Nicole Monturo | Coaching & Development

Nicole Monturo is an accomplished executive and leadership expert.

Tag: leaders

Why Great Managers Know How to Use Their Manners

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On June 16, 2017

In Leadership, Nicole Monturo

Leaders in the world of business are generally perceived as displaying a sense of authority and power. It has been traditionally acceptable for people sitting in senior positions to display autocratic tendencies, advancing their careers and growing their businesses by commanding fear, instead of respect.

But the growth of the startup culture in the past decade has debunked these styles of leadership and opened the doors for a completely new form of management.

Definition Of Good Leader

Being a good boss goes hand-in-hand with being an effective leader. Eve Poole, who is an associate lecturer at a business school, a consultant, speaker and an author on effective leadership, gives many insights into what makes a good leader in her latest book Leadersmithing.

The results may surprise you. Gone are the days when it was acceptable to be aggressive and unyielding to get the job done. In order to be a good manager, it is more important to practice at good manners.

Good manners aren’t just a necessity at social gatherings. With networking and social media, among other things playing such a crucial role, it is also a necessary tool in the growth of any business.

Key Strengths Of A Leader

Good leadership is about effectively guiding people towards your vision, bringing about change and growth by bringing out the best in people, and not by bullying them. It isn’t always just important to be right, but even more so to being respected. Charm can also work wonders.

How To Acquire Good Manners

Good manners are not merely an innate personality trait. Poole believes that with adequate practice, anyone can become well-mannered. She gives the example of how a pearl can be seen as a metaphor for corporate leadership. It is created to combat the harshness of grit with something smooth and beautiful. Although it occurs naturally, it can also be cultivated, as can good manners. It is a kind of shortcut to good leadership in times of adversity.

A few easy techniques include thanking people for doing a good job, narrating facts in story form rather than as lectures, making eye contact, and most importantly, learning to listen to other people’s viewpoints, regardless of hierarchy.

Being a good manager isn’t just about managing people, it’s more important to motivate them. That’s the key to getting the maximum productivity from the people you work with.

 

10 Leadership Philosophies

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On May 2, 2017

In Leadership, Nicole Monturo

There is no one-size-fits-all approach to leadership. Every person and every situation is different, so it stands to reason that each individual leader would attack leadership with a different approach.

Think back to great leaders throughout history. Think of Martin Luther King Jr., with his awe-inspiring speeches; think of Winston Churchill who commanded a nation amidst global turmoil; think of Margaret Thatcher, the first female prime minister of Great Britain. Throughout history, great leaders have demonstrated a number of different leadership styles that have proven effective for the given time. There will be periods that require a soft hand and a gentle voice to lead you; there will also be times when a stern discipline and firm hand are necessary to elicit change. There are no “right” and “wrong” ways to lead. Rather, there are effective methods and ineffective methods for tackling a certain problem.

Let’s break down the fundamental differences between these different leadership philosophies.

Participative Leadership

  • This leadership philosophy is characterized by allowing input from all levels of team members across the company or group. There are four subsets of participative leadership: autocratic, collective, consensus, and democratic. The authority for making the final decision lands differently for each style as these each have their own characteristics and nuances.

Autocratic Leadership

  • Also called authoritarian leadership, this participative philosophy of leadership has a single figure in charge who is solely responsible for all decision-making for themselves and for the group. While typically severe, this style is most effective when order needs to be restored in the face of chaos. This includes completing important tasks with urgency and navigating situations that do not allow for the time necessary to discuss moving forward.

Collective Leadership

  • Collective leadership, as the name suggests, is a style of participative leadership in which a number of individuals convene in order to bring about a certain result. Because of the necessity of input from every demographic, the very nature of this philosophy style is inclusive to all people.  There are four principles of collective leadership that help guide groups in their decision making processes. They are 1) preparing, 2) planning, 3) implementing, and 4) sustaining.

Consensus Leadership

  • In consensus leadership, the leader relinquishes all power and control, leaving all responsibility and decision-making on the group.  Then, as a whole, the group must consider the input and opinions of each member and then come to a majority decision. While consensus leadership can be great for placing accountability directly on workers, it can often marginalize part of the group and lead to discontent. Since the decisions are made by the majority, the minority can feel as though their opinions and contributions aren’t valued.

Democratic Leadership

  • This final style of participative leadership is one that is great for keeping your whole team engaged and active. Here, the idea of involvement on every level is crucial. The inputs of individuals are all considered and valued, and influence the ultimate goals of the organization as a whole. Demographic leadership is excellent for completing day-to-day tasks, but on the whole can be less effective than some other styles when the pressure is on and quick decisions need to be made. Since the emphasis is placed on discussion to reach a common agreement, when it comes down to the wire there can be a lot of confusion and misunderstanding.

Delegative Leadership

  • Also known as laissez-faire leadership, the delegative philosophy involves a very hands-off approach and is generally found to have the lowest rates of productivity among members of the team. Here, the leader has very little to do with the decision-making of the team, and rather provides the resources necessary for the group to make its own decisions. While it can be effective with a strong, well-built team, the reasons delegative leadership typically fails is a lack of clear instruction to an inexperienced group and a lack of cohesion among the members.

Servant Leadership

  • Servant leadership is perhaps the oldest philosophy of leadership, dating back more than two millennia. This style is one that cannot be easily taught but rather comes from within. In his iconic essay, The Servant as Leader, he describes a servant leader as one who feels compelled within his or her being to serve others, and serve them first. The best test, of course, is to look at what the leader and team both are getting out of the relationship. Do those lead by the servant leader gain knowledge and understanding and grow as individuals? Is the leader him or herself better for having served others? Greenleaf writes about how the servant leader, a servant by nature, is bestowed with the powers of leadership. The servant leader has a desire to serve and a calling to lead.

Charismatic Leadership

  • The charismatic leader is one who whose focus is typically more holistic. While other leaders want to induce change within a particular group or team, the charismatic leader seeks to make change on a large scale. Think of Dr. Martin Luther King, Jr. and how he strove to improve the status quo with his moving rhetoric. Here, the leader holds a lot of power in influencing their audience and followers.

Transformational Leadership

  • Transformational leaders are also called quiet leaders, because they lead by drawing out the best in others. They lead others by connecting with them and engaging with them through empathy and compassion. Rather than pushing their team to excel, they guide their team along a path to excellence, helping them develop internally to perform their best externally.

Situational Leadership

  • The Situational Leadership model teaches leaders the importance of flexibility and adaptability when it comes to handling stressful situations. It operates through four core leadership competencies: diagnose, adapt, communicate, and advance.

Leadership Quotes I Live By

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On April 16, 2017

In Leadership, Nicole Monturo

“Be not afraid of greatness. Some are born great, some achieve greatness, and some have greatness thrust upon them.” – William Shakespeare

I love this quote. No matter who we are, where we’re from, or the path life has us on, it is possible to achieve greatness. For me, I feel that the greatness I experience in my life has been the experiences I’ve had helping and guiding others to actualize their full potential.

It’s not the only leadership quote that I love, either. There are some words that are spoken in such a way that they touch you at your soul and inspire you to be more than you are. Throughout my life I’ve heard and read different quotes that have struck a chord and stuck with me. To help others find inspiration in these words, I’ll share them with you!

  • “If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.” – John Quincy Adams
    • Not all leaders see themselves as such. Not all leaders aspire to be leaders. This quote from our sixth President reminds us that it’s not our positions that help lead others but rather our actions that inspire others to look towards us.
  • “You don’t lead by pointing and telling people some place to go. You lead by going to that place and making a case.” – Ken Kesey
    • This quote illustrates the confusion that many people see between leadership and power. People in leadership positions sometimes assume their roles purely for the power that they perceive comes along with it. However, this quote illustrates the fundamental difference. People with power can just point to things and make them happen; people who are leaders are the one down in the trenches, guiding and showing others the way to make things happen.
  • “A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.” – Rosalynn Carter
    • The idea of leading others to greatness is inspiring. However, in practice, being a leader is more often difficult than it is rewarding. It requires you to see more in others than they do and help them actualize their potential, even when they’re resistant to the path.

3 Powerful Female Executives

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On March 30, 2017

In Leadership, Nicole Monturo

It’s no secret that, when it comes to success in business, women have more hoops to jump through than their male counterparts, and it shows. Of the Fortune 500 companies, only 4% — a grand total of 21 — are run by women, and of the 29 companies that were new to the list in 2016, only one is headed by a female. Although there are numerous obstacles and roadblocks women must circumvent to reach the top, it hasn’t stopped the driven women who have climbed their way up the ladder and earned their place as powerful female executives here in the United States. Let’s take a look at some of them.

  • Sheryl Sandberg
    • This social media mogul is the Chief Operating Officer (COO) at Facebook, where she has helped the revenue increase 66-fold since 2008 when she first stepped into the role. She is a passionate supporter of women in business and women in general, and her book Lean In, which was inspired by a TEDTalk she gave in 2010, calls for us to change the way we view women in general and instead look for ways to help them succeed. She is an outspoken opposer of the current government administration, and has pledged a portion of her $1.4 billion fortune to help women progress in the world.
  • Beyoncé
    • It’s unlikely that there’s a person in this country who’s not familiar with the name of this entertainment giant. TIME Magazine’s runner-up for Person of the Year in 2016, Beyoncé’s industry shattering visual album Lemonade brought to the foreground issues that the black community faces throughout their lives that often get swept under the rug. She has a personal net worth of $265 million and, together with her husband Jay-Z, the couple is reportedly worth $875 million and was the highest paid couple of 2016. Aside from her performance career, Beyoncé is also the founder of Parkwood Entertainment, a recording label which she hopes to use to level the playing field of the music industry which is currently dominated by men.
  • Susan Wojcicki
    • There is a lot of competition out there when it comes to social media and streaming sites, but Susan Wojcicki, CEO of YouTube, has kept the business not only afloat but thriving. Susan first got into the tech game in 1998 when she joined Google as its 16th employee; the business actually operated out of her garage for a time at its inception. She was also behind the 2006 Google acquisition of YouTube for $1.65 billion and, 8 years later, she took the place of CEO for YouTube in 2014 where she has worked wonders for the business. This feat is all the more impressive when you consider that she is a mother to 5 children.

4 Best Blogs on Leadership

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On March 25, 2017

In Leadership, Nicole Monturo

The internet is a wonderful thing. It provides us with boundless resources on any topic you can conceive all available with the press of a finger. However, this is just as much a curse as it is a blessing, because with boundless information comes the burden of sifting through irrelevant, poorly written, and dishonest content until you find what you’re looking for. That’s why I’d like to make your lives (a little bit) easier by sharing a few of my favorite blogs that cover the topic of leadership. While this is only one subject and there are millions out there for which I cannot offer any assistance, leadership is something about which I am very passionate and well-informed. If you are interested in reading more about leadership, check out a few of the blogs on leadership that I regularly like to read!

  • Great Leadership
    • If you’re looking for a go-to resource for information and opinions regarding leadership and management, Great Leadership is your answer. The blog was created by leadership development expert Dan McCarthy who sought to share his 20+ years’ worth of knowledge with other, aspiring leaders. For the past two years, he has earned the honor of being named among the Top 10 Digital Influencers in Leadership. His expertise makes for one informative read.
  • Michael Hyatt
  • Leadership Now
    • At Leadership Now, they’re seeking to change the narrative that “leaders” are people we only see in professional settings to one where leadership in all its forms is recognized and celebrated. The site is run by Michael McKinney, who wants to tear down the notion that the only people who can lead are figures of authority, and his blog offers tips on how to look outside the context of yourself and lead those around you.
  • Extreme Leadership
nicole monturo books

The Best Books On Leadership

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On January 24, 2017

In Leadership, Nicole Monturo

The Reading List For Leaders

Leadership is not merely earning a position; it is a process to always work for the betterment of yourself and your employees. Unfortunately, there is no magic bullet for becoming a strong leader; and with the diversity of technology in the workplace, you may find as a leader that there’s a lot you still need to learn. Still, one of the hallmarks of a strong leader is a constant pursuit of self-education, and in keeping with this, I’d like to discuss some notable books that all leaders, current or aspiring, should read.

Adaptive Leadership by Roselinde Torres, Martin Reeves, and Claire Love

The long-held perception of a leader is of an individual that spearheads and singlehandedly leads an organization to success. However, the idea of a single, dominant leader simply does not work in this day and age. Adaptive Leadership posits that a company must be invigorated by a free flow of ideas and information between employees, with leaders willing to take risks and listen to advice from their subordinates.

This book states that modern leaders should be able to lead with empathy and create a collaborative environment that rewards experimentation and unconventional thinking.

Team of Rivals by Doris Kearns Goodwin

Teams are never homogeneous. As a leader, you will have to reconcile a variety of personalities at all times, a practice put to the test in times of crisis. Team of Rivals describes Lincoln’s struggle to unite the country to abolish slavery, surrounding himself with a diverse team of individuals unafraid to challenge him. Kearns Goodwin depicts Lincoln as a humble leader, one that understood the value of working with others of differing opinions.

Lincoln’s understanding and compassion earned the respect of his cabinet members; and any leader can stand to learn from his willingness to listen to others.

Thinking In New Boxes by Luc De Brabandere and Alan Iny

Any company should be unafraid to experiment and work with new ideas. For instance, BIC, a pen company, took the risk of selling disposable pens and wound up carving themselves a niche with other disposable items.

Moreover, it’s not just about a one time effort—businesses should always test the limits of what’s possible and constantly reevaluate the spaces that they work in.

Endurance: Shackleton’s Incredible Voyage by Alfred Lansing

Any leader should be prepared to confront adversity. Endurance tells the story of Ernest Shackleton’s ill fated expedition to Antarctica. Perhaps losing a deal is not as dire as a voyage through Arctic oceans, but Shackleton’s determination and courage were responsible for keeping a disaster from being a tragedy.

The Social Animal by David Brooks

Perhaps a more unconventional choice than the other books on this list, The Social Animal follows two fictional characters throughout their lives and their relationship, peppering their experience with Brooks’ own research on human psychology and social norms. It’s a case study and deconstruction of modern culture and the notion of success; as leadership is redefined as a concept, Brooks similarly makes points about human achievement on a broader scale.

A great read for any leaders interested the primal forces that drive us as individuals and members of society.

Personal History by Katharine Graham

As the first woman to lead a Fortune 500 company, Katharine Graham fought hard to build up the Washington Post after her husband’s suicide. Graham’s constant learning and struggles against her husband’s abuse to find success is moving and an excellent story about overcoming seemingly insurmountable odds. It’s a very personal biography, one that gives you firsthand insight into Graham’s strife and eventual victory. Personal History is an inspiration to me and an excellent read for anyone that feels that they cannot overcome their own circumstances.

nicole monturo leadership

Why Leadership Is An Important Trait To Possess

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On January 13, 2017

In Leadership, Nicole Monturo

A career is a series of steps, each one taken on our faith in what we’ve learned from those who walk ahead of us. But the sense of direction granted from the insights of previous travelers extends beyond the boundaries of one path. Direction doesn’t tell us where to go. It tells us where we can go; it illuminates the reality of both departure point and destination, shedding light on countless possible routes in between. And people need direction, precisely because we’re not born with some innate, individual instinct for it. From our first breaths to the start of our professional lives and beyond, we constantly trust in the authority of others’ experiences to inform our own decisions. Without direction, there would be no progress.

Becoming someone who people trust to follow is a journey in itself, one that only the persistent can weather. This is because great leaders do not blindly command, they suggest and advise based on knowledge gained from those who led them. Regardless of whether it’s professional or personal, leaders realize their efforts are necessary. Developing the traits that distinguish great leaders will not only ensure you perform an essential human service, but point you firmly in the direction of progress as well. If you’re still unconvinced, below I’ve listed just a few of the reasons leadership is an important quality to possess.

Leaders Inspire

When you accepted your current job, did you expect to stay in that position indefinitely, your efforts never recognized or rewarded? Probably not. In fact, you might’ve been awed by the presence, knowledge and penchant for leadership of your boss, or others. You might’ve witnessed the finesse with which they handle difficult clients; the ease with which they mitigate potentially disastrous scenarios, and set winning renown in your industry as your goal. Or perhaps you feel your boss is inept and unqualified, and you’re certain that you could (and will, eventually) do a much better job. Either way, a leader has inspired you to achieve.

Leaders Strategize

Any organization, no matter its size or function, has a purpose; a mission which is always considered when formulating strategies. Leaders consider the pitfalls and positive points of every feasible strategy. They combine a practical assessment of objectives needed to be completed for a goal to happen with a theoretical pattern of potential actions, and settle on an approach which achieves the most objectives and minimizes negative results for everyone invested.

Leaders Delegate

To reach a goal, someone needs to assign tasks. Delegating responsibilities is a primary function of the leader, the individual who is trusted above others to hold a position of authority. Handing out jobs is far from the most fulfilling aspect of leadership, but it is essential for everyone’s success in the long run.

nicole monturo leadership

How to Develop Leadership Within Your Company

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On December 15, 2016

In Leadership, Nicole Monturo

If you manage employees, you probably noticed an innate blaze, that spark of leadership jump to life in at least a few of them. You’ve seen who takes charge when presented with an unfamiliar situation, and who successfully improvises when existing guidelines are too ambiguous to fully apply. You’ve witnessed your people show skill in visualizing goals and developing comprehensive strategies, and you know they have no trouble examining ideas from every relevant angle.

I’ve written before on important leadership lessons managers might take to heart if they want to see their business bloom. One essential tactic all managers would do well to master is how to multiply in number; how to create more of their kind. Good managers have a responsibility to guide great employees into the experience and techniques needed to succeed in a leadership position.

Facilitating your workers’ journey from greenhorn to leader can be daunting; it requires a level of willingness and mutual trust that takes time to develop. Helping employees come into their potential is far from impossible, however, and this list of three major strategies to keep in mind when developing your team from hard workers to capable leaders is sure to ease the learning process for all involved.

Foster employees’ networking skills 

  • Leaders have to be comfortable speaking and sharing ideas with strangers on a regular basis. Offering opportunities for networking within your own company allows for development of that effortless finesse for communication all great leaders possess, and bringing employees along to networking events will build them a formidable list of industry contacts.

Keep a steady flow of feedback

  • Employees will never learn to identify and correct missteps if they are never told when they are misstepping. Criticism is never easy, especially when it has to come from you, but it is essential. And if your leaders-in-training have what it takes, they will realize the value in having a forum where concerns from both parties can be voiced and addressed.

Don’t Hold Hands 

  • We don’t grow from being constantly shielded. In the thick of struggle is where the capable evolve and succeed, and failure is just another opportunity to discover what went wrong. The fundamentals of growth hold just as true in a professional setting as anywhere else. Do your employees a favor, and tear off those training wheels.

Build employees’ ownership mentality 

  • Any amount of leadership training will mean nothing if a trainee doesn’t feel individually powerful enough to act like a leader. Allowing prospective leaders to handle decisions and giving them a bit more authority over business affairs demonstrates your faith in them, and reinforces their faith in you as a mentor.

What this all boils down to is rather simple: just be considerate of your employees’ positions. Think of how it was for you, when you were mastering the managerial ropes; think of what your teacher(s) did well, and how they could’ve improved. Believe in yourself: you have the knowledge and the experience needed to foster great leaders, now all you need is time.

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