Why would you complete leadership training?

Why do leadership training? I think because the expectations of leaders, or the expectations from team members of leaders, right now, has increased quite dramatically.Leaders are no longer expected just to give orders, manage people and get things done; there’s an expectation now that leaders need to be able to share the reason why they’re doing things. So I think there is a big balance or expectation between both leading and managing, and those things being one. So, we’re expecting leaders to not only be responsible for themselves and what they’re doing, and to hold other team members to account. 

Is your team not doing what you want? Here is what you can do

This is going to sound really basic, but I think, quite often, leaders don’t actually explain to their team, what it is that they want them to do, and what it is they don’t want them to do. There’s this general expectation that, or this assumption that, common sense they should do it this way, or we’ve always done it this way, or I’ve always done it this way; they should just know. Truth be told, more often than not, they don’t. And this idea that there is a common sense, or common work-sense, is rubbish. 

What Is The Difference Between Leadership vs Executive Coaching?

I actually get asked this quite a bit from people that are investigating coaching themselves, and trying to work out what they should do. Truth be told, at IMLD, we probably blend both. and go from one to the other. But if we’re trying to separate it to explain it, I’d say, Leadership Coaching is around building on skills. And it can be part coaching, part training, to make sure that covering off on a bunch of components. Whether that’s how you manage your day, how you manage your team, how you are in explaining or developing the purpose or the values of the business. So being able to build skills. That, I’d say is Leadership Coaching. 

Where do I see many leaders getting stuck and what can they do about it?

One thing I see with a lot of my one-on-one coaching clients, is when they’ve made that transition from being a team member to leading people, they’ve kept all the tasks that they used to do as a team member, and have taken on all the additional tasks of a leader, and they get overwhelmed. And what worked as a team member; saying “yes” to many things, and taking on lots of tasks, and then getting it done, because they’ve become leaders because they’re very responsible and get things done…

2nd Tip for Leaders Feeling Overwhelmed

The second thing leaders can do to prevent overwhelm for themselves, is actually to be a little bit kind to themselves and set meetings up in their diary for themselves. Alright, if you’re a busy leader, you know that people look at your calendar and they set plenty of meetings for you, that you have to attend, and go to, and that can feel quite overwhelming. But I think a simple thing that leaders can do to get some time back, is to create meetings for yourself in your diary.

4 Simple Tips for Overworked and Stressed Leaders

So, I’ll come up with a couple, but one I already mentioned was the ‘Creating some hour meetings for yourself in your calendar’ So that you can actually tasks done, rather than having to repeat, repeat, repeat, with constant interruptions.So, one, being kind to yourself and making sure you’re creating some hour meetings to get things done. The second things I’ve noticed with a lot of leaders is that they don’t have all of their tasks or all of their ‘to-do’ in the one place. It might be on a written list that they’ve got down, some Post-It notes, here, there, and everywhere. 

The best thing a leader can do right now?

The best thing a leader can do right now is to complete a leadership profile to learn their own strengths and weaknesses.

What’s the Leadership Behaviour that leaders need to develop right now?

With people working from home, or coming back to the office, the one skill that I see needs the most development, the most work, the most practice, is actually just being able to give feedback to their team member.So, leaders being able to give authentic, candid, clear feedback, both on what team members are doing well, and also what they need to improve on. A lot of leadership programs focus on how to have difficult conversations. We do the same thing, it’s a skillset that many leaders struggle with; to be able to discuss how someone can improve. 

Looking to Improve People Performance? Focus on the Small Conversations

Many leaders miss the opportunity to have ‘small conversations’ with their team members, whether it be to correct behaviour that isn’t quite up to the right standard, or to confirm that someone is doing a great job. Often the leader misses the moment, or thinks that what they are doing is ‘part of their job’ or ‘common sense’. Leaders should never miss these opportunities – they provide a chance to confirm that someones behaviour is ‘on track’ or confirm that it is off track and discuss what needs to be done.

How to Tell the Good LEADERSHIP Facilitators from the Bad

A leadership facilitator or executive Leadership Coach needs to be comfortable to know their strengths and vulnerabilities, have social proof due to having numerous recommendations from clients and friends, you want proof of credibility, and finally they recognise other good facilitators and know where to improve and where they stand.

The 7 Ways an Executive Coach Can Improve Your Performance

We believe there are seven key benefits for taking on a leader ship coach in order to sustain performance, and work with you to develop the skills to lead people, lead your team, and achieve a high performance result with he support, listen and lead you in the right direction. They will offer a different view in order to move your business forward, and cheer you on when you make those little wins and push you to do those few extra aspects in order to greatly improve your business’s performance and work ethic.

The Biggest Problem in Leadership Training? Lack of Measurement.

The biggest problem with leadership training, leadership workshops or executive leadership coaching, is the complete lack of measurement. An experienced facilitator or leadership coach will take the time to focus on the strengths and skills when you start, measuring where you begin in your leadership level and behaviour. Measuring which aspects of leadership behaviours need improvement at the start, and then measuring their progress and growth, provides a level of trust for the client, and a level o expertise for the provider.

The Most Commonly Missed Element in Managing Your Tasks As A Leader

Leaders, managers, supervisors and small business owners can get so busy answering questions and responding to staff, they forget to manage their own tasks. This video focusses on task management, the to-do list, the things that often gets missed in prioritising aspects of the to-do list. Highlight a forgotten area of the list – how long the task will take – so that you can organise your day and accomplish things more effectively and efficiently. 

What’s missing from most leadership training programs? Practice.

Many leadership programs, executive coaching programs and emerging leaders programs can be good with introducing theory, but are pretty average (or downright terrible) at providing practice. Practice – in a safe environment based on learning and development – makes all the difference to those that are just learning what it takes to be a leader.

The Simplest Way to Improve a Performance Discussion

The simplest way of improving performance is the conversation itself, is practice practice practice. What is it you actually want to say, and practicing it with someone allows you to see how the conversation is going to land with the person you need to discuss with in order to not offend anyone but all get your point across.

Tips for Assessing Team Members Easily and Effectively for Annual Reports

This simple tip for leaders and managers regarding performance management, is to take ten minutes out of the week – I suggest every Friday afternoon – and writing down what they did well that week, what they need to improve on and what they still need to do. Every week you get a report of where people are at and what they have done that week, which makes writing a progress or performance report that much easier to write. It also provide opportunity to communicate strengths and weaknesses more readily – particularly if you missed the opportunity in the moment.

Are You More Responsible or Accountable As A Leader?

Are you a more responsible or accountable leader? When it comes to leading others, leading teams and leading high-performing teams, there is always a balance between getting your own work completed as well as that of your team. Often we can get caught doing all of our own work, and not paying attention to the work of our team. Likewise, we can easily be focussed on the team’s work and needs, and leave our own work to the last minute.

How Important Are Values to Your Leadership?

How important are your personal values to your leadership? Incredibly important! When I work with leaders – either in an Executive Leadership Coaching capacity, or as a facilitator for our Executive Leadership program, I find that most leaders either haven’t thought to, or haven’t taken the time to work out their core personal values.

Should You Use a Leadership Assessment before Training Interventions?

What is the starting point for leadership training? Not all experiences to get to a leadership position are equal. Some new leaders are incredibly skilled at difficult conversations, but struggle to manage their prioritisation. Others are very responsible, but struggle to hold others to account.The reason we complete a Leadership Assessment / CheckPoint for an Emerging Leaders Program is the same for completing one with our Executive Programs and our Performance Management / Difficult Conversations courses.

The 3 Flaws of the OAR BED Model for Leaders

The sense of “it’s good or it’s bad” is one of the main flaws of the OAR / BED model of personal responsibility. Thinking of a team as an engine, in which there are times when our performance is high, and other times where we need to be more efficient and productive in order to achieve goals set out by a leader. hence it is less about being good or bad, and more about where is your team at on a performance level. The AIR / BLEEDS model is a far more effective model for leaders when it comes to personal responsibility and accountability.

Top 15 Tip for Time & Task Management for Busy Leaders

The top 5 tips for mastering time and task management for busy leaders;

1. The to-do list – written reminders

2. Priorities – 1,2,3 and colour code from most important to less important.

3. Time taken to complete each task ( create a key)

4. Time boxing in order to plan ahead (book in times for each task to be completed so you can easily organise your day)

5. Set your own tasks for the right times.

The next ten are in the video, so go check them out!