Tag Succeeding

Developing the Next Generation of Leaders

Steve Keating 2 Comments

I used to be shocked when so-called “forward-thinking” organizations couldn’t say who would be leading their organization in ten years. Worse than that, they had no idea who within their organizations would even be a good candidate. They were essentially “rolling the dice” on the future of their organizations every single day.

I’m not surprised by any of that these days because it’s actually very common. Many companies invest millions in new technology and products. However they invest precious little in developing their next generation of leaders. They hope for the best. They assume “when the time comes” that the next generation of leaders will show themselves.

When it comes to leadership, hoping and assuming are very poor strategies.

To build the next generation of leaders, organizations need a smart, long-term plan. This plan should focus on spotting, coaching, and empowering future leaders. Here’s a structured framework to ensure your organization has a strong pipeline of future leaders.

1. Identify High-Potential Employees

Not everyone is suited for leadership. Organizations should establish criteria to recognize employees with leadership potential. Look for:

Strong problem-solving skills

Emotional intelligence

Initiative and accountability

Ability to inspire and influence others

A willingness to learn and accept new challenges

Action Steps:

Use performance reviews and feedback to spot leadership traits

Encourage nominations from peers and managers

Conduct leadership assessments and regular 360-degree feedback

2. Provide Leadership Training and Development

Training should go beyond technical skills to focus on leadership competencies.

Action Steps:

Offer leadership development programs, mentorship, and coaching

Encourage participation in cross-functional projects

Provide soft skills training, such as communication and decision-making

3. Create Mentorship & Coaching Opportunities

Pairing emerging leaders with experienced mentors accelerates growth and fosters knowledge transfer.

Action Steps:

Develop a structured mentorship program

Encourage senior leaders to guide and support high-potential employees

Promote reverse mentoring to allow junior employees to share new insights

4. Encourage Real-World Leadership Experience

Leadership cannot be learned in theory alone—it must be practiced.

Action Steps:

Assign stretch assignments and leadership roles in projects

Offer job rotations to expose employees to different business areas

Provide opportunities to lead meetings, initiatives, or small teams

5. Foster a Culture of Feedback and Continuous Learning

Ongoing feedback helps future leaders refine their skills and adjust their approach.

Action Steps:

Implement regular check-ins and coaching sessions

Encourage self-reflection and adaptability

Provide access to executive leadership for open discussions

6. Align Leadership Development with Organizational Goals

Ensure that future leaders are prepared to drive the company’s vision forward.

Action Steps:

Clearly communicate company values and expectations

Develop leadership competencies that align with business objectives

Measure the impact of leadership development initiatives

7. Recognize and Reward Leadership Growth

Acknowledging leadership efforts motivates employees to develop further.

Action Steps:

Offer promotions or new leadership roles when ready

Recognize leadership contributions through incentives and public appreciation

Build a clear career progression path for emerging leaders

8. Create a Succession Planning Strategy

Leadership development should prepare individuals for critical roles in the future.

Action Steps:

Identify key positions and potential successors early

Build personalized development plans for successors

Review and update the succession plan regularly

By systematically investing in leadership development, organizations can build a strong pipeline of capable leaders who will drive future success. Long-term successful organizations know that the best time to develop their next generation of leaders is today.

If you leave leadership development to chance, then there is a good chance that your organization will lose potential leaders that one day you’ll wish were still on your team. I’m betting you really don’t want that to happen… so don’t.

How to Overcome Imposter Syndrome

Steve Keating Leave a comment

I will never forget my first promotion to a leadership position. I was a salesperson for a beverage company. I reported to a district manager who reported to a regional manager who reported to a general manager.

I was a very, very good salesperson. Still, I was very nervous when one Friday afternoon I was called into the President’s office for a “chat.” People at my level were not asked to chat with the President, so I assumed I wasn’t likely to enjoy the conversation.

I recently had a disagreement with my district manager over the placement of a display, and while I didn’t think it was a big deal, I figured that might be what the “chat” was about.

But almost as soon as I sat down, I realized the President had something completely different on his mind. He wanted to talk about a promotion for me. A big, big promotion. Not to a district manager spot, not even to a regional manager position. He was asking me to move directly into the general sales manager role.

To say I was dumbfounded would be an understatement. I was totally shocked. I asked for the weekend to consider it, and he agreed. After considering the pluses and minuses, I decided I had to accept. So, on Monday morning, I was back in the President’s office accepting the job.

He was very happy with my decision and said he wanted to announce it to the company immediately. But first, he had to fire the current general manager.

When considering the pluses and minuses, it never for a moment dawned on me that there was already a general manager in place. That, as it turned out, was just one of the many things I hadn’t thought about.

I quickly realized that I had no idea what the hell I was doing. Like most newly minted managers with no formal leadership training, I stumbled and fumbled my way around the position. What I was feeling wasn’t called imposter syndrome at the time, but I absolutely felt like an imposter.

I eventually left that role and returned to sales at another company. I was back in my comfort zone. I was committed to seeking another leadership role, but only after I was truly prepared for it. There would be no more imposter syndrome for me.

Overcoming imposter syndrome as a leader requires a combination of self-awareness, mindset shifts, and practical strategies. I did it, and so can you. Here’s a guide to help.

Recognize the Feeling

Acknowledge the Syndrome: Understand that imposter syndrome is common among high achievers, especially leaders who are constantly pushing boundaries.

Realize You’re Not Alone: Many successful leaders, including CEOs and innovators, have felt the same way. Knowing this can ease self-doubt.

2. Challenge Negative Thoughts

Identify Self-Doubt: Write down the specific thoughts or beliefs that make you feel like an imposter.

Reframe Your Thinking: Replace negative thoughts with evidence-based affirmations. For example, instead of thinking, “I don’t deserve this role,” remind yourself of past achievements and qualifications.

3. Focus on Your Strengths

Recognize Your Unique Value: List your strengths, skills, and accomplishments. Reflect on how these contribute to your leadership role.

Leverage Feedback: Use positive feedback from peers and team members as validation of your competence.

4. Separate Feelings from Facts

Acknowledge Emotions: Feeling less than capable doesn’t mean you are. Remind yourself that emotions aren’t always aligned with reality.

Focus on Results: Concentrate on what you’ve achieved rather than how you feel about your performance.

5. Shift the Focus from Perfection to Growth

Embrace Imperfection: Understand that leadership doesn’t require perfection. Mistakes are a part of growth.

Celebrate Progress: Reflect on how far you’ve come and the impact you’ve made, no matter how small.

6. Develop a Growth Mindset

View Leadership as a Journey: Accept that you are continuously learning and evolving as a leader.

Seek Development Opportunities: Attend workshops, read leadership books, or find mentors to enhance your skills and confidence.

7. Build a Support System

Talk to Trusted Peers or Mentors: Share your feelings with someone who understands leadership challenges.

Engage in Networking: Surround yourself with supportive and inspiring individuals who can affirm your leadership abilities.

8. Focus on Impact Over Self

Concentrate on Helping Others: Shift your attention from “Am I good enough?” to “How can I best serve my team?”

Lead with Purpose: When your actions align with your values and goals, self-doubt diminishes.

One of the absolutely most important keys to success, in any endeavor, is to believe in yourself. Imposter syndrome blocks self-belief. The sooner you realize you “got this,” the sooner you’re likely to excel at whatever you’re doing.

Creating a Culture of Accountability

Steve Keating Leave a comment

Here’s my take on accountability in two parts. Part one says every single person on the planet performs better when they have someone in their life who can hold them accountable. Part two says that almost no one on the planet actually enjoys having accountability in their lives.

I think that’s called a dichotomy. Accountability is what we don’t want; it’s also what we most need if we want massive success in our lives. That’s true for both our personal and professional lives.

It is also just as true in the life of an organization. That’s why Authentic Leaders work to build a rich culture of accountability in their organizations. They know that a culture of accountability is key to good leadership and lasting success.

Here’s how an Authentic Leader can foster a culture of meaningful accountability.

1. Set Clear Expectations

Define Roles and Goals: Ensure every team member understands their role, responsibilities, and expected outcomes. Specificity is critical here; gray areas limit accountability.

SMART Goals: Use Specific, Measurable, Achievable, Relevant, and Time-bound goals to provide clarity.

Document and Communicate: Clearly outline expectations in writing to eliminate ambiguity.

2. Lead by Example

Model Accountability: Be transparent, admit mistakes, and follow through on commitments. Authentic Leaders never lose sight of the fact that they lead by example, whether they intend to or not.

Demonstrate Integrity: Show that accountability applies at all levels, including leadership. If there is not accountability for all, there is no accountability.

3. Encourage Ownership

Empower Team Members: Provide the autonomy to make decisions while holding them responsible for outcomes.

Recognize Contributions: Acknowledge and reward individuals who take responsibility and deliver results.

4. Foster Open Communication

Create a Safe Environment: Encourage team members to speak up without fear of blame.

Provide Feedback: Regularly share constructive feedback to keep performance on track.

5. Hold Regular Check-Ins

One-on-One Meetings: Use these to review progress and address challenges, and remember, “regular” means a whole lot more often than once a year.

Team Reviews: Monitor collective accountability by discussing goals and progress in group settings.

6. Establish Consequences

Define Outcomes: Be clear about what happens when goals are met or missed. If people don’t understand the impact of missed goals or outcomes, that is a leadership failure, not a failure of the people.

Be Consistent: Apply consequences fairly across the team to build trust. There can be no “passes” for “favorites” because nothing kills a culture of accountability faster than that.

7. Support Development

Provide Resources: Ensure the team has the tools, training, and support to succeed.

Encourage Growth: Offer easy-to-access opportunities for professional development to enhance skills. Encourage and even reward successful participation in these activities.

8. Celebrate Accountability

Recognize Effort: Highlight individuals or teams who demonstrate accountability.

Promote Success Stories: Share examples of accountability leading to positive outcomes to inspire others. If you want accountability to be a big deal, then make a big deal out of it.

9. Focus on Continuous Improvement

Learn from Mistakes: Treat failures as opportunities to grow and improve processes. There can be no punishment for occasionally falling short.

Adapt Systems: Regularly evaluate and refine accountability mechanisms to keep them effective.

A culture of accountability doesn’t happen overnight. It’s built through consistent effort, trust, and alignment with organizational values. When leaders prioritize accountability, they create an environment where team members are motivated, reliable, and driven to achieve shared goals.

Learning from Failure

Steve Keating Leave a comment

I am most certainly not a fan of failure. I have read a ton about failure and how beneficial failing can be. Things like, “failure shows you’re trying” and “failures are just stepping stones to success.”

Let’s be really clear about this absolute truth regarding failure… success beats failure every single day. If I’m succeeding then I don’t need to prove I’m trying. If I’m successful then I don’t need any damn stepping stones. I’ll just skip the stepping stones and make the leap to even greater success.

Given the choice, I’ll take succeeding over failing every chance I get.

But, no one succeeds all the time. Even people recognized as the best at what they do often endure frequent failures on their way to the top. Even at the top they continue to experience failure on occasion.

Ultimately, the difference between continual failure and eventual success comes down to learning from our failures. Learning from failure is a superpower that can help you grow, both personally and professionally. If you’re willing to learn from your failures, then you can make those failures temporary. If you’re not willing to learn from them, then buckle up because you’re in for a rough ride through life.

I’ll assume that you’re willing to learn from your failures and that being the case, here are some steps to help you make the most of setbacks and prevent them from becoming permanent failures.

1. Accept Failure: It’s a part of life, not a reflection of your worth. Don’t ignore it!

2. Analyze What Happened: Take a deep look and figure out what went wrong. Was it because you weren’t prepared, or was it something else?

3. Identify Key Lessons: Think about what you learned from the experience. Did you learn something about time management, resource allocation, or communication?

4. Adjust Your Approach: Use the lessons you learned to change your methods. Treat each attempt as a step forward, not an end.

5. Maintain a Growth Mindset: See failure as feedback. It’s not the opposite of success; it’s part of the journey. Stay persistent and keep going!

6. Take Responsibility Without Self-Blame: Own your part in the failure. Be kind to yourself and don’t be too hard on yourself.

7. Test and Experiment: Try again and see what works better. Use small experiments to test different approaches before committing fully.

8. Celebrate Progress: Celebrate even small steps forward to stay motivated. Appreciate the courage it takes to keep going, despite setbacks.

I can’t imagine failure ever being an enjoyable experience, but by using these ideas, failure can become a valuable learning experience that sets you up for greater success in the future.

Learning from failure is a choice, successful people make that choice; less successful people generally do not. Which one will you be?

Powerful Habits of Successful Leaders

Steve Keating Leave a comment

Successful leaders possess many characteristics and traits that contribute to their success. So many, in fact, that it is difficult to say exactly which characteristics a person must possess to be a successful leader.

I’d say integrity and judgment are absolutely essential, but it can become somewhat debatable after that. A characteristic that is very impactful for one leader may not play much of a role in the success of another. But, most leaders who have positively impacted their people share habits. These habits inspire trust, motivate teams, and drive results.

Here are some of the best habits of effective, successful leaders.

1. Clear Vision and Purpose

Habit: Define a clear vision and communicate it effectively.

Why it matters: A clear sense of direction helps align the team and focus efforts on shared goals.

2. Active Listening

Habit: Actively listen to others’ concerns, feedback, and ideas. Don’t interrupt or assume.

Why it matters: It builds trust, fosters teamwork, and ensures that leaders understand the needs and challenges of their team.

3. Consistent Communication

Habit: Regularly share updates, expectations, and constructive feedback.

Why it matters: Open communication minimizes misunderstandings and keeps everyone on the same page.

4. Emotional Intelligence (EQ)

Habit: Practice self-awareness, empathy, and emotional regulation.

Why it matters: Leaders with high EQ navigate interpersonal dynamics effectively, building strong relationships and maintaining a positive team culture.

5. Lead by Example

Habit: Demonstrate integrity, accountability, and hard work.

Why it matters: Teams are more likely to mirror the behavior of their leaders, creating a culture of excellence and accountability.

6. Decisiveness

Habit: Make informed decisions promptly and confidently.

Why it matters: Decisive leaders instill confidence in their teams and keep projects moving forward.

7. Adaptability

Habit: Embrace change and be flexible in the face of challenges.

Why it matters: Adaptable leaders can pivot effectively. This keeps their teams resilient in uncertain times.

8. Empowering Others

Habit: Delegate responsibilities and trust team members to deliver.

Why it matters: Empowering others fosters ownership and encourages professional growth within the team.

9. Continuous Learning

Habit: Seek feedback, stay curious, and pursue personal and professional development.

Why it matters: Leaders who learn and grow inspire their teams to do the same and remain relevant in a rapidly changing world.

10. Recognizing and Celebrating Success

Habit: Acknowledge achievements, big or small, and celebrate milestones.

Why it matters: Recognition boosts morale, motivates teams, and reinforces positive behavior.

11. Strategic Thinking

Habit: Look at the bigger picture and plan for the long term.

Why it matters: Strategic leaders anticipate challenges and opportunities, ensuring sustainable success.

12. Resilience

Habit: Stay composed and positive during tough times.

Why it matters: Resilient leaders inspire their teams to persevere and overcome obstacles.

We often tend to think of habits in a negative light, but these are all very positive habits. Leaders can inspire their teams and build trust by developing and practicing these habits. They will achieve lasting success. Which of these habits resonates most with you?

The Importance of a Strong Work Ethic – Part One

Steve Keating 2 Comments

When I’m wearing my mentor hat, one of the questions I’m often asked is, “How do I ask for a raise?” I’ll let the person asking the question know that I have some good ideas on that subject. But I also tell them that determining how to ask for a raise depends mightily on whether or not they have earned a raise.

A surprisingly high percentage of people are puzzled by my response. Incredibly (at least to me) the concept of earning a raise actually hadn’t occurred to many of them. They wanted to ask for a raise because they needed a raise.

They had outspent their income and were now expecting their employer to fix that for them. As you might imagine, many of the people who asked me how to ask for a raise were disappointed with this entire conversation.

But not all.

Some asked what they could do to earn a raise. My immediate response was, “strengthen your work ethic.” It didn’t matter how good they thought their work ethic was; if they wanted to earn more, they would need to do more to get it. That’s a pretty basic concept, but it doesn’t need to be more complicated than that.

A strong work ethic isn’t just important when asking for a raise; it is crucial for personal, professional, and societal success. Here are the key reasons why.

1. Personal Development

Discipline and Responsibility: A strong work ethic fosters self-discipline, helping individuals stay committed to their goals and responsibilities.

Self-Respect: Achieving goals through hard work builds confidence and pride in one’s abilities.

Time Management: It encourages the effective use of time, balancing tasks, and reducing procrastination.

2. Professional Growth

Reliability: Employers value individuals who consistently meet deadlines and deliver quality work.

Career Advancement: Hardworking individuals are more likely to be recognized, promoted, and trusted with leadership roles.

Skill Development: Regular dedication to tasks helps sharpen skills and gain expertise.

3. Building Relationships

Trust: A strong work ethic makes one dependable in personal and professional relationships.

Teamwork: Hardworking individuals inspire and motivate colleagues, enhancing collaboration.

Reputation: A good work ethic builds a positive reputation, opening doors to new opportunities.

4. Contributing to Society

Economic Productivity: People with a strong work ethic drive innovation and efficiency, benefiting the economy.

Cultural Influence: They set an example for others, promoting values like perseverance and responsibility.

Community Well-Being: By contributing their skills and efforts, they help build stronger, more resilient communities.

5. Resilience and Adaptability

Handling Challenges: Hardworking individuals are better equipped to face and overcome obstacles.

Consistency: They maintain their efforts even in difficult times, ensuring steady progress.

Ultimately, a strong work ethic is a cornerstone for achieving goals, maintaining integrity, and contributing positively to the world around us. So our next post will focus on “the how” of building a strong work ethic. One that will carry you through the challenging times we all face once in a while.

It’ll be worth your time… I guarantee it. 🙂

How to Be Productively Confident

Steve Keating Leave a comment

When playing golf, I have all kinds of confidence when my ball lands in a sand trap. First off, I’m confident that I’m basically screwed. I’m also confident that I’m in immediate danger of blowing up the hole and thus my entire round of golf.

None of that is what I would call “productive confidence.” It is absolutely “negative confidence,” and I can assure you the results of “negative confidence” are not what you’re hoping for.

The good news is that through a gradual process that involves changing your mindset, behaviors, and habits, you can turn that negative confidence into very productive confidence. Here are some practical steps to help you begin that gradual process today.

1. Challenge Negative Self-Talk

• Identify negative thoughts: Pay attention to the negative beliefs you have about yourself, such as “I’m not good enough” or “I always fail.”

• Replace them with positive affirmations: Instead of saying “I can’t,” say “I will.” Practice self-encouragement, and remind yourself of your accomplishments. For example, I have on occasion escaped the sand on my first attempt, even landing the ball approximately, kinda, sorta, where I intended to.

2. Take Action

• Step out of your comfort zone: Confidence comes from doing. Push yourself to try new things, even if they make you feel uneasy at first. Each step forward builds productive confidence.

• Start with small risks: Whether it’s speaking up in a meeting or trying a new skill, taking small risks will help you gradually become more comfortable with bigger challenges.

3. Improve Body Language

• Stand tall and make eye contact: Your posture sends messages to yourself and others. Standing straight and making eye contact give the impression of confidence, and this feeling often follows your actions.

• Smile and be approachable: These simple acts can make you feel more positive and open.

4. Build Competence

• Master your skills: Whether it’s in your job, hobbies, or personal projects, building competence in an area will naturally boost your confidence. I am spending lots of time in bunkers these days practicing. I’m not using a golf ball yet; my focus is entirely on hitting grains of sand to exact spots on the green. I am productively confident that once I do use a ball, it will land exactly where I want it to as well.

• Seek feedback: Constructive feedback helps you improve. Accept it gracefully and use it to grow.

5. Surround Yourself with Positivity

• Associate with supportive people: Spend time with people who uplift and encourage you. Their positive influence can enhance your self-belief.

• Limit exposure to negativity: Minimize contact with people who constantly criticize or bring you down.

6. Practice Self-Care

• Exercise and stay healthy: Physical activity releases endorphins, improving your mood and reducing anxiety. Feeling good about your body and health often correlates with feeling confident.

• Prioritize mental well-being: Get enough sleep and give yourself time to relax and recharge.

7. Learn from Failure

• Accept setbacks as part of growth: Everyone experiences failure. Instead of seeing it as a sign of defeat, treat it as an opportunity to learn and improve.

• Celebrate progress: Acknowledge and celebrate even small victories. Reflecting on how far you’ve come boosts confidence for future challenges.

8. Visualize Success

• Imagine yourself succeeding: Visualization is a powerful technique. Picture yourself achieving your goals or performing well in a situation. This mental practice can build confidence before you even take action.

9. Be Kind to Yourself

• Practice self-compassion: Be gentle with yourself when things don’t go perfectly. Everyone makes mistakes; what matters is how you handle them. Negative self-talk is even worse than having other people criticize you. You believe what you tell yourself about yourself, so keep it positive.

• Reward your efforts: Celebrate your hard work and persistence, not just the end results.

Building productive confidence is an ongoing journey, and progress takes time. Being patient with yourself as you grow will make the process more rewarding. Expecting too much too soon actually works against you and slows you down.

It’s indeed good to push yourself, but not all day, every day. Allow yourself some wriggle room, and the productive confidence you build will remain productive for a long, long time.