“When employees feel engaged in a dynamic and caring work culture, their performance, pride and loyalty skyrocket the company and its clients to success.” William Craig, founder of WebFX.
It’s kind of a domino effect: a clear and compelling purpose informs our values, our values drive our behaviours, and our behaviours influence our culture. As HubSpot suggest (they suggest lots of brilliant things about culture – check out their views here) “Culture happens – whether planned or not, so why not create a culture we love?” A good question I think.
Becoming a leader of others is a privilege, not a right and holding onto that knowledge at all times is a strong foundation for increasing our impact.
Because when we think about the gift of being able to guide and support others and the responsibility that brings (while we are also being targeted to achieve results) then we can remain continually aware of the energy required to stay in the best place possible to achieve that balance, having a positive influence on the people we lead; inspiring people to follow us and influencing through action.
Posted on Thu, January 09, 2020 in Leadership
Change can be good. Variation in our working lives keeps us fresh and is a key part of development for leaders and stakeholders alike. Constant change though, can be less helpful. Even the best of employers see some change in their staffing over time, so what do you do when the normal rate of change errs towards ongoing attrition of staff?
Positivity is not usually the first quality someone asks for in a leader, however a positive attitude is a vital force when it comes to motivating people. Positive teams who enjoy their work are generally more productive and engaged, and this stems from the top.
Confident, supportive leaders breed more collaborative and creative teams, and that makes a very attractive workplace for drawing in new talent. Being positive is contagious, and a team with a collective positive attitude is more likely to go above and beyond for a leader, and workplace that they are happy and proud to be a part of.
As leaders, we sometimes treat our leadership style as a product of our environment and corporate culture, rather than as a product of ourselves. Our leadership is a personal matter though, much of it stems from within and is influenced by things personal to us. Our experience, our ideas, our knowledge.
Understanding our personal leadership brand is an integral part of how we build consistency in our professional relationships and how we are perceived. Just as failed commitments and substandard interactions damage a corporate brand, our personal leadership brand suffers alike.
The motivation to become a leader in your field can come at any stage in your career. Perhaps you are just starting out and have a clear vision of where you want to progress to in your role; or maybe your own leader has approached you out of the blue with an opportunity. If you are ambitious and know that leadership is a goal for your future, it would be good to be able to answer the question – what is it about being a leader that’s important to you? Are you keen to inspire others, pass on your own experiences, or help a team achieve something great together? The right motivation will ensure that when things get tough, and they most likely will, that you will want to remain in your leadership role. The desire to be a good leader, and to succeed in a new, more accountable role is a powerful motivator and a key part of deciding if you are ready to lead others.
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