Å·±¦ÓéÀÖ

Trust is the foundation of any successful relationship, and in the world of leadership, it is the cornerstone upon which great leaders build their influence and impact. Without trust, leaders struggle to inspire, motivate, and guide their teams effectively. But how do great leaders earn trust, and what sets them apart from the rest?

In my experience as a leadership executive coach, I have found that leaders who make trust a priority in their leadership are more likely to have loyal employees. These leaders understand that trust is not a given, but rather something that must be earned through consistent, intentional actions. They cultivate trust in unthinkable ways, going above and beyond the conventional norms of leadership. Here’s how they do it:

They are authentically vulnerable: Great leaders are not afraid to show their human side. They are open about their own struggles, fears, and weaknesses, creating a safe space for others to do the same. This vulnerability fosters a deep sense of trust and connection within their teams.

They follow through on their commitments: Leaders who earn trust are those who consistently do what they say they will do. They are reliable, dependable, and true to their word, even when it’s difficult or inconvenient. This integrity builds trust and respect among their employees.

They empower others to lead: Trustworthy leaders are not afraid to share power and decision-making authority with their teams. They provide opportunities for growth, development, and leadership, trusting in the abilities and potential of their employees. This empowerment creates a culture of trust and ownership.

They admit their mistakes: Great leaders are not perfect, and they are not afraid to admit when they are wrong. They take responsibility for their actions, apologize when necessary, and learn from their missteps. This humility and accountability strengthen trust and respect within their teams.

They prioritize relationships: Leaders who earn trust invest time and energy in building strong, authentic relationships with their employees. They listen actively, show empathy, and genuinely care about the well-being and success of their team members. These relationships form the bedrock of trust and loyalty.

Earning trust as a leader is not about grand gestures or charismatic speeches. It’s about the small, consistent actions that demonstrate integrity, vulnerability, empowerment, accountability, and care. By prioritizing these unthinkable ways of building trust, great leaders create a culture of loyalty, engagement, and high performance within their organizations.

Lead From Within: Trust is the currency of leadership. Invest in it wisely, and you will earn the rewards of a loyal, dedicated, and inspired team ready to follow you.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Leaders constantly face problems that demand their attention and resolution. The ability to solve problems effectively sets successful leaders apart. Whether addressing customer complaints. Resolving team conflicts, or tackling strategic challenges. Leaders who navigate these issues with ease drive their organizations forward.

As a leadership executive coach, I have found that leaders who excel at solving problems stand out from the crowd. They approach challenges with a structured, collaborative process that engages their entire team in finding the best solution. Here are the five most effective ways these leaders solve problems:

Define the problem: Effective leaders clearly define the problem. They gather information, listen to different perspective. They articulate the problem in a way everyone can understand. By doing so, they ensure that the entire team is on the same page and has a shared understanding of the challenge at hand.

Find the root cause: Leaders dig deeper to identify the underlying causes. They ask questions, analyze data. They look beyond surface symptoms to understand the true nature of the issue. This approach enables them to address the fundamental factors contributing to the problem, rather than merely treating the symptoms.

Explore solutions:ÌýWith a clear understanding of the problem and its root causes, leaders engage their teams in brainstorming potential solutions. They encourage creativity, welcome diverse ideas, and foster an environment where everyone feels heard and valued. By involving the team in the solution-finding process, leaders tap into a wealth of knowledge and expertise, increasing the likelihood of finding the best possible solution.

Select and commit to the solution: Leaders work with their teams to evaluate the pros and cons of each solution and select the one that best addresses the problem. They commit to implementing the chosen solution and communicate the decision clearly to all stakeholders. This decisive action demonstrates the leader’s confidence in the chosen course of action and helps to align the team’s efforts towards a common goal.

Implement the solution: Effective leaders take action to implement the chosen solution. They develop a plan, allocate resources, and monitor progress to ensure the problem is resolved and the desired outcomes are achieved. By taking a hands-on approach to implementation, leaders demonstrate their commitment to seeing the solution through and inspire their teams to do the same.

Follow a structured, collaborative process that involves the entire team in defining, analyzing, and solving the problem. This ensures buy-in, creativity, and a focus on addressing root causes rather than just symptoms.

Lead From Within: Inspire your team to tackle even the toughest challenges with confidence and ease.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Effective communication is crucial in all aspects of life, especially when it comes to difficult conversations. Whether you’re addressing a sensitive issue with a colleague, giving feedback to an employee, or discussing a challenging topic with a coworker, the way you communicate can make all the difference in the outcome. That’s why understanding and applying the rules of effective communication is essential for navigating these situations successfully.

In my experience as a leadership executive coach, I have found that leaders with great communication skills succeed, while leaders with poor communication are not effective. This is particularly true when it comes to difficult conversations. Leaders who can communicate clearly, empathetically, and assertively are better equipped to handle challenging discussions and maintain strong relationships. That is why, when it comes to difficult conversations, here are my six rules that I know will make your communication successful:

Listen more than you speak: In difficult conversations, it’s essential to prioritize listening over speaking. Give the other person your full attention, and focus on understanding their perspective. By actively listening, you demonstrate respect and create an environment where the other person feels heard and valued.

Prioritize understanding, not being right: Approach difficult conversations with the goal of understanding, rather than proving your own point. Ask questions, seek clarification, and be open to learning from the other person. When you prioritize understanding, you create a collaborative atmosphere that facilitates problem-solving and resolution.

Empathize, don’t sympathize: Put yourself in the other person’s shoes and try to see the situation from their perspective. Empathy allows you to connect with the other person on an emotional level and demonstrates that you value their feelings and experiences. When you show empathy, you build trust and rapport, making it easier to find common ground.

Don’t judge; stay open:Ìý In difficult conversations, it’s crucial to maintain an open mind and avoid making judgments. Suspend your assumptions and biases, and be receptive to new information and ideas. By staying open, you create space for genuine dialogue and the possibility of finding creative solutions.

Focus on solutions, not projections: When engaging in difficult conversations, it’s essential to leave your assumptions and projections at the door. Instead of projecting your own thoughts and feelings onto the other person, focus on finding solutions. Approach the conversation with an open mind, and ask questions to gain a better understanding of the other person’s perspective. By avoiding projections and focusing on solutions,

Reflect and grow, don’t just react:Ìý Treat every difficult conversation as an opportunity for growth and learning. Reflect on what went well, what could have been improved, and what insights you gained. By viewing these conversations as learning experiences, you continuously develop your communication skills and become a more effective leader.

Mastering these six rules of communication during difficult conversations can transform potential conflicts into opportunities for growth and understanding, and can help you navigate even the most challenging discussions effectively.

Lead From Within: By embodying these six rules, you not only improve your own relationships and outcomes but also set a powerful example for others to follow.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

According to a recent study, 70 percent of managers struggle to transition into effective leadership roles, often failing to inspire and guide their teams to success.

In my experience as a leadership executive coach, the transition from managing to leading is not easy, which is why many managers struggle to make the shift. They are comfortable with the familiar role of overseeing tasks and ensuring compliance. However, to truly succeed as a leader, one must learn to let go of control and trust in their team’s abilities. Here are some essential ways to successfully move from managing people to leading employees:

Develop a Leadership Mindset: Embrace a growth mindset and cultivate the qualities of effective leaders. Focus on developing emotional intelligence, adaptability, and resilience. Continuously learn and seek out opportunities to expand your leadership skills and knowledge.

Shift Focus Outward Instead of Inward: Leaders prioritize the needs of their team and the organization above their own. They focus on helping others succeed and achieve their goals. Shift your attention from personal achievements to empowering and supporting your team members.

Empower Rather Than Micromanage: Trust your employees to make decisions and take ownership of their work. Provide guidance and support, but avoid micromanaging every detail. Empower your team to take initiative, solve problems, and learn from their experiences.

Develop Interpersonal Skills: Invest in building strong relationships with your team members. Practice active listening, empathy, and effective communication. Seek to understand their perspectives, motivations, and challenges. Developing strong interpersonal skills will help you connect with and lead your team more effectively.

Communicate Openly and Frequently: Transparent and frequent communication is critical for building trust and alignment. Keep your team informed about goals, expectations, and changes. Encourage open dialogue, feedback, and ideas. Regularly communicate the purpose behind decisions and how they align with the organization’s mission.

Focus on Building Trust: Trust is the foundation of effective leadership. Demonstrate integrity, follow through on commitments, and lead by example. Create a safe environment where employees feel comfortable taking risks and expressing their opinions. When you build trust, your team will be more engaged, loyal, and willing to go the extra mile.

Cast a Compelling Vision: Leaders inspire and motivate their teams by casting a compelling vision for the future. Paint a clear picture of what success looks like and how each team member’s contributions make a difference. Communicate the vision frequently and help employees connect their work to the larger purpose.

By adopting these strategies, you’ll not only change how you work but also how you are perceived within your organization. It’s about shifting from controlling to empowering, from maintaining to innovating, and from instructing to inspiring.

Lead From Within: Your leadership has the power to transform lives and shape the future of your organization so stop managing and start leading.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Toxic bosses can create a hostile work environment that stifles growth, creativity, and employee well-being. They can damage an organization’s culture and hinder its success.

In my experience as an executive leadership coach, toxic bosses are often characterized by their narcissistic tendencies, lack of empathy, and manipulative behavior. They prioritize their own interests over the well-being of their employees and the organization as a whole. Therefore, here are the five warning signs to look for:

Micromanagement: Toxic bosses often micromanage their employees. They constantly monitor every aspect of their work, leaving no room for autonomy or trust. This behavior stifles creativity and innovation, as employees feel suffocated and unable to take initiative.

Lack of Empathy: Toxic bosses lack empathy for their employees. They are unwilling to listen to concerns, dismiss feelings, and prioritize results over people. This creates a cold and unsupportive work environment where employees feel undervalued and unappreciated.

Blame-Shifting: Toxic bosses never take responsibility for their mistakes. They are quick to blame others when things go wrong, even if they were directly involved. This behavior creates a culture of fear and mistrust, as employees are afraid to take risks or make decisions.

Inconsistency: Toxic bosses are often inconsistent in their behavior and expectations. They may praise an employee one day and criticize them harshly the next. This unpredictability creates a sense of anxiety and uncertainty among employees, making it difficult to perform their best work.

Bullying and Intimidation: Toxic bosses often resort to bullying and intimidation tactics to maintain control. They may yell, belittle, or threaten employees to get their way. This behavior creates a hostile work environment where employees feel unsafe and unable to speak up.

If you recognize any of these signs in your boss, it’s essential to take action. Document instances of toxic behavior, seek support from trusted colleagues or HR, and prioritize your mental health and well-being. Remember, no job is worth sacrificing your dignity and self-respect.

Lead From Within: Don’t let a toxic boss derail your career. Recognize the signs, take action, and prioritize your well-being.

Ìý

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Emotional intelligence (EI) is crucial for building strong personal and professional relationships. It influences how effectively we navigate social complexities and make personal decisions that achieve positive results. However, not everyone possesses high emotional intelligence.

As an executive leadership coach, my experience has been that people with low emotional intelligence often use certain phrases that reveal their lack of self-awareness and empathy. These phrases can be damaging to relationships and hinder effective communication. Here are six common phrases used by those with low emotional intelligence:

“I knew that would happen.�: This phrase can come across as condescending and lacks empathy. It implies that the person using it is superior and fails to acknowledge the complexity of situations. Emotionally intelligent individuals offer support and understanding rather than judgment.

You’re too sensitive.�: This phrase invalidates the feelings of others and suggests that their emotions are not valid. It’s a dismissive statement that can make people feel unheard and misunderstood. Those with high emotional intelligence acknowledge and respect the feelings of others, even if they don’t agree with them.

“I’m fine.�: When used to avoid discussing emotions or conflicts, this phrase can indicate a lack of emotional intelligence. It may be used to shut down conversations or mask true feelings. Emotionally intelligent individuals are comfortable expressing their emotions and addressing issues head-on.

“You should…�: Unsolicited advice can come across as condescending and presumptuous. It implies that the person offering advice knows better than the person receiving it. People with high emotional intelligence understand the importance of active listening and only offer advice when asked.

“It’s not a big deal.�: Minimizing the concerns or feelings of others is a hallmark of low emotional intelligence. It suggests that their worries are unimportant or invalid. Emotionally intelligent people recognize that what may seem insignificant to one person can be a significant issue for another.

“I don’t care.�: This phrase dismisses the feelings and opinions of others. It shows a lack of empathy and an unwillingness to consider different perspectives. People with high emotional intelligence understand the importance of validating others� emotions and engaging in constructive dialogue.

It’s not my fault.�: Individuals who struggle with emotional intelligence often have difficulty taking responsibility for their actions. They may shift blame onto others or external circumstances. Emotionally intelligent people, on the other hand, own their mistakes and work towards finding solutions.

“It’s just a joke!�: Dismissing hurtful comments or actions as jokes shows a lack of emotional intelligence. It minimizes the impact of one’s words and fails to take responsibility for the hurt caused. People with high emotional intelligence are mindful of the effects their words have on others.

“That’s not my problem.�: This phrase indicates a lack of empathy and a unwillingness to help others. It suggests that the person using it is only concerned with their own interests. Emotionally intelligent individuals show concern for others and offer support when needed.

“Just get over it.�: Telling someone to “get over� their feelings or experiences is dismissive and lacks empathy. It minimizes the significance of their emotions and suggests that they should suppress them. People with high emotional intelligence validate others� feelings and offer support in working through challenges.

Developing emotional intelligence is a journey of self-awareness and growth. By recognizing and avoiding these phrases, you can cultivate more empathy, understanding, and effective communication in your personal and professional relationships.

Lead From Within: Using phrases that lack emotional intelligence can cost you respect and credibility, hindering your leadership potential.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Ineffective leadership can cripple an organization, stifling growth and breeding discontent among employees. Recognizing the traits of poor leadership is the first step in correcting course and fostering a healthier, more productive workplace. Here are seven signs that clearly identify someone with bad leadership skills:

Poor Communication: Ineffective leaders often fail to clearly convey expectations, provide feedback, or maintain open lines of communication. They cause confusion, mistakes, and unhealthy conflict among employees. Teams who do not know what is expected of them. Cannot access critical information. Therefore, their productivity and morale plummet.

Lack of Integrity:ÌýLeaders who lack integrity compromise the very foundation of trust within a team. When leaders act dishonestly or unethically, they not only set a poor example but also risk cultivating a culture of dishonesty. This behavior can threaten the organization’s reputation and its overall integrity.

Indecisiveness:ÌýA leader’s inability to make decisions can be crippling for an organization. Indecisive leaders leave employees unclear on priorities and standards, which can result in low productivity, frequent errors, and subpar customer service. Consistent, clear decisions are necessary to guide teams effectively.

Resistance to Change:ÌýIn today’s fast-paced market, adaptability is key. Leaders who resist change and cling to outdated methods hinder their organization’s ability to stay competitive. This rigidity can prevent a company from innovating and responding effectively to new challenges.

Poor Conflict Resolution Skills:ÌýConflict is inevitable in any group setting, but how it is managed can make or break a team. Leaders who lack effective conflict resolution skills allow disputes to escalate, damaging relationships and team cohesion. This can lead to a toxic work environment where little meaningful collaboration occurs.

Lack of Accountability:ÌýWhen leaders do not hold themselves or their teams accountable, it sets a standard of mediocrity and lack of responsibility. This can lead to ongoing issues with productivity and quality, ultimately hindering the organization’s ability to achieve its goals and maintain high standards.

Ineffective Listening:ÌýLeaders who do not listen effectively miss out on valuable insights from their employees. Poor listening can limit a leader’s ability to understand team needs, gather feedback, and foster strong relationships, all of which are essential for motivating and guiding a team.

Bad leadership manifests in many ways, each potentially harmful to an organization’s health and success. Identifying these seven signs is crucial for anyone committed to creating a positive and productive work environment.

Lead From Within: Great leaders inspire greatness in others; poor leaders stifle potential and breed mediocrity.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

The gap between winning leaders and wannabe leadership is not always obvious on the surface. As an executive leadership coach with extensive experience, I’ve identified clear behaviors that distinguish true leaders from mere aspirants. Effective leadership hinges on consistent, intentional actions. These actions separate high achievers from those who just hold a title. Here’s a detailed look at ten key habits. They reveal the stark contrast between winning leaders and wannabes.

Mindset and Motivation: Winning leaders are primarily driven by a desire to serve their teams and advance the organization. They focus on the impact and success they can facilitate rather than personal gain. Conversely, wannabe leaders often seek positions for the allure of status or personal recognition. They are motivated more by a desire to be liked or admired. This can skew their decision-making and priorities.

Strategic Thinking:Ìý Winning leaders dedicate time to strategic planning and big-picture thinking. They understand market trends and prepare for future challenges. In contrast, wannabe leaders focus on day-to-day operations without long-term strategies. This might impair their ability to navigate future challenges effectively.

Decisive Action: Decisive and willing to make tough choices, winning leaders often make decisions that benefit the organization long-term, even if they are unpopular. In contrast, wannabe leaders hesitate in decision-making. They especially fear facing difficult choices, fearing backlash or loss of popularity.

Emotional Intelligence: Winning leaders continuously work on improving empathy, self-awareness, and interpersonal skills. They recognize the importance of emotional intelligence in leadership. Wannabe leaders, however, often neglect these skills. They focus more on technical abilities, which can impair their leadership effectiveness.

Accountability: Winning leaders take full responsibility for their decisions and the outcomes, good or bad. They use setbacks as learning opportunities. In stark contrast, wannabe leaders are quick to blame others. They make excuses when things go wrong, often shirking responsibility for failures.

Consistency: Consistent in their expectations and personal behavior, winning leaders set a reliable example for their team. Wannabe leaders, however, show inconsistency in their actions and expectations. This creates uncertainty and instability within the team.

Delegation: Knowing when and how to delegate effectively, winning leaders empower their team with meaningful responsibilities. They trust their capabilities. Wannabe leaders either micromanage, fearing delegation, or delegate improperly. This leads to inefficiencies and frustration among team members.

Communication Skills: Winning leaders practice transparent communication. They share vital information to ensure everyone understands the vision and direction. Conversely, wannabe leaders may withhold information. This leads to mistrust and confusion. They often communicate sporadically or ineffectively, undermining team cohesion.

Continuous Learning: Adopting a growth mindset, winning leaders seek new knowledge and feedback to enhance their leadership. In contrast, wannabe leaders resist learning new things or adapting, often because they want to appear as if they already know everything.

Leading by Example: Winning leaders consistently lead by example, demonstrating the work ethic, integrity, and passion they expect from their team. Wannabe leaders often preach high standards but fail to meet them personally, causing a disconnect between their words and actions.

True leadership is defined by a pattern of proactive, consistent, and thoughtful behaviors that set genuine leaders apart from those who simply aspire to lead. By adopting these winning habits, you can inspire, drive, and sustain success for yourself and your team.

Lead From Within: Cultivate these habits to transform your leadership approach from a wanna be leader into a winning leader.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

Confident people often share a common vocabulary that projects their self-assured nature and helps them navigate their professional and personal lives successfully.

As an executive leadership coach with decades of experience guiding high-performers, I’ve noticed that confident individuals stand out not just for their actions but also for their words. Here are seven powerful statements that confident people always make, showcasing the impact of assertive communication.

“I can make that happen.� Confident people commit to results and express their ability to deliver outcomes decisively. They don’t just take responsibility; they proactively assure others of their capability to execute tasks. This statement reflects their readiness to tackle challenges and their unwavering belief in their skills.

“Let’s look at all the options.� Instead of rushing to conclusions or settling for the first solution that comes to mind, confident individuals advocate for exploring various alternatives. This approach not only highlights their problem-solving skills but also demonstrates their openness to different perspectives and their leadership in decision-making processes.

“I believe in our team.� Expressing trust and confidence in their colleagues is a hallmark of confident leaders. This reassurance builds team morale and encourages a cooperative and optimistic work environment. It reflects a leader’s ability to foster strength and unity among team members, boosting collective confidence.

“I welcome feedback.� Confident people are secure enough in their abilities to seek and embrace constructive criticism. They understand that feedback is a tool for personal and professional growth. By saying this, they invite open communication and show a commitment to continuous improvement.

“No, I disagree.� Being able to express disagreement respectfully and confidently is crucial in any setting. Confident individuals are not afraid to voice dissent when necessary. They value authenticity and integrity over conformity, which strengthens their credibility and respect among peers.

“I am confident in our success.� Optimism about outcomes is contagious, and confident people regularly vocalize their positive expectations. Such statements not only boost their own morale but also energize and motivate those around them to strive for success.

“Let me help with that.� Offering assistance not only demonstrates empathy and teamwork but also confidence in one’s ability to contribute effectively. It shows that they are not just leaders or bystanders but active participants in the collective effort.

The words we choose can profoundly influence our trajectory and interactions. By adopting the language of confidence, you can enhance your influence and effectiveness. Remember, confident communication is not just about asserting dominance but about fostering a positive, proactive, and supportive environment.

Lead From Within: Embrace these expressions in your daily interactions to embody and project the confidence and you’ll become the respected, indispensable employee that organizations crave.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .

As an executive leadership coach with decades of experience, I’ve worked with high-performers across industries. While intelligence, ambition, and expertise are essential, I’ve found there’s one critical habit that sets the truly irresistible employees apart.

This one particular habit I believe is foundational for anyone aspiring to be irresistible. That habit is staying calm under pressure. This one habit enables clear thinking, steadfast decision-making, and unwavering poise � even in the face of intense pressure and adversity. This one habit is a game-changer.

Mastering Clarity in High-Stakes Situations: Employees who maintain clarity in high-stakes situations command the room. They cut through the noise, focus on critical outcomes, and guide projects to success. Their keen ability to identify opportunities for innovation and effective risk management sets a clear course for everyone involved. Proving themselves indispensable in crisis situations.

Cultivating Tranquility Among Stressed Teams: A single calm voice can stabilize a stressed team when deadlines loom and resources dwindle. Employees who embody tranquility reduce stress levels and enhance group focus, boosting overall performance and fostering a healthier work environment. Their influence doesn’t just soothe; it strengthens the team’s capacity to excel under pressure.

Building a Resilient Organizational Culture: Employees who confront challenges with calm resilience are the bedrock of a strong organizational culture. They tackle setbacks head-on, turning obstacles into stepping stones for growth and innovation. This proactive approach instills a culture of resilience, inspiring others to view challenges as opportunities for development and success.

Securing Stakeholder Trust and Respect: Earning the trust and respect of stakeholders comes from demonstrating reliability and composed judgment, especially in stressed times. Stakeholders notice and value the poise with which employees handle pressure, enhancing both individual careers and the company’s overall standing.

Purpose-Driven Clarity and Calm: Purpose-driven employees channel their clarity and calm toward achieving meaningful outcomes. They know their composed demeanor is not just for peace but for propelling the team towards significant achievements. Their focused and poised efforts in crises ensure that every action aligns with the organization’s core mission. Making their contributions not only effective but profoundly impactful.

Mastering the ability to stay calm under pressure not only marks an employee as irreplaceable. It also enhances the well-being and success of the entire team. As you develop this essential habit. Remember that its power lies in your ability to transform pressure into progress, chaos into order, and challenges into opportunities.

Lead From Within: Let your calm clarity be the compass that guides you and your team to resilience, effectiveness, and success.

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

Ìý

Additional Reading you might enjoy:

The post appeared first on .