3 Ways to Make Sure You Aren't Derailed as a Leader

Managing these three dynamics is the key to your success. Too often I am called in to coach senior executives who do not get along with others, are out to achieve their own agendas and are so reactive to others that they cause harm. By the time I arrive, such leaders have already created great havoc in their wake. If you learn to manage your own reactions, to put your ego behind you and to build healthy, open relationships with others, your ability to drive your organization to success will increase exponentially.

With these three principles in mind, your most important job is to establish a positive context for change by engaging employees, customers and your management team in an ongoing conversation to develop into the best company "we" can become in our industry.

We-Centric Leaders understand what they do to engage employees and what they do to disengage employees.

THE CHALLENGE OF CHANGE

Our tools and technologies as a global community are expanding exponentially, enabling us to dissolve physical boundaries and interconnect country to country, business to business, in exciting new ways. In the face of a technology explosion, we are still faced with the more important human challenge: to dissolve boundaries, build trust and access our powerful people resources.

This new breed of leaders is willing to look inside and learn what they are made of. They commit to exploring the dynamics of their own human nature, and are willing to address the impact they have on their organization's culture. In doing so, they learn what it takes to create environments that enable employees to be fully engaged and motivated, to challenge and be challenged, and to face the difficult competitive issues together.

This new breed of leaders understands human nature. They realize that people become reactive when they feel rejected and disconnected from the conversations about corporate strategy. They realize that when people feel out of the loop they project their anxiety onto others and create more fear in the workplace. They realize that when employees feel powerless they blame other people for what is missing in their lives. When employees are rejected, they reject back.

We-Centric Leaders understand what they do to engage employees, and what they do to disengage employees. They learn to gauge their responses based on the results they create. The result is nothing less than a profound impact on bottom-line, top-line and organic growth. More importantly, the impact of these leaders creates a cultural atmosphere which supports an ongoing commitment and enthusiasm to achieving the company's far-reaching goals.

 Judith E. Glaser is the Author of two best selling business books: Creating WE: Change I-Thinking to We-Thinking & Build a Healthy Thriving Organization - winner of the Bronze Award in the Leadership Category of the 2008 Axiom Business Book Awards, and The DNA of Leadership; and the DVD and Workshop titled The Leadership Secret of Gregory Goose 

 Contact: 212-307-4386 

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