Episode D3.010 (AUSTRALASIAN) Leadership Treats People as Individuals

IBGR - RESULTS Radio Network.
Everything a business owner needs to start, grow, or exit a business. Come grow with us.

Introduction
Throughout our adventure as a Business Leader we’ll discover that in order to scale our businesses we need to employ the right team members to meet our business needs. Employing people is without a doubt one of the biggest investments we’ll make in our business. Initially investing time and resources to find the right fit for each unique role, then it’s about continuing their development and equipping them in such a way that we can ultimately delegate and have the business run without us. Sounds like a pretty sweet deal doesn’t it? 

As a business owner myself I know how powerful the application of this understanding was for me. Now, I coach my clients through this process too, when people operate from their strengths and know their roles-- both of which are critical for the overall success of a business, something magical happens. As business leaders it is important that we remember that we too need to continuously evolve and adapt to support our people. As Jack Welch states, Before you were a leader it was about growing yourself, now that you are the leader it is about growing others.

Show Objectives - The Why
When it comes to leadership and growing our people into leaders themselves it is important to have good processes in place and have clarity around which areas you need to support your people in.

The key to successful individual excellence lies in the combination of a person’s behaviour, values and personal skills.

The key to a successful leader is their level of self-awareness and authenticity. Why? If you as a leader understand your own behaviours and motivations it is easier to understand others. By understanding where you have clarity and focus it becomes easier to coach others.

Remember all individuals are unique and what works with one might not work for someone else.

In stage 3 we look at what is called Next Act using IBGR’s stages of business growth.

Key Issues - Owner’s Perspective

1. individual performance = individual treatment, team performance = team treatment,
2. all leadership styles are driven by the behaviours of others,
3. your evaluation of behaviour is by task, not an overall assessment,
4. the goal is to train and develop people to achieve mastery as a quick as possible.

Resources:
EPISODE D.009 LEADERSHIP OF INDIVIDUALS,
EPISODE D.008 TREATING PEOPLE AS INDIVIDUALS,
EPISODE D.011 DEALING WITH PERFORMANCE PROBLEMS

1. The Six Emotional Leadership Styles

Daniel Goleman, Richard Boyatzis & Annie McKee described six distinct emotional leadership styles in their book, "Primal Leadership." Each of these styles has a different  effect on people's emotions, and each has strengths and weaknesses in different situations.

Four of these styles:
1. Authoritative,
2. Coaching,
3. Affiliative, and ... 4. Democratic
... promote harmony and positive outcomes, ...

while two styles
1. Coercive and ...
2. Pacesetting
. ... can create tension, and should only be used in specific situations.

Goleman and his co-authors say that no one style should be used all of the time. Instead, the six styles should be used interchangeably, depending on the specific needs of the situation and the people that you're dealing with. 

So in summary which style we adapt to will often be in response of the behaviour of others.

What You Need to Know - The What for individuals
When it comes to the critical success factors of an individual it is important to understand:

1. People's behaviours, understanding their preference when in their relaxed or stressed style versus their adapted preference. Understanding this can save a lot of time and  breakdown in communication
2. Their values, understanding what motivates and drives the individual
3. Personal skills and talents, what is their ability and competence

What You Need to Know - The What for teams
When it comes to the critical success factors of a team we can summarize it across these 3 areas:

1. Trust
2. Communication
3. Collaboration

​
What You Need to Do - The How with individuals

1. Plan Feedback cycles, depending on the size of your business this can be done in different formats electronically through a questionnaire or if face to face pre-send the areas of discussion prior to meeting
2. Regular reviews with the individual asking good questions. Eg

What must I start doing?
What must I stop doing?
What’s not worth continuing doing?

What You Need to Do - The How with teams

1. Communicate the common goal of the organization
2. Have a plan in place on how to achieve this
3. Build good delegation practices within your team
4. Encourage collaboration, run regular team building activities, at online meetings I like
5. to use polleverywhere it is a great feedback system that is live and allows people to
6. engage and provide feedback

The goal is to understand your people and know when to address what is individual performance and what is team performance.

Continuous development of your people to achieve mastery,mastery is achieved by repetition, adapting, tweaking.

Shows
Previous: Episode D3.009 Understand Personal Impact on Customers and the Business
Next: Episode D3.011 People Have the Authority to perform Their Jobs

Written by Sarita Johan

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