Posts

Leading Through a Downturn

I recently facilitated a Leading Through a Downturn session for leaders in the energy industry.  Knowing you’re in a cyclical business doesn’t make the downturn any less painful.

Impact of a Leader

Leadership can have a huge impact on whether companies and people survive or thrive. Warren Bennis, an organizational consultant and author of many books on leadership, said, “A leader doesn’t just get the message across. A leader is the message.”

Recipe for Success

In an exercise on creating a “Secret Sauce for Successful Leaders” my client team identified these ingredients:  vision, communication, confidence, positive role modeling, reliability, trustworthiness and transparency. They also suggested adding generous dashes of encouragement, motivation, appreciation, fun, coaching, caring and steadiness.

Next steps included “How to Avoid Burning Your Fingers” – developing a plan for dealing with potential distractions that might prevent them from using their secret sauce — and “Why We Shouldn’t Skip Dessert” — celebrating successes in ways that motivate people.   Check out https://csbryan.com/dont-burn-your-fingers/ to find out what happened.

Celebrating with Gratitude

I am celebrating the fifth anniversary of founding my executive coaching and team development practice. The time has really flown by because I love what I do. I have had the privilege of working with and learning from amazing clients. It has been incredibly rewarding to hear clients say, “My colleagues and my family can tell I have been working hard to improve.” That means they are getting it — and applying it in all aspects of their lives.

In the process of completing my certification in Organizational Dynamics, I was reminded of the importance of recognizing people who have had an impact on my career. Thank you to those who encouraged and supported me, those who challenged me, and those who tried to hold me back. I wouldn’t be here without all of you.

Have you acknowledged the people who have helped you along the way? It’s never too late …

 

It’s Like Riding a Bike

Holding Onto the Seat

Do you remember learning to ride a bike?  Someone probably held onto the back of the seat and ran alongside you a few times.  Then they encouraged you to try it on your own.  You wobbled a little before falling and skinning your knee.  Depending on their approach, you either kept trying or you gave up until they pushed you back outside and made you do it again.

But Not Too Long

In my coaching practice, I see a lot of leaders who are discouraging their teams by holding onto the bicycle seat too long and micromanaging.  Understandably, they don’t want anyone to fail but they don’t realize the importance of encouraging people to learn from falling down.  In these situations, I work with my clients to become effective leaders who equip people with the tools and support they need and then let them do their jobs.

Micromanagement or Motivation?

In the book What Leaders Really Do, John Kotter points out that, “Motivation and inspiration energize people, not by pushing them in the right direction as control mechanisms do but by satisfying basic human needs for achievement, a sense of belonging, recognition, self-esteem, a feeling of control over one’s life, and the ability to live up to one’s ideals.”

I invite you to envision what you and your team could achieve if you trade micromanagement for motivation.

How Can You Help Others Handle Loss?

loss

What is My Role?

Recently, I have been very aware of the impact of loss on family members, clients and friends who have lost loved ones or learned of a terminal illness.  While I knew this was an inevitable part of life, I struggled to understand my role in these situations.  In some cases, it was to provide comfort in a very personal way.  In others, it was to offer a prayer that comfort would be provided by someone else.

 

Five Stages of Grief

Have you wondered how to help a friend or colleague who has suffered a loss and is dealing with profound sadness, confusion and fear of what lies ahead? You may be familiar with the five stages of grief as defined by Elisabeth Kübler-Ross and David Kessler:

  • Denial
  • Anger
  • Bargaining
  • Depression
  • Acceptance

They point out that not everyone goes through all five stages and may not experience them in this order, but it can be useful to have some idea of what to expect.  The website grief.com has good suggestions for what to say and do.

 

It’s Not About Me

One thing I have learned is that focusing on the other person rather than myself helps us both.  I invite you to keep that in mind when someone you know is grieving.

Recipe for Success: ASK for What You Need

what you need

In a recent team building session, the participants said they really enjoyed learning more about their colleagues and appreciated understanding themselves better.  They also valued the opportunity to practice what I call the recipe for success – asking for what you need.

Accept Responsibility for Getting What You Need

Whether coaching an executive or working with a team, my message is the same:  learn what you need and ask for it.  It can be really hard for high achievers to admit that they need something from someone else, but no one succeeds in a vacuum and we can’t expect others to read our minds.

Specifics Help You Tell Others What You Need

Most people are willing to help their colleagues, and being specific makes that easier.  If you need more time to reflect on a complex issue and you are being pressured to make a decision quickly, you could explain, “I can give you an answer now or I can give you a better answer at noon tomorrow.”

Know What Contributes to Your Success

You may be a very team-oriented person who also needs to have your individual efforts recognized.  Your colleagues are probably not aware of this need because your usual behavior doesn’t give them a clue.  This makes it especially important for you to let your boss and key colleagues know that you are a lot more productive when you are able to measure and receive feedback on your performance.

Now that you have the recipe for success – whip up something good!

Don’t Push Me!

push

My trainer kept saying, “Come on, you can do this!” even though I told him my foot wasn’t rehabbed enough for jumping.  The more he insisted, the more resistant I became.  I will push myself pretty hard, but not to the point of potentially doing damage.

How Much is Too Much?

Because he wasn’t getting it I questioned my own approach to pushing my coaching clients beyond their comfort zone. It is one of the toughest things I have to do, but discomfort is sometimes necessary to stimulate behavior change.

Stretch Without Breaking

Leaders also have to find the right balance when pushing their team members.  The best way to provide challenges that will stretch people without breaking them is to invest the time to learn:

  • What motivates the person
  • What de-motivates them

Where to Start?

A personality assessment like the Birkman is a great starting point, so contact cheryl@csbryan.com if you would like to explore how to add this to your leadership toolkit.