Leadership strategies are a hot topic in the Tough Boy Names industry right now. With so many challenges and changes happening, there is no doubt that leadership strategies will be necessary to keep up with the pace of change. In this blog post, we’ve compiled six insights from leaders in the industry who want you to know what they think about leadership in tough times.
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Leadership strategies are a hot topic in the Tough Boy Names industry right now. With so many challenges and changes happening, there is no doubt that leadership strategies will be necessary to keep up with the pace of change. In this blog post, we’ve compiled six insights from leaders in the industry who want you to know what they think about leadership in tough times.
Insight #01: “The biggest thing I can say for me personally is just taking it one day at a time,” said Jim Burtless.”I don’t have any other way of dealing with things because if you’re trying to plan too far ahead then everything seems like chaos.”
Jim has been president since 1996 and
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What are your thoughts on the impact of #metoo?
Do you have any advice for leaders in this space?
It’s been said that tough boy names don’t allow people to explore gender fluidity. What do you think about this statement? Is it true or false and why?
What is a personal experience where traditional leadership styles didn’t work for you as an individual leader, but new ones did? How have things changed since then? Which method was more effective at achieving success in your opinion: old style leadership or new style leadership–and why do you prefer one over the other? What would be some tips from these examples to use when working with others who may not respond well to traditional approaches?
What benefits have you seen from incorporating new leadership styles into your life? What are some of the ways other leaders can integrate them as well?
If someone wanted to start implementing these strategies in their own workplace, is there anything they should keep in mind or consider beforehand when doing so–or things they might want to avoid while trying this out for themselves? For example, how much time and effort would it take on a day-to-day basis to implement one thing at a time (e.g., water cooler chats instead of formal meetings)? How do you think that will affect employees’ perceptions about work culture and company values over time if done correctly? Do you have any thoughts on what could be challenging about integrating new leadership strategies at the office?
This is a lot of information to take in, but I hope it provides some insight into how leadership styles can be integrated on an individual level–and for those who want to try these methods out or keep them in mind when they’re leading their own team.
It’s important that leaders are intentional about what type of leadership style they have and take time to understand themselves before implementing new approaches at work. It also takes consistency and patience as well as openness from employees with regard to adapting their practices accordingly–but my hope is that this article will help provide more context around why taking on different leadership styles might be beneficial for you personally, your team, and your company culture overall.
What if something goes wrong?
If something goes wrong, the first thing to do is to take a deep breath. It’s important not to let your emotions get in the way of taking care of yourself and others. The next steps depend on what you were doing when something went wrong–if it was an isolated incident or if failure has become habitual for that team member or department. If it seems like this is just one instance, then make sure they know how much you appreciate them as well as their contributions (whatever type of contribution they may be making). You can also offer more training opportunities so that they have all the tools necessary to do their job successfully.
But if there are recurring instances where someone falls short in meeting goals consistently over time, then more drastic measures may need to be taken. Perhaps they have a different role in the organization that better suits their skillset, or perhaps it’s time for them to exit your team altogether. Whatever you decide, make sure it is communicated respectfully and with empathy for how hard this decision was to make.
The most important thing you can do as a leader is stay calm. Calmness sets an example for others–both those who are impacted by the issue at hand and everyone else on your team–that there will not be any outbursts of anger or panic from yourself when things go wrong; instead what we see is someone reacting calmly and rationally rather than letting emotions take control of their actions during difficult times. It also sends the message to your team that you will not be letting this issue control you, and so they have no need to let it control them either.
Your employees look up to you for guidance in their lives outside of work as well; make sure that when they are facing difficult decisions like these–whether personal or professional–they take a step back from the situation and ask themselves what advice would I give my boss if he were in this situation?
You can’t always please everyone. There’s going to be someone who is unhappy about your decision because sometimes people just don’t understand why things happen out of our own free-will. That does mean however, that there may not be reason enough for those same people not on board
-Be careful about using “empowerment” as a leadership strategy. Leadership is not an empowerment tool, it’s a responsibility to help employees grow and move forward in their career
-Leadership is best demonstrated by empowering those around you: giving them the space and tools they need to show how capable they are while also holding them accountable for meeting goals
-Prioritize quality of work rather than quantity; make sure your team members have the time they need to do what needs doing without feeling like they’re being micro managed or undervalued
-Recognizing when someone has done something well can be just as important–if not more so–as assigning tasks. Acknowledge that person with praise and acknowledgement then ask them for feedback on the project
-Leadership can be a lonely place sometimes. Be sure to have mentors and peers you trust who will give you honest critical feedback in order to keep your leadership skills sharp
-Acknowledge that some people may not respond well or might never want to work with you again, but respecting yourself means doing what’s right even if it hurts. If someone is trying to exploit your vulnerability, remember: they’re just looking out after themselves like everyone else
