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“Creating Successful Leaders”

Category Archives: Better Business

June 11, 2025 Taking Real (Not Performative) Actions

Photo by Kyle Head from Unsplash.com

Have you ever felt like a person or business was putting on a show for their own gain? They may have made some kind of gesture or action that seemed helpful or kind on the surface, but when you looked a little closer, this act was really self-serving or ingenuine. Maybe it was a CEO apologizing (but not really apologizing) for some kind of misstep. Or maybe a business donated to a certain political party…and also donated to the competing party.

Gestures such as these would likely make you pause, do a double-take, and question the authenticity of the person, group, or business. That’s because there is a huge difference between genuine actions and performative ones. Genuine actions come from the heart. They are meaningful and substantial. And most importantly, they are done without the expectation of public acknowledgment or thanks.

On the other hand, performative or symbolic actions lack substance. Often, they are done publicly, to bolster the image of a person or business. The people or organizations that are supposedly benefitting from the performative action come second—they’re an afterthought. The most important thing is the boost the performer gets, whether that boost is related to image, finances, or ego.

Examples of Performative Actions

One type of performative action is supporting a marginalized group during a specific time of year (Black History Month, Women’s History Month, Hispanic Heritage Month, etc.) for the sole purpose of profiting off that group. Or, perhaps a company sends out a cheery office-wide email recognizing an important issue (Happy Mental Health Month! Here is a list of 10 ways to practice self-care…), but then fails to take any real action to improve that issue (therapy programs, mental health leave, grief counseling, etc.).

Performance could also happen on a smaller scale. The late Pope Francis used the season of Lent as an example, saying that although giving something up (such as meat or chocolate) could be noble, it is more meaningful to do good works or take genuine steps to help others. He suggested fifteen simple “acts of love” as an alternative. These included saying “hello” and “thank you” to others, reminding people how much you love them, celebrating others’ successes, and donating to those in need. These small actions might not get you much credit or external recognition, but that’s not the point. The point is to quietly and authentically make the world a better place.

Choosing Authenticity

How do you make sure you’re acting authentically and not putting on a performance? Or, on a larger scale, how can you make sure your business is acting with genuine motives?

A great test is to think about your purpose or intentions (or the intentions of the business). Are you genuinely concerned about a cause and want to help? Or are you more concerned with how your actions are being perceived? Are you okay with receiving zero recognition for your actions? Or are you hoping for praise and accolades? These questions might warrant some contemplation—time to really sit and honestly consider your intentions.

Keep in mind: People can often see through a performance. If you act genuinely and have the right intentions, that will take you a long way in all aspects of life. It’s all about intention and carrying out that intention in a forthright way.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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April 23, 2025 Help Others to Adapt (by Leveraging Your Strengths)

Photo by Andreea Avramescu on Unsplash

In my last post, I discussed the variety of ways in which people process and cope with change. While change might excite and energize some, others may feel discouraged or frightened by it. This, of course, can depend on what type of change we’re dealing with, and the circumstances around it. It also depends on a person’s personality and ways of processing change.

These concepts can all be tied to Insights® Discovery, a science-based program which helps people become better acquainted with themselves, their personal tendencies, how they react or adapt to certain situations, and more. (See my last post for more information on the program.) Suffice it to say, we all have different methods for dealing with change, and some of that is driven by our personal attributes and inclinations.

No one is flawless when it comes to fielding change. We all have areas of improvement, but we also have areas of strength. To help others cope with change, I’d like to challenge you to think about your personal strengths and how they can be an asset. Let’s discuss some of the strengths you might have:

You’re Research- or Data-Oriented

If you’re the type who likes to have the full, evidence-based picture before proceeding, you can play into this strength to help facilitate change. During times of uncertainty, research and data can assist us by painting a better picture of a situation (whether for better or worse!). And that, in turn, can help people understand how to move forward.

When leaning into this strength, keep in mind that not everyone sees the world as you do, so it’s a good idea to present the data in a way that is easily understood and digestible.

Note: these traits are associated with “blue energy” on the Insights® Discovery color wheel.

You’re a Go-Getter

For some, change is exciting and energizing. It feels like an opportunity to create a new, better reality. Even if a situation may seem negative on the surface, someone with a go-getter personality will want to move forward, experiment, and try out the new normal. While it is often a good idea for gregarious types to slow down, consider repercussions, and examine the data, it is also a good thing to have this type of movement-focused energy.

To help others, it’s prudent to channel some of this energy into concrete actions. Pinpoint a few reasons to get excited about the change and/or discuss a few ways of implementing the change as effortlessly as possible. Alternatively, if a certain change seems wholly terrible, a go-getter will develop strategies to refute or rework the change into something better. In short, let your enthusiasm be contagious and propel positive change.

Note: these traits are associated with “red energy” on the Insights® Discovery color wheel.

You’re Empathetic and Big-Hearted

Some people are defined by being caring and empathetic, often placing others’ wellbeing before their own. These compassionate souls can help either facilitate a change or soften its blow by considering how certain people (or groups of people) will react to or be affected by the change. Since the world (and workplace) is comprised of all types of people with different background and beliefs, it is tremendously valuable to be able to think beyond yourself and put yourself in others’ shoes.

This way of thinking can lead to adapting plans that work for a wide array of people, OR personalizing strategies to cater to certain groups. Perhaps certain aspects of a certain change will work for specific people, while other aspects should be rejected or reconsidered. Whatever the case, those with empathy are well-equipped to lead people-centered actions.

Note: these traits are associated with “green energy” on the Insights® Discovery color wheel.

You’re Creative

Some moments require creative minds and out-of-the-box thinkers to take the lead. These personality types can examine a difficult situation and start thinking of ways to rework it, move around it, or reject it. Creative solutions can help people dealing with a major change OR they can help to reinvent/rethink the change so it works better for more people.

If we pair creative types with those who prefer to lean on evidence and research, we can create a powerful team that, in theory, balances data with innovative solutions.

Note: these traits are associated with “yellow energy” on the Insights® Discovery color wheel.

No matter your personality, you have the capability to help others deal with change. Whether you’re opposed to or supportive of the change, you have the power to navigate it, using your unique strengths and personality traits. Start thinking about your personal attributes as your superpowers!

BONUS: Insights® Discovery provides a chart for the four major personality types (color energies) to manage change. I encourage you to take a look:

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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February 5, 2025 6 Compassionate Leadership Actions

I am a big proponent of heart-led leadership. So many leadership courses, books, and webinars teach us that leaders have to be firm, competent, excellent communicators, and assertive. While those traits can be helpful in leadership, I would put a different trait above them: compassion.

When people think about compassion and kindness in leadership, they may think that means the leader is soft or a “pushover.” In my experience, however, kindness does not automatically mean weakness. It is very possible to be both kind and assertive. It is possible to genuinely care about your people and create firm boundaries and expectations.

Instead of a weakness, I see kindness as a superpower. When you take the time to truly get to know your people, listen to them, and offer genuine compassion and respect, you foster a positive work environment where people want to show up and do good work. When people feel that they are part of a caring team, they will want to put their best foot forward, meet deadlines, and perform at their peak. They’re motivated to do better, because they know the company’s leadership has a vested interest in them and their success.

To establish yourself as a kind, caring leader, you can begin by taking a few action steps that convey your heart-led leadership style. Here are 6 suggestions:

Schedule One-on-Ones

Even busy leaders can find fifteen or twenty minutes to meet one-on-one with a team member. Taking the time to check in with someone individually will not only convey that you care, but will also provide some valuable time for you to get to know the person across the table on a personal level. This can be difficult to achieve in group settings, especially if the person is not terribly open or outspoken.

Get to Know Your People

When engaging in one-on-ones, it’s a good idea to ask a few “get to know you” questions. Start learning about your team members’ backgrounds, families, pets, and interests, and be sure to touch on these things in subsequent meetings (“How is your mom? Is she feeling any better since her accident?”). If you need help remembering details about others, try creating a spreadsheet dedicated to tracking information about each team member—the name of their kids, the type of dog they have, etc. Few people have a perfect memory, and there’s no shame in using a tool to help yourself out.

Open Up

When you’re getting to know others, it is important to reciprocate. Any relationship, including work relationships, are healthiest when they are a two-way street. Offer information about yourself when it seems relevant and appropriate. For example, if your team member is talking about an upcoming vacation, you might tell them a little about your experience visiting that area, or you could talk about your own upcoming trip.

Ask Good Questions (and Listen!)

Asking good questions is an art. When sitting down with someone, it’s important to not just talk at them or ask yes/no questions. Instead, ask open-ended questions that prompt a dialogue. These types of questions can help you get to know the other person and will help you gauge the temperature of the workplace (Are tempers hot? Has enthusiasm for a project or client cooled?).

But asking questions isn’t enough. It is also critical to listen to the answers and attempt to understand the other person’s perspective. If you’re unsure about what someone is saying, or you need more details, be sure to ask follow-up questions. Alternatively, you could repeat back what you think you heard by saying, “It sounds like you’re saying XYZ, is that correct?”

Show Genuine Appreciation

Pay attention to your people and show them appreciation whenever they go above and beyond. Call out outstanding performance, recognize achievements, or write out a thank you card. These small acts can make an enormous difference.

Take Action to Improve the Workplace

When sitting down with your people, you might discover that they are unhappy with certain aspects of the workplace. If that’s the case, it is imperative to take steps to create change. You don’t want to be the type of person who is all talk and no action. Rather, if you are genuinely committed to being a positive presence, that means taking meaningful action to improve the workplace and the lives of the people who work for you.

Kindness and compassion are not incompatible with strong leadership. Rather, it can help improve morality, foster a better work environment, and create an energized atmosphere in the office. How might the modern workplace transform if all leaders chose to be kind?

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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