Holistic leadership requires leaders to bring their whole selves to their role. It’s not just about their skills, processes, and approaches to their work, but also their character, values, and mindset. And, to take this idea a step further, effective holistic leaders are skilled in encouraging others to do the same.
To achieve this level of leadership often requires an investment: improving your skills, expanding your knowledge, and strengthening your weaknesses. This could mean taking a course, listening to a podcast, or joining a mastermind group, for example.
Investing in the people around you can also be considered an investment in yourself. Teams should always be greater than the sum of their parts. When you pour into your team and help them to grow, your image improves, too. People may respect you more. They’ll view you as a thinker and doer, not just a say-er. Those tangible results can lead to more effective leadership, where there are only winners.
When many people think of growth and development surveys, they think of learning opportunities for their employees. These are tools to help your direct reports identify their strengths, flesh out their weaknesses, and take action to improve. All of the above is true; however, managers may also find these same surveys could help them become more effective leaders.
There’s a popular belief that people leave managers, not jobs. In translation, this means that even when an employee enjoys the work they do, they’re not likely to stay if they feel like their leadership is ineffective, stifling, or damaging.
In the modern workplace, growth and development surveys are a two-way street. Employees have an opportunity to rate their managers in a judgment-free environment. Together, everyone wins because everyone has equal opportunities to grow. We’ve taken the opportunity of this month's theme: Career Growth, to dig deeper into the idea of feedback for managers,...
It’s no secret that people are the core of your business. People make what you do, happen.
What would happen if you, as the leader of your people, focused the bulk of your efforts into empowering your people? What if empowering them meant creating even more loyal employees OR what if that meant that they launched out and achieved a greater to them personal purpose!
Empowerment, as defined for the workplace, is based on the idea that providing employees with the resources, authority, opportunity, and motivation to do their work, as well as holding them accountable for their actions, will make employees happier and more proficient in their job.
In an article published by Forbes we found this interesting quote from Ed Evans, Four Seasons Executive Vice President and CHRO. He attributes the company’s success to its employees and culture and said “The same level of care that we extend to our guests applies to our people. By empowering our...
WHAT DOES TRAUMA INFORMED CARE LOOK LIKE?
At the Talent Magnet Institute we want to focus on empathy and caring well for our employees and those on our team. With a new year in view, it’s a good time to remember that the likely outcome of a crisis is trauma. If you are leading with empathy you will recognize that surviving 2020 isn’t the only traumatic thing to happen in your people’s lives, and for that reason, learning to implement practices and procedures that are developed with Trauma Informed Care principles is paramount.
“Trauma Informed Care” is an approach that develops procedures, protocols, and practices with the assumption that every individual is more likely than not to have a history of trauma.
You might be asking, “what kind of trauma?” This assumed history of trauma could refer to anything from mental health, sexual abuse or substance abuse, to trajedy or even mistreatment through...
Being a leader comes with many challenges, and managing a team during a pandemic brings on even more. It can be difficult to guide remote employees, find success during unstable economic times, and also meet your personal and professional goals. Despite the difficulties, it is possible to successfully manage the many pressures that come along with being a leader right now.
Keep reading to identify common obstacles and to learn how to power through.
A common struggle we hear from our executive leaders is that it feels lonely at the top. Now especially, loneliness has hit hard for those working remotely with limited interaction with their teams. Not only can it be physically lonely since you aren’t coming face-to-face with colleagues and team members, but you can feel emotionally lonesome as well.
To overcome loneliness, set up regular check-ins with your employees to keep the lines of communication open. Chances are, if you’re...
More than ever, companies are shifting their business models to include more remote employees. Whether it’s the pandemic, a cost effective method, or to increase job satisfaction, a remote workforce is here for the long haul.
It’s one thing to be a remote worker, it’s another to manage them! So how do you effectively lead from a distance, while still supporting growth and success? Keep reading to see how.
1. Communicate daily and often.
One of the top challenges of working remotely is a feeling of isolation, especially if the switch out of the office is recent. To encourage connection and morale, managers should have regular check-ins with each employee every day. So what does that look like?
It can be as simple as a quick phone call, a regular video meeting or even a chat on your company’s app to let your staff know you are there for them.
Depending on the size of the company, pick a communication method that is sustainable. For example, if you have hundreds...