Transitioning Ownership

If you’re a leader striving to delegate more to your team members to open time in your calendar but struggling to feel confident that they’re ready to take ownership without your direction and guidance, here are some ways to start the delegation and transition process.

The Destructive Side of Self-Discipline: When Self-Discipline is the Wrong Approach

Discipline is a trait of many great leaders. Individuals are often given a position of leadership because they have shown that they have the strength to follow through with producing impactful results, often in the face of challenge. Leaders learn that discipline is an important tool. When we work up the discipline to follow through on something challenging and meaningful, it feels good. When we work through resistance, we build strength and we learn more about the work, the world, and ourselves, too.

Why You Should Document Your Wins Often

Stepping into leadership means that we guide our team toward the big-picture mission and keep positive momentum going day-to-day. Teams have objectives to work toward and it’s up to the leader to design the approach and drive progress. There is a long, continuous path to collectively take on together. Over time, amongst the day-to-day work, team members often loose sight of the big picture mission and objectives, the progress that is made, and where attention should really be placed. When the team loses sight of achievements and isn’t clear in terms of what is truly building toward your definition of “success”, frustration builds instead of positive progress. I began acknowledging and documenting individual and team wins when I realized the need to positively motivate my team, periodically lift us out of the weeds of the work to see the big picture, align our focus around what really matters for us to achieve success, and build our collective confidence.

Attachment as a Leader: Does what you hold on to serve you or starve you?

As leaders, we wake up each day with certain aspiration, responsibilities, and expectations at the forefront of our attention. Attachment and drive are key factors that tether us to our objectives and motivate us to show up each day to make progress.  However, when taken to far and practice in the wrong ways, attachment severely limits us as leaders. In my new guidebook, Awake Ethics, I present four primary attachments that leaders have: attachment to our ways of doing things, attachment to results and gratification, attachment to our identity, and attachment to team members. Here I’ll talk a bit more about how understanding your relationship toward each attachment is important in order to lead more ethically and find more clarity day-to-day. 

Balancing Quantitative and Qualitative Objectives in Leadership

A primary part of a leader’s role is to support the team in reaching objectives. This involves keeping the team aligned on what the objectives are, ensuring the team has the resources to execute the work, and keeping the work engaging so the team develops and remains enthusiastic. In this post, I’ll detail the key differences between quantitative and qualitative objectives, provide insight on how to make your quantitative objectives impactful, and provide some ways to begin finding balance and new energy on your team.

Magic of Mind Mapping for Leadership

Mind mapping is a powerful tool we can use as leaders to balance our logical thinking processes with expansive, innovative thinking about how to approach our work. We can also better understand and achieve our objectives with our teams. In this post, I will describe the benefits of mind mapping I have experienced, the key aspects of mind mapping that make it impactful, a how-to guide for getting started, and explained examples.