Category Listing

Leadership

  • How to Know If You Are a Micromanager

    Micromanagement is excessive oversight of an employee’s work. When a manager hovers, it causes the employee to feel mistrusted to competently do the work assigned. It can tear down motivation since having autonomy is highly valued by most employees. Below are listed the telltale signs of micromanagement. Identify those that you frequently display to determine if you are slipping into this potentially destructive behavior pattern.

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  • Three Performance Management Blind Spots Leaders Should Avoid

    Managing staff member performance is challenging at best. Individuals come to work with a variety of skills, attitudes, and experiences that require leaders to be adept at adapting to varying needs by using customized approaches. One size does not fit all. Because performance management is complex and time consuming, it is easy for leaders to be blindsided by engaging in practices that won’t work or may even make things worse. Watch out for these attitudes and behaviors that most likely will back fire.

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  • 4 Things Leaders Misjudge During Change

    With the rapid pace of complex change in most organizations, leaders often get drawn into activities that take them away from the staff members they are leading. Frequent meetings outside of the work unit tend to be a major culprit. Absence from meaningful contact can cause leaders to misread what staff members are experiencing, some of which may be emotional and intense. Here are four critical dynamics leaders misjudge during times of change.

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  • 3 Ways to Capture Coaching Opportunities to Boost Staff Performance

    Most leaders say that coaching is an important part of their role in developing staff. Few, however, find the time to do it well. Yet, employees of all ages and performance levels say they want more coaching from leaders they respect. Through feedback and advice giving they hope to learn how to become better at their work and advance their careers. Leaders often think of coaching in a limited way – as a joint problem solving session held with individuals to discuss their concerns or performance issues. Expand your coaching repertoire by using the following methods most certain to give your staff a developmental boost.

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  • How to Focus on the Present and Become More Mindful in 2015

    While the New Year is a time to set goals and plan ahead, what about staying in the present, focused on the here and now? Mindfulness is a conscious effort to be completely present, setting aside worries, expectations, judgment, and other thoughts and emotions to be fully aware of the current moment. It’s the opposite of automatic functioning, going through routines without thinking or noticing what is going on around you. For leaders, this means giving your full attention to the events occurring now, pushing aside distraction. Here’s how you can put this concept into practice.

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  • 5 Fatal Flaws that Cause New Leader Failure

    It’s estimated that nearly half of new leaders fail within the first eighteen months on the job. The costs of recruitment, training, and orientation of the leader, as well as the negative impact on employee morale, makes this situation highly destructive. Organizations that are guilty of selection blunders often overlook behaviors known to contribute to a leader’s demise. Here are the top five characteristics to watch out for when identifying new talent for leadership roles.

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  • 3 Steps to Gaining More Influence in Your Organization

    Influence is critical to the success of any leader. It means garnering enough power within your organization to gain support from others and achieve the results you are working toward. Effective leaders develop a strong base of influence. They know how to use high impact influence skills, causing others to want to follow their lead, rather than being coerced. Their ideas are heard and often implemented. Here are steps you can take to significantly boost your influence with others.

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  • Warning Signs that Your Communication Style is Working Against You

    Every leader has a preferred mode of communication that works well in many situations, while missing the mark in others. Both sending and receiving messages can be inhibited if the communicator is unaware of blind spots that create interference. Use the guidelines below to identify your communication style and be attuned to the warning signs when it’s working against you.

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  • How to Give Constructive Criticism with 5 Essential Steps

    Sometimes leaders have to be critical in an attempt to improve a situation created by staff, colleagues, or upper level leaders. How the message is delivered can make the difference between a productive conversation and a damaged relationship. Use this template to guide your thinking as you craft what you want to say when constructive criticism is necessary.

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  • How to Tune-up Your Team: A Checklist for Essential Maintenance

    Teams don’t work very well without periodic check-ups to make sure everything is working as it should. Use the following set of questions as a) a guide for your own reflective thinking about a team you lead, b) as a discussion tool for an upcoming team meeting, or c)as a survey for each team member to complete. What you learn from the feedback will help you and the team determine what actions to take to improve performance by solving problems identified before they become more daunting.

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Wayzata, Minnesota 55391
Office: 612.867.8291
louellen@louellenessex.com