Leaders and Managers; Review. written by Nick Roud - Executive Coach.

As a leader / manager of organisations and teams now is the time that we start to ensure what we are trying to achieve in business is in place. How we have documented our financial goals to shareholders and investors and what they expect from you is aligned. Key people that you need around you are in place (or being identified) etc. If things are not in place it is your responsibility and duty to take action.

This article will ensure not only are you taking the forward steps to be “ready for 2019” but your teams are “ready for 2019”. In a world that changes by the second there is no better time that right now to Review!

Review: “a formal assessment of something with the intention of instituting change if necessary

Those two words at the end are essential if you want your organisation and teams to progress. (if necessary). As you take the time to read over this article (thank you) there may be certain aspects to you that you feel (are necessary) to make changes to and others that you are extremely pleased with how things are progressing and do not need focus.

A great saying is “if it aint broke, then don’t fix it”. So hear we go, let’s Review!

Reflect

Evaluate

Verify

Ignore

Experiment

Work-on

Reflect

  • Yourself:

As a leader it is extremely important to keep checking in with yourself. When working with leaders I ask them at this time of year to jot down a few specific areas that they have really “pushed the needle” on. I also ask them to jot down a few key specific things that haven’t gone as planned (or if they had the time again they would do differently). When we reflect we can start to see small trends/habits/behaviours that allow our great gifts to flourish and our areas of development to come to the surface. Remembering this is Reflecting on you! Be bold and brave with this, hold that mirror tight and close and don’t hide from the truth.

  • Your Team:

As a leader we know how important and critical it is to have the “right” people around you. Now is a great time to ask your key personal those that are your “go to people” the same question! To do this can take place in an informal setting, a safe place where they can truly express themselves. How may times as a leader do you know when someone is telling you what they think you “want to hear”. Those strong, courageous individuals will not hide from the truth - they will want to progress and “push the needle” forwards. If you are Reflect(ing) with you teams make sure from the very start why you as a leader want this to happen and that there specific involvement is extremely important to you. Don’t be afraid to take the time to thank those individuals for their input, for them taking ownership and for them delivering (likewise) as a leader, don’t be afraid to pull those individuals up if they are not at the level you expect. Give them the tools and time to develop!

Evaluate

  • Yourself:

As you Reflect on yourself and you start to notice and see small common trends be it your “gifts” or “development areas”. Focus and evaluate this point. Are you doing what you are meant to be doing for yourself? If the answer is No then take action.

  • Your Team:

Again, as your teams reflect and between you both you start to notice common trends be it their “gifts” or “development areas” then make a point of putting plans in place to support, to enhance your valuable team members “gifts” and to ensure as a leader you are getting the specific support to help develop those areas that are critical for them to succeed and your organisation to succeed. Don’t waste time here, before your meeting is out confirm your intent on this evaluation.

Verify

  • Yourself:

Like before as a leader it is your responsibility to not only “lead” but to ask yourself - are you getting the results you expect, your shareholders expect and your teams expect? If the answer is Yes - celebrate, if No then take action - if you don’t someone else will make the call for you. Invest in yourself here, be specific and be very focused on the outcomes you as a leader need. As you verify this is 100% not a time to “blame” you have the ability to take control and ensure the “needle keeps progressing”

  • Your Team:

It is not up to your team to Verify the results it is up to you to ensure the results that you expect are being achieved. If not, now is the time to understand “why”. Are you and your key personal on the same page? What if any are the roadblocks and how can they take more ownership of the result?

When verifying as a leader get meaningful “data” ensure this “data/information” is not only accurate but has been created in the format that you as a leader and your valuable team member can both understand. This is not the time to be speaking different languages!

Ignore

  • Yourself:

Thats right, as a leader staying present and focused and allowing yourself to “ignore” what is not important to you, your stakeholders and your purpose is 100% allowed. Don’t get side tracked, Be clear, Be Bold and Be Brave. Allow yourself to be vulnerable, ignore the stuff that is not allowing you to “move the needle forwards” It may seem a little rude to “ignore” things but your have a purpose and you do need to deliver. “you can’t please all the people all of the time”

  • Your Team:

One thing I hear from many clients is - if I had this, or if I could do that then the outcome would be different. As a leader when you are “evaluating” with your key personal it is your repsonaibailty to allow them also to “ignore” what they are not there to do, lets be clear hear and be very focused that everyone has a role to play in ensuring the business is progressing. If individuals are not then as a leader communicate in a way that people understand or as discussed before “support them to achieve”

I wrote a recent article on tools and tips to help you be in control of technology , I received many supportive emails on the back of this saying how a few simple points had helped many. Thank you for that.

Experiment

  • Yourself:

When I have the pleasure of partnering a senior executive, a common theme crops up - its “hard or even impossible” Nick to Experiment. I get it, as a leader the natural “conservative” approach is to stick to what you know. Recently I have been working with a number of executives in setting up and establishing a “think-team” where a group of highly specific people are bought into a team to really try out the “new” and to see what the outcomes might be. As a leader you can stay across this and cherry pick the outcomes that allow you and your organisation to flourish. Don’t be afraid not to experiment. You might also look to personally invest in your own development / learning be it formal or elsewhere. Great things can and will happen when you experiment!

  • Your Team:

Control is a harsh word, and not one I like to use (but for context) as you lead your teams and they are sharing with you areas that they passionately believe will “improve” the organisations performance, financials etc then allow them the time to experiment (away from there day to day job) Set very clear objectives and time-lines so you can see progress and stop things if progress is not being achieved. Your teams may also wish to experiment with new hires, new tools again this is totally fine but remember set clear guidelines so everyone experiment(ing) has an appreciation of expectations.

Work-on

  • Yourself:

When you see great sports people, artists, musicians etc being interviewed those truly great individuals amaze me, why? because they just dont settle for things, they are constantly saying that they are work(ing)-on improving and doing better. I love this approach and as a coach one thing I am constantly reviewing with my clients is not settling - working to improve and move the needle forwards. As a leader - ask yourself what are you work(ing)-on to improve yourself, your business and your shareholders? If nothing have another think.

  • Your Team:

A combination here around individuals “gifts” and “developments” that we spoke about earlier. Between you and your key personal - discuss, identify and put plans in place to help them “work-on” be very clear and specific and allow hiccups to happen, ensure you both course correct when you feel you need to!

Thank you so very much for taking the time to read my last specific executive coaching article for 2018.

Don’t be fooled into thinking this is easy, it’s not. Like any great sporting team, musician, author, artist. They are constantly Review(ing) the past, the now and the future! Take action for what you are there to do. Finally, If you don’t review will you ever experience true greatness?

For more articles, blogs and podcasts from Roud Career Coaching you can see all at roudcareers.co.nz

Look after yourself,

Nick

Nick Roud - Executive Coach & CEO

+6421 375 630

Roud Career Coaching

“unleash your most authentic self”

Nick Roud is an executive coach and is engaged by organisations, executives, leaders and high potential individuals as an external coach. 90% of Nick’s clients are Senior Executives.