Category: Leadership

Posted on

Sherpherd to Rancher: Level Up Leadership Tips

Growth requires change, but how difficult it is to change! Human beings don’t do change very well yet change is what must happen for a company to grow.

The key word is letting go. When you are moving from the Manager level to the C-Suite, you have to let go. When you have been a great salesperson and are promoted to Sales Manager, you have to let go. When you start a company, it grows to half a dozen employees, then suddenly is 25 employees, you have to let go. From mom and pop shop to a dozen contractors, the story is the same, you have to let go.

When anyone is moving up a level, there are more things to stop doing than new things to start doing. When you see something that needs to be done, go to the person accountable for it rather than do it yourself. I’m not suggesting servant leadership is dead, but rather there are things only you can do and those are your priorities.

No longer is it a small team all working together and sharing the load. Now it is you, the CEO (other COO), delegating to your senior management, entrusting things to them that you used to do. It feels weird, different, uncomfortable. Get comfortable with being uncomfortable if you want to grow your company.

In order for your company to grow, you must change. It’s that simple. YOU are the greatest barrier to growth for your team or company. You have the ability to limit growth or let go and watch it grow.

Consider this image: you must go from a shepherd to a rancher. The shepherd has direct contact with all the sheep in the flock. The rancher has ranch hands who are in direct contact with the animals and do the chores, while you direct the activity decide on next steps to expand. You have chores too, but different ones. The rancher who wants to be in personal touch with every animal will soon watch those animals die because there is no way one person can do all that is necessary. This is what will happen to the company whose leader does not let go.

Possible action points:

(1) Read “The Next Level” by Scott Eblin. A great resource for moving to the next level of leadership.

(2) Figure out the 3 things that only you can do, then delegate everything else. Be a servant but realize if you don’t do these things, i.e. keep the vision before your team, no one else is going to do it.

(3) Get a coach. I know, I always say this, but it works. Everyone has blind spots and needs a nudge. Everyone can learn from coaching.

To Subscribe to “Tips,” click here

Jeffery A. Raker, Level Up Leadership Coaching

Posted on

Confirmation Bias: Level Up Leadership Tips – 074

Confirmation bias refers to the tendency of a leader to fit new information into their framework of acceptance. Said another way, my late, full-blooded, Greek Grandmother-in-law knew the Germans were no good. So she would easily find ways to take any new information and put it into that already accepted framework.

New information can challenge a leader’s long-accepted way of doing things. How do you avoid confirmation bias thereby missing new openings and opportunities for growth?

First, be aware of the potential pitfall. New information can upset the proverbial apple cart. You are set into a new system or process, when suddenly new informant comes along that challenges your theory. Do you want to take the time to change yet again? Often, a leader will want to push the new aside in favor of staying the course because it’s more comfortable and they just don’t want to spend the energy.

Being aware of this in yourself is the foundation of growth. Leadership based on techniques and strategies does not last. Leadership based on self-awareness provides the soil in which the techniques can thrive and shift as you grow.

Second, deliberately bring someone into your circle who will question your conclusion. A leader can do this in a senior team meeting or with their team as a whole. Present the new information, then ask half the group to argue why it won’t work and the other half why it would be good to follow.

Leadership isn’t about the leader getting her way on everything. Leadership is about moving a team, group or company in the same direction that then benefits all involved.

How are you with confirmation bias? How have you created an openness in your team, group or company? Don’t let confirmation bias help you avoid information that could contain a breakthrough.

To Subscribe to Leadership Tips, click here

Jeffery A. Raker, Owner

Jeff@levelupleadershipcoach.com

Posted on

Transformation or Transaction: Level Up Leadership Tips for Coaches – 055

Transactional relationships simply don’t work ot build the behaviors that are helpful to peak performance.

Here’s a perfect illustration from marriage: The transactional marriage is one where a spouse says if the other will do this chore or take care of this project, then I’ll give you sex.

There’s a transaction in response to a behavior. But in a healthy marriage, people do things for each other regardless of fulfilling desires or wants or wishes, because the behavior is based on love.

Back to sports.

Transactional coaches emphasize rewards and base their response on the outcome. Transformational coaches focus on motivating and engaging followers with a vision, regardless of the outcome of each performance.

Research shows that the carrot & stick motivation of a transaction can work for the short-term but it carries no power toward long-term goals.

Transactional coaching works when the coach is around. Transformational coaching developts athletes that will pursue even when you’re NOT around because daily activity is understood to contribute to the larger context. Intrinsically motivated athletes will innovate ways to get better.

Transformational leaders work for the team, not everything else working for the coach. It’s a mindset shift.

Let’s talk about it.

To Subscribe, click here

Posted on

Change: Level Up Leadership Tips – 055

Change is sometimes intentional and it is almost always surprising. What I mean is, you don’t have to change everything in order to change everything. Every change – a new employee, a retired or fired employee, a new account, changing offices, an employee has major surgery, someone has a baby or gets married – every change initiates more change.

A new leader comes into lead a team, things have changed.

Leaders recognize that when one thing changes, it affects everything else whether they want it to or not.

Times of change are prime times for:

(1) New Expectations: Leaders understand that change brings enough uncertainty that new expectations need to be communicated. Clear, concise communication about what has not changed, i.e. mission, vision and purpose for instance. With change comes the need to understand what is new and what remains or else people will feel like “everything” has changed.

(2) Training: when a new leader arrives or you land a huge new account, bring in a trainer or coach. People are more open to learning when things have changed. Especially, I think, in the case of a new team leader. There are too many questions to leave forward progress to chance. Peak performance doesn’t “just happen.” Get everyone together and let a Coach lead the team through a proven process so that you don’t lose time experimenting to gain traction.

(3) Prioritizing Relationships: during times of change, leaders must get out with their people. Listen. Ask questions. Spend time. Walk slowly. These are not time-wasters but are vital behaviors to create a sense of connection in times of change.

Leaders, be aware of the change taking place when just one thing changes. Let’s talk about how Coaching can help you navigate a change without losing any momentum.

To Subscribe to “Level Up Leadership Tips” click here.