Leadership

Apr

2024

Evolving as a Leader

“What got you here won’t get you there.”

Marshall Goldsmith

I first heard the above quote while listening to leadership expert John C. Maxwell. As I have had the opportunity to work with different leaders and also in my own life I have realized the truth in this statement.

Recently I read Pour Your Heart Into It by Howard Shultz, the founder of Starbucks. As he shares his journey leading Starbucks, he highlights ways he has had to evolve as a leader. As you read the four phases of his evolution as a leader, take time to evaluate where you are in your leadership journey.

Dreamer

In his classic book Think and Grow Rich Napoleon Hill highlights how he found the successful people he studied had a burning desire to accomplish their goal. In the beginning of anything we want to lead we have an idea or dream we are pursuing.

Shultz saw the dream of what could be in cafes in Milan, Italy and returned to Seattle to propose his idea to the owners of the original Starbucks. In the beginning you have a dream and must fight for that dream to help make it become a reality.

Entrepreneur

The dream has rooted and is exiting the start-up phase that requires great amounts of hustle from you as the leader. Now it is starting to develop a life of its own. As an entrepreneurial leader, you are constantly testing new ideas, failing, adjusting the plan and re-entering the process.

Leading from this stage requires courage and flexibility. Courage to try new things and flexibility to adjust plans quickly. This is the second growth stage.

Professional Manager

The organization is now entering another growth stage requiring systems and processes to enable it to scale to the next level. As a professional manager leader you create systems and processes and work through other people to accomplish the vision. Leaders in this stage may have to face a big mental hurdle: letting go of control.

As a leader in this stage you do not have the capacity to be involved in every aspect of the business. Because of this you either develop systems or hire people to complete certain tasks. In this stage you still have a strong sense of the daily operations, but cannot implement all the work and begin to be more strategic in creative innovations.

Leader

As Starbucks scaled into a diversified international organization Shultz realized he had to evolve again. This change was him becoming the leader. He already was leading at each stage, but he had to become the visionary of the organization and depend on his team to inform his decisions.

As a leader in this stage you focus on thinking about future opportunities and coming alongside your team to overcome major organizational obstacles. When your organization has grown to this level, develop a team of people around you smarter than you in the area they lead who inform you. Then together you will make good decisions on what is best for the organization.

As you look at these four stages, which stage are you in now? Do you need to grow into a new stage? If so, which one? Need help to grow your leadership? Contact me for a no-cost discovery call to explore ways I may be able to help you or your team evolve as leaders. Lead Well.

Mar

2024

Determining the Best Seat for Your Team Members

You have just been put in charge of a team. You have a clear vision of what the team needs to accomplish and the timeline it needs to be completed, but you don’t know the team very well. You need to determine the best spot for each team member. Jim Collins refers to this idea in his book Good to Great as finding the right seat on the bus.

Let’s imagine you are leading a sports team. The first thing you will do is assess skills in order to determine the best position for each team member. As a leader in an organization a few tips may help you in determining the best role for your team members.

Personality

Many personality tools exist. My personal favorite is the Maxwell DISC Personality Indicator which I use in workshops. This tool is easy to use, understand, and apply in a team setting. How does this help you determine the best position?

We are all different, but we are predictably different. When you understand each team members individual behavior style you can more effectively communicate with them. At times we may be frustrated by a team member but can’t identify why. It may not be their behavior or performance, but their personality may aggravate us.

When we understand the difference between each personality, we can understand what role may be the best fit. For example, a reserved person may not seem like a strong salesperson when in reality the clients they attract are very faithful. An extremely outgoing person may seem lazy because they don’t complete paperwork, but they may require more systems or support.

Work Strengths

Just as we are predictably different, we are all unique in the strengths we bring to the team. Some of us are more visionary while others are more naturally bent toward execution. How do we determine team member’s strengths?

Observe

Take time to watch and see what comes naturally for the team members. Also, listen to what others say a team member does easily. This is a sign of a strength they may have. As the leader you can also provide opportunities to help them grow and develop. If it comes easily for them then it may be a strength.

Assess

I often use Working Genius, a tool I have found helpful for objectively understanding an individual’s work strengths. This tool helps individuals understand what type of work provides them the most energy and fulfillment. Understanding this will help you clarify roles and responsibilities to match fulfillment and, therefore, improve results.

Skills

What is the difference between strengths and skills you may be wondering? Unlike a strength, a skill may be something a person has learned over time and may not always be natural for them. For example, some people are natural and comfortable communicators. On the other hand, some people appear that way because they have worked on their skills.

Take time to ask a person what they have done in the past to learn their skills. Keep in mind that just because they can do it does not mean they want to do it all the time. When we put someone in a seat who has the skills but not the passion it will lead to burnout. Observe where people have the skills and are energized and you will find a good seat.

If they have the energy, but not the skills and are willing to learn. Take the time to train them and you will have a person that learns how to fit into that seat and thrive.

Take some time and look at your team members’ personalities, skills, and strengths to determine where you can put them to get the best results. Need tools or help assessing your team members? Contact me to discover how I could serve your team and provide resources to help them grow to their full potential. Lead Well.

Mar

2024

Lead Like an Explorer

Not long ago, I was watching a movie about Jeff Bezos and his story of starting Amazon. In one specific scene, he is at the library meeting with the CEO of Barnes and Noble at the time.

During the meeting the CEO describes himself as a conqueror while making a significant offer to Bezos to buy his idea. Toward the end of the conversation, Bezos replies that he is not trying to be a conqueror, but an explorer.

So, what does it mean to lead like an explorer and not simply try to conquer? Imagine leading like an explorer, forging new paths and constantly seeking new opportunities. Whether you lead a team at work, a group of volunteers, or just your family, you can adopt the mindset and approach of an explorer to take your leadership abilities to the next level.

Curiosity

Bezos had an idea of how to leverage the growth of online commerce, and according to the movie, he brought it to his boss at the time to use to grow their business. His idea was not embraced. He became curious about what he could do to take advantage of this opportunity he saw.

Leading like an explorer requires a sense of curiosity and a hunger for discovery. Explorers are always seeking new knowledge and understanding, and as a leader, you should encourage your team to do the same. Embrace the unknown and encourage innovation and creativity. As an explorer, you are unafraid to take risks and try new things. Encourage your team to leave their comfort zones and pursue new opportunities.

Resilience

As Bezos stood in his kitchen discussing the possibilities with his wife he made a decision. He was going to quit his safe, stable, and profitable job to start a business that he had no idea whether it would succeed.

As he made multiple phone calls to friends he was rejected. People did not understand or possibly believe in the idea so they were not willing to invest. This did not deter him. He continued to pursue the idea.

A leader who has an explorer’s mindset understands the journey is not always easy, and they are prepared to face challenges head-on. As a leader, it is important to instill a sense of resilience in your team. Encourage them to persevere in the face of adversity and adapt to changing circumstances. When you lead by example and show resilience in your actions, you can inspire your team to do the same.

Communicate Effectively

According to the movie, Bezos was in the library, where he got the idea for the name Amazon. As he met with this high-powered CEO Bezos made it clear he could not be bought. Shortly after returning to the garage home office, he communicated the vision and the plan for the future to his small team.

Explorers must communicate effectively. When you lead like an explorer you are in unknown territory and have often inspired some others to join you on the journey. Explorers often work in teams, relying on each other’s strengths and expertise to navigate through this unfamiliar territory.

When leading like an explorer, foster a culture of collaboration and open communication within your team. Encourage the sharing of ideas, active listening, and mutual support. When you communicate effectively, you build a strong and cohesive team that can overcome any obstacles coming your way.

As a leader, you may be in a stage where you need to lead like an explorer. Maybe you need to take your team into uncharted territory to grow. Perhaps you are starting something brand new. Which of these areas do you need to succeed in? Need help thinking into any of these areas? Contact me to experience a powerful coaching session at no cost to you. Lead well!

Mar

2024

Three Ways to Create an Inspiring Environment

Many years ago I was visiting with the strength and conditioning coaches of a very successful professional football team. I had one goal in mind: to understand how they motivate their athletes.

I was talking with the head strength coach ready for some wisdom on how they motivate their athletes. Guess what he said.

“We don’t.”

Needless to say, I was a little deflated at that point and also curious why. Many years later I have heard other leaders in the business world say similar things. So, what does a leader do if we don’t motivate our team members?

I am going to suggest we create an environment that inspires them. We may not be motivating them because we hired them to do a job and don’t feel we should have to. Could it be we have a responsibility to create an inspiring environment? Allow me to provide three ideas on creating that environment for your team.

Understand Their Style

Every one of us is different. We are predictably different though. I have a file on my desk with the results of multiple assessments I have taken to understand myself. One of my favorite, which I use in trainings with organizations, is the DISC assessment.

This tool helps you understand an individual’s personal behavior style. How does this help you create an inspiring culture? Each person is inspired a little differently. Some are inspired by a goal and challenge, some by relationships, some by being a part of a team, and some by precision. When we understand the individual and collective style of our team, we can then create an environment that brings out the best in the team and each individual.

As we speak their style, we connect more effectively and inspire more powerfully.

Sort Out Their Strengths

The human experience can cause us to focus on our weak areas and how to improve them. What if we flip this, focus on our strengths, and use them more frequently? When we position people on our team so that they are working in their areas of strength, we get improved results.

People who work in their strengths will be in flow, enjoy their work, and perform at a higher level. The Maxwell DISC Personality Indicator has helped me understand individual leadership strengths, but I have also used another tool. The Working Genius helps individuals see their work performance preferences and what gives them the most fulfillment.

As a leader who understands these two areas, you will begin to be equipped to create a more inspiring environment.

What is Their Why?

Of the three, this is the most important. When facilitating an ongoing leadership academy I continually remind the leaders in the room to “align the whys.” The team you lead has a purpose, why it exists. Each individual also has a purpose, why they are on your team.

As the leader your job is to understand each individual’s “why” and align it with the teams. For example, if they work to provide for their family and the organization offers more money with increased results then you can remind that individual how their performance helps both the organization and them accomplish their purpose.

As you look at these three areas, which do you need to work on with your team? Need help understanding your team member’s style and strengths? Contact me to discuss how I may serve your team and help you strengthen them and partner with you in building an inspiring culture. Lead Well!

Feb

2024

Five Tips for Building Your Team

I have a family of five. Sometimes we have gone into the city to help at a homeless shelter. This is a great experience but it is limited if only a couple of us go. When all five go, we serve more people faster.

Similarly, as a business leader, one of the most important factors in your success is the team you surround yourself with. Building a healthy, efficient team is essential for the success and growth of your company. You may be faster alone, but you will go farther with a healthy team.

Let’s look at some areas to consider when building your team.

Right People

First, it’s essential to hire the right people. Look for individuals who not only have the required skills and experience, but also align with the values and culture of your company. These individuals will help drive your business forward and contribute to its success. When values align this ensures your culture will not become tainted.

Team Environment

Once you’ve brought the right people on board, it’s crucial to create an environment that fosters teamwork and collaboration. Encourage open communication and create opportunities for team members to collaborate on projects and tasks. A healthy team supports each other and works towards a common goal.

Develop Them

Provide your team with ongoing training and development opportunities. This not only helps them grow and improve their skills, but it also shows that you value and invest in your employees. By investing in your team, you’re investing in the future success of your company.

You may ask, “what if I train them and they leave?” What if you don’t and they stay? Helping them grow and encouraging them to help others grow will only benefit everyone on the team.

Positive Culture

Early on I did not realize the power of culture. The reality is culture will eat your leadership for lunch. Team members who feel valued, respected, and appreciated will provide much better effort and pass this on. A positive company culture not only leads to higher employee satisfaction, but also increased productivity and performance. (There is much more that could be said about this so I have included some past blogs and additional reading on the topic at the end of this post.)

Example

Finally, it’s important to lead by example. As the leader, your actions and behavior set the tone for the rest of the team. Demonstrate integrity, accountability, and a strong work ethic. By leading by example, you’ll inspire your team to do the same and create a healthy, positive work environment.

Building a healthy team takes time, effort, and dedication, but the rewards are well worth it. A strong, efficient team is essential for the success and growth of your business. Which of these areas do you need to focus on during the next week or month? Need help with developing your culture? Contact me to discover ways to help strengthen your culture and grow your team at the same time. Lead Well!

Recommended Books on Culture

The Culture Code by Daniel Coyle

The Advantage by Patrick Lencioni

Culture Rules by Mark Miller

Past Blog Posts on Culture

https://wheelercoachingsystems.com/8-types-of-culture-which-is-yours/

https://wheelercoachingsystems.com/culture-what-makes-it/

https://wheelercoachingsystems.com/five-tips-on-building-a-healthy-culture/

https://wheelercoachingsystems.com/generosity-a-key-to-team-culture/

Feb

2024

Leadership Lessons from Presidential Leaders

Each year I like to take time to help us draw out leadership lessons from presidential leaders. Think about it, the presidents of the United States have faced some of the most daunting challenges and have had to make tough decisions that have shaped the course of history. As citizens we can easily criticize and share our opinions just like fans of a football game can criticize the coach, but unless we have been in their seat, we really don’t understand the pressure. You face your own pressures as a leader. Let’s take a moment and look at some lessons we can learn from past presidents.

Effective Communication

One of the most important qualities of a successful leader is the ability to communicate effectively. Time and time again, we have seen presidents who were able to connect with the American people through powerful speeches and clear, concise messaging. Whether it was Abraham Lincoln’s famous Gettysburg Address or Franklin D. Roosevelt’s fireside chats, these leaders understood the importance of rallying public support through effective communication.

Calm Under Pressure

The President never knows what problem he will wake up to. The presidency is perhaps one of the most high-pressure jobs in the world, and yet the best leaders have demonstrated an ability to stay composed in the face of crisis. Whether it was George Washington’s leadership during the American Revolution or John F. Kennedy’s handling of the Cuban Missile Crisis, these leaders remained calm and collected even in the most challenging situations.

Develop a Strong Team

In the book Team of Rivals Doris Kearns Goodwin highlights the fact that President Lincoln had a team of different thinking individuals in his cabinet, some were his rivals. He understood that effective leaders build strong teams. No president can run the country single-handedly, and the best leaders have understood the importance of surrounding themselves with a strong team of advisors and experts. Whether in war or peace presidents have carefully built teams around them that would help inform their decisions. The model of Lincoln was he surrounded himself with people who thought differently. This helped him get diverse perspectives in decision-making as well as insight into how others thought.

Decisive

Presidential leaders have often demonstrated a willingness to make tough decisions, even when they are unpopular. Whether it was Harry Truman’s decision to drop the atomic bomb on Japan or Lyndon B. Johnson’s push for civil rights legislation, these leaders were not afraid to make difficult choices in the face of intense opposition. In doing so, they were able to make lasting and meaningful change.

How are you doing in these areas as a leader? Take a moment and evaluate how effectively you communicate, how calm you are under pressure, how diverse your team is, and how decisive you are in decision-making. Which of these areas do you need to focus on during the next week or month? Need help growing in one of these areas? Contact me for a powerful coaching experience to help you think into your results and grow as a leader. Lead well.