Leadership Insights
09-July-2019
Leadership Insights - a weekly selection of relevant ideas from the blogs of thinkers, writers and practitioners to help you Unleash Your Leadership
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BY Ashley Morris (Ashley Morris)
Recent literature places a big emphasis on creating “speak up cultures” in our workplace. More and more companies are adopting ideas like Radical Candor and Crucial Conversations [...] What these really practical approaches don’t account for is the balance that’s required between emotions and productivity. You certainly can’t have everyone upset all the time because then nothing gets done. And of course you don’t want to create an environment where people aren’t able to express their feelings and process them. So how does a leader create conditions that promote productivity while permitting us to feel our inevitable emotions?.
BY Steve Gutzler (@SteveGutzler)
Our culture puts a lot of stock on IQ, a persons intelligence quotient. I believe EQ, a persons emotional quotient (aka emotional intelligence) is also equally critical for successful connecting, collaborating, and working with performance teams. AQ, attraction quotient, is also something you must possess.
Every one of us has the ability to attract others based on key attraction assets. I’m not talking about physical attractiveness, I mean deep qualities that are desirable in a personal leader. The greater the attraction assets you possess, the more likely people will want to connect and follow you..
BY Ken Downer (@RapidStartLdr)
The focus in a transactional relationship is on ourselves and what we can extract from it. Each side is hoping to find the best deal they can for themselves.[...] Under transformative leadership, personal bonds among teammates are deeper, productivity is higher, loyalty is stronger, and everyone works together for a greater purpose.
Sounds great, right? But how do we get to that point?.
BY Art Petty (@artpetty)
The work of new manager development in our organizations is mostly messy. If you’re the new manager, that’s a problem. Ditto for the promoting manager.
Too often we thrust our best and brightest individual contributors into this role expecting they’ll figure it out. Some do, but many don’t, costing the firm a talented individual contributor while breeding a lousy manager..
BY Lolly Daskal (@LollyDaskal)
Very smart people need help but don’t ask for it, and their refusal ends up keeping them from being as productive and effective as they could be otherwise. If you’re reluctant to let anyone know you need assistance—whether it’s because of pride, fear of being judged or just not wanting to draw attention to yourself—it’s time to get over it.
We hope you enjoyed reading this issue of Leadership Insights as much as we did putting it together. If you have any comments, questions or suggestions, please do write in.
Narayan Kamath
