Who Should You Ask For Advice From As A Leader?

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If you are growing and setting aggressive goals as a leader you will almost always have more questions than answers. In the videocast we look at the two most common responses that leaders have when they do not know the answer to a question.

We also give you a litmus test to know if the person you are asking for advice is going to be able to help you grow as a leader.

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What is the Most Important Leadership Lesson You Have Applied This Year?

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Every leader wants to be more successful and effective. In this week’s leadership insight we help you discover your approach to learning and how to ensure that you continue to not only get better results – but how to do it while engaging your team and challenging them to get better as well.

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What is the BEST way to address frustrations you have with your team?

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Have you ever been frustrated with your team, or a member of your team?

If you have been in leadership for any length of time at all – I already know the answer to this question. We hear about the frustrations facing leaders very day as we coach and conduct our leadership programs . Things are not getting any easier either as the pace of change continues to accelerate, and the labor market tightens.

The interesting part of this is that all of these frustrations have the same thing in common. This week we show you a simple method to help you move past those frustrations permanently.

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What is the Best Way to Set Goals to Maximize Team Commitment and Engagement?

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What is the best way to set goals for your team?LeaderShift One Day Intensive

It all starts with a goal. Either you are handed a goal by your manager, or you are asked to set one for your team. Set properly, the goal will establish a GAP between where you are and where you would like the team to be. In fact if there is no GAP there is no need for a leader. And that’s what you are – so how SHOULD leaders set goals?

It turns out that conventional wisdom flies in the face of recent brain science research.

What does the research say?

Modern brain research indicates that we evaluate a ‘status quo goal’ as more difficult to achieve than a ‘modest increase goal’. Yup. Thats right. Respondents were MORE negative about how hard it would be to keep things the same versus a modest increase. (Harvard Business Review  Nov 2018 – ‘Why You Should Stop Setting Easy Goals’)

But it gets even worse…

Not only did lower goals cause more negativity in respondents, when they were asked whether they would rather pursue the status quo goal – or the modest increase goal – they again chose the modest increase goal. And that finding held true across all different kinds of areas we set goals in.

So maybe we need to rethink HOW we set goals with our team. Lower goals are not actually more desirable or easier to get people to rally around. In fact, research has found that lower goals are less likely to be achieved. Now, before you fire off setting super stretch goals, know that those stretch goals rated the lowest of all three types of goals in terms of engagement and commitment. Maybe not verbal commitment – people may still commit verbally. They just don’t follow thru.

So what is the solution?

In order to maximize team commitment and engagement you need to set a modest increase goal while simultaneously decreasing the timeline allowed for the goals achievement. It is also critical that you make sure the team knows that this goal is a milestone on the way to a larger ideal – an ideal future that they have agree is important and desirable for the team to achieve.

So here is this week’s leadership insight: Set modest goals with shorter timelines.

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