Author: David Novak Leadership

By: David Novak Leadership

It’s November – the month of Thanksgiving – and you’ll see all kinds of gratitude challenges throughout social media.  Just type “Gratitude Challenge 2020” in your search bar and page after page of ideas appear.

But let’s be honest… finding things to be thankful for can be tough, especially in the midst of a global pandemic.  Investing the time to “make a list” of things you’re thankful for might be more than you can take right now.

But… could developing a habit of gratitude actually help you navigate month after month of the pandemic?  Could adopting a more positive mindset help you become more happy and optimistic?

According to Robert A. Emmons, Ph.D., Professor of Psychology at the University of California, Davis, who’s the world’s leading scientific expert on gratitude, the answer is yes!  He’s proven through scientific research that adopting a habit of gratitude increases happiness, reduces depression, improves your health and makes your relationships better.  Those are some pretty amazing benefits!

You might be skeptical, and that’s understandable.  But what do you have to lose by giving it a try right now?  Take a minute and think about three things you’re thankful for.  Did this help your mood improve?  Did you notice something positive that you overlooked before?

David Novak knows the power of gratitude.  He starts each day listing three things he’s thankful for because it helps get his mindset in a good place right out of the gate.

Jesse Cole, Founder of Fans First Entertainment, discovered the power of a handwritten thank you note after starting the Thank You Experiment in 2016, when he started writing one thank you letter a day to someone who made a positive impact in his life.  The result?  It gives Jesse joy and happiness and it spreads gratitude to others too.  He’s been writing a daily thank you note every day since he started the experiment, and encourages his team to write thank you notes to their customers as well. Here is a short clip about his Thank You Experiment.

Gratitude has a positive impact.  Developing a daily habit of gratitude can help you change your perspective.

If you’re up for developing a habit of gratitude like David Novak and Jesse Cole, download this gratitude journal.  Use it to capture three things you’re thankful for each day this week and see how it impacts your mood and perspective.

So, what are you grateful for today?

By: David Novak Leadership

Authenticity is a popular buzz word these days.  We all want to be our true selves, right?  But it’s often easier said than done.  

Consider this scenario.  You want to be who you really are, but then fear creeps in.  What if your true self doesn’t fit in with what others expect in your organization?  Would that hold you back from getting a promotion?  Or being invited to the table for important decisions?  

While it can be risky to give authenticity a shot, there is a cost to NOT being authentic.  Your organization could be missing out on the unique things you have to offer.  And you’re probably not having as much fun or freedom if you’re focused on conforming to who you think others want you to be. 

So how can you break free from fear and learn to be more authentic?  

Here are three tips to inspire you to lead with authenticity:

1. Be open and honest about what you don’t know. As a leader, when you admit you don’t have all the answers, you let others know they don’t have to know it all either. It’s amazing how liberating this is and how people get behind you when you ask for help. It also builds trust and gives people a chance to contribute their own knowledge. 
2. Be vulnerable. No one is perfect.  And when you admit you messed up as a leader, you’re showing others it’s OK for them to make mistakes too.   Let’s be honest, it can be uncomfortable to share your failures, but think about how good it will feel to help someone avoid what you experienced. You can help others learn they aren’t alone in their struggles when you choose to be vulnerable. 
3. Be Positive. When you struggle with authenticity, remember to choose a positive mindset.  Focus on the benefits of asking for help and admitting you don’t have all the answers – both for yourself and others. 

Insert a sigh of relief here!  You have PERMISSION to not be perfect, to not have all the answers, and to ask others for help.  Imagine how much better you’d feel if you let go of perfection in order to ask for help and involve others.

Kendra Scott experiences the freedom that comes from being authentic.  In her How Leaders Lead Podcast with David Novak, she shared one of her biggest lessons about authenticity. 

Kendra realized early on that she wasn’t great at everything.  There were definitely areas where she excelled, but she wasn’t the expert in all aspects of running her business.  So, she learned to focus on the things she was great at, and she hired people who were great at the things she wasn’t.  This allowed her to build a winning team who shared her core values and together, they accomplish great things together.  

Kendra role models authenticity.  She admits what she doesn’t know and has the courage to ask for help when she needs it.  

So, are YOU an authentic leader today?  Are you honest about your weaknesses?  Do you admit when you don’t know something?  Do you ask others for help?  

Now is the time to give authenticity a shot! By choosing to be yourself and admitting you don’t have it all figured out, you build trust with your team, and great things happen.  How will you be authentic today?

At David Novak Leadership, we talk a lot about leadership principles. And recognition is one we highlight frequently because we know recognition is a leader’s secret weapon for motivating employees and building a great culture.

Everyone wants to feel appreciated for the value they bring to the workplace. As a leader, you can use recognition to let your team members know they matter. Showing gratitude is a small thing that makes a big difference to your workers.

But how exactly do you decide who to recognize and what is worthy of recognition? Here are two criteria to consider: hard results that are process driven and flexible recognition.

One way to recognize people is for hard results that are process driven, things like customer service or efficiency. Leaders leverage this type of recognition because it produces sustainable results. Check out these stories written by leaders who used recognition to motivate their teams.

However, great leaders don’t rely on just one form of recognition. Flexible recognition occurs when you, as the leader, recognize people for any kind of behavior you see that reinforces what you’re trying to drive in the organization. When you witness someone doing the kinds of things you want to lift up and make a positive example of, take time to let them know what you appreciate about them. Make sure to explain WHY the person is being recognized because this lets others know how they can work towards those same behaviors.

Flexible recognition also allows leaders to set the standard for the kinds of behaviors you want to see more of and which cultural values you want to reinforce. Recognition can become the catalyst leaders use to positively reinforce the behaviors that drive the culture of your team and organization.

Remember, as the leader, you set the standard. Take time to identify what behaviors and values you want to see more of, and then use recognition to motivate your people toward them. After this, become disciplined about recognizing people regularly. In fact, you can start this right now. Who will you recognize today?

If you need more examples of ways to recognize others, you can learn from Indra Nooyi, former Chairman and CEO of PepsiCo. She champions a number of recognition programs. In this podcast, she shares different ways she recognizes others – from sales managers to factory floor workers to executives. You’ll also learn her favorite form of recognition that “…is worth more than money, stock rounds, hugs, tickets, anything…”.

By: David Novak Leadership

Self-awareness is the new leadership buzzword and has recently been heralded as one of the most important traits a leader can have. Self-awareness is said to be a key factor in Emotional Intelligence. It involves knowing yourself and being cognizant of the areas in which you excel or lack.

What is so great about self-awareness and why should you care?

Being self-aware means knowing what drives you and what debilitates you: your motivators, breaking points, and inclinations. Why is this important? Because a leader leads people. If you aren’t able to manage yourself, then how can you manage your team?

When you acknowledge your tendencies, you’re more able to anticipate them. And when you do this, you reach the top category of leaders who know how to play to their strengths and compensate for any weaknesses.

Do you know the one thing that is absolutely necessary to develop your self-awareness?

Here’s a hint: it doesn’t come from you. The tool every leader needs to develop in self-awareness is feedback.

But not just any feedback… Sure, feedback to improve work environment or processes is great, but it won’t help you in your ability to work alongside your team. You need to be assessed in your leadership because it is this kind of direct feedback that will let you know if you’re leading people well.

At David Novak Leadership, we recognize that leaders need feedback specific to their leadership skills, which is why we’ve developed a set of focused questions that help people analyze their leadership style. Questions like, does this leader work to ensure that each person on their team knows the team’s vision and can explain it? And, does this leader directly involve others in setting goals so everyone can feel ownership of them?

Every leader has weak spots, but it’s hard to know what they are unless someone tells you. Real, honest feedback will enable you to see those weak spots and improve your performance in those areas. For an example of why feedback is important, check out how Geoff Colvin, Senior Editor at Large at Fortune Magazine, learned to become an expert through feedback in this interview.

Are you willing to invest in becoming the best leader you can be by becoming more self-aware?

One sure way to develop in this area is by taking our Leadership Assessment. See below.

Recent Leadership Posts

[recent_posts count=”4″ offset=”1″ category=”blog”]

If being a leader was easy, everyone would do it. Seriously. It doesn’t matter how big your organization is, when you’re tasked with responsibilities like your team’s engagement and the success of your company, it is no small matter. How you approach every decision–whether it be the new hire or next year’s strategy–is a big deal.

When you have big decisions to make, you don’t want to react too quickly. It’s important to consider all your options and seek out advice. But then what? How can you prevent getting bogged down with distractions or getting lost in minute details? You need a strategy.

Here are two tactics you’ll want to apply to every future decision you make:

Be Aware

Awareness is the result of being mindful. When you understand what is going on around you and how it ties in with what is important to you and your organization, you are more aware, thus better able to make a good decision.

To illustrate, let’s say you are presented with a new idea, one that a lot of other companies are jumping on. It might sound like a good idea, but if you go after it without considering how it affects your goals, then you’re probably not acting out of awareness.

To be aware, first you need a clear understanding of your priorities, and second, you need insight to your thoughts and feelings about the situation. For instance, when negativity enters your thoughts, if you are aware of it, you put it in check. This can protect you from not making the best decision because your negativity was biasing you. When your priorities and thoughts and feelings are in check, it’s time to apply the next tactic:

Be Intentional

When you are a leader, you are constantly making decisions. As with awareness, in every decision you make, it’s important to be intentional. How can you, as a leader, be more intentional?

Being intentional means operating with purpose–it’s a mindset which requires discipline. Purpose is derived from your priorities and passions, and to be intentional, you need to be aware of them on a daily basis.

You might ask yourself, how does this new idea tie into my purpose? If there is no link, is it worth your energy and time? Making intentional choices, in leadership and in your personal life, will make even the most seemingly mediocre decisions feel noteworthy, because everything you do will be meaningful.

Are you aware and intentional when you make decisions? You can start applying these tactics today. And to grow even more in your quest to become the best leader you can be, then check out our Heartwiring and Hardwiring Your Leadership™ Program. It provides in-depth training to help you transform your leadership style.

Recent Leadership Posts

[recent_posts count=”4″ offset=”1″ category=”blog”]

By: David Novak Leadership

When starting a new job, your first 90 days are critical. A good first impression will make a difference in the way you’re perceived by your boss and your new colleagues. This is why it is a good idea to understand the culture of the organization and your team during those first months on the new job.

Not sure how to do this?

Here’s a few tips to get you started:

1. Sit down with other employees and learn as much as you can about the culture and vision of the organization.
2. Once you have a good understanding of the organization, go to your boss and give a review of what you’ve learned, then ask for feedback. This allows your supervisor to confirm your observations and fill in any gaps you may have missed.
3. Ask for help. As you continue to learn your job and the culture of your organization, find some trusted colleagues and ask for help. Share a challenge you’re facing and ask what they would do if they were you. This will help you get the counsel you need so you can make wise decisions about what to do next.

Now that you understand the culture of the organization and your team, don’t stop there. Take ownership of your career by taking the Essential Leadership Traits Program. The online program helps you develop the leadership skills you need to be successful at work and life. Schedule a free demo here.

Recent Leadership Posts

[recent_posts count=”4″ offset=”1″ category=”blog”]

There are tons of benefits to have part-time employees: they reduce the workload of your full-time staff and when you can’t afford to add more full-time employees, part-time workers provide the skills needed without breaking the budget. While there are countless benefits to employing part-time workers, leading them isn’t without its challenges.

With a part-time team, you’ll probably need to adjust the way you lead. Different methods are needed to engage them. To get the most out of your part-time team, here are two tips to consider:

1. Let them know they count, even though they aren’t full-time. Everyone on the team is important. Don’t differentiate between full-time and part-time workers because regardless of how many hours they clock in, the role they perform adds value.
2. Empower your part-time team members by giving them more responsibility. When people feel more ownership in their role and have a bigger stake in the company, they’re more likely to give their best.

Follow these tips and you’ll have part-time staff who are more connected and committed. Plus, you’ll see more synergy between your full-time and part-time workers—and a team who works well together achieves better results.

Heartwired and Hardwired Leaders know how to inspire and motivate their teams. Take this quiz now to find out if you are a Heartwired and Hardwired Leader.