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Congratulations You Just Got Promoted!

Have you recently been promoted to a management position? Of course, you are feeling happy and celebratory and excited!   Or maybe not?

You see sometimes when people are promoted to a management position it isn’t as exciting or joyful as they hoped it would be.  What normally happens is that people get promoted because they are great at their job.  You are no doubt great at the job you have been promoted from, and that was a big part of why you were chosen.

The problem is that being a manager and being a technical specialist are two very different things.  And the skill set required for both are very different.

Often though, that is not factored into promotion decisions and you are just expected to somehow know how to manage and get the best out of other people.  Sometimes that’s OK, as you may naturally be a ‘people person’ and be able to get the best out of others without knowing exactly how you do it.

At other times you may have had some management training and be equipped with some of the skills required. But it is still a daunting prospect – having to manage people you worked alongside not so long ago.

And often it isn’t the (just) the management skills that are lacking – it is the confidence that you can make the transition.  I mean – these people might know rather more about you than they would do, were you a newly recruited manager coming into the company for the first time.

Perhaps there are other people who didn’t get the promotion you got and you are concerned about managing them in case they feel resentful.  Maybe you have been out drinking with the team you are now managing, and they have seen you at – shall we say – less than your best.

The fact is, that whether you lack confidence because you have had no training, or because you have previously worked with the people you are managing, there is only one solution.  And that is to decide to be confident.

Easily said I know – but it really does come down to realising that someone somewhere thought you were up to the job, and the people you are managing deserve to have a confident leader.  Now that doesn’t mean that you have all the answers, and in fact you probably DON’T yet.  And that’s OK.  Please don’t pretend you do, or feel you have to go in all guns blazing, because that wont endear you to anyone.

But do be confident, that you are meant to be in this position and that you are capable of doing a great job.

Now there are skills, techniques and tactics you can use as a Manager, that we teach in our Think, Be, Do Leadership Model.  And if you think you could benefit from some help in this area, why not book one of our free monthly strategy sessions where we will share with you some things you can implement right away to help your confidence and results as a new leader.

Email me on [email protected] and let’s get you booked in!

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Jan Sargent is co-Director with Julie Hutchison of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

07947 823842 or 01722 484155

[email protected]

http://www.transformingperformance.co.uk

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2 Pint Sized Children Or A Pack Of Mongolian Business Owners?

No – it’s not a trick question, and neither is this…..

Have you ever thought about doing something new but then stopped yourself, because you thought It won’t work”  or “I am not that kind of person”, or maybe “It’s just too hard”?

Well, that was me last Sunday.

A lovely woman (Monica) who I met about 5 or 6 years ago, asked me what I was doing on Sunday.

“Relaxing with my 2 small children”, was my first thought, but then she put an idea to me that I found very curious, quite exciting and a little worrying too.

She asked me; “Can you deliver some training to my group of Mongolian Business owners?”

Err… maybe.

I was to deliver a two hour webinar (originally supposed to be 1 hour but then we realised that we needed translation as only 1 or 2 of them spoke any English!) to 25 Mongolian business owners who wanted to develop their leadership skills.

Monica saw our recent webinar about the THINK, BE, DO™ principles of 3D leadership, and realised that it doesn’t matter about country or language, when it comes to great leadership principles and practice – our 3D Leadership model JUST makes good sense.

I was a bit sceptical that we would keep their interest if the language barrier was too strong (my Mongolian is not word perfect lol).  However, we gave it a go.

What I found was that I had a ball and so did they! We got over the barriers, it took a bit more effort, more patience and a bit of jiggery pokery BUT I learned that there are people we can help all over the world even if we need to make a bit of extra effort.

I also realised that we should embrace the opportunities that come our way, and be brave and look how we can make things work, rather than letting unfamiliarity become a barrier. I needed to step out of my comfort zone, and just do it.

And because I did, we now have a bunch of wonderful people who want to join our new Leaders With Impact Facebook Group, lots of people signing up to our leadership tips at www.teamperformanceengine.uk and a whole load of new opportunities in another country.

So, what opportunities are you being offered and which of those are you taking up? Are you grabbing the opportunity and saying “YES” in true Richard Branson style?  Or are you leaving it on the table because it’s a bit out of your comfort zone?

Well, here’s my invite to join our facebook group too and if you like – go get our free leadership report and tips here.

But only if it is time to step out of YOUR comfort zone !

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk

time management

You Can’t Manage Time

Have you ever been on a time management course?  It becomes very clear very quickly that the title of the course about “Time Management” is probably an oxymoron.  I mean you can’t manage time can you?

I’m guessing that you, like me, have 24 hours in a day.  There isn’t much you can do about it.  You can be more productive of course, and you can learn how and when to delegate, but you can’t make more time, and you can’t manage it.  2pm is 2pm, not 2.15!

The only thing you CAN manage is yourself.  You can learn how to make sure you spend your time wisely – doing the things that will impact your business the most.  You can learn how and when to delegate and who to delegate to, to get rid of some tasks whilst developing someone else, which will free up some of your time.

People refer to this as ‘creating more time’ but that’s nonsense of course.  You can’t create time.  But you can ‘free up’ some time.

You can prioritise your tasks so the important thing get done and the non priority tasks are dealt with in another way, or not dealt with because they don’t need to be.

And most importantly you can begin to think differently about what you are doing and why YOU are doing it.  Because of course, all change, all actions begin with a change of thoughts.

There is a bit more to it than that, but we have discovered a formula which – when you apply it to your business – will help you create a bigger and better Impact in your business by using our 3 Dimensions of Leadership. There are 3 areas that will create high performing teams in your business so that you can reclaim a day a week, be more productive, happier and less busy. Your staff will be happier, achieve more and will be an engaged team working towards the goals of your business.

I need a bit more time to really go into detail about this simple process – so if you would like to know more I invite you to spend and hour with Jan and me, next week on the 11th October, when we are hosting a webinar.

Hope to see you there

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk

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How To Get More Done

It’s Thursday!  How is this week going for you?  Are you on track to get everything done that you wanted to achieve this week?  Or have you been derailed?  Have you been side-tracked, or even overwhelmed, with all the things that were not on your To Do list on Monday morning, but somehow, have appeared on it during the last 3 days.

And if this describes your week – is it JUST this week, or is this a familiar pattern?

You see, studies show To Do lists are not very useful in the quest for ‘getting stuff done’.  And there are many reasons for this but the number one reason is that people aren’t very good at estimating time.  (In a recent study only 17% of people were able to fairly accurately estimate time). In this specific context, they are not very good at estimating the time it takes to do something and therefore there is too much on their TO DO lists, and it’s probably not the right stuff anyway.

Well about a month ago we held a web class about getting more done.  Most people thought it was going to be about ‘To Do’ lists or other ‘time management’ tools or tactics.

Most people were wrong.

Because the key to getting more done has little to do with time management.  Let’s face it – we all have the same amount of time in the day.  And just working harder doesn’t create any more time.  If you have too much on your ‘To Do’ list, then just working harder won’t get it all done.  Prioritising won’t get it all done.  The only way to create more time for yourself, and get back a day a week (which is the theme of the web class), is to Think, Be and Do as a Leader.

The web class addresses these 3 areas in more detail – what does it mean to Think, Be and Do, as a Leader and how does that create more time back in your life? Let’s face it, most of us are ‘too busy’ and most of us run late for meetings and appointments – and if we only look at the ‘time management’ aspects of that then we are not solving the real problem.

I mean, sure – if you are constantly running late for meetings there are apps you can use to remind you/you can plan to leave earlier/or you can just stay as you are and hope people forgive your tardiness. None of these solutions actually solves the problem.  You are still too busy, which is why you are running late.

So, if you are finding yourself too overwhelmed with the “busy-ness” of the week, and this is not the first time you have felt like this, then this is one web class you should definitely make time for. The people who showed up for this web class when we ran it last month, loved it.  They found it gave them a different perspective and some actual golden nuggets (NOT the cereal!) that they could take away and use.

It also gave them the opportunity to book in for one of our free strategy sessions, that we occasionally offer to overwhelmed and overworked managers, like you.

Here is the link to watch the replay – Reclaim Your Week Webclass – at any time to suit you.

Or if you already know you have an issue with overwhelm and being too busy, and you know you would like one of the free sessions – then email me now on [email protected]

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk

Think, Be and Do Like a Leader!

How To Think, Be and Do As A Leader

The Think, Be and Do of Leadership.

Something Jan and I talk a lot about in our consulting role with business owners and leaders, is the Think, Be, Do principle.  You see as a Leader or THE Leader in your business there is always a lot of stuff to do, isn’t there?  In fact, some days, weeks or even months, can seem overwhelming because of the amount of stuff you have to do.  And if you are good at what you do, that can make things worse, because people will give you even MORE stuff to do.

Sometimes you take that on willingly because you want to help others, we see a lot of ‘people pleasing’ going on in some of our clients.  Other times you take it on because ‘no-one else knows how to do it’ or ‘no-one else can do this as well as I can’.  In yet other cases, you just think it would be quicker to sort it out yourself – ‘it’ll only take a minute’.  But that minute turns into 30, as do the other 3 extra things you added to your ‘To Do’ list and suddenly you are working past 8 pm and you still haven’t got to the original things on the list.

Well – I want you to STOP.  Yes – I mean right now.

Because very often the things we are ‘doing’ in our business, are not the things we really ought to be doing.  If you are being busy and not achieving much, then you are probably doing the wrong things.  And that will, in most cases, be because we are not BEing the Leader, and that is because we haven’t given ourselves time to think.

Take 5 minutes to do this little test.

Write down everything you have done today – I mean every task, every phone call, every internet search.  When you have written that list, look at it really honestly and tick ONLY the ones that it is not possible for someone else to do.  It doesn’t count if you can do it best, or if you don’t believe you have someone to delegate it to.  I mean that theoretically – it is physically possible – for someone else to do it.

Whatever you have ticked – is probably what you should be doing and all the unticked ones are stuff that you really should NOT be doing.

“Ah but Julie I don’t have anyone capable / I don’t have the time to train someone up / I can’t ask someone to (make me a cup of tea/go to the dry cleaners for me/answer my emails)”.

I hear you.  And I empathise….NOT.

Because they are all excuses!  If you are too busy, then your job as the leader is not just to keep going and hope that one day you will get to the end of the to-do list.  Your job is to start thinking like a Leader.

In order to be a Leader – you need to think like a Leader.  That means you need to look at things in a different way.  You need to take time to step out of the daily grind – as often as possible and at least once a day – and have a reality check with yourself (if there is no-one else in your business you can share with).  What would Richard Branson do right now with YOUR massive To Do List?  What do YOU want to do with it?

Once you give yourself time to step out and look in objectively – you begin to think as a leader. And once you are thinking like a leader you can then really BE a leader, and start to DO the things that leaders do.

Your staff, your suppliers, your JV partners and anyone else who relies on you, don’t NEED you to do the stuff that they can do.  They need you to do the stuff that ONLY you can do.  Does that make sense?  Which mean getting your head out of the doing, and into the thinking.

Now sometimes it is hard to see what you should and should not be doing.  And sometimes you can see it, but you just keep doing it anyway because it is easier – it is your comfort zone, and, frankly, you are the boss so no-one is going to hold you accountable for changing.

If that is the case, and you feel that some accountability or at least an objective outside view might help, then email me at [email protected] and let’s schedule a complimentary strategy session, to look at how you can change what you are doing.

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk

Be a Leader

Were You Born To Be A Leader?

Some people seem to be born to be a Leader, don’t they?  I’m thinking of John F Kennedy, Martin Luther King, Mahatma Gandhi, Alex Ferguson, Attila the Hun!  (I’m not comparing Alex Ferguson to Attila the Hun – just saying – they are both ‘born leaders’).

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

For others, the ‘born to be a leader’ thing just doesn’t fit.  Maybe they opened a business which became successful and they had to take people on.  Perhaps they worked for someone else and were so good at their job that they were promoted to be a leader in their company.

For whatever reason, the role of the leader does not come easily to them.  And that’s a big problem because if there is one thing that all great leaders have in common it is their ability to BE the leader.

What Does It Mean To Be a Leader?

What I mean by that is that they spend their time being the leader.  They do NOT spend their time, being the manager, the salesperson, the customer service rep, the accountant and the receptionist.

Do you?

Being a Leader means knowing what it is that other people do well and letting them get on and do it.  It means, knowing when people don’t have the right skills ad organising training or moving them to another role.  It means knowing when and what to delegate.  But above all, it means spending your precious time BEING the leader.

How well would it work if Richard Branson drove his own trains, or Alex Ferguson had a go in goals, or JFK made lunch for his important guests?  That doesn’t happen, right?  And it’s because those people know their role is not any of those things.

Now I am not saying there aren’t ANY occasions where you wouldn’t do something that one of your team could do.  Sometimes it is ‘all hands-on-deck’ and it can be motivating to see the leader joining in with the fun run, or speaking to a customer, or answering an email when everyone else has gone home for the night.

However, your main job as the leader is to BE the leader – be the inspiration, the motivation, the direction of the company and leave the operational and tactical tasks to people better suited to doing them.  Because, here’s the thing, they might actually be BETTER at that than you.  And even if they aren’t (yet) they might be good enough, and unless it is something that you LOVE to do and want to do – why would YOU do it, if someone else can?

Often when people see their profiles (which we create for the clients we work with), they are horrified.  We worked with a client whose challenging and – to some – argumentative style, was not helped by her micromanagement and general interference in unnecessary things.  She was feared and disliked in equal proportion.

When she saw her profile and how she was coming across to others, not only was she horrified but she also understood how her personal style was contributing to poor performance and to staff turnover.  She was not BEing the Leader, she was being the supervisor – and a bad one at that.

If you are interested in profiling yourself and your team and looking honestly at how much you are being the Leader in your business, then drop me a mail on [email protected]o.uk – as this is just one of many tools and structures we use to help you to develop yourself and other leaders in your business.

 

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Jan Sargent is co-Director with Julie Hutchison of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

07947 823842 or 01722 484155

[email protected]

http://www.transformingperformance.co.uk

 

goals

Goals – What’s The Point of Them?

You don’t need to answer that question – though you can if you like!   No, it was a question a client asked me, when we were discussing why his team weren’t performing as expected.

“I’ve worked out Jan, that there is absolutely NO POINT me setting any goals in this organisation because NO-ONE cares about them and they never achieve them – so what’s the point of having any goals?”.

Well, I could understand his frustration, because it is not the first time I have been asked that question, and probably won’t be the last.  You see there is a very big thing missing when goals are not achieved.  Before I tell you what that is let me share with you what normally causes it.

It may or may not surprise you to know that it is almost always the Leaders fault, when their team does not achieve the goals.  And it is caused by the lack of a proper strategy, vision and mission in the business.  You would be amazed by how many businesses do not have a written strategy, mission or vision.  And for those that DO have them, you’d be amazed at how many people do NOT know what theirs is.

And even when employees DO know what the vision, mission and goals are, they often don’t achieve the goals.  And that’s because……(drumroll)…

They don’t mean anything to them.

How Can The Leader Make Goals Achievable?

The common problem that I see with leaders setting goals, is that the goals are THEIR goals.  “So, why is that a problem Jan?”  I hear you saying.  “Isn’t that what a leader is supposed to do?”  Well, yes of course it is.  However, you really need to understand how goals work.

Goals only work if the people delivering the goals BUY IN to the process.

So your wonderful goal of £1 mill turnover – or £50 million or whatever monetary figure you choose, might be hugely inspiring to YOU, but to your team it probably represents a big fat, “So What?”.  And that’s if they even know what the goal is – because often I see goals that are under communicated – so that the teams delivering them aren’t even sure what the goal, the vision and the mission is.

You see, it is the vision and the mission that will inspire people, and that people can buy into.  The money is just a figure, and probably one that is too big for most people to get their heads around.

If you can communicate the WHY – i.e what is the vision of the company – or the team, and the mission, and then break that down into goals, well – that makes more sense.  If you can then communicate to people their place in the vision and mission and what the achievement of the goals means to them individually, and as a team, well that’s when it really starts to work.

So rather than the 5 million pound turnover that my client had as his goal, we got down to the nitty gritty of WHY that was the goal, and here’s where the interesting stuff started.  It turns out this business owner had a passion not just for his business but he wanted to be able to give back to his local community, in the form of funding an annual community event.

The other important thing about goals is – that they work best when set by the people who are delivering the goals.  Now that’s a whole other subject involving communication, collaboration and the thorny issue of how to make sure all the individual goals add up to the company goal.

Well back to this client.  As soon as he was able to communicate the vision to his staff, the magic began to happen re achieving the goals.  They caught the bug and knew what they were aiming for, and how important each and every one of them was in achieving the overall goal.

So, the question is – just how bought in are your staff to your goals?  Do they know what they are and WHY they are?  Do they understand the vision and the mission?  If the plans you set are not being achieved then either the team doesn’t have the skills to achieve them, or they don’t have the motivation.  Either way, if you’d like to talk it through, email me on [email protected]

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Jan Sargent is co-Director with Julie Hutchison of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

07947 823842 or 01722 484155

[email protected]

http://www.transformingperformance.co.uk

 

boat

Who’s Steering Your Boat?

Last week we were on a family holiday.  Always tricky to balance everyone’s needs on holiday but luckily my kids both like ‘doing’ stuff and my other half is pretty active too.  So, there we were, after a 10 mile cycle ride around Bewley – about to get in a 4 person canoe and have an adventure.  Well, I call it an adventure – but it was also a competition.  Not that I am competitive or anything (OK so I am, so what?).

The organiser explained to us that we needed someone at the back to steer, someone at the front to navigate, and then 2 in the middle to paddle.  So you will see us setting off with both me and Ronnie trying to be in charge.  In fact my lovely husband was trying very hard to make things easy for us – every time we had to change direction, he would tell us all to lift our paddles up and he would do it.

Only, that wasn’t the point.  We were told when we wanted to change direction, we should ALL paddle on one side. And if we wanted to turn even quicker one person could paddle on the other side but paddle the opposite way, if that makes sense?

It wasn’t going very well until …..

Well, before I tell you what we did to change things, let me ask you, does this remind you at all of any work situations you have been in?  It reminded me about a client I worked with a couple of years ago, who on the outside at least, seemed like the perfect leader.  He discussed with me how he felt that he brought all the team along with him, that they were all going in the same direction and everyone knew what the vision was, but he just wasn’t getting the results he was expecting.

Isn’t it funny how you can perceive something to be one way and everyone else perceives it a totally different way?

You see after spending some time with his staff, I can tell you – they did NOT think he brought the team along with him.  Yes – he was right – they DID know what the vision was.  But they had no buy in to that vision, because they got no communication from him about how they could help, and when they tried, invariably he would redo their work.

When I discussed this with him he was shocked.  He felt that he was caring for his team, not overburdening them, and re-doing work only when he could do it better so that they looked good to the board.  He felt he was protecting them when actually he was stifling them.

We discussed how everyone needed to be ‘paddling at the same time’, in order to contribute and also to feel their own value.  If he was going to take every single decision without including them, if he was going to do everything himself, then they would never have any buy in and never feel their own value in the company.

And that was a bit like our canoe trip UNTIL….

We decided we should follow the instructors advice and all paddle at the same time.  The kids came up with a song to keep us in time and we beat the pants off all the other families…..(cough cough) …I mean – everyone did very well, and taking part was the important bit. (But we DID win!…)

My question for you is – have you got a team all paddling in the same direction?  Or are you trying to do it all yourself and meanwhile disempowering your team?

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk

 

leader

How To Have Credibility As A Leader

According to recent surveys* 63% of people do not trust their leaders.  That’s depressing news but hardly surprising.  Quite apart from the recent challenges in social media, there has been a trend over recent years of people putting less trust in politicians and ‘media’ and more trust in social proof.

Interestingly in this years Edelman Trust report – there is less trust in ‘people like me’ and more in experts.  But the point is – overall – 63% of your staff probably don’t trust you.

And here’s why…

They Feel Unimportant

Something very common seems to happen in a lot of businesses.  They will hire someone they believe is the right person for the job, and then they don’t let them actually do the job they were hired for. Perhaps the leader doesn’t think they have the time to train or delegate – but if that’s the case – what was the point of hiring them in the first place?  If you don’t TRUST your people, they won’t trust you.  And trust is essential for a leader to have credibility.

They Have Been Lied To In The Past

I don’t mean that managers and leaders go around blatantly lying to their staff (although I have sometimes seen this one happening!).  What is much more common but just as erosive to the relationship and to your credibility as a leader, is when promises are made and not delivered.  When things are agreed but then not carried out.

Potentially the worst thing you can do as a leader is not carry out your promises, not deliver what you have announced will be delivered – whether that is to do with pay rises, more support, training or resources.

They Have Been Shouted At or Publicly Humiliated At Work

Oh no, you haven’t have you?  Some leaders think that the ‘ruling by fear’ model is the best way forward.  I can assure you it is not a great long term strategy – unless your company strategy IS staff turnover, in which case go ahead.  Balling people out in public is never a good idea, because – even if it is justified – the rest of the team will always wonder when they might be the next victim of your wrath.  And in many cases, the ‘shouting at’ is not justified, the manager has engaged mouth before brain, and in these cases they have crossed a line that should never be crossed.

They have caused an injustice in the recipients mind, and probably those of all the others who also knew the real facts and therefore the injustice of the situation.  And once someone feels there has been injustice practised against them in a business, it’s the death knell of trust, the leaders credibility and the longevity of that individuals employment with you.

They Don’t See You Walking The Walk

This is such a biggy for credibility.  How can you possibly have any credibility at all in your company if you are not walking the walk?  Remember how Gerald Ratner wiped 500 million off the value of his jewellery company following a speech to the Institute of Directors in which he called his products ‘total crap’.  Not good to hear for customers, but equally disheartening for staff who might think they are doing a great job, to be effectively told they are selling crap to their customers.

If one of your company values is respect for all, but you are continually late for meetings, or talk about other managers behind their back (however frustrating they might be), then it is going to do YOUR credibility no good at all.  People don’t like people who talk the talk but don’t walk the walk.  I knew of a director who used to be very good at what they did but had come to a stage in their career where they thought it was OK to take the foot off the break and swan in at 10.30 or 11 in the morning bragging about the alcohol they had drunk with this or that footballer last night.  Far from being admired, his staff thought he was an a**.

Which brings me to my last point…..

 

They Have No Idea What Is Going On

It might have been ok for the director in the last example to come in at 11am every day.  Perhaps he was working from home for the other hours, because of child care responsibilities.  Maybe he worked at the weekend.  Maybe those were just the hours he had contracted with the board.  Who knows?   And that’s the point really.  No-one did know.  And therefore put their own interpretation on events.

And that is what always happens when leaders don’t communicate well.

When leaders don’t communicate the vision, then no-one knows where they or the company are going and may leave looking for opportunities that do/will exist in their own company.

When leaders don’t communicate what is being done about problems or challenges, people think they either don’t know, or don’t care.  Either way, they have no faith in things getting better and become or remain demotivated.

When leaders don’t communicate about themselves, their people can’t really get to know them, and when they don’t encourage their teams to communicate with them – then the leader doesn’t have all the information he or she needs to motivate or develop that individual or have any sort of relationship with them of trust.  And you know what we said earlier – without a relationship of trust, there is no credibility for a leader.

 

There are other areas that help to develop credibility – but the 5 above is a good start.

If you feel you would like more buy in from your team so you can achieve even better results, then drop me an email to [email protected] and let’s chat.

 

*Edelman Trust Barometer

 

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Jan Sargent is co-Director with Julie Hutchison of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

07947 823842 or 01722 484155

[email protected]

http://www.transformingperformance.co.uk

A sad dog - showing what happens when you let things fester

What Happens When You Let Things Fester

I was recently reminded – and not in a good way – what happens when you let things fester!

We have a lovely dog called Meg.  We got her from a kennels on a farm.  She had been used as a breeding dog, coming to us when she wasn’t able to breed anymore, and in some ways she was not looked after as well as she could have been. When we got her we knew her teeth were not the best, in fact they were pretty yucky and her breath….well…..even worse!

However, we thought that was just the way she was and there was nothing that could be done.  She was a happy dog, who just had a particularly bad case of “dog breath”.  We didn’t take the time to look into things any further.

And that was a big mistake.

Whilst we were operating under blissful ignorance about ‘the way things were’, under the surface, Megs mouth was turning into a festering situation.  Her face swelled and we discovered she had an abscess. So, the thing that we thought was “just the way it was” and would probably get better over time as she had a better diet, in fact did the opposite.  It got so much worse and ended up costing nearly £1k in vet fees to get sorted.

And that is a bit like your team.

No, I don’t mean they all have bad breath and festering ulcers.  But sometimes there is something festering under the surface that you think is going to sort itself out, just go away and that you can leave it.  And here’s the thing – you can’t!

Just like the abscess – if there is bad feeling or an underlying problem that is not being addressed, you cannot make the assumption that it will go away and sort itself out.  When there is something developing under the surface, annoying people, growing bad feeling, low motivation and general unrest, then believe me – one day it is going to blow up.

And when it does – when the brown stuff really hits the fan – you now have a more difficult, longer term problem that is going to cost you much more in terms of sorting it out.   When a small problem becomes a big problem due to lack of attention, then it takes more time, more effort, more money, more stress, more inconvenience, more trust building…… just more of everything to put things right.

Look at Facebook. For years there had been rumblings of unrest, issues around data privacy, which Mark Zuckerberg and his team blithely ignored believing in their own supremacy perhaps, or that the good outweighed the bad so they didn’t have to deal with the bad.

And because of this blissful ignorance or blatant ignoring of warning signals, Facebook had a MAJOR issue in early 2018, which cost a lot of money, much loss of face, a whole heap of backtracking and man power and resulted in a quickly implemented solution which itself was not thought through and caused further problems (including putting several companies out of business).

They have survived, but not every company dealing with this level of unresolved issue does survive.  Look at Barings Bank.  The problems caused by one individual (and ignored by others who should have had better systems in place to pick up on underlying problems) brought down a bank that had traded for 223 years!

So, my question this week is, what is festering in your business?  If you are leaving it to disperse on its own – it won’t. That team whose performance is dropping month after month; that individual with rocketing time off sick; that department that gets the most customer complaints; that team manager who keeps going ‘off piste’. These issues just won’t resolve themselves.

So, what are you going to do about it?  Email me to arrange a confidential conversation on [email protected]

3D Leadership – dynamically enhancing the results of your business’™

At Transforming Performance, we believe that there are 6 crucial areas of Leadership: focus and direction, mindset, engagement, skills, impact and systems.

Transforming Performance can help with our Accelerate Your Business™ and Accelerate Solo™ programmes.

Julie Hutchison is co-Director with Jan Sargent of Transforming Performance, a consultancy which provides businesses with expert support in Leadership Coaching, Team Development and Performance Coaching, Executive Coaching, Mentoring, Training and Behavioural Profiling and help in getting the best from you and your people. If you’d like to have a chat and a coffee to discuss how we can help you, we’d love to talk. Call us on:

01722 484155 or 07947 823842

[email protected]

http://www.transformingperformance.co.uk