By Kevin Eikenberry You’ve got questions and we’ve got answers. Hi, I’m Kevin Eikenberry, answering the questions that new leaders ask us. Actually, it’s our goal to help all leaders become more confident, successful and, productive. And we do that here by answering the questions that leaders ask us. Today, I’m answering a question about
You’ve likely found yourself in this situation (either as the leader or as a team member). The leader asks a question and gets nothing. It’s crickets. No one says anything. And the leader is wondering, why don’t they talk? Well, there are a number of reasons why they might not be saying anything. And it is important to understand
I have been a longtime fan of President Ronald Reagan, and not because of his policies (this isn’t a political conversation). But rather I am a fan because Ronald Reagan was an achiever. He achieved in sports; he achieved in the military; he achieved as an actor. He became a governor and a president of
There are plenty of problems with procrastination. When you procrastinate, you could be falling behind. You could be missing deadlines. You could be losing opportunities because you’re not getting around to taking advantage of them. And for any or all of those reasons, you might be reducing the trust that you have with other people. Now,
Leadership is always hard. Always has been. But it’s certainly easier when things are going well, right? But when times are tough, when there are challenges that you’re facing, when you look forward and see a difficult situation, it’s harder to lead. Chances are you’re here because the title of this video intrigued you and it
In today’s episode, I’m asking you a question, and that question is, can great leaders be gentle? If you make a list of adjectives to describe great leaders, gentle probably isn’t on that list. I mean, when you think of the word gentle, what do you think of? Do you think of things like soft or
Micromanagement. Leaders tell me all the time that they’re not doing it, but if I talk to their teams, I often hear something different. And here’s the thing, the other person decides if you’re micromanaging. It’s wonderful to think that you’re not. But the reality is, if the person you’re leading or managing thinks you are, then you are. Because
Micromanagement. We’ve all experienced it. No one likes it. But why is it such a problem?Micromanagement promotes compliance.Micromanagement scrunches initiativeMicromanagement reduces trustMicromanagement dampens innovation.Any of these reasons is enough for us to stop micromanaging. But let’s think now about us as the leader. How does it hurt us beyond all those other things? Follow The
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