Melanie McMillan on LinkedIn: Why so many bad bosses still rise to the top (2024)

This article by HBR says, “self-worth is our set of core beliefs about our value as a human being. It’s how we see ourselves and who we perceive ourselves to be. People differ in what they believe they must be or do to have worth or value.”Since I’ve worked with CEOs and senior executives from Fortune 500 companies for 20 years, I’d add a few things to the article.1⃣ Change the mental picture. How you see yourself on the inside is a direct and outward reflection of how you act, behave, and communicate on the outside. We call it leakage, as once this mental picture is inside your subconscious, it leaks everywhere. You’ve got to practice some techniques I share with my clients to reshape that internal picture they carry around with them 24/7. Once they change their internal picture, they can boost their self-worth by acknowledging their achievements, embracing growth opportunities, and nurturing supportive relationships, reinforcing their value and significance. I’ve found that when doing Hathorn Group 360 Interviews, people often see the leader as more confident than they see themselves. It’s a process, but I’ve seen clients move from lacking self-esteem to being confident and unstoppable.2⃣ What You Focus on Expands.I love the quote, “You become what you think.” What you focus on expands, highlighting the power of attention in shaping our reality. Leaders can attract more success and fulfillment by concentrating on positive aspects and goals, as their energy and actions align with their focal points. This principle encourages a mindful approach to life, emphasizing the importance of focusing on who we wish to become as more extraordinary leaders.3⃣ Leverage Your Strengths While Strengthening Your Development AreasLeveraging your strengths allows you to maximize your potential and achieve peak performance while concurrently addressing and improving your weaknesses, ensuring a well-rounded and resilient skill set. This dual approach fosters personal and professional growth, enabling individuals to excel in their endeavors by capitalizing on their natural talents and diligently working to overcome their limitations. Whenever I’m working with a client, I want to ensure I know all of their strengths to help them pull from their natural strengths as they tackle every obstacle and challenge standing in their way.I’d love to hear from you about what other tips you have beyond this article to help leaders develop a higher sense of self-worth and become fearless.#coaching #executivecoaching #leadership #mindset #leadershipskills #success

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"Avoiding committing microaggressions is not enough; to remedy the harm they cause, we need to counteract them." I often conduct corporate microaggression trainings to help individuals understand what microaggressions are, the harm they cause and how to deal with them when they occur. I agree with the authors that Microvalidations are one way to encourage positive actions in the face of negative ones. Microvalidations are small, positive actions that encourage or affirm. This is a great resource by Laura Morgan Roberts and colleagues on how to model microvalidations as a tool for inclusive communities and connections. Here's how:▶ Acknowledge Presence- Make eye contact, put your phone away when engaging.▶ Validate Identity- Refer to people that is in line with how they think of themselves. Use their preferred names, pronouns and be open to learn about their experiences rather than try to fit them within your worldview. ▶ Voice your appreciation for everyone's contribution - Do this in real time as much as possible▶ Hold people to high standards - People in non-dominant groups are often held to lower standards in subtle ways: They are steered towards lower-level tasks; their work is micromanaged; and they are given feedback based on negative group stereotypes. Hold all team members to high standards and make it clear that you expect they can meet them. ▶ Affirm leadership potential and status - Use formal titles in public settings, express that you have confidence in leader's ability to rise to challenges. https://lnkd.in/ep4gwWVB

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"People want to connect. Above almost any other need, human beings long to have another person look into their faces with love and acceptance. The issue is that we lack practical knowledge about how to give one another the attention we crave."David Brooks' journey mirrors ours at Barry-Wehmiller. We wanted our company to be built on principles of caring, so we needed to teach the skills of caring. We needed to train our leaders to get beyond traditional “management” that conditions us to view people as functions to get them to do what we want so we can be successful, not because we care about them. Read more in this new #TrulyHumanLeadership blog post:

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When you choose people in leadership or administrative positions, choose fair people who have a conscience and have a culture of discussion and consultation and differentiate between work, interests and personal relationships, people who will remove the sheila, people who do not have mental illness, people who say on paper are implemented in reality, people with future experience

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I grew up as a minority trying to fit in at mostly-white schools. The result of struggling to assimilate: I equated being liked with being safe. When I started out in business in my 20s, I still held that belief. So I tried to please as many people as possible and ran into a problem: That approach might get you along socially – But as a leader you have to make decisions that: ✅Earn people's respect ✅Make your business strong & sustainable ❌… But don't always make you popular in the moment Trying to have it both ways? A recipe for pain and anxiety 😬 And that got exhausting. So as I got older and became more secure in myself and as a leader… I made more decisions on the basis of my principles and found: 💪 I trust myself and my integrity 💪 My team has *real* principles to identify with 💪 My values became a part of my organization’s culture All of that is more valuable than being liked. But the biggest 🔐unlock 🔐… If you treat people with kindness & respect, which is a *must* – And make the right choices that prioritize the long term – You can be liked AND respected. By others AND yourself. You might not be invited to after-work happy hours as often – But you're giving yourself and your team something more powerful. An honest vision for the future. 🌎

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💡 "I haven't really earned it," she whispered, her eyes filled with doubt. Sound familiar?These words echo the insecurities that often plague us as female leaders and what I often hear from my potential clients.We question our worth, believing that we haven't been in our roles long enough or that our achievements somehow diminish the accomplishments of others. One of my brilliant clients once described this as a FOOMO - fear of others missing out!We play small and avoid speaking up because we don't want to step on others' toes!But here is the reality:Your promotion wasn't handed to you by chance; it was a recognition of your talent and potential. You aren't in the meeting by mistake but by requestYour thoughts aren't required to be perfect before being uttered - they are just required.I really feel it's time for all female leaders to shed the weight of not-enoughness and step into the boardroom with confidence and gravitas. But that is going to require us to rewrite the current limiting narrative we've created and are living by.Once we begin to embrace our brilliance it is so much easier for others in our organisation (and beyond it!) to see and accept our brilliance too.How are you going to recognise your brilliance today?PS.If you are struggling to see or accept you own brilliance and it is limiting your career or just exhausting you - I would love to invite you to have a chat so I can show you just how fabulous you already are! You can book here:https://lnkd.in/gAwS72b

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Do you often see others' needs even before they ask? You could be an ISFJ. Our client The Myers-Briggs Company shares their expertise on the personality type in Forbes, detailing their strengths & hidden leadership qualities. More than just supportive, ISFJs can be powerful team players.Forbes article: https://bit.ly/4bPY5aA #ISFJ #Leadership #Personality #MBTI

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Interesting article here and the one issue that resonates with me is Fosters a sense of connection and belonging.Enjoy the read

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Look after your staff no matter what level 💎 I cannot stress this enough. Daily I see different bad habits of managers/company owners belittling and trying to control their staff and do you know where it is most common? Male superiors with female subordinates. Your staff are there to help you and make your job easier, treat them well and they will go above and beyond for you. Listen to them, act upon your promises and be a leader rather than just taking the title.

You have a few seconds to create a great first impression? Dr. Travis Bradberry, an expert in emotional intelligence, describes two keys to that first few seconds and the enduring results.For more Leadership tips from Blueprint Leadership, click here --> #blueprintleadership and click follow!Learn more: https://lnkd.in/d7u_4Na#HR #Emotionalintelligence #LeadershipDevelopment #EmployeeEngagement

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