Centered Leadership and Being Helpful

What kind of attention do you expect when you are being helpful?

How much should our help be noticed?

Oddly enough, sometimes we do more as leaders when our own hands are unseen in the process. Letting other people reach discovery, find the answers, and reach decisions are key elements of centered leadership.

We are most helpful when our help is unnoticed.

It's there. It's solid. It's useful and to the point. We just don't make a big deal about it.

How can you be helpful for your team today without drawing attention to your efforts?

-- Douglas Brent Smith

http://frontrangeleadership.com

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The Benefits of Supervisory Training

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"An enemy is a person whose story we have not heard." -- Gene Knudsen Hoffman Without contrary evidence it always seems like we're right. Even WITH contrary evidence we get stuck often defending our story, our view. The story may not be wrong, but it is surely incomplete. Listen. Ask questions. Understand. Learn. High performance leaders look for common ground. -- doug smith

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What's the problem with anonymous feedback? The list is long. When people can say anything they want, without any accountability, they are sometimes rude. The feedback becomes exaggerated. Not knowing what to do with it (who do you try to please?) it frustrates the person receiving the feedback. Anonymous feedback encourages anti-social comments. It opens up a level of venting that is not healthy for either party. And, rather than building relationships, it tears them down. The best place for anonymous feedback is the garbage. It's too easy to be negative when no one knows who you are. Hold people accountable. Teach them that two-way communication is responsible, respectable, and useful. Let's keep the trash talking on the basketball court and build relationships of worth at work. -- Doug Smith

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