The Johari Window, created by psychologists Joseph Luft and Harry Ingham, is a model of communication, describing how an individual gives and receives personal feedback.

It encourages free and open communication, thereby fostering good interpersonal relations and helping people to realise their full potential. The model can be used for developing self-awareness in any communication context, although it serves as a particularly useful framework for effective communication within teams.

 

 THE JOHARI WINDOW