Great leaders demand three things from their teams.
3. That they work in your strengths
Leaders who fail to demand all three of those will never rise past mediocrity. Let’s explore each one in-depth so that you, too, can become a great leader.
Great leaders demand accountability, pushback, & that their teams work in their strengths. (Tweet That) | Share this Graphic on Pinterest | Share on Facebook
I remember clearly when I realized I was in over my head. I was 27 years old, leading a team of nearly 15 people and I was failing miserably.
I’m going to take a big bite out of the “feedback sandwich.” Mmmm.
If you’re not familiar with the “feedback sandwich,” it’s a method popularized by Ken Blanchard and Spencer Johnson in the book, The One Minute Manager. It basically goes like this”
Praise first, then correct, then praise again.
And I hate it.
Here’s what the “feedback sandwich” often sounds like:
Leader: “I need to correct a behavior or point out something wrong that someone is doing. What should I do? I know…”
Five minutes later…
Leader: “Jim, you are a valuable member of our organization and are doing a bang up job with the new sales reports.”
So what would you do if someone you looked up to told you everything you did wrong when you reached out to him?
Maybe you’ve thought about emailing or calling this person for months or years. And you finally do. And then…
That’s what happened to Mark Sieverkropp recently when he reached out to someone he looked up to. But I don’t want to ruin the story, because it’s really good and there is a lot to learn from it.
So without further ado or explanation, take it away Mark.
I have been waiting several months to share this story. And I don’t believe there is any better place to share it than on Matt’s blog!
This past summer I was working on a project, Happen To Your Career, with Scott Barlow. (You may recognize that name from the fact that our very own Matt McWilliams was featured on our podcast). In the process of this, we were doing some marketing and contacting folks to ask for their help.
Listen to this post
This is a follow-up post to my earlier post, The 3 Most Common Downfalls of Leaders. Today, I show you how to avoid those downfalls.
Avoiding the three most common downfalls of leaders is not difficult, but requires intentional effort.
Without further ado, here is how you avoid each of the three most common leadership downfalls:
Get constant feedback.
I’ve written a lot about leaders getting feedback from others and I suggest you read those posts. Most of what I write comes from my own experience getting feedback. The short version, if you don’t read those posts is that I was completely naïve to my failings as a leader. I was headed for a downfall and didn’t know it…until I got feedback.
Life is painful sometimes.
My aunt Mary recently passed away from a two-year battle with cancer. Her last days were unimaginably painful. While we miss her tremendously, we all breathed a sigh of relief for her sake when she was taken home.
I’ve never experienced the kind of physical, emotional, or spiritual pain she went through. But I have been through pain. Because of the things I have done, risks I have taken, and people I have trusted. For the longest time, I had no clue what to do with it, but over time, I learned how to use pain.
As a leader, have you ever been punched in the gut by feedback from your team?
I have. And I am much better for it.
I wrote about this almost a year ago and chronicled my transformation as a leader. The interesting thing is that I still struggle with all but one area that I did seven years ago.
Feedback and improvement is not a one-time thing. It’s not a six month process. It’s a lifelong commitment, come hell or high water, that you will get better every day as a leader.