Nevermind The Gap Nevermind The Gap

How can leaders do a better job at ensuring that their employees are engaged and aligned with the mission and vision of the organization and their particular role?  For the employee, what are some things you can do to remain aligned with your work and the value add you were hired to do?

Possible areas to consider as a leader:

Work must have purpose for engagement to take place
Implementing engagement programs internally and externally
New perspective and new tools needed – employees can see how their work impacts the organization’s mission 
Gap on resources – what is lacking that could contribute to someone’s overall success in their current role (support from key stakeholders / training or materials)

As Rebecca Ray, PhD stated: “The culture you create or the culture you destroy will determine the success of your business”.   Rest In Peace, Dear Friend, John B. Lazar

Connect with us!  We would love to hear from you!

Lindsey Honari:
www.LindseyHonariAdvisors.com
lindsey@lindseyhonariadvisors.com

X. Carmen Qadir:
www.coachingandconsultingexperience.com
drcq@coachingandconsultingexperience.com 

Summary:

Advice for both our male and female listeners on how women can inadvertently hold themselves back:


Doing my job well will get me noticed (without the necessary relationship-building) - very common in some cultures - don’t rock the boat.


Don’t want to appear pushy or aggressive OR conflict avoidant -  can be too ‘nice’


Less professional development opportunities or mentors - especially in male-dominated fields



How to engage better:


Ask - what does this person want to accomplish? What does that look like? What barriers exist from their perspective? It might be different than what you perceive. 


For networking, think of ways this might feel intimidating or exclusive. It’s not easy walking into a room of mostly men. Or people who may not look like you. If you see someone not as represented, make it a point to introduce yourself and then introduce that person to others.


Not everything needs to be scheduled at the end of the day! It is still more socially acceptable for male executives to miss dinner than female executives. Consider a business lunch instead of a dinner.


Company internal audits – where are they with expanding female leadership roles. Some women professionals might want to add their name to the "hat" but leaders might not have awareness. Therefore, leaders don’t know what they don’t know.



TOOLS/RESOURCES

The Women’s Leadership Gap

AAUW: Barriers and Bias, The Status of Women in Leadership



Connect with us!  We would love to hear from you!

Discovery Call with Lindsey

www.lindseyhonariadvisors.com

lindsey@lindseyhonariadvisors.com

Discovery Call with Carmen

www.coachingandconsultingexperience.com

drcq@coachingandconsultingexperience.com

SUMMARY

There are distinct trends colliding: retirement of the Boomers and some Gen X, new workplace realities from the Covid pandemic, and generational differences in attitudes towards work and boundaries.

Where we see this in our work is leaders who feel that the younger generation is not prepared, or capable of taking the reins. “But you don’t represent the company or you don’t look/act like me, so I don’t want to hand over the reins.”

More 65-year olds in the workplace than ever before. Don’t want to retire, some have to continue to work - lack of pensions, cost of living, especially in later years….

At the same time, there is real agism. Boomers and older Gen X - Brought so much value to the organization, then not needed anymore or as much, especially given the new technologies and realities.

Sense of feeling not as needed anymore and vulnerable, so reluctant to share/cede power.

Reframe the conversation - what LEGACY do you want to leave versus maintaining control

Shift from how different each generation is to the value that the new generation brings. Embrace the change and be proactive in succession planning.



Questions to consider as an existing executive/leader and for emerging leaders:

What can you do to let go? Develop talent?

Why do people leave?

What can you do to help make adjustments to the system?

Who in your team/division/organization could potentially take on your role? How could you better prepare them for this?

What skills do you possess that are unique? How could you cultivate these in your team or organization?

TOOLS/RESOURCES

Article in Wall Street Journal - America has never had so many 65-year olds. They're redefining the milestone.

Succession Planning Tips

Connect with us!  We would love to hear from you!

Discovery Call with Lindsey

www.lindseyhonariadvisors.com

lindsey@lindseyhonariadvisors.com



Discovery Call with Carmen

www.coachingandconsultingexperience.com

drcq@coachingandconsultingexperience.com

SUMMARY

Executive Presence is a skill as much as it is a natural ability

For some it does come naturally, for others, it must be learned or honed.

Using data to tell stories - know your audience - emotional intelligence - active listening

Journey on how you connect with those around you.

Goal - inspire confidence.



5 traits are the building blocks: 

Resilience - bounce back, don’t take it personally

Influence - its in your relationships. It’s the lubricant to keep the gears going. At high levels, results are harder to measure due to the complexity of the work.

Organization - do your homework. Be organized so you are prepared to handle non-related meetings that all contribute to the functioning of the institution, company, or organization

Scope - high altitude, vision. Executives have a broad scope, as opposed to managers. Also they are in the spotlight, which ties into relationships and Influence, as well as Resilience

Speed of Thought - being mentally nimble. Not just smart, but not getting bogged down in one or two issues. Ability to context switch.



Benefits from having Executive Presence:

Developing executive presence is more than just a question of winning popularity or power. One of its main benefits is that it helps you reduce stress. Managers with executive presence, and who focus their attention on the moment, can cope better with challenges in several ways. The Roffey Park study from the Roffey Park Institute shows that they demonstrate:


Clearer thinking and perception.


Greater courage, conviction and sensitivity in handling conflict.


More focus on higher priorities.


More energy and passion.


Calm when dealing with change.


More openness to new opportunities.


Confidence in their own views.



TOOLS/RESOURCES

Book: Executive Presence: The Missing Link Between Merit and Success by Sylvia Ann Hewlett

Podcasts: The Look and Sound of Leadership, Unlocking Executive Presence through Emotional Intelligence and The Executive's Executive

Articles: Developing Executive Presence-Building Belief in Your Leadership

Executive Presence: What Is It, Why You Need It And How To Get It

Connect with us!  We would love to hear from you!

Discovery Call with Lindsey

www.lindseyhonariadvisors.com

lindsey@lindseyhonariadvisors.com



Discovery Call with Carmen

www.coachingandconsultingexperience.com

drcq@coachingandconsultingexperience.com

SUMMARY

Goals provide focus and direction both personally and professionally. In this episode, we look at how to set realistic versus aspirational goals. Realistic goals have both impact and chances for success.

We discuss how to take yourself through realistic goal setting, as well as provide examples from our own goals and those of our clients.



TOOLS/RESOURCES

Worksheet exercise - Create space in your busy schedule, find a quiet spot, follow the directions below:



Part I: Brainstorming Ideas

Block at least an hour. Find a spot where you won’t be distracted by work or family

Make a list: A) What do I want to be, want to do and want to have B) What do I NOT want to be, want to and want to have.



Part II: Refining Goals 

What gets/makes you excited? Scale 1-10. Those closest to 10 become the top 3 goals

What will truly move the needle?

What is within your locus of control vs what depends on others? If you don’t have control, what is in your sphere of influence?

What is getting in the way?

Part III: Choosing and Setting Goals

Specific/Measurable/Deadlines


Reverse engineer it

Make it formal – on the calendar with action steps and with hard deadlines 

Mapping/ActionSteps – cut them up in pieces – map out the details; identify the gaps and the much-needed resources


Identify potential roadblocks. How will you overcome them? Ask yourself what is in your control or influence?

Commitment – how well does the goal align with your value system 

Who is your support system? Who is my cheerleading team? (I.e.. Your personal trainer, coach, a friend, family, a work colleague. Be very specific as to how they can support you.)



Connect with us!  We would love to hear from you!

Discovery Call with Lindsey

www.lindseyhonariadvisors.com

lindsey@lindseyhonariadvisors.com



Discovery Call with Carmen

www.coachingandconsultingexperience.com

drcq@coachingandconsultingexperience.com

SUMMARY

With the end of the fiscal and calendar year, holidays, family, and travel, how do we find the time to rest and reflect?

In this special episode, see coaching in action as Lindsey coaches Carmen to invite more ease and grace into a time of year that can often lead to burnout.



Topics covered: Setting boundaries and priorities around one’s time

Creating coping strategies to avoid burnout

ROIC - Return on Invested Capital - the time, energy, and effort each obligation requires to fulfill.

HRR - Honesty, Reflection, Rescheduling



TOOLS/RESOURCES

How to decide if something is Aspirational vs Realistic? Ask yourself what the true cost of adding or committing to something.

Step 1: Awareness - what is going on/missing/feeling?

Step 2: Reflection - what is the true cost of moving forward?

Step 3: Agency - making an informed, deliberate decision

Step 4: Choice - creating the conditions for success, identifying resources and derailers

Buckets - what are the 3-5 things that, when full, help you be your best? What, if not full, keep you from being your best? 



Connect with us!  We would love to hear from you!

Discovery Call with Lindsey

www.lindseyhonariadvisors.com

lindsey@lindseyhonariadvisors.com



Discovery Call with Carmen

www.coachingandconsultingexperience.com

drcq@coachingandconsultingexperience.com