Taking risks

How many times have we made a decision to do something only to either not do it at all or only do it half way because we were scared of the outcome?

Recently a friend of mine posted a message on facebook about how she is trying to justify her job decision.  You see she choose to take a job with a start up where she’s not getting paid. She’s had to work other jobs to pay her bills….

BUT she loves what she’s doing.  She get’s up everyday with a strong sense of purpose and excitement.  She get’s up EXCITED to do her job!  Now I understand that not all of us can make this type of decision as far as our jobs are concerned.  We may have people relying on us and simply taking a job where we don’t get paid isn’t always an option.

However, how often do we simply NEVER make a change because we just are either too afraid or not willing to put in the work to make the change.

You see my friend has had to go back to working in a restaurant, a job she thought she gave up for something in her field.  However, she made a choice, one that was a bit uncomfortable to get to where she wanted to be!

I have been struggling with this lately.  Trying to find the ability to take the risk I want to do what brings me joy!  I want to be like my friend, and I will!

As leaders, it is our job to push our team to take those risks!  Even if it means they leave us!  We want to push them to be better and to do what brings them the most joy!!

Leader to Follower … Leaders Perspective

Leaders, we’ve all had that person on our team who was once a leader and is now a follower on our team.  They may have changed industries, jobs or intentionally taken a step back. Anyway it happened they are now on our team and we know that they were leaders in their previous jobs.

How do we handle this?  It can often seem a bit scary because we may question our own leadership when confronted with someone who was a previous leader especially if they are high energy leaders!

First, acknowledge that they are a leader!  Don’t ignore it, or try to ‘put them in their place’.  Next get them on your side!  Seek their input, get them involved in leadership of the team and other team members!

Essentially USE THEM to your advantage.  Trying to ignore it, or making them feel small will only demean your own leadership!

There maybe times when you have to provide them with negative feedback.  This can be scary if you are not confident in your own leadership.  Seek feedback from other leaders prior to speaking with them and then talk with them as another leader.  Leaders should always be seeking feedback both negative and positive!

Provide the feedback by letting them know the issue and then asking them for their input. Don’t talk at them, instead of saying “you messed up and the client is mad” ask for their feedback.  Let them know you received feedback that the client isn’t happy with a current situation.  Ask how they would handle this in the future. My guess is that they know they messed up and they have already beat themselves up over it.

Asking them how they would handle it in the future will allow them to know that you trust them and will not undermine them as leaders.

It is never easy when leading other leaders, but you can do it! And it will make you a better leader!

When Leaders become followers

Many of us have been in situations where we were once the leader but now we are followers.  This has been the situation for me as I have moved from one area of business to another.  This choice was something I made intentionally and a path that I felt was the best for me personally.  However, the transition is not always an easy one.

How do we as leaders handle the process of becoming the one who is being told what to do?  Often this is a difficult transition because we are leaders!  This is in our DNA and having to take direction from someone else becomes difficult.

If you think about how police departments or fire departments work you see organizations where it is very important that everyone knows their roles.  You need clearly identified leaders and people who are executing the direction.  If you imagine a car crash where things are happening very quickly and lives are at stake.  The leader on the scene is directing what is happening.  This person is making sure that everyone lives and is safe!

Most of our jobs don’t mean that people die if we don’t do our jobs correctly. However I am sure most of us think the people we work with sometimes feel this way!!

So how do we make this transition, first we must get rid of the thought that we are the leader and therefore we know better than the person who is put in charge as our leader!  We all have things we can learn and if we go into the situation with an open mind it will make the transition easier!

Next, we have to stop thinking that if we were the leader we would do the job better!  I am very guilty of this!  Instead see how your leader handles situations and what they did well!  Think about how you could learn from the situation.

Finally, show respect!  So first of all stop rolling your eyes at me and saying that you DO respect them because if you think about if for a moment you probably have had moments where you don’t.  Again I am super guilty of this!!

By going into the situation with a respectful attitude we can really transition into the follower role!

Stay tuned for the next post where we address this from the Leader perspective.

Long time no write!

HI Everyone, it’s been a while since I posted.  I apologize for that, I was recovering from a broken pelvis I experienced due to a fall from my horse!  The good news I am on the mend and doing so much better!

While being laid up I spent alot of time watching Television.  I watched everything from My 600lb life to Toddlers and Tiara’s.  (You have no idea how happy I am to be back working again!)

Today I was catching up on some missed shows and I caught a recap episode of undercover boss.  The boss was talking about LISTENING to his employees, and hearing what they had to say.

As leaders it’s easy for us to say that we listen to our teams and our people, but do we really hear them.  When someone tells you that they have an idea of improvement do you listen and then immedataely toss the idea aside because it requires too much work or you just think it can’t be done?

What if, instead you listened with an open mind to the ideas the team is sharing?  You thought about how that may make your organization better and more efficient?

What if, instead of sitting behind a desk you asked the questions?

As leaders (really just as people) we want life to be easy.  We don’t want to have to work hard!

This week, ask your team for 1 idea each on how things can improve and then instead of thinking “this isn’t going to work” or “this is really just a dumb idea” (don’t say you would never say that, we all do!), think about how that could work, how could that make things better for everyone?

Take a moment and see how these ideas may make your organization better!!

Good luck and welcome back

Goals

My husband and I recently bought (leased) a new car.  And we had the opportunity to buy the car from my son.  While it was amazing that we got to watch him work, what really struck me was his ability to set goals.

He showed me his calendar where he had written down what days he would buy a car and showed that on those days he did indeed sell a car.

This got me to thinking as leaders do we set goals for ourselves?  I know sometimes I don’t set goals because I am afraid i won’t hit them, but so what! So what if i don’t hit my goal, WHAT IF I DO?

As leaders we are always leading those around us but do we take a moment and set goals for ourselves?  Goals can be big or small, but if we set small goals then we aren’t challenging ourselves we aren’t really pushing our selves to be better!

This week I am going to set some goals for myself, some big some small. I am going to write them down and I am going to set dates for those goals.  I challenge you to do the same! Set some goals for yourself and see what happens in your life!!