Mosaic People Development

If you're feeling a lack of confidence at work right now, I need you to hear this: it's normal.

Confidence is a feeling, and feelings are not constant.

Whenever your responsibilities increase, your confidence dips.
As your competence grows, your confidence follows.

So if you're in that dip right now, today's blog is for you. I'm sharing 5 steps to help you build your confidence, one small action at a time.

https://www.mosaicpd.com/confidence/build-leadership-confidence/

I see leaders struggle with confidence all the time.
To be honest, it’s okay to feel that way.
Why?
Well, every time you learn something new, of course you don’t feel confident.

Confidence is something that builds over time.

Here is the tricky part for leaders.
Whenever you take on a new task, a new role or a new job, you will have to learn new skills or behaviours. These learning points in your career are where your confidence naturally dips.

Did you know that there are actually 5 levels of leadership that you will likely have to navigate over your career? With each level of leadership, your learning increases.

For example, in level one, you are an individual contributor. You are a leader of your own work.

In level two, you become a manager. Now you have to learn to get results through others.

From there, it keeps building. Each level requires you to learn something new, like strategic thinking, delegation, coaching or prioritization.

This Friday I’m sharing the 5 key steps that you can take to build confidence no matter what level of leadership you’re stepping into.

Want it delivered straight to your inbox? Join my mailing list for a new leadership lesson every Friday.

https://www.mosaiclearninghub.com/mailinglist

Have you ever had someone on your team who frustrates you?

Maybe they are too slow at completing their tasks.

Or perhaps they need way more recognition than you think is necessary.

Well, instead of judging them as “wrong”, I’d like to offer a different perspective.

They are not “wrong”; they are just “different”.

Their work style is probably different than yours.

That is okay!

In a recent conversation with Ron Monteiro on his podcast, Love Mondays, we discussed the fact that 75% of the population is wired differently than you are. They have different work styles, different ways of processing and different needs than you do as their leader.

So, when someone on your team is frustrating you, the first move shouldn’t be to fix them. Rather, it should be to pause and take a real look at what's actually going on.

In this Friday’s Leadership in Focus blog, I’m diving deeper into the 4 communication styles that I see most often and how to bridge the gap when there are multiple styles on your team.

www.mosaiclearninghub.com/mailinglist

"No agenda, no attenda."

That's one of my favourite lines from a recent conversation with Ron Monteiro on his podcast The Love Mondays Podcast.

If nobody prepared for the meeting, why are you even having it?

An agenda doesn't need to be formal. It can be a few bullet points jotted down five minutes before you hop on the call, but it needs to exist.

Without one, you're not running a meeting. You're just gathering people and hoping something useful happens.

Next time you're about to book a meeting, ask yourself what you actually want to walk away with. Then jot down two or three bullets before you send the invite.

I go deeper on this and tons of other practical leadership tips in the full podcast episode.

https://www.mosaicpd.com/resources/

A CFO once asked me to "keep an eye" on one of his employees during a workshop that I was facilitating for his team. He was thinking about letting her go and wanted my opinion of her.

I wasn’t thrilled with this request, but I was curious to observe his team member in action. Turns out she wasn't underperforming. She just didn't work like everyone else on the team and I LOVED her!

While the rest of her team was detail-oriented, valued accuracy and was very process-oriented (all great qualities for their role), she was flexible, collaborative, encouraging and strategic.

Not only did I tell the CFO to keep this team member, but I also told him to promote her to a leadership role! He did, and she became his right-hand person for many years to come.

Through this experience, the CFO learned an important lesson: You can’t force everyone to work in the same way that you do.

As a leader, you have to learn to change or adjust your style to meet their needs.

I'm breaking down exactly this in this week's Leadership in Focus blog.

Subscribe for free and get it delivered to your inbox Friday morning.

https://www.mosaiclearninghub.com/mailinglist

Would you consider yourself self-aware?

One study found that 95% of people believe they're self-aware, but only 10 to 15% actually are.

That gap matters! As a leader, it is important that you understand how your behaviour impacts your team. For example, you might think that you are being supportive when your team actually experiences you as micromanaging them.

Or you might think that you are being decisive when they're perceiving you as dismissive.

In this week’s blog, you'll learn specific strategies that you can leverage to improve your self-awareness.

https://www.mosaicpd.com/self-awareness/how-to-improve-your-leadership-through-self-awareness/

While you're there, you'll also find details about the Lead Your People Program, which starts September 8th. In the program, you'll complete the DiSC Profile assessment and learn more about yourself and how to work best with others who may have different work styles.

Would you say that you are a self-aware leader?

Whenever I teach a leadership program, I always start with my first pillar of leadership success, which I call "KNOW YOURSELF".

Why? Well, you can't grow as a leader if you don't understand your own strengths and weaknesses first.

One of my favourite tools to develop self-awareness is the DiSC Profile self-assessment. It shows you whether you tend to be more dominant, influencing, steady or conscientious. It also gives you a real window into how you operate and work with others.

Inside my Lead Your People Program, you'll take the DiSC assessment as part of the process. You'll walk away understanding yourself better and knowing how to work with the different styles on your team.

Curious what your work style says about you as a leader? Let's dig into it together this September! Registration closes for my Lead Your People program on August 31st, and group rates are available so you can develop with your team.

https://www.mosaicpd.com/lead-your-people/