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Born Leader

Born Leadership

Some people seem to be born to be a Leader, don’t they? 

I’m thinking of John F Kennedy, Martin Luther King, Mahatma Gandhi, Alex Ferguson. All great examples of a born leader.

For these people, leadership seems to come naturally, it seems like they were always destined for that role and when they get it, it just all fits together, they’re like a swan in the water, majestically floating around.

For others, the ‘born to be a leader’ thing just doesn’t fit.

Maybe you started a business which became successful, and you’ve had to take people on.

Perhaps you worked for someone else and were so good at your job you were promoted to be a leader in their company.

Maybe, for whatever reason, the role of the leader does not come easily to you. 

And that’s a big problem because if there is one thing that all great leaders have in common it is their ability to BE the leader.

What Does It Mean to Be a Leader?

Well, they do NOT spend their time, being the manager, the salesperson, the customer service rep, the accountant and the receptionist.

Do you?

Being a Leader means knowing what it is that other people do well and letting them get on and do it.

It means:

  • Knowing when people don’t have the right skills ad organising training or moving them to another role. 
  • Trusting people.
  • Knowing when and what to delegate.

But above all, it means spending your precious time BEING the leader (not just DOING things).

How well would it work if Richard Branson drove his own trains, or Alex Ferguson had a go in goals, or JFK made lunch for his important guests?

That doesn’t happen, right? 

And it’s because those people know their role is not any of those things.

Now I am not saying there aren’t ANY occasions where you wouldn’t do something that one of your team could do. 

Sometimes it is ‘all hands-on-deck’ and it can be motivating to see the leader joining in with the fun run, or speaking to a customer, or answering an email when everyone else has gone home for the night. 

However, your main job as the leader is to BE the leader – be the inspiration, the motivation, the direction of the company and leave the operational and tactical tasks to people better suited to doing them.

Your job is to translate that strategy, into tactics that they can turn into actions to fulfil the task.

And here’s the thing, they might actually be BETTER at that than you.

And even if they aren’t (yet) they might be good enough, and unless it is something that you LOVE to do and want to do – why would YOU do it, if someone else can? 

We worked with one client who’s challenging and – to some – argumentative style, was not helped by her micromanagement and general interference in unnecessary things. She was feared and disliked in equal proportion. 

Micromanagement brings fear, stress and a lack of risk taking or stepping up to a team.  They don’t want to be seen to do something wrong, so they do nothing, or wait for your call.   This means you will have to get involved when you really don’t want to. It’s a vicious cycle as they do less, and you have to do more. 

Here’s the 10 minute live I did on the subject of why you might end up in the micromanaging trap: https://www.linkedin.com/video/event/urn:li:ugcPost:6930483184308502528/

What we need to do is to create three things in our teams:

  • Engagement
  • Enablement
  • Excitement

We want them to be able to do something, to want to do it, and to know why they are doing it.  

When this happens, we trust them to perform, and they trust us to have their backs. 

This creates Confidence, Collaboration and Commitment and means that your team is going to deliver an excellent product, with certainty and clarity.  You can step back and get on with your strategy and they can help you fulfil it. 

And if you would like some help in developing that Confidence, Collaboration and Commitment in your team, then get in touch and we can show you how we can help. 

Julie. 

Julie “Chief Impact Engineer” Hutchison

Julie@thinkbedoleadership.com

Click here for last week’s blog: Tech leaders aren’t people, people, are they?

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders Lab™ Facebook Group and connect with other leaders who want to grow

It’s our Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes — Click here

2. Grab a free copy of my leadership impact report: The Team Performance Engine™

It’s the Road Map to your journey to increasing your impact as a leader –Click here

3. Join our Leaders Launchpad™ Mastermind Group Programme

This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.

Send me a message or email julie@thinkbedoleadership.com with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privately

If you or your team just need a little more one to one attention to make change happen in your business… just message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

Tech leaders aren't people people, are they?

Tech Leaders aren’t people people, are they?

This week we have been looking at the subject that many technical leaders don’t feel like people people.  

We did a live 10-minute training on it, which you can watch here.

That good old phrase – “I’m not a people person” is banded around so often that I am almost believing it myself. 

But it’s just not true

Yes, ok, some people don’t find it naturally easy to understand others, to get in touch with their emotional side or to inspire and engage. 

Some people feel more comfortable with their device than talking to a human.

But that doesn’t mean it can’t be done.

And it’s all the more important if you are stepping up into a tech leader role because, whereas before, you might have been forgiven for not having a firm grip of the nuances of communication and engaging people, now it is more important. 

Now you need to inspire the board, get investment, motivate your team and take your ideas forward through influence and impact as a leader. 

The problem is that, if you don’t master these skills you end up:

  • Unknown
  • Uninteresting and 
  • Unremarkable

Where no one’s listening, no one notices, and no one responds.   And you are left frustrated and feeling like you can’t succeed in the role you have always wanted. 

But people skills can be learned – even for non-people people

What we need is to do just three things. 

We need to be: 

  • Relevant & Interesting
  • Confident & Connected
  • Positively Impactful

It’s exactly what I teach on our Communication Champions Impact Accelerator™, honing the way you show up as a leader, top communicator with influence and impact. 

But let’s dig in to the three pillars below:

Relevant & Interesting

When people don’t see you as relevant and interesting, there is nothing in it for them (WIIFM) to listen.  They have to have a reason to listen.  And the problem for many tech leaders is that although they are full of great information, they don’t always manage to articulate their value and get buy-in for their ideas.  So, no one notices or can digest what you are saying.  Sometimes it is too detailed or “in-the-weeds” for people to take on board and this prevents others from hearing what you have to say.  

You need to create a clear WIIFM and meet them at the level they are at.  When you do this, you can create buy-in for your ideas.  

Confident & Connected

Relationships and trust are massive when it comes to influence.  We have to build connections and trust and be happy to collaborate with different types of people.  But we can learn how to create the trust through an understanding of who the person really is.  If we are not a natural people person, we have to follow a system to understand what motivates a person and what other people need.  We can then adapt our style to create comfort and trust in the relationship.  Once we do this, we also have to develop the confidence to say what needs to be said. Avoiding difficult conversations will never get to the issue and you won’t be able to influence.  Learning how to articulate your needs and challenge poor behaviour will be an important part of your success so making conflict with your friend is super important. 

Positively Impactful

It is so much easier to look at other’s behaviour than our own and to point the finger elsewhere. But, in fact, since behaviour breeds behaviour, we should look a little close to home.  As a leader, being conscious of our behaviour will mean that you can take time to think about how you want to show up, and design your impact.  Being more aware means you will approach situations from a different, more calm perspective and be less emotionally charged by situations.  You can step back and make better decisions and your team will feel that they want to work with you and be part of your cause. 

So, when you work on these three areas, you will be able to communicate at multiple levels, impact others in a positive way and create great relationships that bring people with you on your journey. 

Remember, if you want to watch the short live training I did on this, then you can catch it here.

And, if you would like some help in implementing these techniques then message me for details of how you can join the Impact Accelerator™.

Julie “Chief Impact Engineer” Hutchison

Julie@thinkbedoleadership.com

Click here to read last week’s blog: ‘Why You Need to Be Interested, Not Interesting’

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders Lab™ Facebook Group and connect with other leaders who want to grow

It’s our Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes — Click here

2. Grab a free copy of my leadership impact report: The Team Performance Engine™

It’s the Road Map to your journey to increasing your impact as a leader –Click here

3. Join our Leaders Launchpad™ Mastermind Group Programme

This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.

Send me a message or email julie@thinkbedoleadership.com with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privately

If you or your team just need a little more one to one attention to make change happen in your business… just message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

Tech leaders aren't people people, are they?

Why you need to be interested, not interesting

As a leader, there is a sure-fire way to burnout, frustration, lack of results and total overwhelm. 

If you have ever felt the pressure to be and know everything for your team, and to be the all-seeing eye, then you know how totally devastating it can be to your ability to perform the real role you are meant to be. 

As a technical leader, you may well have come up from a place of “doing”.  Getting results on the project, technical expertise abounding and being able to solve those problems that come up. It’s down to you.

But, because of this, that pressure to be that performer kicks in and we try to be “the one”.  You expect yourself to be the performer, the rescuer, or the parent leader even!

The thing is, your job is not to know everything – your job is to grow people, to build trust and to enable them to step up. 

And that is probably different from what it has been in the past. 

But not only is this bad for your health, results, and your career, it is also not going to work. 

If you go down this road, your team, who really want to step up, won’t.

Your team will feel that:

  • They’ll never be as good as you.
  • They can’t step up and be a leader themselves. 
  • You don’t really care about them.

And we know that if we feel like we can’t, then we can’t.  Our mindset can debilitate us. 

And it is easier than we might think.

When you do this, the pressure comes off, your staff, colleagues, peers find that you are someone who they feel comfortable enough to be honest and open. They trust you; they respect you and they are supportive of you and your ideas.

  • There’s no pressure, 
  • No big ego
  • No problem

So how do we do this?

Well, the first important part to getting your team to trust you is that you need to be:

Interested, not interesting

Instead of being the one, we need to stop looking at ourselves and focus on the people around you. Start to develop that talent instead of over parenting them. 

Because it is not “about us”. 

And this builds trust and confidence to be themselves. 

Let’s think about it in the following way:

Tony Robbins’ 6 Human Needs explains that we need these 6 things in our life to feel whole, fulfilled and human. 

  • Significance
  • Contribution
  • Growth
  • Connection
  • Certainty
  • Uncertainty

So, if we look at things in these terms, then each person in our team needs to see how they fit in, what value they can bring, how they can connect and belong and how they can grow and be energised by their part in this team. 

If we are the most important person, then they won’t see any of that. 

If we can understand about what is important to each person, what’s in it for them, so to speak (WIIFM), then fulfil those needs, then we will have people in our team who feel heard, feel known, feel part of something, feel you care.  They will feel important and needed and will engage far more quickly and easily, taking the pressure off you.

And once they feel this, they are more likely to buy in to what we are talking about too. 

So, just bleating on about your opinions and knowledge is not the way to go, and just causes less engagement. 

But engaging personally and understanding their motivations and beliefs, means they will love working with you, feel respected and will loyally be part of the team, because you are meeting their needs. 

So, practically what do you do?

  1. Listen to them, not talk at them
  2. Understand their Human Needs
  3. Fulfil that Human Need
  4. Understand how that fits with your cause for them (WIIFM)
  5. Combine the two
  6. Et Voila!

But if you are thinking, “that all sounds great Julie, but I need a bit more help with implementing that”, then message me for details of how you can join our Communication Champions Impact Accelerator Programme™ or how you can work privately with me to make that happen.

All the best,

Julie. 

Julie “Chief Impact Engineer” Hutchison

Julie@thinkbedoleadership.com

For last week’s blog; ‘The 4 Elements To Getting Your Audience Sitting Up and Listening To What You Have To Say’

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders Lab™ Facebook Group and connect with other leaders who want to grow

It’s our Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes — Click here

2. Grab a free copy of my leadership impact report: The Team Performance Engine™

It’s the Road Map to your journey to increasing your impact as a leader –Click here

3. Join our Leaders Launchpad™ Mastermind Group Programme

This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.

Send me a message or email julie@thinkbedoleadership.com with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privately

If you or your team just need a little more one to one attention to make change happen in your business… just message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

Get your audience sitting up and listening

The 4 elements to getting your audience sitting up and listening to what you have to say

All is not equal in the world of communication and influence.

Intelligent, capable people are not always making the best impression. And are not always listened to in the way that they should be. And we don’t know why.

And it is such a shame to see that frustration when you know the right answer. But no one is really listening. 

Recently, in a covid influenced stupor I watched Don’t Look Up – the film about the meteor coming to earth to kill us all (I know, I probably could have chosen better).

The super-intelligent scientist (AKA Leonardo DiCaprio) and his even more intelligent side-kick (Jennifer Lawrence) were trying to get the President of the United States to listen and do something to save the earth. 

But she was not interested. ☹

They had 20 minutes to get their point across, but after 2, they had bored the teeth off them! And they were yawning and off in a new direction.  It was, admittedly, a comedic parody of the president who was less than interested in the world due to her massive interest in herself and her own career.

So, what did they do wrong?

Well, they forgot the most important part of any communication.

They won’t eat if they are not hungry!

We have got to get them interested in listening to you before you start giving them everything you got. 

But, often what happens is that we start opening the flood gates of ALL the information we have to give, which is making them even less likely to hear what you have to say.

You are effectively over-feeding them when they haven’t even seen the menu. They haven’t bought into what you have to offer and have no concept of how they are going to benefit from this platter of offerings. 

So what do you have to do?

Well there are just 4 things that need to be covered before you start and they can be done easily and quickly for every time you need to really get your point across.

Why this subject?

Why now?

Why me?

Why you?

Why this subject?

If you don’t cover this point, then you are launching into something that they can’t see what’s the point.  They may not even be interested in it and don’t know why it is important at all.  So, you haven’t caught their attention to see what the purpose of it is.  They can’t buy in to it because they are too down in the weeds of hearing your thoughts on the matter before they see the need for the matter at all. 

Why now?

Now that’s an interesting one.  Because we can know something is important but we are not going to do anything about it right now.  Priorities take over, and the next most important thing is higher than what you are talking about so we do nothing.  We don’t think it matters NOW.

It’s a bit like when you say you want to clear up the clutter in your house.  It’s the sort of thing that can get put off for years, with kids toys and papers and all sorts.  But then the mother-in-law or the who family are coming to visit and suddenly you know that this needs to be sorted now.  And everything goes.  You are on a mission to make things happen.  It’s because there was a reason to do it now.   And you need to confer this to your audience otherwise it just sounds like a nice to have instead of an urgent matter to deal with now. 

Why me?

Imagine you are going to get your well-person check and they tell you that you have polyps that need to be removed.  You know, from inside there……right inside…..

And you are offered the student for a discounted price or the world-renowned consultant with a ton of experience. 

So, what do we do?  

When something is important to us, then we are going to choose the right person for the job.  We are very likely to pay more to make sure we have things done correctly.  When we have belief in the person doing the job. 

So, when you are trying to convince someone to say yes to your project, your idea or you product, then you need to make sure that even if they believe in the product, they believe in you as the person to deliver it!

Why them?

So, this is one that is often missed, and it means that they don’t necessarily see WIIFM – what’s in it for me.

So, they agree with the cause, they understand why it’s important and why now. They think you are great, but they don’t think it applies to them.

If they are disconnected personally from the point then they are not going to do anything.  It’s like watching that homeless person in the street, or refugees trying to get to another country whilst fleeing a war.  Unless you are connected personally, it is all to easy to ignore, or to let things slide off into the distance because we can’t see why WE should care.  And that means they are not listening. 

So, we have to ensure that your audience understands the big link to themselves. 

OK, so once you have done those 4 things, and only then can you start to tell them what you have inside.

I did a short live training on this on Thursday which you can catch here.

And if you would like some help in implementing these techniques then message me for details of how you can work with me.

Give me a shout!

Julie. 

Julie “Chief Impact Engineer” Hutchison

Julie@thinkbedoleadership.com

Read last week’s blog here

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders Lab™ Facebook Group and connect with other leaders who want to grow

It’s our Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes — Click here

2. Grab a free copy of my leadership impact report: The Team Performance Engine™

It’s the Road Map to your journey to increasing your impact as a leader –Click here

3. Join our Leaders Launchpad™ Mastermind Group Programme

This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.

Send me a message or email julie@thinkbedoleadership.com with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privately

If you or your team just need a little more one to one attention to make change happen in your business… just message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

What Is Your Style?

Have you heard the expression – one size does not fit all? No, I’m not talking fashion. I’m talking about your communication style. People are all different right? And the problem is that often people forget that.

You may have had a time when you thought you had got your point across, and you thought everyone had understood. But actually, they hadn’t got it. And you were at a loss to know why.

If you are aware that other people have different communication styles, you can then potentially amend your style to suit your audience.

How To Switch People Off

An old boss of mine wanted to know the detail of everything before he would sign anything off. But HIS boss was a bigger picture person who wanted to know the outcome and results not the nitty gritty. So, when I was communicating with both at the same time, if I wasn’t very careful – I was going to switch one of them off.

What I had to do instead was include enough detail to keep the former happy, with concise outcomes stated to satisfy the latter.

This might sound like hard work. I mean, why should YOU have to adapt and adjust what you are doing because other people have a different preferred style? Well, you can of course be blasé about it, and decide it is their problem and not yours, and therefore just keep on doing what you have always done.

It really is about what you want to accomplish. Do you want to have an easier life managing your team? Do you want to get a sign off from your manager? Are you selling the idea of going away for the weekend to your best friend?

The Wrong Way To Do It

Let’s look at a recent rather extreme example of communication. The infamous Will Smith incident. Now – if you haven’t heard about it – at this years Oscars, Chris Rock made a ‘joke’ about Will’s wife Jada’s hair cut, referencing the film GI Jane. Now Will, initially, seemed to laugh at this but Jada was clearly not impressed (she suffers from alopecia).

At this point emotions took over. Will went on stage, slapped Chris Rock and then shouted ‘keep my wife’s name out of your f***g mouth’. Twice.

Clearly, what he wanted to achieve was to protect his wife, get everyone to see that Chris Rock was in the wrong, and stop any further communication from Chris about Jada. Well – he achieved the latter. In the moment. But it is all that’s been talked about since.

If what he wanted was to lose his place in the Academy, his good standing with many of his fans, and his joy at winning his first Oscar, then he communicated perfectly. But clearly, there were other ways to handle that situation.

What is the outcome you want?

If there is something that YOU want to achieve, then it makes sense for you to communicate with their perspective in mind. Look at the information from THEIR point of view. Don’t talk about what YOU think is important, talk about it from THEIR point of view and what is important to them.

It’s not about changing who you are, it is about adapting your style for the situation and the people you are talking to.

For example, using the DISC system of behavioural profiling. Are you more introvert or extrovert. Are you more people oriented or detail oriented? If you can understand yourself and others styles, then you can make sure of a win win outcome.

Contact me if you would like more information about communication styles, DISC profiling or our Communications Champions Accelerator. This is our 12 week program for those who want to improve their impact by making their communications even better.

You can watch a 15-minute power training on this subject here. Join us to find out how you can become an inspiring communicator that has the board eating out of your hand.

Enjoy!

Julie “Chief Impact Engineer” Hutchison

Julie@thinkbedoleadership.com

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders Lab™ Facebook Group and connect with other leaders who want to grow

It’s our Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes — Click here: https://www.facebook.com/groups/thequietleaderslab

2. Grab a free copy of my leadership impact report: The Team Performance Engine™It’s the Road Map to your journey to increasing your impact as a leader -Click here: https://thinkbedoleadership.groovepages.com/lead

3. Join our Leaders Launchpad™ Mastermind Group ProgrammeThis Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results. With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.Send me a message or email julie@thinkbedoleadership.com with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privatelyIf you or your team just need a little more one to one attention to make change happen in your business… just message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

wrong way road sign

The Massive Cost of Getting It Wrong

Getting things wrong is an inevitable part of life and business, and in many situations getting something wrong can be a positive and lead to a better outcome. 

For example, you try a new process on customer support, and the very first customer you try it on – the brown stuff hits the fan.  Well, that’s not great but as a result of that one bad experience, you change the process and now it works great. 

However, there are sometimes you really don’t want to get it wrong if you can possibly avoid it.  One big example of that is hiring and/or promoting.

You see, there is ONE crucial aspect of being successful as a new manager – whether that is from an external OR an internal hire.  And that is …..BUY IN.

And Buy In needs to be understood and gained in 3 crucial areas.  If any ONE of these is missing then it won’t work.  We will get to that in a minute – but lets just look at the results of getting it wrong.

What Does It Cost When Hiring Goes Wrong?

The real cost of hiring / promoting someone who fails to get buy in upfront and early, is immense.  Estimates range between 50%-150% of annual salary (PWC) and 300% of annual salary (The REC).  And not only that.  The but more importantly, the REC have stated that failure of a middle management or senior hire can be a major liability to the future success of the business.

What Support Should be in Place?

Having said all of the above – the question then is why so many companies leave it to chance that their new hire will be immediately successful in the role.  Why is that?  It may be that they assume, having had a senior role before, or having been through the mill at their current company – they are all perfectly equipped to get it right from day one. 

But here’s the thing.  That is often wrong.  And especially if you are hiring or promoting a technical person.  You know – the one who is so good at their technical job function that they seem the obvious choice for the next role?  Their loyalty and track record of going above and beyond is exceptional. And so why would you worry about how they will perform in the new role?

But if you really think about it – how is a technical person – however great their skills – supposed to know how to manage a team and the 3 essentials of buy-in!

What Are The Three Essentials of Buy In?

When you get these right then you will have a participative, focused, capable group of people working together, and with you, to move heaven and earth to make things happen for you and the things you stand for.


To avoid getting things wrong, they have to:


· Agree with your cause
· Want to work with you (on a personal level)
· Believe and be aligned with their own capabilities to make it happen

New senior execs who don’t get buy in often upset people with new ideas etc and frankly turn people off.  The solution is of course, to not assume that your new manager or Director, knows how to manage their new role and to put some support in place. 

If this makes sense to you, I’m running a virtual workshop next week called The New CTO Buy-In Accelerator which is all about how to get your team to buy in to your vision without having to micro-manage, force or beg!

It’s free for the first 20 people.  Email me on julie@thinkbedoleadership.com

If you liked this blog; check out last weeks’s edition on Why Telling People What To Do Doesn’t Work

Or if you’re more of a video person, you can watch my latest videos on my YouTube Channel

Angry boss - telling people what to do

Why Telling People What To Do Doesn’t Work

In last weeks blog we talked about This week we are discussing why telling people what to do doesn’t work.

If you are a leader and you want your team to be confident, capable in the business and take (calculated) risks, read on!

So, where are you now? 

You might be frustrated with your team, and you just don’t understand why they can’t seem to step up, why they need you to make all the decisions, when you KNOW you have told them what to do!

Just last week, you know you told Bob what to do, and you actually showed him, and it was really clear.  And then what Bob returns is NOT what you asked for, or maybe it doesn’t turn up at all. 

And it’s so annoying because you told them and you trusted them to get on with it.  You want to be able to believe and trust that people will do it. But time and time again they prove to you, that they can’t be trusted, that you can’t leave them to actually DO the job that you employed them to do! 

Well, it’s probably because you are telling them what to do.

Here at Think Be Do Leadership, we don’t like to tell people what to do.  Because what that leads to is PC relationships.  No – not politically correct relationships.  I am talking about Parent Child. 

And the problem with Parent Child relationships is  – the responsibility then lies with YOU – the parent.  You.  They feel they aren’t responsible.  Because you are telling your people what to do and therefore you don’t really give them the room, the autonomy or the confidence to take responsibility. 

But you can’t just expect them to magically do what you are telling them to do.  So what do you do instead?

Well, we need to make sure we are transferring the responsibility and autonomy to your team.  Now this can be a scary thought – because you might be thinking – well I gave them that responsibility before and they didn’t live up to it.

So here’s my question.  Is the reason they didn’t get it in on time this time because you didn’t remind them?  Because – let’s be honest – normally you DO remind them, you do push them along, and ‘mother’ them.

So, we need to move you away from pushing and telling and checking, and micro-managing.  That just means that you don’t let them make mistakes OR succeed.  They don’t trust you, and you don’t trust them – so why would they step up?  It prevents them even trying.

It All Starts With Your Mindset.

You have to believe they can do it.  Often, leaders don’t believe it and feel it’s risky to trust their teams.  You also have to WANT to transfer that responsibility.  We might be thinking we want that but if you are still checking or poking your nose in, then that does not send the right signals.  So first you have to transfer responsibility.

To go from a parent child relationship to an adult to adult this is what you need to do.

Explain and frame why you are doing this.

You have to get it out there. Name the problem and take responsibility for your part in the problem, and then set up what’s going to happen next. For example, you might say something like:-

“I realise Bob, that I am not giving you responsibility and me checking up on you all the time is probably not helping, so I want to do things differently. 

What I am thinking is – for you to grow I need to give you responsibility for this task.  I won’t be checking up on you. You can approach this how you like within company values.  The deadline is X, so you come back to me when it is done.  Of course, if you need any help then let me know”.

And if they do come back to you, your job is to teach your staff how to find out the answers for themselves.

So, we will be reversing the previous situation of them coming to ask you and you providing all the answers, and this time you will be asking the questions and they will be providing the answers.  And then you have to let them do it.  Praise them for their progress, their ideas, for getting on with it – all the behaviours you want them to adopt.

If they do come to you with a question, ask a question back – what resources do you need?  How could you find the answer? 

We can’t cover the nitty gritty of how to do that in a 12 minute blog.  So if you have questions email me at julie@thinkbedoleadership.com and I will be happy to answer them.

For more videos on Leadership and Team Performance – check out our Youtube Channel here. I also go live on LinkedIn most Thursdays – here is the latest live.

Rogue Employee

Rogue Employees or Mushrooms?

Every company gets them – rogue employees.  These are the people who seem to do their own thing, despite that not being the way everyone else does things.  And despite being told what they should or shouldn’t do. 

These are the people who make up their own hours, their own reporting structure, their own methodologies for tasks.  And if they were creating revenue, bringing amazing ideas to the party, or finding better ways of doing things that would be great. 

But they are not.  They are frankly being a bit of a pain, causing upset among colleagues and creating more work, worry, and longer hours for their employer.

So why do they go rogue? 

Well, it generally isn’t because they are psychopaths who want to ruin your life as the leader (although it can feel like that sometimes). 

It is generally because you are guilty of Mushroom Management.  And you know that only works for mushrooms, don’t you? 

If you haven’t heard of mushroom management before, let me explain.

We are going to call your rogue employee Alex.  Now Alex goes around most of the time feeling confused and slightly angry.  In most cases, that will be because no one has told Alex what the bigger picture is.  No one has shared the plan and the vision with him – which means that when he comes up with a great idea (in his/her/their mind), they don’t understand why no one else thinks the idea is great. 

Now here’s the thing with employees.  If you don’t communicate well enough, if they don’t know what is going on – then they will fill in the gaps with their own thoughts, ideas, solutions.  And that could just be a big waste of everyone’s time. 

The employee is spending time on something they think is a good idea, not realising it won’t work because it doesn’t fall in line with the company vision.  The manager gets frustrated because the employee is going off down their own path and not doing the stuff that would actually be useful. 

Everyone’s unhappy.

So instead of that – let your people know what the vision is and the plan of how you are all going to get to the vision.  Let them know where you want their input and ideas, but framed by the bigger picture, so that their ideas are aligned with that. 

And, don’t make the mistake of thinking this is a one-time deal.  You can just share that info once and that will be fine.  That is not how this works.  It needs to be a constant part of the business conversation, today, tomorrow, next week, the week after. 

If you’d like some practical tips on team communications, and how to improve them, especially if you have a ‘rogue employee’, then check out my Lives – which you can find on LinkedIn  Please do connect with me if we are not already connected.

To Do List

Do Less, Get More Done!

Have you got too much on your ‘To Do’ list?  In fact, does your ‘To Do’ list have more on it at the end of the day than it had at the start? Well, that can happen of course.  But when it happens consistently it can be debilitating.  And more important – it is a clear indicator that the business is struggling to grow. 

And if the business is struggling to grow, then so are you and your team.

Now if you aren’t bothered about growing you, your team, or your business, you might just ignore this problem.  But ignoring it won’t fix it.  And eventually, your business will suffer, your health will probably suffer and your team and customers will suffer. 

Do you know the saying –

“When you change the way you look at things, the things you look at change”?

Max Planck

This was said by Max Planck, the Founder of Quantum Physics, who proved that when an individual looks at an object, that object changes at a quantum level.

What has Quantum Physics got to do with getting more done?

Well, let’s take another look at that “To Do” list.  Instead of seeing it as a thorn in your side, that just gets longer and longer, try to see it as a brilliant opportunity.

There’s a little exercise that you can do right now with your To Do list, if you like. 

Go through everything on your list one by one, and put a D, C, TW or F next to each one. 

F = Flow. 

These are tasks that are easy for you.  They are the things you excel at AND enjoy.  For one person this could be being creative, for another, it might be designing systems, having meetings with clients or staff, speaking in public, or bashing out the accounts and forecasts. 

Whatever it is for YOU, that makes time seem to stand still, that lights you up – THOSE are the tasks that SHOULD be on your To Do list (though they won’t be there for long, because you will zip through them!).

TW = Time Wasting. 

These are things that you can do – probably quite well – but they could equally well be done by someone else.  The reason they are not being done by someone else is that little voice in your head.  You know – the one that says…

“By the time I have taught Adam to do this, I could have done it myself”.

You

Now of course that is true…..today.  Today, it might take you 30 minutes to teach Adam how to do this, and you could have it completed in 15.  So, you tell yourself you haven’t got time to teach him.  But if you look at it a different way, you haven’t got time NOT to teach him. 

Because if you have to do it again tomorrow and the day after, and the day after that, then in a very short time you have canceled out the time “saved” and now you are wasting time.  Lots of it.  YOUR time.  How much have you got left?  Have you got the time to waste doing stuff that someone else could do?

C = Chore

These are the real killers.  These are tasks that you kind of know how to do.  You don’t really retain all the information on how to complete these things, because you don’t like doing them, or they only need doing sometimes but not daily.  And because you are not really interested – you forget.  And so it ends up taking you 5 or 6 times longer than it would take someone who loved doing this task. 

Why do you still hang on to these?  Well, it could be that you don’t have the skills to do it yourself and so you don’t want to ‘teach’ someone else how to do it as you might teach them the wrong thing.  Or – you might be found out!  Your team might find out that you can’t do it.  Oh no!  What would they think of you then?

D = Drudgery

Oh boy, these are the things you really, really don’t like doing.  You might be really bad at these things.  Or you might be adequate at them but just hate doing them.  Either way, these are the tasks that drain your energy.  Things you dread doing, or just keep putting off until it causes a problem.  Perhaps you don’t delegate these things because you don’t understand them well enough to know who to delegate them to.  But for whatever reason, they stay on your list when they really should not.

What’s the Solution?

You know what I am going to say now, don’t you?  Everything that is a D, C, or TW needs to go off your list and onto someone else’s.  Believe it or not, there is someone on your team who would be better at these things than you.  And more than that – they would LOVE to do them.

When you delegate to your team, they will grow.  And I do mean delegate, not abdicate.  There is a difference between dumping a task on someone who may not have the skills, experience or gumption to do it – and actually delegating. 

The art of delegation is a subject for another day, but if your ambition is to have a Team on Fire, a team who is growing, so that your business can grow – and you can also grow – then it needs to be done. 

If you are working longer and longer hours to get your To Do list done – and not even getting close to achieving it, where is the time for YOU to grow?  When do you have time to look at your own development?

So – let’s tackle that To Do list today! 

If you would like my Simple Delegators Check List – to help you categorise your tasks in order to delegate – email me on julie@thinkbedoleadership.com  After all once you have this cracked – you can start to delegate – which means you can do less and get more done!

Group of people talking

We Are All Human!

Business, at its core, is about people and the connections we make in order to achieve a goal.

But in the age of working from home and Zoom meetings, it is easy to forget that there are actual people behind LinkedIn profiles and online meetings.

And this isn’t a new problem.

As work moves more and more online, the less human it can feel.

But if interaction is the key to any successful business, it doesn’t matter who you are or what you do, if you aren’t engaging with your team or your customers in the right way, you will stunt the growth of your business.

Unfortunately, often people, in an attempt to be professional, sacrifice humanity and personality.

If we remove the human side of ourselves in order to be “professional” then we can end up treating people like robots or even like aliens.  In effect, alienating them.

The issue with this is that, of course, we are human.  So why do we deny ourselves that fact.  What is really more important is to be authentically you.  And since trying to be something we are not, is just an act, people can see straight through it, however good you may think it is!

So, what can we do?

A very simple example is that there is a big difference in how people will feel if you show genuine interested in your team (even just ask how someone’s weekend was before asking them to do a task).

Some viewpoints are that this is unnecessary and intrusive.

But, if you don’t take an interest, and your team feel like they’re just seen as cogs in a machine and not people, you will have problems.

Namely, people eventually won’t trust you, won’t like you, won’t care about what you say and, ultimately, this means they won’t work!

And for a business, a team that doesn’t want to work is game over!

So, feel free to build up a rapport, put a face to a company. This will benefit your customer success too. People are far more likely to engage with you and buy from you if they feel seen, rather than just as an income stream for you.

However, you have to be a little careful because if you get too personal, the issues will appear again.

You’ve got to find the sweet spot!

If you go too far, too personal, you run the risk of losing professional balance.

And this came to mind because of the following example.

Recently, I received a message from someone on LinkedIn saying that they were a fan of what I have been putting out on there. So far so good, right?

That is until they followed this up with some more personal compliments and a request to meet me, asking whether I thought my husband would mind!

Now that, to me, doesn’t sound as professional a message as you would expect form LinkedIn. And I was sure to tell them this in my reply addressing their antiquated and, just rather unnecessary, message!

Now, this is a more extreme example, I know, but it speaks to my wider point that I want to get across in this – the balance of our human needs and interest within business.

Perhaps we can think of it like “treat others as you want to be treated” advice. It might sound very simplistic, but the basic principles still apply in business.

It doesn’t matter, who, what or where you are, we are all deserving of the same respect and connection.

So understanding people and building relevant connection leads to more trust and therefore collaboration, and therefore more productivity and happier people. 

If you want to see any growth in your business, we have to get that balance right.

Simple, no?

Well, it isn’t always that easy to work out what people need or want, or how they prefer to work, communicate or participate.  So, if you are having any issues connecting with your team, or anyone else for that matter, feel free to email me at julie@thinkbedoleadership.com and we can have a chat!

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

 
1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 
 
It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here 

2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
It’s the Road Map to your journey to increasing your impact as a leader –Click here 

 
3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 
 
This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 
 
Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
 
4. Work with me and my team privately 
 
If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!