The Authentic Leader Show

Transforming from a new manager to an authentic leader involves embracing a coaching mindset. Guided by team goals, the leader as coach draws from sources like benchmarks and industry norms. Establishing personalized goals for each team member fosters a coaching role when discussing performance.

Setting performance expectations including defining the purpose of work assignments, clear results, and priorities are all tools for a leader as coach.

As with any sports team, feedback is also key for coaches in the work environment. In both cases, feedback conversations must focus on driving improvement and acknowledging strengths. Adapting your management and coaching style must also adjust to the skills, experience, and motivation of each person on the team.

Watch or listen to today's sixteen-and-a-half-minute episode.

Sometimes the term "manager" can be unfairly vilified as being "bossy". Boss and manager are not the same things.

Managers should lead their teams. The questions are "Can all managers be leaders?" And, "Can leaders also be managers?"

In this podcast, I'll explain the difference between leadership and management and how the skills of each can complement each other.

I'll also share the luxury manager and leaders have with their teams and what busy managers will say about their luxury.

Watch or listen to today's fourteen-and-a-half-minute episode.

In today's podcast, I share five reasons first-time managers don't set clear performance expectations.

I also share how to help team members to understand what is expected and how they can improve their performance.

Watch or listen to today's twelve-and-a-half-minute episode.

In today's podcast, I share my thoughts about starting meetings on time along with a list of reasons why.

I also share how to best manage latecomers with a list of things NOT to do.

Lastly, I share additional "musts" when facilitating meetings.

In today's podcast, I share four reasons I hear leaders say that they are focusing on first-time managers.

I share each of these four reasons and why each is so important to the success of first-time managers and their teams.

In today's podcast are FIVE signs your first-time manager may be failing and what to do.

We cover everything from asking for help, inconsistencies in results, and taking responsibility for mistakes, to how first-time managers are spending their time and their descriptions of their priorities.

In my first role as a manager, I couldn't listen to my manager. I didn't know it then but I later realized that I didn't feel qualified to be a manager while at the same time wanted so bad to be a manager.

Taking advice/coaching from my boss made me feel inferior and it only proved that I didn't know what I was doing.

This is exactly why I committed more than 25 years ago, to learning all that I could about what it takes to be an effective manager and leader.

For almost a decade now, I have been helping managers of first-time managers transform them into leaders of high-performing teams.

In this podcast, I share a story from when I taught swim lessons and how it correlates with first-time managers who don't take advice from their bosses.

A study by Gartner showed that 60% of new managers fail within the first 24 months.

In the 10+ years of formally coaching managers (and observation throughout my career), in my professional opinion, that's about right.

First-Time managers are not set up to succeed, but not intentionally.

The managers of these first-time managers don't have time or a training curriculum to set them up for success.

Here are my 10 "whys" The First-Time Managers Summit is like no other.

Find out if your first-time manager is a good fit for this summit. Not all first-time managers are a fit for this summit. To find out if your first-time manager is a fit, go to: AuthenticSuccessOnline.com. With only 10 participants, you will want to get your manager's name on the list sooner than later.

The Two Ds for Emerging Leaders of High-Performing Teams Emerging Leaders know that they need to assign work, but many times don't have a framework for doing so.

Emerging Leaders are both frustrated and surprised that managing their team isn't as easy as they thought it would be. Until they uncover key principles, starter strategies and systems, and tools, these leaders continue to struggle to lead their teams to high performance.

Today I'm sharing the connection between some of the key disciplines of Authentic Leaders with how they are applied to effective delegation.

In this episode I share:

* How having a team direction can be an effective tool when delegating work. * How managers can strategically increase decision-making in their team. * How intentional communication helps to hold your team accountable for their work without conflict. * How feedback needs to be delivered so that the person receiving the feedback can both receive it and take action.

Delegation is a skill that most managers and leaders I work with struggle with most. Most assume delegation success and are often confused when delegation fails.

Most managers and leaders are so busy that they don't make time to debrief and understand what went wrong in their delegation. So they delegate again and wonder why delegation isn't more successful.

I shared 10 Reasons that Delegation Fails in episode 106. It's about the deeper underlying root causes of delegation failure. I encourage you to listen to that episode too.

Today is a higher-level understanding of six simple activities you can do to make your delegation more successful and reduce delegation failure. Listen to today's episode and go back to listen to episode 106 and see the difference.