Lolly Daskal's Blog, page 14

People-pleasing behaviors significantly impact individuals in leadership roles. A study from the University of Zurich links people-pleasing tendencies to increased stress levels and decreased well-being.

As an executive leadership coach, I’ve witnessed people-pleasing tendencies holding leaders back from reaching their full potential. The desire for others to like and accept them leads to problematic behaviors, such as avoiding conflict, compromising values, and taking on excessive work. If you constantly put others’ needs ahead of your own and struggle to assert yourself, you may be a people pleaser. Here’s how this behavior pattern hinders great leadership.

Tough Decisions Become Difficult: People pleasers often avoid making unpopular decisions, even when necessary for the team or organization’s good. They may dodge tough choices or delay decision-making to avoid disappointing or upsetting others. This indecisiveness leads to missed opportunities and a lack of direction for the team.

Boundaries Are Not Set: People pleasers find it challenging to say no and set limits. They take on too much work, agree to unreasonable requests, or allow others to overstep boundaries. This lack of boundaries leads to burnout, resentment, and a loss of respect from team members.

Constructive Feedback Is Avoided: People pleasers shy away from giving critical feedback for fear of being disliked or causing upset. This avoidance hinders individual team members’ progress and the team as a whole.

Personal Values Are Compromised: People pleasers may compromise their own values and beliefs to avoid conflict or disapproval from others. This leads to a loss of authenticity and integrity, which are essential qualities for effective leadership. When leaders are not true to themselves, they risk losing their team’s trust and respect.

Strong Relationships Are Difficult to Build: People pleasers often struggle to build deep, authentic relationships. Their focus on pleasing others leads to superficial connections and a lack of genuine trust. Strong leadership requires the ability to form meaningful, trusting relationships with team members.

If you recognize these people-pleasing tendencies in yourself, start working on breaking the pattern. Practice self-awareness, identify your underlying fears, set healthy boundaries, communicate assertively, and prioritize your own needs. However, don’t try to overcome deep-rooted patterns alone. Hire an executive coach who specializes in helping leaders overcome people-pleasing tendencies. A skilled coach will provide personalized strategies, support, and accountability as you break free from people-pleasing and become a more effective leader.

Lead From Within: Your worth as a leader is not determined by how much others like you. It is determined by the positive impact you have on your team and the world around you.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

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Boundaries are the invisible lines we draw around ourselves to protect our time, energy, and well-being. They define what we are and are not willing to accept in our relationships, both personal and professional. In the workplace, boundaries are particularly important for maintaining a healthy relationship with your boss. Without clear boundaries, we risk being taken advantage of, overworked, and undervalued.

As an executive leadership coach, I’ve worked with numerous clients who have struggled to establish healthy boundaries with their bosses. The lack of clear boundaries can lead to overwork, burnout, and a sense of being undervalued. Learning how to create and maintain appropriate boundaries is essential for your well-being and professional success. Here are five strategies to help you set healthy boundaries with your boss.

Communicate Your Needs Clearly: Start by having an open and honest conversation with your boss about your workload, responsibilities, and expectations. Express your needs clearly and assertively, focusing on how better boundaries will benefit both you and the organization. Use specific examples to illustrate your points.

Set Realistic Expectations: Work with your boss to establish realistic expectations for your role and performance. Be proactive in discussing deadlines, deliverables, and potential challenges. Make sure you have a clear understanding of what success looks like in your position. Don’t be afraid to negotiate if expectations seem unreasonable.

Learn to Say No Respectfully: Saying no can be challenging, especially to your boss. However, it’s crucial to know your limits and protect your time and energy. When your boss makes a request that you can’t accommodate, offer a respectful and professional explanation. Propose alternative solutions or timelines that work better for you.

Prioritize Self-Care: Taking care of yourself is non-negotiable when it comes to maintaining healthy boundaries. Make sure you prioritize activities that promote your physical, mental, and emotional well-being. Communicate your self-care needs to your boss, such as taking breaks, managing stress, or disconnecting from work outside of office hours.

Seek Support and Allies: Building a support network within your organization can help you navigate boundary challenges. Seek out colleagues, mentors, or HR professionals who can offer guidance and advocate for your needs. Having allies who understand your situation can provide valuable perspective and help you feel more empowered to set boundaries.

Remember, creating healthy boundaries with your boss is an ongoing process. It requires consistency, communication, and a commitment to your own well-being. By advocating for yourself and setting clear expectations, you’ll foster a more positive and productive working relationship with your boss.

Lead From Within: When you create healthy boundaries, you send a powerful message about the value you bring to your organization and the importance of your well-being.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

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Perfectionism is a double-edged sword that many leaders employ, often to their own detriment. When it comes to perfectionism, it creates an endless cycle of dissatisfaction, as perfectionists are never satisfied with their performance and constantly feel the need to do more to prove their worth.

As an executive leadership coach, I’ve seen firsthand how the obsessive quest for perfection, while admirable in the pursuit of excellence, can lead to a host of unintended consequences. If you’re a leader who struggles with perfectionism, you may be unknowingly sabotaging your own success. Here are five surprising ways your perfectionism is holding you back.

Analysis Paralysis: Perfectionists often get trapped in the planning stage, obsessing over every detail and possible scenario. The fear of making the wrong decision leads to endless analysis and second-guessing. This paralysis prevents decisive action and hinders progress.

Procrastination in Disguise: Perfectionists may delay starting or completing tasks due to the fear of not being able to do it perfectly. They set unrealistic standards and then avoid the work entirely. This procrastination sabotages productivity and goal achievement.

Self-Sabotage: Perfectionism can lead to self-sabotaging behaviors, as individuals unconsciously put obstacles in their own path to success in order to avoid the pain of not being perfect. They may miss deadlines, avoid challenges, or even undermine relationships, all to protect their fragile sense of self-worth.

Dichotomous Thinking: Perfectionists engage in “black and white” or dichotomous thinking, where they see themselves as either perfect or a complete failure. This inflexibility sabotages their ability to grow and improve. They struggle to learn from mistakes and adapt to changing circumstances.

Creativity Killer: Perfectionism stops persistence and creativity. The fear of not being perfect causes people to hold back from taking risks and putting forth their best, most innovative ideas. They stick to safe, proven methods rather than exploring new possibilities.

Overcoming perfectionism as a leader requires a mindset shift. Embrace the notion that progress trumps perfection. Set attainable goals and celebrate incremental successes. Reframe failures as growth opportunities. Surround yourself with supportive individuals who encourage risk-taking and authenticity.

Lead From Within: Your worth as a leader is not defined by your ability to be perfect, but by your ability to inspire, guide, and empower others.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post How Your Leadership Perfectionism Sabotages Your Success in 5 Surprising Ways appeared first on Lolly Daskal.

The quality and speed of leadership decision-making is a key concern, with research indicating that many leaders struggle to make high-quality decisions quickly. As an executive leadership coach, I’ve seen firsthand how indecisiveness can hinder progress and success. Here are seven proven strategies to sharpen your decision-making skills and become a more effective leader.

Embrace the 80/20 Rule: Focus on the 20% of information that will give you 80% of the insight needed to make a decision. Don’t get bogged down in analysis paralysis.

Tap into Your Team’s Collective Wisdom: Surround yourself with diverse perspectives and expertise. Encourage open dialogue and active listening. Leverage your team’s insights to make well-rounded decisions.

Conduct Decision-Making Drills: Practice making decisions under time pressure. Set a timer and force yourself to choose a course of action. This will help you build confidence and decisiveness.

Embrace the “Good Enough” Mindset: Perfectionism can be the enemy of progress. Sometimes, a “good enough” decision made quickly is better than a perfect decision made too late.

Establish Decision-Making Frameworks: Develop a set of criteria or a decision matrix to evaluate options consistently. This will help you make more objective and defensible choices.

Learn from Decisional Autopsies: After implementing a decision, conduct a post-mortem analysis. Identify what worked well and what could be improved. Use these lessons to refine your decision-making process.

As a leader, your decisions have far-reaching impacts. Embrace the responsibility and challenge yourself to make choices that drive positive change. Your team and your organization are counting on you.

Lead From Within: As a leader you must always want to become a better decision-maker for yourself and others.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post 7 Proven Ways to Improve Your Leadership Decision-Making Skills appeared first on Lolly Daskal.

In today’s fast-paced business world, the pressure to succeed often translates into a culture of overworking. A recent study revealed that a staggering 95% of employees feel external pressure to overwork, with almost three-quarters of people working overtime at least once a week.

As an executive leadership coach, I’ve witnessed countless companies struggle with the detrimental effects of this trend. The consequences are clear: burnout, decreased productivity, and high turnover rates.

If you’re looking to shift your company culture away from this damaging pattern, it’s time to take action. In my experience, here are six effective strategies to create a healthier, more balanced work environment.

Redefine Success: Challenge the notion that long hours equate to success. Instead, focus on results, efficiency, and quality of work. Encourage your team to prioritize their well-being and create a culture that values work-life balance. Celebrate achievements that stem from smart work, not just hard work.

Lead by Example: As a leader, your actions speak louder than words. If you want your employees to embrace a healthier work-life balance, you must model that behavior yourself. Avoid sending emails late at night or on weekends. Take your vacation days and disconnect from work. Show your team that it’s okay to prioritize personal time and self-care.

Implement Flexible Work Arrangements: Rigid work schedules can contribute to overworking and burnout. Introduce flexible work arrangements, such as remote work options or adjustable hours. Trust your employees to manage their time effectively and focus on their deliverables. This flexibility can lead to increased job satisfaction and improved work-life balance.

Encourage Open Communication: Create a safe space for employees to discuss their workload and any challenges they face. Regularly check in with your team members and listen to their concerns. Foster a culture of open communication where employees feel comfortable speaking up when they feel overwhelmed or need support.

Invest in Employee Well-being: Show your employees that you value their well-being beyond their work contributions. Offer wellness programs, such as stress management workshops, mental health resources, or fitness classes. Encourage regular breaks throughout the day and promote a culture of self-care. When employees feel supported and cared for, they are more likely to thrive both personally and professionally.

Regularly Assess Workload and Resources: Overworking often stems from unrealistic expectations and insufficient resources. Regularly assess your team’s workload and ensure that projects are adequately staffed. If necessary, hire additional team members or redistribute tasks to prevent burnout. Continuously evaluate processes and identify areas where efficiency can be improved.

Shifting your company culture away from overworking requires a consistent and committed effort from leadership. By redefining success, leading by example, implementing flexible work arrangements, encouraging open communication, investing in employee well-being, and regularly assessing workload, you can create a healthier, more sustainable work environment.

Lead From Within: Your employees are your most valuable asset. A culture that values balance and self-care is a culture that breeds success.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post How to Effectively Shift Your Company Culture Away from Overworking Employees appeared first on Lolly Daskal.

As an executive leadership coach, I’ve seen many leaders struggle with ineffective strategies. Despite their best efforts, they fail to achieve the desired results. If your leadership strategy isn’t working, it’s time to take a step back and reassess. In my experience here are the top five reasons your strategy might be falling short and how to fix it.

You’re Stuck in the Past: Clinging to outdated leadership practices can hinder your success. The world is constantly changing, and so should your approach. Embrace new ideas and technologies. Be open to learning from younger generations. Adapt your strategy to fit the current business landscape.

You’re Not Walking the Talk: Inconsistency between your words and actions can erode trust and credibility. Your team looks to you for guidance and inspiration. Lead by example. Align your behavior with your values and expectations. Consistently demonstrate the qualities you seek in others.

You’re Neglecting Your Own Growth: As a leader, your personal development is crucial. Neglecting your own growth can limit your ability to lead effectively. Invest in yourself. Attend workshops, read books, and seek mentorship. Continuously expand your knowledge and skills. A commitment to self-improvement will benefit both you and your team.

You’re Failing to Empower Others: Micromanaging and hoarding control can stifle innovation and motivation. Your team members have unique strengths and talents. Empower them to take ownership of their work. Delegate tasks and decision-making. Provide support and resources. Fostering a sense of autonomy and trust will unleash your team’s full potential.

You’re Ignoring Feedback: Dismissing or avoiding feedback can lead to blind spots and missed opportunities. Your team’s insights and perspectives are valuable. Actively seek feedback from all levels of the organization. Create a safe space for open communication. Listen with an open mind. Use feedback to refine your strategy and improve your leadership.

Fixing an ineffective leadership strategy requires introspection, adaptability, and a willingness to change. By embracing new ideas, leading by example, investing in your own growth, empowering others, and welcoming feedback, you can transform your approach and achieve the results you seek.

Lead From Within: Your leadership strategy is a living, breathing entity. Nurture it with self-awareness, authenticity, and a commitment to continuous improvement.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post 5 Reasons Your Leadership Strategy Isn’t Working and How to Fix It appeared first on Lolly Daskal.

As an executive leadership coach, I’ve helped countless clients navigate the challenges of working with difficult colleagues. Whether it’s a personality clash, conflicting work styles, or unproductive behavior, managing a difficult colleague can be a significant source of stress and frustration. However, with the right approach and strategies, you can successfully manage these relationships and maintain a positive, productive work environment.

Embrace the Power of Empathy: Put yourself in your colleague’s shoes. Try to understand their perspective. Look beyond surface-level behavior. Consider underlying factors contributing to their difficult demeanor. Approach the situation with empathy and compassion. Create a foundation for effective communication and problem-solving.

Master the Art of Constructive Confrontation: Address issues with your colleague. Focus on specific problematic behaviors. Avoid attacking their character. Use “I” statements to express how their actions impact you and the team. Be open to listening to their side of the story. Foster a dialogue that leads to positive change.

Become a Boundary-Setting Master: Establish clear, firm boundaries. Protect your time, energy, and well-being. Communicate your expectations for appropriate behavior. Stick to them consistently. Learn to say “no” when necessary. Assertively enforce your boundaries. Maintain a healthy working relationship while minimizing stress and frustration.

Build a Support Squad: Surround yourself with supportive colleagues, mentors, and friends. They can offer guidance, encouragement, and fresh perspectives. Don’t hesitate to reach out to your supervisor or HR department for assistance. Remember, you don’t have to face this challenge alone. A strong support squad can help you navigate tough colleague-related obstacles.

Prioritize Your Own Resilience: Dealing with a difficult colleague can take a toll on your mental and emotional well-being. Make self-care a top priority. Practice stress-management techniques. Set aside time for activities that bring you joy. Maintain a healthy work-life balance. Focus on building your own resilience. You’ll be better equipped to handle challenges while thriving in your role

Managing a difficult colleague is never easy, but with the right mindset and strategies, you can transform this challenge into an opportunity for personal and professional growth. Embrace empathy, master constructive confrontation, become a boundary-setting master, build a support squad, and prioritize your own resilience. You can successfully navigate even the most challenging colleague-related situations.

Lead From Within: Your ability to lead with compassion, assertiveness, and resilience in the face of difficult colleagues is a true mark of a great leader.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post How to Successfully Manage a Difficult Colleague in 5 Steps appeared first on Lolly Daskal.

As an executive leadership coach, I’ve witnessed the growing trend of remote work and the challenges that come with it, including feelings of loneliness and isolation. Working from home can be a great opportunity for flexibility and productivity, but it’s crucial to take proactive steps to maintain social connections and avoid the pitfalls of loneliness. Here are the four unconventional tips to help you stay connected and thrive while working remotely.

Start a Virtual Book Club: Invite colleagues or friends to join a virtual book club. Choose a book that resonates with everyone. Schedule regular meetings to discuss the chapters, share insights, and bond over your shared reading experience. This unique approach to socializing can stimulate engaging conversations and foster meaningful connections.

Organize a Remote Skill-Sharing Session: Identify a skill or hobby you’re passionate about.  Organize a remote skill-sharing session with your colleagues or friends. This could be anything from cooking a meal together over video chat to learning a new language or musical instrument. Teaching and learning from each other can create a strong sense of camaraderie. It can provide a fun break from work-related topics.

Embark on a Virtual Fitness Challenge: Invite your remote colleagues to participate in a virtual fitness challenge. Set a common goal, such as walking a certain number of steps per day or completing a specific workout routine. Keep each other accountable. Share your progress, encourage one another. Celebrate your achievements together. This shared experience can boost both your physical and mental well-being while fostering a sense of connection.

Create a Virtual Appreciation Circle: Start a virtual appreciation circle with your colleagues. Set aside time each week to come together and share things you’re grateful for. Make them both personally and professionally. This practice not only helps shift your focus to the positive aspects of life. It also allows you to deepen your understanding and appreciation of one another, creating a strong bond despite the physical distance.

Combating loneliness while working from home requires thinking outside the box. Finding creative ways to connect with others. By starting a virtual book club, organizing skill-sharing sessions, embarking on fitness challenges, and creating a gratitude circle, you can foster meaningful relationships and maintain a sense of belonging in your remote work environment.

Lead From Within: Embrace the power of unconventional connection to transform your remote work experience into a fulfilling and engaging journey.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post 4 Tips on How to Avoid Being Lonely When Working From Home appeared first on Lolly Daskal.

As an executive leadership coach, I’ve observed that many leaders fall into the trap of playing it safe. While it may seem like a cautious approach, playing it safe can actually be the riskiest leadership strategy.

In today’s fast-paced and ever-changing business environment, leaders who are unwilling to take calculated risks often find themselves falling behind and failing to seize valuable opportunities. Here are seven reasons why playing it safe is actually the riskiest leadership strategy:

Stifling Innovation: Playing it safe can stifle innovation within an organization. Leaders must foster a culture that encourages creativity and experimentation. Embrace calculated risks and empower your team to think outside the box.

Missing Out on Growth Opportunities: Leaders who play it safe may miss out on potential growth opportunities. Be open to exploring new markets, products, or partnerships. Carefully evaluate risks and rewards, and be willing to take bold action when the potential benefits outweigh the risks.

Losing Competitive Edge: Playing it safe can cause organizations to lose their competitive edge. Keep a close eye on industry trends and be ready to adapt quickly. Encourage your team to stay informed and bring innovative ideas to the table.

Failing to Attract Top Talent: Top talent is often drawn to organizations that embrace innovation and take calculated risks. Foster a culture that values creativity and risk-taking to attract and retain the best employees. Encourage your team to take ownership of their projects and decisions.

Decreased Employee Engagement: Playing it safe can lead to decreased employee engagement and motivation. Empower your team to take calculated risks and make decisions within their roles. Celebrate successes and learn from failures to keep your team engaged and invested in the organization’s success.

Inability to Adapt to Change: Leaders who play it safe may struggle to adapt to change. Embrace change as an opportunity for growth and improvement. Foster a culture of adaptability and resilience, and provide your team with the resources and support they need to navigate change effectively.

Losing Credibility and Trust: Playing it safe can erode a leader’s credibility and trust among their team and stakeholders. Be transparent about the risks and potential rewards of decisions. Communicate clearly and consistently, and follow through on your commitments to build and maintain trust.

Playing it safe is often the riskiest leadership strategy. Leaders must be willing to take calculated risks, embrace change, and foster a culture of innovation to drive their organizations forward. By empowering their teams, staying competitive, and building trust, leaders can navigate the challenges and seize valuable opportunities for growth and success.

Lead From Within: Embrace the power of calculated risk-taking to unlock your organization’s full potential.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post 7 Reasons Why Playing It Safe Is Actually the Riskiest Leadership Strategy appeared first on Lolly Daskal.

As an executive leadership coach, I’ve had countless conversations with employees about their deepest fears and concerns in the workplace. These fears can keep them up at night, causing stress, anxiety, and decreased productivity.

It’s essential for leaders to understand and address these fears to create a supportive and thriving work environment. Let’s explore the six scary things that keep employees up at night and how leaders can help alleviate these concerns.

The Disruption of Artificial Intelligence:  The rapid advancement of artificial intelligence (AI) has many employees worried about job security. Leaders must communicate openly about how AI will be integrated into the workplace and provide training opportunities for employees to adapt and acquire new skills. By being transparent and supportive, leaders can help ease fears and foster a culture of continuous learning.

Confrontation and Conflict: Dealing with conflicts, confrontations, and difficult relationships with managers, coworkers, and customers is a common source of worry and stress for employees. Leaders can help employees manage this worry by showing that leadership handles conflict directly, respectfully and tactfully. This approach will trickle down to your employees, while also helping your employees trust that they can come to you for conflict resolution if needed.

Failure and Underperformance: The fear of underperforming, making mistakes or not meeting expectations can be overwhelming for employees. Leaders can alleviate this fear by setting clear goals, providing regular feedback, and offering support and resources for improvement. By creating a culture that values growth and development, leaders can help employees feel more confident in their abilities and motivated to succeed.

Loneliness and Isolation: With the rise of remote work, many employees are struggling with feelings of loneliness and isolation. Leaders must prioritize connection and engagement, even in a virtual setting. This can include regular check-ins, virtual team-building activities, and encouraging casual conversations. By fostering a sense of belonging and community, leaders can help employees feel more connected and supported.

Financial Wellbeing: Financial stress can be a significant source of anxiety for employees. Leaders can support financial wellbeing by offering competitive compensation, benefits, and financial education resources. By helping employees feel more secure and informed about their finances, leaders can reduce stress and improve overall job satisfaction.

Heavy Workloads and Burnout:  Excessive workloads and the pressure to be “always on” can lead to burnout and decreased productivity. Leaders must prioritize work-life balance and set realistic expectations for their teams. This includes encouraging time off, setting boundaries around work hours, and providing resources for stress management. By promoting a culture of self-care and balance, leaders can help employees avoid burnout and maintain their mental health.

As a leader, it’s crucial to understand and address the fears and concerns that keep employees up at night. By being transparent, supportive, and proactive, you can create a work environment that fosters growth, belonging, and wellbeing.

Lead From Within: When your employees feel valued, secure, and supported, they are more likely to bring their best selves to work and contribute to the success of your organization.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

buy now

Additional Reading you might enjoy:

The post 6 Scary Things That Keep Your Employees Awake At Night appeared first on Lolly Daskal.