CEOs who Engage for Impact:
- “High performers are more successful than their peers, yet they are less stressed.
- High performers love challenges and are more confident they will achieve their goals despite adversity.
- High performers are healthier than their peers.
- High performers are happy.
- High performers are admired.
- High performers get better grades and reach high positions of success.
- High performers work passionately regardless of traditional rewards.
- High performers are assertive (for the right reasons).
"You don't have to be hemmed in by limiting beliefs. You can exchange them for liberating truths. I'd like to suggest a simple six-step process to help you do that.
"It all comes down to caring. If you don't love, you don't care, and if you don't care, you won't make the time to unite, communicate, encourage, connect, commit, serve, or sacrifice. Positive leaders care about the people they lead. They care about their team and organization. They care about changing the world because they know the world needs changing. Because they care, they do more, give more, encourage more, help more, guide more, mentor more, develop more, build more, and ultimately accomplish more.
"Cultivating identification with others at work in ways that will fuel empathy and compassion requires being available, both physically and psychologically. Availability becomes real in organizations through simple gestures such as keeping one's door open, arriving early for a meeting, holding online office hours for distributed teams, or lingering in a kitchen or break room to be around others.
- "Before group discussions, give people 2-3 minutes to jot down their thoughts
- In online meetings, encourage responses in the chat box
- Break the team into pairs or small groups to discuss issues and report back to the larger group. This can be done both live and online
- Build in moments of silence for introverts to reflect
- Put a question out to the group, and allow each person 2 minutes to give an opinion on the topic
"In the days of Glassdoor, Twitter, and other fast-moving social media, reputations build quickly and can be hard to change. We've seen seemingly minor missteps torpedo careers. It's a lot easier to avoid these behaviors than having to clean up your reputation after. Among the top missteps to avoid:
Dr. Emily Buck, Co-Director of the OSU Leadership Center and professor at Ohio State, says that her best leadership advice is “be willing to continue to learn from those around you”.
Buck has been fortunate to experience this kind of positive mentorship on a personal level throughout her professional journey through her friend and mentor Kris Boone, director of Ohio State ATI.
- “Assess individual strengths and behavioral preferences
- Select members using a plan to complement strengths and fill gaps to achieve balance and synergy
- Develop a charter, define roles, and align on the most important goals and rewards
- Proactively create an environment in which teammates can learn about each other personally to better understand their formative life experiences, what drives them, and ultimately build trust
- Establish a cadence of team training that incorporates real-world and mission critical challenges and obstacles