\u00a0<\/strong>A new year brings fresh challenges and opportunities. Whether you historically make resolutions at the end of each year, taking the time to craft leadership resolutions for 2025 can help set yourself, your team, and your organization up for success.<\/p>\n It\u2019s our hope that these 10 leadership resolutions will guide you as the holidays fade and the work begins anew.<\/p>\n Research shows that self-talk is powerful, whether you\u2019re speaking out loud, thinking to yourself, or writing in a journal.<\/p>\n In fact, constructive self-talk is positively related to increased creativity and leadership skill, along with decreased job strain. Negative self-talk, on the other hand, can become habitual and lead to faulty decision-making, increased anxiety, and high levels of stress and rumination that ultimately lead to burnout.<\/p>\n In short, your words matter, even if you\u2019re the only one who hears them! So, resolve to show yourself a bit more compassion.<\/p>\n To lead yourself compassionately and effectively, read The Power of Positive Self-Talk for Leaders<\/strong><\/a>.<\/p>\n Think back to when you first started to define yourself as a \u201cleader\u201d or \u201cexecutive.\u201d In those moments, it\u2019s quite normal to push away parts of your own personality and humanness to align with the expectations of how you should<\/em> appear.<\/p>\n However, experience tells us that people trust us more when we\u2019re true to ourselves \u2014 and trust makes it possible to get things done. This is why it\u2019s so important to embrace an authentic leadership style, one in which you bring your whole self to your work, leading with your values, your integrity, and your vulnerability.\u00a0In addition to increasing your overall happiness, organizations that foster authentic behavior can improve employee trust, enhance creativity and collaboration, and increase effectiveness.<\/p>\n Now is the time to start building a more authentic leadership style. Read What Is Authentic Leadership, and Why Does It Matter?<\/strong><\/a><\/p>\n Most people walking the tightrope toward \u201cwork-life balance\u201d will tell you they stumble more than they succeed. That\u2019s because the idea of splitting days into equal parts work and life isn\u2019t realistic. Instead, our research recommends shifting to the idea of work-life\u00a0integration<\/em>.<\/p>\n This approach is a matter of choices and tradeoffs versus achieving a balanced equation. It\u00a0means sometimes you might work on weekends, while other times you tackle personal tasks during the workday. The goal is to transition easily between activities that bring you fulfillment, regardless of when or where they happen. Greater work-life integration is about feeling energized by what you\u2019re doing in all parts of your life, allowing you to channel that energy into what\u2019s important at work and in life.<\/p>\n Begin this new approach by reading Why Leaders Should Aim for Work-Life Integration Over Work-Life Balance<\/strong><\/a>.<\/p>\n As a leader, it\u2019s your job to know how to give feedback \u2014 whether during a performance review or a more casual coaching conversation. Feedback that\u2019s unclear, authoritative, or even judgmental serves neither you nor your direct report.<\/p>\n Effective feedback, on the other hand, is developmental. It gives recipients specific, direct, and constructive information to help them understand exactly what they did in a particular situation and the impact that behavior had on other people or the organization. Even negative feedback, when delivered with careful thought and planning, can be a valuable tool.<\/p>\n Help yourself and your colleagues give feedback that empowers others to succeed. Read How to Give Feedback Most Effectively<\/strong><\/a>.<\/strong>\u00a0<\/strong><\/p>\n Professional development is important for everyone on your team. And our research has found that the primary predictor of the success of leadership development programs is the degree to which participants\u2019 bosses support them. So, how can you support each person\u2019s growth?<\/p>\n Resolve to implement the following:<\/p>\n For more, read Why & How to Show Boss Support for Your Employees\u2019 Development<\/strong><\/a>.<\/p>\n All too often \u2014 as humans, global citizens, and leaders \u2014 we focus on what divides us rather than what unites us. When this \u201cus\u201d versus \u201cthem\u201d mentality permeates an organization, relationships fracture, silos grow taller, innovation falters, and results suffer.<\/p>\n The opposite is true, however, when we see executives transform from managers who defend their boundaries to leaders who practice spanning boundaries. Developing the collaborative skills, mindset, and behaviors of boundary spanning leadership prepares you to work with a variety of colleagues from different positions, business functions, backgrounds, locations, and experiences.<\/p>\n Through our research, we\u2019ve found that leaders and organizations that\u00a0effectively span boundaries do so in 3 ways: managing boundaries, forging common ground, and discovering new frontiers.<\/p>\n Learn more by reading Why You Should Collaborate Across Boundaries<\/strong><\/a>.<\/p>\n Over time your team\u2019s composition will likely fluctuate, so it\u2019s important to consider how types of talent and skills are combined and integrated on a team. All-stars and \u201cnon-stars\u201d both play critical roles in achieving overall objectives.<\/p>\n As you hire team members and work to cultivate healthy interactions on existing teams, consider the 4 components of our Team Effectiveness Framework: core, collective mindset, cohesive relationships, and connection.<\/p>\n For more, read\u00a0Build High-Performing Teams With Our Team Effectiveness Framework<\/strong><\/a>.<\/p>\n Employee engagement and retention have become more important than ever. You can boost them both by paying attention to the 4 key factors that drive employee engagement. Resolve to monitor each level closely:<\/p>\n For more, read Focused on Improving Employee Engagement? Pay Attention to These 4 Factors<\/strong><\/a>.<\/p>\n How do you foster trust, creativity, collaboration, and innovation in an organization and get people to leverage their full potential? By creating safe spaces to take risks at work \u2014 the foundation of psychological safety.<\/p>\n Resolve to create more psychological safety by helping your employees feel trusted and respected by taking any of the following actions:<\/p>\n Get started by reading\u00a0How Leaders Can Build Psychological Safety at Work<\/strong><\/a>.<\/p>\n Professionals everywhere are continuing to reshape their relationships with work. Your teams are prioritizing agency, a sense of purpose, and opportunities for growth and development. And with an approximate $800 billion a year in the US spent on unwell workers, your organization simply cannot afford to ignore this trend.<\/p>\n Now is the time to commit to strategies and tools that support employee growth, learning, and wellbeing. Because when an employee feels lifted up by their leaders, they do their part to lift up their organization.<\/p>\n Learn the 5 critical elements of a learning culture. Watch our webinar How Leaders Can Foster a Culture of Learning & Wellbeing<\/strong><\/a>.<\/strong><\/p>\n Make sure you and your organization are positioned to achieve your leadership resolutions and goals for the year. Whether you\u2019re looking for\u00a0leadership development programs<\/a>\u00a0for leaders at every level, team leadership development<\/a>, or even an organizational culture transformation<\/a>, we can partner with you to craft a leadership solution that works.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" We can\u2019t predict what will happen next year, but it\u2019s a safe bet that leadership will be critical for success. Consider making these 10 leadership resolutions for the coming year.<\/p>\n","protected":false},"author":130,"featured_media":49881,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-60369","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-leadership-tips","audience-leaders-managers","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\nLeadership Resolutions for Leading Yourself<\/h2>\n
Self-Leadership Tips for the New Year<\/h3>\n
1. Notice how you talk to yourself.<\/h4>\n
2. Embrace a more authentic leadership style.<\/h4>\n
3. Stop striving for work-life balance. Create integration, instead.<\/h4>\n
Leadership Resolutions if You\u2019re Leading Others<\/h2>\n
Ways to Grow as a Leader in 2025<\/h3>\n
4. Give effective feedback that helps colleagues succeed.<\/h4>\n
5. Support your employees in their development.<\/h4>\n
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6. Break down silos with boundary spanning leadership.<\/h4>\n
7. Evaluate and nurture your team effectiveness.<\/h4>\n
Leadership Resolutions if You\u2019re Leading an Organization<\/h2>\n
How to Position Your Organization for Success<\/h3>\n
8. Improve retention by paying attention to employee engagement at every level.<\/h4>\n
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9. Create a psychologically safe workplace.<\/h4>\n
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10. Commit to making a positive impact on employee health & wellbeing.<\/h4>\n
Ready to Take the Next Step?<\/h2>\n