And here are some tips to do just that:

1. Acclimatize and assimilate. Get to know the people you’re with and assess their personalities and workload, and study the culture and existing systems in the workplace. That way you have a better idea of what new systems to implement, processes you need to change, and how to aid them in the transition.
2. Don’t be bossy. Exerting too much authority can have that effect, so tone it down at the onset – or it might come off as arrogance instead.
3. Don’t pile on more than you can handle. If you’re doing this it only means you’re not exerting enough authority. Delegating is not a sign of weakness, but strength. By not delegating, you are being less productive, and you rob people of the chance to prove themselves.
4. Convey information, instructions and ideas properly, and in turn, listen to what your subordinates have to say. Good communication in the workplace isn’t just about being able to effectively tell people what to do, it’s also about being receptive enough to hear them out when they express themselves.
5. Don’t worry unnecessarily. There will always be problem employees and problematic situations, but thinking about them ahead of time – when the problems aren’t even there yet – is senseless and counterproductive. However, this is not to say that you shouldn’t be prepared. Make concessions, and remember that they’re there, but don’t spend precious time dwelling on the negative possibilities.
6. Be human. Just because you’re a manager doesn’t mean you can’t make mistakes, and just because you’re in a managerial position doesn’t mean you can’t ask for help.
7. Be professional at all times. It’s one thing to be human, another to practice unethical behavior. Being petty or showing aggression, admonishing a worker in public, or rumor mongering will only serve to lessen one’s respect for you. A manager’s job is to direct an employee’s work, not to humiliate him.

Jane Morrison is a Certified Executive Coach and Founder of AuthenticPower Consulting and The Center for Inspired Leaders. She works with leaders and business owners, to dramatically influence their brand, performance and culture in a dynamic way. You can reach her at www.janemorrison.com

The post For New Managers: 7 Simple Ways to Onboard Without a Hitch appeared first on Executive Coach for Leaders, Managers & Business Owners.

People often make the mistake of using both the terms “manager” and “leader” interchangeably, but there are marked differences between the two which should not be taken lightly. These are key positions that involve major responsibilities, and both are equally essential to the success of every company and organization.

So what makes each of them unique?

1. Distinct characteristics

Leaders have followers; managers have subordinates. Leaders are all about motivating and inspiring others; managers are more concerned with order and control. Leaders see the big picture; managers care more about the current situation. It’s probably safe to say that leaders think with their hearts while managers think with their heads.

2. Distinct roles – “Leaders lead; managers manage.”

Leaders get involved with people; managers focus on work and output. Leaders guide and convert others; managers direct and supervise. When challenges arise, leaders take risks and welcome change; managers strive to maintain stability and consistency. A leader’s actions are ruled by passion, while a manager’s are focused on results.

3. Leaders can be managers but not all managers can become leaders.

Managers may take on leadership roles, but this does not make them true leaders. Leaders are more flexible and adaptable than managers, and so can train themselves to learn and develop management skills; however the very essence of leadership – taking chances, creating new systems and challenging the norm – will definitely look and sound foreign to a manager who is in the habit of maintaining the status quo.

To summarize, neither is better than the other, or less difficult, or more rewarding. One effectively complements the other, which explains why they are both necessary. So now the only question left is: What fits my personality best? What does my team need from me? How does a timeline impact my choice? The decision to lead or manage will depend on many variables. Learning skills with both options will impact your success and ultimately those on your team.

Jane Morrison is a Certified Executive Coach and Founder of AuthenticPower Consulting and The Center for Inspired Leaders. She works with leaders and business owners, to dramatically influence their brand, performance and culture in a dynamic way. You can reach her at www.janemorrison.com

The post Managing or Leading: Which is Better? appeared first on Executive Coach for Leaders, Managers & Business Owners.

They certainly weren’t born with leadership qualities. In fact, like ordinary people they too had bad habits and failed a few times before finally becoming the renowned heroes that they are. So what exactly is their secret? Did they and all the other successful leaders have a formula for being the best at what they do?

Be it in business, warfare, or society in general, these leaders all share certain qualities that get them ahead of everyone else.

1. Vision

Everybody can have an idea, but it takes a person with vision to actually look beyond that concept and see the possibilities – and other ideas – that can be generated by that one thought.

2. Conviction

Of course, the next step is propagating that idea. The question “Is it worth it?” matters little to a successful leader. What is important is that he believes in it, because from there he gets the self-confidence, the courage, and the commitment to follow through.

3. Focus

A person who has decided to fight for his convictions must do so through hard work and perseverance. All successful leaders exhibit this behavior: they are unwavering in their dedication to their cause, and will find ways to see things to the end.

4. Willingness to take risk

Successful leaders know that all things involve risk, but this does not stop them from pursuing their goals. They prepare themselves for choices that have to be made, and are aware that some can be harder than others, but eventually they take comfort in the knowledge that it’s all part of the learning process.

5. Humility

Great leaders have a healthy attitude when it comes to the work at hand. They know they can’t do everything alone, and aren’t ashamed to ask for help. They are willing to admit their mistakes, and find ways to make things right. They can admit when they’re wrong and do not point fingers, and apologize when the situation calls for it.

6. Foresight

One remarkable trait of successful leaders is having the sense to put a back-up plan in place. Being committed to and focused on a cause are admirable qualities, but without foresight, this attitude becomes useless and irrelevant – simply because that person didn’t take it one step further.

7. Communication

Finally, to be like any successful leader, one must know how to communicate with the people he works with. He has to learn to develop interpersonal skills, enough to be able to inspire and motivate others. Through empathy he gains their loyalty and respect, which naturally work to his advantage: it makes reaching the goal much easier and faster, with very little issues along the way.

Jane Morrison is a Certified Executive Coach and Founder of AuthenticPower Consulting and The Center for Inspired Leaders. She works with leaders and business owners, to dramatically influence their brand, performance and culture in a dynamic way. You can reach her at www.janemorrison.com

The post 7 Outstanding Qualities the World’s Most Successful Leaders Share appeared first on Executive Coach for Leaders, Managers & Business Owners.

But is narcissism in leadership really a bad thing, and isn’t it true that all leaders are narcissistic anyway?

Yes, all leaders are narcissistic to some degree. In fact, most experts believe it is a fundamental ingredient in leadership: if the person was not narcissistic enough to begin with, they wouldn’t have the audacity to declare themselves the right person for the job. In this instance, confidence or passion can be mistaken for narcissism.

But confidence can turn into arrogance, and this can quickly escalate to extreme narcissism. That’s when narcissism becomes a bad thing – 6 examples:

1. Narcissists are generally painted in a bad light, and for good reason. They are perceived as having a bloated sense of self-worth, but in reality are insecure and defensive.
2. Most often they are consumed with the need to be validated at all times, and as narcissistic leaders their actions and decrees would reflect that. No longer will the good of the organization or its people be their foremost concern, but their status as a “leader” will take precedence.
3. Leaders who are extremely narcissistic do not take kindly to suggestions and believe they are always right.
4. Narcissistic leaders become careless of their surroundings and the effect they have on the rest of the world.
5. They are intent on succeeding, but for purely personal and selfish reasons: for the appreciation and love of their peers, for the sake of promotion and more money, or to sustain others’ impression of their “greatness”.
6. They may think they are above reproach, and this could lead to illegal or immoral activities. One can say that, in a sense, leadership has gone to their heads.

Conversely, if narcissism were redirected, it can prove useful, and – as some authorities in narcissism like to put it – healthy.

The ironic thing is that narcissists can be productive. The trick is to not let personal interests get in the way of leadership, and instead use narcissism as a tool not for personal gain but for the common good. An example: “I want this thing to work, because it will bring in more revenue for the company,” as against “I want this thing to work, because it will make me richer,” can be considered a better outlet for narcissism.

If you focus on the success of your organization more than your own success as a leader, you are on the road to becoming a highly effective leader – even despite any underlying healthy bit of narcissism.

Jane Morrison is a Certified Executive Coach and Founder of AuthenticPower Consulting and The Center for Inspired Leaders. She works with leaders and business owners, to dramatically influence their brand, performance and culture in a dynamic way. Reach her at www.janemorrison.com

The post Narcissism in leadership…good or bad? appeared first on Executive Coach for Leaders, Managers & Business Owners.

But power isn’t as sinister or upsetting as all that. Used appropriately, it can be favorable not just for a leader but for everyone involved. In a situation where participation and cooperation is crucial, it could turn out to be the only solution for a disjointed and confused body.

1. Simply put, power is defined as “the ability to influence the behavior of people.”
2. It is the quality that makes people listen and take heed; it is that driving force used by a leader to move people into action.
3. In a sense, power is synonymous with charisma: without it, leaders would have no appeal and will fail to convince followers into believing in their competence.

Leadership is based on authority, and authority should be used responsibly if goals are to be reached. One mistake we often make is using power the same way with different people, and that’s where we lose our effectiveness. This error reflects a lack of understanding and appreciation for the distinct attributes of every person and their contribution in the organization.

When dealing with individuals in a unit, you have to exert the right amount of power, sometimes by degrees. Too much or too little influence can ruin the effect. The best way to find out how much power to use is by simple communication – although that is in itself tricky.

1. Because people should be handled differently according to who they are or their role in an organization, talking too much, asking too much and even listening too much may prove harmful instead of beneficial.
2. Learn to gauge the personality of each individual. Are they docile or passive? Are they confrontational? Are they fully capable, or need more guidance? Do they display feelings of discontent or do they show enthusiasm for the job?

Depending on these and other factors, you should be able to identify your communication style and whether to talk more, ask more or listen more.

1. For a person whom you think is capable of pulling things off the way you want, talking things over and telling them outright could be the best move.
2. If they have concerns and doubts, asking and probing may help to motivate them.
3. If they are on fire with ideas, it would be advisable to listen. The important thing is to make everyone feel that they each have a role to play, and the success of an organization depends on how they fulfill that role – and that you are there to help them achieve that. Because, after all, that is the role of a true leader.

Jane Morrison is a Certified Executive Coach and Founder of AuthenticPower Consulting and The Center for Inspired Leaders. She works with leaders and business owners, to dramatically influence their brand, performance and culture in a dynamic way. Reach her at www.authenticpowerconsulting.com

The post How to Effectively Use Power and Influence With Different Employees appeared first on Executive Coach for Leaders, Managers & Business Owners.

Myth #1 – Leadership isn’t for everyone

What is a leader without followers? If everyone became a leader, nothing would get done.

That’s what most skeptics would say. But then, followers are essentially leaders who are evolving, if one dared to look at it that way.

One doesn’t need to be a manager or the Mayor to be a leader. Even in the smallest household, good leadership is a must, and personal leadership is what conscientious people strive for every day to live a fulfilled and purposeful life.

Myth #2 – Leaders are born, not made

This has been heard so often, no wonder everyone’s starting to believe it!

Some people have innate skills and talents characteristic of a good leader, or they may have a natural charisma about them. But that doesn’t make them born leaders; it just means they are more gifted in that specific way than others.

No one is ever born knowing everything. Leadership qualities are developed over time, and can be learned by anyone.

Myth #3 – Men make better leaders than women

The only reason there are more male than female leaders is because our society hasn’t yet completely accepted the concept of gender equality. Women are as capable of being leaders as men; in fact, some sectors agree that the female species make better leaders.

Myth #4 – Leaders shouldn’t be afraid of anything

Nothing could be further from the truth. When I sit with leaders, I hear all sorts of questioning of confidence along with self doubt – something shared by all people.

They say that, besides love, one of the things that drive people is fear. A good leader doesn’t have to know how to overcome his fear; he simply needs to acknowledge that the feeling is there. Once he accepts that, he learns courage. Fear, in effect, becomes an essential part of leadership. Without fear, there will be no need for courage.

Do you agree with these leadership myths? Please share your experience.

Jane Morrison, is Chief Coach at AuthenticPower Consulting and Owner of The Center for Inspired Leaders. Learn how authenticity can greatly improve personal and business results at www.janemorrison.com

The post The 4 Biggest Myths Behind Good Leadership appeared first on Executive Coach for Leaders, Managers & Business Owners.

I think you’ll like this…

If you’re having trouble staying focused and are overwhelmed with marketing options, I’ve created a 3-month Inspired Women’s Marketing Program I think it’s a perfect fit for you.

What You Will Learn:

1. Who is Your Perfect Customer
2. What are the Best Ways to Reach Them
3. Get Crystal Clear on your Best Products and Pricing
4. Create a Perfect Message for your Dream Customer
5. Clarify your Brand Image
6. Put into Practice Marketing Strategies that are Authentically and Powerfully YOU!

Group starts April 8th and is limited in space. Learn more and sign up here: http://www.janemorrison.com/authentic-marketing-for-inspired-women

Love,
Jane

The post Women’s Marketing Program Starts April 8th appeared first on Executive Coach for Leaders, Managers & Business Owners.

Every company has a culture, whether it’s been defined on purpose or by default. Each time I work with a company to make them more effective, we assess their culture and core values. Most often the top managers and CEO know little about their core values, if they are even in existence. And very seldom do they use them as a foundation for their hiring and strategic decisions.

One of my all time favorite examples of a strong, unique work culture is the company Zappos. Maybe you’ve ordered shoes, or other goods from them online

Do you know their story? Their employees are quirky. They give employees a budget to use to send flowers and cards to their customers. They live and breathe core values that define who they are as a company, and workforce. They hire, promote and fire based on their core values. And they are amazingly successful.

The Zappos Family Core Values

• Deliver WOW Through Service
• Embrace and Drive Change
• Create Fun and A Little Weirdness
• Be Adventurous, Creative and Open-Minded
• Pursue Growth and Learning
• Build Open and Honest Relationships With Communication
• Build a Positive Team and Family Spirit
• Do More With Less
• Be Passionate and Determined
• Be Humble

These core values are inspirational guiding foundations. How could your company benefit from the identification and implementation of core values? What core values are currently in place that are driving the culture of your business?

Zappos is a very transparent company, and we can learn from their examples. How do they keep an engaged workforce? How do they empower their workers to go above and beyond ? How do they live their defined core values? It’s worth the time to check them out. Visit http://www.zapposinsights.com/about/faqs

And they are a generous company. To order a FREE copy of their culture book that defines their core values and will inspire you to define yours in your organization, visit www.zapposinsights.com/culture-book

I’d love to hear how company core values work to your advantage. Please share your stories!

Jane Morrison, is Chief Coach at AuthenticPower Consulting and Owner of The Center for Inspired Leaders. Learn how authenticity can greatly improve personal and business results at www.janemorrison.com

The post Do company core values really make a difference? appeared first on Executive Coach for Leaders, Managers & Business Owners.