Leaders often face difficult conversations that they don't want to have. They often end up speaking with everyone in the room when the issue only needs to be addressed to one or some. How do you address the "elephant in the room" while you are potentially preaching to the choir and those individuals who are not directly involved in the conversation?

Preaching To The Choir Takeaways:

• Avoid conflict within your organization by addressing team problems immediately. This will improve your teams' overall performance.
• Establish strong relationships with your team to effectively manage conflicts as they arise. Be upfront with those around you.
• Consult with team leaders or those reporting to you to gain deeper insights into the issue's origin. They too may be able to offer effective conflict resolutions.
• Maintaining your core values allows your organization to foster a culture that aligns with your mission and vision.

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To get the most out of your staff, employee engagement is a critical component. Understanding how you affect and influence those who might be following you is essential to their success and output. As you guide people, make a commitment to their development and best interests. Employee engagement can occur at all leadership levels, from home to work.

Employee Engagement Takeaways:

• Leadership involves maintaining a positive mindset and evaluating one's demeanor and presence to positively impact and influence those within their position.
• Create your own personal tone and concentrate on your objectives with intention. Unplug from work to home, read uplifting content, self-reflect, or engage in prayer.
• Celebrate the achievements of those you have mentored and consider their achievements as your own.
• A leader should not hinder others from reaching the top, as each individual has unique contributions. They should assist those they interact with in their own way.

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One of the questions that people have is, "How do you lead when you are not in the room where you are trying to engage?" Imagine yourself within the room and start doing the things you want to see done. Working from the outside eventually makes it possible for people within the room to recognize you and, before you realize it, your own leadership journey has begun.

Leading From Outside Of The Box Takeaways:

• Take the lead with optimism. Work together in a way that makes it possible for you to unite leaders and other individuals.
• Leaders need to dig within themselves to discover the source of their inspiration or desire to make a difference in the world. Discover your inner strength to construct and design your own space so that you can complete a task outside of it.
• Leaders have to be willing to offer their ideas even though they might not get credit for putting their concepts or ideas into action. Even though someone else may put the idea into practice, leadership enables you to assist others in reaping the benefits of it.
• While you are not in the room, mentor others. Maintain your voice. Recognize your ability to influence others while creating something lasting within yourself and others.

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Accountability and leadership go hand in hand. One does not exist without the other. However, what does it look like when a leader assumes accountability for inspiring and igniting the leadership spirit in others? In order to change countries and organizations, leaders who possess influence, power, and authority need to take this responsibility seriously.

Leadership & Accountability Takeaways:

• Leaders are not always sure where to begin. Identify the suffering that is pushing you to lead while you want to make a difference. Share your struggles that motivates and propels you ahead. Utilize the energy that helps you to move forward in a positive manner.
• Make a positive difference in the areas where you have influence and authority. Maintain your concentration. Donate to your chosen charity while avoiding distractions. Avoid mismanaging your resources and being disoriented in areas that do not serve your purpose.
• Your vision and objectives should guide your purpose. Be accountable in such a way that people in your community will seek you out based on your consistency and desire to assist others. Make yourself buildable.
• It is critical for leaders to understand that grieving is a stimulant. Every challenge becomes a learning experience for you. Every defeat trains you for battle. Every impediment to a triumphant comeback serves as a launching pad.
• Believe in yourself just as much as you do in others. Write your own story to demonstrate your abilities as an outstanding member of your generation. Write affirmations to yourself to help you stay strong, and then watch God work through you.

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Upon being promoted into a leadership role, new leaders take on the duties of their predecessors. Should you deal with problems as they emerge or ignore them in the hopes that they will go away as they arise? Are you able to say, "I do not have to solve this issue because I didn't create it?" Ultimately, it will be up to leaders to find a middle ground between shaping the future and highlighting the potential for success within the organization.

It Is Not Your Fault, But It Is Your Problem Takeaways:

• When evaluating and examining the current scenario they are handling, leaders ought to conduct themselves with honesty. Create the new change that will transition your organization forward.
• Leaders must determine what the problem is that they are currently inheriting and for which they have no answers. As you address the existing problems, you have to make sure you don't let them control you.
• While seeking a solution for a problem, leaders must prioritize moving the organization forward while addressing current issues simultaneously.
• It is imperative for you to ensure a thorough assessment of the team and work together with individuals that possess diverse perspectives when it comes to organizing information. Recognize that each person is bringing a distinct viewpoint and worldview to the table.
• In order for the past, present, and future to be reconciled, leaders need to be more approachable and open to exchanging ideas. Make an effort to assist in providing the solution to an issue that has already been identified by another person.

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The idea of terminating employment is a challenge for leaders. What is the correct way to inform someone who is performing well that their services will no longer be required due to unforeseen circumstances?

It Is Not As Easy As It Looks Takeaways:

• To progress as a leader. one must be prepared to have challenging discussions.
• To ensure that the process is as smooth as possible when letting someone go, practice what you plan to say and have all the necessary documentation in place.
• Leaders must remain tactful and respectful when informing a team member that they are being let go. Be ready for any outbursts or responses that may happen.
• While contemplating the future of their business, leaders must demonstrate wisdom, empathy, grace and love. Pray for guidance and the necessary decision-making procedures.

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Leaders can benefit from time-stamped legacies. One method to make room for leaders who are just starting out and are trailing behind you is to write a book and become an author. Give someone a model of who you are so they can see your successes and develop and realize their own potential. While a leader's trip may be personal, the result unquestionably establishes a procedure for subsequent teamwork.Leaders advocating for change often feel alone when facing the status quo. But when change is implemented, you are never alone.

• Leaders must spend time getting to know themselves. The in between moments are crucial for personal growth and diversity. Embrace yourself.
• True leadership requires you to take risks. Follow your inner instincts despite the norm. The outcome of you create will be rewarding.
• Role model the way you carry yourself. Be the model for those who follow.
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For leaders that have to have the conversation, does it matter where you have it or does the timing of the discussion matter? It is possible that both instances are connected. However, when you decide to have the conversation, it is important to address the "elephant in the room." In the end, in order to have the best possible discourse, leaders must interpret their current situation.

Timing Or Location Takeaways:

• Leadership requires recognizing the moment or incident at which the problem originated.
• Identify and implement systems and processes that will enable you to navigate and negotiate how things can be done differently.
• Change the environment to have difficult conversations. A more relaxing atmosphere allows for a decrease in tension and familiar surroundings.
• Establish a relationship with your team and organization by creating a space for discussion.
• It is important to distinguish between a principle and a preference when making decisions.
• You may need to help others navigate and alleviate issues in their personal lives in order to relieve the stress that is being created within the organization. Context is everything.

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As leaders, there are processes and systems that cannot be avoided that will steer leaders in the right direction when training others. Knowing how to address those difficult conversations to provide a better outcome can present to be beneficial for both the organization as well as individual leaders.

• Leaders should have difficult conversations as a team rather than on an individual one-on-one basis. This allows those in the room to avoid giving the impression that it is personal from one individual to another.
• In order for leaders to have a better understanding of a specific situation, it is critical to provide relevant and consistent information and examples. Refer to workbooks, policies and manuals for guided implementation and processes.
• It is important for leaders to remember to put themselves in the position of the person who is now at the stage they were at years ago.

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As leaders, we recognize that people are our greatest asset and resources. Mentoring and educating others where they are will be beneficial to where we wish them to succeed and prosper in the future. There is a level of responsibility and accountability as leaders to "do no harm" while striving to get leaders to the next level.

Leading People From Where They Are Takeaways:

• Build a level of trust. with your employees to understand their current position. Spend time getting to know them beyond their level of performance.
• Establish a culture that welcomes new leadership ideas and experiences. Create a space that allows leaders to be diverse while sharing their voice.

• Emotional intelligence requires leaders to empower and duplicate themselves, The time and effort we place in ourselves should be the same effort we place in others.
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