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Tune in at 33voic.es/in4usdi Karin Hurt, CEO of Let's Grow Leaders, is an experienced executive, speaker and writer with a diverse background in sales, marketing, customer service, merger integration, human resources, training and leadership development. She was recently named to to the Top 100 Thought Leaders in Trusted Business Behavior by Trust Across America and Multiplier of the Year by the Wiseman Group. Her award winning blog, Let's Grow Leaders, was named #17 of the top 100 most socially shared leadership blogs.
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This presentation consists of highlights from the interview with Moe Abdou,
founder & host of 33voices®.
Karin HurtKarin Hurt, CEO of Let’s Grow Leaders, is an experienced executive, speaker and writer with a diverse background in sales, marketing, customer service, merger integration, human resources, training and leadership development. She was recently named to to the Top 100 Thought Leaders in Trusted Busi-ness Behavior by Trust Across America and Multiplier of the Year by the Wise-man Group. Her award winning blog, Let’s Grow Leaders, was named #17 of the top 100 most socially shared leader-ship blogs.
@LetsGrowLeaders
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Admired leaders are confidently humble.
They galvanize their organizationsaround a vision that transcends themselves.
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As a leader, build your subordinate relationships with
these principles:
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As a leader, build your subordinate relationships with
these principles:Focus and measure results
2
As a leader, build your subordinate relationships with
these principles:Make it energizing and reciprocal
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As a leader, build your subordinate relationships with
these principles:Invite candor and authenticity
2
As a leader, build your subordinate relationships with
these principles:Make it about constant learning
3
The first signs of a relationship going sour are:
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The first signs of a relationship going sour are:
Poor results
3
The first signs of a relationship going sour are:
Tension and stress
3
The first signs of a relationship going sour are:
You can’t be who you really are
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As a leader, the moment you sense tension in a subordinate relationship.
gently open the dialogue and invite candid feedback.
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Seeing imperfections in your boss or subordinate is empowering.
Acknowledge them, and seek to help -
“How can I support you”
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Next time you find it challenging to deal with
an unreasonable boss,
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Next time you find it challenging to deal with
an unreasonable boss,
Slow down, reflect and avoid irrational thought
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Next time you find it challenging to deal with
an unreasonable boss,
Stay grounded and don’t let her behavior influence how you act
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Next time you find it challenging to deal with
an unreasonable boss,
Stay grounded, and don’t let her behavior influence how you lead
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If you’re always comfortable stating the truth
without fear of repercussions,it’s likely that you’re in a trusting relationship
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If you’re always comfortable stating the truth
without fear of repercussions,it’s likely that you’re in a trusting relationship
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As a peer, if you sense that your boss ‘doesn’t see your potential,’
pause and:
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As a peer, if you sense that your boss ‘doesn’t see your potential,’
pause and:Try to understand his perspective
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As a peer, if you sense that your boss ‘doesn’t see your potential,’
pause and:Resist the urge to brag about the perceived short gap
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As a peer, if you sense that your boss ‘doesn’t see your potential,’
pause and:Offer to demonstrate your capability -
perhaps through shadowing
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There’s danger in crossing the imaginary line of being ‘too close to your superiors/subordinates.’
approach it cautiously, but always be yourself.
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When there’s a disconnect between
the boss’s level of ambition and the subordinates’ fear of failure,
problems emerge.
How do you measure your leadership effectiveness?
REALLY REFLECT...
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