Oct 18, 2018
Halelly Azulay is an author, speaker, facilitator, and leadership development strategist and an expert in leadership, communication skills, and emotional intelligence. She is the author of two books, Employee Development on a Shoestring and Strength to Strength: How Working from Your Strengths Can Help You Lead a More Fulfilling Life. Her books, workshops and retreats build on her 20+ years of professional experience in communication and leadership development in corporate, government, nonprofit and academic organizations.
Halelly is the president of TalentGrow LLC, a consulting company she founded in 2006 to develop leaders and teams, especially for enterprises experiencing explosive growth or expansion. TalentGrow specializes in people leadership skills, which include communication skills, teambuilding, coaching, and emotional intelligence. TalentGrow works with all organizational levels, including C-level leaders, frontline managers, and individual contributors.
Halelly is a sought after speaker at conferences and meetings and is a contributing author to numerous books, articles and blogs. She is described as a “Leadership Development Guru” by TD Magazine. Halelly publishes a blog and a weekly leadership podcast called The TalentGrow Show to develop leaders that people want to follow.
In her conversation with us, Halelly describes the reasons why most people leave companies and how this can be avoided through leadership development and thinking outside the box. She shares valuable insights from her book Employee Development on a Shoestring and provides powerful proof that improving your leadership skills doesn’t have to cost a lot of money. We explore the impact of mentorship and volunteerism and how these two strategies used properly are far more beneficial than sending your employees to a training course. We also discuss what to do when a manager or leader in your organization is not ‘getting it’ despite your best efforts.
Want to further enhance your effectiveness as a leader and develop a culture of trust? Start by asking for feedback from the people around you. Find out what you are doing well, and what you can do differently to be a better leader and manager. Then offer the same feedback to others using a 5:1 ratio of positive feedback to constructive feedback. These are just a few of the valuable insights that Halelly offers you as you listen to this episode.
Key Takeaways
- Most people leave jobs because they’re leaving a non-supportive manager.
- Think outside the classroom. Be strategic vs goal oriented.
- Seek feedback: (1) “What’s one thing that I’m doing well?” (2) "What’s one thing that I could do differently that would make me even more effective?"
- DO NOT serve the feedback sandwich.
- People are usually afraid of feedback because of poorly delivered feedback, manipulative feedback or overdue feedback that’s been hoarded up.
- Feedback should be as close to in the moment as possible. If it’s constructive feedback it should be privately delivered, and it should be given in isolation of other feedback.
- Catch people doing things well without the “but”.
- Create an imbalance between positive and negative interactions such that the positive far outweighs the negative ones.
Episode Show Notes: https://leadersoftransformation.com/podcast/leadership/216-halelly-azulay-developing-leaders
Check out our complete library of episodes and other leadership resources here: https://leadersoftransformation.com
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