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Leverage Your Results Through People Leadership

SUMMARY

In many situations, there's a balance between you doing what you need to continue to do yourself and getting others to do it. When this area is not taken care of, what a lot of “leaders” do is just focus on their own stuff. Then there are people in their team who are not getting the support and accountability they need.

Being a leader of people can be one of the most rewarding parts of your career. However, if you don't have these foundational skills to help you in your personal, professional and people leadership, it can be tough on you and the people you're leading, and the outcome for the greater good is not what it could be as well.

This week, I will share with you the three facets of leadership by helping you influence others through great people leadership.

1. Resilience

2. Relationships

3. Results

Look at some of these shifts and go deeper into them so that you get a greater understanding of what you could do differently, and what upskilling you could be doing, so that your leadership is giving you what it is that you are looking for and becomes a leadership that inspires others to be more and to do more. So together, you can go from where you are now to where you want to go and enjoy being a leader.

TRANSCRIPT

Do you find it challenging to lead others, where you need to not only look after yourself, but now you've got other people you're responsible for as well?

Well, stick with me because this week I want to wrap up this conversation about the three facets of leadership by helping you to understand which skills to focus on so that you can lead people.

Hi, this is Grant Herbert, Emotional Intelligence Master Coach Trainer and Sustainable Performance Coach, and today I want to continue our conversation around the three facets of leadership by helping you influence others through great people leadership.

Over the last couple of weeks, we've discussed the first two leadership areas. The first area is Personal Leadership which is about leading yourself. I also taught you that to develop this area, you need to work on your identity, intelligence and intention.

The second area is Professional Leadership. Professional leadership skills will help you in your career and whatever it is you do. We also looked at your performance, positioning, and productivity.

Today, I want to take you through three key shifts that will really help you to lead other people as well.

Many people in their careers get “promoted” to managerial positions. They are given people to look after because of their technical abilities.

I know from personal experience, and from working with many people who are in the same situation all around the world, that as I draw inverted commas in the air and say "promoted", that's exactly how they feel: “Well, it might be a promotion, but I'm scared because I don't even know how to lead myself and now, you want me to lead others as well. However, I'll just take the promotion because there are other perks that come along with that.”

However, this mentality paralyses people and what ends up happening most of the time is, without support and development, they fall back on the productivity and professional leadership skills that got them there in the first place.

Let's have a look at three shifts that are going to help you with this. If this is you right now, I want you to remember that it's all about incremental change, starting with developing yourself and your personal leadership skills, which are vital for you to lead others. Then you also focus on developing those areas of professional leadership but looking at them in a different light – not just to develop skills for yourself, but to develop those skills so you can also mentor others.

The first area that you want to make a shift in is Resilience.

Resilience is all about going from stressed out to strong. Remember, resilience is not about hardening or toughening up or grit. In fact, it can sometimes be quite harmful when people give that sort of teaching because, just like what we talked about with emotions -- where people try to manage, suppress and ignore them -- that actually creates some health issues. It's the same with resilience thinking like “Look, all I need to do is just soldier on and move through it.”

It's like me, a couple of weeks ago. I missed a video, which I've only done twice in four years, because I was sick with CoViD. So, it wasn’t about hardening up and getting the video done; it was about deciding to look after myself so that I could continue beyond CoViD and that period of being sick.

Resilience is very much like that. It's about being able to bounce forward in the face of setbacks. It's being able to continue even though those setbacks are there. As I said, the shift here is going from being stressed (physically, mentally, and emotionally) all the time to being strong and to having some clear boundaries around your self-talk and behaviour so that you can be who you need to be, and be able to make decisions like pulling back when you need to so that you can not only help others, but you have got some longevity for yourself as well.

The second area is Relationships. This is the key area that I believe we all need to work on.

In my previous video on personal leadership, I talked to you about your relationship with yourself.

In this episode, the area in relationships I am talking about here is your relationship with others. No matter what profession or industry you are in, you work with people – people who are close to you and your team, your organisation, your clients, your suppliers, et cetera. There are people outside your career who are also operating close to you, like your family, friends or community members. So, relationships are the key.

The shift I want to make here is to go from conflict to collaboration.

To go from being in that state of trying to prove yourself, trying to please everybody else and trying to navigate through all their different beliefs, opinions and ideas, to getting people to work together with you and look at relationships as a way of moving forward together.

Then the third area (this is a key area for all leaders) is in results.

In Professional Leadership, I talked about productivity which is about getting results. I also talked about your performance and positioning. However, all these are about YOUR results. As a leader, you need to go to that next level where you help others get the results as well. And it's the collective of those individual results that get the outcome that you need.

The shift you need to make here is going from doing everything yourself to getting your results through others. This is what people might call delegation. One of the reasons why people don't delegate, even though they say they're really busy, is that they don't trust that the people they are delegating to will do the same job as them. Therefore, they fear that the repercussions of that outcome could come back on them, et cetera.

So being able to firstly look differently at this stage of your career where you are now leading others and going: “Now, a great proportion of what I do is empowering others to get the results that I used to get."

In many situations, there's a balance between you doing what you need to continue to do yourself and getting others to do it. When this area is not taken care of, what a lot of “leaders” do is just focus on their own stuff. Then there are people in their team who are not getting the support and accountability they need.

Being a leader of people can be one of the most rewarding parts of your career. However, if you don't have these foundational skills to help you in your personal, professional and people leadership, it can be tough on you and the people you're leading, and the outcome for the greater good is not what it could be as well.

Well, that's it from me for another week.

We've now looked at the three facets of leadership. What I want to do as we move forward from here and look at some of these shifts and go deeper into them so that you get a greater understanding of what you could do differently, and what upskilling you could be doing, so that your leadership is giving you what it is that you are looking for and becomes a leadership that inspires others to be more and to do more. So together, you can go from where you are now to where you want to go and enjoy being a leader.

I hope you've enjoyed this conversation and that you now understand that you are a leader, even if it's just leading yourself. Indeed, leadership is fun, and it can be very rewarding.

I'll see you next week.

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