Learn what Brené Brown has to say about: 1. What prevents leaders from being more effective, 2. How it is critical for leaders to become more self-aware in order to become more effective, and 3. What is required of leaders to actually move the needle on their effectiveness.
The difference between recognition and appreciation can mean the difference between being a weak positive influence and a strong positive influence on those you lead.
How we see the situations we encounter shape our ability to be a positive influence, someone that others want to follow.
If we can better understand how we evaluate trustworthiness in others, we can do a better job of managing the trust that others have in us.
If we have developed the wiring for a certain orientation, or if we rely upon one side of our prefrontal cortex, does that mean that we are stuck? No! We can rewire our brains to navigate life more effectively and become more of someone others want to follow.
Thus, if organizations want to more effectively develop their leaders, they need to focus on the three foundational elements of self-leadership: self-awareness, mindfulness, and emotional intelligence.
Fear is the root of dysfunctional leadership. I hope by reading this, you have awakened more to that reality; which, in turn will help you: (1) become a more effective leader, and (2) abolish fear from your culture so that your leaders and employees can be at their best.
This is where inclusive leadership comes in. If we want our employees to be engaged, motivated, and committed, their leaders need to behave inclusively, meaning giving them a voice and valuing them.
Rather than focusing on lists that tell us how we should act or behave, a much better approach when improving ourselves and our leadership is to focus on our mindsets.
Moral of the story: How we think matters! It matter to the success of organizations, leaders, teams, and employees.
