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Therése M. Sandberg
Your self-esteem will define how you as a leader deal with challenges, would it be conflict, performance or other work-related issues. When we lack self-esteem, our responses to challenges tend to increase our disposition to blame other people’s mistakes rather than rising to the challenge with enhanced accountability. We also tend to shield ourselves from being blamed if our self-esteem is threatened. Our tendency of being right then need to be transformed into a solution focus, which takes awareness.
How can I as a leader deal with challenges if my self-esteem gets in the way? Here are a few tips:
• Instead of being right, stay open to the views of others. Reach out to co-workers and embrace their knowledge and capabilities
• Focus on the factors of your influence and see to that you respond to external circumstances with a contributor mindset
• Realize that there will be occasions and situations out of your control, but trust
that your experience, knowledge and wisdom will help you deal with them appropriately
• Make responsibility a day-to-day activity, and your capacity to respond will increase, making sure that your chances of success will escalate rapidly
If you would like to learn more, please come and join us at our “Conscious Leader” training at Informator: https://informator.se/utbildningar/ledarskapsutbildning/ledarskapsutbildning-specialisering/conscious-leader-ledarutvecklingsprogram
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EPM
Thérese Sandberg & Aila Kekkonen hashtag#consciousleadership
There’s a paradigm shift happening in the business world. The traditional top-down carrot and stick management mentality is being replaced by a more human value-oriented leadership style. But, why? Studies show that it is not efficient anymore. Only in Sweden there’s an 86% engagement deficit among employees. Although, nearly 77% of the leaders consider themselves doing a good job engaging their people. And the engagement gap doesn’t serve goals, mission, vision and strategy very well. In fact, it’s one of the main causes for poor economical results.
So how is selflessness a part of the equation? Selflessness serves as a catalyst, allowing the best to unleash in the people we lead. It’s about getting out of the way, letting other people to shine alongside you. For the good of the company.
A few tips:
• Be a role model. Make a difference regarding what your company and the market-place need
• Create a work culture where everyone wins
• Initiate a feedback system from inside your company. Listen to your customers
• Empower your people, so they can succeed
If you would like to learn more, please come join us at our “Conscious Leader” training at Informator. See: link in the first comment below.
Av:
Aila Kekkonen & Therése Sandberg
Kopplat till Informators kurs: https://informator.se/utbildningar/ledarskapsutbildning/ledarskapsutbildning-specialisering/conscious-leader-ledarutvecklingsprogram
It is a misconception that conscious leaders would only be nice, wherefore average financial results are to be expected. The fact is that conscious companies have superior financial performance, since a lot of value creation is done towards all stakeholders - and it pays back.
Conscious leaders create cultures combining a high level of trust with strong emphasis on accountability. Accountability is mutual: leaders holding their co-workers accountable and the other way around.
Accountability also represents having strong “response-ability”, meaning having the ability to respond to a situation; being proactive, asking “What can I do?”
It also means, that one does not give the first automatic response that comes to mind. Rather, choosing a more empowered response. One where afterthought and context are embraced.
When we become aware of our reaction patterns, we give ourselves the opportunity to become more conscious, thus increasing our ability to respond to different circumstances. We have the power to choose our response to be accountable.
Would you like to learn more, please read about our “Conscious Leader” training at Informator.
Therése M. Sandberg &; Aila Kekkonen
Trusting relationships are a prerequisite developing an organization characterized by teamwork, cooperation and success.
To build trust you need to be perceived as trustworthy before you can release human potential and empower your co-workers. But trust is a two-way street, and organizations thrive when co-workers not only trust their leaders, but also feel trusted by their leaders.
In high-trust organizations, leaders make the effort to care for their employees, customers, stakeholders and the society in which they operate. And it’s conscious leaders make shared purpose an integral part, enabling people to get a feeling of meaningfulness from their work.
Organizations driven by conscious leaders benefit from greater synergy among stakeholders. Collectively, it enables them to achieve far more than would it be possible individually. Other benefits include increased respect, cooperation, communication, relations, engaged co-workers, and a greater reputation beneficial for a sustainable successful future.
Want to learn more about becoming a Conscious Leader? Please follow the link to our training at Informator in the first comment below.
All the best,
Therése & Aila
Enterprise Performance Management
Länk till kursen:
https://informator.se/utbildningar/ledarskapsutbildning/ledarskapsutbildning-specialisering/conscious-leader-ledarutvecklingsprogram
Therése M. Sandberg &; Aila Kekkonen
