Tara McGregor的动态

Leadership Quandary – especially for new leaders: “How do I balance my own growth while looking like I’ve got it all together?” For many new leaders, there’s a tricky balance to strike: focusing on your team while also working on yourself. You want to be a steady guide for your staff, but leadership is a learning process. It’s normal to feel the pressure to look like you have it all figured out, even as you’re still growing. Every #leader should know this: personal growth fuels professional success. ?? The best leaders know they need to invest in their own development to better support their teams. They’re not just improving skills—they’re building habits that make them stronger and more #resilient. Think about it like this: When you work on yourself, you’re investing in the way you show up for others. And that impacts everything. Here are some tips to do so: ?? Reflection and Introspection: Take time each day or week to think about what’s going well and what could be better. Self-awareness is a simple but powerful tool. ?? ABL: Always Be Learning: Leaders who stay curious and recognize that they, too, can learn from their team, lead teams that stay sharp. Read, listen, ask questions—just keep learning. ? Encourage Genuine Feedback: Easier said than done sometimes but talk with your team, ask what they need, and listen. Your success as a leader depends on knowing what they see and expect from you. This also builds trust and loyalty. ?? Build Emotional Strength: Great leaders are steady and supportive. Learn to handle stress, practice the “duck on water” theory, and emphasize empathy so that your team knows they can rely on you. ?? Stay Balanced: #Leadership can be intense. Make sure you’re taking care of yourself so you can bring your best energy to work each day. This incudes eating right, meditation, and regular exercise. Doing so also emphasizes your mental strength and fortitude, #leading in all areas. ?? Set Goals and Act: Leaders get things done. Set clear, realistic goals for yourself and take steady steps to reach them. When your team sees you doing this for yourself, they can further trust that you are qualified to do it for them as well. By investing in your own growth, you’re showing your team what’s possible. When you lead by example, people take notice—and they’re more likely to give their best, to you and your company.

Transformational leadership often correlates with higher emotional intelligence (EI). Leaders who exhibit transformational qualities such as empathy, inspiration, and vision tend to demonstrate a greater understanding of emotions, both in themselves and in others. Here are some pros and consequences: Pros: Leaders with high EI can communicate effectively, fostering better relationships with their team members. Emotional intelligence enables leaders to make more informed and empathetic decisions, considering the emotions and perspectives of others. Transformational leaders with high EI can inspire and motivate their team members, leading to higher levels of engagement and productivity. EI helps leaders navigate conflicts constructively by understanding the underlying emotions and addressing them effectively. Consequences: Team members may become overly reliant on a transformational leader with high EI, potentially hindering their own emotional growth and autonomy. Leaders with high EI may face greater pressure and expectations to consistently demonstrate empathy and understanding, which can be emotionally taxing. There may be a perception of bias or favoritism if a leader's decisions are perceived to be influenced by emotional considerations rather than objective criteria. Leaders with high EI may be more susceptible to stress due to their heightened sensitivity to the emotions of others and the demands of leadership. Overall, while transformational leadership combined with high emotional intelligence can yield numerous benefits, it's essential for leaders to be aware of the potential challenges and actively manage them to maintain a healthy and effective leadership style. #emotionalintelligence #leadership #organisationaldevelopment https://lnkd.in/gfpkNQmp

THEIR WAY IS NOT YOUR WAY. Hear me out… Most leaders want you to believe that their way is THE way. They want you to believe that just because they did it a certain way and achieved success, you can do the same. Yet it’s this exact cookie-cutter approach that completely dismisses your individuality and will only leave you feeling unseen, unheard, and disconnected from your truth. Can you create monetary success by following a cookie-cutter strategy? Yes. But does that success feel aligned or leave you feeling fulfilled? Think about it. Do you really want to chase someone else's definition of success? Or would you rather uncover what success means to you so you can move towards that? Most leaders want you to believe that their way is THE way. But I’m not here to tell you that. I’m here to help you drop into alignment with your values, your truth, and your medicine. I’m here to guide you to be the leader that only you can be. IMAGINE… Leading your purpose, business, and/or company YOUR way. Showing up as the fullest expression of your truth without self-censorship. Serving your medicine in a way that feels deeply aligned. This becomes possible when you heal the traumas that influence you to show up in misaligned ways. This is about BEING vs. doing. I believe that to be an effective and truly conscious leader, you must embody everything you teach, preach, and share, and that can only happen when you reclaim all that makes you, you. The more you mimic others in your leadership style, the further you drift from your true medicine and purpose. This is an invitation to embrace your individuality and weave that into your leadership. If you’re tired of working with coaches and mentors who push you to do things their way and are ready to blaze your own trail alongside other integrity-driven leaders who will have your back… The Leadership Council might be for you. ??10 Conscious Leaders ??8 Months ??2 Retreats ??Ongoing Council Sessions ??Private Coaching & Mentorship ??and deep inner-work to help you magnify your presence, deepen your service, and lead your purpose your way. But be warned… This Council is strictly for leaders who value integrity over image, collaboration over competition, and depth over superficiality. Tap the link details, and if TLC feels aligned, I encourage you to apply today.? https://rubyfremon.com/tlc 9 seats remain. We begin in January 2025. #consciousleadership #leadership

"When encountering these situations, successful leaders look in the mirror and change how they think and act so their teams and organizations can succeed..." (Gambill, 2021). Every day I am reminded that change isn't easy.?As a leader I realize that things are going to change on a regular basis.?How we adapt to that change determines our future and our potential. How we teach others to adapt to change truly determines our organization’s potential and growth. In your life, what is your reaction when change happens? If things don't go your way, do you find yourself complaining? Do you blame the leader and think, "That's not what they said would happen?" Do you talk about the change with others, and does it become more like gossip? Are you an example of flexibility and growth, or do you find yourself with a negative attitude and diminishing response? Do those on your team handle change well or do they also complain and talk about things behind your back? I loved how this article describes the Applied Learning Cycle.?It's such a great reminder that as leaders we must be willing to cast vision and set goals, practice what we preach, be open to feedback, and reflect on our progress (Gambill, 2021). We must constantly be using this cycle to change and add value to those we lead. I am realizing as I lead, I am sometimes not flexible. I am also realizing that sometimes those on my team are not flexible. ??However, if I cannot handle change and encourage others to react in a way that makes them better, how well am I really leading??We have to be leaders that adapt well to change and then teach others to do so as well. Gambill, T. (2021, April 13). The most effective way to develop leaders is free and available to all. Forbes. https://lnkd.in/e5YiZyPh? https://lnkd.in/e5YiZyPh

Adjusting this one thing can be a make or break when you are a leader The pivotal moment when clients realize the potential for joy in their work-life serves as a profound source of motivation for me. It invigorates me for days when clients experience an epiphany: realizing that their aspirations, once deemed unattainable, are indeed within reach. A prevalent issue I frequently encounter is the reluctance to delegate, resulting in leaders expending excessive time on draining tasks. Consequently, they allocate insufficient attention to endeavors that could propel their company or department to new strategic heights. Despite being aware of the importance of prioritization, leaders often find themselves mired in day-to-day firefighting and operational duties. This leaves them feeling unfulfilled, fatigued, and demoralized, ultimately leading to a lack of vision and strategic execution within their domains. As a seasoned leader and coach specializing in leadership development, I've witnessed firsthand the transformative power of effective coaching. I work closely with leaders to identify their unique challenges and unlock their full potential. Together, we explore the barriers to delegation and develop tailored strategies to overcome them. It's worth noting that these challenges aren't exclusive to inexperienced leaders; even seasoned professionals struggle with effective delegation. Despite possessing the requisite knowledge and skills, they fall into the trap of believing certain tasks cannot be delegated. However, upon closer examination, it becomes evident that delegation is both feasible and imperative. The transformative moment occurs when this realization crystallizes for leaders. They become proactive in identifying delegation opportunities, spurred by the understanding that there is always a solution. In a short period, the burdensome tasks dissipate, allowing them to immerse themselves in the fulfilling and stimulating aspects of their roles. Returning home invigorated and satisfied, they exude a newfound sense of purpose and joy. Witnessing this metamorphosis reaffirms my belief that I am engaged in the most rewarding career imaginable, guiding leaders toward success and fulfillment ??

Enhancing Decision-Making Through Personal Growth” Great leaders make tough decisions daily, but effective decision-making stems from a deep understanding of oneself. Without personal growth, we often fall into decision-making traps like bias and impulsiveness. Challenge: Today, take a moment to evaluate a recent decision. Was it influenced by your personal biases or external pressures? To enhance clarity in your decision-making, use the Brain.fm app to focus your mind before making important decisions. For a more profound understanding, read Thinking, Fast and Slow by Daniel Kahneman to explore how your mind processes decisions. Further Development: Dive into our blog post, “Personal Growth for Leaders: Why It Matters,” and learn how Personal Growth can refine your decision-making skills. https://lnkd.in/e8atABM5 Call to Action: If decision-making feels overwhelming, know that you’re not alone. Personal coaching can provide the clarity and frameworks needed to make confident choices. Schedule a discovery call with ABC Leadership Solutions to uncover the decision-making strategies tailored to your needs.

Wednesday Reflections: A Leadership Inquiry As leaders, it's easy to get lost in the daily grind. Today, let's step back and ask ourselves crucial questions about our roles and impact. 1. What Are You Pouring into Others? Are you investing in your team’s growth and development? How do you support their aspirations and address their challenges? Do you provide opportunities for them to learn and advance? 2. How Are You Growing and Developing Your Employees? What strategies do you use to nurture their potential? How do you balance guidance and autonomy? Are you a mentor who empowers or stifles creativity? 3. How Did You Become a Leader? Reflect on your journey: a conscious choice or natural progression? What experiences have shaped your leadership style? Do you lead out of passion or for something more? 4. Is Leadership a Hobby or a Passion? Is leadership integral to your identity? How deeply are you committed to leading? Is it something you do or live? 5. How Do You Develop Your Skills, Mind, and Emotions? How do you keep your skills sharp? What practices maintain your balance and clarity? Do you reflect, learn, and improve continually? 6. What Mental Exercises Enhance Your Leadership? How do you ensure your leadership is effective? Do you challenge and expand your thinking? Are you proactive in seeking feedback? 7. Do You Match Unhealthy Energy? How do you handle negativity and conflict? Do you foster safety and security, or get drawn into unhealthy dynamics? How do you maintain a positive atmosphere? 8. Do You Foster Safety or Try to Make Unhappy People Happy? Do you prioritize a safe space for expression? How do you balance individual dissatisfaction with team morale? Are you realistic about changing mindsets? 9. Do You Avoid Hard Conversations to Make People Happy? Are you willing to engage in necessary tough conversations? How do you handle issues requiring direct communication? Do you strive for genuine resolution? 10. Why Did You Choose to Be a Leader? Or Did Leadership Choose You? Reflect on your motivation. Do you see yourself as a natural-born leader or did you grow into the role? What drives you to continue leading despite challenges? Leadership: Not for the Faint of Heart Leadership requires resilience, empathy, and a commitment to others' development. Today, let's question ourselves, challenge our growth, and lead with authenticity. The journey of leadership is about the legacy we leave and the lives we impact. Reflect on these questions as you lead today. Embrace the chance to grow and inspire. Leadership is a journey of learning and self-discovery—let's embark on it together.

Inspiration for leadership - theory or anecdote? As leaders, we take our jobs seriously and we’re always looking for some new ideas and solutions which will give us an edge. Most leaders have read a book or two on leadership, maybe recommended by a colleague or grabbed from a shelf in a local bookstore. Often these are autobiographical: the culmination of one person's career as a great leader in some capacity or another. Some people favour war leaders, some captains of industry, some politicians. The world is full of their wisdom. But how much of this content changes how you lead? And how much appeals to you because it justifies how you lead? Challenging yourself with new thinking can be uncomfortable and, when reading for pleasure, how critical are you being of what is presented? How well does their situation fit yours? People from different cultures, periods of history or situations may make decisions that you cannot make in your situation. Are you getting the full story? Were they really the lone hero or is that just how it’s being presented now? A CFO once said to me “there are thousands of leadership theories, why would one be any better than the others?”. That got me thinking. How many are there? How do we find the one that’s right for us? So, I did some research: If we accept that we are talking about theories which have been accepted by the academic community, peer reviewed, discussed and debated, perhaps even tested (less common than you might think) then I would say there are around 42 of them. Quite a few, but not thousands. Each makes a proposal of truth about leadership. Most are situational; very useful if you are interested in that one activity, but they tell you nothing about leadership as a whole. Some of based on psychology, others are the result of empirical studies. One is based on science and its that one which has my personal attention: Complexity Leadership Theory is based on Chaos Theory and recognizes organizations as complex systems and presents strategies for leadership which address the subsequent implications. Its multifaceted and takes quite some effort to learn how to apply but, for me, it is valuable because it answers important questions about leadership, is not situational and is totally scaleable. Whatever theory you choose to apply, I would say that they all have some merit and they rarely contradict. They are also much more likely to be generalizable than insight based on one person's career, but sometimes those books hit the spot (and there is no shortage of choice). #Leadership #Complexity #Management #ComplexityLeadership #AdaptiveLeadership #Agility #Enablingleadership #Mentoring #Trainingmaterial #Training #Administrativeleadership #Direction #Strategic #Tactical Follow me on LinkedIn: https://lnkd.in/enJYFyTb

Confident leaders aren’t developed overnight; what truly matters is your ability to lead even when you feel uncertain. Read the full article below.

The deployment of “Self” into circumstance In my leadership team sessions, I often start with the question, “What is Leadership?” Responses vary, but most participants can accurately describe what constitutes good leadership, though practicing it consistently is often another matter. At Leadership Circle, we define leadership as “the deployment of self into circumstance.” This definition is succinct, yet there is a lot to unpack. Firstly, leadership is contextual. The specific circumstances surrounding a leader significantly shape and dictate what is required—leadership occurs within a context. Secondly, leadership demands active engagement. Whether the approach is subtle or bold, leadership necessitates action. Lastly, a crucial question arises: which “self” is being deployed? My work with leaders primarily revolves around this pivotal question: “Which self?” A useful framework for understanding how our sense of self evolves is from Dan McAdams at Northwestern University. He outlines the development of the psychological self in three stages: 1. The Self as Social Actor: Early in life, our identity is shaped by our roles and traits within social settings. We perceive ourselves based on our interactions and how others perceive us. 2. The Self as Motivated Agent: During childhood and adolescence, we develop a deeper sense of self, driven by personal ambitions, values, and visions for the future. This phase marks a shift from external to internal self-definition. 3. The Self as Autobiographical Author: In adulthood, we craft a cohesive personal narrative that integrates our past, present, and future aspirations. This narrative provides our lives with a sense of purpose, direction, and continuity, linking our understanding of who we are with our place in the world. In coaching senior leaders, I emphasize evolving into an autobiographical author. This involves crafting and embracing a broader, more flexible, and nuanced story of themselves. By doing so, leaders can deploy a more capable and resourceful self into the presenting circumstance. For those of you who work with the Leadership Circle Profile, this is often the work of late-stage Creative. The process of self-authoring a more expansive story of self enhances leadership effectiveness and, perhaps more importantly, can positively impact all aspects of one's life. Shout-out to my friend and colleague, Steve Athey, for introducing me to this work and his thought leadership on the subject.