Human-Centered Leadership
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"If you're a Recruitment Consultant or own an Agency check out this incredible resource".
Here’s an excerpt shared by Monte Pedersen about “Resistance To Change”.
As a leader, when our team fails to achieve the organization’s expected outcomes, we must always look inward first and ask what role we played in why expectations were not met.
Being a responsible leader means taking ownership of everything that happens on your watch.
This applies to everything and especially our people; we must own that too. There will always be resistance to change, primarily because people want to be comfortable.?
"When teams don't control the conditions that shape their work, they rarely generate stunning outcomes," according to Mark Raheja.
Leaders must know that people will always want a "perfect set of conditions" before committing to anything new.?
When strategy execution is implemented, team members give it the same greeting. Because it's the most significant change they will ever experience organizationally, they view it with skepticism and doubt.?
They don't understand the work and commitment required to make it work, so they resist. As humans, people are happy doing what they know and trust. We prefer to be left alone to do our work.?
When we experience this resistance, we know why very few organizations choose to pursue strategy execution as a discipline. Because it's hard, takes additional work, and creates pressure on everyone to do their job.?
It takes strength and courage to discover something new and optimistic we know will help the business. It takes even more fortitude to implement it.?
As leaders, we can't hesitate. We must push it forward, screen out the noise, and tell people, "We're going to get this done!"
Otherwise, our people will see we aren't sincere or committed to the change. They'll call our bluff, and we will be exposed as not owning the change.
People who have never worked with strategy execution don't know or understand the benefits of implementing it. They're too busy figuring out why it won't work, how to oppose it, or resurfacing past failed initiatives to convince us it's not worth the time.?
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When you know the resistance is there, you must always persist because this is about accomplishing great things, and great things are never easy.?
Another great insights from? Harvard Business Review on how to “Tap into Your Team’s Humanity”. This tip is adapted from “Shift Your Leadership from ‘Power Over’ to ‘Leading Through,’,” by Kim B. Clark et al.
Too often, leaders revert to controlling behavior in order to quickly reduce costs, which comes at the expense of people, purpose, and genuine gains in productivity.?
This “power-over” paradigm is the very reason leaders don’t get as much out of their employees as they believe they can.
It’s time for a new “leading through” paradigm of leadership to help to break through this tendency and to activate the power of employees’ humanity.?
Here’s how:
1. Strive to achieve good.?
What a leader does with their influence will affect people for better or for worse. If you think of leadership as a moral cause, then effective leaders always seek to do good and make things better for the long term.
2. Prioritize your people.?
Influential leaders understand that creating an environment where people thrive is crucial to the viability of an organization. A thriving human being is a wonderful source of power. That’s why leaders should make people (and their personal growth) their first priority.?
3. Emphasize learning and embrace change.?
This is where effective leaders mobilize people, involving them in the process of change at their organization and encouraging constant learning and growth.?
Free Resource Pack for Leaders
Enjoy your FREE RESOURCE PACK with tools and strategies for self-improvement or to share with your teams.?
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That’s a wrap on this week.
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