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“Creating Successful Leaders”

June 29, 2022 Why Delegation is a Career-Builder

If you’re like many ambitious individuals I know, you work hard and follow that old axiom: “If you want something done right, it’s best to do it yourself.” This, however, is flawed thinking. By taking on everything yourself, you’ll get bogged down and caught up in work that may be ill-suited to your talents (and, perhaps, better suited to others). Instead, it’s better for yourself and your career to delegate.

Delegation isn’t lazy. It’s an essential tool for propelling your career, improving results, developing your personal brand, and keeping your workload under control.

The fact is, there is only a limited amount you can do, no matter how hard you work. Because we are not super-humans, it’s essential that we learn to let go and trust others to take on certain tasks. If you’re a perfectionist, you may be thinking, “How can I possibly entrust others with work that I know I can do better myself?”

For one, you don’t know you can do something “better” unless you let others have a fair shake. Secondly, don’t confuse “better” with “different” (others may take a different approach, and that’s definitely not a bad thing). Third, skillful delegation may take a bit of training at first. You might have to teach someone else how to do a certain task, but that’s part of the process. Share your insights, know-how, and expectations. Make it clear that you’re available to answer any questions or provide feedback.

To Delegate, or Not to Delegate: That is the Question

When faced with a new task, don’t just jump into it right away. Instead, ask yourself, “Would this task be a worthy use of my time?” If you continue to accept projects that don’t align to, or properly utilize, your skills, you’re diluting your brand. Perhaps there is someone else who has the skills to do the task better, or who would be eager to develop skills that the task would involve?

Strategically delegating tasks to others allows you to focus on the tasks that reinforce your most vital skills—those you want to be known for as part of your personal brand. (If you haven’t yet considered what your personal brand is, now is the time to start!)

How to Handle the “Who?”

When considering who to delegate to, take into account the following questions:

  • What are this person’s skills and knowledge?
  • Does this person currently have space in their workload?
  • What is this person’s preferred work style?

Once you have decided on the best candidate, don’t forget to document the process. When practicing delegation, it’s extremely important to keep track of your processes to save time in the future and develop best practices that promote clarity and efficiency. Just as you, say, develop practices for hosting a BBQ—send the invites, clean the house and yard, prep the food, etc.—creating processes for sharing tasks at work will cut down on confusion and clutter, and will save you time in the long run.

Your Challenge:

Next time you’re feeling overwhelmed by your workload, fight the urge to dive headfirst into your pile of tasks. Instead, assess these projects and consider whether or not some can be delegated to another member of your team instead.

Do you have any helpful tips for delegating effectively? Please share!

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June 22, 2022 6 Tips for Introvert Leaders

Quick-thinking and the ability to command attention in a crowd–it’s no surprise that when people mentally assign roles in the workplace, they often place extroverts at the top. Introverts, however, have their own set of unique strengths that can allow them to become exceptional leaders, their natural listening and observation skills offering a peaceful and inclusive environment. Despite the positives of the introverted personality, sometimes the line between the “quiet-listener” and the “disinterested and imperceptive wallflower” can become blurred in the eyes of colleagues, so here are a few tips to remain at the top of your game as you excel in your field.

SCHEDULE ONE-ON-ONE MEETINGS

Large meetings with multiple voices can feel overwhelming for many introverts, but workplace leaders need to ensure they’re actively building genuine, solid relationships with each member of their team. Consider scheduling semi-regular, individual meetings with colleagues to affirm that you’ve heard, processed, and had time to reflect on their ideas while preparing feedback and new ideas to share with them in a more casual, relaxed environment.

PREPARE AHEAD OF TIME

Whether it’s an all-staff meeting or an important presentation, advanced preparation can make a huge difference in the way you come across to your audience. Asking for the meeting agenda in advance can allow you time to gather your thoughts and write them down! Introverts tend to struggle with on-the-spot thinking, so going into engagements with key points already established can help to ease the anxiety you may feel with being the center of attention.

BE ACCESSIBLE AND APPROACHABLE

While it may be tempting to retreat to your office and shut your door after a particularly taxing meeting, finding a balance between accessibility and personal time is necessary. With leadership comes the necessity for open lines of communication between you and other members of staff, so finding a healthy balance is important. Try communicating about when your door is open and when you’ll be unavailable.

EMBRACE YOUR STRENGTHS

There are many positive traits introverted leaders possess. Insightful and empathetic, introverts have the ability to stay calm and step up and gain control in a crisis situation. The observant and introspective nature of introverts allow them to be great problem-solvers when needed and creates space in group discussions for all voices to be heard.

BROADEN YOUR COMFORT ZONE

Stepping outside your comfort zone can be difficult and uncomfortable, but there is value in challenging yourself to expand your skills. In most leadership positions, public speaking and managing conflict are largely unavoidable, so lean into them! Set a goal to speak up at least one time during team meetings or finesse your public speaking prowess by taking courses designed specifically to help people in your shoes; best of all, you’ll likely learn alongside people with similar struggles and find that you’re hardly alone.

SELF CARE IS KEY

Commit to setting personal and professional boundaries to maintain your physical and emotional health. Block out some space in your calendar throughout your week where you’re unavailable to take meetings and phone calls, and focus instead on recharging and getting your work done. Remember to leave work at work; maintaining a strong work/life balance and practicing self-care rituals will make a world of difference.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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June 15, 2022 Become a Remote Workplace Mentor

The COVID-19 pandemic brought about unprecedented changes to nearly every aspect of our lives including the ways in which companies, both small and large, conduct their work. Out of necessity, many businesses made the shift from the traditional 9-5 “in-office” workdays to a less rigid “work from home” model. The remarkable benefits of increased flexibility, non-existent commutes, and the elimination of expensive childcare for many working parents has swayed organizations to continue with this arrangement in the post-pandemic world.

Despite the plethora of advantages, this new work style has the potential for the lines of communication between colleagues to become frayed as people complete their work independently and on their own schedules. The need for workplace mentors has not changed, however, and you’ll need to find creative solutions to bridge the distance between yourself and the people you advise.

BE FLEXIBLE

Remote work allows for people to be more intentional about how they plan their calendars and how and when they interact with people. Consider creating a document in the cloud for you and the people you work with to share thoughts throughout the week asynchronously, so when you come together in your virtual meetings, you have thoughtful talking points and ideas to build on. This ongoing effort allows for you and your mentee to closely collaborate in meaningful ways even without the face-to-face options.

BE CONSISTENT

While some aspects of your schedule may be more flexible, the need for regular, dependable check-ins with your mentee(s) should be non-negotiable. Weekly meetings can provide comfort for workers who may be struggling with balancing responsibilities remotely. The assurance that you have carved out time specifically for their questions and ideas promotes employee well-being that benefits them personally and professionally. If urgent questions arise throughout the week, or you can’t make a regularly scheduled meeting, communicate that, reschedule, and follow-up with answers to questions promptly.

BUILD INDIVIDUAL RELATIONSHIPS

Honest and open communication is key. Ask your mentee to identify any areas that they would like to grow, and work in tandem to create a realistic plan that can be put into action. Remember that since your mentee won’t physically see you in the office, you’ll want to find inventive ways to be visible, accessible, and approachable. Reaching out to people outside of regularly scheduled meetings for quick “check-ins” can be a great way to offer support in the online world.

ACKNOWLEDGE ACHIEVEMENTS

Recognize professional accomplishments that your mentee has been working hard to attain. Give people unprompted shout-outs in meetings and highlight the value that person brings to your organization. Be sure to celebrate both the small successes and the big victories equally. Consistent recognition makes people feel noticed and appreciated and promotes a strong sense of community and optimism for everybody.

The relationship you build with your mentee should have just as much value for you as it does for them. Consider this a mutual exercise in building trust, extending your professional networks, honing your communication skills, and sharing new, diverse perspectives and experiences with one another. With these tips, you’re sure to build lasting relationships with the people that you work with.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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