This may seem very simplistic, but it is not always the most comfortable task. The key is to approach the subject as soon as the expectation isn’t met. Here are 5 steps.
The advancement of technology tools and an ever-increasing virtual world gives an illusion now that it’s acceptable (or without consequence) to postpone or cancel last-minute.
By making yourself too available, you might be unintentionally enabling your employees or coworkers. If we want our employees and coworkers to be resourceful and solve their own problems, we need to realize what role we are playing in promoting their empowerment (or holding them back).
Are you too agreeable? A people pleaser? Too accommodating? Non-committal? Sugarcoating? Avoiding tough conversations?
When you have direct reports who are gossiping, what do you do about it as their leader?
Often, leaders make decisions without thinking through any unintended consequences. Additionally, leaders overlook potential consequences of inaction or indecision; this can lead to a lack of empathy and compassion, disengagement, and a negative perception from others.
This not only kills motivation and engagement, but, sets a precedent so when responsibilities shift (because change is inevitable), others will expect that you will do the work for them.
Whether you’re a leader or with your friends/peers, many of us automatically go into problem solving mode assuming that someone is asking us for advice.
Leaders think they’re well tuned in to what’s happening within the organization. Employees think that leaders are NOT tuned in. What gives?
How quickly should employees expect a response from their manager?
Given the Great Resignation and the amount of dysfunctional leadership, what option do employees have to address and develop a poor leader? Data shows us that employees leave managers; we have given employees no other option.
It’s time to manage up and express your needs and expectations to your boss. We often sit back and assume that our boss has all of the answers and that they know how to be a good leader.
I’ve been coaching leaders for nearly 15 years, and I have a passion for helping organizations and individuals succeed. Thanks for checking out my blog!
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