Just as we talked about getting in the right mindset to give feedback to others, it’s important to prepare ourselves and set our frame of mind for receiving feedback. Before we start to solicit feedback from others it’s important to understand the purpose of feedback. Jason explains in this video why we ask for feedback, who we should ask for feedback from and how we should begin to implement feedback.

Most of us agree that giving feedback is one of the key duties of leaders, but it is just as important to give feedback to our peers or as followers. Providing effective feedback to everyone we encounter at appropriate times can go a long way to helping everyone on our team and others that we work with advance towards meeting goals. In addition, providing regular and timely feedback to others

Building a team as a first-time leader can be an overwhelming challenge. Deciding who to choose to get the best results takes a lot of careful thought and consideration and there are no guarantees that you’ve made the right choice. It is also an exciting opportunity to guide and shape the individuals you’ve gathered to become the kind of team that produces amazing and meaningful outcomes. For others, we may be

As we frequently talk about with our clients and in our posts, personal and professional development are key to growing into strong leaders ready for the challenges of tomorrow. Approaching development from the perspective of a student of leadership as an art and science is an effective way to absorb new ideas and incorporate them into your leadership philosophy and style.  This kind of development can be difficult to do on

If you’ve found your way to this post, it’s safe to say that you’re the kind of leader who wants your team to be successful. There are many keys to guiding a team to a successful outcome, but communicating expectations for them is one of the first and most important. Clearly outlining expectations isn’t a guarantee of a success, but NOT communicating expectations is almost guaranteed to PREVENT success. Once

If you’ve ever been frustrated because your team produced results that weren’t exactly what you anticipated, you’re not alone. It happens to all leaders now at then, the outcome is adequate but maybe could have turned out a little better or we just had a different idea of how it would turn out. It’s not our team’s fault, they worked hard and showed initiative but just didn’t quite hit what we were after.

It is inevitable that one day our boss will say to us, “I need to you run this project/committee/event/etc. but I need you to do it in addition to all the other things you’re doing and I can’t assign anyone to you to help and the budget is really limited (or non-existent). I know you’ll be able to figure it out!” When I was in the Air Force these things

For decades people have talked about authenticity as a key trait for successful leaders, but it can be difficult to know if we are acting authentically. There are a lot of surveys and resources out on the internet that you can use to assess your authenticity, but before you go spend money on something like that, let’s consider what makes someone authentic. A simple definition I like to use for

All truly great leaders all have a mission that they put their heart and soul into and are able to articulate that mission in enrolling and inspiring ways. Your own mission statement describes not just what your mission is, but why it is important in a larger sense for you and your team to achieve it. Writing your mission statement is just the beginning, as a leader you must be

Providing feedback is one of our most essential tasks as leaders. It can also be one of the most difficult especially when we have to let an individual know that they aren’t living up to the high expectations we have for them. Despite how uncomfortable these situations can be, we owe it to the individual and the organization to correct the behavior and get the individual back on track, or