Marshall Goldsmith tells us about the concept of triggers, and why it may be difficult at times to become the person we want to become in our minds.
The role of the leader is central to the company in which he is inserted, where he will follow the vision which has been established by the executives, and also central to those who are in his team, in order to help those within his leadership to discover and realize their maximum potential.
See here five things a leader should do in order to help those around him realize their potential:
1. Value and respect them
A relationship in which the leader shows respect towards the employee and truly values their presence can go a long way. For this, there are no shortcuts; respect must be visible as well as signs that they are truly valued.
2. Back them up
Employees want a leader who they can count on, not only in terms of their work, but also to help them advance in their career. A sponsorship for advancement is a strong motivating factor.
3. Invest in their professional growth
Employees expect leaders to invest in them as much as they also invest their time to the team and the company. What is meant by investment is giving the employee chances to develop their skills as well as their leadership through coaching programs or other specialized courses.
4. Networking potential
Leaders should expose their employees to people of influence and decision makers. There shuld be sufficient level of trust in which the leader feels comfortable to let his employees expose themselves alone to the high-up bosses and showcase their talents.
5. Don’t feel threatened by them
At times, an employee can excel in a given area which is a potential point for development for his leader. The employee expects that the leader instead of feeling threatened by their advanced skills, instead helps them feel valued and secure of the strong skills they have.
BASED ON: Forbes
Leaders today will face, from now on, a different challenge than those who came before them.
With the advent of the digital age and social media exposure, they now can be seen much more clearly than before. Leaders, until a few years ago, were manily composed of a name and a position with came along with its function and salary, making it seem as if the leader was a sort of unknown figure who oriented the companies direction. This form of “anonymous leadership” is slowly dissapearing.
Today, leaders now are much more exposed and have the possibility of having direct contact with their employees all around the company. A research shows that 76% of global executives consider the exposure of their CEOs online to be important, giving the position of the CEO a higher degree of accountability.
This all implies in taking a big step of the comfort zone. This higher degree of transparency and accountability will require a truly ethical conduct on behalf of CEOs, making the position less attractive to certain individuals who do not like the idea of having to link their personal image to certain decisions they make.
Such exposure will result in a certain openness of the CEO and the company on many different fronts such as consumer complaints, competing companies, shareholder pressure, etc.
In summary, the new age of leadership will be one in which the leaders ego will do him no little to no good. Positive exposure of his own image aligned with social media tools will force leaders to leave their comfort zone in order to conduct their bussiness in an ever so ethical manner, as the eyes of the world, and from those within the company, will be watching.
BASED ON: Harvard Business Review
In this short video, Marshall Goldsmith gives us insight on how to get results from your work, independente of which type of work you are doing.
The interview phase of a selection process is probably one of the most important phases. This is the opportunity you will have to shine and show who you truly are to the interviewer,
You will be asked quite a few questions and you will have the opportunity to ask a few questions back as well. But there are three questions (or similar questions) which you should avoid asking if you want to perform well.
1. “What does your company really do?”
This will clearly indicate that you have not prepared for the interview. It is important to prepare yourself for the interview with enough information so that you will know overall what is the companies line of business.
2. “How many hours am I expected to work?”
A question such as this will show that you may have other priorities in your life, and that they might compete directly with work. This will make the interviewer think in more detail wether you will be sufficiently dedicated to your future work.
3. “When will I get a raise?”
This indicates to the interview that your salary is your main motivation factor. In the long run, a worker who is hard to motivate might become a problem, specially when it is not possible to give him a raise. This lack of motivation will result in poor quality work and problems for the team and the company.
BASED ON: Trove