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7 Valuable Lessons New Leaders Can Use Right Now


 

Are you new to Leadership or about to take on a New Role leading a New Team?

Do you want to do really well for Yourself & Your Team Members?

 

Here are 7 really valuable Lessons ‘Do’s & Don’ts’ which you can choose to use.

They have really helped me in starting to lead and build small teams and large organisations over many years.

In the past, I got many things wrong as a New Leader….and still have the scars to prove it!

Sincerely hope these help you to do really well, and help you to avoid some of the pain along the way!

Mostly, ‘common sense’, but, some new leaders do get these badly wrong and regret it.

 

1. Communication – ‘Do Nothing, except Listen’

I don’t mean the above literally.

You doing nothing at all, might be very scary news for your new Boss!

I am sure you will have lots to do in your new role.

‘Do Nothing, except Listen’, really means.

  • Don’t make changes in your very early days
  • Do ask lots of open questions and ‘listen to understand’

Why are the best leaders often the best listeners?

 

2. Direction – ‘Do be very clear on what your team is expected to achieve’. ‘Don’t accept Poor Direction’

Be proactive. You need to have Direction from your Manager/Boss.

Very early clarity on what you and your team are reasonably expected to deliver.

Insist on this clarity of Direction, Purpose & Priorities as soon as is practicable.

Don’t accept Poor Direction, Purpose & Priorities – If you don’t get that ‘Direction of Travel’, how can you know whether you have got there?

‘What gets measured, gets done’ – You need to be very clear on your Priorities. What Outcomes & Results are expected and how are these measured?

Why is the above so important in any Role?

 

3. Motivation – ‘Do get to know your team member(s). Don’t let first impressions cloud your judgement’

One of the best things new leaders can do is to sit down 1-2-1 with each team member as soon as it is practicable to do so.  Then have team discussions later.

Ask open questions and listen carefully to their answers. Questions which show you…..

  • Are truly interested in them, their Passions, Hobbies, Interests, and Family etc.
  • Understand, Recognise and Appreciate what they Contribute and do for your team.

Get to know them.

Start to understand what ‘motivates’ and ‘demotivates’ them.

Don’t judge people. Be conscious of you own opinions, giving you the wrong impression.

Why do you feel the above is really important for a Leader?

 

4. Building Relationships – ‘Do be Vulnerable. Don’t try to be a Superhero’

We all have very different Leadership Styles.

Great leaders choose the Right Leadership Style, in the Right Situation, at the Right Time.

Nobody is expecting you to be a Superhero!

Be Vulnerable – You may not have all of the answers…..your new team members may actually know a lot more than you do!

You need your team to perform and you need to build bonds with your new team.

One of the most powerful types of statement/questions you can ask your team member(s) is

“Look, I don’t have all of the answers, what do you think about…?”

“You know more about this than me, what are our Options here…?”

Why do you think this type of statement/question really works to start to build bonds?  

 

5. Supportive Environment – ‘Do be Supportive, Don’t be Weak’

Humans will respond exactly how their natural instincts motivate them to respond!

If you create a supportive environment, your team members are more likely to reciprocate positively and support you.

Be very clear on the Team Boundaries and understand these as soon as you can.

With New Leaders, some Team Members, may see this as an opportunity. A chance to ‘push beyond the limits’ of those boundaries!

Don’t let a Supportive Approach be misinterpreted as Weak Leadership.

‘Be seen to be Supportive; Strong; Firm; and Fair; to all’.

One of the most powerful types of questions you can ask your new team member is

“What can I do to support you, to help make you be more effective?”

How do you feel this type of question will help you as a New Leader?

 

6. Leading Change – ‘Do look for best solutions. Don’t let problems stop you’

There may be things which need to Change sooner rather than later.

You may have been appointed to make those Changes happen.

However, you are very likely to need your team to ensure those changes are successful.

Powerful types of statement(s)/question(s) you can ask each of your new team members.

“If you had the power to change one thing in this Organisation, what would it be?”

“What would you then do next to change it if you could?”

Don’t let problems stop you.

Look for your Team Members to provide Options and ‘Win: Win’ Solutions to those problems.

Why is obtaining Team Member Input so important to Leaders?

 

7. Have Fun – ‘Do enjoy what you do. Don’t get too ‘stressed’ about the challenge’

We spend a major part of our lives working, why not enjoy it?

The best teams I have ever worked with have lots of fun.

‘They work hard together, and play hard together’.

Encourage your team to spend time together socially, if possible.

Do not underestimate the power of this informal socialising together as a team.

Don’t let yourself get stressed.

Remember you have been appointed because somebody else feels you are the best person for the job.

You applied for the job because you feel you can do it well.

Always remember many challenges can be complex.

You are not on your own.

If you feel yourself becoming stressed seek help, support and guidance.

Good Leaders see this as a ‘strength’, not a ‘weakness’.

Reflection Habit: Get into the good habit of ‘stepping back’ at the end of the day, week and month. Enjoy what has gone well. Take actions to improve what has not gone so well.

 

How can I be a Better Leader tomorrow, than I am today?

We can really help you.

Don’t wait, please call Roy today for a free consultancy on + 44 7831 795551.

 

Leadership Development Framework – The ‘A to Z of Leadership & Management’


We have developed a Unique and Comprehensive Leadership & Management Framework.

The Business Navigators Ltd ‘A to Z’ of Leadership & Management ©

Future Proofing People –  We are passionate about Developing and Empowering Leaders at all Levels.

Whether you are

  • A New Leader, Manager or Supervisor – You want to develop new skills, knowledge and build your experience.
  • An Experienced Leader or Manager – Who simply wants to refresh your current skills, knowledge and experience.
  • A Change Leader or Manager – Who needs to transform their team/organisation into a high performing unit.
  • Needing to be a Better Leader – You want to set yourself the simple objective of being a better leader tomorrow than you are today.
  • Lifelong Learner – You want to continuously develop your People Skills.

This Programme will provide you with highly valued insight, techniques, learning and people skills.

Enabling you to transform, yourself, your team and your organisation.

How do we know this?  

Tried and Tested – Developed over 30 years of successfully applying these leadership, skills knowledge and experience to transform individuals/teams/organisations.

Scientifically Proven – Underpinned by extensive and comprehensive proven scientific and psychological research.

FREE – By way of a practical and free introduction…..below we offer you just one tiny insight into one small and basic part of the very first module within this ‘A to Z of Leadership & Management’ Framework.

A. APPRECIATION – ‘Fail to Appreciate People and You Fail to Lead’

It is highly appropriate that we begin our ‘A to Z’ with the first letter of the alphabet ‘A’, being for ‘Appreciation’.

CONSIDER

‘Appreciation’ – Is a critically important ‘First Principle of Transformational Leadership & Management’.

Appreciation is one of the most fundamental foundation stones of leading others.

If you ‘Fail to Appreciate People, you Fail to Lead’ it really is as simple as that.

Why is this?

  • Exemplar Scientific Research – Decades of exemplar Scientific Research proves this to be a Primary Leadership Principle.
  • Psychologically Proven –  Instinctively, we humans need to feel ‘safe’; have a ‘sense of belonging’; be ‘recognised’ and be ‘appreciated by others’.
  • Empirical Results Motivator – Having coached hundreds of people over many decades; Appreciation is one of the most powerful Motivators we have as Leaders.
  • Empirical Results – Demotivator – The absence of appreciation & recognition by Leaders & Others, is very high on the list of demotivators for the vast majority of People.
  • Stress Buster –  People who feel appreciated , recognised, liked and loved by others are less likely to suffer from stress and anxiety.
  • Fun & Happiness –  Most people want to enjoy life, have fun and be happy. Appreciation by others is a very important part of Personal & Group happiness.
  • High Performing Teams – The highest performing teams feel safe; have a strong sense of belonging; and consistently and regularly provide high volumes of appreciation to each other.

Please think about and consider the above very carefully.

How do you feel if you are appreciated and recognised by others?

How do you feel when you are NOT appreciated and recognised by others?

How much do you truly and sincerely appreciate others?

How often do you appreciate others on a regular basis?

It Delivers Successful Results Every time – Delivering high performing individuals; in high performing teams; in high performing organisations.

Our Programme will enable you to

  • Consider – The techniques & methodologies which are available to You and Your team.
  • Develop – Develop or enhance your existing Leadership & Management Skills Knowledge and Experience.
  • Apply – You will be encouraged to apply the right skills, with the right people, in the right situation at the right time. Starting to see immediate benefits.
  • Reflect – On your Continuing Professional Development (CPD). What happened when you used this skills? How might you do better next time?

DEVELOP

If you already know and use this First Principle , well done.

Assuming you truly and sincerely appreciate others on a regular basis, then this should reassure you that you are already using a vital Leadership Skill.

If you are not convinced about the above, then we suggest that you choose to start to develop this appreciative feedback skill yourself.

Genuinely and sincerely show your appreciation for something anybody has done for you.

See how positively they respond.

Watch their body language.

The more you practice and use this skill the more it will become comfortable for you.

APPLY 

Consider just two situations when you may get the opportunity to provide appreciative feedback to others in your team.

  • Individual(s)
  • Team(s)

Individual(s) – There are likely to be numerous situations when you have the opportunity to provide appreciative feedback to an Individual. These could range from simply thanking one of your team for making a coffee. To really appreciating a person for delivering a major piece of work.  Generally, this is best given privately ‘one to one’. Not involving others.

Team(s) – Situations can arise when you have the opportunity to provide appreciative feedback to your team. These could range from taking a few minutes to say thank you to your team towards the end of a particularly tough day; to thanking a project team for delivering a major project. By definition, this will be given to a group of individuals and is best given when the whole team are together. Avoid missing out 1 or 2 people. If you have got to miss out 1 or 2 individuals ensure you thank them personally later. Let the rest of the team know your intention.

REFLECT

Reflection is a critical part of learning and retention.

Reflect on applying this appreciative feedback skill.

What have I learned from applying the basics from this Appreciation Module (Extract)?

What went well?

What would I do differently?

How could I improve next time?

The above is a ‘taster’. 

In this our first Module ‘Appreciation’, we WILL provide further more advanced applications of the use of ‘Appreciation’ to lead and influence others.

Importantly, we enable you to develop this skill set into different situations.

How can I be a Better Leader tomorrow, than I am today?

Do you want to Learn more about this unique and valuable  ‘A to Z of Leadership & Management Framework?

We can really help you to transform yourself and others.

Don’t wait, please call Roy today for a free consultancy on + 44 7831 795551.

 

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