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10 Things Mentally Strong Leaders Do

Taylor Stauffer Leave a comment

Really, it’s a bit of a misnomer to refer to ‘mentally strong leaders’. Most leaders, by definition, are mentally strong. But like the chicken and the egg argument, which came first? The leadership or the strength?

 

Most successful leaders started out with many of these strong traits in their back pockets, but their time in leadership roles has honed them so that they have become a real part of their personality.

 

1.Embrace change and challenges

 

A mentally strong person will not shy away from change or challenges in life and in business. In fact, they will invariably see adversity as an opportunity, not a negative. There is a willingness to act outside of their comfort zone, for a greater result.

 

2. Take (calculated) risks

 

Risk for the sake of it is not on the agenda for a mentally strong person, but a calculated risk that could result in a valuable result is something they will engage in. That’s because, at it’s foundation, a calculated risk is evaluated based on logic, not gut.

 

3. Willingness to fail

 

Intertwined with the willingness to take a risk is the willingness to fail. One comes with the other! Mentally strong people maintain a constant state of relative optimism. That is, while they’re not mired in negative thoughts of failure, but they aren’t blindly optimistic either. Instead, they live in a happy medium where they prefer to see the positive but are open to reality.

 

4. Celebrate others

 

As with any personality that leans towards a good dose of self-confidence, the mentally strong person will always and happily celebrate the successes of others. That’s because they understand the merit that comes with achieving things and a core belief is that we none of us succeed alone.

 

5. Think wisely

 

Time is a finite thing when you consider our mortality. Mentally strong people tend to be able to think ‘bigger picture’, remove the extraneous details that don’t matter or aren’t worth worrying about and keep focused. This is the best use of their time and energy.

 

6. Maintain core beliefs

 

Even in the face of opposition, a mentally strong person will stay true to their core beliefs. Not in a stubborn way: they are always open to being disproved by others and will modify their beliefs if convinced. But they will also not sway in their beliefs because of peer pressure or some vague nod to popularity. They’re comfortable in their way of thinking and will defend it, if necessary.

 

7. Focus on that which you can control

 

Too many of us spend a lot of time fussing about things that we can do nothing about. Mentally strong people will take stock of whatever they are dealing with and make cogent plans for managing the issue, rather than worrying about it.

 

8. Learn from, and make peace with, the past

 

Whenever a past decision turns out to not have the positive results expected, a mentally strong person won’t dwell on the result. Instead, they’ll review it, take responsibility for it, see what can be learned from the experience, and move on. Viewing failure as an opportunity to learn and grow is in their nature.

 

9. Spend time alone

 

There’s a great line in the 1995 movie: Sabrina. Fanny Ardant, playing an editor at Vogue France, says to the young and impressionable Sabrina: “You seem embarrassed by loneliness, by being alone. But it’s only a place to start.” It’s so true!

 

Whether to get a handle on their thoughts, work through a problem or simply relax, mentally strong people are comfortable spending time alone; indeed, they look forward to it.

 

10. Practice gratitude and kindness

 

Being grateful and kind are choices that we make. We can choose to be those things vis-a-vis other people and situations. A mentally strong person will practice gratitude and embody kindness whenever they can because they know that these two attitudes can help keep any problem they might have in proper perspective.

 

An effective way to be mindful and remain grounded in gratitude is to keep a gratitude journal. This ‘secret ingredient’ to happy, productive lives is one that mentally strong people are aware of and embrace.

 

What do you do to stay mentally strong? Would you add to this list?

7 Tips to Help You Command the Room

Taylor Stauffer Leave a comment

 

“Whenever you do a thing, act as if all the world were watching.” — Thomas Jefferson

 

Whether you’re at a networking event, or about to chair a board meeting with a slightly hostile majority, fear is your enemy if your goal is to command the room. Instead, do as Thomas Jefferson suggests: act as if all the world was watching. What would you want them to see?

 

True leaders make their presence felt without uttering a syllable. Instead, their gravitas is almost innate and no, it doesn’t come from their title. So how do you do it?

 

Be on time

 

Nothing makes a worse impression than the person who stumbles into a meeting or presentation late, disrupting the whole event. If you’re standing around making excuses for being late, you’re not coming from a position of strength. When you want to command a room, that’s not a great start. Instead, make a positive, strong entrance.

 

Walk tall

 

Perception is reality: if you walk in looking defeated, uninterested, bored or anything other than purposeful, that is how people will perceive you. Do not walk in with your head down, shoulders bowed, shuffling your feet. Body language says a lot to others, so stride into the room with purpose! How you carry yourself tells others whether you’re commanding or just being. Even if you don’t know where you’re going to sit just yet, you need to walk in like you own the place.

 

Acknowledge others

 

Say hello, shake a few hands, and look people in the eye! It’s all about charisma: looking like you belong even if that’s not exactly how you’re feeling in the moment. Whatever your misgivings are, you need to show others that you’re engaged by acknowledging them. Eye contact is a strong body language element that gives the other person a strong sense of your confidence. If you look anywhere but at the person you are speaking to, you look like you either don’t know what you’re talking about or you have no presence.

 

Sit up straight

 

Slouching is for teenagers! You need to sit tall and straight in your seat if you want to look commanding, even while seated. The point is to give the appearance of strength. Women are in particular prone to minimizing their presence: shoulders hunched, ankles crossed, almost hiding.

 

Where you sit matters too. If seating isn’t assigned, take these tips on board:

 

  • Tables: sit at the table, not in a background chair. If there is a seat for whoever is in charge, sit near but not next to them. In doing so, you’re giving yourself access to them and still leaving yourself open to connecting with others around the table.

 

  • Rows: don’t sit in the front row, but choose a chair near the front. Usually, a front row is reserved for speakers or honored guests, so you want to be near them and able to interact with them if the opportunity presents itself, without necessarily being among them. The point is to be able to engage with those around you and ensure that they see you as much as you see them. Setting yourself apart, as would be the case with the front row, creates an invisible barrier to that connection.

 

Keep to your intro

 

If you’re introducing yourself to others, use your practiced and polished intro speech. No extra details: just the meat. This isn’t a pitch, so make it short, sweet and memorable.

 

Project your voice

 

When speaking, unless it is a private conversation, make sure that you project your voice. Not to be obnoxious but to appear authoritative. So many people get quieter, or worse, mumble when in a group situation, but if you want to be seen as commanding the room, you have to take it! No one is going to hand it to you.

 

If you are speaking to a group, make sure to gesture with your arms, above the hip. Keeping your arms away from your body gives a sense of openness and strength while you speak. Keeping them unmoving at your sides, almost like a robot, gives the impression of fear or weakness.

 

Influence by being concise

 

People who have an opportunity to speak, whether at a meeting or a larger gathering, but then drag on about a variety of topics instead of staying on point are rarely people of influence. If anything, they develop a reputation for being unable to get to the point, and people start to ignore what they’re saying even before they’ve begun speaking. Don’t be that person!

 

Know when to remain silent too: “Well-timed silence is the most commanding expression.” ~Mark Helprin

 

If you’re not yet in a leading position in your organization, being able to command a room will get you noticed by those who can affect your role. It’s a skill that you need to practice to perfect.

 

 

So next time you find yourself in a meeting or getting ready for a presentation, remember these tips and remember that a great leader can lead a room without saying a word.

One Quality That Can Be Found in All Innovative Leaders

Taylor Stauffer Leave a comment

 

You might be thinking charisma, or speaking ability. Perhaps you think it’s about their communication style or their ability to delegate?

 

Wrong. The quality that you will find in virtually ALL leaders who are at the head of change and innovation around the world is a willingness to solve problems.

 

“Problem-solving leaders have one thing in common: a faith that there’s always a better way.”

– Gerald M. Weinberg

 

 

This is different from problem-solving ability. A lot of leaders have that too. What I’m referring to is a predisposition to want to solve problems over and above all other actions. To want to innovate and challenge the status quo. So much so that this type of leadership has been called ‘challenge-driven leadership’.

 

“Inside of every problem lies an opportunity.” – Robert Kiyosaki

 

So while some leaders are good human resources managers, some are not as gifted in that department. While some leaders are great communicators, some are less so. What one thing ALL good innovation leaders have in common is not just a willingness but, an overwhelming need to solve problems.

 

That focus on problems, rather than people, can lead to some tunnel vision when it comes to compassion, gratitude and understanding vis-à-vis employees and team members. It can also lead to a tendency to want to do everything themselves instead of delegating to others and trusting that they’ll get the job done.

 

But a seasoned leader will have a fair understanding of their personal strengths and weaknesses and will be able to compensate for it. How? By surrounding themselves with people who have the strengths they lack.

 

Who are the innovative leaders of today?

 

Look at the leaders you admire. The ones who are driving truly world-altering changes in business, technology, and politics. They don’t necessarily fit the template of what we would consider to be a ‘traditional leader’. Instead, they come from diverse backgrounds, cultures and knowledge bases.

 

A good example of challenge driven leadership? Elon Musk. He is breaking barriers and changing the way we think about everything from modern infrastructure to space travel. Talk to people who work closely with him and they’ll tell you that part of what’s amazing about his style of leadership is that his passion is catching. He is a workaholic and he does expect a lot from his teams but he also selects people who are likely to rise to the occasion.

 

Do problem-solving leaders attract followers?

 

By way of their passion for finding a unique solution to whatever problem they’re dealing with? Yes. That passion is contagious and their desire to make a difference is what propels them and others forward.

 

Again, referring to the extraordinary problem-oriented leadership of Elon Musk: “ The thing is no one, especially not Elon, is forcing you to work long hours. SpaceX just hires self-driven people who are extremely passionate about the mission. Long hours is just usually what it takes to get the job done, especially if you’re working with limited resources.” (Source)

 

Leaders whose dominant strength is solving problems know when to be front and center and when to step aside and let someone else take over. Their actions are always in service of innovation, rather than in window dressing.

 

Knowing that great innovation comes from seeing problems at different angles, think about what kind of leader you want to be, now and in the future. The leading edge of industry, technology and business won’t be found by sitting quietly and saying little.

Do You Know Your Next Career Move?

Taylor Stauffer Leave a comment

“If opportunity doesn’t knock, build a door.” – Milton Berle

“If you’re offered a seat on a rocket ship, don’t ask what seat! Just get on!” – Sheryl Sandberg

 

What are your options to grow and evolve, when you’re already at a senior level? Obviously, that depends on your organization, your industry and your interests.

 

Most people don’t reach a high level in their careers without opening some of their own doors and breaking a few glass ceilings. The point is that even when you’re happy with what you’re doing, it never hurts to look forward to the next step.

 

Many careers have an obvious path but that doesn’t mean that you have to follow it. You can go from an accountant to a department head to an AVP and ultimately CFO, on a financial track. Or you could go from department head to running your own company, developing apps for accountants. However you want to change, there are certain steps you should follow to gather your WHO, WHAT, WHERE, WHY AND HOW. With these, you can be sure that your next move is the right one.

 

To reach your end goal, you need to know what it is

 

By end goals, I am referring to your WHERE and your WHAT. Where you want to be in five to seven years and WHAT success looks like to you. Ultimately, if you don’t know WHERE you’re going, you won’t be able to find the right path to get there.

 

Do you want:

  • More time for family or personal pursuits
  • Secure financial positioning
  • A more creative role
  • A challenging, ever-changing role
  • A whole different role from the current one

 

Ask yourself what a perfect day in your ideal next role would be? That should help you hone down what you see as priority end goals, and what you don’t. Factor in things about your current role that you DON’T like. They matter too, in terms of your overall role satisfaction.

 

In other words, WHAT does success look like to you? If you’ve already reached senior levels where you are now, odds are success looks different than it did when you were twenty and starting out. That’s okay. It’s not a fixed target!

 

Think about WHAT you want right now and for the next few years, not what you think is expected of you or what others want. It’s okay if you have several end goals since there is often a way to make them overlap. Prioritize your different end goals and focus in on the top two to help guide you.

 

Develop and research paths that will take you to role’s that include your end goals

 

Ask yourself WHY you want to reach certain goals. If you want to be CIO, why? Is it to run the whole show? Is it to have control? Is it because you have ideas that you think could take the company into the next generation of technology growth? Think about your WHY and then develop your HOW.

 

HOW are you going to get there? If financial stability is your goal, entrepreneurship might not be the right choice! If you’re bound and determined to become the CIO at the company you’re currently working for, what is going to take for you to get there? Figure out the path to what you want. Once you have the path worked out, you can easily determine if you can meet the steps required or not.

 

Assess your skills and possible sponsors

 

This is the WHO: Take a cold, hard look at what your skills are and factor in personality traits too. Do you have what it takes to take your career to the next level on a projected path? Do you need to enhance your skills or exposure in certain areas in order to achieve your goals?

 

If you want that CIO job, what is it that you will need as skills before you will be considered? Research other CIOs at other companies, get a mentor, improve your material skills (public speaking, organizational, etc…).

 

As to sponsors, is there someone WHO can help you get you where you want to go? Someone WHO will champion your career move, open a door or two or simply give you some solid advice? Work with them, network with them, find a way to open up a conversation and see if they are open to working with you.

 

Taking some time to reflect on the WHO, WHAT, WHERE, WHY and HOW of your career path is like any business plan: it’s a guideline that can help you take the next step without falling into a hole!

talking discussing debating

How to Prepare Your Team for Fast Growth

Taylor Stauffer Leave a comment

Like the video that goes viral, fast growth can lead to some unintended consequences, both good and bad.

 

How your team reacts in moments of upheaval and change is entirely a reflection of the leadership. Fast growth can reveal tremendous opportunities and also major flaws. You and your team need to be ready for all eventualities, good and bad.

 

What does growth look like for your organization and your team?

 

The more you can plan for growth, even unexpected, overwhelming and unbelievable growth, the better you’ll be positioned to cope with it. Moreover, you will be in a far better position to help your team through it.

 

Part of that planning is about the collective vision for the team and the company. The organizational value system is the bottom line for any team: without a shared understanding of and belief in these core values, it’s difficult for a team to stay on the same page, in times of upheaval.

 

Another part of the planning is having an understanding of what the end game looks like and sharing that vision with the entire team. It’s not about random growth but rather having a target and finding the best way to achieve it, without throwing your team into chaos. That’s not to say that you will achieve your target, but if you assume you will, if you work towards it as if that is the planned end goal, you and your team will be better prepared.

 

Establish mission-critical processes

 

In the midst of change, it’s tempting to drop certain processes and cut corners, in the name of expediency. Just like the crew of Apollo 13, who had to ‘fire up the L.E.M.’ (lunar module) a lot faster than the checklist allowed for, your team might need to change directions mid-course. If they do, it helps if everyone has a strong understanding of what processes MUST be maintained and which can be pushed off or ignored, for the time being.

 

This is also a good time to focus on your core business and not get too distracted by thinking that adding more is better. In growth mode, more is already a given. Splitting your resources to go in new directions isn’t helpful at this stage.

 

Clarify potential issues

 

Understanding potential issues in provisioning your product/service, including customer relations and other supply chain processes, will help you and your team in dealing with them. In other words, expect the unexpected.

 

Coping with issues that could occur if you succeed in achieving fast growth only works if you can clearly communicate with your team what those issues might be. You also need to be able to communicate what your expectations are in dealing with the issues. Use ‘what if’ scenarios ahead of time and work through a problem, rather than attacking it without thought.

 

Put key staff in the right roles

 

This means reorganizing existing staff so that they can be most effective and also hiring staff based on future needs, not present status. The last thing you want to do when you get where you are going is having to replace staff who aren’t up to the task.

 

You’re looking for critical thinkers in all leadership roles, whether that’s sub-team or even sub-group levels. The ideal staff in key roles will be people who can be accountable to themselves and work independently.

 

Take care of your team

 

If you want your team to take care of your end customer, you need to take care of your team. Unplanned growth can lead to a lot of stress, overtime and people taking on more tasks than they ever expected. Loyalty isn’t automatic: it’s earned. Assuming people will ‘suck it up’ because they want to keep their jobs is the fast track to an empty team room!

 

Instead, make sure that your team has the tools and support that they need. This means looking at your key individuals from a professional and a personal point of view. Your team leader is going to burn out fast if they never make it home for dinner for weeks on end and their 4 year old starts calling the nanny ‘Mom’. Take stock, assess the workload accurately and recognize the efforts being made.

 

Ultimately, unplanned, explosive growth can be a gift, but mismanage it and it will become a drain. Set yourself and your team on the right path, with the end goal in mind, and you’ll be ready for when growth comes calling!