Leaders, Are You Working Yourself Out of A Job?

Before I get to the meat of this blog, let's level set and make sure we understand your role in developing others.

I believe, as a leader, you should always be working yourself out of a job.

Probably lost a few readers with that comment but oh well, if you are sticking it out and still reading, let me explain.  Leadership, at it's very foundation, requires the ability to lead, guide, and direct.  You are no longer responsible for "getting things done" alone.  You are responsible for getting things accomplished through a team.    One of the biggest challenges leaders have is the transition from doing everything to teaching and empowering others to accomplish greatness.   The only way this can happen is through development.  

Wouldn't it be nice to take a vacation without your blackberry or laptop?  Wouldn't it be amazing to have the confidence that your team can handle virtually any situation while you are out of town on business for a few days?  

Leadership is not about control, it's about letting go and empowering others to learn, grow, and develop.  And most of the time that learning and growing includes a few mistakes.  


As I've mentioned in other blog posts, if you are so good that you do actually work yourself out of a job - never fear because your skill set will be in high demand within the organization and industry.  There aren't enough leaders that actually lead others to greatness yet it's what every organization aspires for in their leaders.  


Let's jump into some quick tips on how to accomplish this feat.


Develop Yourself First
It always starts with you.  It's kind of like how the flight attendant says "In case of loss of cabin pressure, put the oxygen mask on yourself before helping others."  Remember, you are the leader and are responsible for setting the example.  Reading blogs like this is one way to develop yourself.  Here is are a few more suggestions.

• Ask your supervisor for direct and honest feedback (and be prepared and open to accepting it).
• Ask your team members for direct and honest feedback.  
• How can I help you to become the best you can be?
• What could I do to help our team accomplish this goal?
• What should I do more of/less of?
• Read (or listen to) books on leadership, development, delegation, motivating, change management.
• Attend training sessions your organization provides or seek out relevant public seminars.  
• Ask your peers for specific feedback.  Specific is a key word here.

Developing Others
Now that you are working on your own development, let's talk about some quick tips to help your team.  

• Be visible and provide immediate feedback regarding behaviors and actions.  This includes both positive and corrective feedback.  The best way to develop and learn is not by taking a class.  It's by doing and getting real time feedback regarding performance and behaviors.  
• Delegate - give them an opportunity to make mistakes and when those mistakes happen, turn them into learning experiences instead of mass fear.  "What could we have done differently?"  "How do you think you did with that project?"  
• Ask team members about their passion and find a way to incorporate it into their daily work.  I have a great story on this.  Years ago I worked for a leader that asked me this question.  I told her one day I wanted to be an independent consultant.  From then on, she found a way to integrate that into my work.  When I had a problem situation she would ask "If you were a consultant, what would your recommendation be regarding this issue?"  It was genius and my passion for my work increased ten fold.
• Care.  Care about their future, their development, and their goals and make sure they see that you care.  
• Expect them to care.  There is nothing wrong with telling them that you are willing to help them get where they want to be but you expect them to care enough to do the work to get there.
• Narrow the focus.  It's much more difficult for someone to work on 10 things this year than one or two.  Figure out the two big development opportunities that will have the greatest impact and keep the focus on those two skills/competencies.  

This of course is not all-inclusive.  It's a blog post, not a book on development.  Come back to find more on this topic in future weeks and if you have a specific issue you are dealing with please, leave your question below and let's get you some feedback.

Mari