Did someone wave a wand and say: “POOF”, thou art a manager –NOW LEAD!
Are you, or someone you know, in the wrong role/position in your company? Did someone wave a wand and say: “POOF”, thou art a manager –NOW LEAD! But you have NO CLUE WHAT THAT MEANS or what you’re to do differently? There could be all kinds of reasons you’re out of position:
Your personality doesn’t align with the requirements of the role – i.e. say the position needs someone who is commanding, one who is able to change easily and move quickly. However, you’re a process person and like large amounts of details to then check, double check, and even triple check before you make a move. If so, then you’ll be frustrated in this role, along with making everyone around you frustrated.
Talents – say you’re very gifted with high amounts of creativity, but you don’t have an outlet to use it . . .
Your education didn’t support this role, and you’ve been struggling to try to make it work, but no matter how hard you try, you feel like you’re always behind.
The experiences you’ve had didn’t prepare you for this role, and your interests don’t align either
This doesn’t mean you’re bad or wrong, it just means that this role/position is not a natural fit for you. You can still stretch yourself and take on the role. However, be aware that it will take considerably more effort, energy, and possible skill sets you don’t now have to fulfill. Not to mention you may not enjoy it. Another way you’ll know you’re not in the best role for you when required to be THE leader, is if:
Setting the big-picture vision isn’t natural for you, and instead is difficult!
Directing people – such as: Providing them with the instructions as to what to do, which may be impossible for you to do – due to your personality style. For some personality styles, and I know it’s hard for some of us to fathom, this would mean confrontation to them.
Correcting and leading people is difficult and/or frustrating for you, so you’ll avoid it like the plague!
If these sentences resonate with you, then you’ve got another clue that you are an “Accidental Leader”. If so, then one solution for you is to acquire a Business Coach to assist you to discern why you may be discontent, ineffective, and possibly even miserable in the position you’re currently in. If you do, then you’ll receive the assistance to be successful!
On a positive note, I’ve had the most amazing opportunity to pursue what I’ve loved, and what fits me, for the past 35 years. Because of my supportive husband, I was given the gift of creating and designing a career that I thrive in, am passionate about, and which gives me the ability to continually grow with and into. My life mission emerged from one class here and an experience there. As a result, along with my personality, certifications, and education over the years, it has slowly emerged, until one day I realized I was The epitome of an “Accidental Leader”. I didn’t begin with the end in mind, as Covey recommends. I didn’t set out to be a “Business Coach”, that didn’t exist when I went to college. And I didn’t set out to pursue being a leader or trainer, however I was strategic about each small thing I pursued, until it cumulatively transpired into this awesome role called a Business Coach, Executive Coach and Corporate Trainer. Like a puzzle that emerges from the similar colors, shapes, and connectivity of its’ pieces, I now help others to be strategically excellent, by making sure their life and work aren’t built upon accidents, but on the best of what they bring to this world, aligning themselves with the people they’re suppose to connect with and serve.
Save Yourself a Lot of Headaches, by Putting the Correct Foundations in Place!
When you hire your first office Manager, you can avoid a lot of problems by putting the correct foundations in place. First off, the manager MUST be rightly positioned. Making sure their behavioral style matches the needs of the position, and that the skills, knowledge, and training of the person fits their responsibilities. A lot of headaches can be avoided right here! Then, they must have a clearly written, and understood job description which includes:
Their specific responsibilities
Attitudes expected of them
Compensation the company will be providing
Holidays and/or days, and sick leave
When performance reviews will be given to them
Continuing education should be provided so that they are continually upgrading their leadership skills. This should include how much the company is willing to invest in their training and/or materials. You can’t manage poorly communicated expectations. Every time I go into a company to consult, or provide executive coaching, and the manager is frustrated with the owners, it is invariably these items which were loosely agreed upon, and not put in writing. If this is the case, you will eventually experience conflict over what the Office Manager expected and was told, as opposed to what the owner remembers he/she said. They need to be given the company handbook detailing the
along with the job descriptions of the employees they will be managing. They must have a crystal clear understanding of how to support, train, monitor and encourage their employees. Problems can be averted by setting the correct foundations at the beginning. Having a clear understanding of their responsibilities, will avoid any need to micro manage as well!
Done right, you will have more time to do the things you love doing, which is why you became a business owner in the first place!
End of pt. 1
IF YOU WERE GOING TO BE A CONTESTANT ON “THE APPRENTICE” HOW WOULD YOU PREPARE YOURSELF AHEAD OF TIME?
What would you need to know to be an effective, knowledgeable, and most important, successful contestant on The Apprentice?
“The Apprentice” was on, and as my husband and I watched, I kept thinking, UNBELIEVABLE, don’t these people know what the Donald (Donald Trump) likes? Don’t they realize, from past episodes, what will sink them in the board room faster than a singer singing off key on American Idol? Then I began to think “I wonder what other people would do to prepare to get on the show, the biggest, longest, most intense job interview on the planet?” So, here’s my list of ways I’d prepare for this leadership position:
I’d watch as many past episodes of “The Apprentice” as possible, making lists and analyzing:
- What the Donald likes/dislikes
- What he respects/disrespects
- What his taste is in every obvious way. (For example, on this evening’s episode the two teams were tasked with building out and creating a modern office space. The Donald didn’t like the results of either one.)
- How much influence his son/daughter have regarding his decisions
- I would analyze why each person was fired
- I would discern the characteristics of the people that succeeded and why
- I would take into account the behavioral style of those who were fired as well as those who succeeded.
- I would go over the projects they performed with a fine tooth comb and carefully study them
- I might even call some of the old contestants for their input and advice on things, listening carefully
- Because I know I would be the Project Manager at some point, I would research the job description of PM’s, to learn what makes them successful, along with leadership and management skills. This is something that makes or breaks each person when they become the PM on “The Apprentice”.
- I would read everything I could find regarding Donald Trump, to understand every aspect about him, his staff, and his businesses, especially about his company mission, vision and values.
I see a lot of similarities between the above and when preparing to prospective a client /company, or even when looking for a job. Due diligence will not only prepare and equip you; it will help you to develop a secure confident demeanor through thorough preparation.
So, in your opinion, did I miss anything? What would you do differently? And one last thing, I have no intention of ever being on “The Apprentice”; it’s just fun to put myself in these shoes.
YOUR COACHING CONNECTION: Watch one episode of “The Apprentice” analyzing everything, looking for anything I missed. Then post a comment here, to set me straight. Or, tell me how you would prepare for a major interview.
You Can Grow Your Leadership Skills so That You Are the Leader Others Want to Join to Reach a Powerful Vision!
- Volunteer to serve on the board of a non-profit that makes a big difference in your community.
- Take a class to learn a new skill, or upgrade existing skills.
- Read a book on leadership, team building, people-skills, or conflict resolution to elevate you knowledge base.
- Volunteer in an organization that could really use your help supporting their efforts by serving the mission and people of the organization. Follow!
- Find a mentor – someone better than you in an area of need. Ask for help. Hum, the key is can you ask for help?
- Set 30, 60 and 90 day personal development goals.
- Find someone to hold you accountable to the above goals you created. Someone that will make the consequences you agree to stick if you don’t reach them. Want to be dedicated, absolutely sold out to reach these goals? Then make the consequences really hurt.
- Pay it forward to someone each day for a week.
- Take a 360 degree, DISC Profile in order to unveil your strengths and uncover your weaknesses. (Contact me for more information.)
- Go to the mountain to meditate/pray about what you’re learning about yourself in steps 1-9. No mountain, just go somewhere in solitude where you can sense the presence of God!
The Mini Book Shelf to Help You With Step #3
What Got You Here Won’t Get You There
7 Habits of Highly Successful People
How To Win Friends and Influence People
Developing the Leaders Around You
The Power of Positive Thinking
Building Leaders: How Successful Companies Develop the Next Generation
High Flyers: The Development of the Next Generation of Leaders
Results Based Leadership
The Extraordinary Leader: Turning Good Managers into Great Leaders
To see more, look at Amazon’s Top 10 Leadership Development Books: http://www.amazon.com/Top-quot-LEADERSHIP-DEVELOPMENT-Books/lm/R1N7SS8IDJM9KD
Find out what your staff, spouse, and closest friends are seeing about your business that is, and is not working. Trust me, they’ll know more about running a business than you can ever imagine. Now there are a couple of ways of going under the covers to discover what’s there. You can do one-on-one interviews. This is what I conduct in larger organizations, and works well when you have the funds to bring someone in. In mid. to small businesses, surveys work . Call it: “What This Business Needs” Analysis. Now, if they know you can detect whose writing is whose, here’s a suggestion: Give them a completion date to turn it in by. Then, provide a self addressed, stamped envelope to be mailed to a person who will type up the answers. If your company is large enough, have them turn the completed analysis in to your administrative assistant. Again remember:
Don’t take it personally!
Don’t make excuses to yourself or others as to why things are the way they are.
No blame-shifting, take full responsibility for the results. You’re the leader.
Don’t let it defeat you, it is what it is. After you’ve taken stock, it’s may be time to rebuild/re-launch a new standard of operating, according to what you’ve found.
Here are some questions you can use for your questionnaire:
1. What do you see isn’t working around here?
2. If you could change anything, what would it be?
3. Why aren’t we growing?
4. Why don’t we have more clients/customers, or sales?
5. What can we change, or do, to make your job easier for you to give your best?
6. On a scale of 1-10, 10 being the most and 1 the least:
a. How happy are you in your position?
b. I have received adequate training to be successful
c. I have been provided all the equipment and supplies to do my job well.
d.Toxic conversation is discouraged in my area
e. I have respect for my direct manager?
f. I understand the Mission, Vision, and Values of my company
g. We as employees strive to live by our Mission, Vision, and Values?
h. I feel my work is appreciated
i. I have incentives to continue to do a better job?
j. I am provided continuing education to enhance my work and skill-set
k.The culture of the office is healthy
Remember, this is just a start. If you’d like more information on when this product is launched, let me know. I’m sure I’ll be running some great specials to test it, as well as to promote it. Here’s to your business success not being by ACCIDENT!
Leadership means casting vision. It is creating a vivid picture of a possible future that is exciting to be a part of. It is eliciting belief in your staff that creates a confidence in you, the leader, that you know where they are going, and can, with their help, take them there. Whether you’re solving a problem, or creating a new reality, it’s making the world a better place because of the piece you and your company plays in it. So how do you get this across? A lot of leaders/managers use power point, but could you get your points across better by weaving them into a compelling story? Personally, I believe people remember stories more than they remember graphs and charts. In this video you’ll see a gifted story teller, Robert McKee give an example of the benefit of using stories. And you don’t have to be casting vision to do this. It could be used for expressing everyday objectives in a fresh new way.">/0.jpg" alt="YouTube Preview Image" />
You be the judge, and try it some time when you’re wanting to emphasize a key point that you need your staff to remember. And just like any skill, it takes time to develop it until it is truly effective. Don’t give up after one try, there is a learning curve!
Here’s the question: Do you believe that leadership expertise can be learned, acquired? Can people gain the influence necessary, with teaching, training or coaching, to grow an organization, if they don’t have the natural personality to do so? What’s your opinion?
I asked this because it is my passion to provide training, support, and coaching to those leaders who “fall” into the role of “leadership”, and find themselves ill equipped to handle the demands of the position. This was something my husband and I faced over 30 years ago, while leading a prosperous area in a non-profit organization. It never fails to amaze me when I watch leadership transformation take place right in front of my eyes. I’ve found THE two most important competencies for growth are: 1. A willing heart to try things, while people try to break out of their comfort zones; and, 2. A teachable spirit. Through trial and error, as well as with the support of a coach to re-engineer, train, and apply assessments for self-discovery, (while supporting and cheering the executive along,) I’ve seen change occur over and over again; even in those who had staff that pulled me aside to let me know there was absolutely nothing I would be able to accomplish with so and so. For me, this is music to my ears. Let me at them, to work with them. I’ve observed leaders who were incompetent, egocentric, insecure, lacking motivation and vision, harsh and hard hearted, as well as those who were clueless as to the needs around them, make complete transformations! I can genuinely say, wholeheartedly, and with an emphatic resounding “YES” . . leadership expertise CAN be trained and acquired by anyone who is willing and teachable! In fact, the book that revealed the necessary stages, opening a whole new world to us was, Dr. John C. Maxwell’s book, “Developing the Leader Within You“. Between this book and “Be a People Person“, by Dr. Maxwell, we began our assent into a new realm of servant leadership, learning to take our eyes off of getting people to do what “WE” wanted, and onto assisting, equipping, coaching, and motivating people to become all they could become, in the position they were in, thus fulfilling the company mission as they grew. It is now an honor to work with the many gifted, highly qualified people who have touched so many others and been willing to learn the lessons needed, and skill sets necessary, to become a servant leader. It is with this motivation that I hope those I coach will find the same great reward. It’s worth the effort to acquire and deal with a right heart motivation. And in the end, the employees will continue to make their bosses rich in every way possible!
Are you discouraged, depressed, out of ideas as to what to do next? Ready to quit? Well, don’t, instead, FIRE yourself. “WHAT?” you say, “FIRE MYSELF??? You must be nuts.” No, I’m serious. Fire yourself, and then get out of town. Go to the mountains, the beach, somewhere you look forward to going. For my husband and I, it’s a lovely upscale cabin in Oak Creek Canyon, right by the creek. Next, turn everything over to a senior staff member. Pack up a good book, or a comedy on DVD. Here’s the key though: DO NOT think about work; anything about work; work you left behind; anything at the location of your work. Then, communicate with anyone you must, that you are NOT available unless under dire emergency, and even then make them try to handle issues themselves. Now, put your cell phone on vibrate, and when you reach your destination, only think about where you currently are. You need a huge “mental vacation” from worry, anxiety, fear and all the negative junk clogging your mind. If you say you just can’t do this, that you can’t just take off like this. I’ll telling you straight up, that if you keep going down the track you’ve been on, you’re going to end up losing your company or key clients anyway! Next, you unequivocally must take as long off as you possibly can, without being irresponsible. Of course, you must take into consideration the ability of the one you put in charge. Now, act like you don’t have any responsibilities. Do as many enjoyable things as possible. Especially, and this is key, take time to meditating and/or praying. This will renew and invigorate your mental capacities. Discipline yourself to think only about good things, without allowing your mind wander. Capture any wrong thoughts and do a rewind. Be wholly present on your mental vacation, enjoy just “being”. Lastly, in three to seven days, you’ll know when it’s time, FIRE yourself up, and re-hire yourself. You’ll come back invigorated, refreshed, and you’ll probably even enter one of the most creative zones you’ve encountered in a long time. You may even have some inspirational new ideas that will save yourself from the trauma and hemorrhage you were previously undergoing. This is what I call taking a “Mental Fast”. The purpose is to clear your infected leadership palette, reigniting your vision and mental state of being.
Now, would you like to know how to avoid encounter this self sabotaging, poisonous position again? Take one day off a week and do the above. One day do NOT work, NOT even think about your company and the next big things you’re going to do. I truly believe we were created with this divinely directed strategic plan for our mental well being. Try it, I dare you. I know most won’t, but I’m a dreamer, someone will. And if you do, please let me know 1. How you were able to do it – it takes discipline, more than it does to keep doing the things you’ve always done, and thinking the way you’ve always thought. And 2. How it’s affected you, your business, and your family life. Cheers!
I use Don Shula’s 24 hr rule. Coach Shula, of the Miami Dolphins, understands how detrimental it is to revel in a win or wallow in a loss too long. He keeps his team focused on the “big picture” by training and coaching them to take just 24 hours to be excited, with ecstasy, over a win, or bemoan and grieve over a loss. Once the 24 hours is up, they get right back on the horse of vision and focus on the next game. Shula’s favorite saying: “Success is not forever, and failure isn’t fatal!” He instills in his team the belief that with hard work, it doesn’t matter if things aren’t going well, don’t give up, get down, be overwhelmed, loose control, but remember and believe that ultimately things will turn out well. He’s a man of faith, and understands that what you think on, what you believe, will happen! This correct thinking keeps them grounded, bringing them back to their plumb line of values and beliefs, to be positive.
Who hasn’t experienced discouragement, deep disappointment, outright failure, in their life. For a leader, it can come at you weekly, if not daily – and be deadly? If you’re an entrepreneur, or risen to the top of a company, it’s part of an undisclosed job description. Right along with conflict. That said, how you pull out will either make you, or break you. I spent years doing it the wrong way myself. Well, the 24 hr. rule works, I’m telling you! Of course ,I’m not talking about life threatening situations, or death, (although it still helps there) but training your mind and emotions to stop, do an about face, get on track, and put a demand on thinking on the future, and those things that are healthy. If you do, it will be transformational!! Sure, go ahead, take that 24 hrs. to scream your head off, cry, pour out your heart, or be overjoyed, but when that 24th hour hits, BE DONE – get back in control of your mind. Try it, I challenge you, you’ll be amazed. Now if you just can’t, I’d suggest you work on gaining the other skills of emotional intelligence, get coaching, or counseling! We’ve all needed a little extra help in life from time to time. The best to you.
Well, my 24 hours is up, and I’m doing, thinking and feeling just great!! Sue “The Accidental Leader“
“Be a People Person“, by Dr. John C. Maxwell, was by far one of the very most influential books I have ever read. I recommend it with five stars to all new or emerging leaders or managers! This book began in me the extensive quest I have needed to take in becoming a woman who sees the trees through the forest. Before reading this book I was full of vision, enthusiasm and drive, but seriously lacking in the keen ability to direct and delegate to people while keeping their needs, their skills, and their vision in mind. I had no idea they wouldn’t just “Do It!” and get a job done, or why I had to take the time to understand why they had joined me as a leader, or what they were wanting to get out of their involvement. At that time my husband and I ran a purely volunteer organization, so you can see the utter calamity and demise we were headed for. Unfortunately, this is the stance many leaders take when leading an organization. This book sets the stage for the very primary leadership skill/competency needed for great organizations, CARING! Yes, I know, I’ve just lost some of you. It’s hard, no, it’s down right earth shattering for some to realize that they and their vision are not at the center of most people’s interest. It is true that people don’t care how much you know until they know how much you care. This book, for me, was a hard hit on the head, and my wake up call that there is more to leading than giving vision, and delegating responsibilities. If you want the practical in’s and out’s of leading people, with step by step actions, this book is for you. Some of the chapters include: understanding the qualities you enjoy in others, and why others are drawn to you; becoming a leader others want to follow; how to be confident as a leader; how to motivate people; be a person people respect; exactly how to be an encourager – what to say and do; how to hand criticism; dealing with difficult people; and creating a winning team. If any of these are areas you need to work on, this book was meant for you! One caution though, if you have an aversion to Biblical references, this book is not for you, as it is full of them. For you, the Maxwell book, “Winning With People“, would be a better choice. Again, go to the side of this page and you’ll see a list of books from Amazon for your ease of purchasing. Hope this will be helpful. Happy reading!! Sue