Five tips for leaders for a championship year

The year 2020 changed the world like none other. It disrupted the way people interact, how schools function and the way we do business. Not surprisingly, this dramatic paradigm shift forced us to look at what we were doing, reassess and find new ways of doing everything—all in a tight timeframe.

We learned so much about ourselves. We realized we could be productive, collaborative, and social from great distances. Organizations realized that individuals and teams continue to work toward common goals – no matter where they were or how widely disbursed they were. We’ll carry these lessons learned last year for the rest of our lives.

But where do we go from here? The new normal IS business as usual, how do we maintain relevance in this new landscape?

 

Start with a plan.

 

Now it’s time to strengthen your team as you look toward a better 2021. While individual and collective goals may have changed dramatically over the past year, you all went through something big together. Now it’s time to take the lessons learned and apply them to your new goals in the new year.

As a leader, your job is to keep everyone’s eye on the prize or the collective goal you’re trying to achieve. Create a buzz around that goal to build momentum and support the team as they work toward it. Lead your team as they work together toward that goal like a coach leads an athletic team to win a game or a championship – and create bonds that transcend the workday.

But a leader’s job is twofold. While you shepherd your cohesive team, you also need to keep your finger on the pulse of the world at large. According to the University of Queensland, building a positive culture with remote teams, adopting a change mindset, incorporating wellbeing leadership and avoiding ethical blind spots will drive leaders in 2021. As a leader, this is your year to be the change.

 

Take advantage of the new remote workplace

 

By now, we know how to use technology to connect and collaborate from anywhere in the world. Leaders who embrace this new culture will find it’s easier to recruit and retain talent because remote work eliminates the barrier of the physical office.

Organizations large and small are leveraging technology and workflows to help them do their best work no matter where they’re located. Teams can use the technology after hours too.

Events like happy hours or team lunches – where your team can connect, socialize, and network with one another outside of the workday can still happen with a remote office model. And they’ll go a long way to keeping employees connected and feeling like part of the team.

 

Embrace the changing culture.

 

When the pandemic hit last year, it forced many companies to accomplish their three-year technology plan in three months. Technology at these companies is taking on a new role – and it’s changing so fast, it’s hard to keep up.

Offices will always have individuals who embrace change at varying rates. But, when a change mindset comes from the top-down, employees will be more adaptable to the change.

 

Incorporate wellbeing leadership.

 

Today’s leaders take a holistic look at what their business is doing – and even reevaluate their brand to express values like sustainability, and diversity and inclusion. Initiatives like corporate wellness have been around for a while, but 2020 showed us just how crucial those elements are at work and home.

The great thing is, even with a remote workforce, wellbeing leadership is possible. Bu allowing employees to continue to work from home, companies are reducing greenhouse emissions. Having open conversations about how employees are feeling is improving mental health. Taking a good hard look at where their company is in terms of diversity and inclusion is ushering in a more diverse talent pool that delivers a better product. And, providing online fitness classes to a remote workforce helps with physical health and improves overall morale.

 

Say goodbye to ethical blind spots.

 

Underscoring all of this is a shift in attitude from “you’re our employee” to “we care about you.” And they’re finding that by investing in the whole employee, they’re getting a better employee.

By focusing on overall culture rather than a product, leaders can better avoid ethical blind spots. When leaders establish a set of values around doing what is good and right – and center that set of values around the employee, it inspires employees to do good – not just meet quotas or save the company money. And that’s ON Point.

At ON Point, we’re here to help leaders like you take 2021 by storm. Whether it’s wellness leadership, navigating the remote landscape or cultivating a change mindset in your organization, our coaches can help you navigate those challenges. If you’d like to learn more about building a strategic action plan that works, reach out today.

We have good news and bad news. The good news is that our Women ON Point alumni are going gangbusters with more than a 70% success rate when it comes to promotions, raises, new career opportunities, board seats, and awards and recognitions.

Congratulations to everyone!

The bad is news is that delegation is still an anchor and an obstacle that prevents many from fully embracing that next level of leadership.

Let’s be honest. We are uber-competent when it comes to getting things done, and often believe we can do it faster and better than anyone else one. We also don’t ever want to overload or inconvenience anyone with additional tasks. However, knowing that effective leadership is defined by getting things done through others, mastering the art of delegation is critical to leadership success.

Here are 5 Steps to Delegating with Confidence:

1. Think of Delegation as a Gift

The first step is shifting your mindset. Instead of thinking of delegation as burdening or bothering someone else, think of it as a gift. You are gifting someone with an opportunity to shine, an opportunity to grow, and an opportunity to feel like a valued member of the team.

2. Start Small

Delegation is all about setting someone else up for success. Start with small, more manageable sized tasks and build from there. This allows you to also build trust and confidence in their skills and ability to deliver.

3. Set Clear Expectations

Clearly communicating expectations when delegating responsibilities is the difference between success and failure. Let the person know exactly why you’re asking and/or directing that project to them, what you want them to do, and when you want it done.

4. Check-In

Few people perform at their best with a “dump and dash” type of approach. When initially delegating, the onus is on you to check in routinely for a status update, to address any questions, and to make sure the assignment is on track for a successful outcome.

5. Celebrate

We talk a lot about “wins” at Women ON Point and delegating successfully is certainly something to celebrate. Instead of hastily moving onto the next item on the to-do list, take a moment and recognize that person for stretching their skill set, for expanding their bandwidth, or for going the extra mile. Rewarding a new job well done not only boosts that person’s confidence level, but it also strengthens your confidence in your ability to delegate…and a win-win situations is always worth celebrating!

Halloween is right around the corner, and it’s the one day a year when it’s perfectly acceptable to dress up like someone else and pretend to be a nurse, fireman, or political figure. However, no one expects you to administer medicine, put out a fire, or pass legislation. It’s all done in good fun; adults and children alike get in on the action.

But what happens when you feel like you’re wearing a costume every day at work?

What happens when you show up at the office and cross your fingers no one will know you’re hiding behind a mask and are not really who they think you are?

This fear is a reality for so many of our clients and the women who attend Women ON Point…and you are not alone!

They are terrified their secret will be revealed and everyone will know they’re a fraud or an imposter. They fear that a small slip will let everyone know they’re not as smart, successful, or talented as they pretend to be.

Some women feel that previous accomplishments and accolades somehow were a fluke, and any future recognitions or promotions are not fully deserved. They think, “If people really knew the truth, they’d know I have no idea what I’m doing. I’m an imposter.” This is not simple modesty; it’s an expression of self-doubt characterizing a scarcity of self-belief on a fast-track to self-sabotage.

Wearing a costume and pretending to be someone else at work is not only exhausting, it’s inauthentic. Authenticity and vulnerability are critical to effective leadership and to developing quality relationships. People can sense a fraud a mile away and will try to distance themselves, which is exactly the opposite of what’s required for a long and successful career.

According to author Brené Brown, “Authenticity is a collection of choices that we have to make every day. It’s about the choice to show up and be real. The choice to be honest. The choice to let our true selves be seen.” 

It’s these brave choices, and the choice to ditch the preverbal “mask”, that leads to true happiness, fulfillment, and success as a leader. Instead of putting energy into perpetuating an imposter or perfectionist persona, focus on personal and professional development and being the best, and most authentic and vulnerable, version of yourself. It’s time to be yourself and save the costumes for Halloween.

Let’s be honest…we all know what we want, but we don’t always ask for it.

Sometimes we feel like we’re being selfish or self-serving by putting our goals at the top of the list. Sometimes we avoid asking, because we don’t like to hear the word “no.” And, sometimes we believe other people should just read our minds and magically make things happen for us.

All of the reasons are real and very common, but they are also some of the biggest roadblocks and obstacles to your success.

We have heard from so many women who are desperately trying to attend Women ON Point, who know how much they will grow personally and professionally from the experience, and who believe they are worth the investment, but for some reason are hesitant to ask the critical question…”Will you sponsor and send me to Women ON Point?”

Of course this applies to any and all other requests we want to make, know we need to make, but yet struggle to make. Until now…

Here are 3 tips to asking for what you want.

1. Be Bold and Don’t Beat Around the Bush

All of the “I was thinking maybe…”, “Here’s just an idea I was batting around…”, “Perhaps at some point down the line…”, need to stop! This is the time when you need to be crystal clear about what you want, why you want it, and to be able to provide all of the logistical information in anticipation of the follow up questions. Know what it is (type of professional development), when it is (days you’ll be gone from the office), and how much it costs.

2. Make it a Win-Win

Wanting to do something fun and interesting is one thing, but wanting to do something that has a significant ROI for yourself and the organization is another. Strategize about how to create, and present, that win-win outcome when asking. Talk specifically about what you will learn, how it will benefit your current role and your ability to bring more value to your organization, and how you will pay it forward to other teammates, colleagues and co-workers.

3. Don’t Give Up

No one likes to hear the word “no”, but we all do on occasion. The difference is that most people throw in the towel when they hear it and simply give up. Not you! This is when you need to think creatively and come up with plans B, C, and D until you hear “yes.” Maybe you suggest looking at “other budgets”, putting it in the budget for next year, finding a sponsor, sharing the cost, delivering a presentation after the fact so others can benefit from the information, and so on. No one is ever going to want it more than you do, so you’re the one who needs to fight for it.

 To illustrate that we practice what we preach at Women ON Point, we followed these three steps when we secured our new partnership with the Women’s Foundation of Minnesota. Sara was crystal clear about what she was asking for when she reached out to them, detailed the endless win-win opportunities that would result from the partnership, and she never ever gave up.

As a result, we are thrilled to announce that our philanthropic partner for the Women ON Point leadership summit in Minneapolis is the Women’s Foundation of Minnesota. They invest in innovative community-based, community-led solutions to ensure equal opportunity and pathways to economic security for girls, women, and families across Minnesota. We encourage you to learn more about them by visiting their website (Include link).

Success Spotlight

Congratulations to our alumni, Emily Rodriguez, SHRM-SCP on her recent promotion! Emily is now the Regional Vice President of Human Resources at Hyatt Hotels Corporation, and was previously the Director of HR at Hyatt Hotels Corporation.

Please reach out to Emily and congratulate her on her recent accomplishment!

In the meantime, we still have a few spots left for the Minneapolis Women ON Point leadership summit on March 28 – 30, and we’d love to see you there, receive your referrals and recommendations for other rockstar women to attend, and greatly appreciate your continues support in sharing this information.

Thank you!