Fox School of Business Temple University | Philadelphia, PA » Undergraduate Students

The Most Successful Leaders Do 15 Things Automatically, Every Day

Glenn Llopis, Contributor | Forbes.com — Wed, 10 Apr 2013 13:59:46 +0000

Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question. Many people wonder how leaders know how to make the best decisions, often under immense pressure. The process of making these decisions comes from an accumulation of experiences and encounters with a multitude of difference circumstances, personality types and unforeseen failures. More so, the decision making process is an acute understanding of being familiar with the cause and effect of behavioral and circumstantial patterns; knowing the intelligence and interconnection points of the variables involved in these patterns allows a leader to confidently make decisions and project the probability of their desired outcomes. The most successful leaders are instinctual decision makers. Having done it so many times throughout their careers, they become immune to the pressure associated with decision making and extremely intuitive about the process of making the most strategic and best decisions. This is why most senior executives will tell you they depend strongly upon their “gut-feel” when making difficult decisions at a moment’s notice.

Beyond decision making, successful leadership across all areas becomes learned and instinctual over a period of time. Successful leaders have learned the mastery of anticipating business patterns, finding opportunities in pressure situations, serving the people they lead and overcoming hardships. No wonder the best CEOs are paid so much money. In 2011, salaries for the 200 top-paid CEOs rose 5 percent to a median $14.5 million per year, according to a study by compensation-data company Equilar for The New York Times.

If you are looking to advance your career into a leadership capacity and / or already assume leadership responsibilities – here are 15 things you must do automatically, every day, to be a successful leader in the workplace:

1. Make Others Feel Safe to Speak-Up

Many times leaders intimidate their colleagues with their title and power when they walk into a room. Successful leaders deflect attention away from themselves and encourage others to voice their opinions. They are experts at making others feel safe to speak-up and confidently share their perspectives and points of view. They use theirexecutive presence to create an approachable environment.

2. Make Decisions

Successful leaders are expert decision makers. They either facilitate the dialogue to empower their colleagues to reach a strategic conclusion or they do it themselves. They focus on “making things happen” at all times – decision making activities that sustain progress. Successful leaders have mastered the art of politicking and thus don’t waste their time on issues that disrupt momentum. They know how to make 30 decisions in 30 minutes.

3. Communicate Expectations

Successful leaders are great communicators, and this is especially true when it comes to “performance expectations.” In doing so, they remind their colleagues of the organization’s core values and mission statement – ensuring that their vision is properly translated and actionable objectives are properly executed.

I had a boss that managed the team by reminding us of the expectations that she had of the group. She made it easy for the team to stay focused and on track. The protocol she implemented – by clearly communicating expectations – increased performance and helped to identify those on the team that could not keep up with the standards she expected from us.

4. Challenge People to Think

The most successful leaders understand their colleagues’ mindsets, capabilities and areas for improvement. They use this knowledge/insight to challenge their teams to think and stretch them to reach for more. These types of leaders excel in keeping their people on their toes, never allowing them to get comfortable and enabling them with the tools to grow.

If you are not thinking, you’re not learning new things. If you’re not learning, you’re not growing – and over time becoming irrelevant in your work.

5. Be Accountable to Others

Successful leaders allow their colleagues to manage them. This doesn’t mean they are allowing others to control them – but rather becoming accountable to assure they are being proactive to their colleagues needs.

Beyond just mentoring and sponsoring selected employees, being accountable to others is a sign that your leader is focused more on your success than just their own.

6. Lead by Example

Leading by example sounds easy, but few leaders are consistent with this one. Successful leaders practice what they preach and are mindful of their actions. They know everyone is watching them and therefore are incredibly intuitive about detecting those who are observing their every move, waiting to detect a performance shortfall.

7. Measure & Reward Performance

Great leaders always have a strong “pulse” on business performance and those people who are the performance champions. Not only do they review the numbers and measure performance ROI, they are active in acknowledging hard work and efforts (no matter the result). Successful leaders never take consistent performers for granted and are mindful of rewarding them.

8. Provide Continuous Feedback

Employees want their leaders to know that they are paying attention to them and they appreciate any insights along the way. Successful leaders always provide feedback and they welcome reciprocal feedback by creatingtrustworthy relationships with their colleagues.. They understand the power of perspective and have learned the importance of feedback early on in their career as it has served them to enable workplace advancement.

9. Properly Allocate and Deploy Talent

Successful leaders know their talent pool and how to use it. They are experts at activating the capabilities of their colleagues and knowing when to deploy their unique skill sets given the circumstances at hand.

10. Ask Questions, Seek Counsel

Successful leaders ask questions and seek counsel all the time. From the outside, they appear to know-it-all – yet on the inside, they have a deep thirst for knowledge and constantly are on the look-out to learn new things because of their commitment to making themselves better through the wisdom of others.

11. Problem Solve; Avoid Procrastination

Successful leaders tackle issues head-on and know how to discover the heart of the matter at hand. They don’t procrastinate and thus become incredibly proficient at problem solving; they learn from and don’t avoid uncomfortable circumstances (they welcome them).

Getting ahead in life is about doing the things that most people don’t like doing.

12. Positive Energy & Attitude

Successful leaders create a positive and inspiring workplace culture. They know how to set the tone and bring an attitude that motivates their colleagues to take action. As such, they are likeable, respected and strong willed. They don’t allow failures to disrupt momentum.

13. Be a Great Teacher

Many employees in the workplace will tell you that their leaders have stopped being teachers. Successful leaders never stop teaching because they are so self-motivated to learn themselves. They use teaching to keep their colleagues well-informed and knowledgeable through statistics, trends, and other newsworthy items.

Successful leaders take the time to mentor their colleagues and make the investment to sponsor those who have proven they are able and eager to advance.

14. Invest in Relationships

Successful leaders don’t focus on protecting their domain – instead they expand it by investing in mutually beneficial relationships. Successful leaders associate themselves with “lifters and other leaders” – the types of people that can broaden their sphere of influence. Not only for their own advancement, but that of others.

Leaders share the harvest of their success to help build momentum for those around them.

15. Genuinely Enjoy Responsibilities

Successful leaders love being leaders – not for the sake of power but for the meaningful and purposeful impact they can create. When you have reached a senior level of leadership – it’s about your ability to serve others and this can’t be accomplished unless you genuinely enjoy what you do.

In the end, successful leaders are able to sustain their success because these 15 things ultimately allow them to increase the value of their organization’s brand – while at the same time minimize the operating risk profile. They serve as the enablers of talent, culture and results.

Email or follow-me on Twitter @GlennLlopis. Like us on Facebook! Join our LinkedIn Group

Most Asked Job Interview Questions

Dasha Boguslavskaya — Fri, 15 Mar 2013 14:06:49 +0000

Countdown to a New Year, New You

Amanda Augustine — Wed, 28 Nov 2012 14:01:27 +0000

Look the Part

Invest in your image on and offline with a budget-conscious haircut, updated clothes, makeup, and a professional head shot for your online profiles.

Since we’re only on week one of this countdown to the New Year, New You, I want to start with something fun. This week I want you to go shopping for your personal brand.

That’s right, you heard me – shopping. Sure, you can tell your significant other that Amanda made you do it. And for those of you with tight budgets, I’ll show you ways to invest in your brand without breaking the bank.

In all seriousness, to be successful in the job search you have to look and feel your best. Isn’t it easier to put yourself out there to network and interview when you’re feeling good about how you look?

And while it’s not fair, experts agree that a person’s appearance can affect the outcome of one’s job search and potential for advancement in the workplace. Your personal grooming, professional wardrobe – even your haircut – play a role in your personal brand.

Here are 3 ways to upgrade your look to improve your brand – on and offline.

Get groomed.

Invest in a professional haircut and other grooming services such as waxing, makeup for the ladies, and a professional shave for the gentlemen. Look on Groupon or LivingSocial for daily deals on these types of services. Often, salons will offer free or discounted cuts for their academies, such as Aveda or Vidal Sassoon. Unless you’re in a highly creative field, stick to a more traditional haircut style. Ladies can take advantage of the cosmetics counter at the nearest department store or Sephora location for a free makeover. You may be guilted into buying a lipstick, but overall it will be great deal.

Get tailored.

During this holiday season most of you will be out and about buying presents for your loved ones. Put yourself on the list this year. Take advantage of the holiday sales to update your job-search wardrobe and accessories. Use sites like Deal News to find the best promotions, and shop sites like Overstock for discounted products. I am a big fan of Marshalls and TJ Maxx for great deals on high-quality clothing and accessories. Is your family nagging you for gift ideas? Scope out the stores and ask for specific items or gift cards to boost your job-search attire.

Get a glamour shot.

Did you know that your LinkedIn profile is 40% more likely to be clicked on if you have a photo? But not just any photo. This image needs to be professional, friendly, and in alignment with your personal brand. The webcam shot is not going to score you any points with prospective employers. And while you have a great family and your dog is adorable, neither of these images belongs in your profile picture.

If you’re thinking about getting a family portrait taken at the local mall, ask if they could throw in a head shot of you as well. Sears, jcp, and Walmart are offering discounts on portraits between now and December 31. Really strapped for cash? Ask the photographer at the holiday event or wedding you’re attending to take a shot of you. Just make sure your attire and the background are suitable for your professional image.

With a small investment you can boost your self-esteem and personal image for the job search, so give these tips a try this week. Next week, we’ll talk about making your professional resume mobile.

Amanda Augustine is the Job Search Expert for TheLadders, the online job-matching service for career-driven professionals. She is a Certified Professional Career Coach (CPCC) and Certified Professional Resume Writer (CPRW) who provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow@JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.

Tags: Ask Amanda, Personal Branding

CSPD WEDNESDAY WEBINAR SERIES – TURN YOUR JOB INTERVIEWS INTO JOB OFFERS

Holly Pfeifer — Wed, 31 Oct 2012 17:19:49 +0000

REGISTRATION IS NOT REQUIRED JUST SIGN IN AT THE FRONT TABLE TO GET ALL THE BENEFITS OF THIS HOUR LONG WEBINAR!

CSPD Wednesday Webinar Series is Back!

Holly Pfeifer — Thu, 25 Oct 2012 15:09:30 +0000

Student Career Speaker Series
Presents

October 31st, 2012

Turn Your Job Interviews Into Job OffersMichael Neece
Webinar Overview

Research suggests it will take as many as 16 interviews to get a job.

Knowing that, you need to do everything you can to improve your odds to be offered a job. Michael Neece will show you things you need to do to make it to the next round of interviews and get the job offer.

You will learn:

How to answer the most difficult job interview questions
How to handle skilled & unskilled interviewers
How to handle behavioral-event interview questions
Templates for answering frequently asked interview questions
Make every interview a conversation and avoid an interrogation
Respond to “What are your salary requirements?”
Phone interview strategies & templates
Overcoming your weakness professionally
Solutions for the most feared job interview situations
Power Notes to prepare for each interview in 15 minutes
How to feel more confident and secure a great job

Give yourself the confidence you need to “ace” your interview.

Don’t forget to register online at cspdwednesdaywebinar.eventbrite.com to receive TWO raffle tickets when you sign in at the event!

All students in attendance will be entered in the raffle for your chance to win the CSPD professional prize package worth over $200.00. The CSPD professional prize package includes a gift certificate to Toppers Spa/Salon to be used on a professional makeover as well as a gift certificate to Macy’s to go toward your professional career wardrobe

THERE IS NO DRESS CODE FOR THIS EVENT

VIRTUAL CAREER FAIR

Holly Pfeifer — Mon, 22 Oct 2012 14:04:44 +0000

VIRTUAL CAREER FAIR – NOVEMBER 13-14, 2012 * REGISTER NOW * LEARN MORE HERE
Students & Alumni - Meet Great Companies Live Online..Attend the Fair from Anywhere!

By JOSEPH WALKER | www.wsj.com — Mon, 08 Oct 2012 15:47:19 +0000

As more companies turn to online pre-employment tests, complaints of bias are cropping up.

One came from Vicky Sandy, who in 2007 was turned down for a cashier job at a KrogerCo. KR +0.40% supermarket in West Virginia after taking a 50-question test that asked her to rate the degree to which she was self-confident, always cheerful, and tried to sense what others thought and felt.

The test was meant to predict whether Ms. Sandy, who is hearing and speech impaired, would be friendly and communicate well with customers. She scored 40%.

A post-test report said that she was less likely than other potential applicants to “listen carefully, understand and remember” and suggested the job interviewer listen for “correct language” and “clear enunciation,” court documents say. Suggested interview questions included “Describe the hardest time you’ve had understanding what someone was talking about.”

Ms. Sandy filed a complaint with the Equal Employment Opportunity Commission alleging she had been discriminated against because of her disability. The EEOC is investigating. Kroger declined to comment.

Companies are increasingly turning to firms that screen job applicants on the basis of personality tests backed up by reams of data on job performance. The practice is legal as long as it doesn’t intentionally discriminate against job applicants on the basis of traits like race or gender.

Employment lawyers say that access to large data sets can help companies show that their tests are relevant to hiring. But some worry that as the number of applicants subjected to such tests increases, so do risks that unintentional impacts on protected groups will become apparent.

“The bigger the data set, the more people being pushed through these assessments, the greater the risk for the employer,” says Matthew Camardella, an employment lawyer at Jackson Lewis LLP.

“What’s happened is technology has caught up, and it’s allowing organizations and vendors to use these tools at a much broader level and much, much more often,” says Eric Dunleavy, a principal consultant at DCI Consulting Group Inc., which advises employers on avoiding employment-discrimination claims.

Employers can be held liable even if the tests they use inadvertently exclude protected groups, a growing risk as data sets get bigger and testing firms turn up more statistical relationships. If complaints are filed, companies have to be able to prove the measured variables are linked to job performance.

On Sept. 4, the EEOC released a draft enforcement plan for the coming four years that gives claims of systemic discrimination in recruitment and hiring, including pre-employment tests, the highest enforcement priority.

“The EEOC is very aware of those products, and they’re looking for the right opportunity to go after employers” who use them, says Mr. Camardella.

So far, legal challenges are relatively rare. The EEOC received 164 complaints related to testing in 2011 out of nearly 100,000 complaints. Part of the reason is that job applicants often don’t get to see their test scores or application summaries.

“You don’t get the results back in the employment context, so you don’t know whether it was the test or what part of the test that made you fail,” says employment lawyer Condon McGlothlen of Seyfarth Shaw LLP. “There are so many more unknowns, particularly in the application stage.”

In July, Denver-based mozzarella maker and government contractor Leprino Foods Inc. settled Labor Department hiring-discrimination charges. It agreed to provide $550,000 in back pay to African-American, Hispanic and Asian applicants denied laborer jobs after failing a pre-hire test called WorkKeys. A spokesman said Leprino no longer uses a pre-employment test.

The government’s Office of Federal Contract Compliance Program, which enforces affirmative-action requirements among federal contractors, found that the test’s focus on math and observation skills wasn’t relevant to the entry-level jobs on offer.

While WorkKeys was a paper test when the complaint was filed in 2005, the subsequent rise of online testing has enabled firms to screen huge numbers of candidates.

Write to Joseph Walker at joseph.walker@dowjones.com

College Day 2012

Holly Pfeifer — Thu, 20 Sep 2012 13:08:44 +0000

Join CDW for a virtual discussion providing insight on your first profession.

Holly Pfeifer — Fri, 14 Sep 2012 14:12:33 +0000

Join CDW for a virtual discussion providing insight on your first profession.

How will you benefit in this 45 minute Live, Online Webinar Session:

Recruiting and Sales Leaders will share the 3 Keys to Successthat every student should know before entering the job market:
- How to identify the right company culture that aligns with your passion and career goals
- How to communicate your value to a potential employer
- How to navigate job offers and understand how your first professional position will shape your future succes

Our presenters; Ray Benedetti, Alexis Lyon and Jaclin Principato with CDW will enable you with the tools necessary to launch your first career. Please join us and fellow students nationally on learning how to secure the organization you desire.

After you RSVP, you will receive a confirmation email regarding the website login and password

CDW Presents:

Ray Benedetti l Sales Manager with CDW

Ray Benedetti has been with CDW for nineteen years holding a variety of positions including sales, call center operations, and supervisor. For the past eight years, Ray has been a Sales Manager leading a team of 30 account managers with the assistance of a team leader and a supervisor. He is responsible for 50M in business annually and is consistently in the top tier of high performing teams.

Alexis Lyon l University Relations Recruiter with CDW

Alexis Lyon joined CDW in March 2011 as the University Relations Recruiter responsible for branding the Account Manager Position and Campus Interns. She is in charge of building long term relationships at various Universities nationwide. Alexis began her career at Six Flags Great Adventure, Wild Safari, and Hurricane Harbor as a HR Recruiting and Hiring Supervisor with almost 4 years’ experience in full life cycle and high volume recruitment. She holds both a Bachelor of Science in Business Administration and Bachelor of Arts in Fine Arts from Rider University.

Jaclin Principato l University Relations Recruiting Analyst with CDW

Jaclin Principato, University Relations Recruiting Analyst for CDW is responsible for campus engagement, data analysis, and executive reporting. She holds a Master’s in Industrial Organizational Psychology with two years’ experience in recruitment, onboarding, survey analysis, and organizational development. Jaclin’s passion is in philanthropy initiatives as a yearly Team Leader in the Bank of America Marathon, American Cancer Society, and Hot Chocolate 15/5K Race.

Click here to register!

13 Common Complaints Employers Have About Recent Grads

Holly Pfeifer — Fri, 14 Sep 2012 14:08:33 +0000

Think it’s the economy that’s keeping you from landing a job? Sure, that could be the problem. But have you considered that maybe it’s you? Employers have a lot of complaints about recent grads these days, from a sense of entitlement to being completely unprepared. Are you guilty of any of these employment no-nos?

Grads are clueless about the job:

Employers complain that often, interviewing recent grads can be frustrating because they lack a basic knowledge of the job. In fact, four in 10 employers are turned off by unprepared students in interviews. Although typically, job candidates should learn about what the job is all about, along with basic information about the company, many new college graduates walk into interviews uninformed. Do your homework before it’s time to go in for an interview.
Students don’t have the skills or background employers are looking for:

Many employers are finding a mismatch between what students are interested in doing and what they’re actually hiring for. Often, students pursue majors that don’t really have a lot of job opportunities, like psychology and performing arts, while sought-after majors like engineering and information science aren’t nearly as popular.
Recent grads have unrealistic salary expectations:

It’s easy to get a big salary number in your head when you’re just starting out: considering student loans, the parent-funded lifestyle you enjoyed in college, and stories of your classmates and alumni scoring big paychecks can inflate reality. A recent survey indicated that a whopping 43% of recent graduates expected to receive a higher starting salary than they actually did. Don’t get carried away. Base your expectations on what you really know, checking out salary surveys and learning about effective negotiation techniques.
Students have sub-par writing skills:

Writing skills are essential to success in the workforce. Workers today can send out dozens, even hundreds of emails each day, and guess what? You’ll have to write in every single one of them. While students may complain about tedious papers and reports in school, employers complain that they’re graduating with weak writing skills. You don’t have to be an English major, but taking a few extra writing courses can help you get ahead in the workforce.
Young workers expect too much, too fast:

We live in an age of instant gratification and overnight riches, and although it’s possible for recent grads to find success in a hurry, that’s not always the case. Employers complain that recent grads expect high achievement to come quickly, and do not exercise patience. If you expect rapid promotion and advancement, be sure to seek out a company that is happy to put you on the fast track.
Recent grads don’t stick around:

A lot of this has to do with the aforementioned lack of patience. When recent grads realize they’ll have to wait for advancement with their current employer, they may move on to a new company, leaving behind a void. Instead, employers prefer that students come into positions with realistic expectations and a commitment to stick around.
Students may have a bad attitude:

Although it makes sense to be positive and enthusiastic, it seems that recent grads may be lacking in this department. One in four employers have been turned off by a job candidate’s bad attitude. Be careful not to come off as a dud, and be sure to share your enthusiasm for the job (even if it’s fake) to get through your interviews and get the job.
Young workers don’t have effective critical thinking skills:

Sure, entry level jobs are often full of monotony, without a lot of opportunity for deviating from the norm, but employers expect that you’ll have at least some capacity for critical thinking. Unfortunately, many new grads have come up short. Set yourself apart by demonstrating your capacity for critical thinking.
A poor work ethic:

Millennials have earned a bad reputation for having terrible work ethics. Employers look for hires that are willing to work hard and be productive. You can display your commitment to hard work with good grades, accomplishments, and a good record of taking the initiative.
Students haven’t gained enough experience:

It’s a catch-22 for so many new grads: they can’t get a job because they’ve never had one before. Many students are severely lacking in the experience department, but the good news is that there’s something you can do about it: get an internship, start your own business, or even volunteer. There are plenty of ways to gain experience that don’t necessarily require having a paying job.
Failing to present a professional persona:

Employers often complain that students use cutesy or inappropriate email addresses, or make easily correctable mistakes on their resumes. Things like spelling and grammar errors have no place on your resume or cover letter. Take the time to proofread your materials before sending them over, and consider asking a friend or professor to help you edit.
Students have embarrassing Facebook accounts:

One in three employers reports that they use social networks to vet job candidates, and 40% of those specifically use Facebook. But they frequently find embarrassing photos and rants that are a major turnoff. Be careful about your online activities, and be careful to keep up the proper privacy settings for your account.
A general lack of tenacity:

Employers complain that many new grads lack sticking power, and they have to be taught about the importance of rising to challenges. Is college too easy? For some, perhaps. Challenge yourself by sticking with the professor that’s difficult or a course that’s a little above your level to learn about working through tough situations.

Fox School of Business Temple University | Philadelphia, PA » Undergraduate Students

The Most Successful Leaders Do 15 Things Automatically, Every Day

Most Asked Job Interview Questions

Countdown to a New Year, New You

Look the Part

CSPD WEDNESDAY WEBINAR SERIES – TURN YOUR JOB INTERVIEWS INTO JOB OFFERS

REGISTRATION IS NOT REQUIRED JUST SIGN IN AT THE FRONT TABLE TO GET ALL THE BENEFITS OF THIS HOUR LONG WEBINAR!

CSPD Wednesday Webinar Series is Back!

VIRTUAL CAREER FAIR

College Day 2012

Join CDW for a virtual discussion providing insight on your first profession.

13 Common Complaints Employers Have About Recent Grads

Grads are clueless about the job:

Students don’t have the skills or background employers are looking for:

Recent grads have unrealistic salary expectations:

Students have sub-par writing skills:

Young workers expect too much, too fast:

Recent grads don’t stick around:

Students may have a bad attitude:

Young workers don’t have effective critical thinking skills:

A poor work ethic:

Students haven’t gained enough experience:

Failing to present a professional persona:

Students have embarrassing Facebook accounts:

A general lack of tenacity: