Lolly Daskal's Blog, page 15

As an executive leadership coach, I’ve found that one of the worst qualities a leader can possess is indecisiveness. An indecisive leader can slowly erode an organization’s productivity, morale, and success, causing countless companies to struggle.

Working with indecisive leaders is challenging and requires effort and patience, but it’s crucial to recognize and address this issue to prevent it from taking a heavy toll on their team and business. Here are some ways an indecisive leader is silently eroding their organization and losing the respect of their team:

Prolonged Decision-Making: Indecisive leaders often postpone decisions, continuously requesting more information or delaying crucial meetings. I coach my clients to set clear deadlines for gathering data and making decisions to prevent prolonged decision-making.

Flip-Flopping on Choices: Indecisive leaders may frequently change their minds, reversing decisions or providing conflicting guidance. I guide my clients to thoroughly evaluate options and communicate decisions clearly to their team to avoid flip-flopping.

Avoiding Tough Calls: Indecisive leaders may shy away from difficult choices, delegating decision-making or avoiding pressing issues. I encourage my clients to face tough decisions head-on and trust their judgment.

Lack of Clear Goals: Without clear goals and priorities, indecisiveness can thrive. I work with my clients to establish well-defined objectives and communicate them to their team to streamline decision-making.

Analysis Paralysis: Indecisive leaders can get stuck in analysis paralysis, constantly seeking more information. I advise my clients to set a timeline for gathering relevant data and make decisions based on the available facts.

Fear of Mistakes: The fear of making mistakes can fuel indecisiveness. I help my clients embrace calculated risks and view mistakes as learning opportunities to make better decisions in the future.

People Pleasing: Indecisive leaders often try to please everyone, which can lead to a lack of clear direction and decision-making. I help my clients overcome this tendency by encouraging them to focus on the organization’s goals and make decisions based on what’s best for the company, even if it means not pleasing everyone.

Recognizing and resolving indecisive leadership is essential for any organization’s success. By setting clear goals, gathering relevant information, embracing calculated risks, and communicating effectively, leaders can foster a more decisive and productive workplace.

Lead From Within: Embrace decisive leadership to drive your organization forward with clarity and purpose.

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 Indecisive Leadership is a Silent Killer: How to Recognize and Resolve It appeared first on Lolly Daskal.

As a leadership coach, I’ve worked with leaders worldwide to create positive work cultures. A positive culture can transform any organization, boosting morale, productivity, and retention.

Creating a thriving culture takes effort and commitment from leaders at all levels. Here are six ways to create a positive work culture that works:

Set Clear Objectives: Clear objectives guide employee performance. Define expectations and align individual goals with organizational objectives. This fosters accountability and achievement.

Communicate Long-Term Goals: Share the company’s vision and mission. Explain how each role contributes to success. When employees understand the bigger picture, they feel more invested and motivated.

Promote Diversity and Inclusion: Establish diversity initiatives and inclusive practices. Create a workplace where everyone feels valued and respected. Embrace different perspectives to drive innovation and better decision-making.

Encourage Open Communication: Encourage transparency and open communication at all levels. Provide channels for employees to share ideas, concerns, and feedback. Regular check-ins and town halls keep everyone informed and engaged. Open communication builds trust and collaboration.

Empower Employee Voices: Let every employee have a seat at the table. Empower them to share their thoughts and ideas. Encourage participation in decision-making. When employees feel heard, they are more committed to their work and the organization.

Foster Meaningful Relationships: Create opportunities for employees to connect beyond work. Plan team-building activities, volunteer events, or social gatherings. Encourage informal interactions and friendships. Strong relationships improve teamwork, communication, and job satisfaction.

Creating a positive work culture requires ongoing effort and commitment. Model the behavior you want to see, celebrate successes, and prioritize employee well-being. A positive culture attracts top talent, boosts performance, and drives long-term success.

Lead From Within: A thriving workplace starts with you. Inspire, empower, and appreciate your team every day.

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 Ways To Create a Thriving And Positive Work Culture appeared first on Lolly Daskal.

As an executive leadership coach, I’ve helped numerous organizations develop their next generation of leaders. Teaching successful leadership skills to new managers is crucial for this process. Here are some key strategies to implement:

Provide Comprehensive Training: Invest in leadership training that covers communication, delegation, motivation, and conflict resolution. This foundation will help new managers feel confident and equipped to handle challenges.

Encourage Mentorship and Coaching: Pair new managers with experienced mentors or coaches. These relationships provide valuable insights, guidance, and support as new managers navigate their responsibilities.

Foster Continuous Learning: Encourage ongoing learning by providing access to workshops, seminars, and online courses. This helps new managers stay current with the latest leadership trends and best practices.

Emphasize the Importance of Emotional Intelligence: Teach new managers to recognize and manage their own emotions, as well as empathize with their team members. Strong emotional intelligence builds better relationships and a positive work environment.

Provide Practical Opportunities: Assign projects that require leadership and collaboration, or allow new managers to lead meetings or presentations. These practical experiences build confidence and skills.

Offer Feedback and Support: Set up regular check-ins with mentors or coaches, provide constructive feedback, and offer guidance when challenges arise. Ongoing support keeps new managers on track and continuously developing.

As a leader, it’s your responsibility to nurture and develop the next generation of leaders within your organization. By dedicating time and resources to teaching successful leadership skills to new managers, you can create a pipeline of talented, capable leaders who will drive your organization forward into the future.

Lead From Within: Nurturing leadership skills in new managers is an investment in their growth and the thriving future 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 How to Teach Successful Leadership Skills To New Managers? appeared first on Lolly Daskal.

As an executive leadership coach, I’ve worked with numerous leaders who have struggled with the detrimental effects of toxic employees within their organizations. Toxic employees can have a significant negative impact on team morale, productivity, and overall company culture. It’s essential for leaders to identify these individuals early on and take appropriate action to mitigate their influence.

In my experience, there are six key signs that indicate you may have a toxic employee working for you. Let’s explore each of these red flags and what they mean for your team and organization.

Consistent Negativity: Toxic employees often exhibit a consistently negative attitude. They complain frequently, criticize others, and rarely offer constructive solutions. As a coach, I recommend addressing this behavior promptly and encouraging a more positive, solution-oriented mindset.

Lack of Accountability: Toxic employees tend to avoid taking responsibility for their actions and decisions. They often blame others for their mistakes and rarely admit to their own shortcomings. To foster a culture of accountability, I suggest setting clear expectations and holding all team members responsible for their performance.

Gossip and Rumor-Mongering: Toxic employees often engage in gossip and spread rumors, which can erode trust and create a hostile work environment. As a leader, it’s crucial to address this behavior swiftly and promote open, honest communication within your team.

Resistance to Change: Toxic employees may resist change and actively undermine new initiatives. They often cling to the status quo and discourage others from embracing new ideas. As a coach, I advise leaders to communicate the benefits of change clearly and involve team members in the change process to build buy-in.

Disregard for Company Values: Toxic employees often disregard company values and fail to align their behavior with the organization’s mission and goals. This can lead to a disconnect between the employee and the rest of the team. To address this, I recommend reinforcing company values consistently and modeling them as a leader.

Manipulation and Undermining: Toxic employees may attempt to manipulate others and undermine their colleagues to advance their own interests. They often create division within teams and sabotage the success of others. As a leader, it’s essential to identify this behavior early on and take appropriate action, such as coaching, reassignment, or, in severe cases, termination.

While dealing with toxic employees can be challenging, it’s crucial for leaders to address these issues head-on. By identifying the signs of a toxic employee early on and taking appropriate action, you can prevent their negative influence from spreading and maintain a positive, productive work environment.

Lead From Within: Transform challenges into triumphs by addressing toxicity and nurturing a culture of excellence

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 Do You Have a Toxic Employee Working For You? 6 Signs to Look Out For appeared first on Lolly Daskal.

As an executive leadership coach, I have seen firsthand how communication plays a significant role in how people perceive and respect you. Many of my clients are unaware that they are being rude. It’s only through coaching that they gain the insight needed to recognize and address this issue. Often, the culprit behind unintentional rudeness is the use of common phrases. that have become so ingrained in our daily conversations that we rarely stop to consider their impact.

Here are four commonly used phrases that can make you sound rude, along with alternative phrases to help you communicate more effectively:

“No offense, but…”: When you preface a statement with “no offense,” it often indicates that what follows will likely be offensive. Instead of using this phrase, try to be direct and respectful. For example, replace “No offense, but your presentation skills need work” with “I noticed a few areas where you could enhance your presentation skills. Would you be open to some feedback?”

“I don’t mean to interrupt, but…”: Interrupting someone is inherently rude, regardless of your intention. If you need to interject, wait for a natural pause in the conversation and apologize for the interruption. For instance, “I apologize for interrupting, but I wanted to add a crucial point to the discussion.”

“You should have…”: Using “you should have” implies criticism and can make the other person feel defensive. Instead, try offering suggestions or asking questions. Replace “You should have done more research before the meeting” with “In the future, what strategies can we use to ensure we have all the necessary information before a meeting?”

“That’s not my job/problem.”: This phrase can come across as dismissive and unhelpful. Even if a task isn’t your responsibility, try to offer support or guidance. Instead of saying, “That’s not my job,” try “Although this isn’t within my scope of work, I’d be happy to point you in the right direction or connect you with someone who can help.”

By being mindful of these rude phrases and choosing alternative expressions, you can communicate more effectively and build stronger, more positive relationships. Remember, the way we phrase our thoughts can have a significant impact on how others perceive us and how our message is received.

Lead From Within: Effective communication is about delivering your message with clarity, kindness, and respect through carefully chosen words.

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 Phrases That Unintentionally Convey Rudeness, and What to Say Instead appeared first on Lolly Daskal.

As a leadership coach, I’ve witnessed the incredible impact self-motivated employees can have on an organization’s success. Helping your team develop a strong sense of self-motivation is one of the most valuable investments you can make as a leader.

Here are ten empowering strategies to cultivate self-motivation in your workplace:

Embrace Failure as a Learning Opportunity: Encourage your employees to view failures as valuable lessons. I work with a startup founder who celebrated “Failure Fridays.” Employees shared learning experiences, fostering continuous improvement and self-motivation.

Foster a Culture of Curiosity: Promote curiosity. Encourage questions and new ideas. I coached an organization to implement monthly “curiosity sessions.” This led to a more engaged and self-motivated workforce.

Encourage Mindfulness Practices: Introduce mindfulness, like meditation or deep breathing. These help manage stress and maintain a positive mindset. Short mindfulness breaks result in a more resilient and self-motivated team.

Create a “Personal Why” Connection: Help employees connect their goals to the organization’s mission. An HR manager and I implemented a “personal why” workshop. Employees linked their work to personal aspirations, leading to a more purpose-driven workforce.

Promote a Growth Mindset: Foster a growth mindset. Emphasize that skills can be developed. I coached a sales leader who replaced “failure” with “learning opportunity.” This encouraged his team to embrace challenges and improve.

6. Encourage “Self-Leadership” Practices: Promote self-leadership, like goal-setting and problem-solving. A leader and I implemented a “self-leadership challenge.” Employees set goals and developed action plans, resulting in a more accountable team.

7. Foster a Culture of Gratitude: Encourage gratitude for colleagues’ contributions. This creates a positive environment. I witnessed this when I had a CEO implement a weekly “recognition circle.” Team members shared appreciation, leading to a more cohesive workforce.

8. Promote “Passion Projects: Encourage employees to dedicate time to personal projects. I work with a company that allows 10% of work hours for self-directed projects. This increased innovation and engagement.

9. Foster a Culture of “Psychological Safety”:  Create an environment where employees feel safe to take risks and voice opinions. A leader I coach actively listened to concerns and encouraged open dialogue. This led to a more collaborative workforce.

10. Encourage “Self-Care” Practices: Promote self-care. Encourage prioritizing physical, mental, and emotional well-being. Leaders who model self-care practices, like taking breaks, result in a more resilient team.

By implementing these strategies, you can nurture self-motivation and empower employees to reach their potential.

Lead From Within: Invest in your employees’ self-motivation to unlock their full potential and build an unstoppable 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 10 Empowering Ways to Help Your Employees with Self-Motivation at Work appeared first on Lolly Daskal.

As an executive leadership coach, I’ve seen firsthand the remarkable impact a future-oriented mindset can have on a leader’s success. This forward-thinking approach is not merely advantageous; it is an absolute necessity in today’s fast-paced business world.

Here are the seven powerful advantages of fostering a future-oriented mindset in the workplace:

Anticipating Change: Future-oriented leaders actively anticipate change and proactively prepare for it. As a result, they consistently stay ahead of the curve, quickly adapt, and successfully maintain a competitive edge in an ever-evolving business environment. For instance, I worked with a CEO who regularly conducted scenario planning exercises with his team, helping them navigate a major industry shift with minimal disruption.

Identifying Opportunities: With a future-focused mindset, successful leaders can identify emerging trends and untapped markets. Consequently, they are able to spot growth opportunities others might miss, effectively positioning their organization for long-term success.

Driving Innovation: By prioritizing the future, leaders actively create a culture of innovation and creative problem-solving. Moreover, by embracing new ideas, taking calculated risks, and challenging the status quo, they drive meaningful change and keep their organization at the forefront of the industry. I recently coached a leader who encouraged his employees to dedicate time each week to exploring new ideas, resulting in the development of a groundbreaking product.

Enhancing Problem Solving: Anticipating future challenges enables proactive problem-solving. As a result, teams can prepare and address potential issues before they escalate, ensuring smoother operations and reducing reactive measures.

Mitigating Risks: Understanding future trends and potential disruptions leads to better risk management. Consequently, organizations can strategize more effectively, mitigating risks while capitalizing on emerging opportunities.

Boosting Employee Engagement:  When leaders encourage employees to think about and contribute to the company’s future, engagement levels soar. Furthermore, this sense of involvement and influence over the organization’s direction significantly boosts morale and job satisfaction.

Ensuring Long-Term Success: A future-oriented mindset actively lays the groundwork for long-term success. By continually striving for improvement and growth, organizations can effectively secure their relevance and competitiveness over time.

Developing Future Leaders: Fostering this mindset within the workforce actively cultivates the next generation of leaders. Moreover, employees who are accustomed to thinking about the future are more likely to develop the strategic and visionary skills necessary for effective leadership.

A future-oriented mindset is a powerful tool for leaders and organizations seeking to thrive in an increasingly complex and competitive business landscape. By adopting this forward-thinking approach, you can unlock a host of benefits, from improved adaptability and innovation to increased employee engagement and long-term success.

Lead From Within: Your forward-thinking leadership will undoubtedly inspire and guide your team to achieve extraordinary things.

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 Benefits Of Having A Future-Oriented Mindset In The Workplace appeared first on Lolly Daskal.

As a seasoned executive coach with decades of experience, I’ve played a significant role in refining onboarding processes across diverse sectors. My experience reveals that the longevity and commitment of new employees hinge on their initial experiences. A warm welcome, robust support, and the right tools from the start are crucial. Here are nine key strategies leaders should adopt to ensure their new hires thrive:

Create a Comprehensive Onboarding Plan: Develop a structured onboarding plan that covers all essential aspects of the new hire’s role, responsibilities, and expectations. This plan should include a timeline, milestones, and clear objectives to help the new employee navigate their first few months with clarity and confidence.

Provide a Warm Welcome: Make sure to provide a warm and personalized welcome to your new hire. This can include a welcome package, a handwritten note, or a team lunch on their first day. Show them that you are excited to have them on board and that they are valued members of the team.

Assign a Mentor or Buddy: Mentorship is invaluable. Pairing new hires with seasoned mentors provides them with a go-to resource for guidance and support.

Set Clear Expectations: Set clear and concise expectations right from the start. Understanding their role and what is expected of them helps new hires focus and contribute effectively early on.

Provide Necessary Tools and Resources: Ensure that your new hire has access to all the tools, resources, and information they need to perform their job effectively. This includes equipment, software, training materials, and access to relevant databases or networks.

Encourage Open Communication: Foster an environment of open communication where your new hire feels comfortable asking questions, seeking feedback, and sharing ideas. Schedule regular check-ins to discuss their progress, address any concerns, and provide support as needed.

Offer Training and Development Opportunities: Invest in your new hire’s professional growth by offering training and development opportunities. This can include workshops, online courses, conferences, or mentoring programs. Show them that you are committed to their long-term success and growth within the organization.

Integrate Them into the Team: Facilitate team integration through social events and collaborative projects. This helps build essential relationships and a sense of belonging.

Celebrate Milestones and Successes: Recognize and celebrate your new hire’s milestones and successes, no matter how small. This can include completing their first project, reaching a performance goal, or demonstrating exceptional teamwork. Showing appreciation for their efforts can boost their morale and motivation.

Bottom line, providing a comprehensive and supportive onboarding experience is essential for setting your new hires up for success. By following these nine important steps, leaders can create a welcoming environment that fosters engagement, productivity, and long-term commitment to the organization.

Lead From Within: Invest in your new hires from day one, and watch as they flourish into valuable contributors who drive your organization forward.

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 9 Important Things Leaders Must Do For Their New Hires appeared first on Lolly Daskal.

It’s no secret that working away from the office is increasingly more popular. Six out of 10 companies offer their workers the chance to telecommute. 43 percent of all employees work remotely at least some of the time, according to the latest workplace statistics from Gallup.

While remote work offers numerous benefits, it also presents unique challenges for individuals working from home. Let’s explore the top six challenges of working remotely and what they mean for employees.

Time Management Struggles: Remote workers often struggle with managing their time effectively. Without the structure of a traditional office environment, it’s easy to get distracted and lose focus. As a coach, I recommend establishing a clear daily routine and using time-blocking techniques to stay on track.

Blurred Work-Life Boundaries: Working from home can lead to blurred lines between work and personal life. Remote employees may find themselves working at all hours, leading to burnout and decreased productivity. To maintain a healthy work-life balance, I suggest setting clear boundaries and communicating them with your team and family.

Disconnection from Team Members: Remote work can create a sense of isolation and disconnection from colleagues. This lack of face-to-face interaction can hinder communication and collaboration. To combat this, I encourage teams to schedule regular virtual check-ins and prioritize video calls for important meetings.

Technology Challenges:  Remote workers rely heavily on technology to stay connected and productive. Technical issues, such as poor internet connectivity or software glitches, can significantly impact their ability to work effectively. As a coach, I advise leaders to invest in reliable technology and provide their teams with the necessary tools and support.

Lack of Visibility: Working remotely can make it challenging for employees to gain visibility within their organization. This lack of visibility can limit opportunities for recognition, growth, and advancement. To increase visibility, I recommend that remote workers actively engage in virtual meetings, share their successes, and seek out opportunities to contribute to high-profile projects.

Limited In-Person Collaboration:  Remote work can hinder the spontaneous brainstorming and collaboration that often occurs in a shared office space. This lack of in-person interaction can stifle creativity and innovation. As a coach, I suggest teams schedule dedicated virtual brainstorming sessions and use collaborative tools to foster idea-sharing and innovation.

As a leader, it’s crucial to acknowledge these challenges and work proactively to support your remote team members. By providing the necessary tools, resources, and communication channels, you can help your team overcome these obstacles and thrive in a remote work environment.

Lead From Within: By supporting your team and adapting to new ways of working, you can unlock the full potential of your remote workforce.

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 The Top 6 Challenges of Working Remotely and How to Overcome Them appeared first on Lolly Daskal.

As an executive leadership coach, I’ve seen firsthand that strong leadership is critical to any organization’s success. Navigating today’s competitive environment and achieving top results requires leaders to be proficient in several key areas. Based on my experience, here are the seven essential leadership skills necessary for success:

Emotional Intelligence: Emotional intelligence involves understanding and managing your emotions and influencing others. Leaders with high emotional intelligence can build strong relationships, communicate effectively, and create a positive work environment.

Strategic Thinking: Strategic thinking involves seeing the big picture, anticipating challenges and opportunities, and making decisions that align with long-term goals. Leaders who excel in strategic thinking can navigate complex situations, adapt to change, and guide their teams towards success.

Effective Communication: The essence of leadership hinges on clear and impactful communication. It’s about articulating a vision, giving feedback, and engaging stakeholders. Effective communication greatly influences your effectiveness as a leader.

Staying Flexible: In today’s rapidly changing business environment, adaptability is a critical competency for leaders. Being able to pivot strategies, embrace new technologies, and adjust to shifting priorities can help you and your team stay ahead of the curve.

Empowering Others: Great leaders know that their success depends on the success of their team. Empowering others involves delegating responsibilities, providing support and resources, and fostering a culture of autonomy and accountability.

Ethical Conduct: Integrity is the foundation of trust, and trust is essential for effective leadership. Leaders who demonstrate ethical behavior and make integrity-driven decisions can cultivate strong, trust-based relationships, inspire loyalty among their team members, and advocate for a culture rooted in ethical principles.

Continuous Growth: Successful leaders are committed to continuous learning and growth. Staying curious, seeking out new experiences and perspectives, and investing in your own development can help you stay relevant, innovative, and effective in your leadership role.

Leadership is more than just a role. It’s a path of growth, learning, and inspiration. By mastering these key skills, you become not just a leader, but a visionary guiding your team to new heights.

Lead From Within: Your journey to leadership excellence starts with a commitment to ongoing growth and development that establishes the foundation for lasting 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 7 Most Important Leadership Competencies You Need to Succeed appeared first on Lolly Daskal.