If you are a mindful leader, that implies you have people to lead, am I right? Well, if there are people, there must be trust, and to build trust, you can work on a few different aspects of your leadership style, habits, and perspective. Read on to learn how you can begin developing trusting relationships with all of your employees… without getting overwhelmed.
What characteristics inspire trust in you and your abilities? If you’re in a leadership position and even just a little mindful, you will likely have at least some of these character traits naturally, especially if you’ve worked with integrity and genuine passion for a while. Whatever traits you have naturally, pay attention and be honest with yourself about recognizing them. From there, you can cultivate the rest of these character traits as you go through mental conditioning, meditation, and continuous mindfulness practice.
The Key Ingredients to Cultivating Trust
· Consistency. If you want to cultivate trust in you and your abilities as a leader, then lead by example. The little things done consistently each day are what will make all the difference in the long run. Once you begin to see results and your momentum builds, the proof is in the pudding and your team will have more trust in you.
· Commitment. Your unwavering commitment to your business, company, project, or vision even during lean or difficult times is what will inspire trust in you for future projects. No matter what the outcome, the fact that your commitment was unwavering speaks volumes. You made a decision and stuck with it even if it seemed impossible or wasn’t popular at one point or another.
· Clarity. Become very clear about your priorities, your purpose, your mission, and your expectations… make it a point not to be vague or ambiguous. Being straight forward is a great way to avoid wasting time beating around a problem as opposed to solving it.
· Competence. You will find that people trust you more if you know what you’re doing, are always learning and staying up to date, and either know the answers or know where to find them. This is where applied knowledge becomes a very powerful tool.
· Character. Are you the type of leader who does what is right over what is easy? If so, this is a characteristic that will help to inspire trust in your leadership. Life and business very often require doing what needs to be done whether we like it or not, so it’s no wonder that this trait inspires trust.
· Gratitude. A leader who practices gratitude will have an amazing set of personality traits that everyone can appreciate. That’s what makes a mindful leader such a great connector. Grateful leaders don’t gossip, complain, or feel entitled. This mindset can always be achieved through practice.
· Results. Nothing screams, “Follow me!” like achieving the results you set out to, or better. When you are able to produce positive and successful results on a consistent basis, your expertise expands, your team trusts you more and more, and you are able to be more confident and build upon your success no matter where you are on the overall ladder.
· Empathy. Being compassionate toward others is essentially caring about things bigger than yourself or outside of yourself, and taking those things into consideration. This will ensure that you are working toward the best interests of the majority and the business as a whole, applying the golden rule as your default setting.
Now that you’ve read about some of the most important traits of a great leader, it’s time to put these habits into practice. The only thing you have to do to begin changing your life and leadership style for the absolute best it can be is to implement one of these small habits at a time until you practice all of them daily. Think incremental improvement at a relaxed pace so it sticks effortlessly and feels wonderful.
For more information on the Mindfulness Movement and the International Mindfulness Federation, please visit:
We just received word that our flagship Executive Coaching Training Program (CMEC) was approved by the International Coach Federation! We can now award 15 CCEUs (credit hours) toward coaching certifications with the ICF. This is a wonderful compliment to our SHRM certifications.
This is such a beautiful reflection on our entire team. Congratulations to all of you!
Many thanks to all of you for your support over the years. We are so blessed…
You can find details here:
Founder and CEO
According to Gallop (and other leading survey firms) here is the reality:
What do you think of these smelling salts?!
Coaching can address all of these issues…in fact; it may well be the ONLY thing that can cure these workplace “ills.”
If you don’t have a coaching strategy in your organization, I can guarantee you one thing—these statistics will not go down…
Coaching is the “cure.” Isn’t it time you used coaching to focus on your most important asset…your people?
A. Drayton Boylston
Founder and CEO
Executive Coaching University
© 2013 and beyond Executive Coaching University. All rights reserved.
Are Leading or just Managing?
Pretty sad facts.
Guess what? They more than likely apply to your organization too.
If you manage people, you own this!
What’s happening within our workforce to make these statistics a reality?
In the United States employee engagement only averages 30%. That's it.
It comes down to poor leadership.
We have spent so much energy creating “good managers” that we have become disengaged with what it means to be a good leader.
Managing comes from a need to produce an outcome, which of course, is important. However, when we can move to a place of leading those around us the organizational momentum transforms. More than anything employees want to make a contribution. Once they feel that they are, they stay...and they stay engaged. Which boosts your bottom line.
If you have the management skills without the leadership skills your career will plateau at some point. That is a fact.
The soft skills that good leaders possess are going to be in high demand as the battle for top talent continues to increase. Are you ready?
Want to learn how to become a better leader? Click here for details.
Coaching In The Workplace - Training for Executives, Managers, and HR Professionals
© 2014 and beyond Executive Coaching University. All rights reserved.
While our time together progressed, my client must have glanced towards, or checked in some way, her “smart phone” three or four times over the course of our first fifteen minutes.
I commented on her split attention and asked her to turn off the phone and just be focused on our time together for the next forty five minutes – fully focused upon our work. The look on her face would have lead someone not knowing my request, to think I had asked her to do something exceptionally distasteful…maybe even illegal!
Through our discussion around my request it became quite clear that she had NEVER turned off her phone – it was always on. This meant she was always connected, always available, always “on.”
She explained that this level of being available and connected was the status quo at her corporation and essentially had been the status quo since she was at University. “What if I miss something really important?” she asked. “I’m not productive if I’m not juggling a number of issues, projects, or conversations at once!” she stated.
This multitasking misconception arises quite often, especially with high performers who see their success as driven by the ability to do many tasks at the same time.
Yet, there is a downside to always being “on.” Consider:
Is it possible that any of the above might contribute to the 33% worker productivity rate in the U.S? 33%!!!
There are also other, more personal costs. This particular client was referred to me due to increasing conflicts between her staff and those in her chain of command – she had become “hard to work with” and was close to losing the job she so valued.
Additionally, her marriage was on the verge of divorce and she had been diagnosed with digestive/intestinal issues primarily caused by stress.
Coincidence? Not likely!
Sound familiar? Chances are if you are reading this then you have experienced, or know someone close to you who has experienced, a very similar chain of events.
Take time to focus within the moment, express gratitude, and disconnect at least once daily. You will find you are actually more productive, healthier, and happier. Then lead all those around you to do the same!
Director of Special Projects