Leaders Transformed Coaching

In a candid career planning conversation, one individual I worked with directed a comment at me: 'You're someone who always lays your cards on the table, aren't you?' It was an interesting comment: I hold my cards close many times, which is a personal preference. But here's the twist – that's not always the case. When and how you reveal your career goals is a strategic choice in high-stakes career advancement discussions.

Do you share your ambitions openly with your current employer or a trusted mentor, or keep them close to your chest? The answer isn't black and white. After the conversation I shared above occurred, I wrote an article, which I have linked below. I explored the art of disclosure and the nuanced factors that can come into play in our decisions to have shallow or in-depth discussions of our future career aspirations.

Read some of my thoughts on this – https://www.leaderstransformed.com/blog/strategic-considerations-for-sharing-your-career-goals

"𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝘄𝗵𝗼 𝘀𝗵𝗼𝘄 𝗺𝗼𝗿𝗲 𝗲𝗺𝗽𝗮𝘁𝗵𝘆 𝘁𝗼𝘄𝗮𝗿𝗱𝘀 𝘁𝗵𝗲𝗶𝗿 𝗱𝗶𝗿𝗲𝗰𝘁 𝗿𝗲𝗽𝗼𝗿𝘁𝘀 𝗮𝗿𝗲 𝘃𝗶𝗲𝘄𝗲𝗱 𝗯𝘆 𝘁𝗵𝗲𝗶𝗿 𝗯𝗼𝘀𝘀𝗲𝘀 𝗮𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀 𝗶𝗻 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯𝘀." This is one key takeaway from the "𝘊𝘦𝘯𝘵𝘦𝘳 𝘧𝘰𝘳 𝘊𝘳𝘦𝘢𝘵𝘪𝘷𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱" article is linked below.

In any field or industry, the importance of Emotional Intelligence (EI) cannot be underestimated. It's a skill that transcends job titles and can significantly impact your leadership success.

If you're interested in exploring your own Emotional Intelligence and uncovering areas for growth and development, consider taking the EQ-i 2.0 assessment. It's a respected tool that can provide valuable insights into your EI strengths and areas needing improvement.

To learn more about how Emotional Intelligence can enhance your leadership capabilities or to discuss the EQ-i 2.0 assessment, feel free to send a message, or you can email [email protected]. Let's start your journey to becoming a more emotionally intelligent and effective leader together.

https://www.ccl.org/articles/leading-effectively-articles/emotional-intelligence-and-leadership-effectiveness/

Will leading by example be sufficient to influence my team’s actions as I expect, or should I also communicate my expectations explicitly?

Leading by example is a great leadership approach, but it may not ensure that your team members always act as you expect them to. Here's why:

Clarity of what you expect: Setting a positive example with your actions can establish a tone and role model for behavior, but it's equally crucial to effectively communicate your expectations to your team to minimize misunderstandings and misinterpretations.

Individual Differences: People have different communication styles, work habits, and interpretations of what constitutes exemplary behavior. Some team members may not fully grasp the nuances of your actions and how they relate to their own roles unless you explicitly articulate your expectations.

Feedback and Guidance: Leading by example is a passive leadership approach, which can offer inspiration and motivation but may lack the guidance some team members require to meet your expectations. Providing consistent feedback and coaching can help individuals identify areas for improvement and learn how to enhance their performance.

Situational Factors: There may be situations or contexts where leading by example isn't enough. Team members might encounter unique challenges or uncertainties that require specific guidance or decisions from a leader.

Leading by example is an essential component of effective leadership, but it should be complemented by clear communication of expectations, regular feedback, and individualized guidance as needed. The combination of these approaches is likely to yield the best results in terms of ensuring that your team acts in alignment with your expectations.