Tag Leaders

How to Lead Your Leader

Steve Keating 1 Comment

Even good leaders needs a little help once in a while. Great leaders will accept that help from anyone, even the people who are more often following them. When you step up to “Lead Your Leader” you’re demonstrating not just your own leadership skills but also your willingness to do more than what’s required of you. You’ll be “leading up” in your organization.

Leading up can be dicey, especially if your leader isn’t exactly asking for help. Sometimes they may even resist your help. But your ability to navigate through those challenges will help prepare you for the next level of leadership in your organization. It’ll also help you stand out to the people in the organization above your leader. That will help you earn more, and better opportunities within your organization.

But understand this absolute fact… I am not suggesting you betray the trust of your leader. I’m not encouraging you to “go over their head” and I’m certainly not recommending that you do anything that would make them look bad or hinder their leadership in any way.

Leading up will at times require providing help that makes a positive difference without being noticed or receiving “credit” for it. It can’t always involve getting noticed or rewarded. Sometimes you’ll need to lead up for the simple reason that it’s the right thing to do.

Since few leaders ever reach the very top of their organization you will likely, sooner or later, find yourself in a position where the ability to lead up will be very valuable. To lead up in your organization requires that you understand the goals of your leader, their communication style, strengths, and weaknesses, and then using that knowledge to support and guide them effectively. Here are some steps to successfully lead your leader.

• Understand Their Vision. Take the time to understand your leader’s vision and goals. What are they trying to achieve, and why? Align yourself with their vision to better support them. If they don’t openly communicate their vision and goals then ask. In some cases merely asking the can help your leader crystalize their thinking and better communicate their expectations for the team.

• Build Trust. Establish trust with your leader by being reliable, transparent, and accountable. Show that you are committed to their success and the success of the team or organization.

• Communication. Communicate openly and effectively with your leader. Keep them informed about important developments, challenges, and successes. Understand their preferred communication style and adapt accordingly.

• Provide Feedback. Offer constructive feedback to your leader when necessary. This can include suggestions for improvement or highlighting areas where they excel. Be respectful and tactful in how you deliver feedback. This is where leading up can become dicey. This is why building trust with your leader is so important. When they know you have their best interests, and the best interests of the organization in mind, they are likely to be much more open to your feedback.

• Support Their Weaknesses. Identify areas where your leader may have weaknesses and offer support where needed. This could involve taking on additional responsibilities, providing training or resources, or offering assistance in specific areas of expertise. Offer support to your leader, don’t gossip about their weaknesses behind their back. Because if you do, you can forget about that trust you’ve been trying to build.

• Play to Their Strengths. Recognize and leverage your leader’s strengths. Encourage them to utilize their talents and skills to achieve their goals and the goals of the team.

• Be Proactive. Anticipate your leader’s needs and take initiative to address them. This could involve problem-solving, streamlining processes, or identifying opportunities for improvement. Do more than is required and do more than is expected of you. Don’t wait to be asked, offer to help instead.

• Lead by Example. Demonstrate leadership qualities in your own actions and behavior. Show initiative, integrity, and a strong work ethic, which can inspire your leader and others to do the same. This involves leading yourself exceptionally well. Remember, if you can’t lead yourself then you can’t lead anyone.

• Seek Collaboration. Foster a collaborative relationship with your leader, where ideas are shared openly, and decisions are made collectively. Encourage teamwork and cooperation among colleagues to achieve common objectives.

• Stay Flexible. Be adaptable and flexible in your approach to leading your leader. Recognize that leadership styles and priorities may evolve over time, and be willing to adjust your approach accordingly.

Leading people is very rewarding, that’s especially true when leading your leader. By taking these steps, you can effectively lead up. You can contribute to the overall success of your team or organization and you can develop your own leadership skills for the future.

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Listen to the Whispers

Steve Keating Leave a comment

Many CEOs around the world would be shocked to learn what is really going on in their organizations. Most know only what their direct reports want them to know. They receive “sanitized” reports on what’s happening around the organization. Those reports are rarely lies. But, they also lack the “color” that would greatly impact how the CEO receives the report.

The bigger the organization the less likely it is that the CEO will truly know everything that’s going on. It’s also likely that they don’t need to know absolutely everything that’s going on. But they would benefit greatly from knowing what’s being whispered in the hallways of their organization. In fact, it’s been said that if we listen to the whispers we’ll never have to hear the yelling. That’s because in organizations where the whispers are heard there is no yelling.

But hearing the whispers requires a connection that many people in senior leadership positions don’t have with their people.

Senior leaders can stay connected to their people through many strategies. These strategies aim to foster communication, understanding, and alignment within the organization. Here are some of the ways the most informed senior leaders stay connected to their people.

Regular Communication. Senior leaders should talk to employees often. They can use many channels such as team meetings, town halls, emails, blogs, and videos. This helps keep employees informed about company goals, strategies, and changes. It also gives a platform for feedback and questions. Just so we’re clear on this, “regular” doesn’t mean once a year during the holidays. When thinking “regular” also think frequent. Some form of communication weekly is not overdoing it.

Open-Door Policy. Senior leaders should keep an open-door policy. Employees should feel comfortable approaching them with concerns, ideas, or feedback. This accessibility fosters trust and transparency within the organization. A CEO’s door can’t always be open but scheduled open doors can be very useful. When people know their CEO is available to anyone from 1:00 – 4:00pm one day a week for example, it fosters a transparency that leads to truly open communication.

Employee Feedback Mechanisms. Implementing formal feedback mechanisms such as employee surveys, suggestion boxes, or regular one-on-one meetings allows employees to provide feedback directly to senior leadership. Actively listening to and acting upon that feedback demonstrates that their opinions are valued.

Employee Recognition Programs. Recognizing and celebrating employee achievements and milestones can help senior leadership connect with employees on a personal level. This can include shout-outs in meetings, awards, or personalized notes of appreciation.

Regular Check-ins. Senior leaders should check in with employees often. They should discuss the employees’ goals, challenges, and career aspirations. And I don’t just mean with their direct reports. An occasional random pop-in visit with lower level team members can be very eye opening for a CEO or senior leader. But understand it may take some time for team members to open up and give senior leaders the true “color” that’s often missing from their regular reports.

Transparency. Transparency about company decisions, performance, and challenges builds trust. It also fosters a sense of shared purpose among employees. Senior leaders should share relevant information. They should do so openly and honestly, even if it involves tough topics. Some information can’t be shared, especially in public companies. But, there is much more that can be shared than not. The best senior leaders share a much information as is possible.

Lead by Example. Senior leadership leads by example, whether they intend to or not. Their example should embody the values and behaviors they expect from their people. This includes demonstrating empathy, active listening, and a commitment to continuous improvement.

Invest in People Development. Supporting people development through training, mentoring, and coaching programs demonstrates a commitment to growth and career progression. It also helps senior leadership stay connected with employees by understanding their skills, aspirations, and challenges.

Empower Middle Leaders. Senior leaders should empower middle leaders. They will serve as conduits between the senior leaders and frontline team members. Middle leaders can provide valuable insights into employee feelings and concerns. They also help spread strategic messages throughout the organization.

Social Events and Team Building Activities. Organizing social events and team-building activities creates chances for senior leaders to interact with staff. This happens in a less formal setting. This can help break down barriers and foster stronger relationships within the organization.

Above all remain visible. I know it’s super easy to fall into the trap called the “tyranny of the urgent.” We want to get the seemingly urgent tasks out of the way but we often do that at the expense of the important ones. As a leader, nothing is more important than the people you lead. When a leader forgets that, chaos ensues and yelling soon follows.

Put yourself in a position to hear the whispers and you’ll avoid the chaos and the yelling that goes with it.

Want more LeadToday? Many of you know I’m very active on X, the social media platform formerly known as Twitter. I post a lot of free content there but I also post 6-10 minute videos two or three times a week. These videos are focused on principles of leadership and living your best life. They are “uncommon” common sense topics designed to help people push themselves to their full potential. Every video is available to subscribers who invest $4.99 a month for their future success. If you’re willing to push yourself towards the life you want and deserve my videos may just be the extra nudge you need to get there. Find your way over to X using a browser and follow me there. Once you’ve followed me you can subscribe on a month by month basis just by clicking the subscribe button. Remember, an investment in yourself ALWAYS pays dividends! You’ll find my timeline here: twitter.com/leadtoday

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How to Lead Yourself

Steve Keating 2 Comments

Most leaders have had less than 5 hours of formal training in their entire careers. Upon ascending to a leadership role they assume that their title or position makes them a leader. That is by far the most common mistake people new to a leadership role make.

It is also one of the most costly mistakes they will ever make. It costs them the opportunity to truly have a positive impact on the people they could actually lead. It costs the organization untold amounts of productivity and turnover. It costs the people who miss the chance to work for an authentic leader the opportunity to reach their full potential. Perhaps to even develop into authentic leaders themselves.

The second most common mistake by new leaders is they waited until they were in a leadership position to learn to lead. That’s true even though they had the opportunity to practice their leadership skills on a real live human being 24 hours a day, 7 days a week.

The person they could, and should, have been practicing with is themselves.

Authentically leading others is an awesome responsibility. It requires a completely different set of skills than managing a business. It requires a high degree of integrity, excellent communication skills and unparalleled judgment. All of that takes time, effort and practice to master.

The best way to acquire and develop the skill set of an Authentic Leader is to practice leading yourself exceptionally well. Before you attempt to lead others.

If your goal is simply to earn a chance to lead others then you can skip the rest of this post. If your goal is to truly lead, to have a positive impact on the lives of the people you lead, to build a legacy as a difference maker, then read on. Because this post is for you.

Leading yourself well involves key principles. Each is unique, but together they offer you the chance to make a difference in your life and, later, in the lives of those you lead.

• Self-awareness. Understand your strengths, weaknesses, values, and goals. Regularly reflect on your thoughts, emotions, and behaviors to gain insight into yourself.

• Setting goals. Establish clear, achievable objectives that align with your values and long-term aspirations. Break them down into smaller, manageable tasks to maintain motivation and track progress.

• Time management. Prioritize tasks based on importance and urgency. Use tools like calendars, to-do lists, or productivity apps to organize your schedule and ensure you allocate time effectively to different activities.

• Continuous learning. Cultivate a growth mindset and seek opportunities for personal and professional development. Read books, attend seminars, take courses, and learn from experiences to expand your knowledge and skills.

• Self-discipline. Develop habits and routines that support your goals and values. Practice self-control and perseverance, even when faced with challenges or distractions.

• Emotional intelligence. Understand and manage your emotions effectively. Develop empathy and interpersonal skills to navigate relationships and communicate assertively.

• Adaptability. Be flexible and open to change. Embrace uncertainty and learn to adapt your plans and strategies as circumstances evolve.

• Resilience. Build resilience to bounce back from setbacks and failures. View challenges as opportunities for growth and learning, and maintain a positive attitude even in difficult times.

• Accountability. Take responsibility for your actions and decisions. Hold yourself to high standards of integrity and ethics, and learn from mistakes to improve future performance.

By integrating these principles into your daily life, you can effectively lead yourself. You can not only earn a leadership position but you can earn the right to truly lead others. When you help even one other person accomplish great personal and professional success you won’t merely have helped to change that person, you will have potentially changed the world.

Want more LeadToday? Many of you know I’m very active on X, the social media platform formerly known as Twitter. I post a lot of free content there but I also post 6-10 minute videos two or three times a week. These videos are focused on principles of leadership and life. They are “uncommon” common sense topics designed to help people push themselves to their full potential. Every video is available to subscribers who invest $4.99 a month for their future success. If you’re willing to push yourself towards the life you want and deserve my videos may just be the extra nudge you need to get there. Find your way over to X and follow me there. Once you’ve followed me you can subscribe on a month by month basis just by clicking the subscribe button. Remember, an investment in yourself ALWAYS pays dividends! You’ll find my timeline here: twitter.com/leadtoday

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How to Develop More Discipline in Your Life

Steve Keating 2 Comments

I had a conversation with a friend a while back and he said that once you have discipline in your life everything is easy. I only wish that were true. That reality is that doing hard things is hard. Discipline allows you to do them anyway. It doesn’t make them easy.

My definition of discipline is wanting something more in the future than the something that you want today. For example, having the discipline required to lose weight means you want to weigh less in the future more than you want that handful of chocolate covered raisins today. Said another way, discipline means you’re willing to give up something today so you can have something better tomorrow.

You can have more discipline in your life when you realize that discipline is a developable skill. Developing that skill is a gradual process that involves making consistent changes to your mindset, habits, and routines. Here’s how to get started.

Set Clear Goals. Discipline rises and on goals. Until you know what you want in the future you’ll have no reason to work towards it today. So begin by defining your short-term and long-term goals. You’ll need to be as specific as possible here. You should have goals in multiple areas of your life. That balance will allow you to keep moving forward when setbacks and obstacles try to knock you off track. It’s knowing what you want to achieve that provides a sense of direction and purpose. Purpose makes up the core of your discipline.

Prioritize Tasks. Instead of doing the easiest things first create a prioritized task list based on their importance and deadlines. Focus on high-priority items first. As you develop discipline it will be less likely that you look down your list and pick a lower priority task to do first. You’ll need to do everything possible to stick to your prioritized task list for at least 30 days. It’s at that point that your newfound discipline can take over.

Create a Routine. Establish a daily routine that includes dedicated time for work, rest, and personal activities. Consistency in your schedule helps develop discipline. Do NOT over schedule your calendar. “Stuff” as they say, happens. There is nothing wrong with having a gap in your calendar here and there to handle that stuff. If you completely fill your calendar everyday then when the inevitable “stuff” happens your routine is shot to hell and likely, your discipline is shot with it.

Eliminate Distractions. Identify and minimize distractions in your environment. “Distractions” may well include co-workers who lack discipline. You may need to politely decline their hallway conversations or gossip sessions. They might be using you as an excuse to procrastinate and few things can impact your personal discipline like allowing someone else’s procrastination to become your problem.

Time Management. You can’t really manage time, you get 1440 minutes a day to use as effectively as you can. So learn to manage the “events” of your day that use up that time. Set deadlines for tasks and allocate specific time blocks for different activities/events. Do not confuse “busy work” for true productivity. If an event did not contribute toward getting you closer to one of your goals or objectives then you might have been busy but it’s unlikely you were productive.

Build Habits. The most successful people know that not all habits are bad. In fact, many could be considered positive habits. Identify the positive habits in your life. To be a positive habit they need to align with your goals. Consistently practicing these habits helps automate positive behaviors and build unshakable discipline.

There are certainly other areas of focus that can help you further develop discipline in your life but these are a good place to start. Building discipline is a gradual process, and it’s important to be patient with yourself. Rome wasn’t built in a day and your durable discipline won’t be either. Consistency and perseverance are key components of developing lasting discipline in life.

Stay the course because your future self will be mighty glad you did.

How to Retain Key Employees

Steve Keating 2 Comments

Turnover is a fact of life for any business or organization. Some level of turnover is even good. With new team members comes fresh perspectives and new ideas. But turnover is also expensive. Depending on your business it can take up to and even over 12 months to bring new team members up to full speed. If you can’t keep them on the team for at least a few years your business will always struggle.

That’s even more true if the people you’re losing are considered “key” employees. These are people in leadership positions who you rely on to help you chart the future course of the company. Key employees may also be those who possess unique skills or expertise that is not easily replaced. When you lose a key employee the “sting” is worse. Losing several key employees in a short period of time can signal serious issues within the organization.

It can be tempting to say that it is mere coincidence that more than one key leader left in the same time frame. It may even be true. But as a leader you better know exactly why you’ve lost a key employee and what you can do to prevent it from happening again.

Retaining your key employees is crucial for maintaining stability and ensuring that your company continues to thrive. If you’ve lost a key leader or employee lately here some areas to focus on as possible reasons.

• Ensure that your employees are fairly compensated for their skills and contributions. Conduct regular salary reviews to stay competitive in the market.

• Provide comprehensive benefits packages, including health insurance, retirement plans, and other perks like flexible work arrangements, wellness programs, and professional development opportunities.

• Recognize and reward your key employees (well actually all employees) for their hard work and accomplishments. This can include bonuses, promotions, or public recognition within the organization.

• Show appreciation through regular feedback and simple gestures like thank-you notes or verbal recognition.

So here is the thing about these first two points. Most key leaders don’t leave for more money. Some do and some always will but most simply don’t. But many of them do leave if they don’t feel recognized and appreciated. You MUST be intentional in providing that recognition and appreciation. If you think your people “just know” how much they mean to you then frankly you deserve to lose them.

• Offer opportunities for growth and advancement within the company. Ensure that employees have a clear path for career progression.

• Provide access to training, mentoring, and skill development programs to help employees enhance their skills and advance their careers.

• Support a healthy work-life balance by encouraging reasonable working hours and providing flexible scheduling options.

• Promote a culture of respecting personal time and vacation days.

• Cultivate a positive work environment with a strong company culture that aligns with your employees’ values and goals.

• Foster a sense of belonging and camaraderie within the organization.

• Maintain open and honest communication with your employees. Encourage them to share their concerns, ideas, and feedback.

• Address issues promptly and transparently, so employees feel valued and heard.

You’ll likely be surprised how many issues can be resolved through truly open communication. Never assume people know what’s going on just because you do. When in doubt communicate. Then communicate some more.

• Involve employees in decision-making processes when possible. Seek their input on matters that affect their work and the organization.

• Give employees a sense of ownership in their roles and the company’s success.

• Establish mentorship programs to connect key employees with experienced leaders in the organization.

• Invest in leadership development programs to prepare potential future leaders within your organization.

• Conduct regular employee engagement surveys to understand their needs and concerns.

• Act on the feedback received to make improvements and create a better work environment.

• Offer non-monetary incentives like additional vacation days, opportunities to work on exciting projects, or the ability to work remotely.

• Create a fun and engaging workplace through team-building activities and social events.

• Consider offering retention bonuses or stock options to key employees as incentives to stay with the company for a defined period.

• Stay competitive in terms of perks and benefits. Things like on-site daycare, gym memberships, or commuter benefits, can attract and retain top talent.

• Conduct exit interviews with employees who choose to leave. Use this feedback to identify areas for improvement and address any concerns.

Different employees have different motivations. It’s essential to tailor your retention strategies to individual needs and preferences. Continuously monitor your retention efforts, adapt as necessary, and make employee satisfaction a priority to keep your key employees engaged and loyal to your organization.

Above all know this; if you’re losing multiple key employees you’ll continue to lose key employees until something changes. You may change something and miss the mark but that’s better than standing pat and allowing your losses to mount. Keep changing until you get it right.

Developing Future Leaders

Steve Keating 4 Comments

One of the surest ways to “future proof” your organization is to make developing your future leaders a daily activity. Every day! Not when you “find” time, not when you “make” time and not tomorrow. Today and everyday.

If you’re looking at developing future leaders as an expense, even a necessary one, then frankly, you’re looking at it wrong. The development of future leaders is an investment, it’s the one investment that is sure to provide a high rate of return. For your organization, for you, and for your future leaders. 

If you’re serious about creating the next generation of leaders in your organization then here’s a path you may want to consider. 

  1. Identify potential leaders. Not all people are cut out to be leaders, so it’s important to identify those who have the potential to be successful in leadership roles. Some qualities to look for include:
  • Strong communication skills
  • The ability to motivate and inspire others
  • A clear vision for the future
  • The ability to think strategically and make decisions
  • The ability to work well under pressure
  • The ability to build relationships and collaborate with others
  1. Create a leadership development program. Once you’ve identified potential leaders, you need to create a program that will help them develop the skills and knowledge they need to be successful. This program should include a variety of elements, such as:
  • Formal training courses
  • On-the-job training
  • Mentorship programs
  • Networking opportunities
  • Coaching and feedback
  1. Provide opportunities for growth. One of the best ways to develop future leaders is to give them opportunities to grow and develop their skills. This could include:
  • Assigning them to challenging projects
  • Giving them more responsibility
  • Promoting them to new positions
  • Sending them to conferences or training programs
  1. Provide opportunities. There is little point to developing future leaders if you’re not providing them opportunities to truly try out their new skills. Let your future leaders lead today! This could involve leading projects, teams, or even departments. By giving your people the chance to lead now, you can help them develop the skills and experience they need to be successful in future leadership roles.
  1. Provide feedback. Feedback is essential for helping leaders develop and improve. Make sure to provide regular feedback to your future leaders, both positive and negative. This will help them identify their strengths and weaknesses, and make the necessary changes to improve their performance.

This path could lead to the successful development of your future leaders but there is one key element to keep in mind. Make certain your future leaders and being led and not managed. It is vital that they see leadership in action. If the person your future leader is reporting to is a poor leader or a leader due only to their position within the organization, the potential of your future leader is unlikely to be achieved. 

Leaders help create the next generation of leaders. Don’t expect today’s poor leader to develop tomorrow’s Authentic Leader. It doesn’t work that way. When you have your future leaders reporting to today’s excellent leaders you’ll have the chance for excellent leadership in your organization for years to come. 

Leadership Intangibles 

Steve Keating 1 Comment

I was talking with a colleague a few days ago and they asked me about which of the “leadership intangibles” are most important to the success of a leader. I think my answer surprised them, it likely disappointed them as well. 

That’s because my answer was there are no leadership intangibles. None. Zip. Nada. 

Everything my colleague believed to be an intangible of leadership must in fact be vividly tangible. For instance, they believed that caring for their people was an intangible of effective leadership. 

It’s the exact opposite. Authentic Leaders stand ready to demonstrate, in every possible manner, that they care deeply about the people they lead. They live the principle that says, “you can care for people without leading them but you cannot lead them without caring for them.” While anyone in a leadership position can say they care about their people, Authentic Leaders have no need to say it, they are demonstrating it with every conversation and every interaction. 

Giving recognition was offered up as another intangible of leadership. It is not. Giving recognition is an intentional and very visible act. If your people don’t realize that you recognize their commitment and effort then it’s the same as not recognizing them at all. 

I literally recommend that leaders put reminders on their smart phones so that they don’t go a single day without providing recognition to at least one of their people. As publicly as possible. When a person in a leadership position tells me that can’t find a reason to recognize their people every day I suggest they look harder…or sometimes just look. Quality effort is waiting to be recognized and once it is, it becomes much more visible.

Leaders who are quick to publicly recognize their people also never publicly admonish them. They keep their constructive coaching private. That’s critical because their people know that if the leader will publicly throw one of their people under the bus they will likely throw any of them, or all of them, under the same bus. 

Integrity was suggested as the ultimate intangible of Authentic Leadership. I was particularly flummoxed with this suggestion. Integrity has been given many “definitions.” It is said to be doing the right thing even when no one is watching. It has been described as “acting in a way that benefits many people rather than yourself. 

I take no issue with most of the definitions I’ve seen for integrity. But here’s the thing, leaders lead by example whether they know it or not. Their people are always watching. One element of integrity is doing what you say you will do. When you said you would do it. How you said you would do it. EVERY single time. Authentic Leaders know that they either have integrity ALL THE TIME or they don’t have integrity any time. Their integrity is public, visible, intentional and very very tangible.

As an Authentic Leader you don’t get to have any “intangibles.” All your actions are on display for your people to see. They will eventually know your thoughts as well for those thoughts will become your actions sooner or later. 

You lead by example. You lead by example. You lead by example. Remember that, counting on “intangibles” to help you lead will result in very limited leadership. As a leader your qualities and characters are always on full display for your people to see. Make sure they are seeing your best ones. 

Want more of LeadToday? I’m changing things up on my Twitter feed for subscribers. Beginning March 2nd I’ll be publishing two videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $5 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look just head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 🙂

Here’s the link to my Twitter… https://twitter.com/leadtoday