On paper, your middle managers are in your organization’s sweet spot. They’re the conduits between your strategic vision and the teams who implement that vision. In reality, however, your middle managers are in a tough place. They’re under increasing pressure–from above to improve results and from below to cultivate deeper relationships with their teams. Results […]
Author Archive | Karin Hurt
Each week I read a number of leadership articles from various online resources and share them across social media. Here are the five leadership articles readers found most valuable last week. I have added my comment about each article and would like to hear what you think, too. How to Be Tough When You Prefer […]
Betrayed Joe stomped into the meeting room, slammed the door shut, and yelled at me, “How could you let this happen?” He had just been fired by the company president. I snapped back, “Me?? I’m not the one who didn’t show up and let the team down over and over again!” He was angry, but […]
I took my bike to the cycling shop for a quick repair before heading out for a beautiful Saturday afternoon ride in Breckenridge. Recognizing me from the last time, the manager asked where I’d been riding so far this summer. I shared, “Oh you know Swan Mountain Road toward Keystone? It’s gorgeous, but yikes, that’s quite […]
Each week I read a number of leadership articles from various online resources and share them across social media. Here are the five leadership articles readers found most valuable last week. I have added my comment about each article and would like to hear what you think, too. On Being a Bad Manager by Jason […]
Credibility is hard to establish and even easier to lose. The sad truth is I’ve seen really good leaders lose the confidence and credibility of their teams by making well-intentioned and innocent mistakes. I’m not talking about the big stuff like lack of follow-through or breaking commitments, but the subtle shifts that undermine all the trust you’re working to build. Don’t fall into these traps.
No one puts mom as a job title on their resume. In fact many moms hide their mommy status when interviewing for a new job. They may even strip their resume of relevant volunteer experience that would reveal their motherhood status. I’m in the other camp entirely. Most moms bring a maturity and level of endurance to their leadership that’s hard to gain as quickly from other leadership roles. I’ve never had a problem with a leader on my team related to her mommyness. And I’d rather work for a boss (and with peers) who have children. Turns out I’m not alone.
A study done by WorldWit found that 69% of workers would rather work for a mom than a non-mom, while only 2% preferred a non-mom.
So in the spirit of Mothers Day, I bring you 7 reasons moms make amazing leaders. Does this apply to Dads too? Of course, but it’s Mothers Day, so lean in and read on.
With all this talk of failing forward, why do so many leaders still cover up their screw ups? This post outs some of the worst leadership behaviors, when leaders cover-up or side step failure.
Shortly after joining a new church, the council president enthusiastically revealed that I was part of their “volunteer leadership succession plan.” I politely declined and spent the next month working to act less “leader-like” at church. Plus, I figured if I skipped coffee hour, I could dodge the recruiters. Busy people freak out when asked […]
Like parents protecting children, your team decides what you can handle. You think you’ve got the whole story. How to get your team to tell you the truth.