Rising Tide Leadership Podcast

Three Pillars of Emotional Intelligence (Ep. 72)

Episode 72 - Three Pillars of Emotional Intelligence

 

EQ - navigating the complex inner interpersonal dynamics, inspiring, motivating teams and making really sound decisions that are based on emotional awareness. 

 

Three Pillars of Emotional Intelligence:

1. Self -awareness
2. Empathy
3. Relationship management

 

• Self-Awareness:

• Leaders are self -aware. 
  • involves understanding emotions, strengths, weaknesses, values, goals.
  • recognize different triggers, biases, limitations to regulate their emotions effectively and make more and better informed decisions.
• Leadership is not really about who you're supervising, more of a matter of how you are getting better. 
  • listening to other men and women who are smarter or wiser
  • you can't start the self -awareness process on your own 

 

QUESTION: Are you self -aware? 

• Reach out to other people
• Ask them, “Am I self -aware?” 

 

• Empathy

• Leaders are empathetic. 
  • attuned to emotions and perspectives of their team members
  • fosters trust, collaboration, and effective communication 
  • creates a supportive work environment where individuals feel valued and understood.
• Leaders have to live in the feelings and emotions realm
• A leader that doesn't care is not going to be a leader for long. 

 

BOOK: 21 Irrefutable Laws of Leadership, John Maxwell 

• Your people need to know that you care about them before you can lead them. 

 

QUESTION: What kind of vulnerability do you have with your people? 

QUESTION: Who are the people in your life that can speak into your life and do it freely?

 

• The last thing that you should ask your people at the end of every meeting or every conversation with them is, how can I help?
  • that is your job⸺ to help other people to solve problems. 
  • Metaphor: When sitting across from somebody I supervise, what does it take for me to move to their side of the table? 

 

• Leaders are Relational 

 

• Relationship management involves leveraging your own self -awareness and empathy to cultivate a positive relationship with each of the people on your team.
  • More influence with others 
    • Emotionally intelligent leader excels at:
      • Conflict resolution. 
        • Prioritize open communication, constructive feedback, empower team members to succeed. 
        • Foster a culture of trust, loyalty, and productivity within their organizations.
      • Relationship Management Skills
        • Communicating clearly 
        • Listening actively
        • Cooperation
        • Stay away from social pressure 
        • Do conflict in a constructive manner. 
        • Seek help when needed

 

BOOK: Emotional Intelligence 2 .0, _____

 

QUESTION: What does it take for you to express your feelings to others? 

 

ASSESSMENTS:  

• Gallup Strengths Finder. 
• DISC Profile

 

• Leaders need to know themselves and be self -aware of both their strengths, and their personality 

MO’s Final Thoughts

The key differentiator is a genuine commitment to continuous self -improvement. It's about you getting better, not about making your people better. You're not there to work on your people. Work on yourself. The emotionally intelligent leader is going to be humble enough to acknowledge his or her own shortcomings and actively seek feedback from others. Invest time and effort into developing these emotional intelligence skills. Read the books. Hang out with the right people. Take the assessments. Practice it. Seek out people that can help you. Those who prioritize their own growth, are going to be the ones that set a positive example for their teams. And they're going to create a culture that values emotional intelligence at all levels of the organization.

 

Amazon Book Link:

21 Irrefutable Laws of Leadership, John Maxwell - https://rb.gy/1cysf8 

Emotional Intelligence 2.0, - https://rb.gy/jfp53n 

 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Leading in the Remote (Ep. 71)

Episode 71: Leading in the Remote

 

• Culture is amplified

• Culture is the heartbeat of any organization
• Remote work doesn't mean sacrificing the heartbeat - the key lies in intentional cultivation
• Define culture clearly and consistently, communicate it across all channels, and align hiring practice 
• Bad news needs to be delivered in person
• Keep it personal and personable

 

ARTICLE: “The Telephone is the Instrument of the Devil”, Marika Ehrenkrona

 

BOOK: Telecommunications: Yesterday and Today, Peter Anderson 

 

• We need to embrace new communication no matter what it is

 

QUESTION: Am I embracing the changes in culture and am I using that to shape the culture of my own team?

 

1. Communication is appreciated 

 

• Communication is the lifeblood of remote teams
• Beyond these tools, it's about fostering an environment where open dialogue is encouraged, where every team member feels heard and valued
• Do not blur the boundaries of the people that you supervise. 
  • Respect the boundaries of the people you are leading

 

BOOK: Boundaries, Henry Cloud

 

• It is your job to set boundaries in your own life and help the people that you supervise do the same.

 

• Clarity is achieved 

 

• You as a leader need to be proactive in addressing issues and provide clear guidelines
• Create channels for reporting misconduct
• Promoting empathy, and understanding among the team members can prevent misunderstandings. 
• Create a virtual workspace where everyone feels safe, supported, and empowered to do their best work
• It's up to you to be communicative - clarity begins with you. 
• “If it is a mist in the pulpit, it is a fog in the pew” - If it’s not clear, it is your fault.

 

QUESTION: Do you know your strengths? Do you know what you're good at? Do you know your personality? Do you know who's extroverted and introverted? 

 

• Good clarity breeds a great team 
• Have clarity and to bring clarity to your teams 

 

MO’s Final Thoughts:

Leadership is not about commanding from the top, but it's about empowering from within. If you want to empower your people in the remote world, you can do so. Stop complaining. Leaders need to learn how to lead in the remote. Leaders, the culture is up to you, the communication is up to you, the clarity is up to you. And when you take full responsibility for those, you are going to start building an incredible team and people are going to want to be on your team.

 

Amazon Book Link:

Boundaries, Henry Cloud - https://rb.gy/724kik 

 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Leaders Take Care (Ep. 70)

Episode 70: Leaders Take Care

 

Point 1: Address the Need for Wellbeing

 

• 70% of Americans feel that the nation doesn't care for them, and 38% are considering moving abroad due to concerns about their human rights. (American Psychological Association)
• Gallup's "State of the Global Workplace" report reveals that 57% of U.S and Canadian workers experience regular stress, impacting their performance and satisfaction. 
• Leaders need to understand the real costs of workplace stress.
• Leaders set goals. 
• Writing out goals solidifies them. 

Point 2: Promote Wellbeing in Your Team Culture

 

• Leaders should always be promoting wellbeing within their organizations. 
  • Foster a culture of empathy and support, 
  • Provide resources and programs to help employees manage stress 
  • Recognize employees who are happy and healthy are more engaged and likely to perform at their best.

• When it comes to work life balance, you as the leader have to lead the way. 
  • Take care of your people and take care of yourself. 

 

BOOK: (Walsh, Bill; Jamison, Steve; Walsh, Craig. The Score Takes Care of Itself: My Philosophy of Leadership (pp. 215-216). Penguin Publishing Group. Kindle Edition)

 

QUESTIONS:

• Are you practicing that self care right now?
• What do you need to do to change so that you are better ready to serve those who follow you?

 

Unhealthy Workplace:

• You need to get out
• Start making an extra strategy now
• Or you will be in the exact same spot

• If the people above you are not taking care of your well-being now, they are not going to do so in the future. 
• Don't be the problem. 
  • How do you know whether you are doing things the right way or not? 
  • Ask the people that you are leading.

 Perception vs. Reality:

• People say they want to take care of themself, but don’t do it. 
• Have a standard for yourself. 

 

Point 3: Make Wellbeing a Priority Now

 

• Leaders must know the importance of making wellbeing a top priority. 
• Collaborate and develop strategies and policies that prioritize employees' wellbeing.
• Find strategies to help people feel better about what they do. 

 

Practical Tips:

• You need to take a day off. 
  • step away from your phone and anything else that distracts you from letting your mind rest. 
  • if you don't, you are never going to be fully replenished your energy level. 

 

ARTICLE: Productivity Tips – Be More Productive With Less Effort, Brian Tracy

 

BOOK: “How I Raised Myself from Failure to Success in Selling”, by Frank Betcher. 

• Self Organization Day

 

“A rising tide lifts all boats”.

 

MO’s Final Thoughts:

Make this the time in your life you put forth a plan to take care of your well-being. Then invite those around you to be part of the process. When you do this, you will have a friend for life. 

 

Amazon Book Link:

The Score Takes Care of Itself: My Philosophy of Leadership, by Bill Walsh, Dick Hill, Craig Walsk, Steve Jamison - https://a.co/d/3jmnubU 

 

How I Raised Myself from Failure to Success in Selling, by Frank Betcher. - https://a.co/d/7FPwhs8 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Convo with a Champion: Coach Candace Moats, IWU Volleyball (Ep. 69)

Episode 69: A Conversation with a Champion 

Special Guest: Candace Motes, Indiana Wesleyan University Women's Volleyball Head Coach

 

• Won the NAIA National Championship.
• Every person has a different philosophy and there's no two leadership philosophies that are exactly the same. 

 

Background Information:

• When did you start coaching? 
  • I got into volleyball and it took me to an opportunity to go play at the University of Nebraska Omaha.
  • That's where I became knowledgeable as a coach in a sense being a player around great coaches
  • I Wasn't thriving in that culture at all and it was becoming more of a heartache for me So I left and went to a Christian University.
• What made you want to be a coach?
  • Assistant Coach for the team I played on and enjoyed it
  • Was recommended to take over as my college coach left. 
  • Coaching peers - “One of the hardest things that I did”
    • “When God calls  you to something and you, even if fear, go towards it, it changes your life.” 
  • Coached at Alma Mater for 10 years before coaching in Indiana. 
• How long have you been in your current position at Indiana Wesleyan?  
  • Coaching at Indiana Wesleyan for 22 years
  • There's been hardships, there's been growth, but overall it's been a great experience for me.

 

Team Background:

• How did you feel going into this season? Did you know that this was going to be the season? 
  • No, I didn't. 
  • There were lessons learned from each individual. 
    • But for me personally, I did not have the trust that I needed.
    • Didn’t see this team for the potential that they had. 
    • I was very critical,  skill set wise, 
  • The grind of continuing to have the vision of what it took to get to the highest level and going through that journey.
  • Chasing little goals

 

•  What do you think contributed to this being the championship winning season?
  • Focused on Building Culture
  • Adjusted practices to reflect this priority 
  • Brought in a mindset coach
  • Took an international trip
    • The value of being uncomfortable
    • Doing something together
    • Serving 
  • Recruited great players

 

Facing Obstacles:

• Not always just players and their drama
• Coaches can bring in obstacles too 
• Injuries
• Keep the mindset in a positive direction
• Helping our culture stay together
• Understanding roles

Who is someone who has really influenced your leadership?

• Debbie Brown from Notre Dame. 
• John Dunning from Stanford.
• Ruth Nelson - Olympian coach  
  • https://www.theartofcoachingvolleyball.com/profile-ruth-nelson/
  • Has really shown me to stay in it till  you don't have a passion anymore, but don't leave because you're believing lies that tell you that you should be done and do something different.

 

BOOK: “Starts with Why”,  by Simon Sinek. 

 

Coach Candace’s Final Thoughts: 

Don't be afraid to change your thoughts. Don't be afraid. First of all, for young coaches, don't try to be anybody else that you think you should be. I have to be who I am. And I have to be who God created me to be. And I have to be the person that he wants me to be influencing in the moment that I'm in. But then, as you continue to go, continue to stay grounded in, “I can change, and I can make changes.” 

 

Amazon Book Link:

Start With Why, Simon Sinek - https://a.co/d/1SQnw4G 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

The Adaptable Leader (Ep. 68)

Episode 68: The Adaptable Leader

1: Leaders Navigate Uncertainty

• That’s what leaders are all about!
• Stay composed and level-headed in the face of uncertainty. 

Practical Technique: Stop and count to 10. 

• Don’t be hasty in the way that we react. 
• Don't ever say anything that you can't take back. 
• By being adaptable, you can act as a source of stability and reassurance.

BOOK: “Leading Up,” by Michael Useem. 

• Help those who lead you
• As you learn to lead up, you are setting an example for others to follow

2: Leaders Continually Learn

• You are never done learning!
• Leaders who prioritize continuous learning aren't afraid to admit when they don't know something and actively seek knowledge and expertise from others.
• Investing in yourself is the most important expense you will ever make. 
• It is YOUR responsibility to learn on an everyday basis. 

POINT 3: Leaders Empower Teams

• Unlock the collective creativity and problem-solving potential of their workforce. 
• Leads to more innovative solutions and provides a competitive edge in the market.
• You cannot get people to change. PERIOD.  
  • Change the way that you encourage and motivate people. 

BOOK: “How to Win Friends and Influence People”, by Dale Carnegie 

• People are only going to do what they want to do. 
• It’s our job to help people execute for their good and the organization
• “You manage things, but you lead people.” Rear Admiral Grace Murray Hopper  

MO’s Final Thoughts

The Greek philosopher Heraclitus Said that the only constant is change. Blessed are the flexible for they will not be broken. My Hope is that you become that kind of leader. That nothing can stop you from going forward and getting better, but that you take the hits, and you keep on rolling. 

 

Amazon Book Link:

Leading Up, Michael Useem - https://a.co/d/1WqGn8e 

How to Win Friends and Influence People - https://a.co/d/jlUn8Un 

Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm 

Extreme Ownership, by Jocko Willink, Leif Babin - https://a.co/d/beGQe6e 

 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

––––––––––––––––––––––––––––

Leaders Start with Why (Ep. 67)

Episode 67: Leaders Start with Why

Questions to Ponder: 

• Have you ever been asked to do something by a leader and not fully understood why? 
• Have you, as a leader, ever asked your team to do something without explaining the task's true purpose?

1. Leaders Start with "Why"

BOOK: Start with Why, by Simon Sinek 

• Knowing the vision and direction as a leader is paramount.

BOOK: Leadership Lessons from the Age of Fighting Sail, by Chris Brady

• Leaders who possesses a clear and unwavering belief in their vision become a beacon of inspiration for their team. 
• You need to know where you are headed and why it matters. 

• This fosters a  sense of authenticity and credibility that is inherently persuasive. 
• Team members are naturally drawn to leaders who can articulate 
  • What
  • How
  • Why 

BOOK: StrengthsFinder 2.0, Gallup and Tom Rath

• A leader's ability to get others to believe in and follow her isn't solely dependent on the vision itself, but also on their ability to effectively communicate and share it. 
• A leader must convey the "why" in a way that resonates with her team.
  • listening, 
  • understanding, 
  • and empathizing 

• A leader's consistent actions, integrity, and accountability play a pivotal role in earning and maintaining the trust and respect of their team. 

2. Leaders Pinpoint Essentials

• Effective leadership involves several crucial elements. 
  • resilience in the face of failure. 
  • “Major on the majors and minor on the minors.” 
  • Focus on the big picture.
  • Transparent communication is key. 

QUESTION: Are you a communicative person, whether it is with your family at home or with those at work? 

QUESTION: What is it that I can do, that nobody else can do all the time? 

• Your people want to do what they are good at. Get out of their way and let them do it. 

3. Leaders Empower with Purpose

• Empower through a clear sense of purpose.
• By explaining the "why" behind actions and decisions, leaders encourage their teams to take ownership of their responsibilities. 

• Work during the day to make a living. Work during the night to make a life. 
• If you are not happy where you work, work hard enough to earn your way out. 

MO’s Final Thoughts

If you want people to follow you, you need to know why you are doing what you are doing. You need to give your people the reason to follow you. Don’t ever be upset if someone isn’t following you. There are no bad teams, only bad leaders. You need to be willing to put the work in. People want to follow someone who is passionate and knows what they are doing. Get out there, work hard enough and find your why. Live in the why!

Amazon Book Link:

Start with Why, by Simon Sinek - https://a.co/d/bCcXp8r 

Leadership Lessons from the Age of Fighting Sail, by Chris Brady - https://a.co/d/9nn3arJ 

Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm 

 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Special Guest: SFC John Noe (Ep. 66)

Episode 66: Hero Spotlight with SFC John Noe

 

Mortuary Affairs – Provides dignity, honor and respect to fallen soldiers. 

 

BOOK: Where Men Win Glory: The Odyssey of Pat Tillman 

https://a.co/d/aA5PjP1

 

MOVIE: Taking Chance, starring Kevin Bacon

 

1. Most rewarding part of your job? 

I feel like I am helping people with a service that a lot of people wouldn’t want to do…knowing I provide a service that gives family’s closure. 

 

1. Who is someone in your life that has helped to shape you as a person? 

Dad – “If I was as good as he is, this world would be a better place.” 

Current Boss – Taught me that how you say things influences the reaction you are going to get. 

 

1. What’s a book that’s influenced you? 

A Purpose Driven Life, by Rick Warren https://a.co/d/2mySojD

“If you don’t have a purpose in your life, how are you able to lead anyone?”

 

SFC John Noe’s Final Thoughts:

LDRSHIP Acronym 

•     Loyalty
•   Duty 
•   Respect 
•     Selfless Service
•     Honor
•     Integrity 
•     Personal Courage

 

Special thanks to:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Building Your Leadership Well (Ep. 65)

Episode 65 - Building Your Leadership Well: Going Deep to Lead Effectively

• Depth Equals Competence

You are only as good as you continue to learn. 

To become a truly competent leader, you must dive deep into your field or industry.

Competence allows you to:

• Make informed decisions
• Solve complex problems effectively
• Earn the respect and trust of your team 

• Depth Inspires Confidence

Leaders who invest in their development and continually deepen their skills become a source of inspiration and confidence for their teams.

QUESTION: What is one quality you look for in a leader that instills confidence? 

Deep leadership involves having a well-rounded understanding of not only your domain but also your team's needs and aspirations. 

Leadership is not about being selfish.

When your team witnesses your commitment to self-improvement, it encourages them to do the same, creating a culture of growth and excellence within your organization.

BOOK: The Gap and The Gain, by Dan Sullivan and Dr. Benjamin Hardy

Don’t worry about what other people are doing. Worry about what you are doing.

QUESTION: Are you inspiring confidence in the people you lead? 

• Depth Encourages Adaptability

Blessed are the flexible, for they will not be broken.

Deep-rooted knowledge and skills make you better equipped to adapt to changing circumstances. 

There would be no need for leaders if things didn’t go wrong. 

You can make changes or you can make excuses, but you can’t do both. 

BOOK: Leading Up, by Michael Useem

Good leaders ask great questions. 

Stay dynamic. Don’t be stale. Change with the times. 

In times of crisis, depth of knowledge becomes an anchor for the team, fostering trust and stability.

MO’s Final Thoughts:

Strive to master your field and continuously expand your knowledge. Be a source of inspiration and confidence for your team through your commitment to growth. By nurturing your Leadership Well, you not only become a more effective leader but also empower your team to reach new heights of success. 

 

Amazon Book Links:

 

Leading Up: How to Lead Your Boss So You Both Win, by Michael Useem - https://a.co/d/3j5Fxp4 

 

The Gap and the Gain, by Dan Sullivan and Dr. Benjamin Hardy - https://a.co/d/1vMDQk3 

 

Special thanks to:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Leaders Attract the Best (Ep. 64)

Episode 64: Leaders Attract the Best

Point 1: Remote work is here to stay

• Leaders need to recognize that remote work is here to stay for a significant portion of the workforce. 
• Invest in technology, foster open communication, and create a work culture that values flexibility. 
• Leaders who adapt and provide the tools and support for remote work will thrive in this new environment.

BOOK: “The Four Hour Work Week,” by Tim Ferris 

• It's not about punching a time clock, it’s about helping people to be able to get their stuff done. 
• If you breed a culture of people that are trying to skirt work and not get things done, it says more about you as a leader than it does about them as an employee. 
• “There are no bad teams, only bad leaders”. Jacko Wilinks
• Be better at leadership and give your people a reason to be a part of your team. 

Point 2: Offer flexibility and adaptability

• Leaders should empower their teams to choose the work setup that suits them best.
• Encourage open dialogue about preferences
• Provide the necessary resources for each scenario
• Flexibility will increase employee engagement and retention
• Leaders find a way to help their people want to be a part of their culture

QUESTION: Are you creating flexibility and adaptability?

EXERCISE (Write it down): What parts of your job are the in-person kind of stuff and what parts are virtual? What percentage of time do you have to be with your people and what percentage do you not need to be in front of others? 

1. Help your superiors understand those percentages
2. Make sure that your people that look to you as a leader are okay with those percentages as well. (Do your percentages match up with what the company, and your people, need from you?)

Point 3: Embrace Technology

• Leaders must ensure that their teams have access to secure systems, collaborative tools, and effective communication platforms. 
• You should be learning from young people on your team more than they are learning from you

BOOK: “21 Irrefutable Laws of Leadership” by John Maxwell - You have to make the connection before you can have people buy into your vision.

QUESTION: Are you the kind of leader that people want to follow? Are you using technology in the right way?

MO’s Final Thoughts

If you want the best people, if you want to attract the best, you are going to need to continue to change with the times. If you have stuff that you can have your people do remotely, give them the autonomy to do that. Let them show you how good they are. And, reward those who do well and get rid of the people who refuse to get on board and make those changes with you. If you make these changes, it is only helping them because this is the kind of work that people are expecting today. They would rather be at home or be on the move or whatever, and you as a leader just need to get things done. Why don't you just learn how to do both? That's the true Mark of leadership. 

 

 Amazon Book Links:

 

The Four Hour Work Week, by Tim Ferris - https://a.co/d/fYpk9ia 

21 Irrefutable Laws of Leadership by John Maxwell - https://a.co/d/3e0sziL 

 

Special thanks to:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––

Building Your Winning Team (Ep. 63)

Episode 63: Building Your Winning Team

 

Point 1: Assembling the Right Mix of Talent

 

It's not about finding the best individuals; it's about finding the right individuals to work effectively together to achieve a common goal.

 

QUESTION: Where are you called to be a leader?

 

Leaders need to assess the strengths and weaknesses of their team members and align them with these roles. 

 

BOOK: Strengths Finder 2.0 by Tom Rath 

• Once you know your top five strengths, you can start to lead from those strengths. 
• Know the strengths of your team. 

 

Point 2: Fostering Collaboration and Synergy

 

A winning team isn't just a group of talented individuals; it's a group of talented individuals who work seamlessly together. 

 

• Create opportunities for team members to get to know each other on a personal level 
• put team in scenarios where they work together

 

If they can work together on the small things, they will support one another and achieve objectives

 

Leaders should encourage open communication and provide a safe space for team members to express their concerns. 

 

• Mediate conflicts early and effectively.
• Don’t make it too easy for your team. 
  • Butterfly/Cocoon - the struggle that makes it able to live.
• Learn to love the process.
• Facilitate good interactions and communication.

 

Point 3: Empowering and Developing Your Team

 

A winning team not only achieves its current goals but also grows and evolves over time. 

Trust them to make decisions and take ownership of their work.

 

Leaders have to develop their people into a team they can trust by delegating responsibilities and providing autonomy.  

• offer guidance and support when needed
• provide opportunities to develop the necessary skills and knowledge 

 

When your team members feel valued and supported, they're more likely to give their best. 

 

Delegation

• You need to know what to give away and what to keep

 

MO’s Final Thoughts: 

 

Take time to build your team. Give yourself the grace. Don't worry about setbacks. Embrace the struggle. Try new things. You’ll be better for it. 

Amazon Book Link:

Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm 

 

Special Thanks To:

––––––––––––––––––––––––––––––

Work it out by LiQWYD https://soundcloud.com/liqwyd 

Creative Commons — Attribution 3.0 Unported — CC BY 3.0 

Free Download / Stream: https://bit.ly/l_work-it-out

Music promoted by Audio Library https://youtu.be/erSmdVocHO0

–––––––––––––––––––––––––––––