The Voice for Insightful Leadership with Shelley Row, P.E.

Posts tagged "insight"

Is your leadership falling victim to the villain? “What villain?” you say. It’s a dastardly villain that limits your leadership potential and short-circuits your effectiveness. Particularly in technical fields, we’ve been trained to go along with the villain. Here’s how the villain shows up.

Technically competent people move into management where they face new challenges – challenges with people.  They become perplexed by personality conflicts; stymied by office politics, mystified by seemingly illogical decisions, and confused why their logical points don’t carry the day. As a result, they become marginally effective and moderately inspiring as managers. Sound familiar?

 

But rather than learn how to work with the people issues and their feelings, they vilify feelings. I had a senior leader say, “Why can’t they leave their feelings at home and just do their job?” A CEO said, “There’s no place for feelings at work.” In both cases, they believe that “feeling” is the villain.  They’re wrong.

The real, dastardly villain is the belief that feeling should be barred from the office. It’s an outmoded perception that didn’t work before and it won’t ever work because it goes against our humanness. It attempts to make people into robots. And, it’s derailing your leadership potential.

You can, of course, to hold onto the old belief system. It will continue to leave you frustrated, stressed, mystified and of average effectiveness. Yes, people will work for you but only for a paycheck. Their creativity, commitment and passion will be left behind. They will feel as though they are “just a number.” They won’t think twice about leaving.

If, on the other hand, you want to have deeper understanding of the workplace, feel less stress and frustration, be more effective, feel confident in your skills with staff, get more done and stand out from the crowd, join the movement to be a new brand of leader – an insightful leader.

It’s your choice. The only thing at stake is your future success as a leader. This is not an easy journey because it requires courage –courage to:

  • Break old mindsets;
  • Develop new skills that harness the power of both thinking and feeling; and
  • Unapologetically bring your humanness to work.

You will believe that you are more than just the data, and so are they. You will be part of a bigger movement.

If you’re interested, here’s your next step. Start replacing the outdated, villainous mindset with skill. Rather than be perplexed by personality conflicts, understand the conflict using neuroscience. Instead of being stymied by office politics, learn more about the interests of those in charge. Don’t be mystified by illogical decisions; rather understand the forces beyond the data that sway decision-making.

For now, just stop pretending that feelings can magically be shut off at the office door. Shift your thinking and notice when people exhibit a feeling about a project, program or person. It may be positive motivation, excitement or enthusiasm, or it may be disgust, anger and annoyance.  Either way, notice that we respond with feeling ALL THE TIME. It’s the way our brains are built.

Let’s not be afraid of feelings at work; let’s leverage them for the wisdom they hold and the humanness they bring. Because your staff, clients, bosses and partners are…guess what…humans.

Want to be a part of the new brand of leadership? If so, click here  YES! I WANT TO BE AN INSIGHTFUL LEADER

If you want to start your journey toward insightful leadership, contact Shelley now. CONTACT SHELLEY



It’s a position that seems perfect for you. You made it to the interview and now it is your big moment. There’s a lot at stake. Not only do you want to make a good first impression, you want to be memorable for the qualities that matter.

But are you ready?

Yes, you brushed up your resume and you researched the organization. But did you take the time to get clarity on the key points they should remember about you? Can you succinctly and clearly articulate the main message about you?

When preparing for an interview, I recommend creating your brand statement. This is a personal summary of who you are, your skills, and attributes you bring. You must get clear, be succinct and land the message.


Tip #1) Have a brand statement. It is essential that you know your personal brand and have a brand statement. Your brand statement concisely defines your skills and the value system you bring to work (dependable, professional, responsible, creative). When I work with clients to create their brand statement, we use a self-assessment tool and value system exercise, but you can do the same if you are honest with yourself about your skills and principles. Here is a framework for your use.

  • I am [your background] who [statement about a core strength].
  • I provide [three to four key points about your strengths].
  • I bring [statement about your values or how you do your job].

Here are two examples of real brand statements:

Ex.1)

I am a successful executive who loves a challenge.

I provide:

  • Big picture clarity,
  • Well-organized action and
  • Polished presentation

I bring professionalism, integrity, politeness and self-awareness to my work.

Ex.2)

I am an outgoing CPA who is focused on collaboration and team work to tackle tough accounting issues.

I provide:

  • Translation between highly technical tax regulation and business operations,
  • Collaboration with key business personnel,
  • Articulate summaries of tax challenges and issues, and
  • Practical business minded solutions that save time and money.

I bring integrity, courtesy, credibility and helpfulness to my work.


NOW IT’S YOUR TURN

Are you able to write your brand statement?  You want this ready before you walk into an interview.


Tip #2) Use examples. Most interviewees talk in broad generalizations, but generalizations are fuzzy and forgettable. If you state, “I’m well organized,” follow it with a specific, concise example where you used organizational skills to produce a key product. Examples make it easier to understand the value of the skill in a practical, real-world situation. Plus, examples are essentially short stories. Stories stick in the brain more easily than generalizations. Have a short example for each point in your brand statement under the “I provide…” section.


Tip #3) Land your message. Most interviewees ramble. The interviewer easily gets lost in the onslaught of words and may struggle to catch the key points, much less remember them. Make it easy for the interviewer. Emphasize examples of the main messages in your brand statement throughout the interview. instead of ending with pleasantries, end the interview with a short, strong summary of your brand statement and tie it specifically to this position. Make it clear why you are THE choice for the job. Ending with your brand statement ensures that you manage the last impression and that you leave them with the main points about you.

 

Bring insight to your interviewing skills by defining your brand statement, using real-life examples and landing your message. You will stand out from the crowd….for sure!



It started by mistake. As I pondered the topic for this newsletter, I picked up the kaleidoscope on my desk. It sits there to remind me to always see other perspectives. By mistake, I stared through the wrong end. Have you ever looked at the back end of a kaleidoscope? There is no swirl of color or dynamic image. Instead, you only see small fragments of colored bits.

The magic happens when those colored bits spin together into intricate designs. That’s when I realized that it’s the same for an insightful leader.  The colored bits are like their fundamental skills that swirl together to create deeper insights just as the kaleidoscope creates amazing images.

It’s those deeper insights that increase effectiveness and impact.

What then are the fundamental skills of an insightful leader? At the core, insightful leaders appreciate that leadership takes more than just data – it requires objective thinking and an appreciation of feelings – theirs and others. These leaders understand that they need basic skills to manage themselves and to understand other people – whether directing, inspiring, motivating or coaching. It’s not about being agreeable. It’s about being insightful.

After considering all that I learned through experience and through interviews with executives, here is a list of fundamental insightful leadership skills.

Try this Insightful Leader Quiz to assess your fundamental insight skills.

⧠      You understand the need to both think and feel at work.

⧠      You know your values.

⧠      You know and manage your biases.

⧠      You know and use your natural skills effectively.

⧠      You recognize when your natural skills get in the way.

⧠      You manage your blind spots.

⧠      You appreciate the value and limitations of data.

⧠      You listen for and manage both facts and feelings with others.

⧠      You wisely use email, phone or face to face communications

⧠      You know and manage your personal brand.

⧠      You use stories and visual language to connect with an audience.

⧠      You are aware of and manage triggering events for yourself and others.

⧠      You recognize and resolve your stuck stories.

⧠      You know when to decide and when to sleep on a big decision.

How did you do?  Are you comfortable that you have deep skill in a third, a half or more?

Perhaps this quiz struck you as overly introspective and self-focused. We’re more accustomed to thinking of leadership as vision setting, providing direction, establishing tone, managing change, influencing and motivating – all of which are outwardly focused. For sure, those are results of leadership like the beautiful, intricate images inside the kaleidoscope.  But, as with the kaleidoscope, you can’t achieve good leadership without fundamental skills (like the little bits inside the kaleidoscope). It’s the fundamental skills that you swirl together to create insightful leadership.

What fundamental skills do you most need to develop to be an insightful leader? Let me know and I’ll write more about these in future blogs.