A leader will never make the unique impact they are capable of without having answered these questions: Why do you lead? Why do you want to be a leader? What is the unique impact you want to make on your employees, organization, and society?
As leaders, when we are not continuously monitoring our behavior, we miss the bad form that results from this lack of self-monitoring. Make sure to look into that mirror at the end of every day and ask yourself, “What was my impact on my team today?”
Becoming aware of, and reducing unconscious bias is more critical now than ever. Noticing “differences” as potential threats takes place in our emotional brain. But our neo-cortex, or executive function of the brain, can lean in and make thoughtful, logical, reliable, and useful decisions.
As humans, we may never become totally skilled and talented in everything leaders need to do and be. Accepting this in yourself and others demonstrates the courage, resilience, and humility required to be an effective leader.
My best thinking on the problem my team and I have sought to solve, and the change we seek to make as coaches is this: we help leaders to make their leadership matter in a constructive way.
Research tells us that critical reasoning is the single most important correlate to job performance. The good news is that critical reasoning abilities can be measured and evaluated when hiring for a leadership position.
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