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Let’s Stop Underestimating What Others Can Do

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“I have to hold their hands.” “They need constant supervision.” “They don’t think!” “They aren’t creative.” Have you heard leaders and managers pass these kinds of judgments on employee abilities?

Frequently, as I conduct employee focus groups or review 360 results, leaders who make these kinds of statements receive the following kinds of comments: “What a micromanager!” “Constant meetings and checklists and interference keep us from our work.” “We’re treated like children!”

“But I tried giving more autonomy and it was a disaster,” many leaders say. Frequently, they provided autonomy without clarity of goals or the benefit of wisdom learned from the past. There’s a happy medium of structure AND autonomy, a polarity that leads to results AND happy employees!

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3 Key Mindshifts for REALLY Leading Change

“Get the resisters on board–that’s why we’re bringing you in” is what I often hear from leaders when change processes aren’tBerlin ped signals.001 going smoothly. In most cases, though, a few simple yet profound changes in leadership attitudes and practices are what is really needed. Here are three mind shifts I’ve seen in effective leaders:

1. Instead of Leading, Think Leading and Listening

As a school leader I know stepped into a new principalship, he told the staff, “I’ll be spending this first year listening, watching and dialoguing with you to understand the strengths and needs of this particular community of learners.”

No one believed him.

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Yes, Star Trek Into Darkness Holds a Key Leadership Truth

EnterpriseEven if you think you hate Star Trek, or skipped the new movies out of reverence for the original cast, stay with me. Captain James Tiberius Kirk is a perfect illustration of how our greatest strengths — those assets fundamental to our leadership success — can also be our biggest nemesis. (And if you haven’t seen Star Trek Into Darkness, I’ll do my best to avoid spoilers).

The movie kicks off with Kirk breaking the Prime Directive (that pesky rule stating that Starfleet personnel must never interfere with other societies or planets). Jim does so, though, to save an entire civilization. Reasonable, right? Kirk excels at reading situations and people, weighing risks, sifting through possible consequences, and acting.

But then Kirk falls into the trap we all are susceptible to — we make up our minds without conscious reasoning and then justify our reasoning after the fact. He lies about their actions in the report he submits to Starlet. And Spock doesn’t. They get hauled on the carpet in front of Kirk’s mentor, Admiral Pike. Kirk gives a million reasons as to why his actions were right.

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