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Archive for February, 2017|Monthly archive page

So you want to become a leader: here’s how

In Development, Leadership, Performance Management, Personal Branding, Philosophy, Strategy, Team on February 23, 2017 at 1:46 am

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In today’s competitive environment, standing out can actually be the thing that gives you an edge. For instance, if you’re positioning yourself for a leadership role or promotion, It’s important to develop a strategy to consistently demonstrate your personal leadership traits.

To illustrate this point, let’s take a peek into Tim’s profile. Tim is an inspired, hardworking and conscientious high performer. Tim is great at stakeholder meetings and client-facing events. He is also an empathetic listener and hands on team player.

You could say Tim has high potential to be a leader: he’s a HiPo, that is, he has been identified as having the potential, ability, and aspiration for succession to leadership positions within the organization. However, Tim has no management experience, having never officially led a team before. Apart from his own self-confidence and what some of his peers and his manager know, Tim has no concrete data to make a strong case. What’s more, Tim works in a dynamic firm with dozens of others who could possibly be vying for the same role.

So how can Tim progress his career? Tim could start preparing for his performance review conversations by gathering data. You see, future leaders are made long before they are earmarked for success. It comes from your own desire to excel. So what steps do you take to ensure you outshine those vying for that one coveted position?

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Unconscious bias: Why every leader should avoid it and how

In Communication, culture, Development, Effectiveness, Inspire, Leadership, Learning, Organizational Development, Performance Management, Personal Branding on February 6, 2017 at 12:19 am

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Human beings are extremely judgmental creatures. Harsh but true. We make impressions on people, events and things, often within the first fifteen seconds of coming into contact with them. We form opinions and tell ourselves stories that become reality in our minds.

We often credit this to intuition or a claim to have good judge of character. Sometimes, we are right. Sometimes we are not. Sometimes, the judgment is tainted by our experiences, fixed ideas and unconscious bias.

But it’s the opinions we form and the stories we tell ourselves that can become dangerous. Because sometimes, just sometimes, even after we have become more acquainted with the person, event or thing, these opinions and stories stick in our subconscious, even if they prove to be false. We remain wedged in the bias.

Herein lies one of the fundamental flaws of the human psyche. And the workplace is no exception to this rule.

The thing is, managers and leaders are first and foremost humans and are not exempt from this. But to be an effective and fair manager, we want to separate ourselves from this pitfall and manage, inspire and lead without bias, either conscious or unconscious. So how do we ensure we don’t get sucked into the zone of stereotyping but instead embrace attributes that promote inclusivity and diversity?

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