We hear so much about being an “authentic” leader. I believe fully in authenticity. You must lead from who you are; at the same time, authenticity does not give you permission to be a jerk. The most productive leader leads from strengths and dials back those tendencies to react poorly. This week’s question: When might [...]
Corey Olynik
What if a key person were immediately and permanently unavailable? What would you do? It’s not a “who’s going to cover for” situation but “who’s going to take over?” Many leaders tell me it will take months, even years, to get someone ready for a key position. Yet they don’t prepare. Then when something happens […]
Corey Olynik
"What's the excuse this time?" So often our team embarks on a new initiative and partway in, we can already hear people beginning to frame excuses as to why it won't (and eventually doesn't) work. What if we got them all into the open beforehand?
Corey Olynik
Smartphones are indispensable for today’s leader, yet smartphones get us off track as well. On the plus side, multitasking is phenomenally enabled by those handhelds. However, focusing on one thing for an extended period, without electronic interruption, significantly impacts our results. Leaders must learn to balance multi-tasking and [...]
Corey Olynik
Most changes we contemplate and enact aren’t poorly designed. When change goes sideways it’s likely due to poor presentation and communication. We can’t forget that our people love yesterday; yesterday is safe. Tomorrow is scary. Let’s consider forging the link rather than emphasizing it. Questions: What’s different when you present [...]
Corey Olynik
The late, great Elmore Leonard (Get Shorty) was once asked why so many people like his novels. He answered, “I leave out the parts readers skip.” Wow. Don’t you wish more business speakers took that advice? Can you? [ecko_alert color=”gray”]Pause and Reflect: Are your presentations crisp, concise, focused? Or, are they [...]
Corey Olynik
We’re moving into summer vacation season. Rest. Relaxation. Rejuvenation. Concocting. Brooding. Scheming. Yes. Yes. Yes. No. No. No. Most leaders I talk with are working too hard; they never shut it down. No wonder they run out of ideas. This year, please, take a couple of weeks off … really off. Cut yourself off from [...]
Corey Olynik
Five years ago most of us had plans to grow our leadership ability and capacity. Are we meeting our expectations? This week’s question: Do you expect more or less of yourself than you did five years ago ‒ longer or shorter hours, greater span of control or less, higher trust in people and processes or […]
Corey Olynik
What happens in your organization when something goes wrong? If you are like most, the first question is often, “Whose fault is it?” Recently, I’ve begun challenging myself to think to think instead, “What is it about us that gave room for the mess to develop?” Quite possibly the error is merely a symptom of [...]
Corey Olynik
Like it or not, employees talk about the boss. Yes … about you! I wonder what descriptive words your people use for you. Do their words match your intentions? One attribute many leaders desire but clumsily execute is “supportive.” This week’s question: What can you expect from your direct reports when your everyday question [...]
Corey Olynik
I don’t know why it happens. Every once in a while I see leaders hesitating to act – for no apparent reason. Probing, I’ve found a number of leaders seem to be waiting for permission ‒ permission from their board, their client, a team member, their partner. What keeps them paralyzed is that those expected to […]
Corey Olynik
Leaders see it all the time ‒ employees responding poorly to change initiatives. Predictably, your people don’t take well to hearing countless arguments about why your new idea will make things better. Invariably, one-way talk increases organizational tension. Maybe a new approach is required ‒ one that acknowledges the [...]
Corey Olynik
Boss: “I wish my people would take more initiative, be more creative, get outside the box.” Employee: “I wish my boss would turn me loose, untie my hands, let me show what I can do.” This week’s question: If you mean it ‒ if you want different results from your people, how will you change […]
Corey Olynik
Great mentors share how they think rather than teaching people about what they do. That’s why I recommend future-focused individuals find a mentor in an outside industry. That gives the mentee a chance to learn how a seasoned leader approaches things: the introduction of new services, how they lead stars and manage [...]
Corey Olynik
Consider using your vacation for strategic purposes in your organization. Carefully think about who will do which pieces of your job while you are away. Use this time to delegate the duties that you want to flush from your orbit forever. Give away the full responsibility to make the decisions inside the responsibilities given. [...]
Corey Olynik
We’ve all seen this in our meetings. Some people will begin speaking and keep talking until something valuable comes out of their mouth; they engage their minds with their mouths open. Then there are others who remain silent until they have something meaningful to contribute; the consequence is often times those perspectives never [...]
Corey Olynik
Many leaders believe that good organizational culture means the absence of discord among their people. Their focus is on agreeing and getting along. But productivity remains elusive. Results happen when everyone leans in to a shared objective and talks passionately (even argues) about processes, about projects, about approaches, about [...]
Corey Olynik
"If only my people would just do what I ask!" I've heard too many leaders utter those words and then, in their frustration, implement solutions that don't seem to make things better. Maybe leaders can sharpen their approach with a simple shift in the question they ask themselves.
Corey Olynik
The challenge is to create time without having your team feel like you hit the “pause” button. For many, “pause” creates inertia that's tough to break.
Corey Olynik
Leaders tell me they wish their people had more ideas ‒ creative and innovative suggestions that will improve the organization. Maybe we don't know how to ask.
Corey Olynik
