Summary

In this conversation, Andrew Beveridge speaks with Brad Englert, founder of Brad Englert Advisory and author of 'Spheres of Influence'. They discuss the importance of mentorship, building genuine relationships in business, and the significance of understanding both internal and external spheres of influence. Brad shares insights from his extensive experience in IT and leadership, emphasising the need for proactive customer service, the power of apology, and the challenges of influencing without formal authority. The discussion also touches on the dynamics of hybrid work environments and the importance of maintaining connections in a remote setting. Learn more about Brad and access a free chapter of his book - https://bradenglert.com/podcast/

Takeaways

• Mentorship is a two-way street, involving both giving and receiving.
• Understanding your boss's expectations is crucial for success.
• Building genuine relationships can lead to long-term success.
• Proactive customer service is more effective than reactive fire drills.
• Apologising can build trust and strengthen relationships.
• Long-term relationships can lead to unexpected opportunities.
• Creating a positive organisational culture requires clear communication and values.
• Navigating crises requires preparation and strong relationships.
• Influencing others without authority is a key leadership skill.
• Hybrid work environments require intentional relationship-building.

Chapters

00:11 Introduction to Brad Englert

03:26 Understanding Spheres of Influence

10:13 Building Genuine Relationships

16:24 Cultural Transformation in IT

23:04 Navigating Crisis and Change

28:58 The Power of Apology

32:24 Communication and Clarity in Leadership

36:52 Understanding Expectations and Influencing Upwards

39:29 Building Customer Relationships

45:02 Influencing Without Authority

48:46 Navigating Hybrid Work Environments

51:59 Looking Ahead: The Future of Leadership

Summary

We each have mindsets that we bring to our leadership. In this final of a five part series, we explore Drive for Growth and the role it plays in The Leader’s Mindset.

Transcript

Hello and welcome to episode 225 of the Leadership Today podcast where each week we share practical tips to improve your leadership. In this final of a five part series, we explore Drive for Growth and the role it plays in The Leader’s Mindset.

We are continuing to explore The Leader’s Mindset which has four elements: Goal Orientation, Optimistic Outlook, Options Thinking and Drive for Growth. I encourage you to listen to the  previous episodes first and also take the time to complete our free Mindset to Action assessment. This provides detailed feedback on all four areas along with development suggestions. Just go to https://leadership.today/mta

Continuing our journey metaphor, we can be clear about where we’re going, have a positive attitude towards that journey, and even be great at identifying various options to get there, but without Drive for Growth we won’t make progress.

Drive for Growth is like momentum and making forward progress on the journey. With a Drive for Growth mindset, a person will be motivated to keep going and persist even when things get hard. They push themselves to standards that are greater than the minimum that’s expected. Without a Drive for Growth, a person tends to give up when things become difficult to achieve. They also find it hard to get going on a task they know will be difficult.

Sometimes it can feel like some people are just born with higher levels of drive and motivation, but we can all develop and improve our Drive for Growth. Here are five practical ideas you can use:

1. Boost Your Mood: Procrastination is about putting short term mood repair over long term results. We procrastinate because it makes us feel better in the moment. Research demonstrates that boosting your mood by completing an activity you enjoy makes you less likely to procrastinate. Whether it's going for a quick walk or talking with a colleague, take a few moments to boost your mood before you begin.
2. Start Small: Getting started can be the hardest part of pursuing any goal. Identify a small first step you can take to make progress. Dedicating a short amount of time such as 10 to 15 minutes to begin can also be a useful approach. You can then add another 10 to 15 minutes on at the end, as you're likely to be more motivated once you get started.
3. Review Why It Matters: It's challenging to make progress when we lose sight of why our actions matter. Think about your broader goals and sense of purpose in life. Identify how activities align with this purpose to give you that extra motivation.
4. Reflect on Progress: Take stock of the progress you have already made. Think about where you were a month or a year ago and reflect on what you've learned and how you've grown. This will help to build your confidence and motivation to keep going.
5. Recognise That Growth is Difficult: Learning anything new is uncomfortable. Feeling awkward and wanting to give up are natural responses to trying any new activity or pushing ourselves out of our comfort zone. It doesn't mean that you lack potential. Push through the awkwardness towards growth and improvement. Becoming comfortable with feeling uncomfortable is a key part of a Drive for Growth mindset.

Choose one of these to practice over the coming week. That’s our final episode in this series on The Leader’s Mindset. If you found the episodes and Mindset to Action assessment helpful, please share them with a friend or colleague. We are committed to sharing resources that help everyone with their leadership and you play a big part in spreading the news. Have a great week as you become an even better leader.

Leadership Today On-Demand Special Offer

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks

- Five five day challenges with workbooks

- Nineteen recorded webinars

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Get Connected

Find out ways to get connected here: https://leadership.today/connect

Summary

We each have mindsets that we bring to our leadership. In this fourth of a five part series, we explore Options Thinking and the role it plays in The Leader’s Mindset.

Transcript

Hello and welcome to episode 224 of the Leadership Today podcast where each week we share practical tips to improve your leadership. In this fourth of a five part series, we explore Options Thinking and the role it plays in The Leader’s Mindset.

We are continuing to explore The Leader’s Mindset which has four elements: Goal Orientation, Optimistic Outlook, Options Thinking and Drive for Growth. I encourage you to listen to the three previous episodes first and also take the time to complete our free Mindset to Action assessment. This provides detailed feedback on all four areas along with development suggestions. Just go to https://leadership.today/mta

We often aren’t great at coming up with multiple options when we encounter challenges. Typically we will generate one option, and then become stuck if that option doesn’t work.

Options Thinking is like identifying various pathways to the destination on your journey. With Options Thinking, a person identifies ways around emerging challenges and problems. They are confident in their ability to come up with another way around obstacles they might face. Without Options Thinking, a person gets stuck when things don’t go to plan. They find it hard to identify new ways to reach their destination when the first pathway is blocked.

So Options Thinking has two parts - the identification of options up front, and then immediately focusing on options when you become stuck.

There are five ways you can build your Options Thinking:

1. Brainstorm Options: When you face an obstacle, immediately start to brainstorm options. Recognise that option generation and option evaluation are two distinct steps. If we are trying to evaluate our options while we generate them, we will often throw out too many options that could have merit. Instead, spend time generating multiple options before evaluating them.
2. Ask Yourself Questions - Use these questions to help prompt further options:
   • What are your options moving forward?
   • What else might you do?
   • What has worked so far?
   • How could you do more of that?
   • Who else could help?
   • What are the pros and cons of these options?
   • What are the easiest options that will have the biggest impact?
3. Engage Others: Ask a trusted colleague or friend to help you generate new options. Having someone asking you for further options and guiding you towards new areas to consider is extremely helpful. It's often even better if the person isn't close to the problem so they can take a more objective view.
4. Change Your Setting: Consider where you come up with your best ideas. Most people develop their best ideas when they’re relaxed, maybe having a shower or going for a walk, and when they’re interacting with others. Make sure you give your brain time to relax and consider options, and bring others around you to bounce ideas off.
5. Reflect on Past Successes: Take time to reflect on moments when you have overcome challenges or worked through adversity. Reflecting on our past successes can encourage us to keep going and generate new ideas to move forward.

As always I encourage you to select one of these to practice over the coming week. In our final episode of this series we are going to explore Drive for Growth. Have a great week as you become an even better leader.

Leadership Today On-Demand Special Offer

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks

- Five five day challenges with workbooks

- Nineteen recorded webinars

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Get Connected

Find out ways to get connected here: https://leadership.today/connect

Summary

We each have mindsets that we bring to our leadership. In this third of a five part series, we explore Optimistic Outlook and the role it plays in The Leader’s Mindset.

Transcript

Hello and welcome to episode 223 of the Leadership Today podcast where each week we share practical tips to improve your leadership. In this third of a five part series, we explore Optimistic Outlook and the role it plays in The Leader’s Mindset.

We are continuing to explore The Leader’s Mindset which has four elements: Goal Orientation, Optimistic Outlook, Options Thinking and Drive for Growth. I encourage you to listen to the two previous episodes first and also take the time to complete our free Mindset to Action assessment. This provides detailed feedback on all four areas along with development suggestions. Just go to https://leadership.today/mta

When I talk about mindsets, the most common one that people think of is optimism and pessimism. Optimism has lots of positive benefits, particularly when you combine it with the three elements of hope theory covered in the Mindset to Action assessment. Combining the two overcomes the main shortcoming of optimism, which is its lack of direction and momentum. Just looking at the world in a positive way and expecting good things to happen doesn’t take you anywhere - you need clear goals, openness to options, and the drive to push you forward.

Continuing our journey metaphor, Optimistic Outlook is like the perspective you bring to the journey. A person with an Optimistic Outlook thinks positively about the future, expecting things to go their way. They see the future as positive. A person without an Optimistic Outlook mindset focuses on the negatives and what can go wrong. They anticipate more bad things to happen than good things.

I’m often asked if it’s possible to have too much optimism. The research suggests this is the case, but that it’s pretty rare. For example, with extremely high levels of optimism I may be reluctant to take personal responsibility when things go wrong. What is more common is so-called toxic positivity, which describes a culture where people only focus on the positive and ignore challenges, criticisms and issues. The Leader’s Mindset is all about tackling challenges and making progress, therefore avoiding this potential trap.

The Mindset to Action report provides five ways of building and maintaining an Optimistic Outlook.

1. Gratitude Journal: Write down three new things that you are grateful for each day. This will help you to focus on the positive things happening around you that are so easy to miss. Before long, you will have trained yourself to focus more on the positive than the negative in your work and life.
2. Consider the Three P’s: Martin Seligman describes three ways in which optimists and pessimists think differently in both good and bad situations - personal, permanent and pervasive.
   • When things go wrong, an Optimistic Outlook involves:
   • Personal - not automatically blaming ourselves, but rather accepting the outside forces that have contributed to the situation
   • Permanent - not extending the bad situation out, but realistically appreciating that this will pass and that other good things are probably happening
   • Pervasive - not extending the challenging event to all aspects of our life, but rather compartmentalising it to one aspect of our life
   • When things go right, an Optimistic Outlook includes:
   • Personal - seeing the role that we played in achieving a good outcome
   • Permanent - extending out the good result over time, and making sure we reflect on the good things that are happening in our lives
   • Pervasive - using the good result to flow into other aspects of our life
3. Tame How You Speak To Yourself: Often the way we speak to ourselves is not very kind. When things go wrong we can quickly become our own worst critic. If a friend spoke to us the way we speak to ourselves in those moments, they probably wouldn’t be a friend for very long. Instead, be generous and kind to yourself. Speak to yourself as a supportive friend.
4. Reframe Challenges as Opportunities for Growth: When we expand our horizons and try new things, we build optimism and resilience. Sure, we might make mistakes or find new things hard - that’s to be expected. See these minor setbacks as chances to become wiser, stronger and more capable.

Why not pick one of these to practice over the coming week? In the next episode we are going to explore Options Thinking. Have a great week as you become an even better leader.

Leadership Today On-Demand Special Offer

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks

- Five five day challenges with workbooks

- Nineteen recorded webinars

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Get Connected

Find out ways to get connected here: https://leadership.today/connect

Summary

We each have mindsets that we bring to our leadership. In this second of a five part series, we explore Goal Orientation and the role it plays in The Leader’s Mindset.

Transcript

Hello and welcome to episode 222 of the Leadership Today podcast where each week we share practical tips to improve your leadership. In this second of a five part series, we explore Goal Orientation and the role it plays in The Leader’s Mindset.

In the last episode we introduced The Leader’s Mindset which has four elements: Goal Orientation, Optimistic Outlook, Options Thinking and Drive for Growth. I encourage you to listen to that episode first and also take the time to complete our free Mindset to Action assessment. This provides detailed feedback on all four areas along with development suggestions. Just go to https://leadership.today/mta

Snyder’s hope theory, which the Leader’s Mindset is partly based on, indicates that setting and pursuing meaningful goals is a core element of satisfaction, well-being and general health. Yet we’re typically not great at setting and achieving goals. Research reveals that of the roughly 50% of people that set a New Year resolution, only 8% achieve the goal they set. Research from Strava, the fitness tracking company, reveals that of those who set a clear fitness goal for the new year, a full 80% have given up within two weeks. That’s people who are motivated to make a change and encouraged to set a structured goal. So what goes wrong?

Setting a goal is a rewarding activity, but working toward a goal requires effort. This shift from reward to effort is where many people give up. We also know that development and growth is uncomfortable. It’s typically more comfortable to just let the goal go and stay where we are. We also often express our goals as a general desire rather than a decision. Compare “I want to improve my public speaking” with “I will improve my public speaking”. The second statement demonstrates a decision to change.

If we use the metaphor of a journey, Goal Orientation is like identifying a destination point on a map. With a Goal Orientation mindset a person is clear about what success looks like in their own terms. They have a clear vision for the future and regularly set goals towards that vision. They know where they’re headed and why that’s important to them. Without a Goal Orientation mindset, a person isn’t clear about their future direction and where they want to head. They become directionless in their lives and therefore may struggle to make progress.

Goal Orientation is where a Leader’s Mindset begins. And like any mindset, you can develop Goal Orientation with intention, practice and time. Here are four practical strategies to develop your Goal Orientation.

1. Define What Success Means To You: It's important to have your own vision of what success looks like for you. It can be easy to end up chasing others' ideas of success, or to become directionless without a clear vision of who we want to be. Consider the following questions to develop your own definition of success for your life. What are two or three key values for you? What three things would you want people to say about you at your retirement party? How would you spend your time if you no longer needed to work for money? What matters most to you? How do you define success for your life?
2. Make Sure Your Goals Are SMART: SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. This framework provides a set of criteria for goal setting that ensures clarity and accountability. Specific: Define goals clearly and precisely. The more specific the goal, the easier it is to understand and work towards. Measurable: Set concrete metrics to track progress. Measurement adds objectivity to the process and enables you to assess whether the goal has been achieved. Achievable: Goals should be challenging yet realistic. Ensure that the goal can be accomplished with the available resources and effort. Also make sure there is an achievement point - a moment when you can say that the goal has been completed. Relevant: Goals should be relevant to the individual, team, or organisation's current needs and priorities. Time-bound: Set a clear timeframe for achieving the goal. This adds urgency and prevents goals from dragging on indefinitely.
3. Set Goals Across Different Time Horizons: Goal Orientation involves regularly setting goals to work towards that align with your vision of success. Sometimes we can set goals that are either so far into the future that they seem impossible, or so close to where we already are that they're not worth pursuing. A helpful approach is to break long term goals into smaller goals across different time horizons. Experiment with setting goals on the following time horizons: 10 years plus, 5 years, 1 to 2 years, 3 to 4 months, 1 month, 1 week. You can keep these goals in a note that's easy to edit and update. Your shorter term goals should be contributing towards your longer term goals and objectives.
4. Review Progress and Refine Goals: It's easy to set a goal and then fail to review your progress. Ensure you regularly review your goals. Set times up in your calendar to review your progress. Also be open to refining your goals. Just as your vision of success may change over time, so too might your goals. If a goal doesn't matter to you any more, it's okay to delete it and set a new goal.

Why not pick one of these to practice over the coming week? In the next episode we are going to explore Optimistic Outlook. Have a great week as you become an even better leader.

Leadership Today On-Demand Special Offer

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks

- Five five day challenges with workbooks

- Nineteen recorded webinars

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Get Connected

Find out ways to get connected here: https://leadership.today/connect

We each have mindsets that we bring to our leadership. In this first of a five part series, we introduce The Leader’s Mindset and how it will help you to lead more effectively in all areas of your life. This is part one of a five part series.

Hello and welcome to episode 221 of the Leadership Today podcast where each week we share practical tips to improve your leadership. This week we are commencing a five part series on The Leader’s Mindset.

As we start our series on The Leader’s Mindset, it’s important to step back and remind ourselves about what leadership is and isn’t. Importantly, leadership isn’t a role. Someone doesn’t demonstrate leadership just because they have the title of leader. And people who don’t have a team reporting into them can absolutely demonstrate leadership. I think it’s more helpful to think of leadership as how you approach your work and life. Great leadership is about achieving sustainable results through people and, with a little effort and practice, we can all do that.

There are four domains of leadership: 

1. Behaviour – what we say and do, the actions we take

2. Thoughts – conscious ideas, perspectives and opinions

3. Emotions – physical state reactions and responses

4. Context – the environment in which we are operating

Each of these influences the others. For example, our thoughts shape our behaviour and how we feel. Likewise, how we feel influences our thoughts and behaviour. And our behaviour shapes our thoughts and emotions. All of this happens in a context which can impact our behaviour, thoughts and emotions. 

The Leader’s Mindset focuses primarily on our thoughts - the mindset we bring to our leadership. Some important points about mindset:

• A mindset is how we think about the world in which we live

• Our mindsets influence our feelings and behaviour

• Mindsets change over time based on our experiences and context

• We can change our mindsets through conscious effort and attention

When we think about mindsets, the one that most frequently comes to mind is optimism. We all vary in the amount of optimism we bring to our lives. Optimism is a positive outlook about the future, and expectation that things will generally go our way. With optimism we expand positive events and minimise negative events.

An additional areas of mindset research over the past 30 years has focused on hope. In psychology as defined by Snyder, hope is “the process of thinking about one’s goals along with the motivation to move towards those goals (agency) and the ways to achieve those goals (pathways)”.

We have brought the theories of hope and optimism together to identify four elements of a leader’s mindset - Goal Orientation, Optimistic Outlook, Options Thinking and Drive for Growth.

Goal Orientation is like identifying a destination point on a map. With a Goal Orientation mindset a person is clear about what success looks like in their own terms. They have a clear vision for the future and regularly set goals towards that vision. They know where they’re headed and why that’s important to them. Without a Goal Orientation mindset, a person isn’t clear about their future direction and where they want to head. They become directionless in their lives and therefore may struggle to make progress.

Optimistic Outlook is like the perspective you bring to the journey. A person with an Optimistic Outlook thinks positively about the future, expecting things to go their way. They see the future as positive. A person without an Optimistic Outlook mindset focuses on the negatives and what can go wrong. They anticipate more bad things to happen than good things.

Options Thinking is like identifying various pathways to the destination on your journey. With Options Thinking, a person identifies ways around emerging challenges and problems. They are confident in their ability to come up with another way around obstacles they might face. Without Options Thinking, a person gets stuck when things don’t go to plan. They find it hard to identify new ways to reach their destination when the first pathway is blocked.

Drive for Growth is like momentum and making forward progress on the journey. With a Drive for Growth mindset, a person will be motivated to keep going and persist even when things get hard. They push themselves to standards that are greater than the minimum that’s expected. Without a Drive for Growth, a person tends to give up when things become difficult to achieve. They also find it hard to get going on a task they know will be difficult.

Over the next four episodes we are going to explore each of these mindsets in more detail, including practical tips to practice and improve in each area. We have developed a self-assessment of these four areas called Mindset to Action. Now is a great time to complete this free assessment. Just go to https://leadership.today/mta Once you complete the assessment you’ll receive an email with your personalised report. We won’t use your email address for any other purpose.

In our next episode we are going to explore Goal Orientation in more detail. Have a great week as you become an even better leader.

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. 

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks 

- Five five day challenges with workbooks

- Nineteen recorded webinars 

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges 

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Find out ways to get connected here: https://leadership.today/connect 

Summary

In this conversation, Dr. Alexa Chilcutt (www.linkedin.com/in/alexa-chilcutt-phd/) discusses the importance of executive communication and public speaking skills. She explains that anxiety around public speaking stems from the fear of being judged and evaluated. However, she emphasises that with practice and a clear process, individuals can become more confident and effective communicators. Dr. Chilcutt also provides tips for structuring a message, including identifying the purpose, understanding the audience, and breaking the information into three main points. Additionally, she highlights the significance of executive presence in career advancement and outlines the 10 characteristics of executive presence, which include confidence, communication ability, appearance, and values in action. In this conversation, Alexa Chilcutt and Andrew Beveridge discuss various aspects of leadership and communication. They explore topics such as executive presence, effective communication for technical professionals, and the challenges faced by women in leadership roles. Alexa emphasises the importance of intention and preparation in developing executive presence and highlights the need for technical professionals to simplify complex information for their audience. She also discusses the significance of leaders communicating directly with their teams and the broader organization. Finally, she addresses the challenges faced by women in leadership and the importance of empowering women to overcome imposter syndrome and advocate for themselves.

Takeaways

Anxiety around public speaking is common and stems from the fear of being judged and evaluated. However, with practice and a clear process, individuals can become more confident and effective communicators.

When structuring a message, it is important to identify the purpose, understand the audience, and break the information into three main points. This helps to captivate the audience and increase memory retention.

Executive presence is crucial for career advancement. It encompasses characteristics such as confidence, communication ability, appearance, and values in action. Building executive presence involves being self-aware, authentic, and aligning actions with values.

To improve executive presence, individuals can ask for feedback, record themselves presenting, and focus on creating meaningful connections with the audience. Developing executive presence requires intention and preparation.

Technical professionals should simplify complex information for their audience and use relatable language.

Leaders should communicate directly with their teams and the broader organization to ensure effective communication.

Women in leadership face challenges such as imposter syndrome and should be empowered to advocate for themselves.

Chapters

00:10 Introduction and Background

01:19 Interest in Executive Communication

05:09 Structuring a Message

09:01 Finding Your Authentic Style

11:38 Understanding the Audience

14:21 Avoiding Imitation and Finding Your Own Style

23:24 Characteristics of Executive Presence

25:11 Self-Reflection Exercise

27:10 Shifting Perceptions and Elevating Adjectives

29:12 Communicating Complex Technical Information

33:41 Effective Communication in Leadership

36:28 Building Connections and Getting Accurate Information

43:48 Challenges and Empowerment for Women in Leadership

49:21 Creating a Supportive and Diverse Organisational Culture

51:18 Connecting with Alexa Chilcutt

References and Resources

Dagley, G. R., & Gaskin, C. J. (2014). Understanding executive presence: Perspectives of business professionals. Consulting Psychology Journal: Practice and Research, 66(3), 197–211. https://doi.org/10.1037/cpb0000011

Body Language Expert Explains How to Show Confidence | WIRED - https://www.youtube.com/watch?v=VRJzvJ5XPQI

Leadership Today On-Demand Special Offer

We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.

Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader.

Your subscription brings together all of our video content in one place including:

- Five online courses with workbooks

- Five five day challenges with workbooks

- Nineteen recorded webinars

- A searchable library of 170+ "how to" quick videos on a range of leadership challenges

That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.

Get Connected

Find out ways to get connected here: https://leadership.today/connect

Rules can be frustrating. It can be tempting to bend the rules or ignore them altogether, but this can lead to negative outcomes. This week we explore how to work around rules but maintain your integrity.

Hello and welcome to episode 220 of the Leadership Today podcast where each week we share practical tips to improve your leadership. This week we explore how to work around rules but maintain your integrity.

Lapses in integrity have ended many leaders’ careers. Breaking the rules is never a good idea. But we often need to be creative and flexible to get things done. Blindly sticking to out of date rules can mean we miss opportunities. Organisations can become overrun with excessive bureaucracy if we don’t challenge the rules. Sometimes we need to bend the rules, change the rules, or work around them. But how do we do that with integrity?

Research demonstrates that while rule-breakers may be seen as more dominant, they generally have less respect from others and are seen as having reduced leadership potential. The research also shows that rule-benders can be seen as having more leadership potential, but only in competitive situations. Generally, rule-abiders were viewed most positively in cooperative settings.

So while bending the rules may work when we need to win against a competitor, we need to be careful bending the rules in most other settings. We also need to be careful about the example we set for others. If we bend the rules as a leader, we can expect those who follow us to do the same. This can lead to adverse outcomes if people bend rules without fully understanding the consequences.

Here are five tips to help you bend the rules while maintaining integrity:

1. Understand why the rules exist. Take the time to research why rules were put in place originally. Speak to those responsible for the rule and find out the history behind them. You might uncover specific reasons why the rule is in place, or you might find that the rule can be changed.

2. Confirm the constraints. Sometimes rules are shared from person to person with slight variations. What someone might share as a steadfast rule might actually be quite different to the actual rule. Explore the constraints and where there might be flexibility.

3. Get creative. Look for innovative ways to either work around the rule or reduce its impact on your work. Brainstorm with your team to come up with creative solutions.

4. Get a second opinion. Before you take action, check in with someone else you respect to confirm your approach. 

5. Inform others. You don’t want to be taking innovative action without letting others know. You don’t want to be seen as being deceptive or sneaky in your approach.

And if you do discover a rule that no longer makes sense for your organisation, mount the case to have it removed. That will help others to be more effective as well.

Rule benders make more appealing leaders than rule abiders - https://www.bps.org.uk/research-digest/rule-benders-make-more-appealing-leaders-rule-abiders

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Summary

Interviewers place a strong emphasis on perceptions of nervousness. But there are practical steps we can take to appear less nervous in meetings and interviews.

Transcript

Hello and welcome to episode 219 of the Leadership Today podcast where each week we share practical tips to improve your leadership. This week we work through ways to appear less nervous in meetings and interviews.

Research demonstrates that anxious candidates perform worse at job interviews, even when their skills and experience align well with the role. Interviewers place an oversized importance to the appearance of anxiety when making judgements. And this tendency can extend to other important meetings.

To avoid this, we might consider visible signs of nervousness such as shaky hands or nervous laughter. We might then focus on the use of our hands, slowing our speech or avoiding fidgeting. We can risk becoming overly sensitive to how our behaviours are coming across.

However, In the research, the only consistent behavioural indicator of nervousness that the interviewers focused on was long pauses before responding to questions. This was potentially seen as the candidate being less prepared and less assertive than if they answered questions directly. Negative perceptions of anxiety in meetings and interviews was less about nervous signs, and more to do with perceptions of assertiveness and warmth as traits. Those who were perceived as less warm and less assertive were also rated as more anxious. Those who came across as friendly and assertive were seen as less anxious. It appears the overall impression we leave is far more important than any nervous tics that we might show.

So what can we do to appear less nervous in meetings and interviews? To increase others’ perceptions of our warmth and assertiveness, you can try these techniques:

1. Plan for first impressions. We want to demonstrate warmth from the very start of the meeting or interview. Research who will be there. Prepare and practice what you will do and say when you first arrive.
2. Listen to others. When we’re nervous we can focus too much on ourselves and not enough on others. Demonstrate you’re listening by taking notes, restating their perspectives, and clarifying their views.
3. Be prepared. There’s no substitute for preparation. It will help you to avoid lengthy pauses before responding.
4. Remember to smile. When we’re nervous we can forget about our facial expressions, but they’re an important indicator of our confidence and friendliness.
5. Video yourself. Have someone ask you some practice questions, and video your responses. This can help you to uncover unconscious signs of nervousness.
6. Seek feedback. After the meeting or interview, explore how you came across. Ask about anything you could have done to appear more confident and engaged.

We often feel more nervous than we appear. Focus on the overall impression of warmth and assertiveness that you give to others. Apply these tips in your next meeting or interview.

Research

Feiler, A.R., Powell, D.M. Behavioral Expression of Job Interview Anxiety. J Bus Psychol 31, 155–171 (2016). https://doi.org/10.1007/s10869-015-9403-z

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Summary

Research demonstrates the background we choose for video calls has a significant impact on how trustworthy and competent we appear. This week we explore how to boost your first impressions on a video call in three simple ways.

Transcript

Hello and welcome to episode 218 of the Leadership Today podcast where each week we share practical tips to improve your leadership. This week we explore how to boost your first impressions on a video call in three simple ways.

Your choice of background on a video call has a greater impact on how you’re perceived by others than you might expect. You might be tempted to choose a novelty background to communicate a sense of fun, or a home background to reflect that you’re not in the office. But there are risks with these choices.

Selecting a novelty background or a simulated home background saw ratings of trustworthiness drop. Blurring a home background resulted in better ratings of trustworthiness for the person, but the best ratings were for a background with plants or a bookcase.

The research also found that facial expressions, not surprisingly, also mattered. Happy faces were rated as more trustworthy than neutral or sad faces.

Ratings of competence also varied by background, with bookcases, plants and blank walls leading to the highest ratings. Novelty backgrounds, home backgrounds, and blurred backgrounds saw lower ratings. Again, happy facial expressions resulted in more positive ratings of competence.

Interestingly, women were seen as more trustworthy and more competent than men across all backgrounds in the experiment. Our gender impacts the first impressions we make on a video meeting. Men will likely benefit from additional efforts to demonstrate trustworthiness and competence during the meeting.

Here are three simple ways to boost your first impressions on a video call:

1. Keep backgrounds professional.  Avoid a home or novelty background when you can. Blurring a background is better, but choosing a virtual background with a bookcase or plants helps to boost first impressions.
2. Demonstrate warmth. Smiling helps perceptions of both trustworthiness and competence. Try to maintain your interest in others on the call and keep your facial expressions positive and engaged.
3. Build confidence in your competence. Research suggests it’s always best to start with warmth and build perceptions of your competence over time. Being helpful, responsive, on-time, and interested can all boost how confident you appear.

Give these practical ideas a try on your next video call.

Research - https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0291444

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