Leadership isolation is a dangerous trap for executives. Women leaders are accountable to and advocates for two opposing groups that are frequently in opposition. This is even more difficult for women executives who are promoted to a leadership position when their friend is not. Discover how to prevent leadership isolation and enhance your leadership performance.
Women leaders are often successful because they reject traditional management rules and bad leadership advice. This article explores three conventional leadership guidelines you should definitely ignore. You’ll discover how to reconnect with your innate feminine leadership qualities so you can practice heart-centered leadership, which empowers Corporate Soul and propels profits, productivity and employee wellbeing. You’ll also pick up some tips on creating employee trust and building winning teams.
During Women’s Business Leadership Coaching sessions, I’m frequently asked, “How can I coach an uncoachable employee? A toxic team member?” This article series, “How Exemplary Leaders Transform Toxic Employees Into Excellent Team Members,” explores a variety of women’s leadership tips for coaching employees who present you with challenging behaviors, such as underperformance, lack of motivation, passive-aggressiveness, harmful gossip, obstructing productivity, manipulating or controlling other employees, pessimism, narcissism, cynicism and distrust of your leadership. Using the proven “Seven-Step Plan for Transforming Toxic Employees into Excellent Team Members”, you’ll resolve your most difficult challenges with both employees and superiors.
Your parents were your first role models for leadership because they managed your family. Even if you totally rejected your parents’ leadership methods, your childhood influenced your leadership style, success and confidence and established specific triggers for leadership anxiety. To become a truly successful woman leader, it’s essential to discover and delete hidden sources of leadership anxiety and define your personal Authentic Leadership Style. Use Women’s Leadership Coaching to do this because your authentic leadership style is most likely quite different from your family’s management patterns.
Leadership anxiety is increasingly abundant and women leaders are more susceptible than men. Some of the causes of management worries are apparent, like layoffs and workplace conflicts. Other potent causes of leadership anxiety are hidden, including those discussed in this article. Although most people are unaware of the negative effects of dysfunctional parental beliefs and behaviors on leadership success and confidence, they are one of the most common causes of leadership fears and unease. Self-awareness, developing trust of one’s self and others, setting healthy boundaries and a solid support network, assertiveness training, confidence building and other leadership tools described in this Women’s Leadership Confidence series are proven ways to prevent and alleviate women’s leadership anxiety.
Discover proven solutions to challenges of attracting and retaining Millennials in leadership positions. This is critically important to all successful women leaders because less than 10% of Millennials say they are interested in management careers. Even those who are interested in management are difficult to retain in leadership positions. Use this article to redesign work structure, career options and benefits programs, develop Millennial loyalty, resolve generational conflicts and stereotypes, understand the Millennial mindset and appeal to Millennial Core Career Requirements.
Women leaders can be ideal coaches for Millennial employees who aspire to leadership roles but most Millennials aren’t interested in management positions. Companies are also losing existing Millennial leaders to start-ups and self-employment. To attract and retain Generation Y leaders, you must understand the Core Career Requirements of Millennials. Women’s Leadership Coaching provides the proven strategies and materials you need in order to attract and retain the best and brightest Millennials to your leadership team.
Women leaders who use proven coaching questions to coach their employees gain superior results in employee performance, engagement, motivation, trust and loyalty. This is also true with Millennial employees who usually resist traditional management practices. Discover which coaching questions work best when leaders coach employees. Avoid questions that are hidden minefields. Learn to craft questions that create positive changes in employee thinking and behavior.
Successful women leaders use the Coach Approach to Leadership instead of outdated management approaches. Well-tested techniques of coaching employees empower, motivate and engage employees who then elevate the company’s bottom line. Coaching employees to success is also most effective with Millennials who recoil from traditional hierarchical leadership styles. This article discusses proven employee coaching strategies related to women’s leadership coaching.
Women’s Leadership Coaching should include “How to Coach and Lead Millenials at Work” and “How to Prepare Millennials for Future Leadership Positions”.
Women leaders at all levels have are thrilled to discover a low-stress, fun and innovative way to resolve conflicts at work, especially women who sometimes tend to avoid or fear conflicts. This proven Women’s Leadership Success Strategy is also popular when female leaders coach Millennial employees who have issues facing or resolving conflicts.
Managers and other leaders often complain that Millennials, now the largest group of U.S. employees, are “difficult to coach, lazy, entitled, unmotivated and disloyal.” Women leaders worry because “Millennials can be attracted but it’s challenging to retain them.” Female leaders are keenly aware that managing Millennials requires a different skillset than leading Baby Boomers and Gen Xers. Women leaders are also keenly aware that they must discover how to attract Gen Y to leadership positions and prepare them to manage other people, especially because most Millennials say they aren’t interested in traditional leadership positions. This article is part of a series of articles that will help you discover proven ways to attract, motivate and engage Millennials so you can coach them and prepare them to be leaders.