Category Archives for high potential manager

Why you’ll never get promoted if you follow the rules

Will 2014 be the year you finally get promoted?corporate_climb_up_500_wht

 

Why not?

You have followed all the Spoken Rules of Getting Promoted:

  • Worked hard and long hours to be a strong contender for the promotion to fill the position as the newest Director or VP in your company.
  • Listened to upper management who has given you what seems to be good, well-meaning advice.
  • Read the employee manual that defines all twenty seven leadership competencies identified by HR and expert consultants specifically to be considered to fill the leadership role.
  • The company’s mission and vision statement is framed on your office wall, strategically placed right behind your desk so all who enter your office can’t help but know you live and breathe “The Code.”

Here’s the bad news:  If you only listen to the spoken (or written) rules and are unaware it is actually the Unspoken Rules of how to get promoted that determine what it really takes to get promoted in your company, you may be passed up (again) for the next opportunity to advance your career.  Click here to get the inside scoop you need to get promoted in 2014 over at ManagingAmericans.com.

What is Unspoken Rule #1 in your company and how did you discover it?

[sharebox5_no_border] [/sharebox5_no_border]

Woman Leaders: Break a few rules to build team trust & loyalty

Why Women Leaders Should Break the Rules to be Successful Now

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 break the rulesactions. 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]

5 Simple Strategies to Turn Conflict Into Consensus for Senior Managers

If you are a newly hired or recently promoted senior manager …stick_figure_bullhorn_person_1600_wht - Copy

Congratulations on your new position!  Your climb to the top is well deserved.  But when the shine wears off, you soon may be faced with a HUGE problem for which you were not prepared:

OFFICE CONFLICT!

Your biggest challenge is not mastering the technical aspects of your job.  That’s the easy part.

The biggest challenge you (and one you may find you have the least control over which has the biggest impact on your success) is your team’s ability to work together with ease.

Because people bring their stress, negativity and sometimes difficult personalities to work, they can’t just leave their emotions at the door when they come to work.

And, you can’t do it either.  Emotions are contagious!

Here is Strategy #1:  How to turn conflict into consensus:

#1: Emotions are contagious! Literally. The human brain contains “mirror neurons” which are like antennae for emotion (e-motion = energy in motion).

Strategy #1: When you find the person you are talking to beginning to get “stressed out” (i.e., holding their breath, raising their voice, tensing their jaw or fists) ….

  • STOP!
  • Take a DEEP BREATH ….
  • RAISE YOUR EYEBROWS (both at the same time) and
  • ASK (with genuine CURIOSITY, because if you say it with sarcasm you’d better duck): “What did you hear me say that got that response?”

When you are truly listening to the other person and get a response you were not going for or are surprised about (their frustration, for example), use the steps above to “Check in and check it out…”  Then, listen again to their response (what they thought they heard you say will not be what you meant).  Don’t see this as your opportunity to get angry, just take a “re-do” and say, “Okay, you heard me say (blah blah blah), can I say it differently?”  Asking permission seldom gets a “no” so you will likely get a “yes.”  Then rephrase your statement and move forward.

What is your best advice to new senior managers when it comes to turning conflict into consensus?

Your ability to address, manage and eliminate conflict will have a direct impact on your team’s ability to have confidence and to put their unquestioned trust you and your leadership skills.

NEWSFLASH:  Your team makes this decision within your first few days (or hours) on the job.  Everyone’s watching to see if you fall back down the corporate ladder.F fail grade

And a few might even be taking bets on how long you last … You need these skills.

Now.

For Strategies #2 – 5, check out a brand new audio program:

5 Simple Strategies to Turn Conflict Into Consensus

Click the link below for more information (and the first 20 fast action takers get extra bonuses and audios!)

http://sustainable-leaders.com/conflict-to-consensus-audio/

To Your Sustainable Leadership!

Christina

PS.  Post your comments and best advice below for newly hired or recently promoted senior managers who are experiencing an undercurrent of conflict in their new team

[sharebox5_no_border] [/sharebox5_no_border]

Bad Boss or Best Boss: How will your employees remember you?

I recently asked a group of CEOs if they could remember their worst boss … female mad boss

It was interesting to see the negative, almost painful in some cases, visceral reaction so many people had when remembering their worst boss.

Even though their bad boss experience happened many, many years ago, the memory was carved in stone.
When asked to remember their best boss, it was hard to miss the peaceful, almost inspirational look on their face.
Then I asked what their best and worst bosses did that earned them the title … I’m sure you can imagine the answers when they described the rude, sometimes aggressive, unfair, uncaring, disrespectful and distrusting behaviors and attitudes they could still feel even today.
Here’s the Aha! moment … the best bosses had the ability to show they cared for their people.  Best bosses offered authentic trust to their team.  Best bosses really listened …
And more.   Best bosses did these things in just a few moments … they conveyed caring and trust which made them memorable and worthy of being leaders these CEOs were aspiring to be more like …
If only it was that easy, I heard them say.
Well, it can be that easy and yes, you can be that effective.
You can be that Best Boss for someone else!
How?  Using the most effective strategies, tools and executive coaching support.
Get the psychological edge with a self-guided program with information and personal coaching from yours truly.
I’ve put together a special “thank you” gift just for your support of Sustainable Leadership and it’s only available for a limited time … click here for your tools to become the “Best Boss”
Thank you for spreading the word and the work and instigating a leadership revolution at the intersection of brain science, emotional intelligence and leadership excellence.
To Your Sustainable Leadership!
Christina
(PS. Please forward this email to a friend, colleague or if you really have the guts, a BAD BOSS!)
[sharebox4 sharetext=”Share This Page”] [/sharebox4]

A “heads-up” for newly promoted or recently hired leaders: How to keep from losing your new position …

Congratulations on your promotion (or maybe you are in line for one) … but don’t celebrate too soon. Did you know almost 50% of newly promoted or newly hired executives get fired or quit before within the first 18 months on the job?  

Are you wondering whether you are meeting expectations or falling short in your new position?

The expectations are high (yours and theirs) and yet there’s so much you don’t know about the people, the culture and the “unspoken rules.”

On top of that, you must get up to speed quickly so you can hit the ground running and feel satisfied at the end of the day.

You’re invited to see the webinar replay now available through June 17th:

 “Just Promoted? Discover 3 Powerful Strategies to Keep Your Leadership Position”

Discover the pitfalls you need to avoid and understand the critical strategies new leaders must practice to eliminate “leadership stress” and earn the trust of your new team … so you don’t end up a statistic.

Here are just two of the biggest mistakes new leaders make:

Pitfall #1: Failure to understand why change (even “good” change) is hard and most change initiatives fall flat (and this includes your presence, even if your predecessor was a miserable manager). Hint: Small change over a period of time leads to lasting, long term change.  Scale down a change initiative into an “experiment” in one department or with one small group first, instead of rolling it out company wide and crossing your fingers it takes hold. 

Pitfall #2: Believing that understanding the problem alone is enough to make change happen.  Don’t fall into the trap of “over-analysis” or worse, who’s to blame for the problem.  Ask better questions to find solutions and take action as soon as possible.  “What is good about this problem?” and “What is not perfect yet?” are just two of the five questions teams need to feel creative and take decisive steps to action.

For more pitfalls to avoid for new (and seasoned) leaders, click here to get access to the replay through June 17th

“Just Promoted? Discover Powerful Strategies to Keep Your Leadership Position”

(The bottom line is you’ll want to have these tools to accelerate your leadership effectiveness for the long haul, too.)

Questions? Comments? Advice for new leaders?  Post your thoughts below!

The Neuroscience of Leadership Stress: Myths & Solutions for Busy Professionals, Managers & Executives

“The Neuroscience of Leadership Stress: Myths & Solutions for Busy Professionals, Managers & Executives”

“What Your Brain Wishes You Knew About Leadership Stress & 5 Simple Solutions to Successfully Do More With Less & Have Fun Doing It!”

We all experience stress and to a certain degree need it to be motivated into action. Left unchecked, even low levels of chronic stress will not only reduce your ability to solve problems and make decisions, your stress will reduce your team’s productivity and engagement. Click here to listen to the webinar replay (available for a limited time only):

  • Learn what the latest discoveries in neuroscience (or brain science) tells leaders about the strengths and limits of your brain
  • Discover why saying “it’s just stress” can be the end of your career more quickly than you think
  • Realize how your stress negatively impacts creativity, productivity and motivation, (both your team’s and your own).
  • Know how to make 5 25 simple changes in your day so you can get more done, more efficiently in less time than ever before
  • Find out which 6 words we use daily in our communication create a “fight or flight” reaction in others and which 4 words to use instead to motivate rather than deflate
  • Learn about a unique type of stress leaders experience and a brain-based solution to eliminate feelings of responsibility and helplessness that come with the job
  • And more (including how you can get more tools you can use to feel more successful, satisfied and do your best work)! Click here for more information now.

Here is your link to access the audio, handouts and more!:

Click here for additional solutions for Dealing with Conflict, Motivating the Unmotivated & Inspiring Your Team.

[sharebox4 sharetext=”Share This Page”] [/sharebox4]

The Leader’s 3 Step Triple Threat to Achieving Goals: You must have the courage to say it out loud

Are you an emerging leader or newly promoted leader looking for a goal-setting strategy to make lasting, positive changes in your interpersonal or communication skills? Originally posted on Lead Change Blog

(Click here to read Step #1: Ask …)

Here is Step #2 of The 3 Step Triple Threat… Ask, Announce, Act (Repeat)

Step #2: ANNOUNCE

How many times have you promised yourself you’ll exercise today, start your diet tomorrow, finish writing that marketing plan by Friday (okay, that’s mine), only to “run out of time” and fail to keep your promise to yourself? All too often.

Now, how often do you make a business appointment with a client and fail to show up? Probably never.

Why is it we are willing to fail to follow through with commitments we make to ourselves, yet never in a million years would we “no show” for an appointment with a client or friend?

Here are two reasons: we are accountable to someone else and we want to avoid feeling embarrassed (or some other negative emotion). Accountability means we have some skin in the game … which can come in several different forms.

If money matters you will further increase the likelihood you will set and achieve your goals when you have a financial skin in the game. I have a business-coaching client who was required to improve his mental capacity, problem solving ability and focus to succeed in his next stage of business growth. However, he failed to follow through with an action step for three consecutive weeks. So we got creative and leveraged what was important to him … cold hard cash. Because of his financial and relational sense of responsibility, he never missed a coaching appointment with me, so he wrote me a check for his regular coaching session fee of $500.00. He said, “If I do this by next Tuesday, you give me back my check at our next session. If I don’t, no matter what the excuse, you cash the check and donate it to a local charity of your choice.” Another quality of his was he was very honest, however I could also verify whether he followed through or not.

What do you think happened? Right. He attended his class for several weeks in a row and now is in the routine. He also asked if I would keep the check in my file so he could keep it as a motivator to get other “someday goals” started.

Step #2: Announce publicly what you are working on and your specific plans to improve. In the next post, you’ll discover the secret of why this is the most important step.

If you aren’t yet ready to pick up the megaphone and make the public announcement, find a mentor, good friend or executive coach you can trust who will be honest with you yet who does not have anything to gain or lose by your action (or inaction).

Who will you ask to hold your feet to the fire?  Contact me today to see if you are ready to take this next step.

 

Post your comments below (only if you have the courage to announce it publicly!)

What will it look like when you have skin in the game?

Stay tuned for the “how to” for Step #3: ACT

[sharebox4 sharetext=”Share This Page”] [/sharebox4]

 

What Do Frogs Have To Do with Leadership & Goals?

“Once upon a time, two frogs were sitting on a log in the middle of a lake, and one frog decided to jump off, how many frogs were left sitting on the log?”

Answer: Two frogs.

Why? The same reason only 3% of the population set and actually achieve their goals or maintain positive, well-intentioned change in the first place. The frog missed three critical steps of Achieving his Goal: Ask, Announce, Act (and Ask again).

The frog understood WHY it was a good idea to jump off, because he was an intelligent, high achieving, upwardly mobile frog.  He understood there were more opportunities and freedom if he left the comfort of the log.  While the frog understood why, and although he did decide … he didn’t take action.

What about accountability and following up? Perhaps if the first frog told the second frog he was going to jump off, he would have followed through on his promise and lived happily ever after. Does this story sound familiar? Whoops, wrong story. That’s enough about frogs …Now let’s make the story relevant.

Leaders:  Which skills are more critical to your success strategic skills or soft skills?

“Almost 50% of newly hired or newly promoted leaders quit or get fired before their 18 month anniversary …”  (Hint: The majority of failure is not a result of lack of business savvy or technical skills, but a lack of interpersonal or communication skills.)

… and another statistic:

“The divorce rate in the US is around 50% …” As a marriage counselor for 14 years, I will also bet the reason is the same … lack of effective communication skills by one or both people.

Question: Which is easier for you to achieve: your company’s strategic goals or your soft skills or interpersonal goals? “What are ‘personal development goals’ and why would I, Mr. or Ms. Super Successful CEO need them?” you ask?

Because you don’t want to be a statistic.

By lack of interpersonal or soft skills I mean the inability to manage your emotions. You, who growl and snap when your assistant forgets an important detail about a meeting. You, the exhausted Senior VP who feels like you start your day in a 5K jog and feel like you’ve run a marathon by the time 8 pm rolls around. You, the up and coming leader who promised your son you’d get home in time to see him play baseball and you missed it again. Yes, you, the human part of the executive equation.

What difference will it make when you have mastered the higher level communication and relationship skills that prevent these conflicts? You understand why personal skill development is important, may have decided to make a change, but are you ready to take action and jump off of the log?

What if you had a simple, 3 step strategy to make lasting, positive changes in your actions, your communication style or your interpersonal skills as easily as you develop and achieve your strategic company objectives for 2012? I said it was simple, I didn’t say it would be easy …

AAA: The Triple Threat Solution … 3 Simple Steps: Ask, Announce & Act (Repeat)

Step #1: Ask. Ask others what they see you can improve upon. After all, perception is reality and their perception of how you communicate rather than your perception of how you communicate matters most.

Step #2: Announce. Tell people what you are working on. This not only holds you more accountable for change, it also subconsciously invites people to look for and more likely notice the positive change you will be making.

Step #3: Act. Just do it. Look for opportunities to interrupt an old pattern. Try taking a few deep breaths next time you feel tense going into a meeting (holding our breath triggers Lizard Brain). Instead of saying “No” immediately to an idea proposed in a project meeting, take a moment and respond “Interesting, let’s consider that idea.”

Then, repeat #1: Ask. Remind others of what you are working on and then check in and ask “How am I doing?” Where are you inviting them to focus? Right. On what you are changing, because otherwise, people may not notice, allowing the negative things you say or do to stand out more automatically.

So, what are your waiting for? Jump!

 

[sharebox4 sharetext=”Share This Page”] [/sharebox4]

Is executive coaching just a passing fad?

Is the use of coaching to develop leaders or high potential managers into leadership roles just a passing fad or here to stay?  If it’s here to stay, wouldn’t it be more effective for coaches to teach managers and leaders how to coach or to develop a coaching style of management and leadership than for a coach to “coach one leader or manager at a time?”  Developing a sustainable leader would include “teaching him to fish” rather than “fishing for him” in my opinion.  What are your thoughts on the topic of the efficacy of leadership coaching in organizations?