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Understanding my Unconscious Time Management? (Part 1)

Since most of us are faced with an overwhelming amount of to-do’s every day, what is the most effective way to prioritize what ends up in our calendars?

The theoretical response: start with the most important items. That’s what I used to think I did naturally. But I discovered over time that the reality of how I choose what goes in my calendar is a lot murkier.

In fact there were many things that didn’t make it into my day that were more important then the ones that did.  Many of our clients have reported the same issue.

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By Noah Nuer   May 30, 2012   Category: Ego, Goals & Purpose, Organizational Development, Time Management   11 Comments comments

Feature Article in Diversity Executive Magazine: How Do Others See You?

   Diversity Executive Magazine just featured an article by CEO Shayne Hughes on how Desired and Dreaded Images (our concerns regarding how others view us) impact Diversity Officers. This insightful article is applicable to all leaders, but be sure to pass it on to those people in charge of diversity in your organization.

To view the article click here.

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By Shayne Hughes   May 29, 2012   Category: Changing Behaviors, Ego, Organizational Development, Race and Gender, Shayne Hughes, Transformational Leadership   No Comments comments

Changing Limiting Behaviors

Goals ConceptWelcome to our ongoing series of FAQ blogs about the core principles of LaL’s methodology. In this FAQ, CEO Shayne Hughes discusses what prevents us from changing behaviors that don’t serve our goals.

Q. Most people know the pain of trying to change a behavior like being argumentative or procrastinating. Why is it so difficult to do?

The first problem lies in recognizing we even have an unhelpful behavior. We don’t tend to notice our own leadership and communication styles. And there’s such rampant conflict avoidance in the workplace, people rarely express their feedback to one another.

The second obstacle is when you do notice something needs to be changed, it’s not enough to tell yourself, oh, I should do something different. People need to uncover why they began the behavior in the first place. It’s not an accident that they’re repeating it.

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By Shayne Hughes   April 26, 2012   Category: Changing Behaviors, Ego, Goals & Purpose, Transformational Leadership   19 Comments comments

Overcoming Ego Obstacles to Mentoring Others

 

iStock_000014335566_ExtraSmallI’ve coached hundreds of leaders, almost all of whom tell me they need to do a better job mentoring and developing the people who work for them. The problem is, that despite their desire to mentor, they often don’t feel they can invest the time it takes to cultivate the people below them. They’re so focused on the urgent goal of getting the work in front of them done (ahem, i.e. their own success) that they put the longer-term, bigger-picture goal of developing talent on the back burner. Obviously this can take a huge toll on employee morale, succession planning and the long-term sustainability of any organization.

In this series on mentoring others, I will cover various ways leaders may be unconsciously sabotaging themselves when it comes to developing  people, and offer tips for how to be a mentor that your employees will clamor for.

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By Laura Gates   March 27, 2012   Category: Uncategorized   4 Comments comments

The Power of Vulnerability

iStock_000017496084_ExtraSmallLAL executive coach Marc-Andre Olivier explores the power we gain by allowing ourselves to be vulnerable in the workplace.

It was the standard CEO kick-off speech launching our WeLead training program. My client (the CEO) came in and spoke to his team about the transitions they were facing as an organization, what some of their goals were and how LaL’s leadership training aligned with that. He mentioned to the group that he and his senior team had been through the training themselves, and described how it had dramatically changed the way they worked together; the value gained beyond the workplace and the significant difference it had made in his personal life.  He then encouraged his team to take full advantage of the opportunity available.

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By Marc-Andre Olivier   March 16, 2012   Category: Changing Behaviors, Ego, Organizational Development, Team Building, Transformational Leadership   10 Comments comments

Ego-Free Leadership

iStock_000013979109_ExtraSmallWelcome to the next installment of an ongoing series of FAQ blogs about the core principles of LaL’s methodology. In this FAQ, CEO Shayne Hughes looks at the ego and its impact on leadership.

In the executive coaching I do as part of my job at Learning as Leadership, I’m continually reminded of the impact that our egos have on our leadership. I’m often engaged in a discussion about this with my clients, and I’ve noticed that some common questions arise. Below is an FAQ guide on the ego and leadership. I’d love to hear your feedback or any additional questions you have on the topic.

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By Shayne Hughes   March 6, 2012   Category: Changing Behaviors, Ego, Goals & Purpose, Organizational Development, Team Building, Transformational Leadership   10 Comments comments

Time Management Week Blog Post – Creating the Optimal Week

iStock_000016314491_ExtraSmallDid you know that February is officially National Time Management Month in the United States?  Here at Learning as Leadership we thought we would do our part to celebrate by posting a two-part FAQ series with our COO Samantha Cooprider, on how you can create your optimal week.

What does it mean to create an Optimal Week?

It means making a conscious choice to look at the reality of how we spend our time. We all have personal and professional responsibilities as well as goals for ourselves. Yet, for most of us, there’s a disconnect between what we’d like to see in our lives and how we are actually spending the hours of our day.

The Optimal Week is a tool that allows us to make our time reflect our priorities in a way that’s aligned with reality.

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By Samantha Cooprider   February 9, 2012   Category: Changing Behaviors, Ego, Goals & Purpose, Organizational Development, Time Management, Transformational Leadership   19 Comments comments

Why Venting Is A Trust Buster

All About BusinessI recently worked with a leadership team who had a history of triangulation and venting. They decided that in order to accomplish their organization’s objectives, they needed to have greater trust and transparency among them.

This type of venting takes place on teams all the time. Although we often don’t mean it to be harmful, this back-end venting can turn out to be toxic. When we seek satisfaction with someone who can’t solve the problem, rather than address the issues with someone who can, we passively perpetuate dissatisfaction with the person or situation.

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By Carole Levy   February 2, 2012   Category: Changing Behaviors, Ego, Organizational Development, Team Building, Transformational Leadership   30 Comments comments

The ROI of Leadership – 3 Steps to Measuring Your Worth as a Leader

Success flow chart on a blackboardHow do you measure your worth as a leader?

I coach a lot of leaders who express concerns that they don’t know how to measure their contributions to the organization and their people.

They worry they’ve become one of “those” people at the top of the food chain who doesn’t really do anything, one of those people they may even have been judging and criticizing as ineffective and worthless to the company because they create work for others, but don’t actually DO anything.

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By Laura Gates   January 23, 2012   Category: Changing Behaviors, Ego, Goals & Purpose, Team Building, Transformational Leadership   13 Comments comments

High Performing Leaders Replace Fears With Purpose

iStock_000015084196_SmallIn our work with CEOs and executives, we have found that leaders who actively start to replace their fears — or just give more importance to their higher purpose and goals — increase their effectiveness.

For example, I had one client who ran a highly visible non-profit organization, and who had developed an innovated strategy for how to serve underprivileged children. To implement her ideas, she needed to step out in a very public and visible way, writing, giving speeches and presentations. She really believed in her idea, but could not guarantee it would work, and was afraid of being seen and judged as a fraud by other leaders in the non-profit world.

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By Carole Levy   January 13, 2012   Category: Changing Behaviors, Ego, Goals & Purpose, Race and Gender, Transformational Leadership, Women's Leadership   27 Comments comments

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