All posts by Julie

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! 

Man Thinking

The Big Why

If they don’t believe in what you believe in, they won’t do it the way you want them to, if at all.

Recently I was asked what I thought of someone’s vision and mission statement on LinkedIn. It was perfectly serviceable but there was one easy way to turn it from fine to great, a quick fix that I’m sure could benefit many of you – give a reason WHY you do what you do!

Too simple?

But that is just the point.  This is the bit that we miss so often.  When I am working with leaders, so often I hear that it seems people don’t really get it and don’t see the importance of certain big issues.

And this it is why it is so important to make sure your team is filled with people who believe what you believe is right or is the right thing to do.  They have to buy-in to your whole being or at least the company sense of being.

And that is why we have to let people know what it is we stand for.

For a light-hearted example, they need to know if they you are a mint-choc chip ice cream person or a tutti-frutti?  Because whichever it is, they will know if they believe in the same OR NOT.  But never just vanilla, never just not really bothered.  Because if they are all in for tutti-frutti then they may not be for you.  But if you and they are into min-choc-chip then you are standing in line together forever. 

Vanilla is neither here nor there, so it leads to apathy.

And I will ask, which are you?  Because this is the sense of what you stand for.  i.e., your belief about what is right.

It starts with the Belief Statement

It all starts with this belief statement, the reason you want to do what you do, the core motivation for you and your business.

This can be anything but, as the name suggests, you have to believe in it! It has to be what drives you and it has to be authentic and honest.

If this is clear and tells people what you stand for then, not only does it help you build an ethos within your company, it also allows you to set and maintain clear goals because it will all fall into place underneath this belief.

And we have seen it before, how people will stand with you, even if the job is not so great, if they can belief in it and see how what they are doing helps.

And then follows the Vision

From your belief statement, whatever it may be, you can then easily derive a vision for your business. This is what you want from your business, where that belief is going to take you and what you are going to do with it.

Without a vision, it is almost impossible for anyone to buy into your ideas, be that customers or employees. This is why I am focusing on the ‘why’ today!

Once you have people believing in the ‘why’ they are way more likely to buy into the ‘what’, the actual functions of the business and everyone’s roles within it. Knowing ‘why’ is the best motivation a team can have!

My mind keeps coming back to my lovely Chocolate Labrador, Meg, asleep in my office, so let’s look into what I mean using her as the inspiration for my examples!

I’m sure (or at least I’d hope) we can all get behind the belief that all dogs deserve to be treated right?  And if we were a dog rescue centre we would probably agree.

So, there we have our belief statement:

          “We believe that all dogs deserve to be treated right…”

Then we can build onto that our relevant vision:

          “…therefore, we will create the best dogs care centre in the world.”

This now gives our team something to grab onto and they will start to buy into this idea meaning they are more likely to want to get involved in caring for the dogs than if they just want the job for the money.

It’s starts to feel less like work and becomes more about positive impact.

Followed up with communicating with Impact

For you as a leader, if someone is not quite aligned with your ‘why’ then they are likely to not be bothered and to do an OK job rather than a great one. 

This is where communication is so important.  Because knowing it yourself isn’t enough.

I’ve spoken about it countless times, but communication is the key to most things you will do as a manager. It is no different here, in fact it is perhaps even more important, as we are not just talking about small projects, we are talking about the whole motivation of the business.

So often people don’t communicate the ‘why’ and therefore people don’t commit to the ‘what’. This is where growing businesses fall down.

As you grow, you need more and more members of your team to step up as leaders.

If they are noncommittal and the ‘what’ becomes more of a ‘whatever’, the growth of your business can be stunted, even stopped!  But staying close the “why”, that belief is what makes us feel connected to the big picture.

The ‘why’ is what customers are drawn to as well. It means they align themselves with your vision and it helps them to feel validated or supported in their interactions with your business.

And not only that, if this is not being accurately portrayed or carried out within the business, clients or customers will stop coming to you and look elsewhere.

Every leader knows why they do what they do, but only the best leaders are able to translate that to the rest of their business. The ‘why’ turns employees into a team and a team works together for a company.

If your team are still asking you the big why question, let’s have a chat and see, well, why!

Email me at julie@thinkbedoleadership.com and we can get them on the same page!

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! 

Being

More Being, Less Doing Gave Alex a Better Business

When it comes to leadership, you can’t do everything, nor should you be expected to.

The very definition of leading a team is to create more output than you could alone, and therefore why would we expect to do it all ourselves?

And even more so, why should we know everything either?

It is very easy to take too much on, to want control, or to feel like you are the only one who will get it done properly.

But there is a lot more to being a leader than that.

That is the reason why I called my company ‘Think Be Do Leadership’. It is the process which a leader has to go through to be successful. You can’t Do differently unless you Think differently and Behave differently. 

The way you show up in your business will have a massive impact on the amount and quality of the work you personally are doing, and your team are doing. But your mind is what drives the Behaviour, so we have to start there. 

The more thinking and being you engage in the less you will have to do, and to me that sounds pretty ideal, right?

And it’s all very well me saying that but what does it mean? Well, let’s take a look…

Thinking

It is easy, especially if you have moved up into a leadership role, to feel a bit out of your depth or uncomfortable in the new world of leadership.  This is why mindset is so important. You have to think like a leader to be one.

You are in the position because you are good at what you do and have all the relevant knowledge to pass on to your team. But sadly, knowledge alone isn’t enough, now you must begin to think about how to pass that on to others and to inspire them to want to do great things.

But there are three reasons why people don’t perform. 

Can’t do, won’t do and don’t do.

How you think, whether it is like a leader or still in the realms of the practitioner will influence their ability to do or their desire to do the work.

When you realise that your job is to create leverage through your input, you are able to throw away the need, the guilt and the confusion over your role and start to let go of the chains that stop you being the leader you need to be.

If you can open yourself up to the thought process of a leader you can avoid those imposter syndrome feelings and start to operate to the best of your abilities.

You will breed better, more authentic communication and confidence, allowing clearer inspiration, instruction, and guidance to your team and those around you.

Once you begin thinking like this, you will bring great minds together and create the team desire towards the same goal.

Being

Once you are thinking like a leader you have to put that thought process into action. It is one thing knowing what you should do but another thing entirely actually doing it.

Being a leader is facilitating not only yourself and your business to run smoothly, but also all those in your team. You are the engineer tasked with getting all the cogs whirring in your company machine.

And how you show up behaviourally is a massive part of building trust and collaboration. 

If your team experience you in a beneficial way, then they will WANT to do a good job, feel more confident and are likely to join in and make things happen.   Get this wrong and you may have a team who believe it WHAT you are trying to achieve but who don’t want to do it for YOU.

For example, a key part of this that I touched on already is communication, and what goes hand in hand with this?

Delegation!

You can’t be everywhere at once doing everything. So, to be the leader you have to allow others to take some control and do their job. You have to be able to coach and teach rather than do every little thing yourself.

This is not just about telling people what to do, it is about the influence you have based on how you show up.  People have to want to step up and you have the job of creating an environment that makes it happen.

Doing

So, I’m not saying you should sit back and order people around without doing anything. That is a guaranteed way to demotivate your team.

What I am trying to get across, however, is that as leaders we need to realise it is not about showing everyone your superhuman capabilities. It is about bringing out your team’s superhuman-ness!

Then you can multiply your output without working harder.  You are leveraging the skills of your team. And they will feel more accomplished and confident that you coached them to do that.

And then of course there is burnout…

I have spoken about the problems with doing too much before, namely burnout and having no time for anything, or anyone else.

You need to prioritise you at some point, even as a leader and that is why this balance is so important.

I opened this by saying “why thinking and being is more important than doing” at ultimately that is it, it is about the balance of roles and output as a team. Everyone has a hand in making things happen and should be valued for that role. 

Yours is to enable others, not to do it all.

Until they inevitably invent cloning, you can’t be in two or more places at once, and whilst I’m sure that technology is coming, it is not here quite yet so we are going to have to just learn what we can do to make leadership as efficient as possible!

And the way you think and how you behave will be the keys to that.  

You won’t have actual clones, but you will have confident capable people who know how you think, what your plans and dreams are, how they can participate in making it work and know how to just get on and do it without you even being there.

And as we come to the end of the year, I’m sure we all feel like we have earned a bit of a break, and we should be able to have one without feeling like everything is going to fall apart if we do!

So, let’s take this time to think and be a little more so we can do a little less in 2022!

And if you are thinking “Well Julie, that sounds great, but I am not sure how to get there” then not a problem, let’s have a chat and see why that may be. Email me at julie@thinkbedoleadership.com and we can have a think together!

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! 

Rewards

The Perils of Being Too Nice

Most people want to be liked. It’s an indomitable human trait, which keeps us safe as part of a group, a team, or a family.  It stops us from being ostracised or vulnerable, like the Thompson’s gazelle that gets eaten by the lion for running outside the pack.

Although some people say they couldn’t care less, most people want to belong and enjoy that social side of being part of that group.

And, when you are the leader of a business, because of that, it’s easy to get sucked in to worry about what people think of you.

“Do they like me?”

“Is it annoying having me ask them questions?”

“Should I show them how I do it?”

“Will they think I am lazy if I delegate this?”

I’m sure you know that inner voice.

And, of course, it helps to get on with your teams, because work relationships are especially important, for trust, and belonging itself.

But you can go too far!

Believe it or not, being too nice can have a detrimental effect on your business.

How?

Well, let’s get into it and check if you too are killing your business with kindness?

Are you saying what needs to be said?

Firstly, are you saying what needs to be said?

Do you worry about offending people rather than correcting their mistakes? Are you staying quiet when things aren’t being done how they should?

Biting your tongue might seem like the right thing to do. Just let them do it how they want, and you can just correct it later.

Or are you avoiding conflict because you just don’t like that awkwardness it brings?

But what are you really doing if you do that?

You are creating a much bigger workload for yourself, eating up your valuable time doing someone else’s job or maybe dealing with the fallout that conflict brings.

You are also depriving them of learning how to do tasks most effectively and leaving them ill-equipped for future management roles or subsequent employers.

Finally, you are enabling poor performance, which is not fair for you or them.  And it certainly won’t fit with your vision for the business. This risks damaging the ethos that your clients, staff and customers have invested in. And if the reputation drops, so do sales.

It isn’t always nice but sometimes you just have to go out and say it.

“Actually, you should be doing this…”

It’s beneficial to you, your business, and your team.

Are you saying it right?

You also need to look at what you say and the way you say it.

In all my time coaching, this is one of the most common problems I have found.

People get it wrong for many reasons. Maybe guilt, uncertainty, lack of confidence, and more ☹.

Do you start questions with:

“Could you maybe…?”

“If you have time…”

And end them with:

“No worries if not…”

If so, you could be setting them and you up to fail!  You could well benefit from changing the way you look and things and getting conscious of the impact this is having.

If you start with these phrases, then you are leaving it open to misinterpretation, uncertainty for the person who should be doing it, and then, of course, their lack of confidence in it too. They are not sure if that is a choice, or an over polite request or whether you really mean it at all.

Now I am not saying that you shouldn’t be kind or pleasant, of course. Respect and understanding is part of the deal.  But if we are not clear, the signals we are giving off are just confusing and some won’t do it because they aren’t sure, whereas others will take the opportunity to take the easy road because the waters were muddy. 

So, if something needs doing, let people know it needs doing, and you would like them to do it! (With a smile and respect, of course).

If you don’t, you are opening the door for procrastination, mad last-minute rushes and missed deadlines. A slippery slope for any business, with lack of productivity, clientele, and profit!

Are you too forgiving?

Are you constantly letting people off the hook or constantly blaming yourself?

There’s a couple of issues here.

Let’s look at blaming yourself first. I’m not saying you are completely blameless every time, let’s just be clear! But equally, you aren’t always to blame either. What is important is that you aren’t excusing people for their mistakes. If you have said what needs to be said, the way it should be said, and tasks are still not being done right, people need to know!

We do have a responsibility to set people up to succeed, so if you missed something, telling them how, why, or what to do then of course – your issue to resolve.

But, if you shoulder everything, it means there is no responsibility on others in your business to make sure things happen right.   You will end up parenting your team to make things happen.  And that’s not fun! (we’ll get into that later).

And letting people off the hook may feel like the right thing in the short term, but soon you will run into issues.

It is not just your business that will suffer, you will also feel the effects personally. Your health, mental and physical, supersedes everything, remember!

Again, you are depriving your teams of the chance to learn from their mistakes. And we already know that that impacts the futures of them and your business.

I’m not saying you should come down on every little thing like a ton of bricks, but if you paper over too many cracks, everything will fall down like a house of cards eventually.

Let’s go back to parenting.

Ever said to yourself, it’s like a bunch of kids in here?

Or that you are the only one who seems to care or take that responsibility?

Having to correct things and tell everyone what to do?

It is often a response to frustration when people are not stepping up and you are still having to do everything, or feel like you have to push them to do things. 

But the issue is that this is a vicious circle that spirals into a toxic environment.

Because people hate being parented!  But then they act like kids, and you can’t help yourself, maybe even saying it’s their fault.

I’m sure you have all experienced it, the patronising tone, and the feeling like a child again as someone dumbs down something you already know how to do.  And then feeling like you want to throw your teddies out of the pram because if they are going to treat you like a child, you might as well act like one!  Huh??

It’s not always just the frustrated tone, it can also be the overly caring, over worrying and kid-gloves issue too.  Not letting them step up and overprotecting is a quick route to lack of responsibility and them probably leaving you too soon.

In reality, no one wants to be treated like a kid and, thus, this is a surefire team demotivator!   We must break that cycle.

When you feel looked down on or spoken down to, you just stop working so hard. And with less effort comes less output, less urgency and less business.

So, if you treat them like kids, they’re going to play silly games and mess around in the sandpit and want you to wipe the proverbial every once in a while 😉.

Remember, they don’t want that any more than you do, but it is hard to get out of one by one.

However, it is an easy but valuable fix.   Having that conversation that brings us all back to “adulting” is the best way. Naming it, talking about it and getting buy in to move forwards.

No rocket science here!

But if it feels like your business is struggling to tackle some of these issuesjo, or the thought of asking outright still seems scary, don’t worry! Let’s have a chat.

Email me at julie@thinkbedoleadership.com and we can say what needs to be said together!

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! 

Procrastination

The Procrastination Trap, and what to do about it…

It’s that Monday morning feeling again ☹.

That drained, “I’ll do it later” feeling. That general “ugh” feeling.

Suddenly that shelf is looking really cluttered and maybe I should just tidy that up.

Or perhaps that filing cabinet could just do with a little dust.

We’ve all been there, putting off things that we really should be doing.

It’s so easy to do.

Of course, we’re talking about the age-old business buster that is procrastination.

As the person at the top of your business, procrastination is your enemy if you want to grow.

We see it all the time “Just do it!” from those that seem to just do it, but it feels hard sometimes to “just” do that thing.

And the first step in fighting it is to understand why putting stuff off is such a tempting proposition.

Why do we procrastinate?

Uncertainty

Essentially, you don’t know where to start, you can’t see how you can make the steps to the end point, or maybe, you can’t even believe that this is really going to work. 

This can be a very overwhelming feeling. Suddenly projects that seemed like a great idea become daunting and complicated. You can’t see where you should begin, and you become lost in your own business.

Not feeling certain of the outcome is a demotivating concept to face, because our brain doesn’t want to dip our toe in the water if it is going to be full of sharks (i.e., not give us what we want, so not worth the risk and effort).

Not feeling certain of the steps is almost worse.  If the steps are too big, it feels impossible to do and so we don’t do anything at all.   If they are not clear, then we feel confused and start questioning everything.  So, you end up delaying once again.

Working hard but not seeing the results

This is when you feel like you’re stuck, going nowhere, all progress seemingly grinding to a halt.

There are plenty of ebbs and flowing in the momentum of a growing business but sometimes the troughs just feel too deep, and you can shut off.

Slow progress can be a difficult thing to overcome but here you have to trust your processes, or maybe take a wider look at your strategies. What tends to happen, however, is procrastination!

Boredom

Sadly, not all of your tasks are fun or something you enjoy.

When people become bored, it is natural to do anything to avoid engaging in that one dull project. However, this is a necessary evil in an expanding business, and you will have to do those mundane things to keep momentum in any business.

The trick is to remember the big “Why”.  What is this going to do for me in the long run.  When you are really clear on the big Why then the steps are just a matter of keeping moving rather than questioning their validity or excitement.  You have your eye on the prize, you are gliding on the will to make it happen.

Fear of Failure

When you own a business, this tends to be the big one.

It’s natural to be concerned, and largely a good trait to have as a manager. It shows you care.

Where the issues arise, however is when this fear becomes crippling, when you are putting off tasks because of it. This is when your problems start to seep into your business’ growth.

But one thing we know – if we don’t do it, we are guaranteed to fail. 

So, we have to be prepared to test and measure, and remember that fail is just one more step to knowing what not to do, on the way to finding the right thing. 

The impact of procrastination?

Often procrastination doesn’t feel like too much of a big deal at the time. I mean, I said it earlier, everyone does it, so how bad can it really be?

It is very easy to convince ourselves that we deserve that flick through Facebook or checking our emails or making another cup of tea.

But, as a leader, the issues that arise from putting things off have knock on effects for the business you have thrown yourself into growing.

Loss of Opportunity

If you delay getting jobs done, then you will miss out chances to help the development of the business.

You may lose clients to competitors who were quicker to respond. You may miss deadlines for trainings leaving your staff underprepared. You may just not get round to responding to that potential client who wanted a proposal sent over.  

All of this, ultimately, has an impact on income and profit for your business.

Rushed Decisions

It’s pretty obvious really, but if you leave everything to the last minute you will end up making rushed, often rash decisions, that will likely not be in the best interest of your company.

This affects growth and can lead to further headaches later down the line. Rushed decisions tend to be shortsighted and focus on the weeds of your business, rather than the big picture.  This may cause bigger problems in the future when you wished you had the time to step back.

Lack of Productivity

Sound familiar?

Well, this is an example of the vicious cycle that comes with procrastination.

Delaying decisions leads to a lack of productivity, which in turns means we are likely to put stuff off again, meaning nothing ever gets done!

This one also goes further, though, as when you are a leader, you impact those around you, so if you are unproductive, this will rub off on your team, and soon no one is doing anything!

Your team will be waiting for you to make a decision or finish a task and won’t be able to get on with things.  You become the BOTTLENECK of your business.

Damage to Reputation and Relationships.

This is somewhat all encompassing of the previous points, but a slow, unproductive, or unresponsive business is not a popular one.

If jobs start taking longer and people get the impression that things are being put off or not completed, then they will take themselves or their business elsewhere.

And really, a company is only as good as their reputation, so once that is damaged, all the work you have done to grow your business to its current position will unravel faster than you can build it up again!

I know that all sounds a bit doom and gloom, so fear not, there are plenty of ways to prevent procrastination and all the unpleasantness I just mentioned, so stay with me!

How to overcome procrastination

Awareness

A good start is to try and notice when you are procrastinating. It’s surprisingly easy to do it absentmindedly and so picking up on your own traits can be very helpful in breaking the habit.  I love the NLP technique of “watching yourself on TV”.  It is a great way to dissociate yourself from the emotional response and watch your behaviour as if watching yourself on TV.   If you can ask yourself, what would I be saying about that behaviour, then you are halfway there to stopping it.

Breaking Down Tasks

Often tasks can look quite big and scary so by chunking them into bite size pieces it makes them way more manageable. This also allows you to take regular breaks, so you don’t become fed up or find yourself drifting off into something else.  It also means that every time you finish a task you get that feeling of success, that spurs you on to the next thing.

Deadlines

Following on from this, you can give self-imposed deadlines to ensure you have time to get things done and avoid the mad rush just before something needs to be completed. Again, this can be done in conjunction with breaks to help focus.

A healthy dose of adulting

I may not be everyone’s favourite for saying it, but we have to sometimes accept that this is our responsibility as a leader to get on and do it.  Even when we don’t want to.  Our child ego state can interfere sometimes, and we feel “it’s not fair” or “I can’t be bothered” but as an adult ego state, we know we must if we want to get the long-term win.   So, couple this with any of the other tools and you will give yourself the gift of getting things done.

Work when you’re at your best

Not everyone thrives at the same time of day. If you struggle to get yourself up for work in the mornings, use the afternoons when you are most productive, to get those challenging tasks done.

Know yourself and how you like to work!

Just Start!

The starting is the hardest part, and this may sound like an oversimplification, but if you bite the bullet and just begin, you will be surprised how much better you feel about the project. If you give yourself a tiny task to begin, the momentum gets you moving forward onto the main event.

Get yourself a Pomodoro.

A tomato?  Yes!

A pomodoro timer is one of my favourite office tools.  It means I give myself a set time to complete something and I promise myself a break after it too.  It is amazing how focused I can be if I only have half an hour.  It feels like a treat and a relief at the same time.  Try it!

So, in summary, there are the what’s, why’s and how’s of procrastination, but if you still feel like maybe, it would be better just to start tomorrow, then you might need a bit of help.  So, get in touch with me today!

Email me at julie@thinkbedoleadership.com and we can have a chat about stopping that “maybe tomorrow” feeling.

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! 

Thank You

Are You A Manager Or A Leader?

I came across this Steve Jobs quote today which I love which really clarifies if you are a manager or a leader.

“Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things, they never thought they could.”

Steve Jobs

So – how about it?  Are you a manager or a leader?

In order for your team performance to be sustainable over the long term, you need to develop leadership skills.  If managing the team is persuading people to do things, they do not want to do – that is pretty hard going over a long period of time.  So, you need to find a way of turning what they don’t want to do, into things that they DO want to do.

And how do you do that? 

There’s a lot to it, but the short answer is – by inspiring them.  Basically, by being a great leader.   One important element of leadership which is rarely talked about – is the importance of specific public praise – recognising what your team are doing well and letting them know about it.

Let’s look at a ‘real-life’ scenario.  Without giving away any identifying features!!  I had a client recently who was bemoaning their team.  The team never showed any initiative.  They didn’t come up with solutions only problems.  They weren’t willing to ever go the extra mile.

Meanwhile, this business owner was running themselves ragged.

When we looked at why there were some simple steps that he wasn’t taking, that would massively reduce his workload and stress levels. 

Say Thank You

The first thing I noticed when spending a couple of hours with him, was that he didn’t praise his staff.  He wasn’t aware of this – he thought he was saying thanks.  And he was – but literally just that – “Thanks”, mostly without any eye contact, and very brusquely.  When I questioned him about it his answer was – “That’s their job!”. 

Don’t make the mistake of not understanding that people need praise.  Specific praise.  In order to feel appreciated and therefore be motivated.  And also – so they know what good looks like.  Just because something is someone’s job, doesn’t mean you shouldn’t give them some positive feedback.

Have you ever driven your car down the road – stopped as there was an obstruction (parked car maybe) on your side of the road, and the person coming the other way flashed you to acknowledge and say thanks?  They didn’t need to – I mean – the obstruction was on YOUR side of the road, so you should be the one who stops.  But if they don’t say thanks, you feel a bit miffed.  Well, I do anyway.  Manners cost nothing and make other people feel good.

The same applies at work.

If you tell someone – thanks – that’s ok.  Compare that to…. “Do you know Poppy, I just wanted to say thank you so much for always having those reports done on time.  You might not realise it – but it is really vital to the admin tam to have that info on a Friday because…..”

The latter gives someone a real understanding of their importance in the greater scheme of things.  They understand that they are important.  They know that you notice, recognise and appreciate what they are doing – and therefore they will want to do it.  This job has now changed for “Poppy” from one she didn’t particularly want to do, into one that she is very keen and motivated to do.

That’s Leadership.

If you want a Team on Fire – then maybe we need a chat about how to enhance your leadership skills – and also theirs.  If you are growing a business you need to grow some leaders, it can’t all be about you!

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! 

Traffic guard instructing pedestrians

Stop Instructing Their Every Move

Have you ever seen The Truman Show?

Or maybe you have read George Orwell’s 1984?

At the very least I’m sure you’re aware of Big Brother!

Did you ever feel like that? Like every part of your life is being observed? Like there were eyes everywhere?

Well, the Truman Show Delusion is real, if not officially recognised. And if you have ever experienced that feeling, or even just indulged in any of my cultural references, you will know how uncomfortable it is!

So, imagine if every time you went to work, you had someone over your shoulder, watching, telling you what to do at every turn. I don’t know about you but that sounds way to claustrophobic!

But for some, this microscopic, forensic, fine-toothed comb approach is a reality.

Often it comes from a place of passion for the business, wanting to see things done right and done well, but ultimately there is more harm than good in instructing employees every move.

So, what are the Issues?

1. It’s Off-putting

It’s pretty obvious and if this is all that happens you are probably quite lucky, but at its most basic level, this sort of management style is distracting.

If you feel like you are constantly watching your back it is harder to concentrate on the task at hand. You are going to be more self-conscious and are more likely to procrastinate and put stuff off for fear of doing something wrong.

2. You Are Not Creating Trust

Leading on from this, and taking it to a more extreme, but still very real, case, those working under a microscope of instruction are likely going to feel like they aren’t trusted in their position.

If everything you do is analysed to within an inch of its life the minute you complete it, it is going to be disheartening and again you will create issues of procrastination as they just don’t feel they can take the risk.

But, as a manager, there is a greater issue here than procrastination. If staff are put off, even feeling untrusted, they are likely to just leave. And one thing worse than staff that may not always complete tasks exactly as you envisaged, is not having enough staff at all!

3. They Don’t or Can’t Learn

I touched on this in last week’s blog but as part of the role of a manager and a leader, it is important to facilitate learning for employees.

This allows them to thrive more independently within their team, and also sets them up as leaders for the future as your business expands.

So, if they are only every instructed, task by task, with to the letter instructions, you are depriving them of the chance to learn how the business operates, how they can add value, and how they can get the most out of themselves too!

This means that in an expanding business, when you are forced to delegate, there will be no one capable of assuming that leader mantle as they have never been required to use independent thought in their roles, or the running of the business.

It’s not just them!

It’s not only your teams and employees that will suffer under constant instruction, you will too!

The two main issues are…

1. Burnout

If you are constantly putting it on yourself to always manage and instruct every member of your team, they won’t be the only ones who end up feeling overwhelmed!

That sort of approach is just not sustainable.

If you put the stress on yourself to basically do the job of your whole workforce, you will only end up getting more stressed than if you had to just alter and edit the odd project or task.

In the end that stress will inevitably build up to the point of breaking and then…BANG!

BURNOUT.

And then, all your worries of “is everything I want being done how I want?” are out the window as you won’t be able to manage anything at all!

Loosening that rope that you tie around your employees will make it easier for you both to work, and also lengthen the fuse, meaning you can continue to build your business and its identity without the worry of crashing!

2. No Time

This is maybe more self-explanatory. If you are always instructing everything everyone does, how are you going to have anytime left for yourself?

This goes for both in your business and in your own time. If you are concerned with everyone else during work hours, you won’t be able to complete your own tasks within those hours.

That means you take them home with you and they eat into your own time. Then when do you relax? When do you socialise? You can’t!

Not only is this detrimental to that good old work-life balance, it can also lead to our not so good burnout. And then we are back again, at a point where nothings getting done! And not to mention the family and friends who start to drift away because you are not present.

Maybe it’s time to take a step back, to breathe a little and see what your team is really capable of?

After all there must have been a reason you hired them in the first place!

However, maybe this still feels like a daunting thing to do, to release this thing you have nurtured and built in your vision?

I totally understand.

So why not why not book in a Team Performance Strategy Session here and we can find out what’s working and what’s not, and find 3 strategies that will help you to get started on the journey of taking a step back and creating a confident and capable team in your business.

Let’s see how we can help you to create a mindset and the environment to begin delegating, and giving away a little bit of the control!

You can also email me at julie@thinkbedoleadership.com

Julie “Chief Impact Engineer” Hutchison

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! 
Stages of Competence

You Know Too Much!

After years of hard work and acquiring knowledge, you are now the one in charge.

The Manager, the Leader, the Boss?

Great, right?

Of course, but as they say, ‘With great power comes great responsibility’. (I think that was Spiderman, wasn’t it!).

What I mean is that you now must be that person who cannot just do it yourself, but you can step back and help others to do it instead of you. You have to teach!

To show others the way and pass on that (hopefully) great depth of knowledge that got you in this position in the first place!

This might seem straightforward but, as I have mentioned before, experts can’t always translate their genius into effective leadership.

This is because You know too much!

And if you get it wrong, you will likely demotivate, undermine, de-skill and terrify your people into not performing, rather than unleashing their brilliance.

So, you need to understand what helps people to learn and what stops them, then you need to know how to make sure we do it properly.

And there is an easy way…

That is to understand and utilise the competency model.

Simply put, there are four stages of competence, starting with…

Unconscious Incompetence – or blissful ignorance

This basically means you don’t know what you don’t know.

I always like to use the example of learning to drive.

You’ve just turned 17 and you want to get behind that wheel as soon as possible.

You’ve seen so many people do it, so how hard can it be?

This is Unconscious Incompetence.

You think there is nothing to it and it is going to be a doddle. So, you feel confident, perhaps underestimate the trickiness of it all and think it will take a couple of days to learn.

You might be missing a skill, but you don’t even know what that skill is.

And if you have an employee in this phase, you may be given a false sense of security that all will be well….

But, once they are enlightened to the joys of a clutch and a handbrake by a driving instructor or parent or whoever, we suddenly, and maybe devastatingly (if we are not careful), move onto the next step that is…

Conscious Incompetence – you now know you haven’t a clue!

So, you get in the car, and you don’t know your brakes from your full beams.

Now you can see all the wheels, knobs, and handles, and you begin to recognize that there is more to it than you thought.

You have an awareness of what it is you don’t know and what skills you need to develop. And you are now “terrified” that you won’t be able to do it.

You know that you need to use the clutch and gear stick in some capacity but aren’t too sure how.

And this is where the learning comes in and your driving lessons really start.

But as a leader, if you are not careful, you can break your team member, right here.

Because they are at their lowest here.

They thought they were great and now their head is telling them that they will “never learn this” or “I must be stupid” and this is where they can procrastinate and faff, because they don’t know how but they maybe don’t trust you well enough to tell.

So, you need to make sure you help them in this stage, to be safe and certain in their learning that it is OK, not to know.

If you don’t, they will never take the risk, but if you do, they will start to get the hang of it and move onto the next stage…

And this is where the driving instructor really comes into play here, actively teaching you how to drive, what foot goes where when and all the technical stuff! Making it OK to learn.

Conscious Competence – or should I say clunky!

At this point you begin to progress slowly. Driving starts to make sense but is not yet natural or entirely comfortable.

This is when your Mum will still grab dramatically for the handle anytime you approach a roundabout or your Dad has his foot on those imaginary brakes!

At this point, you need to be determined to prove them wrong and stick at it. You’re learning, and the more you do this, the more likely it is that driving will become second nature and soon enough you’re taking your test.

And if you are the “driving instructor” in this story you need to let your team member get used to driving.

That may be frustrating for you. It may mean it is slower than you want it to be, takes longer, is laborious and you could have done it quicker yourself.

Well, of course you could. But that is not the point. Because eventually you want to move on through this to get out the other side.

But if you keep poking your nose in and micro-managing, they will never be confident and never get the real hang of it. They won’t make good decisions and they will just defer to you.

So, hang on in there! Be patient and show you people you believe in them, and their learning and you trust them to try, to learn and to make (hopefully not too many) mistakes.

Because if you persevere your team member will start to build confidence and move on to…

Unconscious Competence

You pass that test and master the skill!

Of course, your driving will develop more as you are let loose on the roads, but at this point you are no longer practicing.

You are developing on the foundations that were set in your driving lessons. You are confident to get in that car and know that when you do, there will be no more dramatic grabbing of handles!

A year later, you are driving to work, listening to the radio, going through the motion as if you had been doing it your whole life.

And as the boss of the new driver, you are now able to trust them to do the right thing, not crash the car or do something silly.

You are still there on the end of a phone or for some advice (on parallel parking perhaps), but you don’t need to be there, watching their every move.

It starts to feel like you can let go and reap the rewards of that patience you showed.

They are confident, capable and they know you are a great boss because you trust them, and you made them feel it is ok to learn.

So, what does this mean for you as a leader?

Well, once you understand the process of someone who is learning something for the first time, whether it is driving, or creating widgets in your business, you will be able to see how to best break down the information you’re giving them to make the whole thing easier for everyone.

They won’t really know anything about how you operate or your expectations of them. So, first, that’s what you need to tell them!

Once this is clear they will move into the second stage. Here you can get more specific in outlining tasks and roles. Whilst they still won’t be comfortable, this enables you to move into stage three and get them learning some tools and techniques.

Here you can offer training and give out jobs without blowing their minds! And in doing so, you are building up teams that will not only be capable, but way more confident too.

It’s like swimming.

Throwing a kid in at the deep end is not developing a good swimmer, in fact it likely to scar them and make them scared of the water.

You must start off in the kiddy pool with the armbands if you want the next Michael Phelps on your hands (or in your team!) until they trust you and get them in the position to learn.

And following these steps, breaking down your knowledge into manageable pieces, not only will you build proficient teams, but you will also be forming ready made managers and leaders for your business in the future!

To me that sounds great, don’t you think?

And if you feel like you’re in a little bit of a ‘Conscious Incompetence’ stage with growing your teams yourself, why not get in touch by emailing me at julie@thinkbedoleadership.com and see if we can begin your journey to Unconscious Competence in Team Performance!

P.S. Whenever you are ready…here are four 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! 
Plant Grows

Small Business Grows Big

Growth is something we all want for our business, of course it is! But if we aren’t prepared for it, this dream scenario can quickly become a bit of a nightmare for you at the top of it all!

Relationships in business are founded on trust.

As the leader of a small business, you will have a team of people who (hopefully) you feel able to rely on.

So, as you expand and take on more staff it makes sense that you would look to these people to take on management roles, in order to pass on their expert knowledge.

After all, you can’t be everywhere, however much you may want to be!

So now you have multiple managers with multiple teams of their own…great!

Yet, if you aren’t careful, you may have more problems that you started with.

Here we shall look at some of those main problems:

The Message gets lost

Key to your business is its message, its ethos. This is what, not only your customers, but also your teams, have to buy in to for you to be successful.

As your business expands, however, this message can become a bit like a game of Chinese Whispers.

As it gets further from you the lines of communication can become stretched, they become less effective, and with it, your message can become muddied, or even lost.

Then, all that you have spent so much time trying to implement can start to breakdown.

The wrong kind of leader

As I touched on earlier, as your business develops, you will need leaders to step up and take on these expanding teams. Obviously, hiring from within seems like the clear decision.

But this is one of the pitfalls that can damage your growing business if you get it wrong.

Sadly, being an expert in a field doesn’t always make someone a great leader. Having all the appropriate knowledge doesn’t always mean they know how to pass it on.

It’s kind of the opposite of the old “those who can’t do, teach” adage, or if you’re more of a sports fan, “good players don’t always make good coaches”.

What Can Happen?

Obviously, no one case is the same, but there is a client I worked with recently that was in just this sort of position.

Their IT company was growing quite rapidly, and they needed leaders for the new teams they were having to employ.

They started to ask current trusted staff to step up.

First, they set one of their original team members, an expert in their previous role, up as a leader, but they weren’t too comfortable in the position.

They were nervous and lacked confidence in leading a team, and thus, the message broke down, the team was ineffective, and they struggled to maintain the business ethos and results.

The second leader they sourced from within had similar issues, except, they disliked the idea of managing so much that they left the company.   That meant that they lost a key member of staff as well as a potential leader.

Finally, they turned to external sources for a new manager, only one of their requirements for the position was that it had to be filled by someone with good IT skills and experience.

This sounds like it should make sense, but you must look at the role they are being brought in to perform. They are going to be a team leader, a manager, not an IT specialist, so do they really need that experience?  Maybe some, but not the only thing they needed.

What to do?

What is really important is to be able to provide your teams with the confidence and capability to step up into the kinds of management positions.

You can’t be afraid to bring in people from outside your business either.

Managers are there to do exactly that, manage! And experience goes a long way to obtaining that confidence that good leaders require.

But growing your leaders from within, if done properly and with care, is an excellent option.

Those people love your business, like working there and know all the little foibles. So, they are best placed to be bought into your ethos. 

So, if you want to grow those wonderful team members into leaders, you need to do something different.  You need to develop their skills – soft skills, confidence, communication and leadership mindset. 

They need to be able to Think, Be and Do as a leader does.

So, as long as you support their growth, then they are perfectly capable of learning those new skills.

And you will need to change the way you think and behave too!

You will need to be able to trust them, let them grow new wings and you will have to let go a bit so that they can feel the responsibility and start making bigger decisions, without relying on you.

If all that sounds lovely but a little scary or worrying, or you are asking yourself – yes, but how do I do that, then all you need is someone to support your business in that transition.

Maybe it’s time to book a call with me and we can have a chat about where you can take your business, and where we can help you grow you, grow your leadership team to grow your business.

Book your call here:

Or email 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 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.

Reply 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!

Julie Hutchison
Chief Impact Engineer at the Think Be Do Lab!
Call: 07947823842