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Leadership Archives - Groupe Insearch

Female Leaders

Female Leaders Proven More Likely to Coach and Mentor

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Women make up more than half of the labor force in the United States and earn almost 60 percent of advanced degrees, yet they bring home less pay and fill fewer seats in the C-suite than men, particularly in male-dominated professions like finance and technology.

Research suggests that the male presence in the majority of senior leadership positions does not indicate that men possess better talent than women, but rather there is no significant indication of better performance in a specific gender. In fact, many studies consider women to be more likely to excel in leadership and mentorship roles.

Female leaders are proven more likely to coach and mentor successfully for many reasons:

Less transactional and more strategic relationships with employees

While men use networking to advance their careers, women tend to use their networks for both support and relationship building. Women’s presence in the upper echelon can enhance the social networking and mentoring opportunities of other women in the organization.

Women tend to be kinder in leadership roles

Kindness is rarely ever associated with leadership. However, some form of reassurance, compassion, and empathy can make a huge difference in your team’s dynamics. According to studies, women tend to be equalitarians, sharing evenly with peers while men tend to be more individualistic. Effective leadership demands kindness. In fact, leadership in itself is an act of kindness.

Women trend more emotionally intelligent

When it comes to empathy and self-regard, women tend to score higher than men. Studies show that women are more likely to identify emotions and subtle cues of emotional expressions.

Psychologist Daniel Goleman considers higher emotional intelligence a major trait of ineffective leaders. A leader or a mentor needs to connect with people at a deeper level to make an impact in their lives. These traits help them support, coach, influence and resolve conflict among individuals and teams effectively.

Most people imagine leadership to be a male-dominant field. For example, qualities such as confidence, independence, and assertiveness are frequently associated with men. We hardly ever think of empathy, kindness, relationship building, or collaboration to be leadership traits. This is a bias handed down to us since our childhoods. It is time we change these narratives and think of leadership as an amalgam of traits that cater to both a variety of qualities and attributes.

Mentoring is critical for team growth and talent retention. Are you doing enough to support your team? Hire a recruiter today to find the next leader for your team!

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CEO

What Sets the Best CEOs Apart from Others

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As the leader in any organization, the Chief Executive Officer holds an exceptionally visible position of power and influence.

The CEO’s job includes setting the mission, visions, and goals, motivating the executive team, collaborating with stakeholders, representing the company and its values, and developing a solid work-life balance.

How does a board find someone who can execute these tasks flawlessly?

As it turns out, the board can’t because perfection doesn’t exist. It isn’t even preferable. Instead, hiring boards should consider these five characteristics.

  1. Education and Experience

Many boards tend to seek out leaders with degrees from prestigious universities. There is little correlation between the stamp on a sheepskin and the recipient’s ability to lead an organization.

What does matter, however, is the CEO’s willingness to learn and apply their knowledge and previous skills to help to make decisions.

  1. Personal Characteristics

Many people identify extroverts as the best CEOs because they are charismatic leaders. In reality, introverts perform better in this role, quickly meeting or exceeding their goals.

While confidence may land a candidate a CEO position, it does not affect job performance.

CEOs are willing to confront others when necessary. They don’t hide from challenges; they meet them head-on. Those who excel in their roles focus on meeting their goals – and winning.

  1. Best CEO Decision-Making Habits

CEOs who can strategize and make decisions quickly excel over those who do not. 

The reason is simple: executive-level leadership requires decisiveness. CEOs must make decisions confidently, even when there’s little time to respond to developing situations. Making a mistake is preferable to making no decision at all.

Those surrounding the CEO prefer consistent and immediate decision-making to uncertain delays.

  1. Getting Buy-In from Others

Those in the top position in a company seek feedback and gather diverse viewpoints. These viewpoints may shape the CEO’s decision, but the decision is based on facts rather than popular opinion.

Top CEOs prefer to hire people with the skills they may be lacking; these employees often become trusted advisors.

  1. Strategy-Building Skills

Not everyone can see the big picture, but that’s what the CEO does. This role requires eagle-eye acuity for envisioning how all the parts work together. Those who work with CEOs often describe them as:

  • proactive proponents of change for the right reasons
  • committed to thinking long-term
  • trustworthy individuals who follow-through
  • positive and predictable
  • makers of bold moves

Not everyone has the skills and mindset to be a CEO. To be the best at the top position in any company requires a unique set of characteristics. As it turns out, no one thing defines a successful CEO. The most successful, and ultimately the best CEOs, are a combination of everything.

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Empathetic Leaders

Consumer-Facing Companies Need Empathetic Leaders

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There’s no question that Covid-19 forced fundamental changes to the way we run as a society. After nearly two years, some of these changes will likely be permanent. One fundamental change businesses are making is how they relate to their customers. Rather than customer engagement and convenience being the main focus, it’s now shifting to essential needs, like safety and security.

According to Forbes, displaying this level of acknowledgment to customers makes them feel like the company is concerned about them and looking for tangible solutions to their current problems. If this sort of empathy is to be extended to the customer, it first starts within.

How does a company become more empathetic as a whole? It starts with leadership. Empathetic leaders give the workers a role model for empathy that turns into an entire company exuding the emotion. 

Chief Experience Officers (CXO) Are the Empathetic Leaders You Need

Rather than the entire C-Suite focusing on finances and numbers, having someone in the room advocating for the customer at the turn of every major business decision is the best way to close the customer experience gap and keep it closed.

CXOs not only look at every step of the customer experience to ensure every touchpoint is dedicated to the customer’s needs, but they serve as that empathetic advocate for the rest of the company. They can effectively inspire the company to want to focus on the customer and each department delivering their “line of sight” in full dedication to the customer experience.

Allowing the CXO to inspire and mentor the company to deliver that customer-focused line of sight will build a genuine, empathetic framework that vibrates throughout the company. 

Different Ways Customer-Facing Companies Can Empathize During the Pandemic

Customers are humans first, who may have had trouble paying their bills and meeting necessities since the onset of the pandemic.

How does a business empathize with this while still making money?

Here are a few key ideas:

  • Rather than focusing on upselling, showcase how you can provide them with the essentials they need, including safety and security. Customers are likely to upsell on their own if you appeal to these needs.
  • Remain at the forefront of their hearts while implementing contactless business.
  • Rebranding certain products to tailor to customer needs.
  • Be a light in your customers’ day at a time when depression and anxiety are on the rise.
  • Focus on your web presence as this is the epicenter for customer experience right now.

There is something to be said for empathetic business. Empathy has always been a keynote in the customer experience but is now more than ever. Customers crave that security and trust in a brand. In order to create such a framework, empathy has to be encoded in the DNA of the company. Finding an empathetic leader that inspires the company to focus on empathy for the customer above all else is the core that will set you apart.

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Leadership

4 Signs of a Self-starter

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When you inquire about how some business organizations maintain their productivity levels, you may find that those organizations have C Suite officials who take proactive measures in completing the company’s projects. These people are self-starters.

Self-starters are usually people who show positive attitudes to work. They are filled with great energy when carrying out tasks. They are also enthusiastic, innovative, and have initiative. More often than not, they stand out in any organization because of their performance and productivity.

They are not hard to identify in an organization because they have the zeal to work and take the forefront in completing the company’s projects. Below we outline the signs and features of a self-starter.

They Have a Winning Mentality

A self-starter usually has a winning mentality. They believe they can complete tasks successfully, and they are always ready to take responsibility to achieve positive results. When they are faced with some challenges in the process, they develop new strategies and ways to combat the problems.

When no one knows how to carry out a complex project, a self-starter may likely be a problem solver. They may map out plans tailored towards tackling complex tasks.

They are Not Weakened by Failure

A self-starter sees failure as an opportunity to learn and correct mistakes. When Plan A fails, they switch to their fallback plan. A self-starter individual knows that failure is part of the journey to success.

They, therefore, worry less about failure because their target is a success. They are the people you can rely on if they are in your company’s C Suite role.

They are Naturally Motivated 

An organization succeeds when they have workers who are naturally motivated to work. A self-starter is a product of zeal and motivation. They also encourage other team members through their positive attitude to work.

Naturally, a self-starter loves what they do because of their innate motivation and passion. Through this, they have passion for the company’s vision, the same way the company owner might do.

They are Usually Leaders

Leadership requires some particular skills. Taking responsibility and completing it are some of these skills. A self-starter, through their maximum performance, assumes leadership positions in an organization.

There are numerous factors why they are usually regarded as leaders.

  • They are diligent about work.
  • They motivate and encourage team members in the completion of tasks (team-oriented).
  • They do not see failure as an escape route from responsibility.
  • They are problem solvers.
  • They are result-driven.

Above all, these signs above are an indication that a leadership position in a company lies beyond the three-letter words, e.g., CEO. It relies solely on how an individual shows great energy and enthusiasm to work; how they take an initial step in getting a task done successfully. Most importantly, it also impacts how you can boost the morale of your team members.

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Management

Why Managers Should Never Eat Alone

By | Career Guidance, Corporate Culture, Leadership | No Comments

As a leader, you want your employees to know that you value their opinions and see them as people. One of the easiest ways to demonstrate this is to have lunch with them regularly. Managers who eat with their team members receive various potential benefits, such as higher employee retention and improved performance. Lunchtime is also one of the best times to build your network. This is especially true in the C-suite, where relationship-building is extremely important.

 

Improve Retention

Not liking their manager is one of the most common reasons people quit jobs. Taking the time to talk with your employees and demonstrate you empathize with them and care about their success will instantly make you a likable leader. This is why you should never eat alone. Eating lunch with your team members is an excellent opportunity to socialize with them and get to know them on a more personal level. Build a connection with your team so they will want to work for you. 

 

Improve Team Performance 

 Employees who feel a connection to their team and to their managers are more driven to succeed. When team members eat alongside their managers, they feel seen. By connecting with your team on their level and in an informal setting, you will build trust and loyalty. Eating lunch as a group makes sure everyone feels included, which makes people want to do better and contribute to the group’s success. 

 

Build Your Network

 Eating lunch with others is also a great way to grow your professional network. Networking is most successful when it is based on authentic relationship building and isn’t just networking for the sake of networking. Most networking nowadays has moved online, yet nothing is as powerful as face-to-face conversations. When you eat together, you form relationships built on genuine camaraderie and respect. The relationships you create at the lunch table are much more meaningful than ones limited to online communication. 

 

Enhance Your Mood

 Another reason you should never eat alone is that it is simply more enjoyable to eat in the company of others. Eating in a large group enhances mood and makes people feel happier. If you always eat alone, you may eventually start to feel lonely and excluded. Even managers need to take a break from constantly thinking about work. Lunch breaks are a chance to give your brain a rest from work stress and to let loose. This can be a lifesaver when it comes to mental health.

 

While many managers are in the habit of eating lunch alone, a lot of good can come from making a point never to eat alone. On the one hand, this habit will help you build a connection with your team, improving employee retention and team performance. On the other hand, it can help you grow your network while enhancing your mood and reducing stress. 

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