Pitfalls of Our Strengths: Leading Others

May 2015                               Executive Intelligent Blog

Our talents are not equal.  We each have strengths and weakness that we demonstrate in the various areas of our lives.  Take leadership, for example.  Do you know what your strengths are as a leader and how they help your efforts?  Many leaders know one or a few of their strengths.  For example, I bet you can identify things like: “I am good at getting people to listen.”   “People do what I say.”  “People always come to me for help.”  “I make decisions quickly.”  “I explain to people all the reasons and logic for their work.”

All of the examples reflect useful attributes for leaders, under particular circumstances.  And, those attributes can also be a detriment at times.  If you think your strengths can’t have a downside and you don’t use them with discretion, you may find that your strengths are also your weaknesses.  When they are relied on too heavily, our positive qualities can dominate our leadership repertoire and not leave room for other important leader attributes.  In the previous examples, could team members’ perspectives generate the following concerns:  “How approachable do they consider you?” “Do they know what your vision is and do they support it?” “Do they feel empowered to do their work and take responsibility for it?” “How often do you consider information from others, additional possibilities and facts?” “How often do you listen to people and allow them to contribute?”  These questions also reflect valuable practices of leaders.

Unfortunately, it seems that our strengths in leadership serve us in ways that do not serve us at other times.  Do you know which is which?  Regularly, it can be difficult to discern.  You see, not only can our attributes, our individual propensities for thinking, feeling, and behaving, work for us, they can also work against us.  Gallup’s research reveals, in “Now, Discover Your Strengths”, light shining onto this issue.  They note that people tend toward using their talents too often, at the wrong time, and too strongly, rendering what was a strength into a flaw.  Take the example of a woman who is skillful at asserting her position.  There is a point in situations when asserting one’s position no longer is useful.  In time, if she does not stop her assertion and look for openings to bring the interaction around via compromise or negotiation, her talent at assertion is being overused and is now working against skillful problem-solving and desirable resolution.

Ultimately, all of us are better at some things, than we are at other things.  It is very useful to know where our individual talents lie.  But, then what?  The next step is to for us to exercise strengths with precision and finesse, not using them at the wrong time or letting them build up too much momentum.

Happy Strengths Finessing!


ExecIntel Solutions

For more specifics on setting and achieving goals, here is a workbook that will take you through it, step by step.  Learn how our  Coach-in-a-Box Goal Setting Workbook can help you achieve your goals for less than the cost of a movie and popcorn!
And, if you are in  Austin during the summer and would like to build your goals or leadership voice and presence, you can sign up for our summer classes here: ExecIntel Solutions Classes !



Make Sure You Achieve Your Goals This Year

January 2015                    Executive Intelligent Blog

Make Sure You Achieve Your Goals This Year


Goals are special because they help us grow and become better at the things we deem important.

Desire for the Future

Thinking about 2015, are you ready for this new year with goals that will get you where you want to be?  Are you excited about the possibilities that lie ahead and do you have big hopes about what you can achieve?  Great!!  Desire for the future, check, step one.  Now, you’re ready to make them happen.  But, how do you make sure that you will will actually get there?

Prepare to Achieve

Goals are great to have!  They energize us and motivate us to strive to grow, which is so important because change is not always easy.  As humans, we tend to prefer the comfort of knowing where we are, who we are, and what is coming next.  There are, however, a couple of considerations we can highlight to keep us on track while we are stepping up to achieve them.
     First, gain an understanding of the changes that will need to be made to achieve the goal.  What are the things that you will need to do?  When can you do them?  Do you have what you need to be able to do them?  It is easy to gloss over this step.  You know there will have to be some changes.  But, ponder this, if the actions needed to achieve the goal were so easy, wouldn’t you have done them before now…  Change is needed to achieve goals! Get clear about the changes that are needed.
     Then, make achieving this goal a priority.  Remind yourself what you are working toward and why this goal is important to you.  While this step may sound redundant, there is a lot of competition for your time and attention.  Adding a new priority or new actions to an already very busy life will often require thoughtful planning and concerted focus, until you get into a new flow.  The goal has to be a priority!  Make sure that you focus on the goal and treat it like a priority.

Prepare to achieve, check, step two.  You are set to go forward and conquer your goals with clarity, energy, and focus!


Success with Goals,
ExecIntel Solutions Team
For more specifics on setting and achieving goals, here is a workbook that will take you through it, step by step.  Learn how our  Coach-in-a-Box Goal Setting Workbook can help you achieve your goals for less than the cost of a movie and popcorn!
And, if you are in  Austin and prefer to have a coach move through the steps with you, our March class entitled Goal Setting and Achieving Made Easy will get you there!

5 Things Leaders Can Do To Help Engage Employees

 

October, 2014 Executive Intelligent Blog

Work engagement is good for business. When people are engaged in their work they are productive and they are a positive addition to the team. These folks are connected to what they are doing and to the people that are impacted by their work. They resemble an employee that is happy to be at work. They are also invested in the quality of their work and seeing it through from start to finish.

Reports suggest that, unfortunately, the majority of people are not engaged in their work and many are actively disengaged.  How much does the lack of engagement impact your success? For leaders, what’s hardest to manage is that engagement reflects an employee’s internal motivation and experience, which is an individual, internal state. There are, however, two precursors to work engagement and things that managers can do.  

First, we need to clearly understand what is expected of us. This may sound like a no-brainer, but I challenge you say aloud what is expected of each of your team members on a given project. If they actually understand completely what is expected of them, great; you have the first requirement. If, however, you test with this question and they do not fully understand, then you know you need to provide clarification. Keep in mind that understanding is specific to each individual and is likely to be somewhat different from one team member to the next. And, remember that this is necessary to be genuinely engaged in work!

Second, we need to have access to the materials and resources that are needed to do our work. Do your team members have everything they need to succeed or do their job well? If not, this is a good conversation to have with your manager. As much as work gets pushed down the ladder, it is a sign of good leadership to work to get the resources and materials that you team needs. It is in everyone’s best interest that employees are engaged!  

Furthermore, there are three important ingredients for engagement that leaders can offer. They facilitate this by creating processes and supporting employees to have ownership in the work they do. They coach and model for the team how to connect to their individual purpose in their work.  Plus, they seek to limit and remove unnecessary distractions, setting the team members up to be more successful. This allows them to focus on priorities without a growing pile of less-important tasks or a growing to-do list.

5 Actions for Improving Engagement


1. Understand what is expected.

2. Have needed resources.

3.. Ownership in one’s work.

4.  Purpose in one’s work.

5. Limit distractions.

The questions noted above should be asked periodically when there a juncture or you are seeing signs that team members are not so engaged. Chances are, we can ourselves become more engaged at work, facilitate greater understanding, or offer resources that may need shoring up, in order for everyone to give work their best performance.

Employee engagement reflects a powerful intangible that can dramatically improve the bottom line.

With shrinking margins, the people frontier is where to focus business growth. Engaged employees are good business.

Engaged,
ExecIntel Solutions Team

Visit us on Amazon and Google Play Books to find our powerful products on goal achievementorganization culture, and leadership development or simply go to our website www.ExecIntelSolutions.com to find tools and contact information for help to reach the next level of success.    

Check out our upcoming classes in Austin this fall!

1. Time Management

2. Goal Setting and Achieving

3. Developing Leadership Presence