Archive for MaryJoAsmus SmartBlogs
Diane is six months into her assignment as a midlevel manager in a large technology company. She was promoted to this position because of her previous “wild success” as a first-line manager, where she managed a team of engineers. She’s struggling in this new position, feeling ungrounded, overwhelmed and unable to lift herself up enough to see where her organization is heading.[…] Continue Reading »
Many organizations espouse a set of “leadership competencies”; lists of abilities or traits that their leaders and leaders-in-training need to get proficient at. These competencies are a great start to conversations that must be taken to become a good or great leader in any organization. However, they aren’t always descriptive enough for leaders who want to improve themselves to know the actual tactical behaviors needed to hone their craft.[…] Continue Reading »
There are some leaders who expect perfection. With their personal ideal of what perfect means, they drive others to do things in exactly the way they believe it should be done. These leaders climbed the ladder of success through flawless execution, and they’re proud of it. All the while they’re driving everyone around them crazy.
Wherever the bar in their organization, they see that it needs to be set to their standards, because that’s what they do.[…] Continue Reading »
Most leaders proclaim that they’re not a “people person” even though they may act that way. I will sometimes discover through conversations with leaders or their stakeholders that they are spending too much time on tasks that take them away from the important activities involved in relationship-building with others. I may also find that a leader is struggling to manage an organizational change, and it becomes obvious that they aren’t reaching out to the people who could make it a success.[…] Continue Reading »
It’s not part of your job description. Nobody has told you that you need to spend time and effort developing others in your organization. You have too many other things to pay attention to, and besides, isn’t developing leaders the job of human resources?
If you are an organizational leader and this is how you think about developing others, you might want to rethink your stance.[…] Continue Reading »