You might think that sounds crazy (or that I’m crazy for saying it) but hear me out – I have a great example in mind that will really get my point across! Rocking it isn’t just about the money you make or the high position you work your way up to, and I’ll tell you why.
Let’s take a look at Mark Zuckerberg, for example. He’s considered a successful CEO by anyone’s definition and has reached goals that any leader worth their salt should be trying to achieve in their personal and professional lives. When you think of success, many people think of the 34-year-old owner of Facebook. After all, his net worth is in the billions and he’s supremely influential thanks to his company. Just about everyone is on Facebook; it’s had an amazing impact on the way we live our lives and the way we do business.
Zuckerberg seems to have it all: wealth, a business that’s taken over the world, and a high approval rating from his employees. He’s lead his team to incredible heights – but does that make him a good leader? Not necessarily!
First, the good aspects of his leadership. Zuckerberg is open to challenging the status quo, and due to being so focused on the future, has managed to create a powerful platform for business and personal connections that are backed by a team that has their ideas and opinions valued, no matter their ‘rank’ in the company. Happy employees that feel valued will stick by their leader.
Vision, vision, vision. Anyone who works for Mark Zuckerberg, and even those who use Facebook, knows that his ultimate vision is to create a world that is connected and open. He is open about this vision and backs up his words with actions. Employees are inspired by leaders that are passionate about their vision, and actually working towards it.
Zuckerberg is also known for surrounding himself with and forming, business relationships that are beneficial to the company. When a leader can admit their faults and weaknesses, and bring in others who can fill those areas, they are demonstrating humility and are putting the business’s needs ahead of their ego – a sign of a great leader.
That all sounds pretty good, so what’s the bad side of Mark Zuckerberg’s leadership? Well, for one, he doesn’t always act in an entirely ethical way, as demonstrated by his responses to scandals about Facebook’s handling of user’s data. Recently, when news broke of user data being exploited by a firm, Zuckerberg was silent for five days before issuing an apology. Being silent for so long was not an example of great leadership – leaders must have responses and contingencies in place to manage situations when things go wrong. When there’s an issue like this with Facebook, Mark issues an apology but then something similar happens again. It’s not very ethical to compromise user data in this way and has resulted in many people leaving Facebook.
His slow response after the latest scandal shows that he really needs to work on his communication skills. How good of a leader can you be if you cannot communicate effectively?
In this digital age, where we can access the latest news instantly, leaders need to be quick and decisive with their communication. Silence isn’t golden when it comes to things like this!
I’ll let you make your own mind up about whether Mark Zuckerberg is a great leader or not; there’s so much that can’t be covered in a short blog like this. Consider, though, whether a less successful (or lesser, in general) leader, would be forgiven of some of the mistakes Zuckerberg has made in his career?
There is definitely plenty to take away for your own leadership journey, both good and bad, but my reason for this blog is to remind you that even if you become successful (whatever your measure of success may be) you must never become complacent in your leadership. Always practice authentic leadership, and you will become truly successful. Finally, leadership is about Attitude, Mindset, and Behaviour – and not about title or success.
Can I share something with you – the best leaders we work with truly understand this and how this contributes to their success and significance. It could make all the difference to you too – so contact us to find out more!
Want to know more about how to be a Great Leader or build Great Leadership within your Organisation – find out more about our Group and One on One Leadership Coaching Programs here at LeadershipHQ
You’ve built your business up through sheer hard work, focus and money. But is that enough to keep your business on track for growing success? Are you a reactive business manager, making just-in-time decisions? Not sure if your business strategy is right? Or don’t even have a business strategy?
You are not alone. Many people start their business with a big fanfare and high hopes, then bit by bit, they lose their crystal-clear sense of direction and their hopes become a distant memory.
But it’s not too late to turn things around and get your business back on track. And the fastest way to do this is to use a business coach. Not convinced? Then read on to find out the top five reasons why you need a business coach.
1 You’ll set realistic goals
Your business coach will ask you questions to get right down to the nitty-gritty of your goals for your business. You might think you just want to make money. But your coach will ask you what that money will mean to you and your life. They’ll question you about the direction you want to take – and then help you to map out the steps to take to reach your goals.
2 You’ll be held accountable
When you get too busy to keep on track, your business coach will hold you accountable. You don’t want to let your coach down, and they want the best for you. So you’ll roll your sleeves up and get going – in the right direction – prepared to do whatever it takes.
3 Your business ego will take a back seat
How much ego do you put into your business? Not sure? How about “My way or the highway,” with your staff. Or a temper flare-up when things don’t pan out as you want them to. Your business coach knows that ego won’t help your hip pocket. Ego can stand in the way of an enlightened approach to your business. It can stand in the way of having great, supportive staff. And it can drive your business into the red. Your business coach will provide a ruthless ego check and give you the perspective you badly need to take your business forward.
4 You’ll go outside your comfort zone
Your business coach will give you the push you need to take you out of your comfort zone and take your business forward. This could be as simple as making some invaluable contacts. It could be trying a new approach. Or it could be addressing a group in an organisation like Lions Club to do some local business and get some great brand recognition.
5 You’ll learn how to make your ideas a reality
If your head is buzzing with ideas for your business, but you don’t know where to start, ask your business coach. They are great at evaluation and cutting through to what’s really achievable – and what’s not. And they’ll make sure that you go about things the right way.
Your business coach keeps you on track, working towards your goals. You’ll have the confidence to make savvy business decisions. And you’ll be accountable for your actions. And in so doing, your business will flourish, and you’ll make more money along the way So ask yourself. Can you really afford NOT to have a business coach?
LeadershipHQ have launched a NEW Program just for you. It is called The Business Collective TBC. Our first program launches in Brisbane. Find out and apply here!
Contact us NOW at Leadership HQ and give your business the boost it really needs!
The lifeblood of any successful career and business is in building great connections. Whether building new connections with potential clients or strengthening relationships with your existing network, making sure they are meaningful is essential to growing your business.
For extroverts, this is often second nature. But for many people, it can be quite challenging.
By using professional networks such as LinkedIn or Twitter, it can be easy to make an initial connection, but then to have virtually no direct contact for an extended period very quickly.
Think about your professional network, how many people have you not engaged with for well over a year?
Here are 5 keys to Building Great Connections:
1. Find a Way To Add Value
Instead of just sending random connection requests on LinkedIn, first, find a way to help that person. Take some time to work out what the potential contact’s concerns and wishes are. Then find a way you can offer a solution to their problem. It’s the perfect way to start a relationship which is a two-way street.
2. Ask Your Contact’s Opinions
Your contacts are part of your network for a reason, so be sure to reach out and take advantage of their wealth of knowledge and experience. Reach out to a contact when they may be able to assist, ask them about their life, and then be sure to thank them for their assistance.
3. Offer Professional Leads
If you hear of an opportunity which may be appropriate, let people in your network know. Rather than just jobs or referrals, focus on things like speaking opportunities, committees, special projects, and board positions. Also, offer to provide an introduction.
4. Keep Your Network Current
With LinkedIn, it is easier than ever to build a network of connections, fast, and develop a professional and modern business Rolodex. Instead of just connecting with people and disappearing, keep in touch through updates, sharing content, congratulating connections on their achievements, and furthering your connection network.
5. Make A Real And Genuine Connection
Watch my 2-minute YouTube video on Connection – https://www.youtube.com/watch?v=uU8AZ4vStew
If you want your network to be made up of people who know you, like you, and trust you, then just sending a friend request, liking updates and posts, isn’t enough.
Introductions work best to make a real connection. Depending on what suits you – either online or offline is fine, but be sure to be genuine. Start with letting the contact know a little about you, and also provide them with some value in their life.
To further develop your business connections skills and connect with greatness, check out our Business & Leadership Coaching and Programs at LeadershipHQ.
Experience LeadershipHQ and you will leverage the best of the best in Leadership, Culture, and Business.
Stay tuned for our new program and group – The Business Collective in Brisbane. Register your interest HERE.
If you are looking to work with me Exclusively in my Coaching Program; please the Overview, Outcomes, and Bonuses HERE plus a FREE Career or Strategy Plan.
The ability to take decisive action, to make sound, unbiased decisions, is a key skill that effective leaders use multiple times each day.
When we think about the key components and processes of sound decision making, most of us tend to first think of our brain’s ability to use logic and reason to examine the facts of a situation and the possible outcomes.
Since our emotions are often hard to quantify, much less control, we tend to place a higher value on the information and other feedback that we receive from our “rational” mind. We prefer facts and figures from spreadsheets and data reports over general impressions and other feedback based on human interaction.
Is the Bias Towards the Rational Mind Logical?
From an early age, our parents, schools and other organisations urge us to think with our “heads” rather than our “hearts.” So, it should come as no surprise to anyone that most of us try to avoid relying on the information that we receive from our “gut instincts,” or “feelings.”
As individuals, this bias for “cool reason” carries over and affects how we see and value others. Most of us tend to have more admiration and respect for those leaders that we see as calm and rational, rather than those whom we view as emotional.
Current research in the fields of neurology and cognitive science, however, now suggests that these biases and beliefs that value rational logic over emotional feedback are way off the mark. In fact, leaders and others that discount their feelings and emotional reactions lose out on feedback that can help them connect with their intuition and guide them to better outcomes when making decisions.
Feelings and Emotions are a Valuable Part of the Decision Making Process
According to research published in Sage Journal’s Personality and Social Psychology Review, our emotions help us to learn from our experiences so that we can make better decisions. When we only use our rational brain and discount our feelings as we examine a specific issue or problem, we tend to become indecisive and unable to decide on a specific course of action. Neglecting our emotional responses to a situation can also leave us unable to prioritise what is truly important so that we can focus on those things that we should zero in on and attempt to tackle first.
Being able to decide on an action or goal, and maintain our focus, leads to better decision making over time. This leads to the perception that we are making progress towards our goals. So, our feelings and emotions not only help us to make better decisions, but they can also provide the spark that helps us to remain motivated to keep pursuing our goals.
By using both logic and emotional feedback when we examine issues and make decisions, we have the ability to use the power of our entire brain to resolve situations. This helps us to tap into our intuition and unlock creative approaches to resolving issues and leads to more innovative and unique solutions.
The importance of emotional feedback in how we learn from experience is an example of the new research that is being conducted in the field of neuroscience. This research can help all of us understand more about how our brain works and how to use that information to guide ourselves and others to better decisions and outcomes in nearly every aspect of our lives. If you would like to learn more about how to harness the power of your brain to become a better leader, why not get in touch and ask us about the Neuroscience of Leadership Workshop?
It’s fun, informative and very practical.
Many of us pride ourselves on our ability to think analytically. We like to feel as though we are making decisions that are fully informed, and so we tend to do lots of research and collect loads of data and facts before we make a decision.
Others prefer to use skills that are derived more from their level of emotional intelligence, such as empathy and intuition, when they make an important decision. These folks prefer to think in a non-linear fashion and go with their gut. These individuals may be passionate and spontaneous as well.
Regardless of which “school of thought” you subscribe to, it’s likely that you believe that all of your decisions are fully rational and well-thought out. Whether you prefer the proverbial cold hard facts, or if there’s a method to your madness that’s known only to you, you are probably convinced that all of your decisions are completely rational. Except, the latest research shows that whether you approach a problem using logic or feelings first, your decisions really aren’t that rational. Nearly all of us have certain blind spots, or cognitive biases, when it comes time to make a decision.
Shining a Light on the Effects of Bias in the Decision Making Process
According to a recent article in Business Insider, there are over 20 forms of cognitive bias that can affect our ability to make decisions that are in our best interests. Bias can creep in and affect our ability to make sound judgments even when we rely on facts and figures to make our decision. A few of the most common types of bias that effect our ability to collect or interpret data in an impartial manner include anchoring, choice-supportive, conservatism and information bias.
With an anchoring bias, we tend to place too much importance on the first bit of information or data that we receive. This error in logic can be further compounded when we exhibit choice-supportive bias and continue to rely only on information that confirms our initial impression. With conservatism, we tend to place greater trust in the first set of data that we received and with information bias we tend to put off making a decision in favour of gathering more and more information.
While these types of bias tend to creep into our judgment making processes when we rely on data and information to make our decisions, judgments based on our emotions and “gut reactions” can also fall prey to bias. Examples of types of bias that can result from overreliance on our emotions include overconfidence, zero-risk bias and stereotyping.
In general, most of us have a hard time judging our own abilities in several areas. We tend to think highly of ourselves and so we overestimate our capabilities and competence. This overconfidence bias can lead us to make irrational decisions that affect both ourselves and others. When we allow our emotions to lead, we may also fall prey to judging groups of people based on the historical actions of a few members of a group and so miss out on opportunities because of stereotyping. In zero-risk bias, opportunities for growth can also be missed when our emotional need for safety and security leads us to make choices that we believe have little to no risk.
Learning to eliminate bias from your decision making process is a skill like any other. With direction and practice, you can improve your ability to make sound and impartial choices that will be in the best interests of you and your company. Contact us today to learn more about how to improve your decision-making ability and other key leadership skills that are critical to your success.