Melanie McMillan on LinkedIn: Why so many bad bosses still rise to the top (2024)

I learnt another new word the other day: Microvalidations. They are small, positive actions that encourage or affirm and may be an antidote to microaggressions. My feeling is that they do require leadership that is culturally competent and racially literate in the dominant workforce group to be effective. However, as Black and Brown colleagues, we can still use microvalidations in our own areas of work in a significant and impactful way. In this article by Professor Laura Morgan Roberts, five microvalidations are described that anyone can use. 1️⃣ Acknowledge Presence2️⃣ Validate Identity3️⃣ Voice Your Appreciation for Everyone’s Contributions4️⃣ Hold People to High Standards5️⃣ Affirm Leadership Potential and Status#Microvalidations #Microaggressions #GlobalMajority #workforce #ResistRacism #AntiRacism

63

17 Comments

This article by HBR says, “self-worth is our set of core beliefs about our value as a human being. It’s how we see ourselves and who we perceive ourselves to be. People differ in what they believe they must be or do to have worth or value.”Since I’ve worked with CEOs and senior executives from Fortune 500 companies for 20 years, I’d add a few things to the article.1⃣ Change the mental picture. How you see yourself on the inside is a direct and outward reflection of how you act, behave, and communicate on the outside. We call it leakage, as once this mental picture is inside your subconscious, it leaks everywhere. You’ve got to practice some techniques I share with my clients to reshape that internal picture they carry around with them 24/7. Once they change their internal picture, they can boost their self-worth by acknowledging their achievements, embracing growth opportunities, and nurturing supportive relationships, reinforcing their value and significance. I’ve found that when doing Hathorn Group 360 Interviews, people often see the leader as more confident than they see themselves. It’s a process, but I’ve seen clients move from lacking self-esteem to being confident and unstoppable.2⃣ What You Focus on Expands.I love the quote, “You become what you think.” What you focus on expands, highlighting the power of attention in shaping our reality. Leaders can attract more success and fulfillment by concentrating on positive aspects and goals, as their energy and actions align with their focal points. This principle encourages a mindful approach to life, emphasizing the importance of focusing on who we wish to become as more extraordinary leaders.3⃣ Leverage Your Strengths While Strengthening Your Development AreasLeveraging your strengths allows you to maximize your potential and achieve peak performance while concurrently addressing and improving your weaknesses, ensuring a well-rounded and resilient skill set. This dual approach fosters personal and professional growth, enabling individuals to excel in their endeavors by capitalizing on their natural talents and diligently working to overcome their limitations. Whenever I’m working with a client, I want to ensure I know all of their strengths to help them pull from their natural strengths as they tackle every obstacle and challenge standing in their way.I’d love to hear from you about what other tips you have beyond this article to help leaders develop a higher sense of self-worth and become fearless.#coaching #executivecoaching #leadership #mindset #leadershipskills #success

5

"Avoiding committing microaggressions is not enough; to remedy the harm they cause, we need to counteract them." I often conduct corporate microaggression trainings to help individuals understand what microaggressions are, the harm they cause and how to deal with them when they occur. I agree with the authors that Microvalidations are one way to encourage positive actions in the face of negative ones. Microvalidations are small, positive actions that encourage or affirm. This is a great resource by Laura Morgan Roberts and colleagues on how to model microvalidations as a tool for inclusive communities and connections. Here's how:▶ Acknowledge Presence- Make eye contact, put your phone away when engaging.▶ Validate Identity- Refer to people that is in line with how they think of themselves. Use their preferred names, pronouns and be open to learn about their experiences rather than try to fit them within your worldview. ▶ Voice your appreciation for everyone's contribution - Do this in real time as much as possible▶ Hold people to high standards - People in non-dominant groups are often held to lower standards in subtle ways: They are steered towards lower-level tasks; their work is micromanaged; and they are given feedback based on negative group stereotypes. Hold all team members to high standards and make it clear that you expect they can meet them. ▶ Affirm leadership potential and status - Use formal titles in public settings, express that you have confidence in leader's ability to rise to challenges. https://lnkd.in/ep4gwWVB

41

2 Comments

When you choose people in leadership or administrative positions, choose fair people who have a conscience and have a culture of discussion and consultation and differentiate between work, interests and personal relationships, people who will remove the sheila, people who do not have mental illness, people who say on paper are implemented in reality, people with future experience

3

We understand the difficulties that come with a strategic leadership position in business, particularly if you are struggling with self-confidence or communicating effectively. From being assertive versus being aggressive to being adaptable and working on conflict management skills, there seems to be endless things to work on when it comes to being a good leader.We believe networking and communicative action is at the very core of being a good leader, but perhaps not the networking you’re thinking of. Gone are the days of nametags, business cards, and awkward conversations to get to know colleagues and potential clients. We want to usher in a new era of genuine connections, like-minded conversations, respect, and empathy. As an Uncommon Member, you will have access to a support group of hundreds of women in similar situations, and community dinners in which we share trials, tribulations, and the wisdom gleaned from lifetimes of experience. One of the options to choose from in our carefully curated coaching tracks is Mastering Strategic Leadership, delving into the development of skills such as influence and cross-cultural leadership. We believe that being a good leader begins with understanding and communication.Let us know below if you have any tips, tricks, or wisdom into being a better communicator and leader.Learn more about the transformation possibilities of the track on our website: https://lnkd.in/ekn8kj8v , and get the chance to share your thoughts at one of our community dinners.Hear from our CEO and Founder Yolanda Tara Lee TOMORROW on managing difficult situations and conversations in the workplace, and gain insight into being a better female leader. RSVP here: https://lnkd.in/dsDG8wfP

4

This article by HBR says, “self-worth is our set of core beliefs about our value as a human being. It’s how we see ourselves and who we perceive ourselves to be. People differ in what they believe they must be or do to have worth or value.”Since I’ve worked with CEOs and senior executives from Fortune 500 companies for 20 years, I’d add a few things to the article.1⃣ Change the mental picture. How you see yourself on the inside is a direct and outward reflection of how you act, behave, and communicate on the outside. We call it leakage, as once this mental picture is inside your subconscious, it leaks everywhere. You’ve got to practice some techniques I share with my clients to reshape that internal picture they carry around with them 24/7. Once they change their internal picture, they can boost their self-worth by acknowledging their achievements, embracing growth opportunities, and nurturing supportive relationships, reinforcing their value and significance.I’ve found that when doing Hathorn Group 360 Interviews, people often see the leader as more confident than they see themselves. It’s a process, but I’ve seen clients move from lacking self-esteem to being confident and unstoppable.2⃣ What You Focus on Expands.I love the quote, “You become what you think.” What you focus on expands, highlighting the power of attention in shaping our reality. Leaders can attract more success and fulfillment by concentrating on positive aspects and goals, as their energy and actions align with their focal points. This principle encourages a mindful approach to life, emphasizing the importance of focusing on who we wish to become as more extraordinary leaders.3⃣ Leverage Your Strengths While Strengthening Your Development AreasLeveraging your strengths allows you to maximize your potential and achieve peak performance while concurrently addressing and improving your weaknesses, ensuring a well-rounded and resilient skill set. This dual approach fosters personal and professional growth, enabling individuals to excel in their endeavors by capitalizing on their natural talents and diligently working to overcome their limitations. Whenever I’m working with a client, I want to ensure I know all of their strengths to help them pull from their natural strengths as they tackle every obstacle and challenge standing in their way.I’d love to hear from you about what other tips you have beyond this article to help leaders develop a higher sense of self-worth and become fearless.#coaching#executivecoaching#leadership#mindset#leadershipskills#successhttps://lnkd.in/ekJu9hsM

1

Look after your staff no matter what level 💎 I cannot stress this enough. Daily I see different bad habits of managers/company owners belittling and trying to control their staff and do you know where it is most common? Male superiors with female subordinates. Your staff are there to help you and make your job easier, treat them well and they will go above and beyond for you. Listen to them, act upon your promises and be a leader rather than just taking the title.

I grew up as a minority trying to fit in at mostly-white schools. The result of struggling to assimilate: I equated being liked with being safe. When I started out in business in my 20s, I still held that belief. So I tried to please as many people as possible and ran into a problem: That approach might get you along socially – But as a leader you have to make decisions that: ✅Earn people's respect ✅Make your business strong & sustainable ❌… But don't always make you popular in the moment Trying to have it both ways? A recipe for pain and anxiety 😬 And that got exhausting. So as I got older and became more secure in myself and as a leader… I made more decisions on the basis of my principles and found: 💪 I trust myself and my integrity 💪 My team has *real* principles to identify with 💪 My values became a part of my organization’s culture All of that is more valuable than being liked. But the biggest 🔐unlock 🔐… If you treat people with kindness & respect, which is a *must* – And make the right choices that prioritize the long term – You can be liked AND respected. By others AND yourself. You might not be invited to after-work happy hours as often – But you're giving yourself and your team something more powerful. An honest vision for the future. 🌎

30

4 Comments

Do you often see others' needs even before they ask? You could be an ISFJ. Our client The Myers-Briggs Company shares their expertise on the personality type in Forbes, detailing their strengths & hidden leadership qualities. More than just supportive, ISFJs can be powerful team players.Forbes article: https://bit.ly/4bPY5aA #ISFJ #Leadership #Personality #MBTI

4

Stuff happens.It is not your fault (maybe).It is someone else's fault (maybe).But will placing blame and voicing it vehemently help anyone..?You know it won't.Yet we all often do so anyway.It is a habit that we need to break. Not only because it is the right thing to do, but also because it is in our own, and our collective best interest to do so.Remember:"We all want to be heard and understood, especially during disagreements that could have important consequences for our life at work."Next step:▶ Have you taken the time and made the effort recently to help someone feel comfortable in an argument even when you felt certain that they were in the wrong? ▶ Did you choose your words carefully? ▶ Did you check their reactions?▶ Has someone done this for you?▶ How did it make you feel, and what are you doing to replicate those feelings regularly?#work #job #disruption #difficultconversations #arguments #litigation #conversations #leadership #cooperation #collaboration #community

2