This week, Erica Peitler, author of Leadership Rigor, was my guest on Critical Mass Radio Show. Leadership Rigor offers innovation in leadership through its breakthrough approaches for transforming the way you lead. And author Erica Peitler says it’s all about “how” you lead to “what” you can achieve as a leader. She joined us to discuss how her latest book can be used a resource and roadmap to help your leadership development journey. Here are three takeaways from our time with Erica Peitler on Critical Mass Radio Show:
1. Focus on “organizational excellence.” Have a prioritized method of approaching organizational tasks. In Leadership Rigor, Erica created a model which breaks this down into six key things that leaders must do to have organizational excellence. The first is creating a “safe space” environment in which team members feel they can say what they need to say, feel safe and encouraged to do so, and where the team knows its leader is committed to getting things off the ground. The second piece is culture: working, collaborating, and making decisions that are in line with the values of the organization. Along these lines, talent is an important piece; team members should further role model the cultural values of the organization. Strategy is where the organization is positioned, and how to do so most effectively. Performance is what steps the organization takes and how actions are measured. Finally, it is important to have effective communication in terms of where your organization is going and what you hope to accomplish.
2. Start with culture. Culture is the glue that maintains cohesiveness within an organization; however, most organizations do not invest enough time in being consciously disciplined when it comes to organizational culture. This may cause long-term problems that can eat away at a leader’s time, such as dealing with behavioral problems and challenging team members. To prevent this, proactively address cultural elements of the organization and its processes. Leaders who are able to bring sustainable change to an organization are able to do so by being culture-focused.
3. Inspire motivation, and inspire trust. You can’t motivate people; people must motivate themselves. However, leaders can inspire motivation by creating a space in which each individual’s motivation can be fully realized. Be savvy in terms of understanding the inherent motivations of your team members. In terms of trust within an organization, it is better to be a giver of trust than a leader who requires trust. The mindset of requiring trust puts team members in a position in which they might not feel safe, because they constantly feel like they have to live up to expectations or prove trust. However, being a trusted leader – rather than demanding trust – encourages team members to be authentic and vulnerable with you, and feel comfortable asking for help when needed.
Listen to our full interview with Erica Peitler below: