Michelle Ray

It really does start with you!

December 11, 2019 by Michelle Ray

When you think of the word leadership, what comes to mind? It isn’t surprising that the majority of people associate specific meanings to leadership that include authority, position, seniority, being at the helm of an enterprise, or having ultimate responsibility for bottom line results. However, in order to achieve success as a leader, one needs to have the capacity to take charge of oneself first. To be a quintessential leader requires a specific mindset, along with certain professional traits and attributes that inspire individuals to perform at his or her best. Sadly, many leaders fail to understand the need to practice personal leadership in all interactions.

Therefore, the essence of leadership is about strength of character, regardless of one’s position in an organization, association, political party etc. In addition, we may falsely assume that a person’s “title” denotes credibility. As many of us have experienced, credibility must be earned rather than given. And this has nothing to do with a plaque on a door or a desk, or a title on a business card. It’s about who you are at the core that truly matters, rather than what your title indicates.

So no matter what your role is in an organization, no matter what industry you work in, it’s not about your job or “pecking order” in your organization. What is most important is to understand that leadership is a choice. It is a reflection of how you see yourself. Are you an initiator? A change agent? A provocateur? Do you have the capacity to inspire yourself and take responsibility for your actions? Leadership really does start with you.

Whether you are on the front line, or a senior leader, or perhaps running the company…running your business, you are ultimately accountable for your own behaviours, choices and how you decide to interpret your circumstances.

In the workplace, we are all one hundred percent responsible for creating the atmosphere. We all make a contribution everyday that leads to a particular culture. It’s about you being conscious of who you are and it’s about your character that truly matters above all else.

What are you doing on a daily basis to take the lead in your professional and personal relationships? Ultimately, relationships with your colleagues and on a grander scale, with all everyone that you interact with? You have an opportunity on a daily basis to be the best version of you, to mentor others, contribute to your workplace and lead by example. In short: We can all choose to become the leaders of our own lives.

This article is a transcript of a video on YouTube.

Michelle Ray (Twitter) is one of the best international leadership keynote speakers in Vancouver. She helps you discover your potential through presentations, coaching and consulting. With over 20 years of experience Michelle has worked with hundreds of companies around the world. She is taking bookings for speaking engagements and can be contacted at MichelleRay.com

What is the most important act of a transformational leader?

December 4, 2019 by Michelle Ray

What is the most important act of a transformational leader? Without question it is the leader who can communicate vision with a forward-thinking mindset.

My first professional experience with a transformational leader began when I accepted a very challenging position to lead a small advertising sales team in a down economy. Although I had worked in the industry for over ten years, my experience did not prepare me for the challenge of inspiring my team during a severe recessionary environment. Being the person who is ultimately responsible for achieving results, I was acutely aware of the pressures associated with my role. In addition to managing and dividing sales territories amongst the team, establishing targets and budgets, reporting regularly to senior management, my greatest challenge was not only about reaching sales goals. The true test of my leadership acumen came in the form of managing a diverse team of high achievers, including my predecessor who was “demoted” to make room for me.

Fortunately, my manager possessed an extraordinary strength of character, and a raw openness in a leadership role that I admired greatly. Above all else, he not only understood my vulnerabilities and fears, he was able to create an environment of high trust. I was able to discuss my own challenges regarding the individual and collective performance of my team with ease. And it was in this role that I learned the difference between transactional and transformational leadership. A transactional leader has a preference for staying in the status quo, going about his or her day-to-day responsibilities while giving minimal consideration to the purpose of it all. The relational aspect of individual and team performance is secondary to results. A transformational leader is the opposite. My manager exemplified the qualities of a transformational leader: Specifically, he led with vision and an uncompromising dedication to the success of his team. He demonstrated a genuine belief me, communicated on a daily basis while remaining acutely interested and invested in the outcomes of every sales encounter.

When I reflect on this example, it also serves to remind me that a transformational leader has the ability to create an internal passion within the organization that is felt by all. Leaders are in a position to profoundly impact and the atmosphere, either positively or negatively. Therefore, it is incumbent on a leader to understand the extent of his or her influence, if he or she is to have success in helping the enterprise achieve a strategic advantage in its respective marketplace/industry.

When you become THE transformational leader who can lead with vision, ignite passion and create a sought-after culture, your team will thrive and your organization will continue to flourish for future success.

This article is a transcript of a video on YouTube.

Can you teach an old dog new tricks?

November 27, 2019 by Michelle Ray

We’re all familiar with the adage: “Can’t teach an old job new tricks?” Well, I beg to differ for this reason: If we don’t teach those old dogs new tricks, they simply won’t survive. And if you’re one of those “old dogs”, maybe that’s you as a leader…struggling with the idea of embracing new realities; evidenced by the way that you have been leading your organization.

Like dogs, many humans find it difficult to learn something new when the context changes. In our current business landscape where disruption has become the norm, it is easy to understand why leaders struggle in a “change in context” environment. Humans are also creatures of habit. We become uncomfortable with the unfamiliar and find it difficult when the context in which we are doing business changes. The adage “repeated discomfort generates comfort” is one solution that can be applied in the face of change and uncertainty. However, if we are to accept new realities, we first need to address our mindset.

Thoughts are driven by our deeply held beliefs, which manifest as attitudes that dictate outcomes. The manner in which we interpret situations and events and subsequently make decisions is evidence of mindset in action. It takes years to form habits and may take even longer to break them. For this reason, the idea of altering perspectives may seem overwhelming. Unlike dogs, humans possess a higher level of consciousness and larger cerebral cortex with space for complex abstract reasoning. We have the capacity to shift our thinking in order to embrace and adapt to a new order of things. The difficulty lies in overcoming internal pre-programmed messaging regarding our fears and consequently, our mental roadblocks when faced with the need to do things differently.

Remember that you have invested a certain amount of time choosing to view your enterprise in a particular light. If you suspect that you are resisting the need to move forward and “learn new tricks”, it may be helpful to ask yourself: “How accurate is my perspective? “ Or “Is my fear real or imagined?” You may discover that your frame of reference regarding how you view the business landscape is no longer serving you, and it’s time to muster the courage to take the lead and welcome new possibilities.

Can your organization afford to get stuck in the old ways of doing things? It isn’t unusual for leaders and teams to buy into the chorus of voices that say: “Why do we need to change if everything’s working? We’ve always done it that way so why should we change now? “ There is a new imperative requiring you to be that “new dog” who is willing to practice new tricks. Are you holding back your organization by accepting the default “we’ve always done it that way.” position?

Change is possible when you decide to let go and to be willing to constantly improve and to try new methods and new ways of doing things. The most successful organizations are embracing innovation and new thinking as part of the normal way of going about their business.

Now, and in the future, learning “new tricks” is essential to not only survive, but thrive. By letting go and changing your habits and the habits of your business, you will see what is possible… and amaze yourself in the process.

This article is a partial transcript of https://youtu.be/nZrtPgctx5k on YouTube.

Providing Feedback and a Path for Growth to Millennial Talent

November 20, 2019 by Michelle Ray

In spite of the fact that we are living in a time of unprecedented growth, unprecedented opportunity, limitless potential, it is extraordinary how many leaders are not aware of the importance of giving feedback to this current generation that is looking to grow and looking for opportunity.

If we’re not contributing to their professional development by showing them the opportunity path, letting them know how they’re doing, and giving them specifics in terms of that feedback, there is a possibility that it’s very easy for them to go somewhere else. Are you connecting with people and taking the time to discuss their performance, to give them feedback, and to frame it in a way that is constructive if it’s not exactly what you think it should be or what that performance should look like?

So everything that we do in terms of how our current workforce perceives us matters to them, and giving genuine, constructive, regular feedback is important in terms of potential career development and growth. Let’s make sure that we’re doing all we can to communicate this feedback and recognize that they know what the potential is for their career whether it’s with you or somewhere else.

This article is a transcript of https://www.youtube.com/watch?v=72jOyLXExPs&feature=youtu.be on YouTube.

Ending the Drama at Work – It Starts With You

November 14, 2019 by Michelle Ray

Imagine if it were true that the majority of people excitedly leap out of bed each work day shrieking “I can’t wait to annoy my colleagues.” Although it may be a bit of a stretch to suggest that workplace “saboteurs “exist in large numbers, the fact remains that certain individuals take great pleasure in causing chaos at work, while others are completely oblivious to the damage inflicted by their dysfunctional, drama-based behaviour. Unfortunately, the potential for drama to escalate is an on-going problem, especially when one considers the fact that stress and overwhelm affect millions of people on a personal and professional level.

If you are experiencing the brunt of the theatrics displayed by the drama “queens” (and “kings”) in your workplace, the question becomes: “React? Or not?” Are there effective strategies available to mitigate the drama? Absolutely! But first, you must accept the following premise: You cannot control other people’s bad behaviour. You can, however, manage yourself. [Read more…] about Ending the Drama at Work – It Starts With You

How a sense of Purpose impacts Job Satisfaction

November 13, 2019 by Michelle Ray

Have you considered the importance of linking your organizational vision to the meaning and value of all job functions? One of the most important things that we need to realize is this new reality: As far as today’s workforce is concerned, there is a direct correlation between job satisfaction and purpose. Not only does the work need to feel purposeful to your employees, it needs to be evident that there is a connection between day-to-day tasks and the big picture. When people can see the relationship between their contribution and your overall mission, engagement levels and job satisfaction are likely to increase significantly. This will positively influence your workplace culture and your business.

Leadership needs to establish clear direction and purpose. This is a key consideration for career seekers and an expectation for today’s workforce, as well as those coming into the workplace in the next five years. Employers should be cognizant of their influence when establishing and articulating the vision. The concept of clarifying values and the organizational mission… what are we doing, why are we doing it? What’s the purpose of it? How does this work matter? How does this work matter in the world, not only in our immediate community. Therefore, if we want to have a team that is highly satisfied and very engaged in what they’re doing, then being aware of what we do and why we do it and how meaningful it is will make a huge difference in keeping our workforce happy and satisfied.

This article is a transcript of https://www.youtube.com/watch?v=vOyQyyLy18M&feature=youtu.be on YouTube.

Leading Change while Drawing on Experience

November 6, 2019 by Michelle Ray

In times of uncertainty and change, the adage: “Experience is the Best Teacher” is apropos. As leaders, we often find ourselves at the crossroads, realizing that perhaps that we need to move in a different direction. Something may be propelling us to look elsewhere…we may discover the need to take our business in another direction and our team in another direction.

The reason we may find ourselves in this situation is because of the collection of experiences that we’ve had that are telling us to go in another direction. I’ve found that when I am around leaders who can draw on their experiences and see that as a strength, even when some of those experiences may not have been positive, ultimately, they’re able to recognize: “What have I learned from this? “What can I take away from this, and bring into the next situation?” When a leader can demonstrate that they are open to change and personal growth, their teams benefit by witnessing first hand that leaders is setting an example. It becomes evident to your employees that you yourself have had teachable moments and you’ve learned from those experiences too.

Sometimes when other people are stuck, it’s really helpful for you to be able to show them the way based on your experience, the lessons that you’ve learned and how you’ve been able to move forward as a result. When you demonstrate that these teachable moments have served a purpose and you share those lessons with humility, it is an attractive trait in the eyes of your workforce. People will appreciate your transparency and “humanness”. Ultimately, it helps make you a leader that people want to be around… a leader that people want to stay for.

This article is a transcript of https://www.youtube.com/watch?v=k00ZW6SIWCE&feature=youtu.be on YouTube.

Authentic Leadership and the difference between Hearing and Listening

October 30, 2019 by Michelle Ray

How often have you found yourself in a conversation with a leader or manager where you are not being heard? There’s probably nothing more unattractive, in my view, than a leader who lacks the capacity to listen. And listening and hearing are two very different things.

An authentic leader is always paying attention, doing a lot less talking and a lot more listening. Interestingly, the capacity to listen also means that someone may share a viewpoint that is very different to yours. In these situations, great listeners to not react. They recognize and acknowledge, either verbally or through positive non-verbal cues, that they have heard the other person. When you possess the ability to listen to that viewpoint, even if it is different, it can be advantageous in your relationship dynamic to let that person know that you want to hear more about an opinion that’s different to yours. For example, you may ask: “tell me more about your perspective”, or “I would like to understand more about your point of view”, even if you disagree. You can expand on these types of questions by feeding back what was said, keeping in mind that your intention is to show genuine interest, rather than react to the other person’s opinion.

Perhaps we don’t give daily consideration to these examples of authentic listening. However, when you do find yourself in a situation where there’s a roomful of people who do have different opinions to you, the concepts of listening to understand, rather than refute, as well as the difference between hearing and listening may serve you well in the future. An individual’s capacity to genuinely listen is an attractive character trait. In addition, it is worthwhile keeping in mind that the same letters that are in the word listen are also in the word silent.

This article is a transcript of https://www.youtube.com/watch?v=-lfpDIL0PfM&feature=youtu.be on YouTube.

The Three C’s that demonstrate Authentic Leadership

October 23, 2019 by Michelle Ray

Compassion, curiosity and courage. Three great traits of authentic leaders.

Having compassion for your workforce, having compassion for your team is all about recognizing when they are going through their own hardships, their own struggles, their own difficulties just as you indeed have gone through yours. Being curious, being interested, genuinely interested in what is going on in the lives of each member of your team and having the courage of your convictions to speak your truth, to speak your mind, to be bold, to take risks, this is something that a great leader is always conscious of. Having the courage to connect, having the courage to be true to yourself and stand up for what you believe, what you know is good for you and good for your team and good for your business. Be the courageous leader, be the authentic leader.

This article is a transcript of https://www.youtube.com/watch?v=Zfb4td7gh_Y&feature=youtu.be on YouTube.

Health, Happiness, and Work life Balance in your Workplace for strengthening employee engagement

October 16, 2019 by Michelle Ray

Health, happiness and work-life balance. Very important values in the workplace and something that we all need to pay attention to.

This continues to evolve because we’re in a time now where it’s expected. Not only do people want flexible hours and they value that well-being even more than a paycheck, people also need to have the time to do what is important to them outside of work. And to recognize that parenting, of course it’s a dual responsibility, people need to have time to parent, to do what’s important for their children, to work for an organization that takes this into account.

Organizations that have a philosophy of expecting their employees to sacrifice everything for the job will soon find themselves extinct. Let’s make sure we do everything to avoid that scenario by championing work-life balance and taking the lead.

This article is a transcript of https://www.youtube.com/watch?v=vaWWhh2APqM&feature=youtu.be on YouTube.

Michelle Ray

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