Category Archives: Leadership
August 30, 2017 Leaders: Are you a Moderator…or an Enforcer?
Leaders often burden themselves with being the only ones to make tough decisions and stick with them, even when they may not be popular with everyone on the team. There are times when you, as a leader, must make tough decisions and deal with a bit of unpopularity for a while.
But there are other instances—the majority, in fact—in which leaders tend to take on too much when it comes to making difficult or controversial decisions. They feel, rightly so, that because they’re the ones who must take ultimate responsibility within their organization, they also must personally decide, execute, and maintain new systems or standards.
While it’s true “the buck stops here” when it comes to leadership responsibilities, we must remember that those we work with and manage have loads of helpful ideas we might otherwise not have thought of ourselves. We must also remember that our coworkers and/or employees are capable and eager to do a good job (and if they aren’t, then it’s time to rethink your hiring strategies!).
With this in mind, we should take advantage of our teams when it comes to making, implementing and maintaining decisions.
Moderate The Decision-making Process, Don’t Make All The Decisions
As a leader, make an effort to get your team involved in the process of making key decisions. Your role should be to moderate the group, keeping the discussion focused and realistic, and also to help peers work things out should disagreements arise.
Workers who are involved with decision-making feel more engaged and connected to their work, getting a sense of ownership for the visions the team has come up with together. This inevitably leads to better performance across the board, because ownership and meaning behind one’s work always gives them that necessary fire to push toward excellence.
Leading As The Vision-Implementer, Not The Productivity Police
If a team feels they are being micro-managed, they tend to become distant from their work. That is to say, a babysat team can easily be made to feel that they are not smart or capable enough to do their own work.
On the other hand, we all need standards in place to keep us all on the same page. A great team is well-organized, highly communicative and grounded in a mutual understanding of the standards and expectations.
You can see why involving everyone in big decisions can help you as the leader in the long run, when you need to begin implementing the vision (aka, the daily expectations of each team member). If and when you run up against disagreements or unproductivity, you can always point back to the standards the whole team created and agreed to. Instead of placing blame, encourage ongoing collaboration to iron out any wrinkles in the initial plan.
Maintaining The Vision
Things don’t always apply perfectly from the white board to real life. And, since the business world constantly changes along with the rest of the world, it’s necessary to constantly reevaluate the value of decisions you’ve made and implemented in the past. This means you’ll need to tweak things as you go and ask for feedback from the team, thereby keeping everyone directly engaged in the process.
Maintain involved, but not overpowering leadership; involve your team; and don’t be afraid to modify your approach. That is the recipe for empowering individuals and creating a happy, functioning team.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM
Tags: collaborative leader, effective leadership, lead a team, leaders as moderators, leadership best practices, leadership coach Margaret Smith, leadership tips, leverage team as lead, margaret smith career coach, Minneapolis career coach, moderate don't enforce
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- Posted under Advice from a Life Coach, Better Business, Leadership, Teamwork
August 9, 2017 8 Lessons the MN State Fair teaches us about LEADERSHIP
At the end of the month, the event known as the “Great Minnesota Get-Together” will begin. The MN State Fair has been in existence since 1859, a year after Minnesota became a state. It’s one of the largest state fairs in the nation and in recent history it hosts almost 2 million people each year!
With such a long tradition—and with so many attendees—it makes sense that the fair has their system down to a science. In fact, it’s so well run that we all could learn a few leadership lessons from the fair. Here are my top 8:
1. Lighten up
The daily demands of leadership sometimes make it difficult for us to take a step back and have fun. We become so immersed in problem-solving, fielding issues, and navigating tough conversations that we sometimes forget the lighter side of things. Similarly, if you’re walking around the immense fairgrounds you’ll wear out quickly If you’re not having fun!
2. Understand your team
The state fair knows exactly what exhibits, rides, and food stands should be where. The cows belong in the livestock barn. The paintings and sculptures belong in the galleries. The food stands line the roads and rotundas. Your work team is similar. Everyone has their special areas of expertise, and it’s useful to capitalize on them (for more on balancing your work team see my recent blog post on this topic).
3. Be a logistics whiz
All those cars! All those people! Somehow the fair manages to shuffle everyone around smoothly and effectively. In your leadership, it’s helpful to think about logistics. Do you have smart systems in place? Would a new approach help your team work more efficiently or complete their tasks on time? When working with logistics, it’s a good idea to get as much input as possible from your team and gather feedback about what works and what does not.
4. Balance tried and true practices with creativity
Everyone loves cheese curds and cotton candy, but why not try teriyaki ostrich on a stick? Or a Cracker Jack caramel sundae? While it’s good to have tried and true methods, products, and processes, sometimes the system benefits from a little inventiveness. This forward-thinking mentality is what keeps companies like Apple and Google in the public eye (and keeps us doling out dollars for their latest gadget!)
5. Encourage free thinking, but provide guidance
I’m am an advocate of placing trust in your team. Give them the freedom to approach a problem in their own way and create their own path. At the state fair, you’re given road maps and schedules, but you’re free to choose your own route and find the best solution for you. In the same way, it’s a good idea to provide others with guidance, but to give them the freedom to work out their own solutions. Their ingenuity may surprise you!
6. Don’t do everything yourself
Although there is a “board of managers” that runs the state fair, they receive plenty of help with operations. It would be impossible for a board of 10 individuals to oversee every building, clean every bathroom, or set up every ride. This is where smart delegation comes into play. Develop a deep understanding of your team member’s strengths and utilize those strengths as best you can.
7. Reward/recognize good performance
Top performance deserves recognition! Just like an outstanding horseback rider or a talented sculptor deserves to be awarded a prize, so too do your top performers merit recognition. Be sure to commend team members for a range of performance-related achievements, from exceeding sales goals to practicing inclusivity.
8. Weather the ups and downs
We’re all familiar with the twists and turns of roller coasters. They take us for a wild ride until things level out and the ride is over. In the same way, excellent leaders practice resiliency. They take setbacks in stride, strategize, and plan for the future without dwelling on (or moaning about!) their obstacles. Great leaders know there will be bumps in the road and they face these challenges head-on, instead of ignoring them.
There is much we can learn from the state fair. When it comes to leadership lessons, the land of corndogs and Tilt-a-Whirls is filled to the brim with them. How else could it host hundreds of thousands of people each day and keep them (for the most part!) happy and entertained?
If you enjoyed this post, please feel free to share it or leave a message in the comments!
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM
Tags: leadership and the state fair, leadership lessons, learn from the state fair, lessons from the state fair, margaret smith leadership, mn state fair lessons, st. paul state fair, the mn state fair and leadership
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- Posted under Goals, Leadership
May 31, 2017 How Mentoring Can Boost Your Leadership
It comes as no surprise to me that businesses and organizations of all types have set up mentorship programs to increase meaningful relationships among the members of their teams. Why? Because mentoring is one of the most powerful, effective forms of leadership.
Yet I’ve noticed that many are hesitant to adopt the role of mentor. They may feel that they aren’t good enough teachers, or that they lack the confidence to take ownership of their skill sets.
The truth is we’re all mentors, whether we know it or not. And while we may not have fully developed this trait, we all possess the potential to become effective mentors and, at the same time, enrich and empower our leadership.
How does mentoring another give your own leadership a boost?
1. It encourages you to always lead with a good example.
Sometimes we slip into bad work habits and mentoring another causes us to be aware of those bad habits and avoid them.
2. You discover knowledge gaps.
Your mentee may ask questions to which you don’t know the answer. That forces you to research or reach out to co-workers to find the answer, thus expanding your knowledge base.
3. You build communication and people skills.
Mentoring helps strengthen your communication skills in one-on-one situations. Since you are the authority figure, it can also build your confidence and even your public speaking skills.
4. You build credibility
Not only will you build credibility in the eyes of your mentee, but other people around the office will see you as reliable, a go-getter, and someone who knows their stuff. You have enough knowledge and poise to tutor another; you must have what it takes to perform your job well (and maybe even land a promotion!).
How to be a Mentor?
Now that we’ve discussed the benefits of mentoring to your leadership, let’s look at the best ways to be a mentor:
Mentors Lead By Example
In an article from The Journal of Leadership, educational consultants John C. Kunich and Richard I. Lester detail some key aspects of strong mentoring.
A mentor must behave at all times, both publicly and privately, as if the protégé were the mentor’s shadow.
Even in your life outside of work, when people might not be watching, you must stay consistent with your values. At the end of the day, good leadership relies upon a life of integrity. When you take a protégé under your wing, you give them clearance to assess your actions. Don’t take this lightly! It’s a big responsibility, yes, but it’s also immensely rewarding to be able to show your mentee the ropes simply by doing the work you do best.
Mentors Share Their Networks
One of the greatest resources an “old head” owns is a network of people who can help cut through the usual tangle of red tape and quickly obtain the desired result.
Networking usually relies upon sharing contacts and leads, so what better way to give your protégé a head start than equipping them with contacts? Set them up with meetings or informational interviews, give out contact information, or hand them one of your friend’s business cards. I’m sure you can think of people in your life who’ve let you into their already-established network, and I’m just as sure that you appreciate that they did.
Mentors Set Goals And Instill The Value Of Goal-Setting
It should become apparent to the protégé that there are significant differences between workable goals and pleasant but less reality-based dreams, hopes, or wishes.
Because great leaders are able to transform bold visions into reality through the implementation of planning and goal-setting, as a mentor you must also stress the importance of this skill, and work with your protégé on developing goals for themself. A good way to do this is to guide them through the process of differentiating between wishes and workable goals. Get a feel for your mentee’s hopes and dreams. Have them transfer their dreams into workable goals, and write out a long term program with them to get there. With you there as an adviser and a guide, your mentee will learn that visions truly can become reality, but only through long term planning, consistency and gradual steps.
Reference
Kunich, John C. and Lester, Richard I. “Leadership and the Art of Mentoring: Tool Kit for the Time Machine.” Journal of Leadership 1-2: (2001) 118, 125, 126.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM
Tags: career coach Minneapolis, help a mentee, how to mentor, leadership coach Margaret Smith, leadership strengthened by mentoring, Mentoring and leadership, reasons to mentor, share your network, teach a protege, why mentor
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