Charismatic Leadership Techniques

Micromanagement is the fastest way to kill motivation. It's not leadership. It's fear in disguise. Great leaders trust. Poor ones hover. Micromanagers think they're helping. But they're not. The good news? You don’t have to stay stuck in this trap. Whether you’ve been micromanaged or fallen into the habit yourself, here’s what you need to know, as we head into 2025: What Micromanagement Really Does: 🚫 Stifles Creativity ↳ Teams can’t innovate when they’re constantly second-guessed. 🔗 Breeds Dependence ↳ If every decision requires approval, teams stop thinking for themselves. ⏱️ Wastes Time ↳ Endless hovering distracts everyone—including you. 😠 Creates Resentment ↳ Nobody thrives under a helicopter boss. If you’re ready to step into 2025 as a stronger leader, I've put together 3 frameworks and tools to help: 1️⃣ The GROW Coaching Model A goal-setting and problem-solving framework that helps leaders and their teams clarify priorities and focus on outcomes. Here’s what it stands for: • Goal: Define what success looks like for your team or project. • Reality: Assess the current situation—what’s working and what’s holding the team back? • Options: Brainstorm solutions together to inspire ownership and creativity. • Will: Commit to an action plan that the team drives forward. 2️⃣ Kanban Boards A visual system for managing tasks and workflows that reduces micromanagement while maintaining clarity and transparency. How to use it: • Visualize the Workflow: Map out every task and step in the process so everyone knows what’s happening. • Limit Work in Progress (WIP): Prevent overload by capping how many tasks can be actively worked on at a time. • Quickly Spot Bottlenecks: Debug issues that lead to bottlenecking at certain parts of process. 3️⃣ Feedback Loops Support autonomy by creating intentional, structured opportunities for communication and growth. Here’s how: • Establish a Cadence: Set consistent 1-on-1s or team meetings to discuss progress, challenges, and wins. • Focus on Growth: Use these sessions to encourage problem-solving and personal development, not micromanagement. • Empower Teams: Ask open-ended questions (“What do you need to succeed?”) and trust their answers. By empowering your team, you don’t lose control—you gain it. Great leaders hire great people. Then they help them thrive. Your job? Remove obstacles, not become one. How do you empower your team? Drop your thoughts in the comments ⬇️. ♻ Repost to help your network in 2025. And follow Eric Partaker for more.

🎣 “They didn’t even cc me.” Yumi, a senior marketing director, discovered her billion-dollar product had been repositioned without her. Eighteen months leading the project. Then, overnight, it reported to someone else. 🧊 She didn’t mess up. She wasn’t underperforming. She just wasn’t.... there. Not at the executive offsite. Not at the Friday “golf and growth” circle. Not at the CEO’s birthday dinner, her peers casually got invited to. 🏃♀️ She was busy being excellent. They were busy being bonded. 🍷 When she asked her boss about the change, he looked puzzled: “You’re usually aligned with the bigger picture, so we assumed it’d be fine.” 🧩 Translation: Yumi was predictable and available, but not powerful enough to be consulted. Women are told to “build relationships.” Men build alliances. Women maintain connections. Men maintain relevance in power circles. It’s not who likes you. It’s who says your name when you’re not in the room. 🕰 And let’s be honest: the real decisions about budget, headcount, and succession are made off-the-clock and off-the-record. 📌 How do you stop getting edited out of influence? 1. 🗺 𝗧𝗿𝗮𝗰𝗸 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗼𝘄𝗲𝗿 𝗺𝗮𝗽 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴 𝗰𝗵𝗮𝗿𝘁    the shadow organization. Who gets early previews? Who influences without title? Write it down and update it monthly.     2. 📣 𝗔𝘂𝗱𝗶𝘁 𝘆𝗼𝘂𝗿 𝗻𝗮𝗺𝗲-𝗱𝗿𝗼𝗽 𝗰𝗼𝘂𝗻𝘁    If three senior leaders haven’t mentioned you this month, you’re invisible to power. Fix it with pre-wires, brief wins memos, and sponsor loops.     3. 🏛 𝗧𝗮𝗸𝗲 "𝗪𝗼𝗿𝗸" 𝗼𝘂𝘁 𝗼𝗳  “𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴”    Skip passive panels. Show up where strategy happens: QBRs, investor briefings, offsite planning, cross-functional war rooms. Ask to observe; then add value.     4. 🔁 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗯𝗮𝗰𝗸𝗰𝗵𝗮𝗻𝗻𝗲𝗹 𝗼𝗻 𝗽𝘂𝗿𝗽𝗼𝘀𝗲    Recurring 1:1s across functions to co-design plans, not “catch up.” Influence travels faster sideways than up.     5. 🚨 𝗕𝗲 𝘄𝗵𝗲𝗿𝗲 𝗮𝗯𝘀𝗲𝗻𝗰𝗲 𝗵𝘂𝗿𝘁𝘀    If you vanished for two weeks and nothing stalled, you’re not central enough to promote. Attach your work to decisions, not tasks.     🧨 If this feels raw, it’s because it is. Brilliant women are being rewritten out of their own stories, not for lack of performance, but for lack of positioning. 🎤 That’s why Uma and I are hosting a live online workshop on the 2nd. Oct: 👉 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 A practical session to help you build strategic visibility, engineer sponsorship, and get your work into the rooms where decisions are made. 🔗 Join here: https://lnkd.in/g3sec2pN 🚪 Come if you’re done waiting to be recognized. Or let them “assume you’d be aligned,” too....

Think about the last presentation you sat through. Do you remember anything from it? Probably not. Most presentations fail because they are: ❌ Overloaded with bullet points ❌ Devoid of emotion ❌ Data dumps with no clear story The good news? You can make your presentation unforgettable with these 7 simple shifts: 1. Start with a Hook, Not an Intro Most presenters begin with "I'm excited to be here today..." and lose the audience immediately. Fix: Grab attention from the start. Example: “Your company is losing $10M a year—and you don’t even know why.” 2. Tell a Story, Not Just Data People remember stories, not statistics. Instead of listing facts, wrap them in a compelling narrative. Fix: Use the “Problem → Struggle → Solution” technique. Example: "Before using our system, Sarah’s team spent 3 hours a day on reports. She tried different tools, but nothing worked—until she found our solution. Now? Just 15 minutes a day." 3. Use Contrast & Surprise The brain is wired for novelty. If your presentation sounds predictable, people will tune out. Fix: Vary your tone, pace, and visuals. Drop in an unexpected question, statistic, or pause to keep them engaged. 4. Say Less, Mean More Too much information overloads the audience. They’ll remember nothing. Fix: Cut the fluff. Stick to one core message per slide, per section, per speech. 5. Make It Visual Bullet points don’t inspire. Images and metaphors do. Fix: Instead of saying “Our product is faster,” show a race car next to a bicycle. 6. End with a Bang, Not a Fizzle Most presentations end with “Thank you” and no real impact. Fix: Leave them with one key idea and a clear next step. Example: “If you only take away one thing today, let it be this…” 7. Master the Pause Most speakers talk too fast and leave no room for ideas to sink in. Fix: Silence is power. Pause after key points to let them land. 💡 A great presentation isn’t about information—it’s about transformation. Make your next one impossible to forget. What’s the most memorable presentation you’ve ever seen? Drop a comment below! ⬇

I’ve analyzed 100s of presentations over the years. The difference between good presentations and great ones often comes down to this… Contrast. Contrast creates the tension between the audience’s present reality and desired future. And, when done right, that tension leads to action. Here are the three most persuasive forms of contrast: #1: Problem-Solution Start by establishing a specific problem your audience faces, then reveal how your solution directly addresses it. This builds urgency before positioning yourself as the cure. In my TED Talk, I used this framework to demonstrate how presentations often fail to move audiences. I first established the problem: many presentations lack emotional impact and fail to inspire action. Then I revealed the solution: a specific structure behind history’s great talks that creates contrast between the audience's present reality and their desired future. The key is spending enough time on the problem before rushing to your solution. Make the pain real. Use specific examples, emotional language, and quantify the impact. #2: Compare-Contrast Structure your content by showing how two approaches differ…the current state vs. the future state. This creates natural tension between where the audience is and where they could be. Here's how this could look with a marketing strategy presentation: The opening half focuses on your current marketing approach. You’d tell stories of what you’ve done and where that got you, showing campaign examples and results to create urgency for change. Then you shift to the new marketing strategy. You’d talk about what's possible if your team pursues this new direction, give compelling data, and connect it back to your company’s mission. This creates a natural contrast between the present state, which no one is satisfied with, and a future state with limitless potential. #3 Cause-Effect Organize your information to demonstrate clear causal relationships and inevitable outcomes. This makes your case feel like natural law rather than opinion. Here's how this could look with a customer service improvement presentation: You establish clear causal chains in your current situation… Long hold times cause customer frustration, which causes negative reviews, which damages your brand, which leads to lost sales. Then show how your solution creates a new chain… Your omnichannel platform causes faster response times, which causes improved satisfaction, which leads to positive reviews and higher retention. Each link builds logically to the next, helping your audience follow the inevitable consequences of both action and inaction. But there’s a secret ingredient you need if you want any of these forms of contrast to truly convince your audience. Story. That’s why I made a FREE multi-media version of my award-winning book, Resonate, that gives you skills in using story in your presentations. You can grab your copy by clicking the link in the comments. #presentationskills

What do Google, Zappos, and Netflix have in common? Exceptional employee motivation. Steal this success sheet to learn how they do it: In the book "Drive," Daniel H. Pink talks about 3 levels of motivation: 🌟 Motivation 1.0: Basic survival instincts. 🌟 Motivation 2.0: Reward-and-punishment driven, effective for routine, algorithmic tasks. 🌟 Motivation 3.0: Intrinsically motivated behavior that’s self-directed and driven by deeper psychological needs. Here’s how you can implement Motivation 3.0 and transform your workplace: 1. Autonomy → Give them a voice in their work and decisions. → Flex hours and remote options aren’t perks; they’re necessities. → Fuel passion projects. Watch innovation soar! 2. Mastery → Invest in professional development. → Challenge your team, but provide support. → Constructive feedback isn’t criticism. It’s a growth tool. 3. Purpose → Show how each role contributes to the grand vision. → Align work with meaningful values. → Social impact projects aren’t just good PR; they give work a heart. 4. Recognition → Applaud successes, big and small. → Personalized appreciation speaks louder than bonuses. → Non-monetary rewards? They’re surprisingly powerful. 5. Environment → Collaboration, respect, and inclusivity aren’t optional. → Safety and balance are the bedrock of productivity. → Open dialogue fuels innovation and trust. 6. Continuous Improvement → Your employees’ ideas are gold mines. Dig in! → Encourage creativity; break the mold. → Change is not a threat; it’s an opportunity. 👉 Remember, at the heart of Motivation 3.0 lies a profound truth: When you tap into intrinsic motivation, you’re not just building a team. You’re cultivating leaders, innovators, and game-changers. P.S. Repost to help others lead better too ♻️.

Leading change isn't just about having a compelling vision or a well-crafted strategy. Through my years as a transformation leader, I've discovered that the most challenging aspect lies in understanding and addressing the human elements that often go unnoticed. The fundamental mistake many leaders make is assuming people resist change itself. People don't resist change - they resist loss. Research shows that the pain of losing something is twice as powerful as the pleasure of gaining something new. This insight completely transforms how we should approach change management. When implementing change, we must recognize five core types of loss that drive resistance. * First, there's the loss of safety and security - our basic need for predictability and stability. * Second, we face the potential loss of freedom and autonomy - our ability to control our circumstances.  * Third, there's the fear of losing status and recognition - particularly relevant in organizational hierarchies.  * Fourth, we confront the possible loss of belonging and connection - our vital social bonds. * Finally, there's the concern about fairness and justice - our fundamental need for equitable treatment. What makes these losses particularly challenging is their connection to identity.  When change threatens these aspects of our work life, it doesn't just challenge our routines and who we think we are. This is why seemingly simple changes can trigger such profound resistance. As leaders, our role must evolve. We need to be both champions of change and anchors of stability.  Research shows that people are four times more likely to accept change when they clearly understand what will remain constant. This insight should fundamentally shift our approach to change communication. The path forward requires a more nuanced approach. We must acknowledge losses openly, create space for processing transition and highlight what remains stable. Most importantly, we need to help our teams maintain their sense of identity while embracing new possibilities. In my experience, the most successful transformations occur when leaders understand these hidden dynamics. We must also honour the present and past. This means creating an environment where both loss and possibility can coexist. The key is to approach resistance with curiosity rather than frustration. When we encounter pushback, it's often signaling important concerns that need addressing. By listening to this wisdom and addressing the underlying losses, we can build stronger foundations for change. These insights become even more crucial as we navigate an increasingly dynamic business environment. The future belongs to leaders who can balance the drive for transformation with the human need for stability and meaning. True transformation isn't just about changing what we do - it's about evolving who we are while honouring who we've been. #leadership #leadwithrajeev

Last year, I stood at a crossroad. Leaving the familiar warmth of Kenya for the unknown chill of Canada was a daunting change. Fear gnawed at me, but there was also a thrilling sense of possibility. I had to learn to navigate a new culture and build everything from scratch. This experience taught me a powerful lesson: change, though disruptive, is often the catalyst for incredible growth. And as leaders, guiding our teams through change can feel just as unsettling. Mergers, new technologies – the business world throws curveballs. It's easy to feel like you're clinging to a life raft in a storm, just trying to stay afloat. But what if, instead, you could be the lighthouse, illuminating the path forward? Here are some strategies I've learned to navigate change and keep my team inspired: • 𝗕𝗲 𝘁𝗵𝗲 "𝗪𝗵𝘆" 𝗕𝗲𝗵𝗶𝗻𝗱 𝘁𝗵𝗲 𝗖𝗵𝗮𝗻𝗴𝗲: People crave purpose. Clearly communicate the "why" behind the change, the vision for the future, and most importantly, your team's crucial role in achieving it. This fosters psychological safety – a space where your team feels comfortable taking risks and voicing concerns. • 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 (𝗘𝘃𝗲𝗻 𝗪𝗵𝗲𝗻 𝗜𝘁'𝘀 𝗦𝗰𝗮𝗿𝘆): We all crave predictability, but sometimes, the only constant is change. Be honest about what you know, what you don't, and the potential challenges ahead. This builds trust and allows your team to adapt alongside you. • 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗦𝘁𝗼𝗿𝗶𝗲𝘀: Stories resonate with us on a human level. Share personal experiences or relevant industry examples to illustrate the benefits of the change. This emotional connection helps increase acceptance. • 𝗦𝗵𝗼𝘄 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: Change can be tough. Acknowledge the emotional impact on your team. Be a listening ear and address concerns with empathy. Building emotional intelligence (EQ) allows you to connect with your team and celebrate small wins along the way. Change is inevitable. But with the right approach, it can be an opportunity for incredible growth. #leadership #changemanagement #communication #motivation #emotionalintelligence #EQ #NLP

🚀 Mastering Team Leadership: How to Shield Yourself & Your Team from Challenges 🛡️ Leading a team is both a privilege and a challenge. Great leaders don’t just steer the ship—they prepare for storms before they hit. 🌪️ Here’s how you can protect yourself and your team from obstacles while fostering resilience and success: 1. Build a Foundation of Trust & Transparency. A strong team thrives on open communication. When trust is the baseline, challenges are met with collaboration, not conflict. Encourage feedback, own mistakes, and create a safe space for ideas. 2. Anticipate & Adapt. Proactive leaders don’t wait for problems—they foresee them. Regularly assess risks, stay updated on industry shifts, and pivot strategies before issues escalate. Agility is your armor. 3. Empower, Don’t Micromanage A self-sufficient team is a resilient one. Delegate wisely, provide autonomy, and trust your people to solve problems. This reduces bottlenecks and builds confidence. 4. Lead with Emotional Intelligence Challenges often trigger stress. A leader’s ability to stay composed, empathize, and guide with clarity can defuse tension and keep morale high. EQ > IQ in crisis moments. 5. Foster a Solution-Oriented Mindset. Instead of dwelling on problems, train your team (and yourself) to focus on solutions. A “we’ll figure it out” attitude turns obstacles into opportunities. 6. Protect Your Energy & Well-being You can’t lead effectively if you’re burned out. Set boundaries, prioritize self-care, and remember: a strong leader needs mental and emotional stamina. 7. Learn from Every Setback Every challenge is a lesson in disguise. Conduct retrospectives, refine processes, and turn failures into stepping stones for future success. . . . . #leader #leadership

What do you do, as a leader, when you see that your team has more potential but they are too damn comfortable to try any harder? 😩 It's frustrating...you want them to do better... not just to get results, but for their own growth and satisfaction!! And maybe you made them "comfortable" in the first place so it's partly on you 🙈 As a leader, you know it's important to build great working relationships, earn the trust of the team and at the same time influence them to change and improve the way they work. But how do you actually achieve this seemingly conflicting task ? 💡 The simple answer is strategic influence. It's not about forcing your team to do what you want but about guiding and inspiring them to see what they could achieve. This could mean setting up situations where they can see the benefits of pushing harder themselves or connecting their day-to-day work to the bigger picture in a way that lights up their motivation. 🔯 The first rule of Strategic Influence is "𝐒𝐡𝐨𝐰, 𝐍𝐨𝐭 𝐓𝐞𝐥𝐥". Start showing the team what works well for you. Not in a "do as I say" way but in a "here's a cool trick" way". For example, show them productivity hacks and how they can make tasks easier, better and faster. Maybe they will want to try it out for themselves!! 🔯 The second rule of Strategic Influence is "𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐭𝐡𝐞 𝐒𝐦𝐚𝐥𝐥 𝐒𝐭𝐮𝐟𝐟" Imagine one of your team member tries something new based on what you showed them, and it kind of works. You recognize their efforts, celebrating even the small win. This makes everyone feel good and shows that trying new things, even if not perfect, is worth it. 🔯 The third rule of Strategic Influence is "𝐆𝐞𝐭 𝐏𝐞𝐨𝐩𝐥𝐞 𝐈𝐧𝐯𝐨𝐥𝐯𝐞𝐝" Showing people your tips and tricks is not enough. The long-term strategy must involve asking the team for their ideas! By getting them involved, you're saying, "I value your thoughts." When people feel heard, they're more likely to get on board with changes. 🔯 The fourth rule of Strategic Influence is "𝐂𝐨𝐧𝐧𝐞𝐜𝐭 𝐭𝐡𝐞 𝐃𝐨𝐭𝐬" You help them see how changing and improving can lead to less stress and more results. You're drawing a clear line between the effort and the reward, making it easier for them to see why it's worth it. 🔯 The fifth rule of Strategic Influence is "𝐁𝐞 𝐓𝐡𝐞𝐫𝐞 𝐟𝐨𝐫 𝐓𝐡𝐞𝐦" When someone struggles with a new technique, you're right there, offering tips and encouragement, not criticism. Your empathy shows that you're all in this together, and you're there to support them, not just push them. 🚀 By doing all this, you're not just influencing your team to change; you're building a bond based on trust, respect, and mutual goals. It's about guiding them to want to improve, not because they have to but because they see the value and excitement in it. This way, the team grows stronger, not just in how they operate, but in their trust and respect for you and each other.

Most people think great insights make great presentations. Researchers proved otherwise: 60–65% of all communicative meaning is conveyed nonverbally. The 8 delivery micro-behaviors that create instant authority: 1. Purposeful Leans When you lean in, you're in a "ready position." This cues people to know something important is coming." Try this right now: Lean forward slightly. Feel how your energy changes? That's what your audience feels, too. Tony Robbins does this frequently. He leans in on his most critical points, making audiences feel like they're getting insider secrets. ____ 2. Facial Expressiveness Even brilliant ideas sound dull when delivered without expression. So, let your face underline what your words say. This doesn't mean constant smiling. It means matching your expression to your message: seriousness for serious topics, excitement for exciting news. ____ 3. Dynamic Hand Gestures Nervous speakers pin their arms to their sides or hide their hands. Captivating speakers use purposeful gestures that help listeners understand. Examples: • Big idea = expansive gestures • Small problem = pinched fingers • Three points = counting on fingers • From the heart = hand on chest Why it works: Gestures reduce cognitive load for listeners AND make you more fluent as a speaker. ____ 4. Broad Body Posture Defeated people make themselves small—chin down, shoulders rolled in. Confident speakers claim their space: broad shoulders, relaxed neck, and chest open. The magic measurement: Distance between your earlobes and shoulders. The greater the distance, the more confident you appear. ____ 5. Mutual Laughter If someone laughs or smiles, join them. Mirroring positive emotion builds instant connection (and makes you more likable). ____ 6. Strategic Eye Contact No need to stare people down (that’s creepy). But land your key point while making eye contact to drive the message home and build trust. Here’s how: Look around while thinking/storytelling → deliver the final point with direct eye contact → pause for impact. ____ 7. The Eyebrow Flash Universally, raised eyebrows signal interest and curiosity. Use it when sharing insight or when listening to show curiosity and warmth. ____ 8. Make a Grand Entrance Don’t stroll in lost. Walk with purpose. Know where you’re headed. And if you’re greeting someone? Try a double-clasp handshake. It increases the connection hormone (oxytocin). Small tweaks in your delivery like these can make the difference between being ignored… or remembered.