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Leadership Coaching: No Whining in the Workplace

November 27, 2011 By: azjogger Category: Management, Operations, Training

By Mike Krutza, Co-Author, Jodi Wiff

No Time For Nonsense In The Workplace

Your workplace is an area with lots of objectives to meet, tasks to  accomplish, undertakings to resolve, and deadlines to beat. Along the way, you  face lots of hindrances. You undergo a lot of distractions, problems, and  challenges. With all these in your head, you could not afford to think about the  little issues in your workplace. But, you will be forced to face a bothersome  concern about tireless whiners when you overhear their nonsense whatnots.

The sickening cry of a whiner is something you do not want to hear in the  middle of your intense operation. But you, as a leader, may not be able to  control this expressive act of your employee when he is in such an annoying  mood. You are absolutely aware that if this whining persists in a couple of  minutes, everybody will be distracted. You will be furious. Your work will be  disrupted. Things will be in chaos.

How To Deal With A Workplace Whiner

  • There are several ways to deal with whiners. First is that you don’t feed  the dog. Never fall in the trap of that individual. If you express sympathy to a  whiner’s sentiments, he or she will just realize that whining is a good trick to  attract your attention and lure you. You become easily influenced and fooled.  The whiner will redirect you, and control you instead. Whining is not a  therapeutic coping mechanism. You must not tolerate this in your area as much as  possible.
  • Second, impose clearly that if someone unconsciously whines, let them know  that it may only be allowed at a tolerable level. Let the whiner know that it  should last only for several seconds, with no annoying repetitions nor  infuriating mumbling, nagging, etc. Call their attention right away. Correct the  wrongful act, so that you will show your employees that you are not happy with  the whining.
  • Lastly, as a leader, it is best that beforehand, oblige everybody to not  engage at all in whining. Your workplace is not a whine zone. Let everyone  understand that you are serious and strict about it. You have lots of things to  do. Tireless complaints will not help any of you to finish your goals.

For a whiner, it becomes helpful for them to do their tasks if he mumble,  nag, or whine while working. These acts become their way to resist but still  persist. It is their way to express themselves. But for everybody else, a  whining co-worker is a nuisance. It does not bring any good to the success of  the organization, but rather a headache.

By the way, do you want to learn more about leadership in your company? If  so, download your FREE ebook here: Guide to Elegant Courage Leadership

Jodi and Mike specialize in executive coaching with individuals and teams. http://lighthouse-leadership.com

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Leadership Coaching: The Significance of Leadership Training

November 27, 2011 By: azjogger Category: Management, Operations, Training

By Mike Krutza, Co-Author, Jodi Wiff

Cultivating Leaders In The Organization

Oftentimes it takes one person to get things going, to move to a certain  direction and to finally get to the destination. That person is a leader.  Startup businesses to multinational corporations want leaders, and these  institutions aim for one thing- to cultivate leaders to power their companies.  There is a hierarchy among leaders themselves and having one strong leader is  does not suffice.

In every department, there ought to be leaders synergistically  working to boost the resources of the organization. One of the best resources to  be able to discover and hone leaders in an organization is through leadership  training.

What makes good leaders? People who have the potential to be leaders, and as  preferred by companies ought to feel a sense of ownership and responsibility  towards the company. These are motivated and strong- willed individuals who  believe that what they do matters, and that they can do big things for the  company.

Among the ranks of your employees, there are those who have the  potential, and they are bound to be leaders. Bring out the leaders in these  promising individuals and utilize their potential for the benefit of the company  and everybody through leadership training.

What can leadership training do? Training people to be leaders will enhance  these leadership qualities.

Training To Boost Leadership Qualities

Leadership training boosts initiative. Initiative is taking the  extra mile and going beyond limitations. Is there an employee who takes time to  do extra work or doing what isn’t his or her job? Take notice of such person.  This characteristic exhibits drive and motivation, and this is among the  potentials of a leader. Reward these kinds of efforts and make means to improve  this motivation.

Leadership training boosts responsibility. There’s no passing the  buck for a leader. A leader knows how to take responsibility. Pay attention to  employees who sees to it that projects are accomplished on time and deliver  quality work. If an employee has been assigned to lead a project, does he or she  take charge to complete the task as expected? This is a sign of leadership  responsibility.

Leadership training boosts creativity. Creativity brings new ideas,  new inventions and astounding novelties. Creativity is the ability to think out  of the box and transcend the mundane. It is the passion to excel and exceed  expectations. It is going beyond the ordinary. Are there creative people in your  staff? These are employees whose work and ideas stand out. Creativity is a vital  quality in leadership.

Leadership training boosts people handling skills. Good  communication and interpersonal skills are musts in leadership. A leader knows  how to work well with fellow leaders and team members. Effective communication  skills of a leader will be able to resolve workplace issues and conflicts but  always taking into consideration others’ feelings. Most of all, a leader knows  feels real concern for the company.

Training leaders is bringing out the best to those who have been  called.

By the way, do you want to learn more about leadership in your company? If  so, download your FREE ebook here: Guide to Elegant Courage Leadership

Jodi and Mike specialize in executive coaching with individuals and teams. http://lighthouse-leadership.com

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Five Essentials of Leadership Communication

August 08, 2011 By: azjogger Category: Management, Operations, Workforce

From: Leading Effectively, Center for Creative Leadership

It’s no secret that good leaders are also good communicators. And the best leaders have learned that effective communication is as much about authenticity as it’s about the words they speak and write.

“Communication and leadership are inextricably tied,” says Susan Tardanico, CCL’s Executive in Residence. “How can you galvanize, inspire or guide others if you don’t communicate in a clear, credible, authentic way?”

The former broadcast journalist and 20-year corporate executive advises leaders to focus on these five essentials of leadership communication:

  • Beware of the “say/do” gap. “This is all about credibility, which boils down to trust — one of the most potent, precious and fragile elements of leadership,” says Tardanico. “If your actions don’t align with your words, there’s trouble. And it can turn into big trouble if you don’t recognize and correct it swiftly and genuinely.” It is often difficult to see the say/do gap in yourself, so Tardanico says to rely on a few trusted colleagues to tell it to you straight and flag discrepancies. Of course, you have to be prepared to hear the feedback and address issues — which isn’t always easy. “Rule of thumb: it’s better to say nothing or delay your communication until you’re certain that your actions will ring true,” she advises.
  • Take the complex and make it simple. “Being complex does not make you smart,” insists Tardanico. “There is power in clarity and simplicity.” She notes that people are already suffering from information overload, and your job is to distill complex thoughts and strategies into simple terms that your employees can relate to. “The more memorable, the better,” she advises. “If you’re having trouble distilling something to its essence, it’s a sign that you may not have a clear understanding of it. That makes it impossible for you to communicate it to others effectively.” Tardanico also notes that leaders find it easy to get mired in technical jargon and business-speak. “Beware of this trap. Just say what you mean,” she urges.
  • Don’t fake it. Find your own voice. Use language that’s distinctly your own. Let your values come through in your communication. “I wrote for two executives who didn’t have a voice,” Tardanico recalls. “They wanted me to be the voice, to make them sound eloquent. They wanted to sound like someone else. Forget about eloquence — worry about being real. People want real. People respect real. People follow real. Don’t disguise who you are. People will never willingly follow a phony.”
  • Be visible. Are you visible to the people who matter most — those who will help you achieve organizational goals? This is not about being seen on CNBC or making the rounds of the speaker circuit. “Visibility is about letting your key stakeholders get a feel for who you are and what you care about,” explains Tardanico. Today, it’s easy to hide behind a computer and transmit messages to others without seeing or interacting with them. Although e-communication serves a valuable purpose, it is no substitute for face-to-face communication. “In today’s environment, people are burned out, confused and stressed,” Tardanico says. “They need to feel a personal attachment to you and the work that you believe in. They need to feel valued.” Tardanico recommends doing a “calendar test” to make sure you’re allocating time regularly to be out on the floor, in the factory, in the call center, in the lab, in the store. Show your people that you care about them and their work.
  • Listen with your eyes as well as your ears. Stop, look and listen. Remember that effective communication is two-way. Tardanico says that good leaders know how to ask good questions, and then listen with both their eyes and ears. “It’s easy to be so focused on getting your message out — or persuading others — that you don’t tune in to what you see and hear. Because you’re in a position of authority, you won’t always get direct feedback. You need to read between the lines,” says Tardanico. “Listen and hear what is coming back at you. Look for the nonverbal cues. Sometimes a person’s body language will tell you everything you need to know.”
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Center for Creative Leadership Now a Leading Provider of Executive Education

December 12, 2009 By: azjogger Category: Management, Training

The Center for Creative Leadership (CCL®) ranked among the world’s top providers of executive education in a biennial BusinessWeek survey released today.

BusinessWeek rated CCL No. 3 worldwide for Custom programs, up five spots from 2007. In the Open-Enrollment category, CCL ranked No. 5 after not being ranked in 2007.

CCL, which provides leadership training worldwide from its offices in Asia, Europe and North America, is the only institution in the survey that focuses exclusively on leadership education and research. The BusinessWeek rankings were based on surveys of organizations from around the world that rated leading executive education providers, such as Harvard, Duke and Wharton, for quality and impact.

BusinessWeek is the second major news outlet this year to give CCL high marks. In May, the Financial Times ranked CCL No. 6 worldwide in executive education.

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