If you want to lead your team to Rockstar status in your industry, you've come to the right place! I believe every Rockstar Leader deserves to have a Bold Bottom-Line ... both for yourself and your company.
Your personal bottom-line should be something you are proud of. Something that you can be passionate about.
It should be something that is a stretch, and represents you refusing to settle for average.
Because that’s what Rockstar leaders do.
Rockstar leaders may not say it openly, but what they want to do is to leave a blazing mark that reverberates down generations - not just deliver a profit that comes and goes each year.
But, when we get it right your company will punch above its weight in terms of profit and impact.
I've taken the experiences I've had working with large multi-nationals like Colgate-Palmolive, Nestle, Qantas, Flight Centre, Teledyne, and Coca Cola, and bring them alive for you. Get set to be inspired to new levels of performance.
This was just what I needed to hear today!!! So insightful! I am very fiery myself so hearing how to kind of master that emotional intelligence was great.
Thanks Shekinah - I appreciate your support. I'm starting to post more regularly so do reach out if there is any specific topic on leadership that you want information on.
Hey Ronald, I'm assuming you mean the Styles differences example I gave? If so ... There were a bunch of conversations they had and a number of agreements they came to. (Generally any type of conflict it will take more than one conversation to get things on track). But one of the biggest breakthroughs was that they recognized that they each had to give a little in terms of their style needs. E.g. she had to speak up when she felt he was being dismissive of her work. He had to slow down and take some time to acknowledge and show appreciation when his team members did great work. By having many frank conversations, and understanding style differences and being able to talk to those differences, it took blame and anger out of the mix and instead turned it in to conversations about how to get the best from each other. And how their opposite styles could in fact help them be a better team. It took a while, but they did go on to build a pretty great working relationship. Hope that answers your question
@@Makeadentleadership That’s not really what I was asking. My question is, exactly HOW did they use their styles to work together more effectively? What did they do during their next project to accomplish this?
@@ronaldmatos1516 This is one example of "How" from my earlier comment: E.g. she had to speak up when she felt he was being dismissive of her work. He had to slow down and take some time to acknowledge and show appreciation when his team members did great work. The "how" is in the conversations that people have. When leaders and team members have their profiles completed they are able to refer back to their profiles. They use that as the backdrop to understand the differences in communication styles, what motivates them etc. and how that creates conflict between them. If you check out this page, you'll find a Sample profile (about half-way down the page). www.makeadentleadership.com/buy-insights-success/ If you check out (as one example), page 9 of the report - you'll find a checklist for communicating (which is different for every person). This then enables people to have a discussion around where things are going wrong (or right) as they work together. This example was from a few years ago, so I can't quite recall what they did during their next project. But I do know that they went from trying to rip each others heads off, to having a collaborative and productive relationship and the how was constantly using their profiles each time frustration bubbled up. People can certainly do this without having had profiles completed, but my experience is the profiles make the discussions flow much easier - and take some of the 'personality' conflict and judgment out of it. HTH
Sorry you feel that way, and this one missed the mark for you. I'm sure you'll find many other videos on RU-vid that will suit your needs. However, I would say, that many people find the concept of identifying the stories you tell as a powerful concept. It helps to get their mindset straight, so they are better equipped to handle their emotions and come at the conversation with a more level-headed approach. Best of luck in finding the solutions you need.
Literally found this right after having a interaction at work that just stressed me out so much, but this helped A TON! Definitely gonna use that exercise moving forward 🤓.
Glad that it was useful. I'm just about to publish another article, that I think you will find useful as well. Will repost the link here for you once I publish it. Best of luck with your work colleague. I hope you can get things worked out :)
The #1 reason for conflicts on RU-vid, is music playing in the background while the person is speaking. Especially, bad music. Good points, bad music. Silence is golden.
