Want to be a good speaker? Talk to yourself first

5 powerful strategies to overcome leadership fears | 4 ways emotional intelligence can boost leadership | Want to be a good speaker? Talk to yourself first Created for {EMAIL} | [{NAME}]( at [{NAME}]( [For more relevant content - Update Your Profile]( | [Web Version]( January 17, 2023 CONNECT WITH SMARTBRIEF  [LinkedIn]( [Facebook]( [Twitter]( [SmartBrief on Leadership]( Innovative Ideas. Ahead of the Curve. [SIGN UP]( ⋅ [SHARE](  [] Leading the Way [] [5 powerful strategies to overcome leadership fears]( [5 powerful strategies to overcome leadership fears]( (Pixabay) Naming the fear and anxiety you feel when challenges arise, talking with others to get a different perspective and creating a ritual to shake it off can help you move forward and gain more confidence, writes Terri Klass. "Looking at fear through a different and creative lens can help leaders see a new way of moving out of their paralysis," Klass writes. Put it into practice: As you follow these steps to ease your fears, you can reflect on the lessons you've learned and what new behaviors you can try when anxiety arises again. Full Story: [Terri Klass Consulting]( (1/15) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] [4 ways emotional intelligence can boost leadership]( Teams are more effective when they have emotionally intelligent leaders who know how to identify and regulate their own emotions, build respectful relationships and be empathetic to the needs of others, writes David Burkus. "Leaders high in empathy are better able to coach their team members and provide constructive feedback because they understand how team members will respond to that feedback," Burkus writes. Put it into practice: Learning how to listen deeply to others is a great technique to master if you want to build emotional intelligence, but, Burkus notes, you must be open to acting on the feedback you get from your team. Full Story: [David Burkus]( (1/16) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] SmartBrief on Leadership [] [Want to be a good speaker? Talk to yourself first]( [Want to be a good speaker? Talk to yourself first]( (Pixabay) If you want to be a great public speaker, start by talking to yourself to get a sense of your own voice and cadence, bringing in friends to help you improve, as well as studying what you admire about other speakers and how you can implement their strategies, writes Robin Stombler, president of Auburn Health Strategies. "Good public speakers often have knowledge, passion and confidence in the matter they discuss -- even if they aren't 'perfect' speakers," Stombler writes. Put it into practice: Engage your audience by sharing personal stories about your own fears and vulnerabilities, but, Stombler says avoid oversharing or trying "to be someone you're not." Full Story: [SmartBrief/Leadership]( (1/13) [LinkedIn]( [Twitter]( [Facebook]( [Email]( 2023 Employee Engagement Trends & Forecasts After another year of high turnover, employee retention a top priority. Inspirus' Q1 2023 Trends & Forecasts Report will help you stay ahead of the curve with actionable strategies, fresh insights, unique perspectives, and best practices. [Download today!]( ADVERTISEMENT: [] Smarter Communication [] [Examine your stories to become a good conversationalist]( Conversations often center around collaboration, creativity and commitment and storytelling is a big part of all of them, writes author and leadership adviser Chuck Wisner, who recommends sorting through the stories we tell ourselves and others and identifying whether they limit us or serve us. "When we pay attention to our conversational patterns, rather than judge them, we can note them, name them, and befriend them," Wisner writes. Put it into practice: Hold your opinions lightly when talking with others and be willing to be open to new ideas. "Open hearts and minds increase listening tenfold," Wisner writes. Full Story: [Next Big Idea Club Magazine]( (1/13) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] [6 strategies to make every meeting productive]( Make meetings effective by honoring people's time, inviting only those who need to be there, outlining a clear intent and purpose and clarifying who makes decisions, as well as how and when those occur and a method for updating everyone, write Karin Hurt and David Dye. "We've seen thousands of managers struggle and get frustrated because they didn't ensure this kind of clarity at the end of every meeting," they write. Put it into practice: Don't call a meeting until you know its purpose, what outcomes you want and that everyone will have a clear understanding of their tasks and responsibilities afterward. Full Story: [Let's Grow Leaders]( (1/16) [LinkedIn]( [Twitter]( [Facebook]( [Email]( Free eBooks and Resources Free eBooks and resources brought to you by our sponsors - [4 Simple Productivity Improvement Points To Dominate Your Day]( - [The Ultimate Guide To Developing Self-Discipline]( - [30 Life Lessons Learned in 30 Years]( - [How to Find Average Salary Information for US Workers]( - ["I Will Teach You to be Rich" Book Summary]( [] Smarter Strategy [] - [How sustainability, tech and politics will drive corporate strategy]( INSEAD Knowledge (1/16) [] - [Why corporate resilience does not equal reliability and robustness]( NOBL Academy (1/15) [] - [Strategies to identify your company's current pricing power]( Chief Executive (1/13) [] SmartPulse [] How robust are the employee mental health resources in your organization? Very: We have a significant number of high-quality resources available to our associates 33.34% Kind of: We have some key resources available but we could do better 26.67% Not very: We have a couple of critical mental health resources but that's it 18.78% Not at all: We have no mental health resources available whatsoever 21.21% [] An absence of resources. Mental health issues impact a significant number of employees yet two-thirds of respondents say their company's mental health resources are lacking. While mental health issues may be mostly invisible, their impact on employee well-being and productivity are substantial. Just because you can't see it doesn't mean it's not there. If you're a leader, see if you can lead the change on making these critical resources available. Your team members and colleagues could benefit greatly from them. Depression, anxiety, substance abuse, and other mental illnesses are no joke. Facing them alone is an incredible challenge for your team members. Show them you care about them as an entire person. Get them the resources they need. They'll appreciate it and it's simply the right thing to do. -- Mike Figliuolo is managing director of [thoughtLEADERS](, which includes TITAN -- the firm's e-learning platform. Previously, he worked at McKinsey & Co., Capital One and Scotts Miracle-Gro. He is a West Point graduate and author of three leadership books: ["One Piece of Paper,"]( ["Lead Inside the Box"]( and ["The Elegant Pitch."]( [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] POLL QUESTION: How willing are you to change your decisions when presented information that could be counter to the original decision you made? [Vote]( [Very willing: new information means new decisions even after I've made them]( [Vote]( [Somewhat willing: I have strong beliefs and it takes concrete new information to get me to change]( [Vote]( [Not very willing: I have a hard time changing direction even in the face of new information]( [Vote]( [Not at all willing: I want to see my decisions through and not be seen as being "wrong"]( [] Daily Diversion [] [Hangry dog's reaction at late supper goes viral]( It's typical for anyone to get a bit hangry while waiting for a meal to be served, but TikTok user @MyPitskyandme's pit bull terrier Rocky's vocal response to his dinner being four minutes late is attracting a lot of viewers and comments. One viewer called the tardy supper "a breach of contract" while another remarked that a four-minute delay is "at least an hour late in dog year(s) though." Full Story: [PetHelpful]( (1/16) [LinkedIn]( [Twitter]( [Facebook]( [Email]( [] About The Editor [] Candace Chellew Candace Chellew Candace Chellew The stories in today's issues all seem to point to one common theme: Being a good leader means being aware of your own thoughts, feelings and stories as well as being aware of the needs of your team and how all those things you bring to the table can affect them. The demands of leadership can often feel overwhelming, tempting us to react from our fears instead of our strengths. It could be worthwhile to review [David Burkus' advice]( on developing emotional intelligence, especially the exercise of keeping a journal to document your emotions, as well as your growth as a leader. Do you keep a journal? If so, how has it worked for you? What challenges has journaling helped you overcome? [Share your thoughts with me](mailto:candace.chellew@futurenet.com). If this newsletter helps you, please tell your colleagues, friends or anyone who can benefit. Forward them this email, or [send this link](. What topics do you see in your daily work that I should know about? Do you have praise? Criticism? [Drop me a note](mailto:candace.chellew@futurenet.com). And don't forget to send me photos of your pets, your office and where you spend your time off. [LinkedIn]( [Twitter]( [Facebook]( [Email]( Sharing SmartBrief on Leadership with your network keeps the quality of content high and these newsletters free. Help Spread the Word [SHARE]( Or copy and share your personalized link: smartbrief.com/leadership/?referrerId=japnABMSAp [] [] If you're completely honest the way you go about your life, it just gives you back happiness. 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