This week’s Monday Manager Game Plan is the skill to Manage Team. I coach many of my clients to conduct weekly one-on-ones to stay connected with employees about clear expectations, project progression, next steps, and potential roadblocks. Spend this week creating a strategy to elevate your one-on-ones.[/leadinjection_textblock][/vc_column][/vc_row]
Today, I had the great pleasure of facilitating a culture transforming workshop at QuinStreet, a global digital marketing company. This awesome group of women reminded me that leadership development is a multiple choice game.
Women’s Development – At QuinStreet, a female senior leader created a women’s program that includes culture transforming workshops, informal mentors, and networking.
High Potential Development – With the State of Colorado, I am co-creating a leadership development program focused on high potential talent. Through facilitated workshops that occur every quarter, one-on-one leadership coaching, and a 360 degree feedback tool, this organization is focused on developing this important and influential group.
Leadership Expectations – At Streamline Brands, a national swim school company, we have created a series of customized leadership programs focused on defining the expectations for leaders in the organization. Every month, I facilitate a workshop focused on a new defined leadership expectation.
Executive Development – At Advertising Production Resources (APR), I am working with the top 20 within the organization to define leadership and they continue to grow.
Executive Coaching – Some organizations are focused one leader at a time, providing executive coaching with extra support to elevate their leadership. I am currently working with executives in energy, government, retail, manufacturing, information technology, digital marketing, and entrepreneurship.
No matter the method, it is critical to create dedicated leadership development programs for your organization. This not only creates leaders, improved productivity, and elevates effectiveness, it also ignites employee engagement and value.
This article is awesome! It speaks to the challenge of Burnout in corporate America.
“Just this year, the World Health Organization upgraded its assessment of the threat posed by burnout. The condition, says the WHO, is a “syndrome” involving a range of symptoms related to chronic stress.
The WHO statement explicitly ties burnout to the workplace. According to one recent survey of Human leaders, burnout is blamed for up to half of employee turnover. The Harvard Business School estimates that stress-related burnout may impose a healthcare cost of $125 to $190 billion a year in the U.S. alone.”
And the article does a great job talking about the impact that the organization’s culture has on burnout.
But I also encourage people to be introspective about Burnout. Are you a corporate Exhausted Hero because you are choosing to be?
- Have you set a clear vision for you and your team? Are you a fire fighter and need to be a fire chief?
- Have you learned to delegate tasks and projects so you can remain high level and focus on the fires coming down the path?
- Are you spending time with your team and superiors to lead change, influence next steps, and coach them through challenges?
So many leaders that I coach are exhausted and looking for help! Make the choice to get help, learn to lead, and make the choice not to be burned out!
The greatest management book ever written is the One Minute Manager Meets the Monkey by legendary Ken Blanchard. Old book, same great tips!
This week, I was strategizing on an upcoming leadership development project with someone who came to a leadership class of mine over five years ago. When I brought up this book, she said she distinctly remembers me giving her this book years ago and it was life changing! I agree, I received this book at a management training workshop at Target in 2001. And I have read it at least eight times in the last eighteen years
The One Minute Manager Meets the Monkey is all about monkey management. Ever heard the term “monkey on your back”? It means you have work to do, work that’s saying you down, and work that you take ownership.
As a manager, you often have direct team members who stop by your office to drop off monkeys. They disguise their monkeys as questions. They need these questions answered so they can get their work done. But when they ask a question, we often say, “let me get back to you.” Or “let me ask”. Or “let me research that.” And the monkey has been effectively dropped off in your office.
Leadership development programs often focus on delegation. Delegation fails when you let the monkey back into your office. Instead my leadership programs focus on delegating and managing monkeys. Help your team members think through problems and point them in the right direction, but don’t let them leave the monkey with you. Management development can not exclude this important concept. Executive coaching often ends of discussing this too! If you can figure out how to manage monkeys, you can define leadership for yourself in a whole new way! Define leadership by actually leading and not doing.
How do you know if you need to work on it? If you look at your to-do list and you owe many people things or if your team is frequently waiting for you to get them information, go read the One Minute Manager Meets the Monkey by Ken Blanchard. It is the start to moving from a Corporate Exhausted Hero to Strategic Manager and from Fire Fighter to Fire Chief.
I work with a lot of executives who think they are superheros. Well, maybe they don’t think they are superheros, but they sure try to act like superheros!
Many define leadership and their value by what they accomplish. They drive results themselves by taking everything on. When goals are set, they put on their capes and try to take it all on. When projects are assigned, they sign up for as many as they can. When things go sideways, these heros try to put the entire team on their back and save the day.
It all starts positive and with good intentions, but eventually, the superhero becomes an exhausted hero! To define leadership, superheros need to turn in their capes and trade it in for a coaches whistle.
Defining leadership as a coach means actually leading, not doing. Think about a sports coach. Many of them didn’t even play the sport at the level they are coaching. They can never go on the field and throw the ball, put on a jersey and shoot a free throw, or grab a racket and jump on the court. A coach helps maximize the skills, talents, and power of the team. A coach provides a clear vision, clear direction, and unwavering support when things get tough. They know how to approach a problem with the solution of several team members, instead of just one of themselves.
So, choose the whistle and be a coach. Retire the cape and stop trying to be a superhero. As a coach, build the Game Plan and help your team score!
Andrew Luck made a choice. It was a hard choice. If you listen to his retirement news conference, it was a choice for his physical and mental health. He didn’t enjoy what he was doing anymore because he wasn’t able to do it the way he wanted to. Injuries just wouldn’t let him
So many people that I coach these days have to be reminded that they have a choice too. A choice to enjoy their work. A choice to decide what to prioritize and what to push out. A choice to have a difficult conversation with their boss. A choice to quit.
Just like Andrew Luck, many people are in jobs that are detrimental to their health. Many have ulcers, anxiety issues, trouble sleeping, or high blood pressure. Is it worth it? You don’t have to sit in it. Make the choice to do something about it. Start by having a transparent conversation with your supervisor about changes you want to make!
Define leadership not through studies, but through the real-life expectations in your company.
Define leadership not by googling “Define Leadership”, but instead by analyzing your organizations strengths and opportunities.
Define leadership and build customized programs to embed leadership throughout your organization.
Over the last ten years, there has been an intense desire to define leadership. Countless books and articles have been written. Competency models have been created. And studies by large universities have been published.
Most of these studies and publications have tried to make the distinction to define leadership in contrast to defining management. But to exclusively set out to define leadership, they are making it very confusing to the leaders they hope to impact.
Leadership and Management is often integrated. When an executive goes to work each day, they can’t lead from 8am-9am, then take off the leadership hat and manage from 9am-10am. As an executive, they lead and manage all day…together. Attempting to exclusively define leadership is often confusing!
I have create the Leadership Integration Model that takes the definition of leadership and the definition of managing and defines the overlap. As a leader, you set a vision, lead change, influence, and coach your team. As a manager, you manage your team, manage projects, and manage resources. The model helps leaders navigate the balance of these responsibilities and assists them in being strategic, not Corporate Exhausted Heroes.
As your company attempts to define leadership for your organization, let us help you in finding the real-life unique needs and building a program that establishes clear expectations for your leaders to be successful.
Today is a brand new day. People often say this after something horribly bad has happened. But not in this case. Today is the first day of the second year of Game Plan Leader. And the first year was EPIC, awesome, and fun.
A year ago I set out on the adventure of entrepreneurship and I was blessed with an awesome year. I helped several companies define leadership in their organization and reset all leadership expectations. Taking on projects to define leadership included defining behaviors that were consistently desired and building customized leadership development programs to embed these leadership behaviors. Before these programs companies relied on situational leadership meaning they hoped leadership would step up in each situation. Now through defined leadership behaviors, these leaders have a guide point to lean on.
Whether it be in healthcare, advertising, manufacturing, government, or retail, the projects have been hugely rewarding. So rewarding that I have now created and tested my own model, a standard for defining leadership and the challenges in elevating leadership. This model is already shaping the year to come with keynotes, leadership courses, executive coaching, and leadership offsites. And one giant project in the works that I hope to unveil in the next few weeks.
Today is a new day. Last year was the adventure of entrepreneurship. They say the first year is the hardest. If that is true, I am in for a fun second year!!!