Leader’s communication style, responsiveness level and success attainment. Are they linked?

When someone is in a leadership role, there is plenty of scrutiny on everything they do. They are also subjected to having most aspects of what they are involved with measured. Either overtly, or from a judgement and opinion level.  This is something that new or even experienced leaders will either find to be helpful in evaluating their performance, or similar to a heavy weight they must learn to tolerate carrying while performing at a peak level.

One of the most glaring mistakes I see new leaders make is assuming they have to know everything about their role. In other words, that if they ask others for advice, it might disclose they don’t know everything. This seems absurd when you think about it from this perspective. Why? Because it would be unrealistic for anyone, let alone a leader to know everything related to their role. Even experienced leaders will not have mastered everything about their role, and they don’t need to. However, they will need to be humble enough to admit this. Doing so early on in their leadership role will serve them well.

Maybe it’s me, but I find it extraordinarily frustrating when I interact with leaders who truly need support yet will initially keep you or others at an arm’s length and not allow you to help them. Of course, they need the help, they know they do, but they seem to be unable to allow their guard to come down enough to gain value from others experience and advice. Some of this is attributed to their pride or perhaps their ego, and neither will serve a leader well from a long-term success perspective.

Considering how pride and ego can have a detrimental impact on a leader who refuses to realize this, leads me to think about what are the contributing factors to this scenario? Let’s start with how comfortable a leader is with communication. If they do not find this to be one of their strong suits, have they, or will they seek support to improve this ability? Communication comes in a variety of forms, so tackling one at a time is more reasonable. A leader also might find that they can master one type of communication more easily, and doing this will help them to gain traction in the other areas they can then begin to work on becoming better at too.

If a leader is struggling with their ability to communicate well with others, I have seen a pattern of this also impacting their responsiveness levels. For context, I’m referring to how much of a sense of urgency a leader has with handling and responding to via their ideal communication style. When a leader is not yet comfortable with communicating with others they lead or need to engage with a sense of urgency, their responsiveness level generally isn’t as strong or as quick as it could or should be. Given the fact that there are many leadership situations which require a rapid response, if a leader isn’t capable of responding at the required response rate, this will then critically impact the desired success outcome of the scenario they are involved with.

Responsiveness levels for leaders can vary, but one of the negative contributing factors is whether they have even a slight tendency to procrastinate. Perhaps this is because they either feel like they need to take extra time to think things through thoroughly, or that they don’t or haven’t learned how to respond to the urgency and pressure, and then resort to stalling their actions.  This responsive style will not serve a leader well, but only they can decide to alter and commit to not falling prey to this potentially career limiting reality.

Let’s assume you are a leader or sports coach who might recognize the need to improve your communication, responsiveness and ultimately your success level. Here are some suggestions for you to consider how to move in the direction of doing so.

  • What would you say is your strongest area of communication (e.g., verbal, written, listening, non-verbal, visual)?
  • Have you proactively invested in making your top communication area stronger?
  • Are you willing to invest in yourself to enhance your leadership communication ability?
  • What is your timeframe to improve your communication ability, and can you see how doing so will have a positive impact?
  • How would you rate your responsiveness level from a communication perspective? For example, do you routinely get right back to people who are looking for a response, generally delay your response, or perhaps ignore and not respond at all to some people? Perhaps some variation of these? Hint. The most successful leaders and sports coaches are highly responsive, even if it involves the most trivial topic. In this case, they may delegate someone else to respond for them, and that is perfectly acceptable.
  • If you lean towards not being as responsive as you know you could be, ask yourself what is contributing to this behavior and causing your responsive level to be lower than it should be? Stubbornness, lack of having a sense of urgency, self-sabotaging or being complacent are some potential reasons why.
  • Be honest. Is your success level where it should or could be? Write down what may be contributing to your current success level, and make sure that the majority of items on your list are what you can do to impact this. It’s tempting to point finger at others, but ultimately you are responsible for the success you and your team will experience.
  • Ask yourself why you want to ultimately improve your leadership success level. You might be surprised at your responses, and they will also provide you with additional insight into areas you can focus more attention on to improve your situation.

Based on my experience, I will say that a leaders communication ability and responsiveness level is directly linked to the success they and their team’s will have. If either of these two areas are not at an optimal operating level, or considered as contributing success factors, I would recommend they are evaluated and adjusted accordingly.

TAGS: #Leadership #Leader #Sportscoach #Team #Teams #Success #Productivity #Communication #Responsiveness #Business #Teamdynamics #Successtips #Management #Personaldevelopment #Professionaldevelopment #Strategy

(5) Tips on How to Manage Your Boss

Unless you are your own boss, you have probably uttered the words, or thought to yourself at one point or another, that your boss is driving you crazy. You may have muttered this under your breath, or shared this comment with a colleague, or someone outside your work circle.

Based on the dynamics of the typical boss and subordinate roles, it is quite likely that you will be annoyed by your boss now and then. This is normal, especially since the work is mainly flowing your way, without the ability to decline or limit the amount of assignments coming your way. Or is there?

Perhaps you have heard that everything is negotiable? It really is, but not everyone feels comfortable negotiating, so they simply accept the work that flows their way.

Those who have developed negotiating skills, even minor ones, tend to be much more satisfied with their bosses. Why? Because they are indirectly managing the situation. The best part of having a negotiating conversation with your boss, is that they may not be aware of the fact they are being managed by you.

So, if you are thinking, I do not like to negotiate, and my communication or debating skills are not up to the task, keep reading.

Similar to the belief that everyone has creative skills, if you can talk, you have to ability to also develop your negotiation skills.

At its most basic level, negotiating is about asking questions. You can do that! By asking questions about the assignment, your boss will be forced to confront whether what he or she is asking has been fully thought through.

You might be surprised how many times they have not thought through what they are asking you to accomplish, and are only serving as a middle man pushing assignments down from above. Negotiating also allows you to gain clarity on aspects of work (e.g., timeframe flexibility, who else can or should be involved, how is the success of the project outcome to be measured).

Here are five tips on how to manage your boss.

  1. At the beginning of the week, assess the mood of your boss. You can typically do this by having a brief conversation on Monday morning, or by checking in with one of your colleagues. If they are in a less than favorable mood, leave them alone until mid-day and then reassess. Monday mornings can be stressful. The beginning of the week is a popular time when the upper management team meets with your boss to review the status of how the business is going. Even if the stats are on track, this can impact the mood of your boss.


  1. Make sure you have a weekly assigned time to check in with your boss, even if it is for only 10 minutes each day, or once a week for 30 minutes. During any of these sessions, make sure you have set the agenda are driving the conversation. Setting the agenda puts you in charge. In essence, you are managing your boss.


  1. Clarify monthly or quarterly expectations. This is a critical component to managing your boss. As long as you are clear about the project and results of the work you are doing, and making sure during your weekly meetings that priorities have not changed, you will be in strong alignment with their expectations.


  1. Get to know your boss. Take time to go out to lunch or coffee with him or her once or twice a month to have a non-work conversation. If you do not do this, you run the risk of them not seeing you as a whole person, with other dimensions of your personality they may not be able to observe in the office. More and more people work remotely and may not have too many opportunities to meet with their boss in person, but when you do, make sure you go through this same exercise.


  1. Ask your boss to articulate how you can help them with your professional contributions to make them look good. This may seem awkward, but ask anyway, as most people do not know the answer, and may, in fact, be entirely wrong by making incorrect assumptions. Get the facts, work with them – another key way of managing your boss.

Depending on your career level, some of these suggestions would need to be modified, but most of these techniques actually can and will work. They have been applied successfully by people who are just starting out, all the way to the highest “C” level executives.

Managing your boss is a concept from which just about everyone can benefit. Test drive some of them and see if they work for you.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of MarketMe Too.  She is a Gallup Certified Strengths Coach, author of Wisdom Whisperer, and is a well-respected motivational and social influencer who has a global following from her numerous speaking, print, radio and television media appearances.

Our expertise is in uniting, motivating and bridging teams (sports & business). What does this do for our clients? It provides them with an acceleration boost to reach their goals sooner, and interact with a renewed efficiency, focus and energy level.

Market Me Too also works with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. Our coaching produces repeatable, measurable and amazing results personally and professionally. Need proof? Just talk to our clients, or read through our testimonials.

If you want better and different results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

Success. What’s Your Definition?

By Kathleen E. Murphy

It’s the time of year when many students will be graduating from either high school or college, or perhaps from some other program format which will be handing them a diploma. With this type of achievement, particularly for college or other program graduates (e.g., trade schools), it naturally brings on the age-old question of “what will you be doing afterwards”? My first thought when I hear this question is why can’t people skip this question and accept the act of graduating is in fact an act of success itself? I think they do, but it should be further recognized and celebrated for longer than simply the graduation ceremony. This brings me to the point of thinking through what are the elements which define success?

Fast forward past graduation and into the “working world”. Here’s where many people begin to stress out about how they are defining themselves from a success perspective, and here are some samples of what may be going through their brains…..have I accepted a position at the right company, am I on the “fast track” to move up the career ladder, am I networking with the right people, or enough people? These are some of the questions early in their career people are thinking about, and this may not be the best use of their energy. I say this because if you study truly successful people, it really doesn’t fully matter what you are doing early on in your career. The point is to do the best you can do in the role you are in, and to leverage this role as a stepping stone, unless you are in a field which requires a strictly defined path (e.g., nursing, engineering, teaching).

Success can be defined many ways, and I challenge you not to be boxed-in and limited by others, or via the more traditional methods of how success in numerous first world countries is defined (e.g., money, fame, status). Instead, try a new perspective and think about success in smaller more “bite size” pieces, and in terms of achieving success by other methods. A few to consider are ones such as your health (e.g., mental and physical), how genuine your friendships are and how long they have lasted, whether you have a family or network to support you in times of celebration or crisis and how much freedom you have to make choices in your life which can make each day better, or another person’s life better because of you being in it.

Yes, success is often thought of in monetary terms of status and achievement, but what if money and status did not matter? Could you then define success as achieving happiness each day, or perhaps everyone on the planet being kind and accepting of each other? Perhaps success could be defined simply by ticking off all the boxes on your “to do list” each day, or teaching another person about something they did not know? The point I am making is to stop stressing out about how success is defined by others, or by the standards you have had ingrained into you since you were a young child. Take time to create your own definition of success, and do not empower others to do this for you. You will only end up being disappointed, as someone else’s definition of success is always going to be different from your own. Stop comparing yourself to others. Think about this for a moment. I did, and it made all the difference in the world to me. I hope it does for you as well.

Kathleen E. Murphy is the Founder, Chief Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth, regardless of the industry they are in, or the business stage they are presently at. Contact Kathleen at kathymurphy@me.com.