Get Yourself Ready for Meetings

As a leader, do you use the 3 key steps for preparation? 


With so many meetings, busy leaders don't always have time to think about the goals of those meetings. But showing up unprepared only makes a meeting longer and less effective. Try blocking out time on your calendar for prep work and to think about what you want to accomplish. If a meeting is an hour, you may need 30 minutes to prepare. For critical meetings you may need much more time. If you plan accordingly, you'll arrive ready to accomplish what you've set out to do, not catching up.


Three key steps for preparation...

1. Establish a clear purpose for the meeting and be sure everyone knows it.
2. Uses processes for engaging participants.  Avoid talking at them. 
3. Be sure to include everyone who needs to know. 

Adapted from "Make Time for Time" by Anthony K. Tjan.

Committing to Continuous Personal Growth

As a leader, how have you committed to continuous personal growth?

Early in your career, you may ask mentors to help you with specific skills. But as you face mid-career challenges, you need mentoring that's tailored to your individual strengths and learning goals. And, you need mentors who can increase your access to leader-learning opportunities. Work with advisers who can help you take the skills you've honed in your current role and apply them to broader challenges in order to increase your effectiveness. Attract these mentors by demonstrating your experience and articulating your eagerness and commitment to continuous personal growth.



Adapted from Guide to Getting the Mentoring You Need (Harvard Business Review Press).

Embracing Distractors

As a leader, do you encourage or discourage distractors in the workplace?

Recent studies have revealed the productivity cost of interruptions in the workplace. But as the world gets more distracting, can we truly uphold the ideal of undivided attention?   In fact, is undivided attention even desirable?  Not all disruptions are negative. Gazing out the window allows your brain to come up with new ideas or process information. Logging on to social media for a few minutes can give you a much-needed break so you return to work in a better, more productive mood. Instead of barring things that take attention - your own and that of the staff you lead - away from work, try creating and embracing positive interruptions. You might even want to talk with people to find out how they use distractors to help them be more effective in their work.



Adapted from "Three Skills Every 21st-Century Manager Needs" by Andrew L. Molinsky, Thomas H. Davenport, Bala Iyer, and Cathy Davidson.

Mentoring - Getting the Right Start

As a leader, do you take advantage of mentoring to build and refine your skills?

Leaders need mentors.  Few of us can truly be as effective as we'd like without a solid mentoring relationship in place.  Once you've secured a mentor, kick off the relationship the right way. Here are three things you can do as a mentee to help create a successful partnership:

• Get to know your mentor. Don't immediately ask for advice. Take the time to acquaint yourself with your mentor. Ask questions about her experience and working style, and share in return.
• Air concerns. You may be nervous about admitting your mistakes and fears. Establish an expectation of confidentiality up front, and remember this discretion should be mutual.
• Set milestones. To gauge progress, set goals and chart a path to achieve them. To expedite the process, draft a list of milestones and ask your mentor for feedback.

Adapted from Guide to Getting the Mentoring You Need (HBR OnPoint Collection).

Drop Your Mask and Be Authentic

As a leader, are you authentic with your staff?

Are you hiding from your staff? Too many leaders try to conceal their flaws and present a polished façade - the 'bluff exterior'. Or they try to behave like they think "great" leaders do. When you try to be someone else, it erodes trust and effectiveness and causes people to question your true identity.  Your staff can see through this behaviour.  So drop the mask and be who you really are. This can enhance your relationships, foster trust, and create better outcomes at work. Be honest about your imperfections and ask others to help you determine how to bring more of your authentic self to work.  By not being 'perfect', you're able to build capacity in your organization/school by cultivating the knowledge and skills of your colleagues. 

Adapted from "Fire, Snowball, Mask, Movie: How Leaders Spark and Sustain Change" by Peter Fuda and Richard Badham.

What are you planning to learn this year?

This post is a revised version of the Dec 22/11 post - with a view to the future....

As a leader, what are you planning to learn this year?

Michael Fullan (2008) reminds us that "Learning is the work."  As leaders, we aren't effective if we aren't learning - just as we want our staff members to be learning.  So....what are you planning to learn this year?  What will be your learnings as a leader this year?  You'll likely need to take a bit of time to think about it.  You'll probably have to reflect on what you might want to change. 

In order to identify what your leader learning could be for this new year, you might want to use some of these questions to prompt your thinking:

• What went well last year?
• What didn't go so well last year?
• If I were to do something from last year over again, what might I do differently?
• What would I not change in my leader practices for this year?  Why?
• Of my leader practices, which do I feel are really solid?
• Of my leader practices, which need some attention?
• As a leader, am I accomplishing the things I want to accomplish?  If yes, why?  If no, why not?
• As a leader, what knowledge do I still wish to gain? 
• As a leader, what skills do I still wish to gain?

What did you learn this year?

As a leader, what did you learn this year?

Michael Fullan (2008) reminds us that "Learning is the work."  As leaders, we aren't effective if we aren't learning - just as we want our staff members to be learning.  So....what did you learn this year?  What were your learnings as a leader this year?  You'll likely need to take a bit of time to think about it.  You'll probably have to reflect on what went well and what didn't go so well. 

In order to identify what your leader learning was this year, you might want to use some of these questions to prompt your thinking:

• What went well this year?
• What didn't go so well this year?
• If I were to do things over again, what might I do differently?
• If I were to do things over again, what would I not change?  Why?
• Of my leader practices, which do I feel are really solid?
• Of my leader practices, which need some attention?
• As a leader, am I accomplishing the things I want to accomplish?  If yes, why?  If no, why not?
• As a leader, what knowledge do I still wish to gain? 
• As a leader, what skills do I still wish to gain?

Meetings - Cutting the time in half

As a leader, how do you regulate the amount of time for meetings in order to be efficient?

People often set meetings for an hour because their calendars default to that time period. But you may need far less time to accomplish your work. Try these three measures to shorten your meeting: Stand up. Most people won't linger on an issue if their feet hurt. Remove chairs from the room. When standing, people are often more attentive and engaged. Use a timer. Designate an allotted time for each agenda item and set a stopwatch or the timer on your phone. Or make it more personal and have one of the members of your group do the timing. When time is up, determine next steps and move on. Show the cost of the meeting. At the top of the agenda, show the calculated hourly cost of having the group together. When people realize how much a meeting costs the school/organization, they are more apt to be efficient.

Adapted from: Guide to Making Every Meeting Matter

Being Optimistic

As a leader, do you demonstrate optimism?

Within the literature on leadership, there are many references to the significance of leaders demonstrating optimism.  As leaders, this is sometimes really difficult to do.  We face challenging situations.  We see results that simply are not good enough.  We see work practices that are not effective.  We see many things that can annoy, frustrate, or even anger us.  There are ways for us to deal with these situations......and publicly is not one of them. 

Demonstrating optimism is a way that you communicate that you believe the work you are doing is important.  You believe the work your staff is doing is important.  You believe everyone has or can develop the skills to do a great job.  You believe great results are achievable.  In other words, you have great faith in those whom you lead.

How do you demonstrate optimism?  You can't fake it.  If you don't believe in the importance of the work you are doing and you don't believe in your staff, you can't pretend.  They'll see through it easily.  You may need to shift some of your own thinking to a more positive perspective.  When you are in the workplace, are you seeing what's not there (the 'witch hunt' perspective) or do you see what's there and potentially there (the 'treasure hunt' perspective).  Draw on your observations from the 'treasure hunt' to build your own sense of optimism about your workplace.  Remember, no one ever does a great job when they feel that their leader doesn't believe in them. 

When Motivation Reduces Effectiveness

As a leader, do your motivating actions actually result in reduced effectiveness? 

In environments where intrinsic rewards are most salient, many people work only to the point that triggers the reward - and no further.  So if students get a prize for reading three books, many won't pick up a fourth, let alone embark on a lifetime of reading - just as executives who hit their quarterly numbers often won't boost earnings a penny more, let alone contemplate the long-term health of their company.  Likewise, several studies show that paying people to exercise, stop smoking, or take their medicines produces terrific results at first - but the healthy behavior disappears once the incentives are removed.  However, when contingent rewards aren't involved, or when incentives are used with the proper deftness, performance improves and understanding deepens.  Greatness and nearsightedness are incompatible.  Meaningful achievement depends on lifting one's sights and pushing toward the horizon.


From:  Drive by Daniel H. Pink
Published by:  Riverhead Books