Nicole Monturo | Coaching & Development

Nicole Monturo is an accomplished executive and leadership expert.

Tag: leading

What it Looks Like When Leadership Goes Wrong

By

On May 31, 2017

In Leadership, Nicole Monturo

I’ve written many times about what it takes to be a great and effective leader, but I’ve never really explored what it looks like when leadership is ineffective or, even worse, just plain bad. Often, it’s difficult to know exactly what’s going wrong so you can fix it; however, by taking a look at what really happens when leadership goes wrong, you can identify it when you see it and help more easily craft a solution to move forward. Here are some of the red flags you may encounter when dealing with poor and ineffective leadership.

Someone’s always playing the blame game.

  • Things are going to go wrong every once in awhile; these things just tend to happen when working with humans and human error. However, the important thing to remember when there is a mishap is that it’s not about who’s at fault but rather what can be done to move forward. When you’re dealing with poor leadership, though, you’ll often see that problems are followed by a department- — or even company- — wide game of ‘who did it?’ If assigning blame is more important in the process of recovering from mistakes than the actual plan to move forward, you’re likely dealing with bad leadership.

Any change is met with resistance.

  • Repeat after me: change is good; change is natural. Change is required to keep a company running smoothly and up-to-date on latest industry happenings and trends. That’s why it’s incredibly difficult to succeed if you have a leader who is reluctant to adopt new policies and changes. Say your entire company has decided to go paperless, but your department head prefers to use paper and doesn’t want to update. It’s going to throw the productivity of the company entirely out of line and waste more time than had the changes just simply been implemented.

There’s a total lack of empathy.

  • You’ll hear people say that it’s important to keep a separation between your work and home life and not let personal matters seep into the workplace. However, there are obvious exceptions to this rule when it comes to matters of death, illness, or other urgent situations that arise; this is why sick time and bereavement time exist. As a leader, you definitely don’t want people to be walking all over you, but you also need to recognize that your team members are human beings with problems that will arise from time to time. Be accommodating with your team and they’ll be more likely to trust you and less likely to abuse the system. If a leader is unable to put his or herself into someone else’s shoes and see from their point of view at least a little, they’re going to fail very quickly when it comes to earning the respect of their team.

There are a lot of flip-flops.

  • I’m not talking about the shoes; I’m talking about people who are indecisive and unable to make a decision and commit to it. In business, there are not the time and resources available for you to keep going back and forth when it comes to difficult decisions. Bad leaders will be unsure if they’ve made the right choice and may change course several times throughout the process, but effective leaders will make the best, educated choice that they’re able and continue forward knowing that they made they best choice they could have, and that making a choice is better than not.

Miscommunication runs rampant.

  • Poor leaders will place very little value on the importance of communicating with their team. They may be the type of leader to give unclear instructions and expect you to figure out the rest. They might be the type that goes absent for long periods of time and is unavailable for guidance or assistance in tumultuous times. It’s also likely that any complaints voiced to these leaders will go in one ear and out the other, causing problems to persist and delaying solutions that will make operations run more smoothly. Someone who places very little importance on communication is someone who, instead of being the leader and the point of cohesion within the group, will serve to exacerbate confusion and frustration.

There’s a huge emphasis on hierarchy.

  • Hierarchy exists for a reason, so people know who to report to and what the chain of command is. That being said, hierarchy is not something that you should use as conversational punctuation or as a reason why someone should do something; poor, ineffective leaders like to play the rank card any chance they get. They’ll consistently put their team down by flaunting their position any chance they get rather than using their knowledge and leadership experience to guide their team along the right path.

There is no sense of autonomy or trust.

  • As a manager, it all falls back on you to make sure that everyone is doing their job and things are running smoothly. However, at a certain point, you need to develop enough trust with your team to believe that they’ll get their work done without hovering over their shoulders. This isn’t to say you shouldn’t check in with your team members to make sure they’re juggling their workload effectively; this just means that you can’t micromanage people and expect them to still perform well.

It can be difficult to tell if leadership is going awry if you’re constantly stuck in the middle of it. By keeping yourself alert and knowing what it looks like when things are falling apart, you can help the team better recover and address the issue before it becomes a passive problem.

How to Lead Unwilling Followers to Success

By

On May 16, 2017

In Leadership, Nicole Monturo

There are many ways to lead followers to success. Depending on your line of work or the reason you are leading a group of followers, will determine what type of leadership style you are going to take on. Some consider there to be good leadership styles and some consider other styles to be bad and not beneficial for anyone involved. Regardless of style, how do you make someone follow you when they are not willing to?

One of the first things that needs to be done is to get down to the level of the follower and determine why they are unwilling in the first place. Does the follower not agree with the way you are leading them? Are there other external factors that are taking them in a different direction than you would like?

According to Dr. Karen Keller, a clinical psychologist, there are about five common reasons for your employees to not follow you: being frustrated with how they are being treated, feeling rejected, unsupported or misunderstood, feeling scared, angry, or powerless, possibly they are experiencing personal problems, and lastly that they are impatient.

How do you combat these issues from happening or continuing to happen? Everyone has a different way of connecting with their followers and getting them to trust you; this guide will show you some of the more common and effective ways to take control of your followers.

Lead with passion.

Followers want to be lead in the right direction. But they aren’t just going to follow anyone that comes through the door. They want to be certain that their leader understands and is passionate about the work that they are doing. If a leader shows passion for their work, it will in turn rub off on the followers, who will hopefully become passionate about the work as well.

Take a stand.

While it is important to be mindful of the your followers and hear their requests and their ideas for improval. Followers don’t want a leader who is going to fold under pressure or have their mind changed all of the time. They want and need a leader who is going to hear them out, but ultimately take a stand and make the decision that is best for them.

Lead by doing.

The worst thing a leader can do is bark orders at their followers, without either showing them what they are doing or doing the task with them. Unwilling followers need to be shown why they need to do something rather than just being told to do it in the first place. A common saying is that a boss will shout orders from the back, while a leader will be at the front showing the followers the way to success.

Be Trustworthy.

Lastly, and one of the more important ways to get a reluctant to follower to be on your side, is to be  trustworthy. It’s possible that the reason they are resisting your leadership in the first place is because they have experienced leaders who were dishonest with them in the past. Being trustworthy and following your word is the best way to gain your followers trust, which will in turn have them follow you willingly and passionately.

10 Leadership Philosophies

By

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.

Why Positive Reinforcement Matters

By

On April 7, 2017

In Leadership, Nicole Monturo

Treats, candy, ice cream, pats on the back, and compliments. These rewards probably bring a puppy or child to mind, which are the audiences most commonly affected by positive reinforcement. Not as common, is the concept of rewarding in the workplace. Those holding managerial levels should take note from parents and pet owners, as the benefits of positive reinforcement can move mountains when it comes to employee satisfaction.

Giving praise and even rewarding, when deserving, has the ability to not only make an employe smile but ultimately gives them a sense of self-worth. The Houston Chronicle specifically highlights giving praise in areas previously needing improvement. Such actions allows the employee to realize that any strives they have made in enhancing their work has been recognized. Alleviating any self-doubt presumably creates a healthier work environment for the employee.

In particularly tedious jobs, creating and maintaining morale amongst team members is often difficult to achieve. When they see hard work being praised or rewarded, often times a trickle down effect takes place. Similar to dominos knocking down one another, when one employees receives positive reinforcement, others are likely to follow their lead and take actions they know are appreciated. Specifically when a working environment requires teamwork and reliability from employees, positive reinforcement can become a driving force behind the coexisting nature of the group. Not only can morale become affected but levels of productivity are prone to improvement as well. Good luck finding a boss who isn’t satisfied with higher levels of productivity!

Engaging an employee by opening lines of communication in regards to work performance gives them confidence they may not have previously possessed. With the newly added confidence, an open relationship can come to light between supervisor and employee.

Empowering employees at all levels of the company gives even the most entry level position a voice. There are countless stories of world-renowned innovation coming from the lowest tier of a team, all due to the boss having faith in his employees and allowing their creativity to flow.

As a leader, it is important to remember the hardships it may have taken to get where they are and the support system needed along the way. Positive reinforcement is crucial in maintaining work morale, productivity and innovation. Employees feel more inclined to dedicate their efforts and time to an organization when they feel their work is being recognized and appreciated. The power of positive reinforcement goes a long way for just a little bit of effort.

3 Powerful Female Executives

By

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

By

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

Monkey See, Monkey Do: Why Your Employees Follow You

By

On March 22, 2017

In Leadership, Nicole Monturo

Have you heard of the term “leading by example”? It essentially means how leaders intentionally or inadvertently set the standards in their business. As the leader, their leadership style filters down to their employees as they adapt to their surroundings — and sometimes mirror their leader’s actions for various reasons. The phrase “monkey see, monkey do,” is highly applicable here. Most bosses lead by example, without them even realizing it! So why does it seem like your employees are following you? Below are some reasons why.

Your Employees Want to Fit In

Say for example someone new starts in the office. They don’t know anyone, they don’t know how to act in their new surroundings, and they’re probably quite nervous. The first instinct to kick in would be to find a way to fit in — and the first person they will look to will be their leader. To fit in with the rest of the office, employees may:

 

  • Copy dress. Does the boss wear a fitted shirt, dress pants, and no tie? Or does the boss wear jeans to work every day? Regardless the type of dress the boss wears, employees will wear likely wear the same. “Fundamentally, fashion is about relating to each other in groups,” says Julia Twigg, professor of social policy and sociology at the University of Kent. “Most people are very concerned at the idea of not fitting in.”
  • Adapt to Talking Styles. Does the boss speak eloquently, or does the boss use curse words in the office? Is there a phrase the boss often says, like “cool beans”? Bosses set the tone in the office, and that also includes speech patterns. According to The Telegraph, human brains imitate the speech patterns of other people without meaning to. It’s a subconscious action because as people interact with one another, they mimic each other’s speech patterns to “empathise” with their conversation partner. And yes, that even includes employees who have a different accent than their boss, then will adapt their speech style!

Your Employees Want to Be Liked

Call it brown-nosing, call it sweet-talk, or call it kissing up, but employees want to be liked by their leaders. In fact, in a survey conducted by Debenhams, two-thirds of managers admitted to a “heightened awareness” of staff with a similar style to themselves — and may give kudos to employees who are similar to themselves.

Your Employees Might Be Looking for a Promotion

And if employees are trying hard to be liked by their bosses, they might be looking for a promotion. “Bosses often appoint and promote people who are like them,” says Dr. Karen Pine, a psychologist from the University of Hertfordshire. “Boards are renowned for electing members that resemble existing ones.” Employees want to find commonality with their bosses. This can include ways of dress and speech patterns, and even going so far as to having the same tastes in food or hobbies.

nicole monturo leadership

How to Develop Leadership Within Your Company

By

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.

leadership

Being a Boss vs. Being a Leader

By

On October 24, 2016

In Leadership, Nicole Monturo

Many people confuse the difference between a boss and a leader. There are many factors that are overlooked, although they may sound as though they have the same responsibilities. The best thing to remember is that a leader leads and a boss (manager) manages. Ultimately, bosses can grow and become leaders through practice and development. The key thing is to understand the difference in characteristics. Here are the top differences of a boss vs. leader to keep in mind.

1. Positioning

Titles are a big distractor when it comes to the differences between managers and leaders. Managers tend to remind others that they are “the boss”. Unlike bosses, leaders don’t remind others of their title. Typically a leader is chosen through the people that are inspired by that person, therefore many leaders may not realize their “position” until later. A leader works with the team on the same level, to create mutual understanding and communication amongst each other. This creates inspiration and motivation, rather than instilling fear into employees. Leaders are there to help create and do, while managers tend to oversee while focusing on the title/ hierarchy of their positions.

2. Team Work

One of the biggest factors that define the difference between a leader and a manager is the ability to develop and lead a team. A leader focuses on creating relationships with others in order to establish an effective team. Leaders know that an effective relationship and trust among team members will lead to overall positive outcomes, therefore, leaders trust their members to complete their tasks and innovate their ideas. This allows for team members to build their self-confidence and become more productive. Bosses (or managers), on the other hand, don’t make relationships a priority. Managers focus on getting things done, in order to move onto the next task. Learning and growing through the process is the least of their concerns. Bosses focus on an individual’s position, rather than overall teamwork. Managers tend to create fear and distraction through micro-managing, which ultimately leads to an unhealthy relationship between the boss and employee. Managers don’t expect to establish and grow a relationship amongst the team because their philosophy of getting things done has already been established through past managers.

3. Leading vs. Managing

There is a huge difference between leading and managing. Many bosses tend to focus on managing rather than leading, but in order to reach an overall goal, successful leadership is necessary. Leadership is a process that helps develop others. Leaders know that overall success happens because of everyone that contributes effort. People are more likely to contribute when they are being praised for their work and feel as though their position is important to the team. Leaders focus on helping others learn and grow through their mistakes.  Managing is a job that tends to oversee another’s position. Managers tend to provide very little feedback and have a “right” or “wrong” attitude for their employees. They focus on getting work done through a strict process that has already been established by someone else, therefore taking risks is not something that managers tend to do. Leaders on the other hand, will take risks and challenges with the philosophy of learning and growing throughout the process. They believe these types of actions will allow a member to boost critical thinking and problem solving skills, ultimately developing an individual.

Powered by WordPress & Theme by Anders Norén