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Doing vs. Being – Leading with Balance

Clearly leading also involves delivering results. But being seen as an inspiring, authentic leader is equally, and usually more, important.

Most leaders have a long mental, if not written, “to do” list. With the holidays on the horizon, that list can seem never-ending. But sometimes we are so focused on what we have to do as leaders, we forget about who we have to be as leaders. As the world spins faster and faster, and pressures continue to mount, the ability to focus is outpacing most other leadership skills as being the key to moving forward.

But focus on what? When I think about it, the people who really influenced or inspired me through the years did so because of who they were, what they stood for, not just the accomplishments they achieved. I want to be like them, rather than just do what they did. I was and am inspired by people who are “real”, who are visionary, engaged, and honest. I am drawn to people who care about me and my success as well as the organization’s. Genuineness and caring are palpable.

I believe that one of the things that really differentiates a Manager and Leader is that one focuses more on doing (better, faster, in newer ways etc.) and the other focuses more on being (inspiring, motivating, stable, consistent). Not that one comes at the cost of the other. Clearly leading also involves delivering results. But being seen as an inspiring, authentic leader is equally, and usually more, important.

So what can you do to keep your authentic self in the forefront?

Practice the Pause. 

Before speaking, reacting, judging, advising….pause just a few seconds to think about the intent of what you want to say. Who do you want to be in this interaction? Crystallize what you want to sound like, come across as and express. These few seconds of pause/visualization goes a long way in making your words and manner more meaningful and to ensure that they are aligned with your intentions.

Listen to Understand. 

Of all leadership skills, I find listening the one that is least leveraged by leaders. Authentic listening aims to understand what the other person is really trying to say, to understand from their perspective. Often, we listen at the surface – just the words they happen to use as heard from our perspective. Feeling listened to provides a sense of engagement and belonging. According to Kotter International, 71% of the workforce is actively disengaged, but companies with engaged workforces have 5x higher return to shareholders.

Remember the Magic Ratio. 

Substantial research has been done showing that growth and performance increase when balanced with praise or recognition. If you want to really change behavior, research shows the magic ratio is a 5:1 ratio (Positive: Negative). Focus on building strengths, if you want to boost connection. I read in a recent Gallup survey that 2/3 of employees worldwide feel that their efforts were not really recognized. Just imagine what a difference focusing on the positives can be for them.

In this hectic period leading up to the holiday season, I send you my very best wishes for a peaceful and joyful time spent with loved ones. As always, I am interested in hearing about your experiences. You can contact me here or on LinkedIn.

About the Author:

Rose Cartolari is a Sr. Consultant, Facilitator, and C-Suite Coach with Executive Development Associates, bringing extensive experience in helping leaders create strategic growth for themselves and their organizations. Rose has a broad background developing and delivering tailored leadership development programs for clients ranging from multinational companies to corporate executives. Having lived and been edu

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To decide whether you require the help of formal sales coaching is done through inspection of the current state of your sales teams and answer some important questions. First, you need to see if the sales goals, which were penned down by you, are being left incomplete due to your sales team having a few 2nd or 3rd quality members. Try to sense if the level of motivation in your sales team is low despite the best efforts of your sales leaders. Ask yourself if you would agree that formal sales coaching can play a role in uplifting the level of performances that your sales representatives have been delivering.

Sales leaders and managers benefit a lot from the core coaching skills and tools which are provided through this coaching. These are essential when it comes to the facilitation of the development of the sales team, which they lead with the help of a consistent process. The focus of the program lies towards contribution to the high level of performance from the sales team through the creation of standards of performance in clear sales, the tools and processes required to make successful sales.

This is accompanied by regular constructive feedback to the sales team for improving the methods and their efficiencies as they work on the development and monitor their sales plans for improvement in their performances. The workshop works for developing the optimal sales strategies, imparting the required knowledge as skills for your professionals and increase the engagement of your sales team along with their satisfaction to create a conductive environment for higher performances.

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