What To Do When Joining a Pre-Existing Team as the New Leader

You just got promoted, or maybe you just took a leadership position in a new company. Regardless, you will probably find yourself leading a pre-existing team. Team members know each other well, but you are the new one on the team.

Here are a few tips that clients have found to be universal principles of success for this scenario.

Building Rapport and Establishing Trust

1. Get to know your team well.

The faster you can build a connection with each member of the team, the more you will understand each other. You will build trust. You and your team members will discover how to leverage each other's strengths and contain one another's weaknesses.  More than that, you will be building a foundation for bringing the team to the next level.

2. Learn who the influencers in the company are.

In whatever organization you are in, there are certain people who have tremendous influence. Many times it is the leaders, but often you may discover that there is an administrative assistant who seems to hold a lot of influence.  Don't forget that each team has a member who is not the leader, but who wields a lot of sway over the others on the team.  As early as you can, you want to be actively building relationships with those people. Influencers can help you bust through obstacles. They can catalyze other relationships for you. Influencers also help with that next promotion. But even more than that, they will help you master the role you are in. Get to know who they are and build relationships with them.

3. Go through Greg McKeown’s book, Essentialism, for yourself, your team, and if possible, with your boss.

One of the first things you will need to understand is what is the most important part of your role, your team’s role, and your boss’ role. This book will help you do just that.  The more you, your team, and your boss are focused on the most important part of your roles, the more you all will move to the next level.

4. Find a base hit that is at the core of your role, your team’s role, or your boss’ role and fulfill it within 90 days.

Many start in a new role and just want to observe.  Others start, but they want to make a big grand slam home run right away.

In most cases, I've discovered that the clients who deliver base hits are the ones who win over their stakeholders and fellow associates.

Look for something that’s important in your role, your team’s overall role, or your boss’ role, where a base hit can be created.

If you can consistently deliver base hits, you will achieve remarkable results for you and your team.

Be sure to have one completed within the first 90 days so that it influences the perception people have of you.

5. Observe, observe, observe.

You will probably need to become a student for awhile, learning from your team members, peers, and boss how to accomplish meaningful actions.

You need to get the lay of the land first. If you try to make big bold moves right away, you may not realize until it’s too late that the big bold move was a colossal mistake because it did not fit the way the team or department works.

People tend to struggle with change. They want to build trust with you before things become massively different. Give them a chance to do that, and you will see how much more buy-in you will get.

Congratulations on landing the new position. You have the competence to pull off what you were hired to do. Now it is time to apply some principles and emotional intelligence to build relationships and set a foundation for major impact.

Enjoy the ride.

Chew On This:

• What can you do to know your team better?

Ryan C. Bailey is President and CEO of an organizational effectiveness company

*This blog is an amalgamation of a few different clients.  No one single client is being singled out.

What I Learned About Being A Great Direct Report From An 18-Year-Old Intern

On Thursday of last week, I said goodbye to the youngest intern RCBA has ever had. She only worked with us for about six weeks, but she made such an impact that it was really hard to see her leave.

Megan is sharp, mega-talented, and has a keen strategic mind, but beyond all of that competence, she knows how to connect to people’s hearts, really commit, and fight hard to do what she does with excellence and love.

Let me give you an example. As my team is growing, I wanted to learn more about how I can lead them better. (Yes, I see the irony of the leadership coach wanting more insight on how to lead his own team.)

So I asked Megan to do some research on best practices, hoping to learn new ways to improve my leadership, which I could then pass on to clients.  Not only did she do precisely what I asked her to do, but without my asking her, she tailored her research to my personality type (ENFJ) and, more specifically, to what she had already learned about me.

When I read what she wrote, I was speechless.

I then gave her more responsibilities, which she mastered just as deftly. Then, with clients’ permission, she listened in on meetings and helped improve our trainings.

She has all the marks of someone who will go far in anything she decides to do.

If I take what I learned from her and add what I've learned from the other super talented team members we have at RCBA, I can see there are traits or practices that could lead to excelling in any role in virtually any company.

7 Traits of an Excellent Direct Report

1. Give your heart to what you do.

Are you just existing? Do you come alive when you are working? Is work just a paycheck? What if it were possible for you to come alive at work if you gave yourself to it?

I don't mean you should make work the number one priority in your life. That's not it. I mean fully commit to doing whatever is necessary to produce excellence during the hours that you are there. Invest, make sacrifices, find ways to make it fun, get to know those you work with, leverage their strengths, etc.

If you are in a toxic environment or doing something that really isn't you, then consider making a change. We spend so much time at work we might as well be fully engaged while we’re there. You have the power to increase your own engagement: just commit, invest, and sacrifice for it.

2. Set boundaries.

Megan and I could really enable each other to reach workaholic levels, but one thing Michael and Haley taught me was to set limits according to priorities.

For example, my wife and kids are a higher priority than work.  Intentionally blocking off time during the week, rarely working on Saturday and not working at all on Sundays has helped to cherish and grow my relationships with them. Having non-negotiable blocks for my wife and kids has helped me to make the most of my time at work and has helped me to enjoy work more.

3. Improve core competencies.

If you want to have a high impact at work, look for the most important thing which your role, your boss’ role and/or your team’s role requires, and start there. You will feel a ton of gratitude come your way.

4. Know yourself and your team well.

Megan is a self-professed Myers-Briggs geek. She leverages her ENTJ strengths and adapts to other personality types to foster greater communication and reduce the chance of conflict.

Ask each team member:

• How to work successfully with them

• How to energize them

• What frustrates them

• What stresses them out

• What they are looking to improve about themselves

• What they look like when they are chronically stressed, and how to best help them if they are there. (Often it is providing them with something that energizes them.)

Be sure to give them your answers to the bullet points above. We created templates for each personality type that you can use. You can find them here.

5. Manage up well.

Your boss does some things really well.  Other things could use improvement.

Megan was great at being able to see what I needed help with, and to fill in that gap.  She also gave some tips in passing that were very helpful.

If your boss wants to grow, that would be helpful.

6. Go beyond what you were asked to do.

If you always look for a way you can go beyond what you were asked to do, this will show your boss that you want to exceed expectations.  Don’t be surprised if your reviews and bonuses reflect that.

Make sure you complete what you were asked to do and then, in a separate part, show how you went beyond.

7. Risk sharing how things can be improved.

Ask how and when you can share some things that you believe could be improved.  Make sure that you are asking from a place of humility, not know-it-all arrogance.

Once you are given permission, say I’ve noticed X.  I wonder if Y could be a way to improve X.

Then let the brainstorming begin.

Becoming a valued resource for your boss, team, or company starts by committing not just your head but your heart to the role.  Looking for ways to go beyond sets you up for promotion and for leaving a lasting legacy in your role.

Chew On This:

• What would help you to commit both your head and your heart to what you do?

Ryan C. Bailey is President and CEO of an organizational effectiveness company.

8 Tools to Help You Manage a Layoff

I am currently working with two different companies that are going through significant changes. They are outsourcing some of their work, eliminating the roles of some employees. The leaders want to handle these situations really well.  They care about the displaced employees and want to ensure a proper fit for them moving forward. Laying off an employee is no easy task. Confusion, anger, and even denial are some of the reactions that often greet a layoff. Working with these companies, I began thinking through tools that can aid in the lay off process. Here are 8 helpful tips to help you manage layoffs:

1. Have a Clear Mindset

• Know that all eyes are watching how this is done, and it is important to have a clear mindset as you approach the layoff process.

2. Establish Healthy Principles

• Communicate transparently and often:
  • People know when things are not going well. We often don’t give them enough credit, and attempt to hide the full picture. Instead, it’s important to be honest with the people who will be impacted.
  • Next, set clear goals with the given resources. Share market data and competitive information.
  • Don’t lie or be unrealistically upbeat before the layoff.
  • Answer the most critical question right away, then offer support.
    • People first, and most critically, want to know if there is bad news ahead. Answer that first. They will not be able to think clearly and listen through options with that question looming over their minds.
    • Then, support them with a discussion of the competition, market forces, or the financial environment. Take the time to talk through options with them.

3. Never delegate the pain:

• Most people are loyal to their manager first, then to their companies.
  • The news needs to come from the manager directly.
  • The manager needs to be prepared to be there for the dismissed employee.

4. “Dismiss others as you would have them dismiss you.”

• Practice empathy towards your employee. Empathy involves sitting with others in their current emotions and letting them feel understood.
  • Some common emotions felt during a layoff include:
    • Humiliation, anxiety, fear, and anger
    • An underlying emotion is the experience of shame: where they doubt that they are good enough.
  • Major concerns in the midst of a layoff are:
    • How do I leave the premises with some semblance of self-respect and with the information and materials I may need to help me in my job search?
    • What will I tell my significant other/family/friends etc.?
    • How will I afford to stay afloat now that I am unemployed?
• Dismiss with dignity.
  • Deliver the message in private and face-to-face:
    • Do the dismissal before or after work so they don’t feel paraded around.
    • For most, avoid letting someone go on Friday because they will stew and could get worse. Also they will want to be able to reach out for advice or effectively start the job hunting process
    • For others, Friday is great because they need to decompress and can use the free time to do so.
    • Make the termination meeting quick and humane.
      • It should be done with the manager leading the conversation but it is also important to have another person in the room, such as HR.
      • If there is any concern, for safety make sure security is close by.
      • Within the first 30 seconds, state that their position has been eliminated.
        • “Sales have been down at the company and tough staffing choices had to be made.  It is with great regret that I must tell you that the company has decided to eliminate your position.”
      • Don’t get into messy personal discussions or say anything that can haunt you later.
    • Along with empathy, active listening is key. Give them a space to voice their emotions, concerns, and frustrations. Connect with them through the use of empathy statements, such as, “I hear you saying that you feel shocked and afraid, and I imagine that this is really hard for you.”
    • Along those lines, give them time to react in safe environment.
      • Some may need to vent
      • Some may need time to think
      • Some need facts and explanations
      • Your role in this is to provide a space free of judgment, where they can feel safe to express themselves.
    • Give them what they need to move to a stable, emotional keel.
    • Then as quickly as possible, move them towards thinking about their own future and not about the company.
      • They should feel that you want to help them succeed in the future.

5. Give them practical tools moving forward. Severance Package must be vetted by an employment lawyer. An appropriate severance package is:

• Clear on what it offers
• Includes the date it must be signed off by
• Provides conditions on which it can be revoked

• • Provide outplacement consulting as part of the severance which helps to mitigate potential liability.
    • Most people who are in the process of getting laid off are thinking, what do I do now? Few have resumes at hand.
    • Providing outplacement consulting sends a message to the dismissed employee and the remaining employees that you are treating the ex-employee as a human being, not a line item on the budget.
    • Then, direct them to the outplacement immediately.
  • Allow them to come back to the office on a weekend or evening to get their valuables and/or return company property like laptop and smartphone to minimize embarrassment.

6. Give them the best chance to transition successfully by focusing on the person’s needs.

7. Have an exit interview with the terminated employee so you can grow.

• Assess how will they represent the firm after they’ve been let go.

8. Have a town hall meeting for those who survive the cut.

• Know that you are going to lose a lot productivity the day the layoff happens (and possibly more days).
• Address the core questions of: What is the company’s future? Are there more layoffs coming? How will their jobs change? What are the expectations/goals now? Will they have to do two jobs?
• The doubts start with their role and then expand outward to their team and then the company overall. Be honest, clear, and available to your employees.

Chew On This:

• What areas of a layoff seem particularly challenging to you?
• How can you improve your layoff strategy?

Ryan C. Bailey is President and CEO of a company that catalyzes the transformation of leaders’ lives.

*This blog is an amalgamation of a few different clients.  No one single client is being singled out.

A Path To Real Clarity for Your Business

Chris Kisley, President and CEO of Life Long Leadership, recently came to my office and sat with me as we answered the Six Core Questions for Organizational Clarity from Patrick Lencioni’s The Advantage for my company.

1. Why do we exist? (Core purpose)
2. How do we behave? (What are our values?)
3. What do we do? (Business definition)
4. How will we succeed? (A collection of intentional, purposeful and unique decisions a company or team makes to give itself the best chance to maximize success)
5.    What is most important right now? (Thematic Goal – every organization, if it wants to create a sense of alignment and focus, must have a single top priority within a given period of time.)
6. Who must do what?

Mind you, we’ve been working on these for several weeks, but now it was time to nail the answers down.

I can’t say enough about how much I appreciate Chris and her incredible gifts for combining the core of who I am with corporate business wisdom in order to help me steer my company in the right direction.

Whether you are running a company or a department in a company, answering the six questions will bring a level of clarity that you and your team have not seen yet.

I’d like to share some of the general takeaways from my time with her that I think might be valuable for you.

1. Really understand who you are, using insights from those who are discerning and can articulate their perceptions of you.

Turning the windows in my office into writing boards, the first thing she wrote was my Myers-Briggs type (ENFJ) and my top five strengths from StrengthsFinder (1. Communication 2. Strategy 3. Empathy 4. Achiever 5. Developer).

She then turned to me and said, “As I have experienced you, you are a strong J.”  I was floored.  I had not seen myself that way at all.  As she explained the ways in which I come across as a strong J, I gained invaluable insight and understanding as to how I am coming across to others.

More than that, I started realizing that I was “trying to be” a low J because I love some of the qualities of P’s.

Feedback can feel intimadating and exposing, but when it comes from a trusted source who knows you and is for you, it can be paramount to your success.

2. Know how you work best and get rid of the last vestiges of who you think you “should” be.

The insight from that first point above, coupled with my answers to Lencioni’s first three questions, showed her that I try to super-specialize.  “You keep trying to box yourself in,” she said.  “You need to be broader so you can have multiple avenues to get to what you want to do most. It makes sense that you want to box yourself in because, as a J, you want to know what box you fit in.”  Man, those words rang so, so true.

My mom is a strong P.  I admire her so much.  The way things come together for her, with her ability to put out fires quickly, and seamlessly adjust to change is almost magical.  It’s part of what makes her a top surgeon.

Growing up, I wanted to be like that.  However, that’s not how I was wired.  Consequently, like many of you, several years ago I had to make concerted efforts to be who I am and stop trying to be someone I wasn’t.  I had to embrace the fact that unless I am discussing something I am very familiar with, things just don’t fall in place for me like they do for her.

I kept holding on to being a low J.  But a shift has occurred.  I may not be as strong of a J as Chris shared with me, but her words have helped me to just be, and enjoy my own wiring.

How can you start to operate out of your more authentic self?

3. Lead with your desires.

I am really fortunate in that I absolutely love what I do.  I love coaching individuals, groups and teams, but even more, I love delivering trainings.

When we were coming up with a list of the conferences where I should do my trainings, Chris asked me what I am passionate about.  “I’ve always loved innovation and technology,” I replied. “I might not know how the latest gadgets work, but I do love using them so much that usually I am an early adopter.”

Consequently, it turns out that my passion for innovation and for the leadership development trainings that I do are a natural fit for technology conferences.  Our new intern, Megan Koh, is already at work applying on my behalf to different tech conferences where I can train leaders.

What are your desires and how can you see them come to fruition in your business? What topic or problem stirs you the most? Begin brainstorming ways you can lead from your desires.

4. Understand how your industry and target audience works.

In the leadership development industry, who I hire will influence my target audience.  I’ve dreamed of increasing the amount of trainings (or facilitations) I do to about 50% of my practice, then spending the rest of the time with individuals, groups and teams, and growing and developing my own team.

I thought I should hire more coaches to cover for the time I want to spend facilitating or training, but I learned from Chris that if I do that, I will get more coaching work.  Instead, I should be hiring more people who can train or facilitate.  Then I will get more training and facilitation work.

Make your hiring intentional to the audience you want to reach and the goals you want to pursue within your company.

5. Know what you will not do.

When we got to the question, “How will we succeed?” we started off by making a list of what we will not do.  Seeing that list confirmed that I need to stay in my strike zone, and not take on things for which I am not best-suited, just to please my clients.

I was already saying, “No” a lot, but I believe I have the clarity now to say “No” to more.

You can start by making a list of “things you do” and “things you do not do” within your company. Talk with your team as you determine what is most essential for your overall productivity.

6. Know that you will adjust your answers to the six core questions as you get deeper into your work.

When we finished, I felt incredibly clear on who my company is and, more specifically, how I was going to pursue what I want to pursue.  It was so comforting and relieving.  My stress levels dropped.

I felt like one of my twins in a playpen.  When my twin boys were crawling but not yet walking, they would often cry if they were on the floor.  But if my wife or I would put them in the playpen, they would be immediately comforted and begin having fun.

I now have clear direction, focus, and know how to utilize my time and resources.

One last thing Chris mentioned was that I need to remember that the clarity I have now will become even sharper as I get farther into fulfilling the plan.  In other words, I will be further tweaking my responses to the six core questions as I go.

I am really good with that insight.  Even though I prefer routine, I love having options to plug into the routine, especially when the routine starts feeling a little old.

Chew On This:

• How can you begin walking through Lencioni’s six core questions for organizational clarity with a trusted source?
• What question feels most challenging to answer and why?

Ryan C. Bailey is President and CEO of a company that catalyzes the transformation of leaders’ lives.

*This blog is an amalgamation of a few different clients.  No one single client is being singled out.

How To Make The Most Of The Workshop You Attend

I'm on a flight to Los Angeles to deliver a workshop on Myers-Briggs and Emotional Intelligence. I'm thinking back to the training I did to become certified in the EQi-2.0 and how I wish I had taken more notes and spent more time reviewing.

Even though I love EQ work and use it extensively with clients, there are nuances of the EQi-2.0 assessment that I don't remember (already put a coaching meeting with an EQ trainer on my calendar).  This has got me thinking about how many of us attend workshops throughout the year, but don’t retain as much from them as we wish we could. According to Forbes, attendants of a lecture retain only about 50% of what they learn after two weeks.

So many helpful nuggets are given in a workshop that I wish I had a system to retain them all and then implement them well.  If you are still reading this blog, you probably can relate.  Here are some things I have found helpful throughout my years of attending and giving workshops:

1) Before you go into the workshop, perform brain dump.

Brain dumping is a way to get clear and be fully present. I wrote out 7 tips on how to be fully present when you have a lot on your mind in a previous blog. One exercise is called the “Brain Dump.”

This exercise involves listing on a piece of paper all of the things that are on your mind at the present moment. Think not just about work, but also about home, family, hobbies, entertainment, etc. Take 10 minutes to write them out.

Next to each item, quickly jot down the ideal outcome you want for that item. Then write down the next action step that needs to be taken to achieve that outcome.

This exercise clears your mind and creates space for more information.

2) Take really really clear notes.

I like taking electronic notes during workshops I attend. However, if I'm not careful, as the days, weeks and months go by, I may not fully understand what I wrote down when the time comes to review them.  Make sure you set aside some time to review your notes right away, as close to the end of the workshop as you can. The breaks during a workshop are even more ideal.

3) If the facilitator says anything that is unclear, ask them to clarify.

Don't be afraid to ask the facilitator to clear up a point they made. You will be doing yourself, your fellow participants, and the facilitator a favor. This is often how I get the best refinements to the workshops I conduct.

4) If the facilitator has not done so, see if you can whittle down the workshop to three main points. 

A client, after previewing slides, asked me to come up with five "pithy" phrases that the participants could use as a review slide. That advice alone moved my workshops to the next level. It turned out that senior leaders especially valued that slide.

5) See how you can immediately implement at least three core parts of the workshop - personalize it.

To make the most of the time you invested in participating in a workshop, look for ways you can immediately use what you've learned.

The idea is to start using what you've learned before you forget it.

See number 7 for one of my favorite ways.

6) Set up a few review times.

Typically, when I deliver a workshop, I like to have a group coaching call a month after the workshop, and another one three months after the workshop. This gives participants a chance to implement and develop questions to better utilize what they've learned.

If that feature is not offered to you and your team, request it, because it will dramatically increase retention and use.

If you're met with resistance, do it on your own. Don't feel shy about emailing the workshop facilitator with your brief questions. We'd love to be at further service.

7) Teach others what you've learned.

Before the beginning of the workshop, have in mind that you are going to teach others what you've learned.

This will help you be present, make sure that your notes are clear, and that you yourself understand everything.

Generously share with others what you've learned.  In the process, you will learn and implement much more than you would have otherwise.

Imagine the impact on your team if they got the nuggets that have helped you.

There is a reason you are participating in the workshops you're attending. You’ve invested time and money and energy into this opportunity. Make the most of it for yourself and for your team as you move your team towards higher performance.

Chew On This:

• What difference would it have made to you if you had been able to remember more of the workshops you attended?
• What steps can you take to make the most out of future workshops?

Ryan C. Bailey is President and CEO of an organizational effectiveness company.

What the Fitbit Workweek Hustles Taught Me About Pacing

 

It might be hard to make out from the photo, but this is a picture of my swollen foot and the red rash that covered my lower legs not too long ago.

In a previous blog, I related what I had learned about healthy competition through participating in Fitbit Workweek Hustles.

I shared how I had rediscovered what a competitor I am.  Given my schedule, I thought at first that it would be super hard to get to 10k steps per day. Then, thanks to the encouragement and example of my just-as-busy-friends, I started averaging 18k-21k steps per day.

I realized that when I did phone meetings, walking actually helped me focus more on my clients, and get to the heart of their concerns.  That was a side benefit, but during the first couple of weeks, I did not win a Workweek Hustle.  I marveled at how the winners could get over 100k steps in a five day span.  I wanted to reach that mark, but doubted if I could.

Then it happened.  I got into a deep competition with a friend in NY.  We pushed each other hard throughout the week.  Late at night on the last day of competition, we were both walking--she in NY, me in Atlanta.  We reached 100k at about the same time.

Though I was tired, I kept moving.  My socks were itchy, but never in a million years did I think I was doing to my foot what you see in the picture.

We both continued to walk until midnight, and I actually won.  It was close, but I was thrilled to finally have won my first workweek hustle.

As I approached the front door of our house and slowed my pace, I could tell I was somewhat sore. But when I started going upstairs to our bedroom, the soreness really hit.  My legs continued to itch, and when I took off my shoes and socks so I could shower, I could see that my feet were swollen, even though the light was dim.  “Oh well,” I thought, “I’ll elevate them with pillows and sleep that way.  I’ll be ok.”

But when I turned on the lights, I could see all the red splotches on my leg.  I had no idea what they were, and I feared what it might mean.

After showering, I felt even more sore, so I got into bed.  When my wife came upstairs, I asked her to check my legs.  She gasped when she saw them, and it was one of those gasps of real concern.  “I’ve pushed it too far,” I thought.  “I’m really going to pay for it.”  She looked at me as if I should have known better.  And she was right.

I am an overweight 47-year-old man who had just resumed working out a couple of weeks earlier, and I had overdone it.

The next day, I had a doctor look at my legs and feet.  The doctor said to keep them propped up, do light walking on the weekend, and then encouraged me to get back into the competitions.  She assured me that I had not done any serious harm, and that I would be fine by Monday.

That weekend I took it easy--maybe did 7k steps the entire weekend.

When I got to the office on Monday, I showed my assistant the pictures of my leg and foot and she said, “I know a blog is coming about this one.”

That got me thinking.

I did not want to write a blog about a setback since I recently wrote a two-parter on it (1, 2). I wanted to write something that showed the lesson learned.

So, taking my cue from business, where there is a need to pace yourself and your team and go for the most critical wins, I worked on pacing myself and building up stamina.

Over the next two weeks, I stayed between 15k-18k steps.  Then I built up to 25k steps and stayed there for a couple of weeks.  Finally, I did 56k steps in a day.

Here is the kicker.  I felt great after the 56k.  Yes, tired.  Yes, sore, but not that sore.  I felt really great.

So what does all of this have to do with business?

Often in business, we can let our impulsiveness and desire to win do tremendous damage to ourselves, our team, and those we care about.  We push ourselves hard to get results.  But we don’t stop to ask ourselves: can our team and even ourselves handle the pace?

I started thinking about some of the more successful people I’ve worked with and the price they paid to achieve their success.  Many of their key team members quit because, at the heart of it, they felt like they were being used.  The leader cared more about the glory of the leader than about those who were working really hard to get them their glory.

As a leader, how are you handling the pace you are setting?  How is your team handling the pace?

Sometimes we have to push ourselves to the limit to get a crucial win, but at quieter times, is there a way to change the scope of what you are trying to accomplish so that your team builds more and more stamina in their reach for the top?

How can you show your team that you love them enough to help them reach their potential at a pace that doesn’t break them?

Ultimately, pacing allows for a sustainable, steady high-performing team.

Chew On This:

• What is the right pace for you and your team right now?

Ryan C. Bailey is President and CEO of a company that equips business leaders to develop the teams that everyone wants to work with.

Combining a Strategic Mindset With Your Tactical Base

A few weeks ago, we discussed the marks of a master tactician. A tactician is project-oriented, fast-moving and responsible for the implementation of day-to-day tasks. We then dove into the marks of a master strategist.  A master strategist values taking time to think, processing through the long-term impact of decisions while considering the views of others. But any leader needs to be able to combine a strategic mindset with a tactical base.  This is a necessary skill if one wants to ascend to the Vice President role and above in a large company. If you are running a smaller business, you already know that you need both strategy and good tactical skills in order to succeed.

Here are ways to merge a strategic mindset with your tactical base:

1. Must develop a keen sense and drive for strategy and execution.

To advance, you must develop a keen sense and drive for both strategy and execution. It is not enough to merely see a need; you must have the skills and capability to carry that need out. One cannot exist without the other. Both must be nurtured, grown, and improved upon.

2. Know how to develop a strategic plan that encompasses your keen sense and drive for execution.

A strategic plan that doesn’t keep in mind how it will be executed is just a dream (See Marks of a Master Tactician for more details on the elements you will need to remember). While thinking long-term is crucial, it is important to be able to craft tangible, short-term objectives to move towards the overarching goal. A goal becomes muddied without specific steps to get there. Moreover, craft the plan to the strengths of the individuals who will be executing.  This will increase the likelihood of success.

3. Understand what competitors are up to and relay important competitor info up the chain as quickly as possible.

Part of the above plan will include understanding your competitors' strengths and weaknesses and how to position your company best in light of that knowledge.

4. Get buy-in from so many different parties.

Before executing a strategic plan, it is important to gain buy-in from other departments and teams. This buy-in could prove invaluable as you will probably need their help from time to time and they could also notice any blind spots in the plan that will help you to refine it.  As an aside, getting buy-in from different parties also helps to diffuse accountability.

5. Making sure that each person executing is clear on their role, the decisions they can make and what they are responsible for.

Sometimes you can come up with a brilliant strategic plan but if your team is not clear on their roles, what decisions they can make and what they will be accountable for that can lead to things being dropped and poor execution. This must be clear before the project starts.

6. Don’t second-guess plan once you start to execute.

Once all of the above is accomplished and you start to execute it, it is important that you don’t second-guess the plan.  This doesn’t mean that you won’t make some course-corrections as you receive feedback (see below) but it does mean that the overall direction won’t drastically change.  The larger your company is, the harder it will be to make a dramatic change.

7. Must assess the initial feedback after executing the strategy and make course-corrections on the fly.

As feedback comes in, you will start to spot trends, make subtle changes, and improve the tactics. However, the overall strategy should not change that much.  The course-corrections typically are about the tactics not the strategy.

8. Review, Refine, Review, Refine.

Continually review the strategic plan and refine it as you go.  It will help to sharpen the next strategic plan that you develop.

Chew On This:

• How can you integrate both strategy and tactics to optimize your effectiveness in your role?

Ryan C. Bailey is President and CEO of a company that equips business leaders to develop the teams that everyone wants to work for.

*This blog is an amalgamation of a few different clients.  No one single client is being singled out.

The Mark of a Master Strategist

Master strategists are a rare breed of people.  They are able to play high level chess and make it look as simple as playing checkers. A few years ago, I started working with a vice president whose role was to head up a Latin American department for a Fortune 1000 company.  As we brainstormed different initiatives, he more than showed himself to be a master strategist.

As his coach, my job was to provide an environment where he could explore various options for resolving the issues he wanted to resolve.  As he answered questions, I learned so much about strategizing that I felt like I should pay him for letting me sit in on his “thinking time.”

If you want to become a master strategist, there are certain key disciplines to consider developing.  If you read last week’s blog, you will know that the insights on this blog and the next come from a team of very talented directors in a well known global company.

While being tactical is a practical, hands-on skill, strategy is a thinking skill.  One that can be grown and developed.

Certain personality types, especially INTJ’s, have a strong predisposition towards becoming master strategists, but the VP that I mentioned in the first paragraph, along with many other ISTJ or ESTJ VPs I’ve worked with, have grown from being master tacticians to developing a real knack for being strategic.

Here are the marks of a master strategist:

1. Master strategists free up time & then fiercely protect that time.

Strategists must have room in their schedule and mind to think.  They look for ways to block off even 15 mins just to think.

Once they free up time, they protect it, just like they would an important meeting. Time and space to brainstorm are not seen as a waste but as an essential part of success.

Without taking this first step seriously, they wouldn’t be able to move to upper levels of strategy.

2. They spend time with those who are also master strategists and those that are higher up than them.

Nothing beats being around the masters. They look around and find those who really get strategy and become a regular feature on their calendar. They ask if they can sit in on times when they are brainstorming strategies with their team and soak it all in. A master strategist surrounds himself with like-minded people.

3. They think long term.

Master strategists typically think long-term--3, 5 and even 10 years ahead. They consider how the events of today are going to impact that time frame. They think about other industry events and where they will be in the long term. In essence, they are futuristic, taking into account the long-term impact of their decisions.

4. They stay close to the company’s broader vision.

Master strategists pay close attention to the company’s broader vision and align strategies with it.  This is a great way to gain buy-in throughout the organization.

5. They cultivate different points of view.

Master strategists develop relationships with different departments so that they can get a feel for what they care about, how they think about it, the concerns and issues they have, what they consider to be successes and where they sense the future is headed.

In doing so, they are able to spot trends (see below) and think big picture.

6. They step back & spot trends.

As they get to know different departments, master strategists start to see certain themes that are consistent across the company. They see how others in the company think through things. They see things the way that higher-ups see them. But they also get a feel for what is going on in the front lines, which often the higher-ups don’t get to see as quickly as they might.

They also look at the data and see what the company wants to invest in over the long haul.

7. They plan ahead to take advantage of those trends.

Once they see the trends, they ask themselves how, in their specific role, they can take advantage of those trends.

They manage risks by first filling the facts box and sharing those facts with key executives; then, they can write a summary page so the executives know what they will be getting.

They must define what issues they are facing and be thorough with the process.

They need a robust fact base to make sure that they are solving for a real need.

Any alternatives should be fought about.

Strategic thinking is about asking the right questions: How will we win?  What is at stake?  How do you define success? What would the different departments say about this plan?

Master strategists think of all the angles so they can anticipate every question and plan for it with their team. They also make sure they are clear on what they need to execute their plan.

8. They foresee obstacles and plan ahead to overcome those obstacles.

Master strategists also consider the obstacles that are going to come.  Once they see the trends, they ask themselves what obstacles will naturally appear.

They take the list and decide how their team can best tackle those obstacles before they even arise.

9. They get validation and buy-in, paying close attention to feedback.

They consider who needs to buy in, thinking in terms of what the stakeholders value and how their plan fits in with those values.

As they implement their plan, they pay attention to the feedback they receive and make tweaks. They are aware of when it may be best to abandon the plan.

10. They anticipate the informational needs of their boss and boss’s boss.

Thinking in terms of what their boss and boss’ boss want to know to make decisions at their level, they may gain greater insights in how to think strategically.

Becoming a master strategist is easier for some than for others.  However, everyone can improve their strategic skills by recognizing the marks of a master stragetist.

Chew On This:

• How can you become a more skilled strategist?
• Who on your team embodies these strengths?

Ryan C. Bailey is President and CEO of a company that equips leaders to develop in-demand high-performing-teams.

The Marks of a Master Tactician

I am coaching a group of directors who all want to become vice presidents in their companies. These men and women are sharp, gifted individuals. Already they are making a significant impact where they are. They are master tacticians, skilled at executing the strategic initiatives set by those over them.

There used to be a day when vice presidents could be either tactical or strategic. However, those days are gone. More and more companies are wanting to see that prospective VP’s can do both.

The group I'm coaching already shows great signs of being able to flex their strategic muscles, but they've been in roles that are heavily tactical.

Moreover, they are so busy implementing what they are tasked to do that they have little room for what it takes to practice the art of strategy.

In this multi-part blog series we are going to discuss:

• The Marks of a Master Tactician
• The Marks of a Master Strategist
• Combining a Strategic Mindset With Your Tactical Base

As a leader, you may already be identifying in your mind who on your team is more strategic and who is more tactical.

To advance excellence in your team, all members of the team need to understand and implement principles of both--what it takes to be a Master Tactician and what it takes to be a Master Strategist.

The higher up they move in the company, the more they will be working through others, so they will need a strategic mindset to succeed.

However, those who are closest to the front lines, who require a tactical mindset, will also need to understand what you as the leader need in order to make effective decisions for the good of all.

For example, suppose your frontline had a basic training on how to spot trends not yet revealed by the data you are seeing. Imagine what a difference that would make to you and to the company.

If a team were to take this basic training, what might they draw out about what it means to be tactical? Basically, it is “work done below the shoulders.”

Those who are strong at being tactical are strong at executing. So tactical people are operational.

Tactical people’s line of vision is focused on the shorter term.  Sometimes it means being focused in the moment.  As such, they can be reactionary, but must definitely be adaptable and flexible.

Let’s look at what the work life of a master tactician entails:

1. They achieve the strategy for their small part of the business.

While they may have some awareness of the overall strategy for the company, tacticians usually don’t have overall details, but they do have details for their part of the business.

Once they receive the strategy, master tacticians know who on their team needs to do what in order to accomplish the goals.  They put together solid plans and work the plan. This gives them a great deal of control in the day-to-day operations, as long as higher ups trust them to execute.

2. They are resource management oriented.

Master tacticians directly use the resources of the company to accomplish the strategy.  As such, masterful ones are wise with how they allocate the resources, and they are accountable for how they use them.

3. They are project-oriented.

Tacticians go from project to project, often working a few different ones at the same time.  They get the benefit of seeing the fruit of their labors in shorter term bursts than the strategists do.  This can be incredibly rewarding.

4. They are fast-moving and always busy.

There is never a break.  There is always a ton of work. There are always decisions to be made as to what gets dropped. There is a constant need to filter all that they have through Julie Morgenstern’s 4 D’s - Delegate, Delete, Delay, and Diminish.

Many have at least double digit unread messages -- if not triple.  Their work is such that they can’t stop.  There are always more meetings, or stakeholder calls to make, in addition to the projects they are on.

However, those who are master tacticians thrive in that type of fast-paced environment.  If they are in the right tactical role, they are never bored.  There is always something to do.

5. Typically, the only time they think about the business is when they are on vacation, or about to fall asleep.

As you can infer from above, the thought of being able to stop and really think about the business seems like a luxury to them.  Many say that the only time they do is when they are on vacation or about to fall asleep.

For some personality types, that could be a gift.  Yes, it could be frustrating not to have more of a say in the strategy, but those who love to execute thrive here.

It is easy to see why some people would never want to leave the tactical realm.  If they are wired for it, they can get into their comfort zone and never leave.

However, as I said earlier, the days are now here that in order to move to higher levels in a company, there has to be a strategic mindset as well as a tactical one.

Chew On This:

• Who on your team is more tactically oriented?
• Who is more strategic?
• Who seems to balance both really well?
• Who are you thinking of promoting? :-)

Ryan C. Bailey is President and CEO of a company that equips leaders to develop the teams that everyone wants to work for. *This blog is an amalgamation of a few different clients.  No one single client is being singled out.

How to Ensure People on Your Team are Heard

Have you ever witnessed an argument, where one person is saying X but the other person is hearing something completely different?  Where the first person makes repeated attempts to clarify, but the second person still hears something completely different? Have you ever wondered why the second person is not hearing the first person?

One reason is that the second person has an entrenched belief.  Once we believe something, we filter everything through it.  The more intense our emotions are, the more we hear what we want to hear, regardless of what the other person is saying.

When this happens in a boardroom, it can be quite costly and embarrassing for the one who is not hearing.  But if you are a witness to such an argument, here are a few things you can do that can help them to hear:

1. Get the parties' agreement to help resolve the conflict.

First, ask the parties who are arguing if you could jump in to help resolve the conflict. You want to work in collaboration with them, which requires their consent. Then,

2. Slow things down.

Shift to a calm tone.  It helps the ones who are arguing to calm down.  If there is anyone else in the room, ask them to leave.

3. Normalize what is happening.

Look for a way to minimize embarrassment for the one who is not listening.  You can say something like, “When things get heated, it can be really hard for us to hear one another.  It can happen to any of us.” Do not place blame on the non-listener; instead, meet him where he is at.

4. Ask the one who is not hearing, “What do you hear the other person saying?”

Ask the the first person to refrain from responding or interrupting.  Then turn to the one struggling to hear and ask them, “What do you hear the other person saying?”

When they respond, don’t judge or condemn them, regardless of what they may say.

Instead, ask them if you could share what you are hearing the other person say.  It’s helpful to get their buy-in, but then share what you heard and ask them if you are off.

Then, ask them again what they heard the person saying.  Hopefully, they hear it more clearly now.

But a quicker resolution is possible.

5. Ask both, “What is the one message you want the other to hear?”

Start with the one who was not hearing.  Ask them to state the one message they want the other person to hear.

Ask the first person, the one who was saying X, to repeat what they just heard.

Then ask the second person, the one who was struggling to hear, to repeat it back.

At this point, you can move to resolve the conflict by asking them to align with what the other wants them to hear. Where they had been arguing, they are now partners attacking the problem, and you are moving towards resolving the conflict. Instead of seeing each other as the 'enemy,' they are teammates combating the problem together.

In a future blog post, we will go through conflict resolution principles.

Chew On This:

• How can you empower your team members to better hear each other?  What beliefs keep you from listening well?

Ryan C. Bailey is an Executive Coach who helps business leaders develop in-demand high performing teams.

*This blog is an amalgamation of a few different clients.  No one single client is being singled out.