Leaders sometimes tell me stories of their “challenging” colleagues and ask for advice for handling them. Leaders are often surprised when I suggest they start by looking at themselves. Hoping another person will change is not an effective plan. Real change starts with us trying a different lens. Here’s why…
Many leaders say they want feedback...at least in theory! Candid feedback shows people aspects of their potential and influence that they may not see otherwise. However, when the time comes for 360 feedback, these same leaders often push back with reasons why now is definitely not the right time to get feedback.
Following a post on three ingredients of an actionable action plan, people asked about the best way to get started with a new action plan. Once your vision and goals are clear, starting small and building on success is key.
A lot of us are not that aware of how we actually feel or why we react the way we do in many situations. Emotional self-awareness, the ability to understand what we are feeling and why we are feeling that way, is the foundation of emotional intelligence. The good news is that it’s never too late to learn how to recognize and manage emotions.
Focused attention is rare in a world of increasing distractions and multi-tasking. People often run on autopilot. They constantly rush to the next meeting and attention is pulled in multiple directions. This is both stressful and risky for those responsible for making decisions affecting their companies!
Before we stand a chance of influencing other people, we must show we can lead ourselves in a positive direction. 360 feedback, self-assessments, and reflection can be excellent channels to seeing ourselves as we are. However, we don’t tap into full value of this increased self-awareness until we act.