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Does it Matter if They Like You?

Let's Grow Leaders

” I can also hear the echo of countless bosses and mentors over the years, “You’re not here to be liked.” In their Harvard Business Review article, Competent Jerks, Loveable Fools, and the Formation of Social Networks. ” “If you worry about whether they like you, they won’t respect you.”

IT 486
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Leaders Coaching Leaders: One Secret to Sustainable Leadership Development

Let's Grow Leaders

Challenger groups leverage senior-level leaders to mentor and support participants, helping them apply what they’ve learned. These informal sessions help create psychological safety for the team and build your leaders’ confidence in facilitating these sessions. Challenger groups create sustained culture change in four ways.

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Our Team is Growing: How do I Lead Well Now? (With Video)

Let's Grow Leaders

Find, develop and encourage informal influencers. In addition to your direct report team, if you want to build your influence as your team is growing, seek out (and build relationships with) the informal opinion leaders and change agents on your team.

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2 Reasons Employee Engagement is So Hard– And What to Do About It

Let's Grow Leaders

You’ve recognized, mentored, career-pathed, taken some bullets, helped them win… and yet, it somehow wasn’t enough for everyone. Finishing their degree, learning new skills, networking with other departments, all go a long way in helping people feel better about themselves and their future in the company.

IT 476
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How to Scale Your Leadership for Bigger Influence and Results

Let's Grow Leaders

Find, develop and encourage informal influencers. In addition to your direct report team, if you want to scale your leadership, seek out (and build relationships with) the informal opinion leaders and change agents on your team. Find, develop, and encourage informal influencers. Teach your team how to think.

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How to Get Promoted At Work: The ASK Strategy

Let's Grow Leaders

Remember – “Mentoring, at it’s best, is a magical elixir which shaves years off your learning curve through mistakes unmade.” You have to reach out to your network and ask for input. Senior managers and executives have to act and make decisions – they cannot wait for perfect information to arrive. Friends in High Places.

Strategy 456
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After the layoff: How to support your team when it just got smaller

Let's Grow Leaders

a mentor or a trusted peer). Even once they’ve left your company there are plenty of ways you can help with networking and other support. If you want more information on using the Own the U.G.L.Y. Support your team members in their job search. Do whatever you can to help your downsized team members land well.

IT 562