Everything I know about leadership I learned from Patrick Swayze
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Everything I know about leadership I learned from Patrick Swayze
Who influenced you to be a leader?
en the best leaders have tough days at the off Not everyone is going to agree with every decision you make – even when t decision turns out to have a fruitful outcome for the company You’re not getting invited to happy hours as much any more Be fair and consistent with everyone Don’t take it personally, because the more you try to be liked the bigger chan of you compromising your role You can be a boss or a friend, you can’t be both
Leadership can be lonely Find a peer group – Vistage, Masterminds, CNM Leadership Circles Form a personal board of advisors – peers in same industry Get an executive coach Get a mentor
Developing a shared vision for your organization or department is a key to success mel and Prahalad Shared vision creates a competitive advantage and provides a cognitive ma • How resources are deployed • Where/how people spend their time • How we set and complete our goals uzes and Posner What do we want from our leaders and our colleagues? • #1 Honesty • #2 72% said a forward thinker (leader), but only 27% for colleagues • Cannot be a lone visionary, listen, connect deeply with present to plan for future
Strengths of visionary leaders spires the organization – Visionary leaders specialize in inspiring those around them to become invested in the sion. ays focused – While charisma and inspiring others is a part of their leadership style, the primary goal of a vision ader is to keep everyone focused. vercommunicates vision – Visionary leaders shares vision, shares it again and again and maybe again. ncourages innovative work – Visionary leaders not only allow, but encourage those they work with to develop th ills and try out new things. spires a sense of accomplishment – Visionary leaders encourage a sense of accomplishment and to let worke ow their contributions are meaningful and useful to the company. elebrates and rewards the team – Visionary leaders take time to recognize little wins and provides meaningful centives.
ceness is an essential quality of leadersh Nice Not so Nice Experience 15 kind acts/day • Experience 6 kind acts/day 3% say colleagues will help them • 10% say colleagues will help them 3% of employers look for them • 7% of employers don’t specify Decreased turnover, stress, health • Greater turnover, 46% higher healt are expenditures care costs
Additional Research HBS, Amy Cuddy – Leaders who show warmth are more effective (even before establishing competence) NYU, Jonathan Haidt – When you work with staff who help you, you in turn are helpful to others (not just those who helped you) Gallup Research - Compassionate workplace fosters engagement and engagement above all else predicts well being in the workplace
Fun at work Robert Halff survey - 91% of executives believe humor is essential in career advancement a 84% believe people with good sense of humor do a better job St. Edwards University – 81% believe fun work environment makes them more productive, 55% said they would take less pay for more fun ournal of Applied Communication Research – Humor linked to successful culture, goal clar group problem solving Wharton, MIT and London Business schools – Laughter relieves stress, boosts engagemen reativity, collaboration, productivity and analytic precision
Fun at work Celebrate little victories Include all in activities as being left out causes excruciating pain Have your team plan “15 minute vacations” Happy Cart Plan for off-site activity – Karaoke, “Gong Show/Talent Show” Chili cook off, dessert contest, door prizes None of this has to break your budget
Work/Life Balance rporate/Executive Board researched over 50,000 global workers – employees with good work balanc rk 21% harder searchers found – positive experience at either home or office has a positive influence on the other cording to the global 2017 Randstad Employer Brand Research report, after an attractive salary and ng-term job security (58 percent and 46 percent, respectively), 45 percent of surveyed employees not od work-life balance as an important attribute in gauging the attractiveness of an organization. 2017 FlexJobs survey found that 80% of employees surveyed say work life balance matters when nsidering a job and of the 2,200 employees without children surveyed said they wanted greater work lance too (79%). e same survey also found that work-life balance won out over both salary and flexible schedule as th ost important factor when evaluating a job prospect. Work-life balance came in at 72 percent, with sal 70 percent and flexible schedule at 65 percent.
Work/Life Balance Increased productivity Lower absenteeism and reduced turnover Less stressed workforce Better teamwork and communication Improved morale and increased engagement Recognized as employer people want to work for
What can I do? When it is time to go home – go home – set the standard for yourself and your team When you are sick – stay home and take care of yourself – set the standard for yourself and your team Take time for yourself – go on vacation – unplug and enjoy yourself – set the standard for yourself and your team
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