Category: Blog | Page 17 | Mariposa Leadership

August 1, 2013 / Book Reviews

Book Review: From Smart to Wise: Acting and Leading with Wisdom

From Smart to Wise: Acting and Leading with Wisdom

By Prasad Kaipa and Navi Radjou

Head: (3.5 out of 5)
Heart: (5 out of 5)
Leadership Applicability: (5 out of 5)

As any leader knows, it takes smarts to excel in business. Exhibiting strengths in strategy, execution or innovation, for example, can lead to a climb up the corporate ladder. Almost all smart leaders have a tendency to play to their strengths. After all, success in business comes from understanding and exploiting them. But over time, through conditioning, a limited perspective of the world develops which shapes our motivation, decisions and action. This leaves little room for recognizing, developing and integrating the broader spectrum of leadership qualities.

As the complexities of business make it more challenging for leaders to attain success and a sense of fulfillment, the authors contend leaders need to move beyond smartness in order to have both. Leaders need to leverage their smartness for a higher purpose. This is wise leadership.

In this book, the authors Prasad Kaipa, a Silicon Valley CEO advisor and coach, and Navi Radjou, a Silicon Valley innovation and leadership strategist, explore practical wisdom and break down the six leadership capabilities that leaders can use to cultivate wise leadership and sustain success:

Discover your noble purpose
Act authentically and appropriately
Learn when to lead and when to let others lead
Decide with discernment
Know when to hold on and when to let go
Cultivate enlightened self-interest

Filled with tools, a framework and real-life examples of smart, wise leaders, the book will show leaders how to attain wise leadership. The contents help leaders see where they are in their leadership journey and monitor their progress along the way.

Leaders who want to achieve personal growth and sustain personal, organizational and societal success will want to read this book. Buy it.

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August 1st, 2013|Categories: Book Reviews|

Surprises Are the New Normal: Resilience is the New Skill"

We share this article by Rosabeth Moss Kanter because in business, as in life, change is a constant. An unlikely competitor disrupts your market share, a new promising product fails to get traction, key talent resigns. What makes the difference between winning and losing in those situations is how you bounce back.

In the Harvard Business Review article, Surprises are the New Normal: Resilience is the New Skill, we learn about resilience, what it is – and is not. Elizabeth Moss Kanter offers sage thoughts for us all.

Read it.

How resilient is your organization? What do you do as a leader to help your team move forward after a setback?

Comment below! Or pose a question via Ask Mariposa.

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July 29th, 2013|Categories: Articles We Like, Recommended Reading|Tags: executive leadership coaching, global business, HBR, leadership, new normal, resilience, uncertain times, workplace culture|

July 25, 2013 / Blog / Coaching Skills / HR / Talent Management / Wise Talk

July 2013 Wise Talk Recap with Sue

Click here to listen to and download the full audio recording of July’s Wise Talk with NY Times bestselling author Kevin Kruse (@kruse) and Mariposa CEO @suebethanis! Kevin’s practical advice and insights will help you get started on building and executing an employee engagement plan.

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July 25th, 2013|Categories: Blog, Coaching Skills, HR / Talent Management, Wise Talk|Tags: employee engagement, kevin kruse, Strategy, wise talk|

July 23, 2013 / Ask Mariposa

Ask Mariposa: Creating Positive and Collaborative Communication

Demitri asks: My colleague has an answer for everything and dominates all of our team meetings, screaming for attention. She bulldozes ideas and ridicules anyone who disagrees. No one on our team wants to step up and call her out on this “annoying” behavior. What can I/we do to create a more effective and positive experience in our meetings when we need to work with this type of person?

Dina Silver, Executive Leadership Coach responds:

Tough situation! As you are already experiencing, colleagues who dominate meetings create a range of challenges for other team members including: creating an atmosphere of annoyance, distaste, disaffection and disappointment for all present who are unable to participate fully and see no way to stop the bulldozer. Meetings become solo acts for the benefit of the loudest voice instead of forums for team collaboration.

It is the responsibility of the team leader to intervene in order to create a safe, innovative and participatory forum for all employees. Consider speaking to the team leader offline about this issue. Frame it as a need for stronger team dialogue and a desire for your meetings to be a forum where all voices are essential. Offer ideas for improving team communication.

Consider these suggestions:

Limit the number of minutes each member speaks at a time (3 minutes, for example). You can use an egg timer, your watch or phone’s timer application. This will force everyone to pare down his/her thinking and share the crucial core of his idea.
Every person who wishes to contribute to the conversation has the uninterrupted opportunity to do so.
Phones and other devices are turned off during the meeting. If you are present in the room, be present. This ensures all participants are listening to each other and not simply waiting for their chance to talk.
Start and end meetings on time. Do not catch late people up by rehashing what others have heard. This will be awkward at first, but people will adapt and appreciate this.
Agree on meeting communication norms: no personal attacks, blaming, eye ball rolling or disdainful comments. Stop the behavior the moment it occurs.

Finally, every person in the room, including you, has a responsibility to enforce positive and collaborative communication. Do not let old habits creep back. Gently remind team members of the rules of engagement and help the conversation get back on track.

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July 23rd, 2013|Categories: Ask Mariposa|Tags: ask mariposa, collaborative communication, communication, crucial conversation, discussion, effective communication, effective leadership, feedback, innovation, leaders, Mariposa Leadership, team meetings|

July 9, 2013 / Ask Mariposa / Stress / Work-Life Integration

Ask Mariposa – 6 Keys to Effective Delegation

James asks: I am working long hours and am starting to feel burnt out. My manager says I am a high performing manager but I should be delegating more. So, I did. Things are not getting done right or in a timely fashion. I’m worried this will affect my own performance. What’s the secret to delegating effectively so as not to diminish results?

Barbara Baill, Executive Leadership Coach responds:

Effective delegation is a challenge for many high performers who are responsible for managing others. Delegation is not a simple of task of tossing an assignment to one of your people on the way to a meeting and waiting for the final product. It does take time and attention initially, but, over time, you will find your employees growing in their capabilities and feeling more challenged and empowered. Eventually, the investment will pay off for all. Here are some key elements of effective delegation:

Choose the right person who has the skill sets for the task. Discuss with the person why s/he has been selected for the assignment.
Articulate the assignment carefully any specific timelines, requirements, performance standards, checkpoints and other expectations. If you have any sample outcomes (reports, slideset, etc) from previous projects, share them. Point the delegatee to other resources that can be helpful.
Solicit questions, comments and suggestions from the delegatee. Gain commitment to take on the challenge. Ask what support he/she will need from you and others.
Empower the individual by informing others that the delegatee is leading the effort.
Establish and conduct regular check-ins and monitor project progress. Ensure the individual knows how much communication you need to keep you well informed and in what particular circumstance immediate contact is required. Be encouraging and offer feedback and support but don’t take back the project.
Ensure the person is recognized for successful completion of the work. (Don’t inadvertently take the credit – common mistake.)

These steps can help you become a master at delegating which will help you and your people continue to grow and will magnify the output of your entire team.

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July 9th, 2013|Categories: Ask Mariposa, Stress / Work-Life Integration|Tags: ask mariposa, communication, delegation, effective delegation, effective leadership, Mariposa Leadership, stress|

July 3, 2013 / Ask Mariposa / Stress / Work-Life Integration

Ask Mariposa: One Powerful Way to Reduce Stress at Work

Stuart asks: I am feeling increasingly unhappy at my job. My stress level is so high that it is affecting me physically and mentally. How do I manage my stress without burning out?

Anne Loehr, Executive Leadership Coach responds:

“Bad stress” is an ever increasing problem at work and it is essential to find ways to reduce it. “Bad stress” causes us to worry, experience fear and feel anxious. Any form of stress that makes us perform below our potential is considered bad stress. Bad stress increases the cortisol levels in our blood, which can lead to many problems such as high blood pressure, early onset diabetes, heart problems and central obesity (bulging belly).

There are many ways to reduce bad stress at work. I’m going to discuss one way now, so I don’t stress you out with too much info! 🙂

More and more people are using email, text and instant messaging as their chief communication tools for daily work life. It’s instant, it’s easy, AND it creates lots of stress! Researchers have identified three major problems:

This form of communication lacks cues like facial expression and tone of voice. That makes it difficult for recipients to decode the meaning. It is the poorest form of communication because it only uses words.
The prospect of instantaneous communication creates an urgency that pressures online communicators to think and write quickly, which can lead to carelessness.
Finally, the inability to develop personal rapport over online communications makes relationships fragile in the face of conflict. Online communication is great for confirming meetings, getting an address or sharing a short piece of data. Unfortunately it is used for a lot of other communications which should be done in person.

Here are some tips:

Never argue by email. Save discussions, especially on controversial topics, for when more direct forms of communication are possible. Pick up the phone and/or set a time to discuss issues.

Keep it short. We’re talking less than 50 words. We have about 15 seconds of attention span to offer any incoming email. If you can’t get the message across in that time, either attach a separate document with all the details, or pick up the phone for the discussion. Or use the email to set the time for the discussion.

If you want to lower your stress levels, limit your email communications and switch to phone and face to face conversations for better results. It is more meaningful, more effective, and can generate new relationships in an already tense world.

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July 3rd, 2013|Categories: Ask Mariposa, Stress / Work-Life Integration|Tags: Anne Loehr, ask mariposa, communication, effective leadership, Mariposa Leadership, stress|

July 2, 2013 / Book Reviews

Book Reviews: Employee Engagement 2.0: How to Motivate Your Team for High Performance and Employee Engagement for Everyone: 4 Keys to Happiness and Fulfillment at Work

Head: (4 out of 5)
Heart: (4 out of 5)
Leadership Applicability: (5 out of 5)

A disengaged workforce can wreak havoc on the best business strategies. Low productivity, decreased customer service, high turnover, low sales and margins are a handful of symptoms a business might experience as a result. The good news is creating engaged teams doesn’t take a lot of time or money, according to author Kevin Kruse, a former Best Place to Work winner, serial entrepreneur and Top 100 Business Thought Leader. Combining research and real-world experience, he explains how to quickly create engaged teams.

Employee Engagement 2.0 is an easy-to-read and practical guide targeted at managers and leaders. The author draws on simple yet timeless principles that form the crux of employee engagement: managers are the key influencers of engagement and communication, growth, recognition and trust are the key engagement drivers. This book outlines the process he used to build and sell several, multimillion dollar technology companies, winning both Inc 500 and Best Place to Work awards along the way.

In this busy leader’s guide, you will learn:

The definition of true employee engagement (not just happy or satisfied)
How engagement directly drives business metrics like sales and profits
A recipe for making anyone feel engaged
How to quantify engagement
7 questions to identify your engagement weakness
How to facilitate a team meeting on engagement
Communication that ensures a rapid, two-way flow of information
How to make your strategic vision “sticky”
How to implement a complete engagement plan in only 8 weeks

While managers are key influencers of engagement, individual employees also assume responsibility for fostering a fully engaged environment. Managers and employees need to work together to build a thriving culture. His new book, Employee Engagement for Everyone is a guide targeted for individual employees, to help them understand what employee engagement is, why it’s important and how a thriving company benefits them personally. The four key engagement drivers – communication, growth, recognition and trust – are reviewed from the perspective of the individual. The book is rich with tips to increase individual employee knowledge and understanding of how to drive engagement on their own in these areas.

The content in these books is actionable, without theories or long-winded language, and includes additional resources for more information. Leaders with business growth strategies will definitely want to read Employee Engagement 2.0, and perhaps give their employees a copy of Employee Engagement for Everyone.

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July 2nd, 2013|Categories: Book Reviews|Tags: effective communication, employee engagement, employee recognition, growth, influence, kevin kruse, strategic vision, Strategy, team motivation, trust|

June 27, 2013 / Blog / Wise Talk

June 2013 Wise Talk Recap with Sue

Click here to listen to and download the full audio recording of this month’s Wise Talk with Columbia Business School Professor Rita McGrath (@rgmcgrath) and Mariposa CEO @suebethanis! You’ll come away from the conversation with new insights, tools, and approaches that could help you re-think your strategy, or at least shake out some new ideas and questions to explore.

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June 27th, 2013|Categories: Blog, Wise Talk|

June 25, 2013 / Ask Mariposa

Ask Mariposa: Climbing the Corporate Ladder

Jamie asks: I’ve been northwest regional sales director of a national grocery store chain for the last ten years. I just found out that there will be an opening for a new vice president of sales, and I want to apply. Because I’ve been a director for so long, I don’t think I’m being considered the position. What can I do to be considered as the best candidate?

Simma Lieberman, Executive Leadership Coach and Mariposa Strategic Partner responds:

You need to stop being seen as the “perennial director,’ and be seen as a vice –president.

Now is the time to speak up and stand out from the crowd to make your presence known and garner the respect that you deserve.

Let your desired career path be known by the appropriate people. Tell your boss you have aspirations to continue climbing the corporate ladder.

Volunteer for projects on a national level where you can play a visible role and take leadership, where you can interact with people who are at your desired level and above. Meet with those people, tell them your ideas for the project, and get their feedback. CC them on all emails that document your progress.

Change your self-image form director to vice president.

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June 25th, 2013|Categories: Ask Mariposa|Tags: answer, ask mariposa, best candidate, career path, executive presence, Mariposa Leadership, self-image, simma lieberman|

June 13, 2013 / Ask Mariposa

Ask Mariposa: Communication Barrier Tips

Janelle asks: I’m experiencing communication barriers with my direct reports. On two projects, I’ve asked them to take the lead on things but they’ve dropped the ball. What tips can you offer to help with my communication?

Tawny Lees, COO responds:

How frustrating! When making requests, many communication barriers can occur. When you reflect on these requests, were they posed in a direct manner, i.e.: “Will you?”, or indirect, such as “Can you please…?” Indirect requests are not straightforward enough to solicit an immediate yes/no response. Also make sure any request is very specific – you’d be amazed at how often they aren’t! Include:

Who: will do the work
What: specific action and/or result needed
When: time frame
Why: context/purpose

Then, make sure to listen for a true response, which should indicate a yes, no, an alternative proposal or a commitment to do it at a later time.

One final tip: direct requests might sound strange at first, so we recommend practicing them. Successful use comes from mastering your tone of voice, which should be firm and clear to prevent communication barriers.

For more information, we suggest:

Computers and Cognition, by T. Winograd & F. Flores

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June 13th, 2013|Categories: Ask Mariposa|Tags: ask mariposa, communication, communication barriers, effective leadership, executive coaching, leadership, making requests, Mariposa Leadership, questions, Tawny Lees|