I am not a number…

I am not a number…

  • I have a family to feed and a wife and child to be home for.
  • I believe passionately in what we’re trying to do.
  • I celebrate just as hard as you do when we succeed.
  • I hurt when I hear our organisation being critiqued.
  • I wonder if we’ll make it long term.
  • I wonder whether I’ll still be here next year.
  • I am the chief executive of the organisation and I’m a human being too.

As you read this; what were you thinking…

At every level in an organisation there are people seeking to feel valued. No matter the position held; we are all human beings and none of us are numbers. As human beings we recognise that we are valued when:

  • Our opinions are heard
  • People recognise our highs and our lows
  • Please and thank you are the norm
  • Tomorrow actually does come 
  • We are given the time and support we need to succeed
  • Others challenge us and we know it’s because they believe that we have it in us to be even greater.

…delivering a sense of value through your leadership team

It’s not as easy as everyone would have you believe to make people feel valued, especially from afar. The key is to develop a sense of being valued, and the importance of actively valuing others, in your own leadership team first. In turn passing this onto your people.

To do this may require assistance…

Ensure that your own leadership team feel valued and get them to explore what makes them feel valued and how they can deliver this through their own reports into the business.

This may require the assistance of a coach, experienced in the ways of team coaching and sensitively handling tricky team based conversations and with the ability to bring the topic safely to the table and generate successful outcomes from the conversation.

Your starting point…

Your starting point is to evaluate how well you are already doing. Ask yourself; how much of this valued culture are you:

  • Seeing?
  • Creating?
  • Responding to?

By reflecting on your own embodiment of the culture you seek you can begin to make a considerable difference to your personal impact and in turn the impact of those around you.

If something is getting in the way…

If something is getting in the way of this happening as often as you’d like; get in touch and we can discuss how to bring about the change you seek.

  • Twitter: @stefanpowell
  • E-mail: stefan@yourleadershipcounsel.co.uk 
  • Phone +44 (0) 7736942382

Who am I? Stefan Powell…

I am yourleadershipcounsel, a father, husband, part time rock star and passionately bonkers about helping leaders get the most from themselves and their people.

What my clients have said…

“Inspirational – easy, thorough and methodical to work with while also intuitive, imaginative, creative, incredibly flexible and very accommodating”. Wendy Stern – Chair of Action For Involvement – http://www.actionforinvolvement.org.uk

Advertisements

Why we should listen to the quiet amongst us…

I’ve just read a great post by @susanjritchie: Should Women Be Any More Modest Than Men? I’d recommend you read it.

I was so struck that I felt I needed to reply.

The basic premise is best expressed in Sues own words, for me, in these two sections:

“we need to stop telling women that they need to be modest and instead encourage them to understand their strengths and be proud of them. And then, help them find ways to share their achievements”.

And…

“Now no-one is denying that humility is a great thing in a leader – but you’ll never get to a position from which to lead anyone anywhere, unless you get comfortable with communicating your excellence”.

I agree with you Sue…

I agree with you Sue and I believe the reasons to be many fold and even wider than women; although I accept they show themselves far too often where women are involved.

The quietest often have the most to say…

In my experience, those that are confident (be them male or female) who fail to ‘hide their light under a bushel’, often have little or no reason to be so confident. They tend to lack the self awareness and knowledge needed to truly inspire, lead and manage their people in the long term.

Those that are quiet (again whether male or female) often have the capability to meet the needs of their people; which in turn should rightly afford them the right to a forum when speaking. Unfortunately it so rarely does in a room full of ‘loudies’.

Listen to me but I shall not listen to you…

Those that ARE confident to highlight their own ability often don’t listen or give time to those that they should listen to. This is the same approach that I observe in activists vs. reflectors and pragmatists vs. theorists. The reality, so often, is that the loudest and quickest to shout, often get the first and last words.

Leaders seek out the quietest voice…

The greatest leaders I have worked with have always sought the voice of the quietest in the room as they recognise that this is often where the wisdom is stored.

Bias is definitely there…

The problem is definitely biased against women but is also biased against sensitive and intuitive men who take the time to consider the options, repercussions and/or make decisions based upon an instinct that they may struggle to articulate to others in the moment.

My hope and ambition…

My hope and ambition is that we move beyond a mere recognition of the value of diversity, past the embracing of diversity and into seeking its counsel as a matter of course.

The benefit of diversity has been interpreted by many over the years and it’s benefit to the achievement of greater outcomes accepted by many. One such example is Edward de Bono’s six thinking hats; a concept which has been around long enough for the maturity of our leaders to catch up.

Let’s grab hold of the diversity of all and make sure the ‘quietest’ no matter whom they are are brought to the fore.

Thank you Sue for grabbing my attention.

Kind regards 

Stefan

If you’ve enjoyed this and found it beneficial…

If you’ve enjoyed reading this and found this beneficial; I’d love to hear from you.

  • Twitter: @stefanpowell
  • E-mail: stefan@yourleadershipcounsel.co.uk 
  • Phone +44 (0) 7736942382

Who am I? Stefan Powell…

I am yourleadershipcounsel, a father, husband, part time rock star and passionately bonkers about helping leaders get the most from themselves and their people.

Why I do what I do…

“Stefan helped us focus on our goal neutrally and objectively, could we have done this on our own, probably! Would we have done it probably not!” – Russ Hobson – Agent – NFU Mutual 

Is 50% enough?

Today a colleague shared that they enjoy what they do less than 50% of the time. Which led to a discussion about how they could increase the level of enjoyment they got from what they do. It also got me reflecting…

I’m incredibly proud…

I’m incredibly proud to say that those I work with often tell me that they can tell I love what I do and I’m incredibly happy to say that I do. 

Don’t get me wrong there are moments when I pause and think oh no not this again (or words to that effect) and then I reflect on how I’ll buzz off what I get to do, helping leaders make a difference to their people, and the resulting smile that they and I will have at the end of the process.

It’s what drives me everyday to strive to be better than the day before.

Steve Jobs…

Steve Jobs once said that “The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle”. 

Leadership is about doing great work and you don’t tend to do that when you’re unhappy. 

What’s more; personal dissatisfaction is likely to be disengaging your people; which is estimated to cost the US economy alone $370 BILLION annually. (Gallup)

So, how much of your job do YOU love?

If it’s less than 50%; is 50% enough? I don’t think so and its time to increase that figure. 

For every 5 days you’re at work, 2.5 days of your working week (assuming you don’t work weekends) are likely to be less productive than they could be and in turn your people need you to be. 

Change happens…

In the words of Tony Robbins “Change happens when the pain of staying the same is greater than the pain of change”. Answer the following:

  • What is it costing you to not find joy in your working life every day?
  • What would it mean for you and those around you to feel fulfilled by what you do?

You don’t have to throw out the bath with the bath water…

Making that change doesn’t have to start with throwing the bath out with the bath water, in fact a great place to start is with identifying when you’re already happy in your work; I’m hopeful those times exist for you – no matter how hard you might need to look at times.

Assuming you’d like things to be different; ask yourself:

  • When are you at your happiest?
  • When does work feel effortless?
  • When work does feel effortless?
  • What are you doing?
  • What are you talking about?
  • What are you feeling?
  • Who is with you?
  • Where are you?

Change happens…

Now, having identified when you already enjoy what you do, consider:

  • What changes would you need to make to enjoy what you do more often? 
  • What would you need to believe?
  • Who would you need to become?

A wise man once told me…

A wise man once told me that you “don’t have to be great to get started, but you have to get started to become great”. So, when will you get started?

If you’ve enjoyed this and found it beneficial…

I’d love to hear from you.

  • Twitter: @stefanpowell
  • E-mail: stefan@yourleadershipcounsel.co.uk 
  • Phone +44 (0) 7736942382

Who am I? Stefan Powell…

I am yourleadershipcounsel, a father, husband, part time rock star and passionately bonkers about helping leaders get the most from themselves and their people.

Why do I do what I do? Making a difference…

“Stefan helped us focus on our goal neutrally and objectively, could we have done this on our own, probably! Would we have done it probably not!” – Russ Hobson – Agent – NFU Mutual