The Career Leap’s Post

We Are you preparing for your new leadership role? Here are 5 fantastic books that will help you succeed from day one: 1. “The First 90 Days” by Michael D. Watkins This book is your blueprint for the first three months. It’ll help you hit the ground running, build connections, and set yourself up to win. 2. “Radical Candor” by Kim Scott Learn how to speak up, give feedback, and handle tough conversations. It’s a must for building solid work relationships. 3. “Atomic Habits” by James Clear This one is all about creating small, smart habits that make a huge difference. It’ll help you stay focused and productive as you settle in. 4. “The Culture Code” by Daniel Coyle Get the inside scoop on what makes great teams work. This book will help you fit in, add value, and work better with others. 5. “Essentialism: The Disciplined Pursuit of Less” by Greg McKeown Don’t get overwhelmed. This book will teach you how to prioritize what really matters, so you can work smarter, not harder.

Leaders, avoiding tough conversations may feel compassionate. But it’s not: Jeff Weiner captures this perfectly (see visual). When you keep someone in a role they’re not cut out for, three things start to happen: 1. Their confidence takes a hit. 2. The business begins to stall. 3. The team’s morale starts to crumble. Eventually, both the person and the team lose their spark. No leader wants that. The most caring and responsible thing you can do is help them find a role where they can thrive—even if that means letting them go. It’s hard, but in the end, it’s the right move for everyone.

Organizational leaders: You need tools to develop trust. And not just because trust falls didn’t work. 🙃 You can have a good time with a one-off team-building activity (and don't get me wrong, I love those!) but real trust is cultivated over time. You need consistency. Intentionality. Clear communication and shared understanding. That’s where Everything DiSC® comes in. By uncovering the behavioral styles of your team, these assessments provide insights that go beyond the surface, helping leaders foster genuine connections, resolve conflicts, and build an environment where trust thrives. Because let’s face it: without trust, even the best-laid plans are just wishful thinking. Curious about pairing your "fun" team day with something that engages AND builds better relationships? I'm your girl. Let’s talk. (Check out more about DiSC in the comments!)

One of the best managers I had the privilege of working under once told me that her secret was preferring to hire people smarter than herself. This piece of wisdom has stuck with me throughout my career, influencing every hiring decision and collaborative project I've undertaken. Embracing the intelligence and expertise of those around you doesn't just elevate your personal growth; it's transformational for the entire organization's success. This brilliant article from Fast Company delves into the how-to's of managing people who might just be smarter than you—or at least believe they are. It's a reality many leaders face and, if navigated wisely, can be turned into your greatest asset. #Leadership #Teamwork #Innovation #ManagementTips https://lnkd.in/ej7n-pbB

A WAKE UP CALL FOR SENIOR MANAGEMENT ⚠️ When your best people leave, it's not them. It's you. ⚠️ You don't have a remote-work issue. You have a trust issue. ⚠️ Management that can't handle feedback won't survive change. ⚠️ If your actions don't align with your values, your employees won't trust you. ⚠️ Ghosting, is the sign of an immature character. You’re not only damaging your organizations brand, but your personal one as well. https://lnkd.in/eGB4p-eS ⚠️ Underpaying your people doesn't make you cost-effective. It makes you short-sighted. Pay people what they are worth, or someone else will. ⚠️ If your team has to ask for permission to speak with others above and around you. You’re part of the problem. ⚠️ Micromanagement isn't a sign of dedication, it's a command and control warning to others. ⚠️ Top talent won't stay if their growth and development isn't your priority. ⚠️ Finally, if you’ve only worked within the one company your entire life, don’t become complacent. Learn new skills and develop a playbook for yourself to continuously adapt to change. Staying still will expose your inability to effectively lead with creative influence. #leadership #culture #management #values #people

🌟 Why Compassion Is the Cornerstone of Effective Leadership 🌟 In today’s 'corporate' environment, it’s easy to prioritize deadlines over personal connections. However, as leaders, it's crucial to remember that the backbone of any successful organization is its people. Compassion isn't just about kindness; it's a strategic imperative that can lead to more resilient and dynamic teams. 🔹 Understanding and Support: Compassion in leadership means recognizing the challenges our teams face both in and outside the workplace. It involves lending an ear, providing support, and understanding that productivity is deeply linked to well-being. 🔹 Building Trust and Loyalty: When leaders demonstrate genuine care and commitment, it builds trust. Employees feel valued and are more likely to be engaged, motivated, and loyal to the company. 🔹 Encouraging Open Communication: A compassionate workplace encourages open communication. Team members feel safe to express concerns, share ideas, and contribute meaningfully without fear of judgment. 🔹 Driving Innovation: By fostering an environment of safety and trust, we empower our teams to take risks and innovate. Compassion leads to psychological safety, which is fundamental for creativity and breakthrough thinking. 💡 Your Thoughts? How have you experienced or implemented compassion in your workplace? Let's share ideas. #Leadership #Compassion #WorkplaceCulture #Innovation #EmployeeEngagement

Managers are more than likely hired for their prior experience and skilled expertise. Hopefully, it's also for their people skills, however in my experience - not so much. I get that operationally, the expertise and skills in a manager's role is critical and needed. There is also a skill in recruiting to balance out people and performance. They do not need to be the smartest person in the room. 📖 Once upon a time in a career, a very long time ago, a real life experience occurred.... I was hired from outside of the organisation. Armed with 8 months experience, dedicated to fix problems, I pitched myself for a managers role. I requested to be put with an operationally skilled leader so I could lean into my people leader skills. I knew I could learn on the job. I highlighted my skills deficits and didn't pretend i didn't have any, offering solutions to assist. People at work thought it was a great idea, but said I'd be eaten alive - they thought I was crazy! 📤Outcome: I was told that I was over confident - not ready. Then, a mini version of the same type of leader was given the gig. - Right? Wrong? For me, there's no right or wrong, both perspectives are actually right depending on what outcome you are looking for. However, it was a reminder on my non-negotiables at work. I was brave enough to try and shake up a very old system and structure. The lack of recognition of my skills, bravery, determination and coachability just meant I'd try somewhere else! Moral to the story! Never give up on yourself and what you can offer the world and the workplace. One day, a great leader will harness your capabilities and unleash you onto the world. (with support of course!) Be one of those leaders. Give to others, what you missed out on. Don't look at people as a threat. They are a glorious opportunity 🙌 ‐------------------- It all starts with being curious. I'm walking this path with you. -------------------- 👍 Please like if this post impacts you 📧 Share this post with someone you can support 🙏 Help me find people who need me Written by: Kelly Lawson, an emotional intelligence coach, without high end, impressive qualifications, instead 30 years of experential learning and passion for workplace change that starts with operational leaders who are curious to transform their leadership and impact in workplaces through emotional acuity. - This was written without the use of AI, and may include spelling mistakes because I'm human and embrace my mistakes as a catalyst to learn, grow and share, so others can do the same. #yourbestwork #coaching #managers #leaders #leadershiplessons #operationalleader #managersupervision #leadershipcommunication #emotionalintelligence #emotionalregulation #managerdevelopment #ceoleadership #executivecoach #leadership #wickedhr #hr #neurodiversity #neurodivergence #workplacecoach #leadershipcoaching #workplacesupport #careercoach #soulfulleadership #soulfulleaders #emotionalacuity #curiosity

I found this article quite interesting however must admit, found the steep decline in the value of 'integrity' in business leaders disturbing. Later in the article there are hints that integrity is required to develop/learn some of the new traits desired in business leaders however I don't believe that implied integrity is in the same class as intentional and purposeful integrity. A trait that I would put as #1 for business leaders. #business #leaders #traits #character #intergrity HBR #executive

After Election Day, what’s the best way to address your team without stepping on a landmine? The day after a big election, emotions will be running high—some colleagues might feel relieved, others disappointed or even anxious. As leaders, we can’t ignore these charged feelings. But how we handle them can either help unite the team or make an already tricky situation worse. Acknowledge, but don’t dwell on the elephant in the room. Employees appreciate feeling recognized. Simply naming the fact that “we’re all probably feeling a lot right now” can create a space for openness without getting bogged down in specifics. Be brief, be respectful, be mindful. Rather than avoiding the topic, a simple, well-chosen statement can remind everyone of the importance of respect and focus in the workplace, even when opinions differ. This isn’t about taking sides; it’s about creating an environment where we can all do our best work—even during uncertain times. Thank you, Rebecca M. Knight, for including me in your insightful piece for Harvard Business Review! https://lnkd.in/e65ReK_J #leadership #management #strategy

👉 Bad leaders: 1. Hire great people. 2. Then tell them what to do. 👉 Good leaders: 1. Acknowledge they don’t know it all. 2. Identify their blind / weak spots. 3. Clarify what is needed.    Then, they... 1. Listen to the Business. 2. Identify value opportunities 3. Determine what is needed to realise these Then, they... 1. Hire experts in that field 2. Empower them to do their best work 3.Trust them more than they are comfortable with (initially) Finally, they... 1. Give credit where credit is due 2. Celebrate success Lesson: A good leader hires great people and then gets out their way. Don't restrict your team’s potential. ~~~ ✍️ Thoughts on this? ♻️ Reshare if I got it right.