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-Understand your own motivations and leadership styles
-Invite feedback
-Follow your values

Note: these sound really similar to the behaviors under "Integrity"

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What does it take to be a great leader? Honesty, drive, confidence, perseverance - of course, these are all admirable traits of good leaders and there are many more. But what sets great leaders apart from the rest is their willingness to know themselves and others.

People with high self-awareness understand what makes them tick and how to respond effectively. They have more direction, purpose, influence and success in their professional and personal lives.

In fact, according to Travis Bradberry and Jean Greaves, authors of Emotional Intelligence 2.0, 83 percent of people with high self-awareness are top performers, while only 2 percent of bottom performers display this trait.

That's a statistic that would grab anyone's attention. After all, who wouldn't want to experience self-fulfillment, higher productivity and greater leadership capabilities?

So how do you get there?

Here are some tips to help you increase your self-awareness and propel your leadership potential.

1. Feel your feelings

Feelings matter. Whether you're feeling guilt, happiness, sadness or excitement, don't label your feelings as good or bad. The goal here is to not judge your feelings but to understand them. By sitting with your feelings, you can gain insight into what's causing them. Once you understand why you're feeling a certain way, you can let them run their course and release them. Be aware that your emotions are there to teach you something important.

2. Seek feedback

Knowing yourself is not just an inside job. Although it can be scary, asking a trusted colleague, family member, friend or mentor for a true opinion of how you "show up" in various situations is a great way to gain a clearer understanding of yourself. It's also a good idea to ask employees how you're doing and how they perceive you in certain situations. By gathering feedback from different sources, you might see behavior patterns that you didn't realize were there. Being willing to look at yourself through others' eyes will help you glean invaluable insight into how your emotions, communication style and mannerisms affect other people.

3. Know your strengths and weaknesses

Feedback is only valuable if you act on it. So, once you've gone to the trouble of getting input about how others perceive you, put the information to good use. Is your to-the-point interaction with peers and employees seen in a positive light, or are they interpreting your concise delivery as abrasive? Does your high energy level motivate others, or are you making them nervous and agitated? Do you criticize more often than you offer praise? Identify what you're doing right and what could be better, and then work on improving in the areas that warrant it.

4. Practice mindfulness

Be aware that you are sending messages to others without even saying a word. Your feelings are communicated through your demeanor, the words you choose and the tone you use with other people. How is your mood? Did you just dash into the meeting you're about to lead after sitting in a traffic jam for an hour? You may be transmitting some of that road rage into your presentation without even realizing it.

Are you saying you are open to helping someone while standing with your arms crossed? Do you check your cell phone during conversations and wonder why people seemed annoyed with your ideas? Body language counts, and you can be somewhere physically but still not be present. Being mindful of how you are showing up to others is a big step toward knowing yourself.

5. Keep an open mind

Good leaders are naturally curious and open to new ways of doing things. When you welcome alternative viewpoints and ideas, you foster your own growth and development while making those around you feel supported and accepted. For example, just because you're more productive in the morning doesn't mean everyone else is. Instead of holding brainstorming sessions at the start of the workday, consider changing it up and having them at different times of the day. You might find that you get more done as a team by scheduling meetings when the majority of the group is alert and in the groove.

6. Keep a journal

The biggest obstacle on your journey of self-awareness is objectivity. Taking time every day to write down how you feel, both emotionally and physically, will give you a deeper understanding of your internal triggers and how you're responding. Be honest about your feelings and reactions - good or bad, without judgment. After a month or so, go back and reflect on your experiences and decide if there are areas that you want to change. What did you enjoy? Did you see situations where you could have done things differently? Your journal is a great resource for you to chronicle your experiences and see your progress toward greater self-enlightenment.

7. Follow your values

What are the values you live by? Are you feeling good about how you're living your life? Taking time to ask yourself if your behavior is in line with your belief system is a good way to keep your life in balance. With the fast-paced lives that most of us lead, it's easy to get off track. If you find yourself reacting in ways that go against your inner beliefs - such as yelling at your children when they make a mistake or gossiping about a coworker - chances are you're not in a good place emotionally. By becoming aware of the areas where you're letting yourself down, you'll be able to choose a different route that's more reflective of who you want to be.

Self-awareness is an essential trait of a great leader. By knowing your values, personality, needs, habits and emotions, and how they affect your actions and the actions of others, you'll be better able to manage your stress, make better decisions and ultimately lead others to do the same.

For additional insight into how to become a more inspired leader, download our free magazine, The Insperity Guide to Leadership and Management.

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7 strategies to boost your leadership skills through self-awareness - Insperity

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What does it take to be a great leader? Honesty, drive, confidence, perseverance - of course, these are all admirable traits of good leaders and there are many more. But what sets great leaders apart from the rest is their willingness to know themselves and others.

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-Encourage growth by teaching, not giving orders
-Show appreciation and gratitude
-Understand that your reach goes beyond the workplace: Foster caring environment https://www.itagroup.com/insights/leadership-heart-steps-being-more-compassionate-leader

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Learning how to be a good leader can greatly impact the success of your team, your organization and yourself.

To be an effective leader, you must understand your own motivations, strengths and weaknesses.

Great leaders connect with their team by facilitating open communication, encouraging employee growth and development, and giving and receiving feedback.

Anyone can sit in a corner office and delegate tasks, but there is more to effective leadership than that. Effective leaders have major impacts on not only the team members they manage, but also their company as a whole. Employees who work under great leaders tend to be happier, more productive and more connected to their organization - and this has a ripple effect that reaches your business's bottom line.

"I think a great leader is one who makes those around them better," Dana Brownlee, founder of Professionalism Matters, told Business News Daily. "There are many litmus tests for a great leader, but I really look to those around them: Are they growing, becoming better leaders themselves, motivated, etc.?"

If you look around and see that your team members have become disengaged or stagnant in their work, it may be time to reassess and reform your strategies. According to Brownlee, the following behaviors are signs that you may have a poor leadership strategy:

No one on your team has criticized one of your ideas in the past month.

You spend more time planning your own career progression than that of your team members.

You haven't had at least three completely non-work-related conversations with a team member weekly.

Different team members would provide different answers if asked your top three priorities for the year.

Team members are afraid to fail.

A recent study by the Center for Creative Leadership showed that roughly 38% to more than half of new leaders fail within their first 18 months. Leaders can avoid becoming part of this staggering statistic by incorporating good leadership strategies that motivate their team members to accomplish their goals.

We spoke with CEOs, directors and leadership experts to learn what those leadership strategies are and how you can incorporate them.

1. Engage in honest, open communication.

One of the most important elements of effective leadership is creating an open line of communication with your team members. Sanjay Patoliya, the founder and director of Teclogiq, said that your own honesty and transparency should serve as an example for your team members.

"When you are responsible for a team of people, it is important to be straightforward," he said. "Your company and its employees are a reflection of yourself, and if you make honest and ethical behavior as a key value, your team will follow."

Brownlee added that great leaders are able to customize their interactions and communication styles to suit each situation and team member, based on individual preferences. "This means they take the time to figure out which communication mode is preferred by each team member - e.g., are they a text person, email, phone, or face-to-face? They're also great listeners and are authentically interested in other people."

Displaying active communication skills and transparency can build trust among your team and improve overall morale. Ruslan Fazlyev, CEO and founder of e-commerce solutions provider Ecwid, said that in all your communications, it's important to be genuine above all else.

"There are many leadership styles; there's no right and wrong," he said. "But there's genuine, and there's fake. There's no following to fake leadership."

2. Connect with your team members.

Leading a group of people requires a mutual sense of trust and understanding between the leader and their team members. To achieve this, leaders should learn to connect.

Terry "Starbucker" St. Marie, a leadership writer and consultant, said that being a "more human" leader requires positivity, purpose, empathy, compassion, humility and love. These key traits will put you on the road to genuine connections with the members of your team.

"Building a real, personal connection with your teammates is vital to developing the shared trust necessary to build a strong culture of accountability and exceptional performance," St. Marie said. "With that culture in place, the team can achieve a successful business, a happy team and a fulfilled leader."

To build a connection with each of your team members, focus on getting to know their personality, interests, strengths, weaknesses, hobbies and preferences. This can give you insight into their goals and motivations.

Patoliya said that successful leaders allow their teams to develop autonomy and add value according to their own personal strengths. "Being able to recognize the strengths of individuals within their team, and allowing them to be responsible and accountable, not only increases employees' confidence in themselves and their leader, but also increases their performance."

3. Encourage personal and professional growth.

Acting as your team's cheerleader is an important part of being an effective leader. You should be invested in their success and growth.

Keri Ohlrich, the CEO of HR consulting company Abbracci Group, said that leaders should set aside a budget, if only a small one, to dedicate to the growth of their employees.

"With options as varied as on-demand, virtual [and] in-person options, there's ample opportunity to continue learning new skills or further developing existing ones," she said. "Empower your employees to take the time to learn and infuse that in the work they do."

In addition to investing in your employees' growth financially, you should invest emotionally. John Rampton, founder and CEO of Calendar, said that great leaders empower their employees to grow by giving them challenging opportunities and guiding them as needed.

"To motivate and inspire employees, leadership strategy is about empowering others to do their best and take on new challenges," he said. "Employees like challenges and feeling the satisfaction of overcoming them. Whether it's a tough client, a difficult sale, a hard situation or whatever the case, it's always good to let them take on these challenges."

When leaders believe in their employees and give them the opportunity to learn and grow, they might be surprised how much they can accomplish. Don't be afraid to delegate tasks and encourage freedom and creativity.

4. Keep a positive attitude.

As much as leaders wish their team's day-to-day operations could run smoothly all the time, they're bound to run into the occasional obstacle. Whether it's a minor miscommunication or a major error, the way you handle a negative situation says a lot about your leadership skills.

Robert Mann, author of The Measure of a Leader (iUniverse, 2013), recommended focusing on the good in any set of circumstances. "Look at three positive things about a problem before you identify what makes it dissatisfying. The more you look at the positives in a problem, the more positively people react with one another."

In his research, Mann has found that after individuals point out things they're happy with in a problematic situation, they don't feel so strongly about the problem and are better able to think clearly and solve it. The same is true when a leader needs to improve their strategy. If you or a team member notices a particular course of action you've taken that just isn't working, figure out some things you've done in the past that have worked.

Patoliya added that focusing on solutions, rather than problems, can help your team maintain positive engagement. "A positive environment is more likely to create a more engaged and productive workforce. By displaying enthusiasm and confidence, a good leader will see the impact that they can have in their working environment."

5. Teach employees instead of giving orders.

An effective leader knows how to show others what is required, rather than simply telling them. Luke Iorio, president and CEO of the Institute for Professional Excellence in Coaching (iPEC), said leaders should coach their team members toward a more collaborative, committed work environment - without coaxing them.

"[If you are] controlling people to do certain things in certain ways, you're not going to get the level of engagement that you're looking for," he said. "Coaching is about helping the people you lead recognize the choices they have in front of them. People will [then] take a great deal of ownership over the direction of the project."

As opposed to simply barking orders at team members, Rampton said that good leaders should encourage growth by teaching. "People wouldn't grow if leaders never taught them anything. Leaders need to be teaching so they can grow new leaders to take their place."

6. Set clear employee goals and expectations.

Setting clear goals and employee expectations for your team is key to employee success. When setting these objectives, encourage employee questions and feedback. Including them in the process can increase engagement.

Amish Shah, president of ALTR Created Diamonds, said that good leaders will also explain the company vision and how team member goals fit into that equation.

"For a leader to motivate and inspire, they need to keep their team in the know about their vision," he said. "This helps employees understand the end result they're working towards as a unit. When goals are clearly set, everyone can track progress and identify achievements in a tangible manner."

Ohlrich also stressed the importance of explaining how these goals impact the organization as a whole. She said that, regardless of seniority level, every employee should be able to articulate how the work they do supports the success of the company.

Don't let team member goals go static. Periodically revisit goals to modify or rearrange them as needed. This will let your team members know that you are present and aware of what they are working on.

7. Give direct feedback about performance.

Taso Du Val, CEO and founder of the Toptal freelance talent network, said direct, honest feedback - even if it's criticism - is the best way to guide your team in the right direction. You also need to know exactly where your business is headed so you can give them the right advice.

"If you're not direct, people won't know what you truly think about them and their work, and they will never be able to improve," Du Val said. "If you don't know the precise direction your company is headed, no matter how much you've communicated to your employees and leadership team regarding their individual performance, they will flounder when it comes to making decisions and taking actions. Once those basic principles are in place, deadlines, regular product plans, performance reviews, structure and processes can easily be put into place."

In addition to providing constructive feedback and performance reviews, highlight employee accomplishments. If a team member does something great, let them know. Celebrate their wins and thank them for their hard work.

"Positive recognition will create an environment of productivity," said Shah. "Acknowledging successes by outlining how it impacts the business, rather than with vague pats on the back, is not only encouraging but also helps a person work better in the long run."

8. Ask for feedback on your leadership.

Your team members aren't the only ones who can benefit from honest feedback. A true self-assessment of your leadership can be difficult, so mentors, fellow professionals and even your own staff are invaluable in evaluating your effectiveness. According to St. Marie, talking to friends and peers can give you necessary perspective on your leadership style and approach.

Leadership coaching can also help you discover areas where you need improvement. A professional who helps you develop a plan to achieve your leadership goals can be more motivational than books and seminars alone.

"Coaching allows leaders to make the connection and apply [changes] in a real-life setting," Iorio said. "You need time to integrate, process and reflect, and unless you go through those steps, you won't have sustainable change."

Fazlyev agreed, noting that your team can give you critical insight into what's working, what's not working and what obstructions you must overcome to achieve success.

9. Be open to new ideas.

Good leaders have the emotional intelligence to understand and accept that change is inevitable. Instead of trying to maintain a status quo just for the sake of consistency, embrace change and innovation. Be open to new ideas and alternative ways of thinking. Everyone brings a unique perspective to the table, and that is something to take advantage of, not discourage.

"When you're open to hearing the thoughts of the talent around you is when you truly embrace every possibility and potential," said Shah. "See things through till the end. Understand that there will be errors along the way, but if something doesn't work, try to figure out why and how before scrapping it."

When solving a problem, encourage team members to provide their insights. When employees feel like they can openly bring new ideas to the table, true innovation, engagement and success can prevail.

10. Understand your own motivation.

If a person in a leadership position views their role as "just a job," it's going to show. To be an effective leader, you need the right motivation. Is it the money or the prestige you care about, or do you sincerely want to inspire people to do their best?

St. Marie advised leaders to really ask themselves why they want to lead. "I look at leadership as an honor and a vocation. If, in your heart, you feel leadership is your destiny and how you'll make a difference in this world, then you are certainly starting from the right place."

In addition to what motivates you, Ohlrich said it is important to know what decreases your energy. "Knowing your strengths and weaknesses help you diversify your team and get a well-rounded portfolio of skills. It helps you not hire carbon copies of yourself and surround yourself with others who are not like you."

Your leadership style plays a role in how you interact with employees and should be evaluated as well. There are nine different leadership styles, and the best leaders are able to adapt each style to their situations and employees. If you are currently in a leadership role and aren't sure where you stand on some of these qualities, you can take a quick leadership self-assessment quiz from the Leading With Courage Academy to assess your leadership abilities.

Remember that being a good leader takes time. Although some individuals are naturally inclined to have good leadership skills, it is something anyone can learn and improve upon. With hard work, dedication and strategic planning, you can lead your team to success.
Additional reporting by Nicole Fallon and Shannon Gausepohl. Some source interviews were conducted for a previous version of this article.

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How to Be a Good Leader - businessnewsdaily.com

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Be an effective leader by facilitating open communication, encouraging employee growth and success, setting team goals, and giving performance feedback.

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https://daringtolivefully.com/enthusiasm
https://www.wikihow.com/Be-More-Enthusiastic

-Re-charge: Meditate, stretch, take a walk, etc.
-Use your physiology

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Download Article

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Being super low energy can be such a downer -- a downer at home, a downer in the workplace, a downer in our own heads. Not only do others enjoy enthusiastic people, but we enjoy ourselves more when we're full of passion, inspiration, and drive. What's the key to getting excited over the little things? Let's explore.

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How do I motivate myself without motivation?

Sandra Possing is a life coach, speaker, and entrepreneur based in the San Francisco Bay Area. Sandra specializes in one-on-one coaching with a focus on mindset and leadership transformation. Sandra received her coaching training from The Coaches Training Institute and has seven years of life coaching experience. She holds a BA in Anthropology from the University of California, Los Angeles.

Set a few goals for yourself. Dream big and don't let anything limit your dreams. Then look for steps you can take to get closer to your goals.

Sudden zest for life may cause feelings of elation, dizziness and heart palpitations. It may also cause more people to actually enjoy your company.

This article was co-authored by Sandra Possing. Sandra Possing is a life coach, speaker, and entrepreneur based in the San Francisco Bay Area. Sandra specializes in one-on-one coaching with a focus on mindset and leadership transformation. Sandra received her coaching training from The Coaches Training Institute and has seven years of life coaching experience. She holds a BA in Anthropology from the University of California, Los Angeles. This article has been viewed 199,444 times.

If you're having a hard time being enthusiastic about life, take some time to define your goals for the future and identify actionable steps you will take to achieve them. If you're overwhelmed by the future, start with smaller goals that you can realistically accomplish. For example, if your goal is to someday start a business, start with the first step of taking a business class. It's easier to be enthusiastic about your goal if you know exactly how you'll achieve it! Additionally, focus on getting healthy with a nutritional diet and regular exercise to naturally give yourself the physical and mental energy you need to be enthusiastic. For more tips on how to reframe your thoughts to be more positive, keep reading!

Thanks to all authors for creating a page that has been read 199,444 times.

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Being super low energy can be such a downer -- a downer at home, a downer in the workplace, a downer in our own heads. Not only do others enjoy enthusiastic people, but we enjoy ourselves more when we're full of passion, inspiration, and...

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-Foster an ecosystem of collaboration
-Embrace mindfulness
-Commit to learning
-Schedule time to work on creative strategies
-Conduct brainstorming sessions without considering practical limitations like budget and timeline
https://www.indeed.com/career-advice/career-development/creativity-in-leadership

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Effective leadership requires you to be tenacious, bold, persuasive, and integrous - to name a few key attributes. Successful leaders are also some of the most creative people in business. They're the ones who notice resourceful and imaginative solutions and inspire teams and companies to move forward and innovate. Here's how to cultivate the skill of being a creative leader.

If you aspire to become this kind of leader, Erik Wahl, entrepreneur, and author of Unthink: Rediscover Your Creative Genius, says, "I've found that in order to become a leader, you need to develop similar qualities to an artist-to tap into your creative intelligence in order to keep ahead of the crowd, stay nimble, and inspire those around you to push themselves, too."

How intrinsic is creative leadership to the success of an organization? The answer is clear: 60 percent of polled CEOs have ranked creativity as the essential skill for leaders to hone, according to data published in Fast Company.

Creativity contributes to the ability to scale and expand, the flexibility to troubleshoot if needed, and the bandwidth to mentor and empowers a diverse team.

This brand of leadership is within reach for anyone, but it demands intentional work. If you want to learn how cultivate the traits of a creative leader, these strategies will help guide you.

Commit to Learning

To maintain a competitive industry presence, you need to be immersed in constant education, says Kenneth Mikkelsen, leadership advisor, and Harold Jarche, international consultant and speaker, in their Harvard Business Review article. They explain:

"Leaders must be comfortable with living in a state of continually becoming, a perpetual beta mode. Leaders who stay on top of society's changes do so by being receptive and able to learn. In a time where the half-life of any skill is about five years, leaders bear a responsibility to renew their perspectives to secure the relevance of their organizations."

If your goal is to be powerfully creative, you must never lose the mindset of a student. Attend conferences, collaborate with other leaders, and study the marketplace. The more you know, the more creative you can be.

Foster an Ecosystem of Collaboration

When the culture of your business prioritizes teamwork and functions as a cohesive unit, the result is astounding. With an ongoing sharing of ideas, talents, experiences, and knowledge, the creativity that takes a business idea from good to great is more comfortable to cultivate.

Michael Stahl, CMO of HealthMarkets, explains, "Being motivated to make something go from 'good' to awesome as a team is critical. By sharing and embracing the skills of everyone and genuinely wanting to see others improve and grow will benefit all team members and help great things happen."

To be more creative as a leader, you need to harness the power of the team. Prioritize collaboration by giving employees the tools they need to connect and the time they need to meet and share during the workday.
Look for Mentorship From Other Creatives
Successful executives and business owners share one common trait: they surround themselves with other creative-minded leaders. 75 percent of entrepreneurs attribute much of their success to mentorship, reports Forbes.

If you haven't already, it's time to seek mentorship from those who are already innovating in your field. Simply being close to them will teach you how to view business solutions and management responsibilities through a transparent and resourceful lens, informing all aspects of how you motivate and bolster your team.

Start with your immediate network-you may already be connected with someone who would be willing to mentor you. If you're not sure there's a great fit, ask potential mentors for coffee and remember that you play a role in this partnership as well. Offering help in return allows you to provide value to them, whether you set up an introduction or offer insights in another area of business.

Embrace Mindfulness

It can be easy to stay in a constant state of motion when you're a leader. With so much to get done, you're often caught bouncing from one meeting to the next, one project to another. However, it's hard to cultivate creativity when you don't have a chance to slow down.

In Mindful, Crystal Goh, an affiliate at the Applied Neuroscience Lab, says there are four stages to the creative brain:

Preparation: Coming up with ideas using all different types of thinking and brainstorming.

Incubation: Letting your ideas sit to get organized and set the stage for impactful insights.

Illumination: The moment of creative insight; the "Ah-ha!" moment.

Verification: Less imagination, more cognitive, and logical reasoning to bring the idea to life.

The key to cultivating creativity: using mindfulness to balance all four stages. Goh explains: "The brain is like an orchestra, with different sections playing in synchrony at different times. Balance is everything-too loud, too soft, out of sync or out of tune, and it doesn't sound quite right. The key to optimizing the creative process is balancing brain networks."

Find the Creative Leader Within You

Creative leadership is an art form-it stretches your mind, challenges the way you work, and broadens the whole organization's capacity to innovate. The next time you assume that creativity is not a requisite for leadership, think again. Slow down, encourage collaboration, and commit to learning to use creativity to your advantage.

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How to Cultivate the Skill of Being a Creative Leader - ReadWrite

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Effective leadership requires you to be tenacious, bold, persuasive, and integrous - to name a few key attributes. Successful leaders are also some of the most creative people in business. They're the ones who notice resourceful and imaginative solutions and inspire teams and companies to move forward and innovate.

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-Seek ways to improve systems, policies, and procedures
-Address and prevent problems
-Sense-check ideas

https://www.mindtools.com/pages/article/initiative.htm

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Initiative is a keyword that appears in many job postings. Companies prefer employees who are self-starters and who can work independently with minimal direction from supervisors. Taking initiative demonstrates valuable skills by showing that you can manage different tasks on your own and work with a variety of different people and departments. In this article, we discuss tips you can use to take initiative at work.

What does it mean to take initiative at work?

Initiative is the ability to assess a situation and independently take action to address it. You can show initiative at work in a variety of ways, including volunteering for leadership roles, helping coworkers and brainstorming ideas to help the company improve. Showing initiative can make your managers feel more comfortable in your ability to work independently and within teams. By mindfully taking initiative at work, you can also increase your value as an employee and broaden your skillset.

Related: What Does Leadership Mean?

How to take initiative at work

Here are nine ways to take initiative at work:

1. Be proactive

You can be proactive by anticipating what work needs to be done and doing it before you are asked to. Use your knowledge of the job to determine whether you have the competencies to make decisions on your own or whether you should present your ideas to your supervisors before proceeding.

For example, if you are working on a project and your supervisor is out sick for the day, you may not have been assigned a project-related task to do. If you can think of a task to work on that needs to be done to move the project forward, they may commend you for taking initiative and being proactive during their absence.

2. Find opportunities for improvement

You can take initiative by looking for opportunities for improvement. For example, if you interact with the public and get consistent feedback from clients, you could look for patterns in issues clients encounter. You can then use this feedback to highlight weak points in current company practices and advocate for positive change within the company. To go even further, you could suggest sending out a survey to gauge public opinion and gather more data.

3. Voice your ideas

Sharing your ideas at meetings or individually with colleagues and supervisors is another way to take initiative at work. Expressing your opinion can help you establish your voice within the company and build your reputation as an employee who actively looks for solutions. If you have difficulty voicing your ideas, you can become more comfortable by offering suggestions to coworkers who are looking for help or advice. You can build your confidence and start sharing your ideas in staff meetings and eventually present more fully-formed ideas in group settings.

Related: How To Build Self Confidence: 5 Key Tips

4. Be decisive

You may find yourself faced with challenging decisions where there are several courses of action you could take. To show initiative, be decisive and choose the best way to proceed. Come up with a few simple solutions to a problem, weigh the pros and cons of each solution and choose which course of action will work best.

Related: Decision-Making Methods for the Workplace

5. Improve systems, procedures and policies

If you notice that a policy is outdated, a great way to take initiative is to review it and make suggestions on how it can be updated. You can assess policies by thinking critically about whether they serve your company's and clients' needs, identifying weak points and finding more efficient ways of doing things. To make sure the updated policy is comprehensive, you could draft a new version of the policy and have members of your department review it and give their input before officially implementing it.

6. Address and prevent problems

You can show initiative by recognizing and working to solve problems. By actively addressing issues, you can help improve your workplace and sharpen your problem-solving skills. When confronted with an issue, ask yourself questions to find the root cause of the problem:

How and when did the problem arise?

Is this a reoccurring problem? How can we prevent this problem from reoccurring?

Have we tried different ways to solve it in the past?

What is the timeframe to solve the problem?

You can brainstorm independently or work collaboratively with colleagues to find the best solution to the problem.

7. Be prepared for meetings

Attending meetings with suggestions and questions prepared demonstrates that you've taken the initiative to put time and thought into the meeting's purpose. For example, if you present an idea at a meeting, such as implementing new software, you could do some research ahead of time on the following:

Cost/benefit analysis: This measures how making a decision will benefit the company and compares it with the cost of implementing the decision in terms of finances and labor.

Risk analysis: This identifies any issues that could adversely affect the company by making this decision. Analyzing these risks helps the company avoid or soften any adverse effects a decision may have on the company.

Impact analysis: This identifies the overall effect that making the decision will have on the company.

8. Anticipate questions and prepare answers

You can show initiative in the way you react to situations by being prepared to answer questions. For example, if your team recently missed a deadline on a project, you may be asked to meet with your supervisor for a performance assessment. If you arrive at your meeting having identified where issues occurred and with actionable ways to avoid these issues in the future, you will show that you're willing to take the initiative to meet challenges and work to prevent them.

9. Set realistic standards

You can set achievable standards by taking initiative only on tasks that you have the time, energy and resources to contribute to. For example, you could help a colleague brainstorm how to improve a policy but allow that colleague to draft and implement the updated policy on their own. If you have an idea for improvement but don't have the time to lead the initiative, you could present your idea to your team to see if another team member can volunteer to work on it.

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Initiative is a keyword that appears in many job postings. Companies prefer employees who are self-starters and who can work independently with minimal direction from supervisors. Taking initiative demonstrates valuable skills by showing that you can manage different tasks on your own and work with a variety of different people and departments.

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https://jamesclear.com/grit

-Embrace challenges
-Build strong habits and quit relying solely on motivation
-Desire the hard work and not just the outcome

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What is Grit?

Let's define grit. Grit is the perseverance and passion to achieve long-term goals. Sometimes you will hear grit referred to as mental toughness. Angela Duckworth, a researcher at the University of Pennsylvania, suggests that grit is a strong predictor of success and ability to reach one's goals.

Duckworth's research on grit has shown that...

West Point cadets who scored highest on the Grit Test were 60% more likely to succeed than their peers.

Ivy League undergraduate students who had more grit also had higher GPAs than their peers - even though they had lower SAT scores and weren't as "smart."

When comparing two people who are the same age but have different levels of education, grit (and not intelligence) more accurately predicts which one will be better educated.

Competitors in the National Spelling Bee outperform their peers not because of IQ, but because of their grit and commitment to more consistent practice.

(If you'd like more, I wrote about Duckworth's research here.)

A Video Explanation of Grit

This short TED talk by psychology professor Angela Duckworth explains the concept of grit and how it helps foster mental toughness in our everyday lives.

How to Be Mentally Tough

Step 1: Define what grit or mental toughness means for you.

For you, it might be...

going one month without missing a workout

delivering your work ahead of schedule for two days in a row

calling one friend to catch up every Saturday this month

Whatever it is, be clear about what you're going after.

Step 2: Build grit with small physical wins.

So often we think that grit is about how we respond to extreme situations, but what about everyday circumstances?

Mental toughness is like a muscle. It needs to be worked to grow and develop.

Choose to do the tenth rep when it would be easier to just do nine. Choose to create when it would be easier to consume. Choose to ask the extra question when it would be easier to accept. Prove to yourself - in a thousand tiny ways - that you have enough guts to get in the ring and do battle with life.

Read more: The Proven, Reasonable and Totally Unsexy Secret to Success

Step 3: Build strong habits and stop depending on motivation.

Grit isn't about getting an incredible dose of inspiration or courage. It's about building the daily habits that allow you to stick to a schedule and overcome challenges and distractions over and over and over again.

Mentally tough people don't have to be more courageous, more talented, or more intelligent - just more consistent.

Grit comes down to your habits. It's about doing the things you know you're supposed to do on a more consistent basis. It's about your dedication to daily practice and your ability to stick to a schedule.

Read more: How to Build Good Habits and Break Bad Ones

Examples of Grit

Mentally tough athletes are more consistent than others. They don't miss workouts. They don't miss assignments. They always have their teammates back.

Mentally tough leaders are more consistent than their peers. They have a clear goal that they work towards each day. They don't let short-term profits, negative feedback, or hectic schedules prevent them from continuing the march towards their vision. They make a habit of building up the people around them - not just once, but over and over and over again.

Mentally tough artists, writers, and employees deliver on a more consistent basis than most. They work on a schedule, not just when they feel motivated. They approach their work like a pro, not an amateur. They do the most important thing first and don't shirk responsibilities.

3 Articles on How I Develop Grit

Best Books on Grit and Mental Toughness

Want more great grit books? Browse my full list of the best self-help books.

All Grit Articles

This is a complete list of articles I have written on grit and mental toughness. Enjoy!

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Grit: A Complete Guide on Being Mentally Tough

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What is grit and how do you develop it? Here's how to prove to yourself that you have the guts to get in the ring and do battle with life.

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-Focus on making environments safer for others
-Put principles first
-Encourage push-back
-Take action on performance issues

https://hbr.org/2022/01/what-courageous-leaders-do-differently

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Courageous leaders are in high demand and short supply these days.

Rampant fear has sent many organizational cultures into a downward spiral, the tenuous state of the economy creating untold levels of anxiety. According to a 2011/2012 Kenexa report , workplace stress is at the highest levels in four years, driven in large part by fear. In these situations, people tend to keep their heads down and their mouths shut in order to survive. This not only applies to the rank and file, but to management as well.

These are the times that call for bold, confident, courageous leadership. As history has shown, those with the guts to step forward, take some risks and lead change during downturns will be the winners as the economy rebounds.

But it's not easy. Demonstrating leadership courage - whether it's having an uncomfortable conversation, communicating when you don't have all the answers, or making a decision to move ahead on a new project - can be scary. Yet it's precisely the kind of behavior that fosters trust and sets a crucial example for others to follow at a time when they'd rather hunker down and wait for the storm to pass.

If you want to see more courageous action by your people, consider whether you're modeling the 10 traits of courageous leaders:

1. Confront reality head-on. Ditch the rose-colored glasses and face the facts about the state of your organization and business. Only by knowing the true current state can you lead your team to a better place.

2. Seek feedback and listen. We all have blind spots that impact the way we interact with others. Unfiltered 360-degree feedback is not always easy to hear, but it can breathe new life into your relationships and leadership style if you listen and act.

3. Say what needs to be said. Real conversations can be awkward and uncomfortable, especially if conflict is involved. Having crucial conversations helps cut through the smoke and move through issues. This also means having the courage to put your opinions on the table, even if they are unpopular.

4. Encourage push-back. Many leaders feel pressure to have all the answers. By encouraging constructive dissent and healthy debate, you reinforce the strength of the team and demonstrate that in the tension of diverse opinions lies a better answer.

5. Take action on performance issues. Confronting people issues is hard, which is why so many leaders ignore them until they become a toxic threat to the team or company's performance. By taking swift action to reassign or exit underperforming employees, you are helping yourself, the team and organization.

6. Communicate openly and frequently. Keep the lines of communication open, even when you don't know all the answers. Courageous leaders refuse to hide behind jargon and wiggle-words - they use straight-talk and are not afraid to say "I don't know." They also share information instead of hoarding it.

7. Lead change. In fear-based environments, it's all about protecting the status quo. Envision a better way, a better solution, a better product - and approach it with determination and an open mind, knowing that it will be messy and that a mid-course correction may be necessary. Remember that you need to bring people along the change process for them to truly engage.

8. Make decisions and move forward. Especially in environments of fear and intense change, it feels unsafe to commit to a decision and move ahead. Avoid the crutch of 'analysis paralysis' and make the decision. Forward movement is always better than being stuck in place.

9. Give credit to others. Let go of the need for praise and instead give the credit to those around you. At first it feels scary - will I be rendered irrelevant or unnecessary if my people are doing all the good stuff? Remember that a good leader takes more than their fair share of the blame and less than their fair share of the credit.

10. Hold people (and yourself) accountable. Expect people to perform and deliver on their commitments, and have courage to call them out when they don't follow through. Remember that accountability begins with you - holding yourself responsible for modeling the behaviors you expect of others.

Susan Tardanico is CEO of the Authentic Leadership Alliance and Executive in Residence at the Center for Creative Leadership. Follow her on @Susantardanico.

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Courageous leaders are in high demand and short supply these days. Rampant fear has sent many organizational cultures into a downward spiral, the tenuous state of the economy creating untold levels of anxiety. According to a 2011/2012 Kenexa report , workplace stress is at the highest levels in four years, driven in large part by fear.

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-Stop overanalyzing
-Visualize the outcomes
-Take massive action

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< Back to all stories
Unleash the Power Within

Be confident and competent at work and at home

Posted by: Team Tony

When you make a decision and truly commit, you can overcome every obstacle. By committing to a decision, you are making a statement. You're telling the world, "This is how it's going to be." Knowing how to be decisive projects confidence and charisma and is a trait of true leaders.

We can get so caught up in the desire to make the right decision that we end up making no decision at all. Learning how to be more decisive , however, takes effort and a level of commitment all its own. How many times have you thought to yourself, "I'll do this," only to second-guess your decision, eventually backing away from making a decision at all?

That's no way to go through life. As Tony Robbins says, "It is in your moments of decision that your destiny is shaped" - and we all want to shape our own destinies.

Why is it important to be decisive?

We make decisions every day - what to wear, what to eat, who to associate with and how to relax. Those are easy decisions that are often determined by our habits , saving our brain power for the decisions that really matter. It is these big, bold decisions that affect the entire trajectory of our lives. Learning how to be decisive when it matters leads us down a path of confidence, fulfillment and joy - while being indecisive will cause us uncertainty, pain and suffering.

Being a decisive person isn't about always being right. It's about knowing that even when you're wrong, you will come out a better person. You will learn a lesson, feed your mind and get back up and keep going. That's why the number-one trait that makes a decisive person is confidence : a deep belief in themselves and their abilities. They tend to make up their minds quickly and stick with their opinions, although they also learn lessons along the way. Decisive people are resilient, with a growth mindset and a lot of inner strength . They are excellent problem solvers, great leaders and masters of their emotions. They naturally attract others two them with these strong qualities.

The good news is that decision-making is a skill you can practice. Like any other skill, knowing how to be decisive comes more naturally to some people than others. If you find yourself procrastinating, overanalyzing or deferring to others when it comes time to make a decision, there are a few steps you need to take - starting with your own mindset.

1. Overcome your fears

Here's a secret: If you're wondering how to become more decisive, you're probably held back by fear. Any decision, no matter how small, means a change of some sort, which could lead to a significant difference in our lives and the lives of people we care about. This fear of change can consume you and be destructive , paralyzing you right when you need to be most decisive. How can you break this negative pattern? Be open to change instead of fearful of it. Acknowledge that life itself is always changing, and that by making a decision, even when you're uncertain about it, you are taking control of your own life.

2. Stop overanalyzing

You're not alone - no one is completely certain of everything all the time. Those who have learned how to be a decisive person are just as uncertain or nervous as you; they're just willing to make the choice . Maybe the decision they make turns out to be the wrong one. So what? They can learn from a wrong decision, and they usually learn quickly. A poor decision leads to a better one down the road, whereas no decision at all leads to stagnation. Nothing is going to get better. It may not get worse, but you certainly won't improve matters by sitting where you are and doing nothing. Over time, failing to make a choice becomes a choice in itself.

True leadership comes from the ability to make decisions even when you aren't sure if they're right. If you want to lead - at work, in your life or anywhere - you have to be ready to be decisive even when you have no idea what the right path is. So stop overthinking and start practicing being decisive!

3. Visualize the outcomes

Visualization is often used in setting and achieving goals, and you can apply the same concepts when you're learning how to become more decisive . Go through each option you have and visualize what can happen for each. Don't just think of negative outcomes - think of positive as well as neutral outcomes . Make a mental pros - and - cons list for each option. This strategy will not only help you make a final decision, but will condition your mind to make decisions faster in the future.

4. Make smaller decisions

The only way to know you're making steady progress toward the life you want is to harness the power of decision. It's a muscle like any other, and sitting around without putting it to work will not help it - or you - improve. But when you commit to strengthening this muscle, you commit to learning how to be more decisive . Soon enough, you'll know how to be more decisive without even thinking about it.

Give yourself a time limit when you're making a big decision. Often, our early impulses are our best ones, and we know what we want to do after just five to 10 minutes. However, if a decision feel s big, don't get stuck. Be decisive by breaking that decision down into smaller decisions. You can even create a decision tree that takes you through every step, forcing you to pause, consider each smaller choice and not give in to fear . Thinking of a big decision as a series of smaller ones takes the pressure off so that you can choose wisely.

5. Don't chase perfection

We've all heard the expression "done is better than perfect." This can be especially true for decision-making. Successful people in every field have to master how to be decisive every day. They have the same obstacles as you; however, they've learned to avoid the pursuit of perfection - sometimes, "good enough" is perfect. Perfect is just another way that fear controls your choices.

Instead of focusing on perfection, ask yourself how this decision relates to the big vision you have for yourself. Which option will get you closer to that goal? Can you accept the consequences if everything doesn't go as planned? When you stop thinking of them as life-or-death and think of them as stepping stones and learning experiences, the urge to make every decision perfect will fade.

How to be more decisive at work

Those who are wondering how to become more decisive often have their careers in mind. Whether you're starting your own business or climbing the career ladder at your company, being decisive makes you appear confident and competent - two traits of great leaders. Use the five tips above plus these three additional tips to be more decisive at work.

Goals are good for your brain. They give you something to work toward, and tend to make you feel more inspired than if you didn't have goals, especially if you tell those around you about them. Don't be afraid to . Think of something you have always wanted to achieve for yourself. Chances are fear was holding you back. Make it your mission to move forward boldly by being decisive and setting yourself up for success .

Perhaps you want to double your sales, but you've resisted setting the goal because it felt impossible. Now that you have released fear, you are free to recognize that you just need the right tools for the job. Maybe that means hiring a new marketing director or reexamining your current strategy. Whatever you consider, use the tools you've learned about how to be decisive. Remember, when you back your new decisions with action, you will unleash alignment . If you can commit and sustain that commitment, you will find it more rewarding and less daunting to be decisive.

7. Find a mentor

Often what's keeping us from making a decision , especially in business, is that we feel like we don't have all the information we need. One thing that can help you stop overanalyzing and feel ready to make a decision is to collect that information. Don't be shy about asking questions, reaching across the aisle and seeking out different opinions. The more information you have, the better prepared you are for all outcomes.

The best leaders seek constant and never-ending improvement, including in their decision-making skills. A mentor is always there to answer your questions, help you take all the information and experiences you've gathered and shape them into valuable skills you can use in the future. Finding a mentor is a must for those who want to learn how to become more decisive . You can also join a mastermind group or a professional meet-up in your area.

Remember that a decision is only worth anything if you take massive action on it. Or as Tony says, "A real decision is measured by the fact that you've taken a new action. If there's no action, you haven't truly decided." Let's go back to the goal of doubling your sales. It may feel impossible, but you've decided to do it. Now how are you making it happen? If you haven't taken any steps to hire the right people and give yourself the tools you need, you're just treading water.

The biggest key to how to become more decisive is to stop letting fear of failure hold you back. Decide that you want to live an extraordinary life . Decide that you will exist in a beautiful state, not a suffering one. The quality of your life is the quality of your emotional home. Listen to Tony describe this concept and then choose - what will yours be?

Discovering how to be more decisive is life-changing - and it's a skill that you can master. Commit to greater decisiveness and a more fulfilled life by attending Unleash the Power Within . Then apply these concepts to your own life, and watch your decision-making abilities have a positive effect on your career, relationships and more.

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How to be more decisive? Top tips from Tony Robbins

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Back to all stories Unleash the Power Within Be confident and competent at work and at home Posted by: Team Tony When you make a decision and truly commit, you can overcome every obstacle. By committing to a decision, you are making a statement. You're telling the world, "This is how it's going to be."

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-Connect with others
-Make space for reflection
-Snap judgment test

https://betterhumans.pub/how-to-make-better-decisions-by-improving-your-intuition-a5ede405d7af

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by Karen Young

You know the feeling. It's a 'knowing' or at the very least a gentle persuasion that something is off, or awesome, or needs our attention. It's subtle and doesn't clamour for attention, which is why it's easily missed.

It's intuition, and like most things that speak with a quiet voice, if we listen the potential is life-changing.

For a long time, intuition was dismissed by science as pseudo-science - sort of science but not really. Really! Fortunately for all of us, science is now on board and researchers have found the part of the brain where intuition does its brilliant best.

Intuition: We've all heard of it, but what is it?

Researchers at Leeds University analysed a hefty pile of research papers on intuition. They concluded that intuition is a very real psychological process where the brain uses past experiences and cues from the self and the environment to make a decision. The decision happens so quickly that it doesn't register on a conscious level.

Intuition exists in all of us, whether we acknowledge it or not. The more we can learn about it, the more we can use it to shape our lives for the better.

The human brain has two 'operating systems'. The first is quick, instinctual and effortless. This is where our intuition lies. Intuition works by drawing on patterns collected by our experience and when we have to make a quick decision about whether something is real, fake, feels good, feels bad, right or wrong, we draw on these patterns. It all happens 'offline', outside our conscious awareness.

The second operating system is slower to respond. It's more analytical and deliberate and it's conscious.

The Evidence

Science has found real evidence to support the existence of intuition. There are plenty of studies, but let's talk about one in particular - because it's a good one. This particular study showed how the intuitive part of our brain knows the right answer long before the more analytical part.

In this study, participants played a card game which, unknown to the participants, was rigged from the beginning. Participants had to choose from one of two decks of cards. One was rigged to provide big wins, then big losses. The other - small gains but hardly any losses.

The participants reported that after 50 cards, they had a hunch about which deck was safer. After 80 they were able to explain the difference between the two decks. But here's where it gets interesting - after only 10 cards, the sweat glands on on the palms of their hands opened whenever they took from the dangerous deck. It was about then that participants started to prefer the safer deck but there was no conscious awareness that this was happening. So, before the analytical part of their brain knew what was going on, the subjects' intuition guided them towards a better decision.

Sharpening Your Intuition

Every person on the planet has intuition but not every person listens chooses to listen to it.

Intuition is the way the subconscious mind communicates with the conscious mind. The information that informs 'that feeling' is real. It's like any other decision but the workings of it - the collection, the storage, the putting together - happen outside of our conscious mind.

So intuition is a brilliant thing. The sharper it is, the better off you'll be. Here's how to feed yours so it's flourishing and ready to advise ...

1. Shhh. Listen.

It's sounds simple enough - and it is. No tricks here. Your intuition can't talk to you if you're not listening. When you start to take notice, good things will happen. Just try it and see.

2. When a word like 'gut' teams up with a word like 'feeling', you know there has to be a good reason. And there is. Research suggests that emotion and intuition have a physical presence in our gut. The gut is lined with a network of neurons and is often referred to as the 'second brain.' It's known as the enteric nervous system (ENS) and it contains about 100 million neurons, which is more than the spinal chord and peripheral nervous system but less than the brain. This is why we get 'sick' about having to make a tough decision or knowing we've made a bad one.

[irp posts="1021″ name="The Rules for Being Human"]

3. You'll know your intuition is there because you'll be able to feel it - if you let yourself. You'll feel it in your belly and it will goosebump your skin, send a shiver down your spine, race your heart and quicken your breath. Sometimes it's even more subtle and the only way to describe it as a 'knowing'. You'll feel when something is right - it will feel clear, nourishing and enriching. And you'll feel when something is off - for me it's an ache or a flattening. Trusting your intuition might be difficult at first if you're not used to it, but give it time and trust it bit by bit, if that feels better. It will be worth it.

4. Be ready to let bad feelings go.

Negative emotions wil cloud intuition, which is why when you're angry or depressed bad decisions can happen so easily. Research has backed this, finding that people made better intuitive choices in a word task when they were in a positive mood as compared to when they were in a negative mood.

5. Be deliberate about the people you hang on to.

People who drain you will add to the noise and make it more difficult to hear what your intuition wants you to hear. Chances are that you already know how they are. If not, be still for a moment - your intuition will be trying to tell you. Keep people who enrich and empower you and walk away from those who drain you. Understandably, you can't always walk away from the troublesome ones and if that's the case, empower yourself by making it your decision to stay, rather than not theirs because they've taken your choice. The difference is subtle in language but big in impact. One lets the power stay with you, one gives it over to them.

6. Pay attention to what's going on around you.

The more information you are able to gather from the environment, the more the intuitive, subconscious part of your brain has to work with - and the more accurately it will inform your decisions.

7. There are so many things that inform our opinions and decisions other than speech. Tone, volume of speech, body language, gestures - they all contribute to the meaning we give to our interactions with people. Sometimes, we have a feeling about people but can't quite put a finger on what it is. People might seem distant, distracted, uninterested, and often these aren't spoken but are 'picked up' through in different ways. The ability to pick up on the thoughts, feelings and intentions of others is referred to as 'empathic accuracy'. The more time we spend with people, the more we can finely tune or empathic accuracy. Being able to pick on the signals of others will all add to intuition.

[irp posts="1142″ name="Want to Be Happier? Letting Go of These Will Make it Happen"]

8. Find time to be silent and still.

Having solitude turns down the clamour of the world and allows you to tune in to your intuition. Our intuition is always sending warnings and encouragement but often we are too busy to notice. Let your mind wander and be open to what comes to you - feelings, thoughts or words. One of the ways to do this is through mindfulness. By focusing your thoughts on your own experience in the present moment, mindfulness gets rid of mental clutter and makes way for you to connect with your intuition.

9. Use your dream time well.

Dreams are the brain's way of processing information that's left over from the day. They are rich with valuable data - experiences, memories, learnings - so they can work hard if we let them. Paying attention to dreams can provide information that we may not have access due when we are awake. Before you fall asleep, turn your thoughts to any unresolved issues or problems. Think about possible options or resolutions as you're falling asleep. Close your eyes and let your brain do the rest.

But of course ...

Intuition is powerful and can lead to amazing insights, but that doesn't mean you follow it blindly. It's still important to use common sense and a balance of rationality. You need a balance of both - call into play both the intuitive and rational parts of the brain to position yourself to reach the best decisions.

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9 Ways to Tap Into Your Intuition (And Why You'll Want To) - Hey Sigmund

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by Karen Young You know the feeling. It's a 'knowing' or at the very least a gentle persuasion that something is off, or awesome, or needs our attention. It's subtle and doesn't clamour for attention, which is why it's easily missed.

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-Be vulnerable and hold yourself accountable
-Find out how others view you
-Self-audit

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by Anil Doshi

Executives in every industry currently or will soon have access to an amazing wealth and diversity of data. Thanks to technological change and digital transformation, the amount of available data has exploded, and all indications...
Read More

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Why Integrity Remains One of the Top Leadership Attributes

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"The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office." -Dwight D. Eisenhower A lot has changed since Eisenhower marched first into war and then into the White House.

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-Create a culture of trust and loyalty
-Communicate with emotional intelligence
-Appropriately manage change and pivots

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What's the key to less stress, more energy, increased productivity, and better health? According to research from an article written by Paul J. Zak for Harvard Business Review, the answer is simple: trust. When companies dedicated time toward building trust, their employees experienced exponential results. For example, people reported "74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, and 40% less burnout."

A company without trust is like a ship without water. Try as you might, it isn't going anywhere. When teams lack trust, leaders begin micromanaging because they fear that people aren't equipped to do their job. The amount of time spent on low-priority work increases, affecting productivity and stress levels. This results in fewer hours executives have for strategizing and planning the company's next moves. Because of this, the organization begins falling behind and playing a reactive game. Additionally, individuals stop openly contributing for fear of judgment, rejection, or dismissal. If there is no sign of belief in them and their abilities, employees have little motivation for putting in more than minimal effort and they are more likely to jump ship and join a different venture.

Overall, building trust should be a focal point of all organizations. Lack of trust stifles creativity, innovation, collaboration, communication, productivity, engagement, and every other requirement that leads a company toward success.

Avoid developing a toxic workplace environment and team culture by learning what trust is, plus 10 ways for building trust as a leader.

What is Trust?

Definition of Trust in Relationships

The American Psychological Association (APA) says that trust is the "reliance on or confidence in the dependability of someone or something." Having trust means believing someone else is consistently dependable and safe. Without these factors, interpersonal relationships cannot grow. It's something that develops over a period of time. In a Minute with Maxwell video leadership expert John Maxwell explains, "You and I are either depositing into our trustworthy account or to be honest with you, we're withdrawing . . . How do I expand and grow that trustworthy account? . . . Number one, my words and my actions are the same . . . Number two, I think trustworthy accounts are built when you continually mean the best and do the best for people." It goes to show building trust is a choice to either invest or divest in others.

How to Build Trust: Top 10 Ways to Build Trust in Teams

When growing trust among team members, there are a variety of strategies business leaders can model and teach to create a trusting workplace environment. Below, find 10 ways to build trust as an executive, director, or manager.

1. Consistently follow through on your commitments.

Trust requires predictability. If another person perceives a leader as unpredictable, unstable, or unreliable, then trust will be limited or non-existent. The best way to establish trust is by keeping your words and actions in sync with one another. For example, don't commit to something you aren't able to do. This might look like promising a raise in six months when you aren't sure if the company's financial health will allow this to happen. Commit to what you believe you can realistically achieve. If you're not sure, take time to reverse engineer a decision before you make it. Learn more about decision making, here.

Effective leaders know that to build trust they must deliver on promises and commitments. Those who overpromise and underdeliver quickly become seen as disingenuous or worse, a fraud. Respect and belief in someone can't develop in conditions of disappointment and low morale. But, when a leader shows consistency and proves their words have value, trust grows.

2. Quickly admit and amend mistakes when they're made.

As a leader, there will be times when you drop the ball and disappoint people. Failure is a part of life. An important aspect of building trust is ownership of errors. When a person in power can't admit their role in a mistake or point fingers at other people, they automatically withdraw from their trustworthy account. This is because they're not acting with accountability, and therefore integrity. As best-selling author and world-famous speaker Simon Sinek once said, "Trust has two dimensions: competence and integrity. We will forgive mistakes of competence. Mistakes of integrity are harder to overcome."

Leaders who own their failures also teach team members how to get back up when they fall. They're the first in the room to address their mistakes and take action to make amends in whatever way that's needed. Additionally, they show their team that failure is to be expected at a progressive company. This attitude eliminates perfectionism in the workplace and creates a seat at the table for creativity and innovation.

3. Communicate with emotional intelligence.

Emotional intelligence (EI) is one of the top keys to building trust because it weaves together strong interpersonal connections. There are four quadrants of EI: self-awareness, social awareness, self-management, and relationship management. When a leader is deficient in one or more of these areas, developing secure relationships with team members, clients, and customers becomes a problem. For example, a person with a low amount of EI might become easily angered, act out of self-interest, or lack empathy. None of these qualities is conducive to creating trust because they all make a person seem unpredictable and unreliable. The good news is a person's EI can increase over time.

Tips for increasing EI include:

Recognizing emotional triggers and developing a process for working through them.

Developing a mindfulness practice.

Setting intentions.

Receiving feedback.

Taking time to problem solve.

Understanding how your thoughts, words, actions, and behaviors affect others.

Practicing listening skills.

Reading the room for non-verbal cues.

Feeling with people, rather than feeling sorry for them.

Establishing a few hours each week toward goal-setting and incentives for reaching these objectives.

Spending time investing in your team, resolving conflict, and advocating for collaboration and teamwork.

4. Appropriately manage change and pivots.

Leaders know the truth in philosopher Heraclitus's famous quote, "The only constant in life is change." Change, adaptation, and sit in the driver's seat of successful businesses. Yet, implementing change cannot happen unless leaders and employees operate upon a foundation of trust and support. In fact, John Kotter's foundational work published in Leading Change showed 70 percent of change programs failed. This is mostly in part due to a lack of employee buy-in and management support.

In an article for McKinsey & Company, Emily Lawson and Colin Price say four conditions prompt effective change. The first is telling a compelling story to illustrate the effects of the change being made. The second is seeing those in leadership modeling the change being implemented. Next, the change must be reinforced and supported by those instilling it. "Reporting structures, management, and operational processes, and measurement procedures-setting targets, measuring performance, and granting financial and nonfinancial rewards-must be consistent with the behavior that people are asked to embrace," the duo writes. Finally, leaders must ensure their team receives the training and guidance needed to become capable of making the change.

Find out more about creating a trusting process when guiding through change.

5. Show appreciation and gratitude.

Trust is built when leaders value and invest in their teams. Yet, research shows there's a lack of appreciation in the workplace. For example, a study conducted by Psychometrics shows that more than half of employees want more acknowledgment from their bosses at work. When team members feel taken for granted, they begin disengaging, disassociating, and disconnecting from their leaders and the mission everyone is trying to accomplish. The best way of combating this as a leader is showing every person on the team just how much they're valued.

When leaders get into the mindset of appreciation, it shifts the workplace dynamic. The narrative changes from "Here's a job-do it," to "Thank you for what you're doing. Your work is invaluable in fulfilling our mission. Without you, we couldn't make a difference in the world." Showing appreciation and gratitude is also infectious. According to psychologists Sara Algoe and Jonathan Haidt, witnessing and interacting with positively influential people elevates others toward self-improvement and developing better relationships. Modeling leadership is one of the best ways of teaching it to your team. It shows people how you live your values, establishing trust, respect, and influence over time.

6. Eliminate judgment from work environments.

The fastest way to suppress creativity and innovation is to be judgemental. Judgment takes many forms because it can be communicated non-verbally and verbally. Whether it's a dismissive comment or negative body language like rolling your eyes and shaking your head, it's easily perceived by those who fall victim to it. Once a person experiences judgment, they tend to feel insecure and shy away from sharing their ideas, thoughts, and feelings.

Oftentimes judgment occurs when a person avoids having a direct conversation. Instead of talking about a person, talk to them. As Walt Whitman once said, "Be curious, not judgmental." Before breaking a person's trust and causing them to feel small, engage in a conversation. Ask them why they think the way they do, what influences their opinion, and listen with an open mind. Create the space to dig deeper into a place of understanding.

7. Don't dismiss the power of vulnerability.

Vulnerability is one of the keys to building trust. It's the glue that seals together long-lasting relationships, even when times get tough. For this reason, every leader needs to become proficient in this leadership skill. One of the best resources for learning how to lead with vulnerability is Brené Brown's Dare to Lead. Brown defines vulnerability as "the emotion that we experience during times of uncertainty, risk, and emotional exposure." It is crucial for acting as a brave, steadfast leader who grows and maintains trust.
Practicing vulnerability includes:

Engaging in tough conversations, even when they're easy to avoid.

Being a good listener who is solution-oriented when handling problems.

Circling back to discussions that require your thinking time or a fresh perspective.

Living the values you've decided dictate your thoughts, words, actions, and behaviors.

Feeling with someone who is going through a hard time.

Giving others the benefit of the doubt and assuming they're doing their best.

Consistently showing up over small moments for individuals on your team.

Teaching the art of getting back up after a big setback or failure.

Read a summary of filled with more strategies for improving your vulnerability abilities.

8. Set clear expectations.

Building trust is more likely to happen when people have clarity around what is expected of them. It's easy to cross lines when they aren't clear. A study from Gallup discovered that only 50 percent of employees are aware of what their manager expects from them at work. Clarity limits workplace conflict and upset by establishing guidelines for what is expected and accepted. It also informs people of what will not be tolerated in the workplace. When a leader creates these boundaries, they set clear perimeters for how the team operates.
To avoid the potential breakdown of work relationships try:

Defining expectations for each individual on the team.

Setting expectations with employees during the onboarding process.

Communicating guidelines both in-person and on paper.

Creating a consistent rhythm for the completion of work. For instance, every project cannot be a "rush project."

Developing realistic timelines.

Ensuring expectations are agreed upon.

Working through hesitation, questions, or problems about the communicated expectations.

Check out the other ways that leaders can set expectations with this article.

9. Don't share information that isn't yours to share.

It's hard to bounce back from a violation of trust like sharing confidential, sensitive, or personal information and experiences. In the workplace, this might look like telling someone else about a private conversation you've had with another team member. If events like this keep happening, people will conclude they can't come to you with trusted information because you'll let it slip. Even worse, safeguarded information can also be used as ammunition for unhealthy workplace behaviors like gossip. This can make team members feel devalued, embarrassed, hurt, and rejected by those they work with. This behavior should not be tolerated in the workplace.

Trust is the byproduct of words and actions aligning. If you say a conversation is confidential, then keep it confidential. Brené Brown calls locking away sensitive information "vault," because that's exactly where it should be stored. When a person comes to you in confidence, show them that their information or experience is safe with you. As a leader building trust, psychological safety, stability, and predictability are key when handling personal information.

10. Be decisive and act with confidence and belief.

Leaders must believe in the guiding vision that directs the business's initiatives. A CEO who is constantly second-guessing themselves causes uncertainty and instability. None of these conditions create a foundation for building trust, because-as mentioned before-trust requires predictably. When a leader is indecisive, team members begin feeling like they're lost in the woods at night awaiting an ambush. Immobility is palpable. It produces fear, anxiety, and stress, all strong components of a toxic workplace.

Your team needs to believe you believe the end game is achievable and that you've got a plan to make it happen. If you don't believe in your vision, no one else will. This affects engagement, productivity, and employee retention. Inspiration and motivation-the two key factors in getting people excited about accomplishing your vision-are just communicated belief.

To boost confidence and self-belief:

Recognize the areas you struggle with and develop strategies for handling triggers.

Engage with learning materials and expand your knowledge.

Shift out of a fixed mindset and into a growth mindset.

Practice positivity.

Show gratitude and thanks.

Work through limiting beliefs.

Learn your strengths and work alongside them.

Make visualization a daily habit.

Join a mastermind group of entrepreneurial peers.

Channel anxious energy away from the body, mind, and spirit.

Building Trust Requires Getting Your Hands Dirty

Building trust isn't easy work. In fact, there will be times when it feels uncomfortable or intimidating. For instance, this might look like being empathic, not sympathetic, when a team member loses a loved one. It could also mean having an honest conversation about diversity and inclusion when it's something the company hasn't heavily focused upon in the past. Trust is built in leaders who are willing to consistently show up alongside their team through it all. They don't just appear when times are good. Real leaders are the first responders when times get tough. As Daniel Goleman, a leading expert on emotional intelligence explains, "Instead of being the invisible entity who spends his or her time at black-tie CEO events in DC, this is a leader who delves into the real day-to-day functions of the business. And that's the type of leader who builds trust."

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What's the key to less stress, more energy, increased productivity, and better health? According to research from an article written by Paul J. Zak for Harvard Business Review, the answer is simple: trust. When companies dedicated time toward building trust, their employees experienced exponential results.

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-Inspire and empower those around you
-Discover your intrinsic and extrinsic motivations
-Stay grounded in holistic lives

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What happens when you get to where you thought you wanted to be, only to realize it is not the right place? Or do you ever find yourself compromising your values or passions to succeed in a new, more senior position? When that happens, you are not leaning into your authentic self, which can be detrimental to your success.

The book True North: Discover Your Authentic Leadership by Bill George summarizes what I had been personally striving for as a leader. We have tried for many years to develop the perfect model for leadership, but the truth is, leaders come in all shapes and sizes. That is because we are all different and bring our own set of experiences, personalities and passions into our leadership. Embracing our unique personalities and experiences as a leader is authentic leadership.

A leader can develop their authentic leadership by focusing on seven areas:
Become More Self-Aware
Being self-aware is not as easy as it may appear. Self-awareness is birthed out of one's own life story and how their story affects their leadership. Often, leaders do not tap into this goldmine of discovery. They may not go through this process because of not knowing how, not understanding the value of their life story, feeling it is too painful or being unwilling to invest the time.

But this journey is worth the investment. A survey of the Stanford Graduate School of Business Advisory Council members recommended self-awareness as the most important capability for leaders to develop. When we are more self-aware, it is not only for our benefit, but it benefits our organizations as well.

The process of self-discovery can begin through writing out your story, listening to feedback and more formal methods such as 360-profiles, personality profiles, strength finder and emotional intelligence assessments.
Understand Your Personal Values
Reflecting on one's personal life story allows a leader to better understand their passions, values and principles. This encourages a leader to discover what drives their passions and then learn how to channel that passion into their own leadership. The difficult challenges faced in life often define who a leader is and give direction to what they will become. A leader's understanding of their values becomes even more relevant when tested under pressure. Having a strong foundation of values that are tried under fire enables a leader to develop the principles they will apply in leading others.
It's A Balancing Act: Extrinsic And Intrinsic Motivations
A leader's values help them gain insight into their motivations, both intrinsic and extrinsic. The common response in measuring a leader's success is extrinsically. When the measuring stick for success is the "world's view," it creates a void that is never satisfied. This view encompasses tangible things, such as money, home, cars, titles, etc. The challenge is that these things are not sustainable and often leave a leader unfulfilled with lack of meaning in life.

On the other hand, intrinsic motivations lead the person to pursue more meaningful success that is congruent with their personal values, thus balancing the fulfillment of their extrinsic motivations.

Discovering both your extrinsic and intrinsic motivation takes self-evaluation, honesty and a willingness to explore how to bring balance between the two.
Find And Develop Your Support Team
Leaders cannot succeed on their own. It takes support and advice. Authentic leaders build a support team to help them stay focused. This team provides feedback, balanced perspective and earns the right to speak into the leader's life. The group should help with focus and correction when the leader needs it and allow a leader to authentically be themselves while also coaching and challenging them. This group may consist of peers, family, colleagues, mentors and/or friends.
Get Personal, But Not Too Personal
True authenticity comes when a leader is balanced and consistent in all areas of their life. Leaders that can integrate the different areas of their life turn the journey to authenticity into a reality. The challenge is balancing effective leadership at work and maintaining a strong personal life.
Stick To Your Roots
Those who achieve authentic leadership are constantly working to maintain balance and stay grounded in holistic lives. This allows for accountability, spending time with family and close friends, physical exercise, community service and a commitment to spiritual practices, remembering where you came from, what drive your values and passions -- all allowing authenticity to be sustainable.
Inspire And Empower Those Around You
Once a leader has worked through self-awareness (an ongoing challenge), they have earned the "right of passage," so-to-speak, to empower others to lead. Authentic leaders create a culture of trust and loyalty. They're not afraid to show emotion and be vulnerable. Team members are inspired at all levels to step up and lead and/or take on greater challenges. This culture enables the leader's organization to retain and attract top talent that aligns team members with shared values and goals. Thus, authentic leaders produce sustainable results for themselves and their organization.

Discovering your authentic leadership style will require not only honesty but courage. Reflecting on your experiences, owning your story and understanding your values and motives will allow you to be a strong, authentic leader. Leading with authenticity will help create balance in your life, build trust and empower others. Taking time to learn your authentic leadership style is a worthwhile journey that will create lasting impact.

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Council Post: Seven Ways To Develop Your Authentic Leadership Style

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What happens when you get to where you thought you wanted to be, only to realize it is not the right place? Or do you ever find yourself compromising your values or passions to succeed in a new, more senior position? When that happens, you are not leaning into your authentic self, which can be detrimental to your success.

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-Cultivate curiosity about strangers
-Challenge prejudices and discover commonalities
-Develop an ambitious imagination

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By Matthew T. Johnson, Elliott Johnson | June 16, 2023

Research suggests that providing everyone with money to live could reduce poverty and inequality, and help people make better life choices.

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By Matthew T. Johnson, Elliott Johnson | June 16, 2023 Research suggests that providing everyone with money to live could reduce poverty and inequality, and help people make better life choices.

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-Listen to what's important
-Gently challenge assumptions and negative projections
-Practice having unpleasant conversations

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-Active listening
-Put others first

https://www.entrepreneur.com/article/315627

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Humble people can receive a bad rap. Humility is frequently associated with being too passive, submissive or insecure, but this couldn't be any further from the truth.

Instead, humble people are quite the opposite-confident and competent in themselves so much that, as a result, they seek to self-actualize by helping theirs. Humble people are still self-efficacious; they just don't feel the impetus to boast about themselves but instead, let their actions speak for their ideals. To be humble is not to think less of oneself, but to think of oneself less.

To help identify what humble looks like (and how you can adopt greater humility for yourself. After all, who doesn't need greater humility?), here are 13 habits of humble people:
They're Situationally Aware
Situational awareness is a function of emotional intelligence as it is being aware of oneself, the group, the actions of each and the social dynamics therein. As such, situationally aware people aim their focus outward as they try to absorb (i.e. learn) more about the situation
They Retain Relationships
Studies have shown that humble people are more likely to help friends than their prideful counterparts. As a result, they maintain stronger personal and professional relationships. A study of more than 1,000 people-with roughly 200 in leadership positions-revealed that companies with humble people in leadership positions had a more engaged workforce and less employee turnover.
They Make Difficult Decisions With Ease
Since humble people put others' needs before their own, when faced with difficult decisions they respect the moral and ethical boundaries that govern the decision and base their decision-making criteria off a sense of shared purpose rather than self-interest.
They Put Others First
Humble people know their self-worth. As a result, they don't feel the need to cast themselves before others just to show them how much they know. Instead, humble people realize that nobody cares how much they know until those people know how much they're cared for.

Humility is the true key to success. Successful people lose their way at times. They often embrace and overindulge from the fruits of success. Humility halts this arrogance and self-indulging trap. Humble people share the credit and wealth, remaining focused and hungry to continue the journey of success.

- Rick Pitino ( source)

They Listen
There's nothing more annoying that being in a conversation with somebody who you can just tell is dying to get his or her words in. When you see their mental gears spinning, it's a sign they're not listening but rather waiting to speak. Why? Because they believe that what they have to say is more valuable than listening to you. In other words, they're placing their self-interest first.

Humble people, however, actively listen to others before summarizing the conversation. Moreover, humble people don't try to dominate a conversation or talk over people. They're eager to understand others because they're curious. Speaking of which...
They're Curious
Humble people seek knowledge because they are perpetual learners and realize that they don't have all the answers. They glean knowledge from the experiences of others and crave more opportunities to learn.
They Speak Their Minds
While active listening is certainly important, humble people aren't afraid to speak their minds because being wrong is not a fear they have. They know that to bridge the gap between unwillingness and willingness there must be action; they summon the courage to face difficulty as they graciously accept to sacrifice themselves.
They Take Time To Say "Thank You"
At a business dinner, for example, no matter whether you're engaged in a heated conversation with others or not, humble people take the time to express thanks to the service for tending to the little things.
They Have An Abundance Mentality
Humble people don't believe that one person's "win" necessarily mean another person's "loss." Instead, they know there's plenty of opportunity to go around and that finding it just necessitates collaboration and communication.
They Start Sentences With "You" Rather Than "I"
Humble people put others at the forefront of their thoughts. Humble people brag about others, while the prideful people brag about themselves.
They Accept Feedback
Humble people are not only receptive to constructive criticism but actively seek it because they know that feedback is a pathway to improvement.
They Assume Responsibility
Rather than eschewing blame on "the system" or the behaviors of others, humble people assume responsibility by speaking up and owning their part.
They Ask For Help
Part of being humble means realizing that you don't have all the answers. No one does. Humble people acknowledge what they do and do not know and enlist help for the latter.

Humility displays a willingness to learn and become better--two things that everybody should cultivate. How is humility viewed in your organization?

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Humble people can receive a bad rap. Humility is frequently associated with being too passive, submissive or insecure, but this couldn't be any further from the truth. Instead, humble people are quite the opposite-confident and competent in themselves so much that, as a result, they seek to self-actualize by helping theirs.