LEADING AND WINNING WITH PEOPLE

Another possible negative in your organization is – THE SLACKER.

This is the person who chooses to make excuses rather then produce and contribute. This person is unmotivated, lazy or uninterested. They might not cause problems with their actions, but their inaction can be a point of resentment for the rest of the team. All your leadership coaching, team building exercises and cohesion can be slowly eaten away by allowing this person to openly and intentional underperform. The rule stands true: “Your team is only as strong as your weakest link.” Some people can be like dead weight, dragging behind and slowing down the team. You must not allow this to go unchecked.

It is important to determine if this person is actually slacking off or if they are not being challenged and have become bored in their position. If someone has become apathetic due to to being under-challenged, the problem is your leadership and ability to delegate; not their laziness. Sit down with them and find out where they feel they would best fit in the team or if there is a need they would like to fill. Sometimes this isn’t possible to accommodate, but if possible give them the responsibility they desire. You want your best players playing to their strengths.

If the person is actually slacking off intentional, communicate your expectations and challenge them to a higher level of involvement. Immediately assign them responsibility and then monitor their performance. If this solves the problem, it means they needed further direction and are probably not a self starter. They will make for a good assistant to a key team player who is self motivated.

If you have followed the steps above and their is still no improvement, it is in the best interest of your team and your momentum to let them go. As leaders, we must learn to make hard and uncomfortable decisions for the sake of the team. If this person is allowed to stay and continue to work and perform poorly you run the risk of killing team morale and affecting other players performance.

LEADING AND WINNING WITH PEOPLE

Today, I want to cover another type of person you will encounter in leadership – THE CHALLENGER.

The challenger wants your authority and/or your position. This person thinks they can do a better job than you can, thinks they are smarter and more gifted than you, or perceives you as weaker than they are so they want to push you around. Challengers are usually strong-willed, arrogant and have issues with authority. They want to be the boss of everyone else, and don’t like taking orders from anyone.

If direct intimidation and criticism doesn’t work, their strategy and focus will turn to those underneath you. Their goal is to steal your influence with your team or members. They will attempt to discredit you or try to rally people to their cause and distract them from the direction of the organization. Challengers usually prey on weaker, passive people or search for any sign of disappointment and disgruntled feelings in team players and exploit it for their purpose.

Sound Familiar? If challengers have succeeded at all, you will now be fighting two battles: 1. with the challenger 2. with people who are now loyal to his cause. This is a hard pill to swallow, and how you navigate this will determine how much influence you lose.

Here are some steps that will help you handle this person.

Is the challenger someone who is close to you or someone new to the organization?

1. If they’re an old team member, you should approach them personally to see if the issue can be resolved. Be stern, but caring. Don’t react in anger; they are looking for the opportunity to challenge you and will possibly use anything you do wrong against you. Express your concern, dig to see if there is any anger or frustration that can be resolved between the two of you. If you achieved reconciliation, they will be even more loyal to you. If you can not reconcile, it is best to remind them that they are not going to take your position, you will not tolerate their behaviour and they must either follow your lead or leave.

2. If they are someone new to the team, ask them to leave immediately. Most likely, they have done this before somewhere else and their ultimate goal is to be the boss. They do not want to be a team player. You must also address the entire team about the problem the challenger has become since you do not know who they have infected.

Do not back down, and do not react. Handle the situation quickly, but handle it with wisdom and temperance. Remember, great leaders lead well in calm waters and in dangerous storms.

LEADING AND WINNING WITH PEOPLE

Yesterday, I covered PART ONE  of the first negative personality to lead - THE COMPLAINER.

Today I am continuing with the 2nd type of complainer.

2.) Those who try to help by mainly identifying problems

Some people have keen observation skills and can quickly identify problems, but have under-developed problem solving skills so they can seem extremely negative. It is hard as a leader to hear about the problems and mistakes of your leadership and team from a subordinate, but these people are usually highly invested in the success of the team and this is the reason they are vocal about problems. These people might not even realize that they are being a negative or the growing burden they are becoming to you and the team.

I used to be this type of person. It was easy for me to want to see improvement and I was a perfectionist so nothing measured up to my standard. The people above me took this as criticism and removed me for what they perceived as a bad attitude.  I could have been a great asset to the team instead of a burden, but the leader did not take the time to instruct me into a better team player.

This type of person needs to understand the negative effect they are having on the team and should learn to keep their problem finding to a minimum. Communicating to them that their approach is harsh and does more harm that good should usually be enough to modify their behavior. Also, occasionally ask them for feedback after large events or gatherings. Allowing them the opportunity to help improve the system will make them feel valued and give them a more positive outlook.  These people are assets to your team who need more direction.

Usually one or two conversations will help you identify if you’re dealing with a natural complainer or an unintentional complainer. Instruct and encourage both and in extreme cases – remove the second.

LEADING AND WINNING WITH PEOPLE

We finished covering 10 qualities of a great leader which you can read here. Now I would like to cover skills to winning your people, dealing with personality problems, and leading different personalities. Leadership is usually working closely with people and this means you must have tact, awareness, and sensitivity as well as many other important people skills. Over the next 10 days, I would like to discuss some common problems with people you will face and ways to deal with them successfully.

It has been said, that their are three types of people in every organization: POSITIVES, NEGATIVES AND NEUTRALS.

Today, I would like to discuss how to deal with NEGATIVE  #1 – COMPLAINERS.

Complainers fall into two main categories: 1) Negative or Pessimistic people OR 2) Those who try to help by mainly identifying problems.

In this post we will cover the first group of complainers – NEGATIVE OR PESSIMISTIC PEOPLE.

Complainers are toxic to an organization and the first is much more difficult to manage. Usually those who are naturally pessimistic have been that way for a long time. Maybe they used to be a very positive person but over time or after a really disappointing situation, see the world through a negative set of lenses. They are negative about everything and easily see the bad in every situation. These people can erode a team’s momentum and chemistry because of constant negativity. People like this can become very draining.

If they are vital to the team or perform well alone, it might be best to confront them individually about keeping their negative emotions to themselves. Also, as the leader become the sound board for their negativity, and limit their voice in team settings.Since their negativity stems from deeper issues than the organization, trying to fix their attitude would consume much of your time as a leader. If the situation has become very toxic and none of the solutions mentioned already have worked, it might be best to let them go. If they are allowed to remain on the team and spread their negative attitude, the rest of the team will either become negatives like them or lose motivation because of the deflating environment.

Your quality as a leader is the ceiling for your leadership.

I’m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 10th quality of a great leader is FOCUS.

“One reason so few of us achieve what we truly want is that we never direct our focus; we never concentrate our power. Most people dabble their way through life, never deciding to master anything in particular.”

-Tony Robbins

Focus is the ability to fix your gaze on a goal and run straight toward it. Maintaining focus as a leader is not an easy task. People in your organization and team will constantly try to steal your focus away from the main issue. Problems and fires can consume your time and energy, stealing your ability to focus on the big picture. You must guard your time and your vision. You must remind people on your team constantly of the direction, and redirect those who would like to change the focus of your team.

Focus is more than concentration. It is disciplined ignorance of distractions. If you want to be a great leader, this means guarding and stewarding your time and energy well. Focused leaders are productive leaders. Distractions are not necessarily unimportant issues, but they are not immediate attention issues. Only you know what is most important, but if something or someone is constantly trying to grab your attention away from your primary focus you must get rid of the distraction. Distinguishing problems from distractions is a skill a focused leader has mastered.

Focus is your friend. Fight for focus. This is a battle you must win if you want to be a great leader.

“The successful warrior is the average man, with laser-like focus.”

-Bruce Lee

Your quality as a leader is the ceiling for your leadership.

I’m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 9th quality of a great leader is HUMILITY.

Arrogant leaders are lonely leaders. If you’re filled with pride, think you know everything, and don’t like input that contradicts you in anyway way, you will be surrounded by non-thinking yes-men. Great leaders realize they don’t know everything, and surround themselves with people who know what they don’t know. The best way to hide your weaknesses is to gather people around you that compliment your strengths and cover your weaknesses. This requires humility on the part of the leader.

It is tempting as a leader to disregard anyone who dares to challenge your authority, but doing this will hurt your team and inflate your head. Pride leaves your blind spots wide open. Prideful leaders are many times insecure leaders. Prideful leaders are hyper sensitive to criticism, complaints, and challengers. These difficult situations will expose your insecurities and pride or they will highlight your maturity and humility. Great leaders aren’t perfect leaders, but they are humble leaders.

A great leader is well aware of his weaknesses and is quick to admit when they have made a mistake. As much as this hurts your ego, it builds your teams trust and earns their respect.  Here are 3 positive steps to develop humility as a leader:

1. Humble yourself when necessary
2.  Admit when you’re wrong
3. Acknowledge your weaknesses

“Do you wish to rise? Begin by descending. You plan a tower that will pierce the clouds? Lay first the foundation of humility.”

-St. Augustine

Your quality as a leader is the ceiling for your leadership.

I‘m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 8th quality of a great leader is INTEGRITY.

I’ve heard it said that integrity is “who you are when no one is looking.” This quality is on the top of my personal list because of how rare it is in today’s society. I also know lack of integrity can destroy in a moment what took a lifetime to build. Integrity in leadership means being honesty, playing by the rules, honoring your promises, and keeping your word. People want to follow a leader who practices what they preach and live a life they can trust. Prove your character through consistency and people will run to follow you!

You can take shortcuts in life, but you can’t take shortcuts in becoming a person of integrity. Every decision you make either builds or destroys the integrity you have acquired through your life. Small choices matter, don’t overlook them. In a world where cheaters win and don’t get caught or punished, it’s easy to justify leaving the high road. But it isn’t worth it. Even if you succeed and accomplish the results you hoped for, you still have to live with the fear of being caught and the guilt of poor choices. The end does not always justify the means.

If you want to stand out as a leader; you don’t have to be the most talented or the smartest, live a life of integrity. Character stands out in a crowd of talented people. When you live with integrity you can sleep peacefully. At the end of your life you can stand proud knowing your life was worth emulating.

“Let no pleasure tempt thee, no profit allure thee, no persuasion move thee, to do anything which thou knowest to be evil; so shalt thou always live jollity; for a good conscience is a continual Christmas.“
— Benjamin Franklin

Your quality as a leader is the ceiling for your leadership.

I’m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 7th quality of a great leader is GOOD PEOPLE SKILLS.

If you have difficulty working with others, are impatient and unwilling to teach, are rude, harsh or demanding; you will have extreme difficulty leading and keeping a team. I’ve known leaders who had all the intangibles, all the skills, but were terrible with people; so they cycled through key team members constantly. The crowds usually love these type of leaders b/c they seem perfect in front of the masses, but the closer you get to these type of leaders away from the spotlight, the less appealing they become.

When people are in close proximity to each other on a regular basis, their will be conflict. It is unavoidable. Your team will have issues with you, with each other, with your methods, with your communication. There are countless opportunities to become offended with each other. When these offenses happen, they kill your momentum and start to kill your team. You must know how to work with others, treat them well, and put out fires before they burn your people.

Here are some specific skills you must master in order to lead your people well.

1. Communication – As the leader, you are constantly communicating with your team. As we all know, the more you talk equals more opportunities to say something stupid or offend someone on your team. Master your tongue! Be careful what you joke about, don’t insult or speak negatively about your team, don’t complain. You can build your team up through your words or tear them down. Use your words wisely.
2. Resolving Problems - How you handle problems, complaints, fights among team members will be a major factor in defining you as a leader. These things will happen, even among the best teams, so be prepared to referee well and absorb complaints and problems.
3. Understand the needs and desires of your people - Understanding others is an important part of being a good leader. You need to know what motivates and excites your team. You cannot lead each team member the same way; they are individuals and must all be handled and lead differently.

Your quality as a leader is the ceiling for your leadership.

I’m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 6th quality of a great leader is the CONFIDENCE.

People want to follow a confident leader. If you’ve done your homework, prepared yourself for the task, and believe in your abilities, people will believe in you too. Confidence reassures others that you know what you’re doing and where you’re going. You can gain confidence through preparation, proven talents, and past success. God has given us each talents and abilities which we were created to use. A healthy confidence in your self will help you lead others.

The truth is that we all; including leaders, havedoubts about ourselves. No one is immune to those nagging insecurities and self-doubt. But you can never lead from those feelings. I have personally learned that after an event or activity that I lead, I will experience the all to common insecurities and feelings of discouragement which try to overwhelm me. It is very easy to react based on these false feelings. But doing this will harm your vision or team. These feelings are false and will go away. Don’t allow them to control you.

A good strategy to overcoming these insecurities is:

1. pray
2. share them with people outside the organization or the person above you
3. sleep on it

If God has called you or someone has promoted you, you are worthy and able to do the job well. Have confidence in yourself!

Confidence is contagious. So is lack of confidence.
-Vince Lombardi

Your quality as a leader is the ceiling for your leadership.

I’m covering 10 vital characteristics of a great leader. You can go back to read the other qualities of a great leader from the main page.

The 5th quality of a great leader is the ABILITY TO DELEGATE.

If you can’t trust others with responsibility then you will never lead a large team or organization. I have seen many extremely competent, talented leaders who micromanage everyone who works under them. They can’t delegate and don’t want to. They are usually perfectionist, who get caught in the small details and can’t look past them. Strong leaders will not stick around if they aren’t given legitimate responsibility. Micro-managers stifle their teams growth and development. They also stifle greater success.

If you want to be a great leader, give your people responsibility and reward accomplishments with greater authority. People are at their best when given responsibility equal to their ability. As a leader it your responsibility to identify your teams strengths and put them to work. You can’t do everything, and if you try to wear every hat in your organization you will always have a small team. Don’t allow insecurity of losing your position or authority to stop you from delegating. If you want to make a great impact, you need to delegate early and often.

“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.”

Theodore Roosevelt