Lead By Example Others Will Follow

We’ve all worked for this person:

The director who tells everyone they have to work hard to reach their targets and then leaves to play golf.

The manager who calls down staffers for not keeping regular office hours and then says, “I’ll be working from home for the rest of the week.”

The executive who freezes salaries and then attends a conference at an expensive resort.

These people may be leaders in the technical sense of the word, but they aren’t inspiring anyone or earning respect. That’s why the gold standard of leadership is leading by example.

When you lead by example, you make it easy for others to follow you. Here’s how to make sure you’re on the right track:

You don’t take anything for granted.
Always show gratitude—for the work that’s being done and for the talent and commitment behind it.

You keep your eye on the ball.
Concentrate on the goals you have set for yourself as well as for those around you.

You maintain an optimistic spirit. 
Good cheer is contagious, and orienting yourself to see the bright side influences those around you.

You take time to listen. 
Know that listening is at core of great leadership, and give your people the consideration of hearing them out without interruptions or distractions.

You notice, acknowledge, and connect.
Always acknowledge people for what they do. And when the opportunity arises, introduce them to others when they can benefit from networking.

You never, ever gossip. 
Don’t initiate and don’t partake. If someone shares a rumor with the potential to undermine a co-worker, don’t comment or engage. Stop it in its tracks.

You stay out of office politics. 
As difficult as it may be, avoid choosing sides in office disputes. Take part in conversations that deal with issues but not those that dissect personalities.

You dress for success. 
Always dress a level better than what others might expect of you. Look the part and create an image that others can respect.

You respect other people’s time. 
Return calls and e-mails promptly; start and end meetings on time.

You are open to opinions. 
Listen graciously even in disagreement. Lean forward and show you are interested.

You are tactful. 
Before you offer a suggestion, acknowledge the others that have been brought forward. Replace butwith and.

You show interest.
Pay attention to those around you and take note of their time, their work, and their responsibilities.

You involve others. 
Make them feel involved—share strategies and let them know their ideas and work matter.

You model the way. 
Demonstrate the behavior you expect from others. Know that they are looking to you for cues about how to act.

If you are in a leadership position, it’s up to you to be accountable.
Everyone is looking to you for guidance and strength; that is part of what being a leader is.

Lead From Within: When you lead by example, you create a vision of what is possible for others. They can lead by example, too, once you show them how it’s done.

© 1991-2017 Lolly Daskal
Web Development by Apollo

10 top tips to become super resilience

Here are 10 things that you can do to build up your resilience, and prepare you to bounce back from the inevitable “boom” things that will happen in your life:

1. Recognize that being resilient is a choice.  Choose it!

2. Identify resilient role models.  Do what they do.

3. Focus on the journey, not the destination. Embrace gratitude throughout the process.

4. Help others. Be giving and get your mind off of yourself.

5. Face your fears and learn to control your negative emotions.

6. Stay physically fit.  Resilience requires stamina and energy.

7. Laugh as much as you can.  Don’t take things too seriously.

8. Live in the moment.  Practice mindfulness and be willing to sit still and take in the awesome power of now.

9. Take the next step—every day—no matter how hard it might be.

10. Be happy. Resilience and happiness are closely related.  Positive emotions are the fuel for resilience.

Read full article from Coach Brett Blair:

https://blog.coachbrettblair.com/top-10-ways-become-super-resilient/?utm_source=twitter&utm_medium=blog%20post&utm_campaign=general

The Best Way to Defuse an Argument Is to Listen

Few things feel worse than getting yelled at by a coworker.

When a colleague criticizes you, your first instinct is likely to be self-defense: You want to point out all the ways they’re wrong and you’re right. But even calmly contradicting the substance of your coworker’s argument may make things worse.

Instead of rushing to justify your points, start by validating your coworker’s feelings and restating their views. For example, you could try, “I hear you. You don’t see your team’s input in what I just presented.”

Showing that you’re listening and genuinely trying to understand your colleague’s perspective gives them less reason to holler.

Although it might feel counterintuitive, demonstrating support for an angry colleague — without necessarily agreeing with their points — is one of the best ways to de-escalate a conflict.

Adapted from “How to De-Escalate an Argument with a Coworker,” by Liane Davey

Malaysia's emerging digital economy*

17/11/2017, 9:44:13 PM: ‪+60 16‑656 0047‬: *Malaysia's emerging digital economy*
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2. Uber/Grab - ride sharing
3. The Lorry (thelorry.com) - rent lorry, van, 4x4
4. Serv (serv.my) - service your vehicle without going to the workshop
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7. Kfit (kfit.com) - book slots at gyms, spas, workout studios
8. Kaodim (kaodim.com) - find service providers
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11. PantangPlus (pantangplus.com) - for young urban mums who wants service while they’re on pantang
12. BookDoc (bookdoc.com) - connects you to healthcare professionals near you
13. Helpr (helprnow.com) - platform for personal shoppers
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15. Recommend (recommend.my) - on-demand home improvement site
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20. Content (content.co) - connects you with content writers
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27. Shoppr (shopprapp.com) - search for brands and it’ll direct you to online shopping sites
28. HonestBee (honestbee.my) - grocery, food and laundry delivery service
29. Speedrent (speedrent.com) - deal direct with owners, no agents
30. BigCast (bigcast.my) - marketing platform that connects you to advertisers
31. iPrice (iprice.my) - gathers products from other e-commerce sites to one single platform
32. CatchThatBus (catchthatbus.com) - buy bus tickets online
33. BeBonobo (bebonobo.com) - a website that lets you easily find things you need from your neighbors - for free.
34. MaidEasy (maideasy.com) - book a 2 or 4 hour slot for maids and they will deliver
35. WanderZoom (wanderzoom.co) - book a photographer for any event
36. FlexiStorage (flexistorage.com.my) - rent storage space
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39. Foooqy (foooqy.com) - home-cooked dishes for delivery
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41. Kakitangan (kakitangan.com) - they handle HR matters for small companies.
42. Hostel Hunting (hostelhunting.com)  - for students looking for hostels/room to rent near their campuses
43. Watch Over Me (watchovermeapp.com) - tracks your location and alerts people you choose during an emergency
44. Booku (booku.rent) - rent books
45. Petsodia (petsodia.com) - find hotels for your pets
46. Halal Navi (halal-navi.com) - finding halal restaurants near your location
47. MOTUS (MOTUS.my) - your choice of boutique gym access throughout Malaysia
48. Door 2 Door Doctor (door2doordoctor.my) - home healthcare and medical concierge services to your home

Avoid These 4 Behaviors That Derail Conversations

When difficult conversations at work go wrong, they can rapidly devolve into unproductive arguments.

Keep your discussion on track by minding the A-BCDs: Avoid Blame, Contempt, Defensiveness, and Stonewalling.

Blame. Try not to make assumptions about what your colleague is thinking, and don’t make groundless accusations. Keep the conversation focused on facts.

Contempt. Acknowledge when you’ve lashed out in exasperation, and do your best to avoid making judgments.

Defensiveness. Take responsibility for your part in the conversation. Are you open to input, or do you interpret new ideas as criticism?

Stonewalling. Commit to listening and contributing with an open mind, instead of avoiding an unpleasant topic or refusing to participate fully in the conversation.

Any of these behaviors can derail a discussion, so make a commitment to yourself — and your teammates — to avoid them.

Adapted from “8 Ways to Get a Difficult Conversation Back on Track,” by Monique Valcour

To Change Company Norms, Get Other Leaders’ Support

When you become a manager, it’s likely that your team already has norms in place.

You may notice bad practices that need correcting right away, such as using work hours for personal projects or neglecting customers during too-long lunch breaks.

Before you implement a new policy, however, determine whether leaders in the organization ignore the poor behavior.

It will be tough to get your team to change if they know employees on other teams are getting away with it.

So if some leaders condone the behavior, your first step is to convince them a change is necessary.

Start by collecting information about the problem:

• What is this behavior costing the organization?

• How often does it occur?

• Does it damage customer service or another area of the business?

Present your colleagues with data that makes a compelling business case. And structure your argument around business outcomes, not a moral appeal.

You need your boss and fellow managers on your side before you can address a long-tolerated issue with your employees.

Adapted from “What to Do When You Inherit a Team That Isn’t Working Hard Enough,” by Joseph Grenny

Motivate Your Team by Connecting Their Work to What Matters

All managers need to motivate their employees, but many struggle to get it right.

Bosses looking to deliver an effective pep talk should explain why the work they are asking people to do is important.

How do the employees’ tasks connect to the organization’s purpose?

Point out ways your team is making a real difference for customers, the community, or each other.

The CEO of a pharmaceutical startup, for example, might say, “I know everyone here wants to help save lives from heart disease. That’s what our work is all about.”

Or you can connect your employees’ responsibilities to their personal aspirations. A fast-food restaurant manager could tell teenage workers, “One of our company goals is to provide good, stable jobs so that you have money to help your families and save for college.”

Research shows that connecting work to meaning is the toughest part of a pep talk to deliver, but getting it right is essential to motivating your team.

Adapted from “The Science of Pep Talks,” by Daniel McGinn

To Inspire Your Team, Show Some Emotion

Keeping a cool head at work is important for decision making and team cohesion, but it can have an unintended drawback: Your calm professional persona may be so rigid that you forget to be yourself or show your emotions.

As a leader, it’s hard to generate enthusiasm among your direct reports if you always wear a serious face.

Next time you prepare for an important speech or meeting, think about the emotional takeaway you want to impart to your employees.

Then choose words that match your emotional tone. If you want your team to feel confident, for example, say you are “proud” and their ideas are “powerful.”

Or if your team is facing a tight deadline, tell them the task is “critical” and you’re “eager” to meet the opportunity so that your organization won’t “miss out.”

Without emotional language, your message may fall flat, so be forthcoming about how you feel — a leader’s emotions are contagious. If you project excitement or encouragement, your team will pick up on your energy.

Adapted from “New Managers Shouldn’t Be Afraid to Express Their Emotions,” by Kristi Hedges

Before a Difficult Conversation, Consider Your Counterpart’s Perspective

It’s natural to go into a difficult conversation focused on what you want from the situation. But thinking only about your goals won’t give you and your counterpart the common ground necessary to resolve the conflict.

You need a good understanding of what the other person’s objectives and interests are. They had a rationale for the way they’ve behaved so far (even if you don’t agree with it), so what might that be?

Think about what’s going on for them.

Ask yourself: What are they hoping to accomplish? Why does this matter to them? If you’re not sure, ask someone you trust what they think is going on in your counterpart’s mind.

You might say something like, “I’d love some advice and coaching. I haven’t worked much with Akiko before, but I know you have. Can you help me understand how she might be seeing this situation?”

Putting yourself in the other person’s shoes will give you information you can use to navigate the discussion and propose solutions that meet both of your needs.

Adapted from the HBR Guide to Dealing with Conflict, by Amy Gallo

Managers, Tell Your Employees How You Like to Work

Management Tip -  November 09, 2017

Managers, Tell Your Employees How You Like to Work

There’s typically an adjustment period when managers take over a team, as they and their direct reports learn how best to work together.

Accelerate this learning process — and keep your team from having to guess your management style — by creating and sharing a work-style table.

In the left column, add your characteristics and behaviors. For example, “I raise tough issues up front and directly” or “I’m not a morning person.”

In the right column, add suggestions for how others can work with your preferences. For example, alongside “I raise tough issues,” you could write “If you feel my response is blunt or direct, realize that it’s about the issue, not about you personally.”

And next to the “morning person” entry, you could write, “Avoid scheduling meetings where I have to make a big decision before 10:00 AM.”

Being open about your management-style preferences can mitigate misunderstandings and help your team work together more productively.

Adapted from “Do You Know How Each Person on Your Team Likes to Work?” by Sabina Nawaz

DAKWAH - Pof HAMKA

Masya Allah, dengan halus, santun, dan cerdasnya, Buya Prof Hamka menasehati kita semua tentang Dakwah...

Dakwah itu membina, bukan menghina.

Dakwah itu mendidik, bukan 'membidik'.

Dakwah itu mengobati bukan melukai.

Dakwah itu mengukuhkan bukan meruntuhkan.Assalamualaikum

Dakwah itu saling menguatkan, bukan saling melemahkan.

Dakwah itu mengajak, bukan mengejek.

Dakwah itu menyejukkan, bukan memojokkan.

Dakwah itu mengajar, bukan menghajar.

Dakwah itu saling belajar, bukan saling bertengkar.

Dakwah itu menasehati bukan mencaci maki.

Dakwah itu merangkul bukan memukul.

Dakwah itu ngajak bersabar bukan ngajak mencakar.

Dakwah itu argumentative, bukan provokatif.

Dakwah itu bergerak cepat, bukan sibuk berdebat.

Dakwah itu realistis bukan fantastis.

Dakwah itu mencerdaskan bukan membodohkan.

Dakwah itu menawarkan solusi bukan mengumbar janji.

Dakwah itu berlomba dalam kebaikan bukan berlomba saling menjatuhkan.

Dakwah itu menghadapi masyarakat bukan membelakangi masyarakat.

Dakwah itu memperbarui masyarakat, bukan membuat masyarakat baru.

Dakwah itu mengatasi keadaan bukan meratapi kenyataan.

Dakwah itu pandai memikat, bukan mahir mengumpat.

Dakwah itu menebar kebaikan bukan mengorek kesalahan.

Dakwah itu menutup aib dan memperbaikinya,  bukan mencari2 aib dan menyebarkannya.

Dakwah itu menghargai perbedaan, bukan memonopoli kebenaran.

Dakwah itu mendukung program kebaikan bukan memunculkan keraguan.

Dakwah itu memberi senyum manis, bukan menjatuhkan vonis.

Dakwah itu berletih-letih menanggung problema umat, bukan meletihkan umat.

Dakwah itu *menyatukan kekuatan, bukan memecah belah barisan.

Dakwah itu kompak dalam perbedaan, bukan ribut mengklaim kebenaran.

Dakwah itu siap menghadapi musuh bukan selalu mencari musuh.

Dakwah itu mencari teman, bukan mencari lawan.

Dakwah itu melawan kesesatan bukan mengotak atik kebenaran.

Dakwah itu asyik dalam kebersamaan bukan bangga dengan kesendirian.

Dakwah itu menampung semua lapisan, bukan memecah belah persatuan.

Dakwah itu kita mengatakan: "aku cinta kamu" bukan "aku benci kamu"

Dakwah itu kita mengatakan: "Mari bersama kami" bukan "Kamu harus ikut kami".

Dakwah itu "Biaya Sendiri" bukan "Dibiayai/Disponsori"

Dakwah itu "Habis berapa ?" bukan "Dapat berapa ?"

Dakwah itu "Memanggil/ Mendatangi" bukan "Dipanggil/Panggilan"

Dakwah itu "Saling Islah" bukan "Saling Salah"

Dakwah itu *di masjid, di sekolah, di pasar, di kantor, di parlemen, di jalanan, hingga dimana saja, bukan hanya di pengajian.

Prof Hamka

If You’re the Boss’s Favorite, Don’t Flaunt It

DAILY MANAGEMENT TIPS FROM HBR
November 03, 2017

If You’re the Boss’s Favorite, Don’t Flaunt It

Being the boss’s favorite can feel good, especially if you’re privy to information that others in your organization don’t know.

But there’s a downside to being the first to hear breaking news:

If you share your insider information, even with good intentions, your coworkers won’t thank you.

In fact, it’ll seem like you’re just flaunting your special status.

So avoid the role of boss’s messenger, and don’t let your coworkers use you to ferry their requests or concerns to the top.

Politely but firmly decline to speak to the boss on anyone’s behalf, and keep your peers’ off-the-record complaints to yourself.

By being trustworthy, humble, and discreet, you’ll prove yourself as a team player and ensure your reputation survives your time in the boss’s favor.

Adapted from “Being the Boss’s Favorite Is Great, Until It’s Not,” by Liz Kislik

To Be a Coach or Consultant After You Retire, Start Recruiting Clients Now

The vast majority of senior professionals don’t want to retire. They have interesting, fulfilling work that they’d like to continue — just not at the same frenetic pace.

That’s why so many people, lured by the promise of flexible hours, higher rates, and location independence, are intrigued by the idea of becoming a consultant or coach.

If you’re interested in pursuing this secondary career, start recruiting clients now.

Take on a few volunteer clients on the side, while you’re still employed, in exchange for testimonials and future referrals (assuming it’s a good experience).

And use your existing network: Senior leaders you already know may become your first clients, so tell them about your upcoming retirement plans.

If you’ve already been inspiring your colleagues for years, you may be surprised by how ready they are to have you consult for them professionally.

Adapted from “How to Become a Coach or Consultant After Your Retire,” by Dorie Clark

SAYA RASA SENANG MEMBANTU🌹

Barangsiapa membantu keperluan saudaranya, maka Allah membantu keperluannya

Barangsiapa menghilangkan kesusahan seseorang, maka Allah akan menghilangkan kesusahannya pada hari kiamat

(Muttafaq 'alaih)

Semoga kita menjadi hamba Allah yang sentiasa ringan dan senang untuk membantu serta permudahkan urusan sesama kita. Dan yakin Allah pasti berikan kesenangan atas setiap kebaikan.

*Jom Masuk Syurga*✨

When Leading a Change Effort, Get Reluctant Employees On Board First

Change is hard. Most people have an inherent bias toward maintaining the status quo.

If you’re leading a change effort, identify the employees most likely to undermine it, and help them get on board first.

Plan two face-to-face conversations with each reluctant employee.

Your goal in the first conversation is to listen and understand why your colleague is holding out.

Your goal in the second is to show you have reflected on their input and to explain how and why your approach to organizational change will (or won’t) be different as a result.

Have these conversations two to seven days apart, so your employee feels you’ve given their ideas thoughtful consideration. And give each talk enough time — your discussion should be unhurried and allow you to focus on the person who’s resisting the change.

Adapted from “Overcome Resistance to Change with Two Conversations,” by Sally Blount and Shana Carroll