“I borrowed strength from my position and authority and forced her to do what I wanted her to do. But, borrowing strength builds weakness. It builds weakness in the borrower because it reinforces dependence on external factors to get things done. It builds weakness in the person forced to acquiesce, stunting the development of independent reasoning, growth, and internal discipline. And finally, it builds weakness in the relationship. Fear replaces cooperation, and both people involved become more arbitrary and defensive.” 7 habits of Highly Effective People by Stephen Covey (https://www.franklincovey.com/the-7-habits/)
I know as a parent I unfortunately have used my authority seat to force my kids to do something. Not sure you have ever said or heard, “Because I said so!” When of was VP of Sales and Marketing, our the team worked on realistic goals for the year and then added a few more sales that would really require us to work hard. I think our goal was $110,000,000 in sales for the year. When I presented our stretch goals to the Division President, he said thanks but here is what I need you to accomplish. $150,000,000. Needless to say, that really let the wind out of our sails. It took a fired up group of 13 sales professionals who had run the numbers, look at trends, and committed to achieve a little more than we even thought possible and crushed their spirit. Now the mindset had become, “I guess we will just do the best we can. No way we can hit those numbers.”
Jim Collins in his amazing book “How the Mighty Fall”, (https://www.jimcollins.com/books/how-the-mighty-fall.html) challenges us as managers, owners and leaders to ask 50% more questions than we make statements. Why is that important you might ask? If I’m dictating or telling everyone what to do, there is no ownership. No accountability. No urgency to perform and achieve. We need to learn as managers, owners and leaders, that our job is to help our team members maximize their impact. What can they accomplish? What resources, training, tools or advice can I give them so they can crush their job? How can I share where we are going and ask them how they can help us get there in their job or department. (Don’t know where you are going or have clear and measurable goals that have been communicated to all? Order a copy of my new book, CLARITY. https://www.choiceconsultingman.com/clarity/). Once they buy in and begin to share ideas, strategies and solutions they will also begin to own the results or lack of results. Our job is to help, teach, coach, empower, instruct, measure or unpack the details of success or failure and what happened so we can celebrate or adjust and improve and get back on track.
You got this! One of the most difficult transition for almost all the owners and leaders I coach is moving from Task manager, to Manager, to Leader. As Michael Gerber shares in his book “Emyth Revisited” ( https://emythstrategies.com/michael-gerber/), it takes three skill sets and personalities to run a successful business. Knowing what Task to do, Managing the business, and Leading the organization. Starting your transition from task manager to manager to leader can start by asking more questions.
Let’s crush 2022 by empowering our team members but also asking more questions about their job, what they are doing, how they can do better, and how can I help.