Winning by Giving: Succeeding Through Kindness

Explore the benefits of "giving" in the workplace.

When I chased after money, I never had enough. When I got my life on purpose and focused on giving of myself and everything that arrived into my life, then I was prosperous.

  – Wayne Dyer, author and speaker

When we're at work, we can spend a lot of energy trying to get help from those around us. However, how much time do we spend helping others in return?

Having a strong social support network at work raises morale, productivity, and overall success. If we truly want to succeed, however, each of us must spend time "giving ourselves" to those in our network. Only then will we experience the true benefits that giving brings, and start to see the success we've dreamed of.

Benefits of Giving

Giving makes us happy. The happier we are, the more energy we have, the better we think, and the more friendships we develop. Giving not only feels good, but research shows that it lowers your chance of depression, strengthens your heart, lowers stress, and can literally add years to your life. Giving — whether it be leaving a small note for a loved one, being of service to a neighbor, or donating to a charity — causes us to step outside of our own troubles and think about the bigger picture and how we fit into it. As such, giving is an important way to better society while also tapping into our own best selves.

Professionally, giving also offers several benefits. One study found that fostering positive social support at work raises productivity. Another study found that those who give at work ("work altruists"), are far more engaged with what they do and are more often promoted, compared with colleagues who stay isolated while doing their job.

However, you probably don't need research to tell you that giving makes you feel good! Just think back to the last time you helped a colleague who was stuck with a problem, or took your assistant out to lunch. Giving boosts our energy in a way that nothing else can. We feel connected and engaged when we help others, because it reminds us of what it means to be human, at its best.

All this, in turn, comes back to us in ways we could never expect or predict. Giving creates a network of trust, goodwill, and good energy at work that can pay off many times over in the future.

 

Giving and kindness also have an important ripple effect, which is why one generous person can transform a team or an organization. The person you give to feels great about the help they received. This can create a desire in them to "pay back" that kindness to someone else. Much like ripples in a pond, one act of kindness can impact dozens, or even hundreds, of lives.

How to Give More

The good news about giving is that you don't need to invest huge chunks of your time to do it. Often, the smallest acts of kindness and consideration can have a big impact on those around us.

So, how can we give at work?

1. Just Listen

A great way of giving is simply to listen to others. When you do this, listen without contributing your opinion, and without trying to "top their story." Use Active Listening skills, so that you can fully grasp what they're telling you, and respond with empathy and understanding.

2. Offer Specific Help

How many times have you heard a colleague say, "Let me know if you need any help!" but had the distinct feeling they didn't really mean it? Vague offers of help can come across as half-hearted or insincere. Offering help in a specific way shows that you mean it.

For instance, your colleagues may be complaining about their workload. So, offer specific help: volunteer to collect their lunch for them, so that they can continue working, or give them a hand with a task if your own workload allows. When you offer specific assistance, you let others know that you're truly willing to help.

3. Show Gratitude

If you're in a leadership position, how often do you give praise to your team? How often do you say "thank you" to your assistant for the good work he or she does every day?

Showing gratitude to those around us, whether above or below us in the hierarchy, is a simple but powerful way to give. So, find ways to say "thank you"  to your team and colleagues. You might be surprised at the difference that this makes to your relationships!

4. Become a True Mentor

When you mentor others, you can share a lifetime's worth of knowledge and skill in order to help them succeed. This unselfish act not only benefits the professionals you work with; it can change your own life in many ways.

It probably goes without saying that your organization will benefit when strong mentoring relationships are formed within it. Start mentoring in the workplace now, and experience the satisfaction that comes with helping others to succeed.

5. Share Resources

If your team or department has ample resources or supplies, why not offer to share them with another team or department, particularly if it is not as well funded as yours?

This could include sharing resources such as physical supplies, but also knowledge, technology, and team member expertise as well. (This won't be viable in some situations. Use your own best judgment here, and make sure that you're doing your own job properly as well!)

6. Offer a Hand to New Employees

Can you remember what it was like on your very first day at the organization? You didn't know anyone, and you probably felt overwhelmed by all of your tasks and responsibilities.

When a new employee joins your organization or team, spend time with her during her first few weeks and help her have a successful induction. Offer to help her get used to her new role, and take her around to meet everyone that she'll be working with. Share your knowledge about the organization's culture and values.

This can make a challenging transition smoother and less stressful.

 

7. Practice "Random Acts of Kindness"

Random acts of kindness can transform both you and the person you help. When you are kind to someone anonymously, you give for the simple, ego-less pleasure of giving, and that's it. So, practice random acts of kindness when you're at work.

What can you do? Leave a cup of gourmet coffee on your colleague's desk when he or she is having a bad day. Send an anonymous "thank you" letter to your organization's cleaning staff. Bring some healthy snacks or homemade cookies to work, and leave them anonymously in the break room, with a note letting others know that they're for everyone.

There are endless ways that you can make a positive impact on someone else's day. Just use your imagination!

8. Find Your Purpose

Every job has a purpose. It's easy, especially when we're busy and stressed, to forget how our role helps others. But, no matter what we do or where we do it, ultimately our work should benefit someone else.

Take time to find your purpose at work. Once you dig down to find the ultimate meaning of what you do, you may be surprised by how much your work helps others.

"There is no exercise better for the heart than reaching down and lifting people up."  — John Holmes, military veteran and author

Note:

Although it's important to give your time and energy to others, it's equally important not to go too far! If you spend too much time helping your coworkers, you may find that you don't have time to accomplish your own objectives. It's important to find the right balance between helping others, and focusing on your own goals and tasks.

Key Points

Giving our time and energy to others not only feels good, but it's been proven to make us happier, more productive, and more engaged with our team and organization.

Giving also offers positive physical benefits as well: it helps alleviate stress, helps lower our risk of illnesses like depression, and even helps us live longer!

You can give back to others by doing any or all of the following:

1.               Just listen to others.

2.               Offer specific help.

3.               Show gratitude.

4.               Become a mentor.

5.               Share resources.

6.               Offer a hand to new employees.

7.               Practice random acts of kindness.

8.               Find your purpose.

Make an effort to give regularly – you'll love the results.

 

To your greater success and fulfillment.

Peter Mclees, Leadership Coach, Trainer and Performance Consultant

SMART DEVELOPMENT

Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

 

Thanksliving: Practicing an Attitude of Perpetual Gratitude

It's been said that life is a good news, bad news proposition. The good news is that life's challenges help us grow. The bad news is that there is more good news coming!

In his book Discovering the Laws of Life, the famed money manager and philanthropist John Tempelton coined the word “Thanksliving.” He recommended practicing an attitude of perpetual gratitude.

That's not hard when times are good. But during challenging times an attitude of continual thankfulness can be a tall order. Yet Tempelton offers a radical solution. Don't just give thanks for your blessings. Be grateful for your problems, too.

This seems wildly counterintuitive at first blush. But facing our challenges makes us stronger, smarter, tougher, and more valuable as leaders, employees, parents, mates, ...and human beings.

"Solving problems is what were made for" it's what makes life worth living," remarked Templeton.

He goes on, "Adversity, when overcome strengthens us. So we are giving thanks not for the problem itself but for the strength and knowledge that comes from it. Giving thanks for the growth ahead of time will help you grow through--not just go through--your challenges."

What ever problems we're grappling with--personal, social, health, or financial--the best course is to face them with all the courage, patience, and equanimity you can muster.

And if possible be grateful.

On occasion, of course, our problems are simply bigger than we are. In an address in 1859, Abraham Lincoln recounted the following tale:

It is said that an Eastern Monarch once charged his wise men to invent him a sentence, to be ever in view, and which should be true and appropriate in all times and in all situations. They presented him with the words: "And this, too, shall pass away." How much it expresses! How chastening in the hour of pride! How consoling in the depths of affliction!

That's something worth keeping in mind.

Whatever your problems, few of them can withstand the onslaught of optimism, persistence, and a genuine spirit of gratitude.

As the poet Robert Frost reminds us, "The best way out is always through."

Check out a related post: Winning By Giving


Happy Thanksgiving!

Peter Mclees

Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Productive Conflict Is Essential to Your Team's Success

From the book: The Five Dysfunctions of a Team

"The purpose of conflict is to create."  Michael Meade

Conflict.

Put people together doing most anything for most any length of time and conflict will occur. Put people together and ask them what the challenges are at work, and conflict will always come up. People have experience and an opinion about conflict, and they don’t talk about positively. We face conflict and generally think if we could rid ourselves of it, we would be better off. Yet, we must be careful about what we ask for, because zero-conflict shouldn’t be the goal. Productive conflict should be.

Not all Conflict is Created Equal

When we think about conflict we think about the negative implications; the frustration, stress and anger.  Certainly, conflict can cause those reactions and all of us have experienced them.  But let’s not paint all conflict with the same brush. Here are three types of conflict you might encounter at work.

• Task conflict. When people have different expectations of what others are doing or should be doing, task conflict may occur. When these differences exist, arguments about resource allocation, priorities and assumption of blame can occur.

• Relationship conflict. Style differences are real and can be the source of conflict in the organizational petri dish. Often when people “don’t get along” conflicts can grow.

• Values conflict. Conflicts can arise with people when there are differences in deeply held values. While most people say we shouldn’t talk about things like politics and religion at work, sometimes values differences create workplace conflict.

Consider a Conflict-Free Workplace

On a first look, thinking about a workplace with none of the conflicts above sounds pretty good.  But let’s look again. Without differences of opinion, experience and perspective, if people always defer to the previously stated idea or decisions, what will we have?

Imagine having an idea that is different from conventional wisdom or past practice.  Without the presence and allowance for conflict, will those be shared? This is a prescription for a dull and boring workplace where no ideas are created, and little improvement will occur.

Just because conflict can be uncomfortable, and can become a problem, that doesn’t mean we should want a complete absence of it.

Creating a Healthy Relationship with Conflict

So, if conflict can get out of hand, but also has value, how do we find the right balance or create a healthy relationship with it?  When we recognize that the existence of conflict isn’t the problem, but how we feel about it is.  Here are some ways to get the balance right – to reduce the stress and emotion and get the value of different viewpoints.

• Focus on the perspective, not the person. Conflict doesn’t have to get personal. The longer it lingers without open conversation, the more likely it becomes personal.

• Assume positive intent. When we start with the belief that others want good results like we do, we have a for better chance of hearing them and gaining the value from differences.  

• Keep everyone focused on the organizational goals. When we have agreement on the goals, we can all put ideas and viewpoints into that context and create healthy conversation and debate.

Of course, this is just a start, but these three practices will give everyone on your team a new, healthier view of conflict and its role in your ultimate success.

For more tips on making conflict productive, check out these articles.

The Root Cause and Cure for Most Team 

Strategies for Conflict Resolution in the Workplace

Managing Conflict Between and Among Team Members

To your greater success and fulfillment,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant

SMART DEVELOPMENT

Take the Next Step... 

Interested in learning how to develop your organization's culture, employee engagement and leadership capability? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please contact: 

Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth. 

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

Six Things Top Sales Managers Do to Coach Their Reps to Higher Sales

Sales coaching is the most important sales management activity for driving sales performance. Unfortunately, most managers haven’t been taught how to properly coach their staff. If a sales manager could transform into an elite, top-level sales coach overnight, the impact on sales results would be outright amazing! You’d be known as a great sales leader and the envy of colleagues.

The problem is, coaching is a skill that takes time and practice to perfect. Without ongoing sales management training or hiring an executive coach how can you transform yourself into a highly effective sales coach?

Luckily I’ve seen the good, the bad and even the ugly sides of coaching over my many years of working with sales managers. Over that time, I’ve noted what the best coaches do differently. In today's blog I’m going to share the six techniques that the best sales coaches do differently.

Effective Sales Coaches

1. Ask Effective Questions

Most sales managers started out as salespeople and excelled in their jobs before being promoted to management. So when they are faced with problems, the obvious way to think is “what would I do?” This is followed by telling the sales rep what to do and how to do it.

No one wants to be told what to do. Not only that, you want to create a team of self-managers who can think on their own. Just imagine how much you’re going to love dealing with every single issue for every rep on your team! It’s great, right? NOT!

Of course, not. It’s not great, it’s terrible. What we need instead are self-reliant reps who can think on their own to solve their problems or issues. To be an awesome sales manager you should avoid telling your sales team what to do and start asking them questions about what the issue is and to help them develop their own solutions. Prod them to think independently and guide them in the right direction. By doing this, you now have a team of reps who are developing themselves and thinking critically. Your guidance and experience can help to guide them, without them being reliant on you.

2. Spend More Time in the Field

Being pro-active is another key factor for good coaching. Improving team performance is going to have a large impact on sales concerning virtually anything else you need to do.  It is important that you focus your time here instead of on clearing your email inbox or making reports that look nice and pretty.

Get out of your office and start coaching your team.  Observe what they’re doing well and focus on what are their opportunities for improvement. Coach them to become better salespeople and help them get over any hurdles they may encounter. This type of mentoring builds a closer, harder working team while your influence provides the extra edge needed for your team to reach new heights.

3. Focus On One Skill At A Time

In sales, great results come from a combination of different factors. This makes it very tempting to just write them all down on a list and ask your team to work on each one of them. Most people find it challenging to change or improve in multiple areas; it is just too difficult.

Start by having the rep work on one skill at a time. Only once that skill is perfected do they move on to the next skill. Now think about how much attention you can give to helping your salespeople improve in one area at a time?

By focusing on one or two skills, your sales reps won’t be overwhelmed with a massive list of what to work on. A single focus lets them learn quicker, they’ll get a deeper understanding of what you’re teaching, and the result will be far better. As your sales rep sees improvement, this builds trust in your coaching and accelerates the learning curve.

4.Let Their Reps Decide On What They Work On

While it’s true that there’s no “i” in “team,” we all know that a team is made up of individual people. Each one of these people are different, meaning they all possess different strengths and weaknesses.

So what happens if you ask them to all work on improving the same skill? Well, if every rep is not committed to working on that one skill you are not going to get the results you desire.

Keep in mind that it is very challenging to change especially if you are not committed to working on that skill. By having the sales rep decide on their area of focus, they will have a greater sense of ownership for improvement.

Understanding the uniqueness of your team is important as it affects how you coach them. We all respond to different techniques, so be observant and figure out how you can get the best results from your team.

5. Have The Reps Build Their Own Improvement Plan

Once your reps identify what they are committed to working on, it’s time to come up with a game plan to help them reach and achieve their goals. You need to have the reps think through the steps that they are going to take.

The key here is to involve the reps in creating their own plan and identifying the steps needed to take in improving their area of focus. Involving them in these steps gives them an opportunity to voice suggestions or concerns as well as gives them a greater sense of ownership for their skill improvement. There’s a boost in belief and confidence as they understand that by creating their own goals and game plan it is something they are capable of achieving.

All great sales coaches use these techniques to get the best results from their team. For results to keep coming and be consistent there is still one more thing that must be done.

6. They are Big on Accountability

Getting the reps to work on improving their performance and identifying what they want to work on is all well and good, as is creating a game plan. The thing is, though, some people fall off the wagon and forget about what they have committed to work on.

The best way to keep your sales reps on track is to hold them accountable for what they do and track their results and progress. You need to review the commitments they’ve made to monitor how well they are progressing and whether they are on track.

If they go off track, it’s up to you to get them back on track and provide the necessary encouragement, advice or even discipline. Remember it’s still best to keep open communication so you can ask what’s going on as there could be a problem the rep is struggling with and is hesitant to talk to you about it.

Holding your team accountable also means encouraging success and reinforcing it. An awesome sales coach knows how to get a team performing and how to keep them there.

Now that we’ve seen what effective sales coaches do differently, it is time for you to try out these techniques.

Effective sales coaches ask thought provoking questions.  They ask their reps what they want to focus on improving.  Awesome sales coaches have their reps figure out how they can best achieve these improvements. They have them commit and implement a game plan. Lastly and most importantly, great sales coaches hold their team accountable for both success and failure alike!

All the success,

Peter C. Mclees, Principal

email: petercmclees@gmail.com

Mobile: 323-854-1713

We help sales reps and sales organizations accelerate their sales. 

The 12 Traits of Highly Effective Managers (How do you rate?)

It's a fact that finding, keeping and developing great people isn’t easy. However, finding, keeping and developing highly effective managers is even harder. 

What employees and employers expect of managers has changed drastically in recent times. With new styles of management required, we need to revisit what we expect of managers, how we coach them and how we measure the impact of learning and development initiatives

What makes a highly effective manager? 

Google set out to find out with a thorough research process they called Project Oxygen. Back in 2008, an internal team of researchers launched Project Oxygen – an effort to determine what makes a manager great at Google. From this research, they identified eight behaviors that are common among their highest performing managers and incorporated them into our manager development programs. By publicizing and training managers on these eight behaviors, they saw an improvement in management at Google and team outcomes like turnover, satisfaction, and performance over time.

The list of 12 traits includes Google's findings as well as my own informal research based on twenty-years of developing leaders at every level in a variety of organizations and industries.

I'd suggest as you review each trait to give yourself a 1-5 rating as to the degree you exhibit the trait in conversations and actions with your direct reports and peers. 

1=inconsistent and choppy, 5=consistent and flawless. 

If you want even better data ask your direct reports and peers to rate you. Then set up a meeting to discuss their perspective and yours.

The 12 Traits of Highly Effective Managers

Caring  [1. 2. 3. 4. 5.]
Managers who are caring take time to get to know the individuals in their team. They’re genuinely interested in people’s success and personal well-being and show this by regularly checking in with people on how they’re going both at work and outside work.

“I’d consider speaking with my manager if I was thinking about leaving”
 Example employee quote

Results-oriented  [1. 2. 3. 4. 5.]
Managers who are results oriented ensure that performance standards are maintained They work with team members to help remove blockers impeding tasks being completed and help the team get workable outcomes from team meetings.

“My manager helps me remove or work around things stopping me getting work done.”
 Example employee quote

Coaching [1. 2. 3. 4. 5.]
Managers who are good coaches focus on developing the people they work with as well as getting the job done. They ensure they have regular one-on-one meetings with team members and encourage them to present solutions to problems, rather than solving problems for them.

“I regularly get feedback from my manager that I can put to use.”
 Example employee quote

Communicating [1. 2. 3. 4. 5.]
Managers who are great communicators are good listeners. They allow time for others to speak. They have a clear understanding of the organization’s vision and share it with the people in their team in a way that motivates them. They keep their team up-to-date on what’s happening in the organization.

“My manager communicates a vision that motivates me.”
 Example employee quote

Fostering innovation [1. 2. 3. 4. 5.]
Managers who foster innovation empower their teams to make decisions – and learn from failures and achievements. They don’t micromanage people. They encourage innovative ideas and approaches and help people to implement them.

“My manager helps me take my innovative ideas from concept to action.”
 Example employee quote

Vision and goal setting [1. 2. 3. 4. 5.]
A manager ensures the vision and strategy of the organization is translated into an actionable vision and strategy for the team. They help people understand how their role contributes to the organization’s success.

“My manager helps us set a clear strategy for achieving our goals.”
 Example employee quote

Development [1. 2. 3. 4. 5.]
Managers who show a genuine interest in employees’ career development acknowledge improvement (not just deliverables). They take time to discuss people’s long-term career
aspirations and help them understand potential career paths at and outside the organization.

“My manager frequently recognizes progress I make, not just results.”
 Example employee quote

Emotionally resilient [1. 2. 3. 4. 5.]
How a manager behaves in challenging circumstances can have a significant impact on their team. Managers who are emotionally resilient are aware of how their mood affects
others. They remain calm and productive under pressure and cope well with change.

“My manager stays calm when we’re under the gun.”
 Example employee quote

Technical capability [1. 2. 3. 4. 5.]
Managers with the required technical capability add value to their teams. They can roll up their sleeves and work alongside the team when necessary. They empathize with the challenges the team face and have the necessary skills to help devise solutions.

“My manager has the technical know-how to help our team.”
 Example employee quote

Fair treatment [1. 2. 3. 4. 5.]
Managers who value fair treatment will allocate tasks and set schedules keeping in mind people’s capacity and development goals. They acknowledge good work. They build a diverse and inclusive team and encourage diversity of thought.

“My manager makes sure that my ideas and work are attributed to me.”
 Example employee quote

Overall manager effectiveness [1. 2. 3. 4. 5.]
Managers who are effective help people stay motivated to do their best work. They make the people they manage feel valued and supported. They feel they’re successful when the employees they manage are successful. People willingly recommend them as a good manager.

“My manager is effective and motivates me to do my best work.”
 Example employee quote

Humility [1. 2. 3. 4. 5.]
Managers who are humble have an insatiable curiosity about the world and people around them. They have a secure sense of self-their validation doesn't come from something external but is based on their true nature. Managers who are humble are able to shed their ego, because their authentic self is much greater than looking good, needing to have all the answers or being recognized by one's peers.

“My manager is quick to share the credit when things go right and quick to accept the responsibility when things go wrong."
Example employee quote

Personal growth and by extension leadership growth, doesn't happen automatically because people have experiences or work long hours. Leadership development must be planned, deliberate and consistent.

Commit to a three-month personal leadership development plan. Select a different trait to focus on each week. Be intentional about the small daily actions that you can take to exhibit more of each trait.

Small daily actions can work for us, or against us. It’s up to us to choose which. Over time they can have a massive impact.

In the words of Warren Bennis, "leadership doesn't happen in a day, it happens daily."

And former boxer, Joe Frazier remarked, "Champions aren't made champions in the ring, they're merely recognized there. If you cheat in the early morning hours of your road work, you're going to be found out under the bright lights."

To your greater success and fulfillment,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant

SMART DEVELOPMENT

Take the Next Step... 

Interested in learning how to develop your or your organization's leadership capability? I begin with a collaborative discovery process identifying your unique needs and goals. To request an interview with me please contact: 

Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth. 

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

Why Humility is An Essential Leadership Quality

"Humility isn't thinking less of yourself; it's thinking more of others." 
                                                                                    --C.S. Lewis

When you think about leadership qualities typically what comes to mind are traits like strength, vision, enthusiasm, charisma and courage. Often you’ll overlook an essential leadership trait – humility.

Leaders sometimes get too caught up in their success to a point where they are showboating their accomplishments or trying to convince people of their greatness. The fact is, no one is inspired by showboats. Bragging about your accomplishments and greatness will result in dissociation and disconnect with your team. Instead, leaders with exceptional character earn a lot more respect and admiration. 

Humble leaders will use their skills, experience and knowledge to attract and inspire followers, bring people together and contribute to their community. Such leaders inspire people and align them to their vision. And humility is the core ingredient that every leader should possess and strive for.

Here are five reasons why humility is an essential leadership quality:

1. Promote and Acknowledge Others

Humble leaders acknowledge, listen to and promote their talent. This comes from the understanding that fear and coercion will result in burnout and higher employee turnover. Sure you may achieve your short-term goals this way, but in the long run your company will suffer from a demotivated and untrusting talent pool. Leaders with humility act as a source of encouragement, support and guidance for their team enabling them to tap into their full potential and be more successful. By valuing their team they transfer ownership and share the stakes of the company’s success. 

Humble leaders will give the credit when the team is successful and accept the responsibility when the team fails. Through their humility leaders understand that by grooming and growing their teams the organization's bigger picture can be achieved through their collective brilliance. Simply put, the more successful your team, the more success your company enjoys and the greater your leadership.

2. Collaborative

While healthy competition can create an environment of “pushing the limits to succeed”, it can also work adversely if competitiveness is treated as a ranking methodology. A collaborative leader views the entire team as equals, a group of skilled and talented individuals and each possessing their own set of expertise that they bring to the company. Sure you want some level of competition, however, it could result in chaos, dishonest behavior and even unfair treatment. 

A leader with humility avoids this outcome because they understand the value and strength of cohesive and collaborative teams. Rather than focusing only on your star performers, leaders should act as coaches to every individual in order for them to skill up, help one another, work together, and produce their best output collectively. A collaborative team works smarter, doesn’t step on each other’s toes and isn’t gunning for a position. For the humble leader, achieving success becomes easier because they have a team that wins and loses together.

3. Integrity

People aren’t inspired by boastful talk and flashy egos. They need to see action backing every word uttered and commitment made my leaders. They need to be assured that how you do business and how you treat people is something they believe in and admire. 

Earning respect through humility and integrity has a long impacting effect on your team because they know you’re a person of your word. You don’t need to brag about anything because your actions speak much louder. You’ve earned their credibility by delivering on your promises and making sure you see your plan through. Rather than cramming all the feathers on your hat that flash your greatness, stick to the one feather that really stands out above all – integrity.

4. Appreciative

In a time when consumerism is big, when people’s desire to have more is insatiable and when generally people feel entitled, leaders too are vulnerable to these negative traits. With power and authority you’ll want more control and make things more about yourself. A leader is highly susceptible to power-trips and this is when the leadership trait of humility is lost. Probably the most impactful way to lead people is by being mindful of inclusion. 

Humble leaders welcome diversity in people and value each and every one in their teams. They appreciate the opportunities they have and are grateful to be supported by talented individuals who elevate their greatness. And when it comes to accomplishments and success, a leader with humility will always be grateful rather than prideful.

5. Humanity

Leaders who present themselves as everyone else, i.e. as humans, are often more looked up to and admired. And with humility you’ll exhibit the traits that’s common with your entire team – you’re vulnerable to mistakes, are flawed in some ways and are constantly learning. People can relate to leaders who seem more “human” because they see the struggles they face in you and believe they too can be successful. If you’re posing yourself as “perfect” people won’t be drawn to follow you because they’ll feel inadequate, flawed and nearly never acceptable to someone who’s in such a high status. 

To really connect with your team, show them your true, human side. They’ll believe you more when they understand you and can relate to you.

We all are quite repulsed by loud, egotistical and boastful people and so are your teams and the talented group of people who work with you. Be mindful of how you present yourself as a leader and how you want your legacy to be remembered. With humility as your core leadership trait, you can build a leadership legacy that’ll attract many followers and win countless successes.

In the book, Good to Great, Jim Collins described the five levels of leadership. Collins defines the "Level 5" leader as someone who combines deep humility with fierce resolve. Click here to read about how to become a "Level 5" leader.

To your greater success and fulfillment,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant

SMART DEVELOPMENT

Take the Next Step... 

Interested in learning how leadership coaching and training can benefit your organization? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please contact: 

Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.