Intro – what is this and why?
I strongly believe that to improve as a leader or at anything in this life you need to reflect on yourself. You need to be willing to dig up those failures and put them up on a wall to analyse what you did wrong, why you did it and what you could do better. This is what I plan on doing using this blog. In these posts, I am going to dive into my work as a leader and identify where I can improve. I will be honest in order to learn and to hopefully inspire others to learn and grow as well.
To read more about how you can have a healthy mindset about failure and make it a learning experience that propels you to success – check this post out!
The quote good
“Everyone shines, given the right lighting.” – Susan Cain
Everyone has different strengths and weaknesses. As a leader and manager, it is your responsibility to take the time to understand the strengths and weaknesses of your team, so that you can create the right environment for them to succeed! You need to be able to pivot and adapt to the way people work best in your team and organisation – that’s when you will see them shine. You need to give people the opportunity to be at their very best – don’t be a detriment to that. What can you do to give introverts in your team and organisation the opportunities they need to succeed and flourish? What can you do to give extroverted people that same opportunity? The point is that people are different and have different needs – you need to spend time understanding those needs so you can respond appropriately. Don’t assume you know what people need!
Last week I did something I find super uncomfortable and scary – I networked. I joined a #LinkedInLocalLondon event and met some new and interesting people. I was super nervous, to begin with and was way out of my comfort zone but it was definitely worth it. I met some great people, had some fantastic conversations and expanded my comfort zone by mingling in my optimal anxiety zone (as I talk about in this post). Networking opens up great opportunities for you to learn new things and to grow.
I believe that giving people open and honest feedback is one of the most important things you can do as a leader and as a person. This week I learnt that some of the feedback I had given someone was incomplete. I said to them they should improve on a particular aspect of their communication. I noted the impact it was having and why it should be changed. What I didn’t do was give them how. How do they get from where they are to where I am suggesting they should be? I failed to give them an improvement plan. Fortunately, they recently got in touch and asked for one. Next time I give feedback I need to ensure I also outline some possible steps for the person to take to improve as it isn’t always obvious.