Patrick Mork’s Post

Leadership Challenge: Managing Biases Every leader faces the challenge of managing biases—whether conscious or unconscious. Are you ready to lead with fairness, clarity, and inclusivity by managing biases? Managing biases as a leader is key to… ⚖️Improved fairness 🌟Enhanced influence 🤝🏻Stronger relationships This week, I’m excited to introduce the Managing Biases Leadership Challenge, where we’ll work on recognizing and addressing biases to create a more inclusive, equitable workplace. Managing biases as a leader is crucial to fostering an inclusive, fair, and productive workplace. Some important elements of managing biases that stand out to me include: 🔎Self-Awareness: Encouraging open, honest conversations about biases and their effects on decision-making, hiring, promotions, and team dynamics. ❔Challenging Assumptions: Questioning first conclusions drawn, particularly when they involve people or situations not fully understood. 👓Seeking Diverse Perspectives: Actively seeking input from a diverse range of voices and perspectives, especially when making important decisions. Other components of managing biases in leadership include, encouraging open dialogue, structured decision making processes, data driven decision making, inclusive leadership practices, bias checkpoints, accountability mechanisms, empathy, mindfulness and continuous improvement. Challenge Instructions: Here’s how you can participate: 🔎 Identify Your Biases: Reflect on situations where biases may have influenced your decisions. Be honest with yourself about how past experiences or assumptions may shape your perceptions.  👂 Seek Diverse Perspectives: Engage with people from different backgrounds, roles, or perspectives. Actively listen and create space for diverse viewpoints in your decision-making process.  🌱 Challenge Assumptions: Before making decisions, ask yourself, "Am I being fair?" and "What assumptions am I making?" Practice shifting from automatic thinking to more thoughtful, inclusive approaches. Are you ready to take on this challenge and lead with clarity and inclusivity❓ Capturing the Learning: Throughout the week, share your learning and insights in the 💬 comments 👇 below, inspiring others to practice managing biases in their leadership journey. You might consider sharing: ➡ Experiences ➡ Insights ➡ Inspirations By acknowledging and managing biases, you’ll foster a more inclusive, innovative, and high-performing team. It’s time to lead with greater awareness and make your leadership truly equitable. Let’s amplify the power of our teams together! #ManagingBiasesLeadershipChallenge #InclusiveLeadership #LeadWithAwareness #LeadershipDevelopment #EquitableLeadership #LinkedInChallenge #Coaching #LeadershipCoaching ➕ Follow me for more challenges ♻️ Repost this challenge to your network 🔗Connect to dive deeper

Progressive leaders, here's a little-known secret to make your Monday motivational – let’s dive into the realm of Accountability. Accountability isn't about pointing fingers after a breakdown. It's about creating an environment where each one trusts the other to step-up even before setting foot in the game. It's about ownership and understanding that every role, every decision, holds the potential to affect the final outcome. • It promotes TRANSPARENCY: Striving for accountability fosters an environment of trust. Everyone understands their role, and there's no room for ambiguity. • It enhances PERFORMANCE: Knowing we'll be held responsible for an outcome often pushes us to deliver our best. • Builds RESILIENCE: Mistakes happen, but accountability leads to learning, developing, and growing from them. Accountability is a two-way street 🛣️. Both the leadership and the team need to own it. When Leadership owns it... - They provide clear expectations and guidance. - Give feedback and acknowledge achievements. - Encourage a safe space for discussions, feedback, and innovative ideas. When the Team owns it... - They take the initiative to fulfill tasks proactively. - Provide transparency in what they're doing and dealing with. - Show resilience in accepting mistakes, learning from them, and moving forward. At the end of the day, the power of shared accountability is a magical potion. It breeds unparalleled performance levels, fosters deep trust, strengthens bonds, and ultimately, drives sustainable growth 📈 Remember, accountability isn’t punitive. It is a culture of learning, reflecting, adjusting and growing – a culture where mistakes are the stepping stones to excellence. So, are you ready to weave the magic of accountability into your professional fabric? 💼 Let’s hold ourselves accountable today for a better tomorrow. #Leadership #Accountability #Teamwork

"𝑻𝑯𝑬 𝑯𝑬𝑨𝑹𝑻 𝑶𝑭 𝑳𝑬𝑨𝑫𝑬𝑹𝑺𝑯𝑰𝑷 𝑳𝑰𝑬𝑺 𝑰𝑵 𝑬𝑴𝑷𝑶𝑾𝑬𝑹𝑰𝑵𝑮 𝑶𝑻𝑯𝑬𝑹𝑺." 𝘎𝘳𝘦𝘢𝘵 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘵𝘩𝘢𝘵 𝘵𝘩𝘦𝘪𝘳 𝘴𝘶𝘤𝘤𝘦𝘴𝘴 𝘩𝘪𝘯𝘨𝘦𝘴 𝘰𝘯 𝘵𝘩𝘦 𝘴𝘶𝘤𝘤𝘦𝘴𝘴 𝘰𝘧 𝘵𝘩𝘦𝘪𝘳 𝘵𝘦𝘢𝘮. 𝑫𝒐 𝒚𝒐𝒖 𝒂𝒈𝒓𝒆𝒆? This article outlines the importance of empowering others and how it fosters a thriving work environment. John Maxwell's book 📖, "𝑻𝒉𝒆 21 𝑰𝒓𝒓𝒆𝒇𝒖𝒕𝒂𝒃𝒍𝒆 𝑳𝒂𝒘𝒔 𝒐𝒇 𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑": He underlines a few of these fundamental principles: 👉𝑭𝒐𝒄𝒖𝒔 𝒐𝒏 𝑻𝒆𝒂𝒎 𝑮𝒓𝒐𝒘𝒕𝒉: As a leader, how well you can foster the growth and development of your team members will determine your effectiveness. 👉 𝑬𝒎𝒑𝒐𝒘𝒆𝒓𝒎𝒆𝒏𝒕 𝑶𝒗𝒆𝒓 𝑨𝒖𝒕𝒉𝒐𝒓𝒊𝒕𝒚: Use your position to empower others, not to exert power over them. 👉𝑺𝒖𝒄𝒄𝒆𝒔𝒔 𝑻𝒉𝒓𝒐𝒖𝒈𝒉 𝑶𝒕𝒉𝒆𝒓𝒔: Celebrate the achievements of your team as a reflection of your leadership. 👉𝑴𝒆𝒏𝒕𝒐𝒓𝒔𝒉𝒊𝒑 𝑴𝒂𝒕𝒕𝒆𝒓𝒔: Be a mentor; invest time in guiding and nurturing future leaders. 👉𝑳𝒆𝒂𝒅 𝒃𝒚 𝑬𝒙𝒂𝒎𝒑𝒍𝒆: Demonstrate the behaviors and attitudes you wish to see in your team. 👉𝑪𝒓𝒆𝒂𝒕𝒆 𝑶𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒊𝒆𝒔: Actively look for ways to create opportunities for your team to shine and grow. 👉𝑬𝒏𝒄𝒐𝒖𝒓𝒂𝒈𝒆 𝑪𝒐𝒍𝒍𝒂𝒃𝒐𝒓𝒂𝒕𝒊𝒐𝒏: Promote a culture where team members support each other’s success. 👉𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒛𝒆 𝑪𝒐𝒏𝒕𝒓𝒊𝒃𝒖𝒕𝒊𝒐𝒏𝒔: Acknowledge and appreciate the individual contributions that lead to the team’s success. 👉𝑩𝒖𝒊𝒍𝒅 𝑻𝒓𝒖𝒔𝒕: Establish a foundation of trust by being consistent and reliable in your actions and decisions. 👉𝑰𝒏𝒔𝒑𝒊𝒓𝒆 𝑽𝒊𝒔𝒊𝒐𝒏 : Help your team members see the bigger picture and understand how their roles contribute to the organization’s goals. Some leaders show that building others and practicing servant leadership help individuals, organisations, and society. A few examples of servant leadership: 🔹𝐇𝐨𝐰𝐚𝐫𝐝 𝐒𝐜𝐡𝐮𝐥𝐭𝐳 (𝐂𝐄𝐎 𝐨𝐟 𝐒𝐭𝐚𝐫𝐛𝐮𝐜𝐤𝐬): Starbucks prioritises its employees, encouraging growth and leadership development. Schultz believes that how you treat your people directly impacts how they treat customers. 🔹𝐓𝐡𝐞 𝐃𝐚𝐥𝐚𝐢 𝐋𝐚𝐦𝐚: His Holiness the 14th Dalai Lama embodies servant leadership through his teachings of compassion, empathy, and promoting peace. His focus on the well-being of others reflects the essence of this leadership style. 𝑾𝒉𝒂𝒕'𝒔 𝒚𝒐𝒖𝒓 𝒃𝒆𝒔𝒕 𝒕𝒊𝒑 𝒇𝒐𝒓 𝒄𝒓𝒆𝒂𝒕𝒊𝒏𝒈 𝒂 𝒄𝒖𝒍𝒕𝒖𝒓𝒆 𝒐𝒇 𝒆𝒎𝒑𝒐𝒘𝒆𝒓𝒎𝒆𝒏𝒕 𝒘𝒊𝒕𝒉𝒊𝒏 𝒚𝒐𝒖𝒓 𝒕𝒆𝒂𝒎? #leadership #growthleadership #servantleadership

💼 𝗧𝗵𝗲 𝗛𝗮𝗿𝗱𝗲𝘀𝘁 𝗪𝗼𝗿𝗸𝗲𝗿𝘀 𝗢𝗳𝘁𝗲𝗻 𝗚𝗲𝘁 𝘁𝗵𝗲 𝗟𝗲𝗮𝘀𝘁 𝗖𝗿𝗲𝗱𝗶𝘁—𝗔𝗻𝗱 𝗜𝘁’𝘀 𝗬𝗼𝘂𝗿 𝗙𝗮𝘂𝗹𝘁 💼 Here’s a hard truth: 𝗧𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝘄𝗼𝗿𝗸 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱𝗲𝘀𝘁, 𝗱𝗮𝘆 𝗶𝗻 𝗮𝗻𝗱 𝗱𝗮𝘆 𝗼𝘂𝘁, 𝗮𝗿𝗲 𝗼𝗳𝘁𝗲𝗻 𝘁𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼 𝗴𝗲𝘁 𝘁𝗵𝗲 𝗹𝗲𝗮𝘀𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻. And if you’re in a leadership role, you might be part of the problem. 😬 Why does this happen? 🔕 𝗤𝘂𝗶𝗲𝘁 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗠𝗮𝗸𝗲 𝗡𝗼𝗶𝘀𝗲: The loudest voices often get the most attention. Meanwhile, your consistent performers keep their heads down and do the work. But just because they’re not demanding attention doesn’t mean they don’t deserve it. 🚒 𝗥𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝗙𝗶𝗿𝗲𝗳𝗶𝗴𝗵𝘁𝗲𝗿𝘀, 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗙𝗶𝗿𝗲 𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝗲𝗿𝘀: We tend to reward the people who jump in to save the day when things go wrong. But what about the ones who keep things running smoothly ? Their work is just as valuable, if not more. 📂 𝗢𝘂𝘁 𝗼𝗳 𝗦𝗶𝗴𝗵𝘁, 𝗢𝘂𝘁 𝗼𝗳 𝗠𝗶𝗻𝗱:If someone isn’t constantly in your radar it is easy to forget. But that doesn’t mean they’re not putting in the work—often, they’re the ones quietly making sure everything stays on track. How can leaders change this? 👀 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗟𝗼𝗼𝗸 𝗳𝗼𝗿 𝗤𝘂𝗶𝗲𝘁 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗼𝗿𝘀: Make a conscious effort to recognize those who might not be in the spotlight but are consistently delivering results. Schedule regular check-ins with team members who don’t usually speak up—ask them about their work and challenges. 🎉 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆:Recognition shouldn’t just be reserved for the big wins or the loud voices. Celebrate the team members who show up every day and consistently deliver quality work. Consistency is the backbone of success, and it deserves to be acknowledged. 🌟 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻:Encourage a culture where everyone’s contributions are recognized, not just the flashy ones. Peer recognition programs can help surface those efforts. As leaders, it’s our responsibility to ensure that the hardest workers, even the quietest ones, get the credit they deserve. 𝗗𝗼𝗻’𝘁 𝗹𝗲𝘁 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺’𝘀 𝗵𝗲𝗿𝗼𝗲𝘀 𝗴𝗼 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. #Leadership #TeamRecognition #WorkplaceCulture #EmployeeEngagement #ConsistentPerformance

I had the chance to weigh in with Business Insider on a current hot topic—favoritism at work. While recognizing top performers is important, it's crucial to keep the ultimate goal in mind: organizational performance. As I shared with Lindsay Dodgson, “Do you really want people wasting their mental energy thinking about favoritism? Or do you want their brains thinking about ‘how do I perform my best at the job that I’ve been hired to do?’ Because if they’re doing that, it’s win-win.” Especially right now, business leaders need to focus on key outcomes and ensure their communication strategy aligns with that: what do we want for the business, how do we want our people to spend their time, and how can we strengthen the collective mindset to win? Stress and anxiety are real, and performance under pressure is necessary. However, when professionals are consumed by excess worry about perception, they may perform—but not at their best. The benefit of teamwork lies in an “us against the world” mentality—and communicating that brings everyone together for the collective goal. Thanks to Lindsay Dodgson for including my thoughts. https://lnkd.in/dPeQ5bXC #Leadership #WorkplaceWellbeing #EmployeeEngagement #BusinessStrategy

**Understanding Servant Leadership: A Transformative Approach to Leadership** Servant leadership is a leadership philosophy where the primary goal of the leader is to serve others. This approach contrasts with traditional leadership, where the focus is on the prosperity and well-being of the organization or the leader themselves. Here’s a closer look at what servant leadership entails and why it’s impactful: **Key Characteristics of Servant Leadership:** - **Empathy**: Servant leaders strive to understand and empathize with others. They actively listen and seek to understand their team members’ perspectives. - **Stewardship**: They take responsibility for their role in the organization and the well-being of the people and the environment they influence. - **Commitment to Growth**: Servant leaders are dedicated to the personal and professional growth of their team members, providing opportunities for learning and development. - **Community Building**: foster a sense of community within their team, encouraging collaboration and a strong sense of belonging. - **Empowerment**: Servant leaders empower their team members by delegating authority and encouraging decision-making at all levels. **Benefits of Servant Leadership:** - **Enhanced Employee Engagement**: By prioritizing the needs and development of employees, servant leadership can lead to higher levels of engagement and job satisfaction. - **Improved Team Performance**: Teams led by servant leaders often exhibit greater collaboration and cohesion, leading to improved performance and productivity. - **Positive Organizational Culture**: This leadership style promotes a culture of trust, respect, and ethical behavior, which can enhance the overall organizational climate. **Implementing Servant Leadership:** - **Active Listening**: Pay attention to what your team members are saying and feeling. Show genuine interest in their concerns and feedback. - **Fostering Growth**: Provide opportunities for professional development and encourage continuous learning. - **Empowering Others**: Delegate tasks and give your team members the autonomy to make decisions. - **Building Community**: Create a supportive and collaborative work environment where everyone feels valued and included. Servant leadership is more than just a leadership style; it’s a way of life that places the well-being and development of others at the forefront. Embracing this approach can transform your leadership practice and create a more positive, productive, and inclusive workplace. #Leadership #ServantLeadership #Empowerment #TeamBuilding #GrowthMindset #EmployeeEngagement #OrganizationalCulture #TransformativeLeadership 🌟💼👥📈

🚀 Accountability is the cornerstone of high-performing teams, and it all starts with YOU as a leader! 🌟 Building a culture of accountability goes beyond just telling your team to "be accountable"—it’s about fostering a mindset where every individual takes responsibility, feels empowered, and is inspired to make impactful decisions. 💪 Here are 5️⃣ powerful keys to fostering accountability in your team: 1️⃣ Proclaim that something needs to be done! Don’t let recurring issues go unnoticed—raise your hand and take that first step! 🖐️ 2️⃣ Own the responsibility. It’s not about blame—it’s about finding solutions and leading by example. Accountability starts with YOU. 🙋♂️🙋♀️ 3️⃣ Make positive choices. Empower your team with the freedom to act. Without that, accountability falls flat. ✅ 4️⃣ Think about the long-term impact. Choices have consequences. Is your decision serving the long-term success of the team and the customer? 🤔 5️⃣ Set high expectations. When you raise the bar, you inspire your team to do the same, creating a ripple effect of accountability and excellence. 🚀 ✨ The magic happens when you create a culture of openness, empathy, and passion. When team members feel heard, respected, and inspired, accountability follows naturally. 💡 So, take a moment today and reflect—are YOU modeling the accountability you want to see in your team? Let’s lead with care, courage, and commitment! 💼💯 🙏 Thank you, Martin Zwilling, for your insightful article that inspired this post! Your wisdom on fostering accountability is truly motivating. 🌟 #Leadership #Accountability #Teamwork #Success #Inspiration #GrowthMindset #CultureMatters #LeadByExample

𝗛𝗼𝘄 𝘁𝗼 𝗘𝗻𝘀𝘂𝗿𝗲 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼 𝗶𝗳 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗶𝘀 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗯𝗲𝗶𝗻𝗴 𝗵𝗲𝗹𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲. Ensuring accountability within a leadership team is crucial for driving organisational success. So how can leaders can foster accountability and address avoidance: ➡ Set Clear Expectations: Clearly define roles, responsibilities, and expected outcomes for each team member. Use specific, measurable goals tied to the organisation’s objectives. ➡ Create a Culture of Ownership: Encourage a mindset where team members feel personally responsible for their tasks and their impact on the organisation. ➡ Lead by Example: Demonstrate accountability in your own actions. If leaders are transparent, admit mistakes, and take responsibility, it sets the standard for the rest of the team. ➡ Regular Check-Ins: Use one-on-one and team meetings to review progress, address challenges, and keep everyone aligned. Accountability is easier when there’s consistent oversight. ➡ Provide Tools and Support: Ensure your team has the resources and authority they need to execute their responsibilities. Lack of accountability often stems from unclear boundaries or insufficient support. ➡ Celebrate Wins and Acknowledge Efforts: Recognise and reward accountability to reinforce positive behaviour. This motivates others to follow suit. ➡ Foster Open Communication: Create an environment where team members can speak up about obstacles or seek help without fear of judgment. What to Do if Someone Avoids Accountability: 💡 Identify the Cause: Understand why the individual is avoiding accountability. Is it due to unclear expectations, fear of failure, lack of confidence, or a misalignment with their role? 💡 Address the Issue Directly: Have a private, candid conversation with the individual. Focus on the behaviour and its impact, not on personal criticism. 💡 Reiterate Expectations: Reinforce what is expected of them and why their accountability is critical to the team and organisation. 💡 Provide Constructive Feedback: Offer specific examples of where they fell short and collaboratively identify ways to improve. 💡 Agree on an Action Plan: Develop a plan with clear steps, deadlines, and deliverables. Document this agreement to ensure clarity. 💡 Implement Consequences: If avoidance continues, enforce consequences. This could range from reassigning responsibilities to formal performance improvement plans. Accountability must have teeth to be effective. 💡 Monitor Progress: Regularly review their performance to ensure they are meeting expectations and provide support as needed. 💡 Reassess Fit: If someone consistently avoids accountability despite your efforts, it may be time to reassess their fit within the leadership team. High-performing teams need every member to contribute fully. #Accountability #Leadership #CEO #Founder #BlackDogLeadership 👉 Follow Black Dog Leadership on LinkedIn image: vecteezy

Servant leadership is about respecting, celebrating and supporting people. A servant leader is focused on training, mentoring and supporting a workforce—and doing so without ego-driven attitudes or intentions. It’s about, in small and big ways, bringing a profound impact to an organizational culture by celebrating its most influential component: people. 💡 Servant leadership is not just for the giants of commerce and industry, such as Starbucks, Whole Foods Market, Apple, Unilever, Ford Motor Company and other leading corporations that have been recognized for an employee-focused philosophy, with servant leaders at their respective helms.

𝐇𝐨𝐰 𝐭𝐨 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐢𝐧 𝐓𝐞𝐚𝐦𝐬 When accountability is absent, teams lose momentum and cohesion, leading to poor performance and frustration. Often, the root of the issue is not an unwillingness to be responsible but rather the fear of blame or punishment. This mindset stifles ownership and drives team members to play it safe, rather than contribute fully. True accountability isn't about assigning blame—it's about fostering clarity, trust, and shared responsibility. To cultivate this culture, leaders must set transparent, measurable expectations and regularly communicate how individual contributions align with team goals. Feedback loops should be continuous and constructive, focusing on progress and learning rather than criticism. Empowering employees to take ownership of their work, and offering support when things don't go as planned, encourages a healthy relationship with accountability. A team that embraces accountability understands that mistakes are part of growth, not something to be feared. By encouraging openness and mutual trust, you build a resilient, high-performing team where members feel safe to take initiative. Here's a nice piece on ways to create a culture of accountability at the workplace. (Average read time: 6-7 minutes) https://lnkd.in/gYT6SK_3 𝐖𝐡𝐚𝐭 𝐬𝐡𝐢𝐟𝐭𝐬 𝐡𝐚𝐯𝐞 𝐲𝐨𝐮 𝐦𝐚𝐝𝐞 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐬𝐭𝐲𝐥𝐞 𝐭𝐨 𝐟𝐨𝐬𝐭𝐞𝐫 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐟𝐞𝐚𝐫? #Accountability #TeamCulture #LeadershipExcellence #GrowthMindset #EmployeeEngagement #ResponsibilityMatters #TeamPerformance #LeadershipSkills #100dayschallenge #LeadAcademy