High performance leaders spend much of their time coaching their people. We coach so that our team members can learn to generate the energy and effort they need to do their best work. We coach so that our team members will light up. But, sometimes, the light within our team members wanes. Sometimes, they need a boost. Sometimes they need us to light the way for them.
Bring the light. Light the way. Keep them on track. Then, watch them shine.
Supervisors are asked to make more moves each day than a complicated game of chess. Sometimes you win, sometimes you lose, sometimes you end up in what feels like a stalemate. But you keep on pushing, you keep on growing, and you keep on growing.
Making the right moves, what I'd call the Royal Moves, requires training, experience, and an open mind. You need the open mind when the moves don't go exactly as you planned.
Are you making the royal moves?
Are your people growing, thriving, excelling, and delighting their customers?
Are you making the royal moves?
Is your own career developing in ways that challenge you and still bring a smile to your face? The royal moves keep you growing. It's deciding to plan more carefully so that the unexpected is not quite so unexpected. It's building the relationships that help you resolve inevitable disagreements. It's taking the time to coach your team members every day instead of letting administrative details pull you away. Th…
Have you ever been stuck with goals that no longer work for you?
Did someone else stick you with those goals, or did you do it to yourself?
High performance leaders set lots of goals, but they don't get emotional about realizing that they can't possibly achieve all of them. Life brings complications, strategies change, better goals come along.
Working on a project, working for a boss, working on change -- if the goal is big enough there is likely to be disagreement. That's OK. Talk about it. Negotiate. Find a goal you can agree on instead of grudgingly plunging forward on a loser. And then, stay calm. There's no need to take a disagreement personally.
We can disagree on goals without becoming disagreeable.
Problems are aggravating, inconvenient, and frustrating. High performance leaders -- successful supervisors -- build muscle around solving problems that comes from practice, application, and outright solving. One problem after another, solutions come from facing the problems head-on.
A problem could lead to frustration, OR it could lead to learning and growth.
Have you ever worked for a perfect leader? Me, either. And neither am I a perfect leader. We can't be perfect, yet we can work to be on the work toward perfection. It's a road we'll never finish.
I've been blessed to work with many great leaders, none of them perfect. But, some people have not been so lucky. Some people seem to have worked for a long streak of frustrating leaders or bullies. Maybe some of those people are headed for (or already on) your team. The news is good, though. You can greatly influence their future experience, even if you were previously less than what they needed in a boss.
It's a new day. It's a new time. You can be a new, improved, effective, attentive, high performance leader.
Be the leader you always wished you had.
Someone else is wishing for that, too.
Since I travel a lot, I occasionally see a building with stairs that appear to lead nowhere, at least no where safe. Access is only semi-blocked, so the danger exists even if the destination is sketchy.
Does your team have a destination? Have you updated your team's mission this year? Things are changing so quickly that what may have seemed important as recently as a year ago could be out of date now (or soon.) Is your team up to date? Do you have a vision for a vital future?
Avoid those stairs to nowhere. Plan a vital, energized, noble future for your team. Get them involved. Show them how a high performance leader leads.
Are you carrying any useless goals? Maybe they didn't start out useless, but still you carry them long after the energy has drained. If you've got goals that you no longer care about, that have no real customer, and don't align with your mission, you might want to let them go.
Focus on the right goals. The ones that make you both smile and sweat. The goals that once you have achieved them take you to a different place, put you in a better mood, or build something contributing to your success. Let go of the wrong goals to make room for the right ones.
From Dr. Marshall Goldsmith, Executive Coach, comes this is a great way to share fast, low risk coaching with a number of people. The three steps are simple and easy:
Write down an area you'd like to improve that would have a big impact for youAsk for 2 positive suggestions for the future that would help with that areaRepeat getting positive suggestions from others in the group
There are two simple roles for the process:
No talking about the pastNo judging or critiquing ideas
Here's Dr. Goldsmith describing the process in one of his highly useful videos:
I found this article and video from one of my favorite sources of leadership advice, GetLighthouse.com, here.