In my experience, when the team underperforms, there’s a confidence gap somewhere.
Is it in the team? Or, is it in you?
It could be the team lacks confidence because there’s no vision for the future. Or their confidence has been eroded by bad management or poor delegation. Maybe they just lack skills or motivation.
But it could be because the leader isn’t confident in leading…
Could more confidence enable the leader to effectively inspire and motivate the team more easily? Could the team perform better as a result?
If you as a manager are working late every night, perhaps you’re managing and forgetting to lead. Maybe you are working IN the business, instead of ON it. If you lead them in a different way, they could perform better, take on more of your tasks, develop their skills.
Change your thinking
Changing from manager-thinking to leader-thinking doesn’t always come naturally. It’s a change of identity after all. Sometimes it feels arrogant to assume leadership status. But the team feels invigorated when we show leadership.
This is where personalised attention working closely on just what you need, can be the most effective way to develop those leadership qualities – speedily and easily.
That’s what I do. I help you change your mindset when it’s stuck in an unhelpful place. And your patterns of thinking. Sustainably.
Here are 3 ideas to get you started.
1. Get to the heart of it
Use the process that I use:
- Learn what makes people tick, what their aspirations are and their areas to develop. Then find ways to coach them using ideas that resonate with them.
- Don’t throw solutions at your people and say ‘do it this way’.
- If you need to teach, use their language and what matters to them.
- Help them be excited. Help them find their ideas and use them for solutions – for them, and the organisation.
This is how I work, with that care, that attention, that detail.
It enables clients to optimize their strengths and turn challenges into solutions. Along the way, they address other barriers and issues that they thought were lost causes. It strengthens them. And it gives you and your organisation new ideas, new ways of doing things.
2. Double the impact
Always aim to ‘double the impact’. Help your people be doubly effective. Aim to double your own effectiveness too.
It might not be obvious but making people feel different is the beginning. Then they more easily find the confidence to develop and improve perfomance, rather than “flatlining” at the same level they were always at.
When people feel different, they act differently, approach tasks and order their workload differently.
So if you know you manage more than lead, whether you are just starting out or the CEO of a successful organisation, I’d love to work with you on what you want to accomplish.
I’d love to “ignite the leader in you” as I did for one of my clients recently. He said:
“Alison will help you to improve the way you manage, lead and communicate with your team, your customers and your market. She’ll boost your confidence, make you think like a leader, act like a leader. She’ll make you believe you’re a leader and that’s half the battle.”
That worked for him.
I’ll find what works for you too.
3. Focus on Closing the Impact Gap
I show you how to notice your “Impact Gap”, the situation where you know or sense that something isn’t working, that you aren’t at your best.
Then, working together we close or eliminate the gap, so you achieve the impact and respect you seek.
Most of us find it hard to be great or at ease in all situations. We’re fine in many contexts, even amazingly successful, but in others we feel less comfortable and it shows.
For instance, your natural self might be charming and articulate. But you lose that, say, when you present to a group of potential investors.
Or, you might be endlessly confident but sometimes you bore people by talking too much.
Tip: One way I help my clients to be more impactful is to focus on the S-Factor, their Successes and Strengths. Then I teach them how to transfer success to situations where they lack impact.