Tom Lawrence的动态

WHAT SACRIFICES ARE YOU WILLING TO MAKE FOR YOUR PEOPLE? ? There are 24 hours in one day, so I have plenty of time to grow myself. ? DOWNLOAD CHAPTER 1 OF MY BOOK "A LIMITLESS MINDSET" FOR FREE BY CLICKING THE LINK IN THE COMMENTS. ? FOLLOW MY CONTENT AT #highlyeffectiveleader ? I make sure that I use this time to the best of my ability. ? So, every weekday after work and every weekend. ? It didn’t matter what it was or how much it was, as long as I did something to develop myself every day, I was on the right path. ? I started reading every day. ? I watched leadership and development videos online. ? I listened to podcasts, webinars, and I attended conferences. ? I did this to ensure I was developing in the area of leadership every day. ? That’s how I knew I was on the right path and I was helping myself and my people. ? Our productivity, our relationship building and trust building vastly increased. ? All this because I took the decision to work on myself every day. ? I see this all as leading by example for the good of my people. ? Leadership is not about us, but it does start with us and takes a lot of sacrifice. ? What sacrifices are you willing to make? ? DOWNLOAD CHAPTER 1 OF MY BOOK "A LIMITLESS MINDSET" FOR FREE BY CLICKING THE LINK IN THE COMMENTS. ? #Leadership?#PersonalGrowth?#Influence?#LeadershipDevelopment?#Integrity?#Change?#Vision?#Respect?#GoTheExtraMile?#Example?#ConnectedLeadership?#ConnectionMatters?#Trust?#DontGiveUp?#DontQuit?#Communication?#Inspiration?#Inspire?#Books?#LinkedIn?#Mindset?#GrowthMindset?#LimitlessMindset?#HR?#HumanResources?#HRLeader?#HRLeaders?#HRLeadership?#HRConsulting?#HumanResourceDevelopment?#HumanResourcesManager?#FutureLeaders

WHAT SACRIFICES ARE YOU WILLING TO MAKE FOR YOUR PEOPLE? ? There are 24 hours in one day, so I have plenty of time to grow myself. ? FOLLOW MY CONTENT AT #HighlyEffectiveLeader ? I make sure that I use this time to the best of my ability. ? So, every weekday after work and every weekend. ? It didn’t matter what it was or how much it was, as long as I did something to develop myself every day, I was on the right path. ? I started reading every day. ? I watched leadership and development videos online. ? I listened to podcasts, webinars, and I attended conferences. ? I did this to ensure I was developing in the area of leadership every day. ? That’s how I knew I was on the right path and I was helping myself and my people. ? Our productivity, our relationship building and trust building vastly increased. ? All this because I took the decision to work on myself every day. ? I see this all as leading by example for the good of my people. ? Leadership is not about us, but it does start with us and takes a lot of sacrifice. ? What sacrifices are you willing to make? ? #Leadership #PersonalGrowth #Influence #LeadershipDevelopment #Integrity #Change #Vision #Respect #Responsibility #GoTheExtraMile #Example #Awareness #ConnectedLeadership #ConnectionMatters #Trust #DontGiveUp #DontQuit #Communication #Inspiration #Inspire #Books #LinkedIn #Mindset #GrowthMindset #LimitlessMindset #HR #HumanResources #HRLeader #HRLeaders #HRLeadership #HRConsulting #HumanResourceDevelopment #HumanResourcesManager #FutureLeaders

Being a great manager isn't just hitting targets… It's beyond simply driving performance. A high-impact leader... -nurtures -empowers -develops They prioritize -morale -satisfaction -purpose -inclusion NOT just productivity… They acknowledge wins along the way. They own mistakes and setbacks. Remember?? People leave managers, not jobs. As a new manager, your potential impact is massive! Learning how to lead people effectively is a worthwhile investment of your time. (And don't be afraid to ask for help.) Stay humble. Find a coach. Find a mentor. Listen to some podcasts. Buy some books. #Leadership #Management --------------------------------- ?? Repost to the community if you find valuable ?? Follow me for more first-time manager tips ?? Sub to Just Got Promoted Newsletter (link in bio)

?? Discover how Dexter Nolley helped a leader to overcome shyness and lead strongly in the health system. ?? Jump into this summary of "Conversations with Coaches" podcast ??? Season 3, Episode 8. ???? Dexter, a seasoned Chief Human Resources Officer, brings over a decade of experience in leading HR operations and providing executive coaching in academic medical centers. ???? In this episode, Dexter reveals how one health system leader faced challenges in understanding leadership and employee engagement, and how he managed to embark on a transformative journey to overcome shyness and lead assertively. ??? Key Insights: ?? Intentional Relationships: Building authentic and consistent relationships is crucial. It's not about being an introvert or extrovert, but about showing up as a leader who empowers others to solve problems. ?? Leadership as a Team Sport: Real-time feedback and stakeholder engagement are essential for growth. Leadership cannot be learned solely in a classroom; it requires continuous application, feedback, and adaptation. ?? Commitment to Growth: Effective leadership starts with understanding what good leadership looks like, and then committing to a journey of continuous improvement. It's about having the courage, humility, and discipline to seek help and act on feedback. ?? Embrace the Pain: Dexter emphasizes that there will be pain and frustration either way. The choice is between experiencing it while staying stagnant or enduring it while striving towards your goals. Choosing the latter ensures growth and progress, despite the challenges along the way. Are you ready to take your leadership to the next level? Connect with Dexter to learn more about turning challenges into development opportunities! ?? https://lnkd.in/gZFnwx3H Visit https://lnkd.in/gQEe9Riw to download case studies from this season. If you're interested in understanding the foundations of leveraging stakeholders and measuring results in coaching, join our free training program at https://lnkd.in/eyerG6An.? ?? ?? #Leadership #Coaching #StakeholderCenteredCoaching #LeadershipDevelopment #FeedbackCulture #ContinuousImprovement #LeadershipExcellence #CaseStudy #MGSCC #LeadershipTips #CoachingCulture #LeadershipSkills #ExecutiveCoaching #CoachingTips #PodcastSummary #CulturalTransformation #LeadershipCoaching #ConversationsWithCoaches #SuccessStories #GrowthMindset Marshall Goldsmith Marshall Goldsmith Stakeholder Centered Coaching? Brandon James Mergard - Marshall Goldsmith Coaching

?? Discover how Dexter Nolley helped a leader to overcome shyness and lead strongly in the health system. ?? Jump into this summary of "Conversations with Coaches" podcast ??? Season 3, Episode 8. ???? Dexter, a seasoned Chief Human Resources Officer, brings over a decade of experience in leading HR operations and providing executive coaching in academic medical centers. ???? In this episode, Dexter reveals how one health system leader faced challenges in understanding leadership and employee engagement, and how he managed to embark on a transformative journey to overcome shyness and lead assertively. ??? Key Insights: ?? Intentional Relationships: Building authentic and consistent relationships is crucial. It's not about being an introvert or extrovert, but about showing up as a leader who empowers others to solve problems. ?? Leadership as a Team Sport: Real-time feedback and stakeholder engagement are essential for growth. Leadership cannot be learned solely in a classroom; it requires continuous application, feedback, and adaptation. ?? Commitment to Growth: Effective leadership starts with understanding what good leadership looks like, and then committing to a journey of continuous improvement. It's about having the courage, humility, and discipline to seek help and act on feedback. ?? Embrace the Pain: Dexter emphasizes that there will be pain and frustration either way. The choice is between experiencing it while staying stagnant or enduring it while striving towards your goals. Choosing the latter ensures growth and progress, despite the challenges along the way. Are you ready to take your leadership to the next level? Connect with Dexter to learn more about turning challenges into development opportunities! ?? https://lnkd.in/gZFnwx3H Visit https://lnkd.in/gQEe9Riw to download case studies from this season. If you're interested in understanding the foundations of leveraging stakeholders and measuring results in coaching, join our free training program at https://lnkd.in/eyerG6An.??? ?? #Leadership #Coaching #StakeholderCenteredCoaching #LeadershipDevelopment #FeedbackCulture #ContinuousImprovement #LeadershipExcellence #CaseStudy #MGSCC #LeadershipTips #CoachingCulture #LeadershipSkills #ExecutiveCoaching #CoachingTips #PodcastSummary #CulturalTransformation #LeadershipCoaching #ConversationsWithCoaches #SuccessStories #GrowthMindset Marshall Goldsmith Marshall Goldsmith Stakeholder Centered Coaching? Brandon James Mergard - Marshall Goldsmith Coaching

This is another great episode from Dave Stachowiak and the Coaching for Leaders podcast. When I work with individuals and teams I'm always keen to focus on strengths. In the episode, Lisa Cummings uses a great analogy: 'we don't ask fish to climb trees'. The question is therefore, why do we often put a disproportionate focus on getting better at things we're just not good at? Using our strengths is more productive and energising. I often use Zircon BeTalent's Strengths tool to help identify areas of strengths both individually and in teams. It's a simple but effective approach to releasing our potential.

Strength-based approach. Humans naturally have a negativity bias, which unconsciously gives more weight to the negative than the positive. While this bias can help us deal with potentially negative situations or inspire change, it is unhelpful when we are leading our team. Due to the negativity bias, we often focus on our teams' weaknesses or failures and not enough on their strengths. It's common in a job interview to ask, "What's one of your weaknesses?". During the performance review, we ask, "What's one thing you are struggling with?" In the event of an issue or incident, we look at "areas we need to work on?" While these questions can help us gain some insight into how we can improve, they are more often than not counterintuitive. The weakness-based approach highlights your team's failures. It gives the impression that your team isn't good enough, and they never will be. Like an abusive parent, your team will never be able to live up to your expectations. If left unchecked, a weakness-based approach will 1. Destroy moral 2. Create a negative self-fulfilling prophecy 3. Reduce worker output 4. Encourage worker turnover. Instead, focus on their strength as a team and as individuals. What did they succeed at? What are they good at? What are their highlights! By simply focusing on their strengths, we can elevate our team to the next level. If you are struggling with a strength-based approach, join me on the Seeding the lead podcast ep 48 A strength-based approach link below https://buff.ly/3TB65oA #leadership #coaching #personalgrowth #selfimprovement #leader #executivecoach #seedingthelead #management

For some leaders, asking for help might feel: - That I’m not good enough to do my job. - Others will see me as incapable. ? As a result, they focus on face-saving and proving competence. ? This perception is costly, which in turn means less than superior results. In fact, asking for help is: - a sign of true confidence and self-understanding - dropping the focus on self and insecurity and having a complete focus on strategic goals. - understanding that success cannot be achieved alone. - understanding that leaders don’t have all the answers. - a strength by being vulnerable. - using all resources available to achieve the desired outcome To achieve superior results, create a work environment/ culture: ? that makes it okay to ask for help ? that makes it okay not to have all the answers ? that makes learning a key aspect of leadership and is encouraged ? that enables leaders to role model confidence and a growth mindset --------------------------------------------- Please repost if you found this useful. Let’s connect.? ---------------------------------------------- Inspiration for my posts is attributed to my own personal experience, books, podcasts. articles, posts, conversations, and other sources.? #leadership #askforhelp #growthmindset #superiorperformance #fanuelteklegiorgis #leader #ceo #founder

If you don't ask for help when you need it, you feel overwhelmed and end up being stressed. The best leaders aren't afraid to ask for help. If you set this example, your teams won't hesitate to ask for assistance and this in turn creates a healthy environment of cooperation and teamwork. #leadership #executive #peakperformance #CEO #Founder #leader #humancapital #growthmindset #learningculture #confidentleadership

Dorie Clark has joined me on Coaching for Leaders several times over the years...but it's her most recent appearance that I think about most. Dorie is the author of The Long Game and several other bestselling books.?She helps people reinvent themselves and make positive changes in their careers and lives. Fairly regularly, one of our members or listeners asks some form of this question when making a career or skill shift: "How long will this take?" There are, of course, tons of variables -- but I always point them to Dorie's research, since her guidance is a starting point for expectations. Here's what she tells us in The Long Game: * It’s often 2-3 years of sustained work before you see noticeable progress. * To become a recognized expert, you should expect at least five years of consistent effort. * People revisit strategy too often when instead they should often continue to follow their action plan. * Even if you end up “losing,” strategize up front how the time and effort you put in is still a win. * When times are toughest, ask three questions: (1) Why am I doing this? (2) How has it worked for others? and (3) What do my trusted advisors say? I didn't mention this in the episode, but 2-3 years after starting Coaching for Leaders was right about the time I started noticing others actually paying attention to my work. And, it was right about at 5 years when the podcast really started getting traction. But this is the question Dorie asks that I most often invite others to consider: “How can you win, even if you lose?” When I started Coaching for Leaders, I assumed I was going to "lose" -- as in, I had few expectations for any meaningful traction. The "win" I planned for was that it would provide credibility to a hiring committee when I applied for a job in academia. Things worked way better than I planned for, but that outcome would still have been a win. Our full conversation on episode 550 is linked in the comments. If you're beginning a reinvention right now, The Long Game by Dorie Clark is the book to pick up. What did you hear from Dorie that was helpful for you? #careers #leadership #management