We're sunsetting PodQuest on 2025-07-28. Thank you for your support!
Export Podcast Subscriptions
cover of episode Chris McAlister - Leading for Impact, Not Validation

Chris McAlister - Leading for Impact, Not Validation

2025/1/16
logo of podcast HR Data Labs podcast

HR Data Labs podcast
AI Deep Dive AI Chapters Transcript
People
C
Chris McAllister
Topics
Chris McAllister: 我痴迷于领导者如何成长和发展，成为能够培养其他领导者的领导者。我的新书《引领是为了影响力》旨在提供一种评估领导力的模板，而不是基于性格。大多数领导者根据他们最看重的性格来评估领导力，这是一种不公平的方式。我们试图提供一种方法，无论性格如何，都能做到这一点。我分享了一个我女儿的故事，说明了我如何因为自己的不安全感而以一种错误的方式领导。我为自己的行为感到后悔，并意识到我应该以影响力为导向，而不是为了寻求认可。 克服不安全感的方法不是强行改变，而是诚实地面对自己的感受。当您感到不安全时，请注意并学习如何看待它。大脑会自行组织新的行为，并且有方法可以加速这一过程。这与人们对改变的看法背道而驰。我们不是要喂养“好狼”，而是要了解“坏狼”的需求，并改变它的饮食。 领导者寻求自我肯定的行为会在沟通、变革和连接等方面表现出来。在沟通方面，重要的是要区分所说的话、听到的话和本意。在变革方面，领导者可能会改变太多或太少。在连接方面，人们可能会感到被忽视或不被重视。我们可以通过衡量不安全感、行为（证明和隐藏）以及领导者在当前角色中的活跃程度来衡量这些问题。 在当今高度碎片化的社会中，领导者需要具备安全感，才能有效地领导具有不同意识形态和世界观的团队。明智的领导者会避免两个极端：过度讨论和保持沉默。他们需要成为所有方面的领导者，即使他们的下属一次只处理一个方面。 人力资源领导者应该将重点放在帮助员工发展和进步上，而不是仅仅关注风险管理。领导力培训的有效性是关键，它应该关注改变思维模式，而不是仅仅提供工具。有效的培训应该从领导者在压力下的不安全感入手。关注自我成长的一个关键点是注意到自己何时回避直接沟通或试图说服他人。

Deep Dive

Chapters
Many leaders prioritize self-validation over actual impact, focusing on personal insecurities rather than organizational needs. This is exemplified through a personal anecdote about the author making his daughter's bed before a meeting, only to receive a text expressing her displeasure. The author reflects on how this mirrors the actions of many CEOs who prioritize their own anxieties instead of strategic goals.
  • Leaders often lead for validation instead of impact.
  • Self-insecurity drives many leadership decisions.
  • Prioritizing personal anxieties over strategic goals is a common leadership flaw.

Shownotes Transcript

Send us a text)

Chris McAlister, founder of SightShift and renowned leadership coach, explores the crucial difference between leading for validation versus leading for genuine impact. [0:00] Introduction•Welcome, Chris!•Today’s Topic: Leading for Impact, Not Validation[5:13] The problem with leadership today•How the quest for validation undermines effective leadership•Focusing on the organization’s needs and not personal wishes[12:55] How do leaders overcome their insecurities?•Measuring and managing insecurities•How toxic workplace cultures challenge leaders[24:57] What can HR practitioners can support leadership development•Focusing on positive growth over risk management•Why traditional leadership training often falls short[33:28] Closing•Try this: Identify the last time you had a moment of insecurity in the workplace•Thanks for listening!Quick Quote“[HR leaders] are not here just to protect the organization from harm, . . . [they’re] also here for how good it can get.”ResourcesSightShift)Lead For Impact: Why Mindfulness, Empathy, and Psychological Safety Don’t Make Great Leaders)**Contact:**Chris' LinkedIn)David's LinkedIn)Podcast Manager: Karissa Harris)****Email us!)****Production by Affogato Media)