#human #people #solidarity #help #helponeanother #helpothers #supportothers #assistothers #aidothers #provideassistance #maketime
Jeanne Canan Yoruk Cicek’s Post
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“How you say it” is what makes the difference… Having worked in different organizations since 1991, I have had the opportunity to work with hundreds, maybe even thousands of colleagues from all over the world, and I also had the chance to have great mentors (among which one stands out 😊). There were times I supervised 2-3 colleagues, times I supervised over 20 and also there were times I was working alone but always in collaboration with almost all the departments. I learned a lot, and am still learning; actually, I never intend to stop. Each position I occupied was unique in its own way, creating interactions with people not only from different departments, but also from different cultures and believes with different experiences. I am confident that these interactions have broaden my horizon allowing me to be more – understanding, patient, and most certainly empathetic. Believing in “paying forward and helping everyone at least as much as I have been helped” has been a major motivator for me “trying to be present for everyone” – maybe the ones that know me in person can vouch for me. In this aspect, I have passed over my knowledge about the positions I have occupied to the ones working with me or that would take over from me. I also mentored over a dozen colleagues from different departments, always trying to help them shine brighter every day, push them to become the best version of themselves; getting them to understand that they can do anything they set their mind to; trying to be available each time they needed support. Every person has an inimitable way of processing the knowledge and information shared with them. That’s why I always made sure to adjust the way I shared the information with each of them according to their way of processing. If the knowledge that you are trying to transfer is not passed-on in a tailor-made version according to the receiving part’s understanding/needs, the communication might be misunderstood, misinterpreted, and even misused. There might even be cases where you offend the person or lose their trust – trust which is essential for every effective communication and relation. The training you give, the help you do, the info you share, the knowledge you quote upon; if not communicated properly, might lead to an unwanted/undesired finale. You might say the same thing to all, but you need to communicate it in a tailor-made manner for it to be useful. What you say is important, but it is the “how” that will thrive the effects. Thus, “it is not what you say but rather how you say it that makes the whole difference”. JCYC Ps: Thanks, Ümit Bey for being the best mentor anyone can ever wish for Special thanks to Peter Seel for the “graphic ideation” #people #human #rightcommunication #mentoring #helpingothers #tailormadecommunication #payingforward #therightwaytosayit #bestversionofoneself #anythingispossible #knowledgesharing #trust #howyousayit #thriveeffects Jeanne Canan Yoruk Cicek
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Most people can spot a toxic leader and connect the dots on why and how they are causing damage. But it’s much harder to recognize when well-intentioned leaders are actually hurting their teams because they aren’t aware of their negative impact, and team members aren’t always comfortable pushing back. Leaders who want to support their teams are certainly a greater asset to an organization and its people. But their helpfulness can unexpectedly harm their team. Be aware of these specific tendencies to make sure your support isn’t counterproductive. 5 Well-Intentioned Behaviors That Can Hurt Your Team Seeking constant agreement Overprotecting the team Getting results without learning Being too involved (or not at all) Being everyone’s friend #human #people #management #leadership #leader #managingteams Nihar Chhaya, MBA, MCC #HBR
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"...stop and breathe. Be healthy. Be around your friends and family. Be there for someone and let someone be there for you. Be bold. Just "be" for a minute...." "...there’s a reason we’re called human beings and not human doings. As human beings we have the ability to think, move and communicate in a heightened way. We can cooperate, understand, reconcile and love, that’s what sets us apart from most other species..." "...stop and breathe. Be healthy. Be around your friends and family. Be there for someone and let someone be there for you. Be bold. Just "be" for a minute...." "...If you allow yourself to be in the moment, and appreciate the moment, happiness will follow..." #people #human #be #stopandbreath #behealthy #bethere #bebold #richardbranson Richard Branson
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...when leaders are humble, show respect, and ask how they can serve employees as they improve the organization, the outcomes can be outstanding. And perhaps even more important than better company results, servant leaders get to act like better human beings. The key is to help people feel purposeful, motivated, and energized so they can bring their best selves to work. ...servant-leaders have the humility, courage, and insight to admit that they can benefit from the expertise of others who have less power than them. They actively seek the ideas and unique contributions of the employees that they serve. This is how servant leaders create a culture of learning, and an atmosphere that encourages followers to become the very best they can. ...servant leadership emphasizes that the responsibility of a leader is to increase the ownership, autonomy, and responsibility of followers — to encourage them to think for themselves and try out their own ideas. Ask how you can help employees do their own jobs better and then listen Create low-risk spaces for employees to think of new ideas Be humble #human #people #humbleleadership #servantleadership #leadership #bestleadershippractices #productiveleadership #purpose #motivation #energizing #humblemindset #emotionalsupport #cultureoflearning #learningculture #encouragement #humility #courage #insight #ownership #autonomy #responsibility #respect #encourage #encouragement #behumble #showrespect #listen #askandlisten #hbr
How Humble Leadership Really Works
hbr.org
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"...regardless of an individual's contribution, if you overlook the 'how' and celebrate only the 'what', you are just perpetuating an unhealthy cycle!" "...it is up to those who occupy leadership roles within an organisation to set the tone of the culture; to define what is 'above and/or below the line'. This requires leaders to display genuine leadership qualities, and to make it crystal clear (by example, and by follow-through as required) that: "Genuine collaboration and accountability for our own actions are non-negotiable if you plan on succeeding in this place". "...as a leader, this is typically something you can remedy, by designing an appropriate set of goals and measures that target the 'how' side of what you're asking your employee to achieve. Consider the sales / production / revenue targets, or the number of outbound calls the 'hard' measures, and the strength of relationships (possibly NPS), demonstrated collaboration, and commitment to team success throughout the process, the 'soft' measures. These goals and measures can be more challenging to compose - they're not as straightforward as a set of numbers - but stick to the SMART principles, and design something specific that is meaningful to your employee. Better yet, use the soft measures as a gate-opener to the hard measures: "If you don't play nice, you won't be rewarded financially, regardless of your sales figures." #human #person #performance #measuringperformance #highperformance #culture #companyculture #companyculturematters #smartgoals #teamwork #notthewhatbutthehow #collaboration
High Performing Jerks = Culture Crushers!
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