Hassan Al Jabri’s Post

The top 3 things executives need to develop in their junior leaders are: 1. Role Clarity 2. Leading Mentality 3. Support network Let’s break each one down: 1️⃣ Role clarity It seems simple, but most people can’t concisely tell you the roles of a leader. And so junior leaders are left learning from example. Junior leaders study their leaders like hawks. But as we know, much of effective leadership happens behind closed doors and in our minds. Help your people understand the visible tasks that leaders perform, but also the hidden thinking and decision-making that goes on. One of my favourite models is Adair’s Action-Centred Leadership, which highlights the core roles of a leader: • Understand the context • Build teams • Build people • Achieve the task Teaching this framework helps new leaders grasp what it really takes to lead, and sets the expectation that if they are to progress they must adapt and change their existing approach.i 2️⃣ Leading Mentality A top board member I respect once described the difference between leaders and employees as “us and them”. Us - operating as a representative of the company. Them - working for the company. New leaders must make this transition. And must see the world anew. A Leading Mindset is crucial if they’re going to succeed. Here’s a simple exercise: ask them to visualise themselves leading at their absolute best. 👉 What behaviours do they observe? 👉 What actions stand out? Have them narrow it down to the top 3 behaviours that resonate most. Dont be afraid to challenge their suggestions. They will likely reveal the preconceived ideas of being a boss. Once you have the 3, craft them into a mantra. It might be: Activated Alert Conscious Bold Alive Focused What they are is not important. Resonance with the individual is. These words should drive how they act in the workplace. 3️⃣ Support Network Rome wasn’t built in a day. Neither are leaders. Prepare for the long road and gather the right support. Encourage junior leaders to build a network of mentors, coaches, and experienced peers. • Ask your executive friends, mentors, or colleagues to provide guidance. • Connect your team with these individuals for regular check-ins and tough conversations that help drive growth. It will likely take the same lesson to be heard many different ways, from different people for some key things to really drop into place. Building a network takes some of the pressure off you and ensures they’re getting diverse perspectives and insights. Summary: When we invest in others the outcomes are never certain. But there is nothing more fulfilling than watching your input help another blossom. Expect there will be hurdles and issues. Expect there will be set backs. And you will be better prepared for the road ahead.

Recently I had an opportunity to catch up with my mentor & guide. Discussed many things and one among was, whether the leader should be liked or respected. I had written about this many years ago. Believe the question still remains relevant, and it touches on core aspects of leadership philosophy. There are valid arguments on both sides, but ultimately, I believe that being respected is more crucial for effective leadership than being liked. Here's my reasoning: Respect vs. Likeability: Respect is based on competence, integrity, and fair treatment. It's earned through actions and decisions. Likeability is more about personal charm and agreeableness. While valuable, it's often more superficial. Long-term effectiveness: Respected leaders can make tough decisions that may be unpopular in the short term but benefit the organization long-term. Leaders focused on being liked might avoid necessary conflicts or difficult choices to maintain popularity. Crisis management: In challenging times, people look to leaders they respect for guidance and stability. Mere likeability may not be enough to inspire confidence during crises. Team performance: Respect often leads to higher motivation and productivity. Team members work hard for leaders they admire. While a likeable environment is pleasant, it doesn't necessarily drive peak performance. Ethical leadership: Respected leaders are more likely to maintain ethical standards and hold others accountable. The desire to be liked could lead to compromising principles to avoid conflict. Professional boundaries: Respect helps maintain appropriate leader-team member boundaries. Overfocus on being liked might blur these lines, leading to favouritism or inconsistent treatment. That said, the ideal leader would cultivate both respect and a degree of likeability. Empathy, effective communication, and fairness can make a respected leader more approachable and effective. It's also worth noting that different organizational cultures and contexts might prioritize these qualities differently. In some collaborative, flat hierarchies, likeability might be more valued, while in more traditional structures, respect might be paramount. What's your perspective on this? Do you see situations where being liked might be more important for a leader?

Understanding Leadership and Authority: Its Differences, and the Path to Influence Leadership and authority are often used interchangeably, but they represent distinct concepts. Leadership involves guiding and inspiring others, while authority refers to the power to give orders and enforce rules. This article explores their similarities and differences, how they became synonymous, and the importance of viewing them separately. Real-world examples will highlight these differences and show how anyone can be a leader without authority. Finally, we will outline steps to increase one’s influence. Key Differences Between Leadership and Authority 1. Source of Power - Leadership: Comes from personal qualities like charisma and empathy. - Authority: Derived from a formal position within an organization. 2. Approach to Influence - Leadership: Leaders influence through vision and encouragement. - Authority: Authority influences through commands and enforcement. 3. Scope of Impact - Leadership: Extends beyond formal boundaries, impacting various levels within an organization. - AuthorityTypically confined to the scope of one’s official role. 4. Flexibility and Adaptability - Leadership: Leaders are flexible and open to feedback. - Authority: Authority figures may adhere more strictly to rules and procedures. Why Leadership and Authority Became Synonymous Leadership and authority became synonymous due to hierarchical structures where top positions held both roles. However, modern organizational dynamics reveal that leadership is about influence and inspiration, while authority is about formal power and control. Mistakes in Viewing Leadership and Authority as Interchangeable 1. Undermining True Leadership - Conflating leadership with authority undermines qualities like empathy and vision. 2. Limiting Potential Leaders - Believing only those with authority can lead restricts potential leaders. 3. Reduced Motivation - Employees may feel demotivated if they see leadership as tied only to positional authority. 4. Ineffective Leadership - Authority figures without leadership qualities struggle to inspire and motivate teams. Leadership and authority, while similar, are distinct. Leadership is about influence and inspiration, whereas authority is about formal power and control. Understanding these differences is crucial for effective leadership at all levels. Recognizing that anyone can be a leader regardless of their position allows for a culture of empowerment and motivation. Increasing one’s influence involves self-awareness, empathy, effective communication, integrity, relationship-building, initiative, expertise, and adaptability. True leadership transcends titles and positions, making a positive impact through genuine influence and inspiration.

𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗞𝗲𝘆 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝘁𝘆𝗹𝗲𝘀 (𝘊𝘰𝘯𝘵𝘪𝘯𝘶𝘦𝘥...) 6. 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: A situational leader adapts their leadership style based on the needs of their team and the current situation. They assess factors like the team’s competency, confidence, and motivation and choose an approach that best suits the circumstances. This flexibility makes situational leaders highly effective across different types of teams and environments, as they adjust their style based on individual team members and varying contexts. 7. 𝗖𝗵𝗮𝗿𝗶𝘀𝗺𝗮𝘁𝗶𝗰 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Charismatic leaders inspire and energize their teams through their personal charm, enthusiasm, and persuasiveness. They are often seen as highly influential, using their strong emotional appeal to inspire loyalty and motivate their team toward ambitious goals. However, while charismatic leaders can inspire great passion and commitment, they must balance their influence with humility and ensure their leadership is aligned with the team’s best interests. 8. 𝗧𝗿𝗮𝗻𝘀𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Transactional leaders focus on maintaining the status quo and achieving specific goals through a system of rewards and penalties. They are task-oriented, emphasizing structure, short-term goals, and clear instructions. This leadership style is effective in highly structured environments where specific outcomes are required. While this approach may not inspire innovation, it can provide stability and consistency in operations. 9. 𝗟𝗮𝗶𝘀𝘀𝗲𝘇-𝗙𝗮𝗶𝗿𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Laissez-faire leaders take a hands-off approach, giving their team a high degree of autonomy. They trust that their team members are capable of self-managing and prefer to act as facilitators rather than direct supervisors. While this style can empower highly skilled teams, it can also lead to a lack of direction or accountability if team members don’t have the right level of motivation or competence. 10. 𝗘𝘁𝗵𝗶𝗰𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Ethical leaders prioritize doing what’s right, both for their team and the organization. They emphasize integrity, transparency, and fairness in their leadership approach. Ethical leaders serve as role models by demonstrating strong moral principles, which they expect their team to follow. They build trust and respect by treating everyone fairly and creating an environment where honesty and accountability are valued.

Happy Mindshift Mondays, everyone! 😊 In our ever-changing work world, secure leadership is super important! Some leaders might find it tough to feel confident in their authority and role, but secure leadership is all about leading with trust and empathy, guiding others with integrity, and creating a culture of respect. Secure leaders know their job isn’t just to direct but to inspire and empower their teams! 🔹 Trust: The heart of any awesome team! Secure leaders build trust by being open, reliable, and consistent in what they do. 🔹 Empathy: A must-have for great leadership! By understanding and appreciating different viewpoints, secure leaders make sure everyone feels heard and valued in an inclusive space. 🔹 Integrity: Leading with integrity means your actions match your values. Secure leaders show ethical behavior, setting a fantastic example for everyone! 🔹 Respect: A respectful culture brings out the best in everyone and sparks creativity! Secure leaders promote this by celebrating each team member’s contributions. Coaching for Secure Leadership: Coaches play a super important role in helping clients develop secure leadership skills. Through personalized coaching sessions, coaches can: Facilitate Self-Reflection: Encourage leaders to reflect on their values and leadership style, finding areas for growth and alignment with secure leadership principles. Enhance Communication Skills: Guide clients in developing effective communication strategies that build trust and create open dialogue within their teams. Cultivate Emotional Intelligence: Help leaders understand and manage their emotions, boosting their ability to empathize with and support their team members. Promote Ethical Decision-Making: Support leaders in aligning their actions with their values, reinforcing integrity in their leadership approach. By embracing these principles and leveraging the support of skilled coaches, secure leaders not only drive organizational success but also create a positive and supportive workplace where everyone can thrive. 🌟 Coach Dawn, PCC www.reidready.com

In today's marketplace, vulnerability in leadership is gaining traction. But what does vulnerability truly mean? It's "the quality of being exposed to potential harm." This definition highlights the courage required to lead with openness and authenticity. 2 Corinthians 12:9 states, "My grace is sufficient for you, for my power is made perfect in weakness." Alongside 1 Corinthians 10:23-11:1, this reminds us that while everything may be permissible, not everything is beneficial. True leadership embraces weaknesses as a path to strength and growth. The Currency of Vulnerability Vulnerability is a new leadership currency—building trust and fostering authenticity. As Josiah Ingels, CPD, notes, "People are craving something real... But there’s a risk that vulnerability can be mistaken for a free pass to stay where we are." This raises a crucial question: Does vulnerability inspire or excuse mediocrity? Benefits of Vulnerable Leadership Though direct links to profits are limited, vulnerability positively impacts factors like: 1. Psychological Safety: Vulnerable leaders create environments where teams feel safe to innovate. McKinsey found only 26% of leaders achieve this. 2. Engagement and Productivity: Vulnerability boosts engagement. McKinsey reports 87% of executives see innovation as crucial, and vulnerability encourages it. 3. Trust and Collaboration: Authentic leaders build trust, crucial for success. 4. Organizational Culture: Vulnerable leadership fosters a culture of empowerment, aiding retention and performance. Potential Pitfalls However, can too much vulnerability lead to complacency? Overemphasizing weaknesses might excuse underperformance rather than inspire growth. These are vital considerations for modern leaders. Biblical Insights The Bible offers insights into vulnerability. Embracing weaknesses reveals strength through grace, as in 2 Corinthians 12:9. This encourages authenticity but also the pursuit of excellence, not relying solely on grace. Final Thoughts Vulnerability isn't weakness but a testament to strength. It's a tool that, when used wisely, transforms leaders and those they guide. We must create environments where authenticity and innovation thrive, driven by empathy and growth. Brené Brown says, "Vulnerability is not about winning or losing; it's having the courage to show up when you can't control the outcome." Let's embrace this courage, leading with authenticity and challenging others to reach their potential.

𝐕𝐢𝐯𝐞 𝐀𝐮𝐭𝐡𝐨𝐫𝐢𝐭𝐲, 𝐃𝐢𝐞𝐬 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐄𝐚𝐫𝐧𝐢𝐧𝐠 𝐓𝐫𝐮𝐬𝐭 𝐁𝐞𝐲𝐨𝐧𝐝 𝐓𝐢𝐭𝐥𝐞𝐬 In today’s hyperconnected world, the dynamics of leadership have shifted. The once-sacrosanct authority of titles and positions is increasingly being challenged by a new currency: influence. But influence isn’t simply about having a large following or a loud voice. It’s about trust, respect, and the ability to inspire action. 𝐀𝐮𝐭𝐡𝐨𝐫𝐢𝐭𝐲 𝐯𝐬. 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞: 𝐀 𝐂𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐏𝐚𝐫𝐚𝐝𝐢𝐠𝐦 Historically, authority was synonymous with leadership. Titles granted power, and with power came the expectation of compliance. However, as workforces become more educated and diverse, the blind obedience once associated with authority is dwindling. People now seek leaders who can guide them through vision and empathy, rather than dictate through rank. Research shows that modern employees are more motivated by leaders who inspire and involve them than by those who merely wield authority. A study by Gallup found that managers who lead with empathy and foster a collaborative environment see a 21% increase in productivity. This shift underscores a crucial distinction: authority can compel action, but influence shapes beliefs and drives sustainable change. 𝐓𝐡𝐞 𝐀𝐧𝐞𝐜𝐝𝐨𝐭𝐞 A few years ago, I worked with a manager who had authority but lacked influence. He was well-versed in strategy, yet his team often seemed disengaged. The problem was clear: he issued commands from behind his desk without ever truly connecting with his team. In contrast, a colleague at the same organization, though lower in the hierarchy, was deeply respected and often sought after for advice. His influence stemmed from his ability to listen, empathize, and empower others. While the manager held authority, it was this colleague who truly led the team through his influence. Over time, the organization recognized his value, and he rose through the ranks, not because of his title, but because of the trust he had cultivated. 𝐃𝐞𝐬𝐢𝐠𝐧𝐢𝐧𝐠 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 As we move further into the 21st century, it’s crucial for leaders to understand that influence is not an automatic byproduct of authority. True leadership is about earning influence through trust, empathy, and connection. Authority might open doors, but it’s influence that paves the path to meaningful, lasting success. Authority may help you survive, but influence will help you thrive. Choose to lead with influence, and watch as your impact multiplies. #𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 #𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 #𝐓𝐫𝐮𝐬𝐭 #𝐄𝐦𝐩𝐚𝐭𝐡𝐲 #𝐓𝐞𝐚𝐦𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 #𝐅𝐮𝐭𝐮𝐫𝐞𝐎𝐟𝐖𝐨𝐫𝐤

Article 2- Leadership The idea that not all individuals can become leaders is well-supported by research and journal articles across various disciplines, including psychology, organizational behavior, and management. Here are several key reasons based on research data and scholarly articles: 1. Individual Differences in Traits and Characteristics Research indicates that certain personality traits are strongly associated with leadership. For instance, studies have found that traits such as extraversion, conscientiousness, openness to experience, emotional stability, and agreeableness are positively correlated with leadership effectiveness and emergence. Not everyone possesses these traits to the extent required to become effective leaders. For example: Extraversion: Leaders often need to be outgoing, assertive, and comfortable in social settings. Those who are more introverted may find it challenging to take on leadership roles that require frequent interpersonal interactions and public speaking. Emotional Stability: Effective leaders typically manage stress and maintain composure under pressure. Individuals with low emotional stability may struggle with the emotional demands of leadership roles. 2. Cognitive and Emotional Intelligence Leadership requires a combination of cognitive abilities (such as problem-solving and decision-making) and emotional intelligence (the ability to perceive, understand, and manage emotions in oneself and others). Studies suggest that higher cognitive intelligence is linked to better decision-making and strategic thinking in leadership contexts. Emotional intelligence, on the other hand, is crucial for managing team dynamics, conflict resolution, and maintaining morale. Individuals who lack these forms of intelligence might find leadership roles more challenging. 3. Motivation and Desire to Lead Not all individuals have the same level of motivation or desire to lead. Theories like McClelland's Theory of Needs suggest that people have different motivational drivers, such as the need for achievement, affiliation, or power. Those who are primarily motivated by a need for affiliation may prefer to avoid leadership positions that require them to make unpopular decisions or enforce discipline. Similarly, some individuals might not have a strong desire for the power and responsibility that come with leadership roles. 4. Skills and Competencies Leadership requires a specific set of skills, including communication, conflict resolution, strategic planning, and team management. These skills are not inherently present in all individuals and often require deliberate development. According to the Skills Approach to leadership, effective leaders must possess technical, human, and conceptual skills. Individuals who lack these skills, either due to insufficient training or a lack of opportunity to develop them, may not be effective in leadership roles.

Here’s a weird fact: Sloths can hold their breath longer than dolphins can. By slowing their heart rates, sloths can hold their breath for up to 40 minutes, while dolphins need to come up for air after about ten minutes. This fact reveals a lot about the diversity of adaptations in the animal kingdom. It shows how different species have evolved unique mechanisms to survive in their environments. Sloths, for instance, have adapted to a slow-paced lifestyle in the trees, where conserving energy and minimizing movement is crucial. Dolphins, on the other hand, are highly active and need to surface frequently to breathe, reflecting their dynamic and fast-paced life in the ocean. I think the same can be said for leaders. Leaders need to adapt to survive, change and prosper in their environments. Indeed, they often need to change the environments that they work. Leaders certainly need to evolve faster than the examples above. The image below tells a story of the evolution of leadership thinking. Here is a very top level view of how theory has changed: 1. Trait Era (1840s-1940s) Great Man Theory: This early theory posited that leaders are born, not made, and that great leaders have inherent traits that make them effective. It often cited historical figures like Julius Caesar and Abraham Lincoln as examples1. Trait Theories: These theories expanded on the Great Man Theory by attempting to identify specific traits that effective leaders possess. However, no consistent set of traits was found, leading to the decline of this approach. 2. Behavioral Era (1940s-1950s) Behavioral Theories: These theories shifted focus from traits to behaviors, suggesting that effective leadership is based on specific behaviors that can be learned. This era emphasized the importance of leadership styles and behaviors over innate traits. 3. Situational Era (1960s) Contingency and Situational Theories: These theories proposed that the effectiveness of a leadership style depends on the context. Leaders must adapt their style to fit the situation and the needs of their followers. Fred Fiedler’s Contingency Theory is a notable example. 4. New Leadership (1970s-Present) Transformational Leadership: This modern approach focuses on leaders who inspire and motivate followers to achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leaders are characterized by their ability to bring about significant change1. Servant Leadership: This theory emphasizes the leader’s role as a servant first, prioritizing the needs of others, and fostering a culture of service within the organization.

𝟵 𝗣𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗧𝗶𝗽𝘀 𝘁𝗼 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹𝘀: 𝗧𝗼"𝗕𝗲 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿 𝘆𝗼𝘂 𝘄𝗶𝘀𝗵 𝘆𝗼𝘂 𝗵𝗮𝗱"- 𝗦𝗶𝗺𝗼𝗻 𝗦𝗶𝗻𝗲𝗸 !!! ♻️ Repost to share this with your network What if YOU could be the leader that inspired massive change? The one that people look up to, trust, and follow with passion? 👉 Simon Sinek's words—"𝗕𝗲 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿 𝘆𝗼𝘂 𝘄𝗶𝘀𝗵 𝘆𝗼𝘂 𝗵𝗮𝗱"—ignite a powerful call to action And here’s the truth: The world needs leaders like YOU. Yes, YOU. It’s time to stop waiting for someone else to lead the way. It’s time to rise, own your influence, and lead with impact 👉 The question is: How do you do that? 🔑 Here are 9 Powerful Tips to Transform Your Leadership👇 1️⃣ Lead with Empathy, Not Authority ↳ Instead of being the boss, be the human. Connect with your team emotionally • Listen before you speak • Support people, not just the mission 2️⃣ Create a Vision that Inspires ↳ People follow leaders who see further than anyone else. Paint a vision so clear, they can’t help but follow you • Keep the vision simple and focused • Communicate it with passion and conviction 3️⃣ Lead by Example, Always ↳ Your actions set the standard. Walk the talk. Your behavior is the loudest message • Take ownership of mistakes • Show resilience in tough times 4️⃣ Encourage Innovation & Creativity ↳ Give your team the freedom to explore, experiment, and innovate. Foster a culture of ideas • Celebrate both successes and failures • Empower team members to take initiative 5️⃣ Build Trust Through Transparency ↳ Trust is the foundation of great leadership. Be open and honest! • Admit what you don’t know • Be vulnerable—leaders are human too 6️⃣ Invest in People’s Growth ↳ Your team’s success is your success. Make their personal and professional growth a priority • Offer mentorship and guidance • Provide learning and development opportunities 7️⃣ Stay Humble & Self-Aware ↳ Great leaders stay grounded and self-aware: They lead with humility! • Seek feedback from your team regularly • Recognize and admit your limitations 8️⃣ Make Decisions with Courage ↳ Leadership demands tough decisions: the courage to take calculated risks • Weigh options with logic, not emotion • Own the outcome, good or bad 9️⃣ Cultivate a Positive Culture ↳ A leader’s energy is contagious. Set the tone for positivity, and enthusiasm • Lead with optimism, even in challenging times • Encourage open communication and idea-sharing 💬 What's the best piece of leadership advice you’ve ever received? 𝗗𝗿𝗼𝗽 𝗶𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀 𝗯𝗲𝗹𝗼𝘄!👇 ✨ Just to let you know, I post about learnings from my favorite Books, Coaching Insights, AI, Marketing and tips for Personal Development & Transformation every day at 8:30 AM EDT / 8:30 PM (Singapore/KL Time) ‾‾‾‾‾‾‾‾‾ 📌 Like this? Follow me Saurabh Ricko Jaiswal Activate the 🔔 notification to receive instant updates whenever I post