Tag Archives: teams

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

Disengaged man with a hand over his face

How to Ditch Disastrous Delegation

I love cake. I mean, I reaaaally love it!

But say I am given a cake that serves twelve and I try to eat it all myself, I’m going to feel pretty sick. That’s not to say I don’t love cake anymore, but too much will leave anyone wiped out, lethargic, or just ill!

You know that, just by sharing a few slices, you could have avoided feeling totally rubbish but you really wanted it all.

And now you’re feeling awful, and your mates think you are totally selfish.

By giving away even just a bit, this whole situation could have been avoided.

So why are we talking about this?

I know it sounds obvious, but so many leaders want to just dive in and take on their version of the whole cake.

But business is no different. You need to share the workload. You need to DELEGATE!

Here’s the thing – something weird stops us

We must ask ourselves this first question – Why are we taking on too much in the first place?

This could come down to a number of factors, so let’s take a look at what they may be.

Need for Control

As a leader it is easy to feel like, as everything your team does ultimately falls back on you, it is best done yourself, isn’t it?

But, before you know it you can slip into one of two things – the micromanaging spiral, or the “I’ll do it myself” drama triangle.

It is natural to want to know what your team is doing at any one time, but you have to allow them to operate in their own space within your wider leadership.

I don’t know about you, but when someone is on my shoulder all the time, watching what I am doing, I end up telling them to do it themselves because I don’t feel trusted. 

And if you are already doing it yourself anyway, their confidence is going to be shot to pieces so then they probably would just end up fulfilling your fear of not doing it as good as you.

But you may have just created that yourself.

The reality of that need is often fear. The fear of failure and lack of trust that your team can support your aims. 

This is where you have to look at why you brought this team together in the first place.

You assembled this group to do a job for you and you must trust them when it comes down to distributing and delegating your workload. It will also help keep them engaged, interested and motivated.

Guilt

I hear it all the time, “Giving people work makes me feel guilty”.  “They will think I am lazy.” 

But this should be exactly the opposite.  That is your job.

Many of us have been brought up with a really great (too great) work ethic and have been taught that things should be hard work, or we should work hard.

So, when we start to delegate it feels like we are putting on others and shirking our responsibilities.

But we need to remember our role – To enable a team.

And forget that ingrained behaviour and belief system for the new one that recognises that real success is where we all play a role, not beat ourselves up for not being the hardest working person in the room.

Frustration & Disappointment

Oh, we’ve all been there when we get up the confidence to delegate and then Bam! 

Terrible result. ☹

We then go through the emotions of frustration, disappointment and beating ourselves up because of the good old “told you so, that was a bad idea. Should have done it yourself”.

But hang on a minute, we need to look at that in a different way.

Did we set them up to succeed or fail?

Did we make sure they had the skill, the will, and the way to achieve what we asked them to?

If not, then that’s our fault and, not only that, but we can also do a great deal about it.

And we must.

This is the art of delegation and of leadership.

To take our team from can’t do, won’t do, or don’t do, to can do, want to, and will do.

We need to help people see why they should do a task, why they should do it for you and how they should do it.  Then they can just get on with it with certainty and belief in their own abilities.

Because of course, no one will have the exact same vision or way of working within a group, unless we explain why it should be this way.

So, we need to be able to communicate and inspire those around us to see our vision and the output that we are looking for.   

Individuals may need a few attempts to get a task right but if you, as their leader, jump in too soon or too often and take over, you are robbing them of the opportunity to develop and save you work in the future.

And remember, they may even have a better way of doing something than you, if you would just trust and let them!

Over belief in our own abilities

Just because you have been doing this for 20 years, doesn’t mean that no one else could be as good as you. 

If you gave them the chance they would develop. 

But if they are better than you, then where does that leave you?

Maybe for some of us, ego gets in the way of developing others to a point that we can step back. 

We don’t want it as much as we need it!

So, we must see the bigger picture.   Remind ourselves, it is not about us, but about the greater good.  And we need to leave our ego at home, or we will be a very busy person indeed.

So next time you are worried about delegating, just think “how can I make this work” with three questions.

Is it can’t do, or won’t do or I don’t want to do it for you?

Then once you know, you are halfway there, and you can work on each one of these differently.

Then you will be able to have your cake and eat it!

If you would like to find out about that then that is exactly what we teach on our leaders’ development programs. 

Drop me a line to find out how you can get some help with implementing better delegation strategies and mindset for a happier, more confident team and a more chilled you.

Is Training worth it

Leadership Tips – Is Training Really Worth It?

Training is a funny thing isn’t it? Everybody wants training, but as a manager you may sometimes wonder if it is actually worth it? I mean, you can train people up but that doesn’t mean that they are going to stay with you, and for that reason, training is often the first thing to go out of a budget and the last thing to come back.

You see, often people only look at the ‘cost’ of implementing training – the cost of moving forward. They never consider the cost of standing still.

Trained Staff = Happy Staff

You see the thing is that people who feel valued and who are given regular training and therefore the ability to move their own self development forward, are often the most cost effective employees. They are generally happier, more productive, more present (less time off) and more motivated. They produce a higher standard and a greater amount of work and they are more bought in to the company and their team and manager.

Now doesn’t that sound good?

Employees who are consistently trained and developed are also more likely to stay in a job for longer. A recent survey indicates that 40 per cent of employees who receive poor job training leave their positions within the first year. They cite the lack of skills training and development as the principal reason for moving on.

And furthermore, studies have shown that although management training alone can deliver significant productivity improvements (more than 20% in some cases); when delivered in conjunction with executive coaching, it can offer up to four times that level of benefit. The whole really is greater than the sum of its parts.

So if you are considering some training for your team, then consider the cost of standing still and make a decision to come along to my ‘Detox Your Team and Refresh Your Business’ event in Salisbury at the Enterprise Network on the 13th July, where you will find out what hidden genius already exists in your team and how you can utilise that to have a more profitable business !

Book here  and put in the code TEAM at the checkout for a special additional discount of £50 off the early bird price.  This discount is only available to my list and until Friday 17th June.  Click this link for more details and to book.

 

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Leadership Tips and the 12 Days of Christmas

Leadership Tips and The 12 Days of Christmas

 

Once the Christmas dinner is over and the presents are opened it’s time to chill out, and maybe reflect a little on how this year has gone for you.

Here are our 12 tips for making 2016 your best year yet.  And to keep it traditional we are stealing from an old Christmas song.

 

On the First Day of Christmas Leadership Tips…

My true love said to me:

A Leader is one who

A leader is one who knows the way, goes the way, and shows the way.

Leaders don’t just act like the boss and tell other people WHAT to do, but show them HOW to do it. A good leader always shows the way.  A boss says ‘Go’, a Leader says ‘Let’s go, follow me’.

 

 On the Second Day of Christmas Leadership tips…

My true love said to me:

You Are a Leader

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

You don’t have to be in a managerial role or have an official title to be a leader. If you are a hard worker and dream big, other people will follow you.  Therefore you a leader.

 

 On the Third Day of Christmas Leadership tips…

My true love said to me:

Steve Jobs A Leader

Innovation distinguishes between a leader and a follower.

Good Leaders will think outside the box and come up with their own ideas.  They create the world around them and this inspires others.

 

 On the Fourth Day of Christmas Leadership tips…

My true love said to me:

Leadership

Leadership is unlocking people’s potential to become better.
A leader might come up with ideas and inspire others, but unless they can unlock the potential in their team, they will be leading no-one.  Leaders facilitate and allow the individuals in their teams to grow.

 

On the Fifth Day of Christmas Leadership tips…

My true love said to me:

Vision

Where there is no vision, there is no hope.
You can’t go into a project or an idea blind, or it will never work. You must first come up with a vision of what you want, and then show others the way.

 

 On the Sixth Day of Christmas Leadership tips…

My true love said to me:

If you want a quality

If you want a quality, act as if you already had it.
You know the saying: Fake it till you make it… well the same applies to leadership skills. In a company no-one will promote you to manager unless they see you as a manager, meaning you have to act as if you were a manager.  If it is your own business – no-one will come work for you if they don’t see you as a leader – so step up and act like one.

 

 On the Seventh Day of Christmas Leadership tips…

My true love said to me:

Speak softly

Speak softly and carry a big stick; you will go far.

In other words, always be humble, avoid raising your voice and being a hot-head for the sake of it, but don’t be afraid to put your foot down and make the tough calls when needed.

 

On the Eighth Day of Christmas Leadership tips…

My true love said to me:

Credit

No man will make a great leader who wants to do it all himself or get all the credit for doing it.

Good Leaders know they can’t do anything without their teams. They are more interested in the end result than in taking the credit. If a leader acts in this way he will no longer be a leader as there will be no team left to lead…

 

On the Ninth Day of Christmas Leadership tips…

My true love said to me:

It is essential

In other words – the smartest thing you can do is hire people who might be smarter than you!
 

 On the Tenth Day of Christmas Leadership tips…

My true love said to me:

Good Management

Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.

Make problem solving fun – and a TEAM activity.  If problems are seen as something negative then people will naturally avoid or shy away from dealing with them – which means it is always down to the leader to spot and solve problems.  Far better to encourage an environment where problem solving is applauded and everyone wants in.

 

 

On the Eleventh Day of Christmas Leadership tips…

My true love said to me:

The Quality of a leader

The quality of a leader is reflected in the standards they set for themselves.

Want to be a good leader? Then set the bar high. No – higher than that.   But what if you don’t feel confident? This takes me to my last point…

 

 On the Twelfth Day of Christmas Leadership tips…

My true love said to me:

Henry Ford

Henry Ford knew what he was talking about when he said  “If you think you can do a thing or think you can’t do a thing, you’re right.”

There is nothing more important when it comes to being a manager than believing in yourself. Believe you can be the best leader in your business and you WILL.

If you want to make 2016 your Best Year Yet – come along to our free Best Year Yet workshops – where we will help you set the strategies you need for making 2016 your absolute Best Year Yet.

If you would like to pre-register for more information email me on julie@juliehutchison.co.uk and put “Best Year Yet” in the subject line.

Wishing you a Prosperous and Happy 2016.