Leading For Impact
Whether you are a small business person or a corporate executive, getting the best work out of your people is one of the most challenging aspects of leadership. It takes more than attractive compensation packages and inspirational pep talks. It takes creating a culture of trust that unites people together around a common desire to give their best. Here are five steps any leader can take to build a relationship of trust with their team.
Add to the mix the shift from in the office to a hybrid structure where they are working from home some days, at the office other days, and whether this arrangement will remain or continue to change.
Problem-solving and change management are very close to one another. I see it in the pattern of behavior where leaders resist change and avoid problem-solving.
Why is this?
It is actually quite easy to pinpoint. Here are two of the reasons.
First, they have never learned how to solve problems.
Second, they correctly assume that solutions imply change.
I recently published a short book called Solving Problems: A Guide To Being A Person of Impact. Yes, it is simply a book on problem-solving. It helps people learn a simple process for solving problems that can be applied in almost any situation. It is based upon my Circle of Impact model of leadership.
When people solve their own problems, they also gain skills in communication, collaboration, and innovation. All are leadership skills that everyone needs to acquire regardless of the position that they have in the organization. What, then, is the impact of this approach to leadership. In simple terms, it moves an organization from being leadership starved to being leader-rich. More definitively, it decentralizes the capacity of an organization to solve its problems. I saw this effect in an organization that I served many years ago. Small problems flowed up through the hierarchy to the vice-president’s desk. By then a problem had turned into an issue between the company and the union. When the company implemented a program to train and support all their employees in practicing these leadership skills, the trust level in the company grew, ultimately gaining the awareness of Forbes magazine in their annual list of most trustworthy companies. This is the potential that results from elevating the leadership capacity of people.
The stresses and strains of operating a business have grown considerably over the past twenty years. One of the outcomes is the changing role of leadership. Throughout history, a leader was thought of as a person of influence. What is influence? Really. What is it? How do you measure it? Is this a perspective that will serve us well as a global community with an uncertain future?