Coping with a Personal Leadership Confidence Deficit

July 14, 2013

You can’t do this job without cultivating the confidence to deal effectively with people. Fortunately, most of the fears are over-blown and with deliberate actions everyday to show concern, provide help and ensure fairness and accountability, you’ll begin to recognize that the fear was worse than the reality.

The preceding quote is from the latest “DFS Learning e-Blast” article, Coping with a Personal Leadership Confidence Deficit, by Art Petty.

In this June 4, 2012 post in Art Petty’s Management Excellence blog, the author provides 6 realities of leading others and 3 key points to put your leadership challenges in perspective.

This is a great article for new managers going through the challenges of leading people, and a good reminder for seasoned leaders as well!

More from the article:

“Not everyone should lead and if you’re not willing to work on the challenging parts, go back to your individual contributor role. If you are willing to put yourself out there in a zone that is clearly uncomfortable, the returns are truly rewarding.”

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.

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6 Types of Motivation Explained

July 7, 2013

What makes people do what they do? Why do some people succeed while others fail? The answer just might be motivation. We know that from an early age motivation prompts us to want to learn and exhibit different types of behavior and stimulates us to accomplish new feats of success. As we grow and mature through the different stages of our lives, we hopefully learn what motivates us and what does not.”

The preceding quote is from the latest “DFS Global Learning & Development e-Blast” article, 6 Types of Motivation Explained by Royale Scuderi.

In this May 11, 2012 posting on the Lifehack website, the author offers a simple explanation of the 6 types of motivation.  Understanding how you and those around you are motivated, often differently, can make you a more effective leader.

More from the article:

“The real importance of understanding the different types of motivation is in our ability to determine which form of motivation is the most effective for inspiring the desired behavior in either others or ourselves. None of these styles of motivation is inherently good or bad, the positive or negative outcome is truly determined by the way they are used.”

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.


8 Core Beliefs of Extraordinary Bosses

June 23, 2013

The best managers have a fundamentally different understanding of workplace, company, and team dynamics. See what they get right.”

The preceding quote is from the latest “DFS Learning e-Blast” article, 8 Core Beliefs of Extraordinary Bosses, by Geoffrey James.

In this April 23, 2012 article on the Inc.com website, the author explains eight clear ideas that separate average bosses from their extraordinary counterparts.

More from the article:

Extraordinary bosses see work as something that should be inherently enjoyable–and believe therefore that the most important job of manager is, as far as possible, to put people in jobs that can and will make them truly happy.”

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.


Three Ways to Ingite ‘A Player’ Engagement

June 23, 2013

There was once a time when “because I said so” would have sufficed.  Those times are gone – especially if you’re committed to drawing from the best talent that this world has to offer you.  These are the people with the confidence, creativity and innovative spirits to speak up and maybe even offer alternative approaches and solutions.”

 

The preceding quote is from the latest “DFS Learning e-Blast” article, Three Ways to Ignite ‘A Player’ Engagement, by Martha Finney.

 

In this April 2, 2012 article on the HR Career Success website, the author helps managers understand how to effectively lead top talent.  As DFS continues to attract and develop top talent the author’s advice becomes critical.

 

Whether a first time manager or a senior executive, or any level between, you are likely leading a group of talented individuals looking to you for inspiring leadership.  If you follow the author’s three tips, you will find you are along the path to success.

 

More from the article:

 

“As a leader of A Players, you have to be an A Player yourself.  You must bring the same passion for innovation, exploration and personal challenge to your job that you expect your people to bring to theirs.”

 

Read the short article to learn more! 

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.


The Most Important Question a Manager Can Ask

April 21, 2013

 

What can I do to help you be more effective?

What question could be more central to being a good boss? If you want to manage and lead successfully, you’ve got to know what the people doing the work need. So why not ask them? But the truth is, this question is not asked by bosses nearly enough.”

The preceding quote is from the latest “DFS Learning e-Blast” article, The Most Important Question a Manager Can Ask, by Linda Hill & Kent Lineback.

In this April 18, 2011 post on the HBR Blog Network, the authors posit a simple but elusive point:  By asking your team what you can do to help them be more effective, you can gain their trust and unleash their potential.

More from the article:

“Once you start these discussions, you’ll find they don’t take much time, except when they deserve more time. And they pay dividends. They build trust, they help people work together better and do better work, they identify and remove obstacles.”

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.


8 Qualities of Remarkable Employees

April 14, 2013

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers… they possess a wide range of easily-defined—but hard to find—qualities.  A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

The preceding quote is from the latest “DFS Learning e-Blast” article, 8 Qualities of Remarkable Employees, by Jeff Haden.

In this February 21, 2012 post on Inc. Magazine’s online edition, the author provides a straightforward list of qualities which separate ‘remarkable’ employees from ‘great’ ones.

At DFS we strive to select, develop, and retain the very best talent in luxury retail.  Learn how the author defines remarkable and then reflect on how or if you are developing the remarkable among your team and decide whether ‘remarkable’ is for you!

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

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What Women Want in Their Leaders

March 29, 2013

 

It makes sense that a female leader would be able to understand the particular issues of women and steer them through the mid-career maze. However, despite high profile female leaders, the number of women in leadership remains stagnant. What is the disconnect?”

The preceding quote is from the latest “DFS Global L&D e-Blast” article, What Women Want in Their Leaders, by Athena Vongalis-Macrow and Andrea Gallant.

In this February 6, 2012 HBR Blog article, the author shares five specific things leaders — both men and women – can do to deliver the best leadership and support to aspiring women.

The 5 recommendations:

  1. Demonstrate both hard and soft leadership skills.
  2. Take decisive action, fast.
  3. Inspire and look to the big picture.
  4. Balance emotional labor.
  5. Focus on leading.

More from the article:

”Women are not waiting for the revolution from above. Getting more women into leadership positions can only happen if they experience effective leadership — from both their male and female bosses. They prefer leaders with directing and enabling leadership skills. It’s through these skills that women can do their job well and work toward their longer term leadership aspirations more effectively.”

Read the short article to learn more!

Mike Osorio, your Dare to be Contagious™ strategist

www.OsorioGroup.com

What do you think?  Please add your comments to join the discussion!

Thank you for visiting my blog. Please follow, subscribe using RSS, and/or comment on my postings.