Leaders hold the key to solutions for their teams. Leaders who own their journey and story, share in a way that teaches others, and continuously work to write a courageous ending, know that life is still a struggle at times. It’s all a part of the journey. They know that leaders of all abilities experience life and work and ever-present challenges. They also know that the responsive and responsible leader has a key to progressing through these challenges in a way that provides guidance and direction to the team that she/he leads.
Challenges exist. Leaders who are aware of what matters now and what is truly important, view and handle challenges differently than those who get stuck in the challenge. They have a unique key. It’s the key to their success and the success of their team.
In my work with clients and their teams, I guide them through work and life challenges and keep them on the tract to success. Learning on the journey is an experience that benefits us all.
I have a client who’s had a tough first quarter. His company is facing financial woes of serious levels and, of course, this is impacting his team.
Some of the distress can be attributed to the economy. Yet a major part is due to three errors of a freshmen employee’s continued poor judgement. Let’s take a look at those three, correctable errors:
- lack of knowledge
- limited insight
- need to be viewed in a specific manner
My client is not communicating effectively in a way that supports his senior team. The senior team [all with ten or more years in their roles] is failing to hear from him what is important and what matters.
They [the team] are frustrated with his style and his ability to personally remain calm and peaceful in the middle of the current events. It gives them a sense that he doesn’t experience the stress and concern in the same way that they do and this creates a divide, instead of a sense of cohesiveness in the face of adversity.
They admire and want his key to a more meaningful, satisfying and joyful trek but, without communication, it seems like they are doing it wrong. They’re stressed, concerned, and anxious and his calm demeanor only serves to heighten their concerns, increase their stress, and raise their anxiety. Each of them has no idea how to have calm and satisfaction. They could learn if he shared his key with them.
Things are tough. The team is stressed, fearful, and, in some cases, falling apart. Their leader is following up, holding people accountable, and getting work done, amid emotion, conflict and, sometimes, the extraordinary push-pull of people.
The call of distress from one of this leader’s team came on a day when my own challenges for the first quarter have been tough. These are the times I am most true to myself and cautious to do my best not to compromise who I am, and, sometimes, that can be very hard for me.
My question for the caller was: “Do you really want his calm, peace, and level of satisfaction?”
The reply: “Yes.”
Follow up question: “What are you willing to look at and/or change to have it?”
His reply: “I don’t know.”
Follow up: “Give that some thought and we can set up a career chat call on [day and time] to discuss your answer.
Often people want what others have. Calm, peace, meaning, and a level of satisfaction rarely come without the willingness to give up something.
If you are ready for a change and your own career chat give me a call.
Cindy, this is a very insightful look at the struggles of leadership. I admire your admission that sometimes it is difficult to stay true. It is so true that leaders forget to share what is their personal “key.” Sometimes they are oblivious of what their team perceives, sometimes they are afraid of being too personal in sharing. Thanks for the post.
Lilia – thanks for your comments – you’re right some are oblivious and for others it can be tough to share. Fear is easiest to overcome when it is out in the light of day!
And, I might also add that sometimes dissatisfaction is a true motivator. It’s important to think about that too. Sometimes calm, peace and relaxation are great but when some things need to change, tapping into a sense of dissatisfaction can stir up action. I might ask the caller if the peace was motivating – or what he’s looking for his leaders to actually do and feel… Perhaps it may help him gain some insight. I do love the ‘giving something up’ in exchange for what you want – as this is quite often the case.