Sustainability: the capacity to endure; to conserve resources; built to last.
A Sustainable Leader is resilient and an agile learner, built to last through uncertain and rapidly changing economic conditions.
A Sustainable Leader intentionally develops the potential in others, so they too can develop into exceptional leaders who can carry through the company’s mission and vision.
“In today’s fast-paced, high-demand and global business environment, being a Sustainable Leader™ who can stay focused, think creatively, easily manage stress and emotions, communicate effectively and set the standard in their organization will make the difference between a healthy, thriving and resilient company and an ineffective or worse, a non-existent one.” – Christina Haxton, CEO & Founder, Sustainable Leadership, Inc.
What steps does your company take to ensure it’s leaders and managers are Sustainable Leaders?
Did you know that 47% of newly hired or recently promoted Senior Executives get fired or quit within the first 18 months on the job? But I”m not a Senior Executive or “Leader” … you say. Why would you let that stop you from learning from their mistakes?
Why? One reason is poor performance, another is burn up and burn out caused by the stress from the inability to get onboard with the “human side” of the success equation fast enough: Connecting and building trust with your new team!
Not just any stress is the culprit … Power Stress*, a unique type of stress experienced by those who are responsible for the well being of others – your team, your employees and possibly even your clients.
Unrecognized and unresolved stress Power Stress will paralyze your ability to think quickly and use your intuition to make the right decisions? Because stress is contagious, your team suffers, too … especially when you need then the most!
If you are a newly hired or recently promoted leader building trust with your new team is essential for success in your new role.
Beware … awareness is overrated!
If you don’t have an executable accountability plan for WHAT, WHEN & HOW TO you could find that the fall down the corporate ladder is much swifter than the climb up …
What if you had a 3 Step Approach to Leverage Power Stress so you can reduce, manage and yes, even leverage the inevitable people challenges that come with your new position …
If you don’t yet have an executable plan for making lasting change – make one. To qualify for a complimentary, no obligation Leadership Strategy Session click here.
To Your Sustainable Leadership!
P.S. Now booking for 2014 for keynote or meeting presentations. Contact Christina to inquire about her most popular presentations or to book your event today: 3 Steps to Leverage Stress for Leadership Success!
The words you choose as a leader, or in any position of influence, shape the identity of others and as a result their decisions and actions. Successful business owners and senior managers, are able to communicate in a way that is authentic and inspiring, not only shaping positive results, but also creating an environment where employees feel satisfied, happy and excited to come to work each day. This article is written for senior leaders who happen to be women. However, my executive coaching clients who are of the male persuasion tell me they (sometimes secretly) find this advice extraordinarily relevant and helpful when it comes to being a successful, Sustainable Leader.
It’s common knowledge in business what is required in order to be considered a “strong leader” or “respected boss”, however leaders who are women find the ingredients to be a successful leader somewhat, ok extraordinarily, hypocritical.
Do any of these Rules You Need to Follow To Be a Respected Leader sound familiar? If you have ever followed them mindlessly, no worries, because what’s admitted here stays here, okay?
“Leave your feelings at the door when you come to work …”
“Don’t let them see you sweat …”
“Strong men are authoritative. Strong men are respected. You need to act like a man to get respect around here. Oh, and by the way, when you act like a “strong man” you will be called a b***h!”
Wait, keep following these rules and it will get worse, not better …
Did I mention the stress you will feel as a result of pretending or faking it … “acting as if” how you are showing up is who you really are and is in alignment with what you believe you need to be…to be successful?
Unfortunately, when you pretend to feel one way and act another, you will quickly be perceived by others as distant, inauthentic and untrustworthy. Probably not what you are going for … Find out how to break the rules with professionalism and be an authentic woman leader: Read more over at ManagingAmericans.com[sharebox5_no_border] [/sharebox5_no_border]
My executive coaching clients get homework (yes, really!) and Gary Hamel’s book “What Matters Now: How to Win in a World of Relentless Change, Ferocious Competition, and Unstoppable Innovation” just rose to the top of the reading list.
If you are a newly hired or recently promoted leader or manager (or you are experienced leader working on your succession plan for retirement), this is a MUST READ NOW book.
If you wait too long … you will be left in the dust and stomped on by your competition who is taking action on Gary Hamel’s (a bit irreverent) ideas on how to become a resilient, innovative and built to last organization.
Christina Haxton, MA LMFT
Sustainable Leadership, Inc.
Leadership Speaker, Author & Consultant
Powerful Connections… Sustainable Leadership … Extraordinary Peace of Mind.
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Scott Mabry posted this article from McKinsey Quarterly on his blog and all I can say is it’s about time the cat’s out of the bag …
Leading through times of exponential change is not for the faint of heart … and requires more character, stamina … and hugs than we ever imagined (or even Donald Trump would admit).
Sustainable leaders will be able to lead through the 21st century … and beyond. Because these leaders will come back to center and know what REALLY matters. And lead from who they are. But first, a reality check …
Read what Josef Ackermann, formerly of Deutsche Bank; Carlos Ghosn of Nissan and Renault; Moya Greene of Royal Mail Group; Ellen Kullman of DuPont; President Shimon Peres of Israel; and Daniel Vasella of Novartis have to say about what it’ll take to be a highly successful CEO who won’t burn up or burn out: Click here to read more in the McKinsey Quarterly journal …
To Your Sustainable Leadership,
Leadership Speaker, Author & Executive Consultant
Powerful Connections … Sustainable Leadership … Extraordinary Peace of Mind.[sharebox4 sharetext=”Share This Page”] [/sharebox4]
When Marshall Goldsmith asked if I’d post my review of his book, “What Got You Here Won’t Get You There: How Successful People Become Even More Successful“ of course I was flattered after all, HE is MARSHALL GOLDSMITH, the executive coach to some of the Top 50 most successful CEO’s in the world.
And since Mr. Goldsmith had just endorsed a book I’ve co-authored, it was a no-brainer x2.
However, it took me a while to write my honest opinion … you can read it here.
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Are you paid to think? Sustainable Leaders® know that the secret to success is not only managing time, but also managing energy, is an essential practice to making great decisions, especially under stress.
Successful leaders also know being efficient with their energy is critical to their success.
The latest research in the field of neuroscience (how our brain works) describes our pre-frontal cortex as the part of the brain that’s responsible for thinking. However, since it’s relatively newly evolved, it is also very inefficient as compared to the basal ganglia, the part of the brain that stores our hard-wiring, what we can do “automatically” without too much thinking power.
David Rock, author of Your Brain at Work, describes the pre-frontal cortex as “powered by rechargeable batteries” and needs frequent re-charging, in the form of sleep, glucose (and Ill add play and fun!).
How do you know when you’re pre-frontal cortex is running on empty? Here are some common signs:
1. (More) easily distracted by sounds, visual stimuli
2. Difficulty focusing
4. Unable to make a decision
5. Unable to remember things you “should” be able to remember (like your bosses’ name)
Here’s an ironic conflict of interest. The pre-frontal cortex is responsible for higher order thinking or “executive functions” such as:
In order for us to increase the odds we are being most economical with our brain’s limited brain-power, we must take time to recharge, and make time for our self, and preserve our limited brain power.
1. Unplug/Disconnect for 10 minutes a day no cell, no tv, no radio, no computer – Turn off notifications on your phone, your Blackberry, your computer email program. Go for a walk without your phone. This is completely doable even if you are marginally neurotic.
2. Give up on perfectionism in areas where you don’t need perfection – What if you can get away with a C instead of an A? Let your friends know from now on when they receive a return email from you and see: a that means “I like it!” This might not fly for business emails. For work, do your response emails really need to win a Nobel Prize? Will “C” work be satisfactory for some things so you can save “A” work for the really important things?
3. Schedule a one minute break every hour during the busiest time of the day – Set a timer/bell at the end of every hour or pick a number between 0 to 59 and at that minute in that hour, take a one minute “bathroom” break. Take 20 deep breaths, pay attention to your breath, nothing else.
4. Practice saying “I’ll check my calendar and get back to you” instead of “Yes.” Think about how responsible you’ll feel saying this rather than irresponsible because you’ve over committed, again.
5. Schedule a 10 minute session with yourself (yes, put it in your calendar) once a day (with no deliverables) and totally unplugged. Early mornings or right before bedtime is a perfect time to reflect and think.
How do you recharge in 1 to 3 minutes at work? Reply to this blog with your suggestions and … Thanks for playing.
… I’m off to recharge with a 5 minute walk!
If you like this, click the link to sign up and get more free tools to become a leader who will be built to last here: Sustainable Leadership, Inc.[sharebox4 sharetext=”Share This Page”] [/sharebox4]
If you are a leader in your organization (and anyone who makes a difference can be a leader), what if you were to notice opportunities to make a positive difference in another person’s self-image. What difference could you make today?
Common sense and now recent discoveries in brain science of social intelligence research, proves it: It is within a conversation in a relationship we learn and grow and our minds are shaped (ideally) to become more of who we are supposed to be. However, in many conversations we end up feeling criticized, deflated and unmotivated. Especially if that conversation happens with the boss or where there is an imbalance of power, as in a leader vs. direct report relationship.
Let’s make this practical and now take it a step further. We communicate through language (verbal, non-verbal). Stay with me now … In our conversations we influence and change our minds and subsequently our neural connections. When new neural networks and connections in our brain are made, due to neuroplasticity, our self-identity is constantly shaped and re-shaped and in turn we influence the self-identity of others. Oh, and many of us are in contact with more people and have more conversations with people at work … therefore many opportunities to create positive, constructive neural connections in not only their brain, but our own.
ScienceDaily (2010-08-27) — In the first study of its kind, researchers have found compelling evidence that our best and worst experiences in life are likely to involve not individual accomplishments, but interaction with other people and the fulfillment of an urge for social connection.
What if you were to notice opportunities to make a positive difference in someone else’s brain … what difference could you make today? Go ahead, I dare you.
“What Got You Here Won’t Get You There …” Marshall Goldsmith, Executive Coach to the Top Fortune 50 Companies says the technical knowledge, bottom line focus and sometimes ruthless strategies that got you promoted to Senior Leader level WON’T guarantee success in your new position, and most likely WON’T get you promoted to the next level.
In fact, the communication, relationship (yes, I said relationship) and interpersonal leadership skills to successfully motivate your team and to build an exceptional company that you need to excel here or there is another skill set entirely.
While Emotional and Social Intelligence are the key ingredients of outstanding CEO’s, odds are your MBA program or weekend Leadership Training won’t give you the depth and breadth you need to go beyond “knowing” the skills to “doing” and “being” a Sustainable Leader who is built to last from the inside out.
Do you want develop your skill set to harness your potential to drive positive change in yourself and others? Join me for a free webinar/teleseminar Thursday, April 7th to learn the key ingredients for Sustainable Leaders. http://tiny.cc/slmastermindcall
Feel free to invite a colleague, direct report or peer who you feel will benefit, too! Click this link http://tiny.cc/slmastermindcall to receive call in information now. Space is limited!
Leaders: Spring into ACTION and start by developing your personal leadership plan
Keys to Success for Leaders Who Last http://tiny.cc/slmastermindcall
I look forward to sharing the Keys to Sustainable Leaders with you next week!
Do you let the facts get in the way of a good story?
What do you do with people who disagree with you… do you call them names in order to shut them down?
Are you open to multiple points of view or you demand compliance and uniformity? [Bonus: Are you willing to walk away from a project or customer or employee who has values that don’t match yours?]
Is it okay if someone else gets the credit?
How often are you able to change your position?
Do you have a goal that can be reached in multiple ways?
If someone else can get us there faster, are you willing to let them?
No textbook answers… It’s easy to get tripped up by these. In fact, most leaders I know do.