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Let's Be Real: The 7 Golden Nuggets Of Truth For Top Executive & Leaders

Written by: Dr. Shané P. Téran, Executive Contributor

Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.

 

Did you know that close to 80% of employees end up quitting their jobs because of lacking support from their managers? What’s more, 69% of Millennials fear that they won’t be able to grow their leadership skills in their existing role. With 83% of companies saying that leadership development is crucial, what are we missing here?

With the many bright lights cast on mental health concerns impacting our global workforce, I must wonder if we pushed our top leaders and executives back into the game of pretending to keep the economy going or the many other reasons we’re in such a rush to go “back to normal”. At the start of the pandemic, it seemed as if we were able to wake up to the human experience and push budgets towards assisting everyone with managing this ever-evolving ‘new norm’. But if we look at the apparent gap between leadership development and leadership support/training, we may need to consider ways to uplift our leaders a bit higher than just above the fray.


Let’s take a moment and explore seven golden nuggets that may help us all out:


1. We're Human


When it comes to stressors, our body and mind keep the score. Whether you are currently engaged in a wellness plan or not, we should keep in mind that a holistic and Whole Health approach to our overall well-being is going to require taking time to be mindful, introspective, and emotionally intelligent. The days of talking about it, instead of ensuring you attend to your mind, body, and spiritual health, are gone. Your body can only do so much before compounding stressors begin to take a toll. Being out-of-balance is beginning to show in more ways than one. For some, the negative impact on others is now bursting through the seams, catching like wildfire, and destroying the leadership potential in others.


2. We're Not Perfect


I know, I know...you don’t want to hear it. But while you are a superhero in your head, your key superpower realizes that you need help on your journey to perfection. By allowing yourself room for mistakes, you may also reduce stressors that are triggered by change and resistance to resilience. Whether it’s project-based or interpersonal conflict, the goal is to know when to ride the wave and when coasting is the better tactic.


3. Everyone’s Story Isn't the Same


We must resist the urge to follow the herd and accept one-size-fits-all professional development and coaching products and services. At this point, accepting your story as a part of your leadership journey will not only allow others to find you human, but your story may inspire others to follow in your footsteps. Consider sharing your leadership journey with zero fluff - it will be both cathartic as well as fuel for re-engaging with your employees. They have a story as well, so take the time to hear it, honor it, and strategize success and growth based upon the information received.


4. You Can Try Again


As the saying goes, if at first you don’t succeed, try again. That’s worth revisiting, right? Well, one of the key elements shared amongst systems redesign specialists, e.g., Lean Six Sigma, is the PDSA tool. As in Plan-Do-Study-Act. The very essence of growth entails transformation. Don’t allow your negative thoughts or imposter syndrome to delay a necessary pivot. Making enough attempts to give a new approach or idea a try can mean failing on purpose until you strike gold - not inadequacy. You can always regain the trust of your employees and stakeholders. It does, however, take humility, empathy, and stewardship...just some of the greatest characteristics of a Servant Leader (hint - hint).


5. No One is Perfect


It’s basic - as in species kind of simple. So, the more you come to grips with self-compassion and self-love throughout your human experience, it will become second nature and best practice to apply this knowledge throughout your organization and teams alike. Leaders, managers, and the front-line workforce are more engaged and able to be most productive when they are allowed to be human and not a machine with a fail-safe switch.


6. Hard Work Doesn't Always Pay Off


Allowing transformation in your business and personal endeavors takes time to cultivate and embed as muscle memory. When working with mid-to-large corporations, I always ask whether the leadership team is aware of the necessity of delayed gratification when seeking to be an HRO (High-Reliability Organization). For the individual executive, the question applies to their leadership journey. No matter who is identified as the client, it pays to expect delayed gratification and not shoot for the quick fix all the time. If you are more prone to that work model, expect to do a lot of hard work that may likely go up in smoke versus having a yield of sustainable outcomes.


7. The Pot of Gold is Your Purpose


Instead of looking for a quick fix, the next revenue stream, or target number of sales, consider looking for a shared vision and purpose within yourself and across your organization. Being a high-performing leader has always taken a lot out of a person, but it’s with a sense of purpose that more intentional and stable leaders find themselves able to retain talent and maintain passion for their mission. The job market may have led you to believe that people only want to regain employment regardless of what it looks like. Yet, according to one of my C-suite level clients, candidates are asking to explore the impact and results just as much as work-life balance support and the current state of employee engagement of potential employers.


But don’t take my word for it...


A survey by Gallup found five key talents that were shared amongst high-performing leaders.


1. In addition to fostering trust and open communication, they offer complete transparency.

2. Not politics, but productivity drives their decisions.

3. With a compelling mission and vision, they motivate and engage all their employees.

4. A culture of clear accountability is fostered by them.

5. They can drive outcomes, overcoming adversity, and overcoming resistance.


Let’s do ourselves a favor, cut the fluff in our heads and lean into being a human with a purpose...on purpose, everything will fall in place.


Follow me on Facebook, Instagram, LinkedIn, Twitter, Youtube, and visit my website for more info!

 

Dr. Shane P. Téran, Executive Contributor, Executive Contributor Brainz Magazine

As seen in LA Times, Thrive Global, and Authority, featured in VoyageLA and ShoutOutLA magazines, and on TNC Radio, Dr. Shané P. Teran is an Organizational Development Psychologist, Licensed Therapist, Podcaster, and Author who enjoys mining for peace in the midst of work-life turmoil. She is the Founder and President of the LA-based consulting firm SP Consulting Group, where she serves as the Senior Executive Coach and OD Strategist for business leaders seeking to attain work-life balance. From small to large fortune 500 companies, e.g., Amazon, Inc., Dr. Shané specializes in Clinical Psychology, Emotional Intelligence (EQ), Burnout Mitigation, and Work-Life Integration.


With over 11 years of experience in federal healthcare and 12 years in business consulting, Dr. Shané has the ability to merge her skills as a clinician, Lean Six Sigma Specialist, Certified Transformational Coach, and OD Psychologist to serve as strategist and advisor to people leaders, business executives and c-suite level leaders looking to fulfill their purpose, enhance their quality of life and lead with high moral and ethical standards.

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