leadership

What to Do When You Don’t Have a Dream Team?

October 3, 2018

Collaboration, Leadership, Results, Strengths, teamwork

What to Do When You Don’t Have A Dream Team

Leaders spend a great deal of time focusing on building strong teams, selecting the right people with critical skill sets, managing diversity of thought and matching complementary strengths. They structure their organizations based on the capabilities needed to accomplish organizational objectives and optimize opportunities to control as many variables as possible to ensure a cohesive team.

But what happens when you don’t get to pick? What happens when you’re assigned to work with a group of people and must determine how to best work together to accomplish a goal? This frequently occurs when you are part of a team with a shorter life span, sporadic interaction or representing diverse and distant stakeholders. Thus, the ability to craft the members of the team and spend time in team building is reduced. For example, you’re: (more…)

Leading in a No Wake Zone

September 5, 2018

Priscilla Archangel

Change, Leadership, Process

Leading in a “No Wake Zone”

Imagine that you’ve just joined a new organization or department or been appointed to lead a significant new project. You’re excited about your new role and have been given a charge by your new leader regarding specific outcomes and metrics to achieve. You took some time to evaluate the challenge ahead and get to know the team, and you’re ready to make some “quick wins.” There are obvious areas for improvement that will impact organizational metrics favorably. As you meet with your colleagues and team members to introduce your plans, their responses are muted. They don’t seem to appreciate the value of these initiatives. You continue to meet with key people one-on-one to gain their support and probe for issues, but you keep hitting a wall filled with excuses, pushback and noncommitment. What’s wrong? You’ve entered a “no wake zone.” (more…)

Fear@Work

February 7, 2018

Priscilla Archangel

Communication, Leadership

Fear@Work

A CEO recently expressed concern that there was an environment of fear among his employees in the workplace. He was trying to understand the underlying issues driving this, to determine how to address it. His sincerity was commendable, and it provided an opportunity to identify drivers of fear by starting at the top of the organization.

Fear can be paralyzing, creating an environment of indecision as employees try to figure out what their leaders “want” them to hear or to do, and preventing diverse perspectives that serve as possibilities for achieving organizational objectives. Employees’ internal insecurities (“Am I meeting others’ expectations of how I’m performing in my role?”), bump up against external uncertainties (“Will I become a victim of how the environment is shifting around me?”). They contemplate issues of job security, job performance, leadership changes, industry direction and business capability. While all these factors are beyond any one person’s control, the role of leadership is to build an environment of trust and avoid fertilizing seeds of fear.

Trust is built on relationships (knowing people well), transparency (understanding underlying motives), and predictability (ability to correctly anticipate behavior). (more…)

Your Pain Point: The Motivation for Change

November 1, 2017

Priscilla Archangel

Change, Discipline, Leadership

Your Pain Point: The Motivation for Change

I had a conversation with several leaders recently about changes they needed to make in their organization. They said that they wanted to change, but their behavior didn’t align with that statement. After further discussion, it became apparent that for them, the perceived pain they would experience to change their present situation, was greater than the actual pain of continuing in it, even with an impending negative impact for others involved.

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Leadership Stamina: The Priority of Self-Management

October 4, 2017

Priscilla Archangel

Leadership, Presence, Stamina

Leadership Stamina: The Priority of Self-Management

How often do you find yourself working long hours on a major organizational project, leading your team, managing diverse stakeholder opinions, or facing a looming deadline with nowhere near enough resources (time, people, money, technology) to meet your goals. Then somehow, it all comes together, and you’re a hero! A superhero! Or so you think. In reality, you realize that you’ve thrown all your energy into this one facet of your life and work, and other facets (family, relationships, other projects, personal finances, exercise, life goals, etc.) are now suffering from lack of attention. (more…)

When Leading Your, Is All About Me

July 11, 2017

Priscilla Archangel

Behavior, Character, Leadership

When Leading You, Is All About Me

True leadership is about influencing others to achieve common goals. But when leaders place too great a focus on their own self-concept, their status and their personal goals, this self-absorption is generally driven by feelings of insecurity or superiority. These feelings drive behaviors at two opposite ends of the spectrum, and stifle the growth and development of the team and organization. Let’s look at examples of each.

Insecure Leadership

Chris is the CEO of a multinational company. As he banged his fist on the conference room table, his frustration was palpable to those in the room. Joe, the VP of Product Development had worked for Chris for a year now. He joined the firm enticed by the scope of responsibility in this VP position, and by Chris’s excitement and commitment to developing a new product line. But now, he was wondering how much longer he could endure working there. Having moved his family half-way across the country, he wanted to give it his best effort, but his natural optimism had waned sharply. (more…)

Developing Leadership Perspective: Fact vs. Reality

June 7, 2017

Priscilla Archangel

Decision Making, Leadership, Process, values

Developing Leadership Perspective: Fact vs. Reality

There’s an old fable about three blind men who touched an elephant to find out what it was like. One man touched the leg and declared that the elephant was like a tree trunk. Another touched the elephant’s tail and declared that it was like a snake. The third man touched its side and declared that it was like a wall. A disagreement ensued as they each defended their perspective on the animal. After all, they knew what they felt.

Were each of them right? Yes, and no. They each experienced a part of the elephant, but none experienced the whole. They each described the elephant from their perspective, but due to limitations in their vision and space, none of them could see it in its entirety. Only when they began to compare notes, and to walk around the elephant feeling different parts of it, could they begin to piece together a view of the entire animal. They had to experience it from different angles. Later, a sighted man came along and immediately saw the entire elephant. He quickly walked around the animal, sized it up and fully described it to the men. Their facts were not the same as reality.

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The 3 C’s to Establishing Tone at the Top

May 4, 2017

Priscilla Archangel

Behavior, Character, Commitment, Leadership, values

The 3 C’s to Establishing Tone at the Top

Michael left the office early for once. He was on his way home to celebrate the position he had just accepted at a new company. After 25 years of hard work and great personal sacrifice, he finally got the VP position he felt he deserved. He had more than enough experience to step into the role and produce solid wins for his new employer. Everything was moving along smoothly until that night when he got the call from the executive recruiter. There was a problem with background check they just completed. They couldn’t find record of him having completed his MBA. He recognized that when he presented his credentials, he neglected to mention that he was two classes short of graduation, but he felt that his vast experience more than made up for that. Unfortunately for him, his new employer disagreed. The offer was withdrawn, not because he lacked the degree, but because he hadn’t come clean about it.

Joan was celebrating for a different reason. Her team exceeded their stretch sales target for the fiscal year, a herculean effort on the part of everyone. Her leadership, strategic planning, and ability to pull the group together to find innovative approaches to problems had paid off. This news would be well received by investors and provide her and the team with a significant bonus opportunity. The president called and asked her to stop by his office. As she walked down the hall to see him, she imagined his congratulatory words. She might even get a promotion! But when she opened the door and saw a somber look on his face, and the HR VP already present, she knew the message was going to be very different. Someone had reported a few irregularities in Joan’s sales tactics. She had simply taken a bit of interpretive license in several guidelines, just a gray area that didn’t hurt anyone. But the president didn’t see it as a minor issue. And he dismissed her on the spot for her lack of integrity. (more…)

5 Keys to Maximizing Your Personal Brand

April 5, 2017

Priscilla Archangel

Brand, Leadership, Peronal Brand, Presence, Purpose, Strengths

5 Keys to Maximizing Your Personal Brand

Do you know what people are saying about you when you’re not in the room? Do you know what they think of your performance, your presence, your purpose and your personality? Rather than being unconcerned about what others think, it’s important to ensure that their perception of you aligns with how you want to be perceived. Because the answers to these questions are part of your personal brand.

Glenn Llopis describes personal brand as “the total experience of someone having a relationship with who you are and what you represent as an individual; as a leader.”¹ It’s your promise that you will do what you said you will do. It’s your reputation that attracts others to you, or pushes them away. Establishing and managing your brand is an ongoing process fueled by continual behavioral inputs that remind others of who you are, what you do, and how you can support them. Leaders must develop their brand so that it validates their work and provides a platform to connect with others and accomplish their goals.

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Should Leaders Really Be Patient

February 1, 2017

Priscilla Archangel

Leadership, Patience, Process, Results

Should Leaders Really Be Patient?

Leaders are rewarded for action. They’re used to being in control and working to influence the environment around them. They have a vision, mission, and objectives to accomplish. Other stakeholders hold them accountable for developing and executing plans to drive results. Providing excuses isn’t part of their vocabulary. So what place does the word “patience” have in the context of leadership?

To understand, let’s look at patience as a leadership competency. According to Michael Lombardo and Robert Eichinger’s model of leadership, patient leaders are tolerant with people and processes; they wait for others to catch up before acting; they try to understand people and data before making decisions and proceeding; and they follow established processes. Meanwhile, leaders who are unskilled in this area act before it’s time to act; they don’t take the time to listen or understand, they think almost everything needs to be done quicker and shorter; they often interrupt others and finish their sentences; they’re action oriented and avoid process and problem complexity; and they sometimes jump to conclusions instead of thinking things through.¹

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What to Do When You Don’t Have A Dream Team

Leading in a “No Wake Zone”

Fear@Work

Your Pain Point: The Motivation for Change

Leadership Stamina: The Priority of Self-Management

When Leading You, Is All About Me

Developing Leadership Perspective: Fact vs. Reality

The 3 C’s to Establishing Tone at the Top

5 Keys to Maximizing Your Personal Brand

Should Leaders Really Be Patient?

Leadership Tips