I started the Leadership Thoughts blog a little over a year ago. At times it’s been a challenge: What do I write about? Will any one read my blog posts? Do people like what I say about leadership development?
Twelve months on and I have answers to those questions.
Leadership Thoughts has a rapidly growing readership. And I have a better idea where to take things this year thanks to those who completed the reader survey.
Leadership Development
Consequently, I will focus on developing leadership skills and leading teams this year. I want to recognise in my writing that leadership is impossible when we forget the person.
I lead a brilliant team — I have said this before and will continue saying it — and my job is to inspire them and help them use their talents and strengths every day. Without them I cannot deliver results.
When we forget the person we lose sight of our job: achieving corporate goals. So I aim to present the team perspective. I will remind leaders that they are a part of the team. Sometimes that means the boss. At other times it means hunkering-down and getting your hands dirty.
While I prepare to write about leadership skills, leadership development and teams, which is taking much longer than I had hoped, I’m going to take the opportunity to name my top 10 leadership blog posts from 2013. I urge you to read them and share your thoughts about leadership development.
I also want to take this opportunity to thank you, the readers of Leadership Thoughts, for contributing to my learning and encouraging me during times of personal difficulty.
Top 10 Blog Posts of 2013
Last year my top 10 leadership blog posts covered many leadership skills including project management and organisational change.
- Successful Change Management —Kotter’s 8-Step Change Model
- How to Use RAG Status Ratings to Track Project Performance
- 10 Signs of Micromanagement — Strategies for Dealing With Micromanagers
- 4 Types of Projects — Which Kind Are You Leading?
- Why Project Management Is Different to Operations Management
- 5 Tips for Handling Aggressive People at Work
- How to Write a Project Plan
- The Difference Between Coaching and Mentoring
- How to Make a Stakeholder Map
- Definition of Leadership
What is you favourite leadership post from 2013?
What would you like to read more about this year?
Creative Commons image courtesy The Prime Minister’s Office.
Hello Martin,
I’ve been following your blog for several months now. Taking a look at your top ten I found one of my favorites to be #10: A definition of leadership. Rereading it, specifically this statement, ‘Moreover, it is clear that anyone can develop leadership ability.’ I was reminded of a question I’ve been meaning to ask you,
What is your opinion on using MBTI as a tool to understand differences in interaction, learning style, personal strengths, environment preference, and etc of team members and fellow employees? There are many companies that have their employees take some sort of ‘personality assessment’ upon hiring. I am aware however that the accuracy of the results can be questionable depending on how honest the test taker was.
Currently I am working on a project team of three: two ENTJs and I, an INTJ. If I had not been able to recognize their type, with first function being Te, I would have taken their dominating conversations and what seems like a constant struggle between each other for ‘top dog’ as sexism towards me. Knowing that I need more time to think before speaking, I was able to tell them that they need to allow for pauses for me to respond. Otherwise they would quickly discuss and come to a conclusion before I had time to process and insert my point of view. However, I now have totally stopped debating my point of view because it makes the meetings run longer and there is an attitude of ‘If it works in this one area, who cares if we don’t consider the other aspects.’
Anyway, seems like I have two totally different topics here and maybe some ranting on my part, I apologize. I would love to hear your point of view on using ‘personality assessment’ in leadership and then maybe some insight on how to work with dominating/micromanaging personalities that work at the same level or below in a company’s hierarchy.
Yekaterina
Hello Yekaterina, Thanks for taking the time to comment. You ask two relevant questions.
Personality tests based on Myers Briggs (Jung) are useful tools for team and team leader. As you’ve described MBTI can help develop self-awareness. You have used your knowledge to change your behaviour and respond to a situation in a positive way. This is good personal leadership!
As a team leader knowledge of someone’s personality type is helpful. It gives insight into how people respond to circumstances and how they receive and process information. Knowing this the team leader can tailor a message to elicit the right response or decision.
Now the second question is more challenging. First, I think your should consider reframing what you said. Instead of “they need to allow for pauses for me to respond” consider buying time or deferring. For instance, seek to have an understanding of the agenda before you meet so you already have a view. Alternatively, defer by acknowledging the point and stating that you will get back to them later. And stand your ground!
Second, I would recommend finding a suitable workplace mentor who will help you to develop your confidence so you can assert yourself during these meetings. Evidently you have earned your place at work and have something important to contribute. Do not apologise for the behaviour of others by keeping silent!
As ever, Martin
PS. If you’d like to talk about this further send me an email using the link under Contact.
Martin,
Wanted to say a quick thank you for your interesting posts. It was also good to collaborate with you on one of my own blog articles. Keep up the good work.
Martin.
Thanks for your support Martin.