Tomorrow is Administrative Professionals Day- are you prepared? Honoring the people who make our organizations really work and succeed is a critical leadership activity.  Regardless of age or demographic, people want to know that their leaders see their work and appreciate it.  That being said, understand that HOW you recognize and appreciate that work requires a bit more savvy.  It is your job as a leader to understand your people and honor their contributions in a way that is meaningful to them.  In a Forbes article writer and contributor Meghan M. Biro opines that, “A one-size-fits-all reward and recognition programs will fail no matter who you are dealing with. When you understand what motivates (or sets off) certain generational groups or individuals, you can tailor your response, build more effective teams, and adjust recognition and reward programs.”  So, what will you do to connect with some of your most valuable employees in a meaningful way tomorrow and in the future? http://www.forbes.com/sites/meghanbiro/2014/03/23/recognize-reward-and-engage-your-multi-generational-workforce/

Vulnerability and authenticity are two of the biggest leadership buzz words today. But how do you know how to share or how much? Were you trained to keep your personal life separate from your work relationships? If so, you are not alone. Many very successful professionals struggle with recent edicts to “connect” with their colleagues interpersonally- an organizational “must have” when striving for a collaborative work environment. Harvard Business Review writers Lisa Rosh and Lynn Offerman agree that great leaders do share and also that these same leaders are intentional in their sharing of personal stories with members of their team. The writers agree when done correctly, sharing as a leader or professional cultivates tremendous loyalty, connectedness and effectiveness; but when done without skill or the proper intent, these efforts are, at best, disingenuous and, at worst, damaging to a leader’s reputation. Many leaders seek circles and communities where they can practice and build skill around authentic vulnerability in leadership. Others seek out professional development coaching where they can practice this invaluable leadership skill. Enjoy the article and be sure to review the short assessment at the end of the article to see how you score in this leadership competency.
http://hbr.org/2013/10/be-yourself-but-carefully/ar/1

Our success today as leaders requires that we listen and remember that listening to the viewpoints of our teams is what leads to actual success. Though subtle, many leaders often mouth the first mantra without truly anchoring on the second before engaging their teams in critical planning discussions and problem-solving. Research, as described in the attached article from the Harvard Business School, is clear that even where there are issues of real or perceived power, leaders that facilitate and lead from the mindset of truly incorporating the insights and input of their team members, outperform other leaders who approach their position from a more directive or power-based/expert mindset. Research shows this success is apparent not only in the intuitive realm of employee and team morale but also in terms of achieving innovation, preventing losses and much more.  If you were taught that being a good leader meant having all the right answers, hold that thought. Sometimes being a good, effective leader means getting out of your own way, creating opportunities for your team members’ voices to be heard and listening closely to the expertise in the team as a whole. Remembering that one simple thing the next time you brainstorm with your team- to remind yourself “I am in the presence of experts who have critical information for the success of this issue,”; this one simple act could make all the difference.
http://hbswk.hbs.edu/item/7361.html

Most people has seen the data that using our smart phones (or other devices such as laptops, television, etc.) make it harder to fall asleep and get the rest we need each night. Base a leader, have you thought about how your own device usage may be a leading contributor to the ever rising employee disengagement statistics?  Research indicates the “blue light” of these devices is the culprit disrupting sleep patterns both in the short and long term. Many organizations applaud the mid-level and higher employees that are literally sleeping with their phones.  Do leaders really believe that the benefit of having ever-ready responsiveness outweighs the detriment of having employees who may not be getting the healthy rest and dis-connect from work that all the work-life balance and health gurus say we need? Leaders need to carefully consider the culture they are creating around this topic. Is the leader sending emails to his or her people at 11:00, midnight or later? Is the leader emailing on the weekends? And, is there an expectation of a response at these times or is this simply when the leader can catch his or her breath and get these emails/messages out? The following article offers some perspective on these issues and maybe a tip or two how you as a leader can be more smarter when it comes to the smart phone culture in their organization.
http://blogs.hbr.org/2014/01/research-using-a-smartphone-after-9-pm-leaves-workers-disengaged/

With the first quarter almost in our rear-view mirror, what’s working and what needs tweaking? Where are you and your organization with the goals or plans you set for this year? Now is a great time to check in, see which way the wind is blowing and make course corrections if needed. Sometimes, even the best laid plans fail due to lack of the right focus or proper alignment. It isn’t that the effort and commitment isn’t there, it’s just that it’s misaligned. Check out the following on-line assessment tool provided by Harvard Business Journal writer Nick Chipman. Where do you fall? In or out of alignment. No judgment here, just helpful information to help keep you and your organization on the most focused and intentional path to achieving your goals. Let me know what you discover-
http://hbr.org/web/2014/02/assessment/executing-strategy-whats-holding-you-back

Ted Talker Kathryn Schulz talks about the reality and, dare I say, wisdom of “being wrong.” But as a leader, as a parent, as a community member- can you model this? Is it really ok for you to be wrong and make mistakes? Certainly some of the greats in many different industries seemed to think so.  Even Michael Jordan in his biography stated that he failed over and over again, even missing the winning shot many, many times- and that was why he was such a success in his field.  So can you be like Mike? Are you willing to model that it’s ok to fail and use those experiences as course corrections? If not, people in your organization may hear your edicts to embrace missteps as merely lip service and stick closer to the safer, stand-by of “do as I do, not as I say.” Because really, actions speak louder than old adages and motivation posters.
http://www.ted.com/talks/kathryn_schulz_on_being_wrong