So here are two ways to get your year kicked off right. I no sooner celebrated the new year than hit the road. We are taking it to a whole new level and this year is going to demand so much more of me as a leader. So if you’re looking to take it to a new level this year or this decade, here are a couple ideas to get you going.
This is Jen Patterson with Agility Leadership Group where we help you build leaders, build teams, and build companies.
Whether last year was amazing or something you’re happy to see in your rearview mirror, here are two things you can do to kick this year off for results.
How much time do you spend looking at what went right versus what went wrong? Celebration is how we hardwire in success so it’s important. All you overachievers out there, you know who you are. Take time and celebrate instead of just moving on to the next thing. Take time out right now and look back over the last year. What was a new habit you started, or some progress you made, or something you feel especially proud of, and celebrate it. Feel good about it.
So do this for yourself and it’s also a really great exercise to do with your team. Bring your team together and look back over the year and talk about the things that you want to celebrate.
It’s okay to look back on your year and look at what didn’t work. Use it as a way to learn. You never know when that’s the learning that might change the trajectory of your business, your life etc.. So take a moment and think about what are the learnings you want to take from last year into this year to help you even be better. This is your opportunity to set a new vision to raise the standard. You get where you tolerate in yourself and in others. So raise the bar. What do you want to accomplish this year?
If you’re not working on your goals, you’re working on someone else’s so why don’t you make this the year you check something off your list, something that’s important to you. It will make you a better leader, I promise. So try these two things; celebrate and recalibrate and see what happens.
So if you’re ready to junk that New Year’s resolution or maybe you already did. Here are a couple ideas to help you stay the course. This is Jen Patterson with Agility lLeadership Group where we help you build leaders build teams and build companies.
Number one make a decision. Decide. And I mean REALLY decide what it is that you’re going to do. The Latin word that’s the root of decide actually means to cut off. It means to cut off all other options. So if you’re standing at a decision and you have other options that you haven’t cut off you haven’t made a decision yet.
I was in a job transition at one point in my life and I really wanted to start my own business but I was uncertain about how it would go. So I was also looking for a job. I was smart enough to get myself a coach at that time and she gave me the best advice ever.
She said pick a plan and go 100 percent at that plan and let everything else go. So I decided to go all in on the business. She said, “If it doesn’t work out after a set period of time you can always go back to Plan B but go 100 percent in the direction of what you want and see what happens when you go all in.
It’s a mistake I see so many make in times of transition. They really want something but they’re scared. They may put it in practical terms like I’m being responsible or I’m being practical. But the reality is it’s their brain screaming This is not safe. Don’t do this.
The challenge is if you can’t be clear about what you really want you’re never going to get it. So no to get clear on your wife have you ever wanted something really really bad. I mean I can’t think of anything else kind of bad and you put all of your effort into it. Did you get it. Tell me about it. I’d love to hear your story. Share below.
I can think of examples of so many times when I wanted something really bad and I didn’t know how it was going to get it, but I figured out a way. Before you ditch that habit or that goal or that job. Sit down and get in touch with your why. I promise you if you’re why is strong enough you will figure out how. Oh.
And one last thing. Do something that moves you in the direction of that decision. Momentum is what fuels us. So get going on your goals now.
Have you ever heard of unbossing? Are you an unboss? If you are leading the next generation of workers you need to know about this. Vas Narasimhan, the CEO of Novartis, shared a great post on this whole unbossing movement and I want to share with you a couple of insights that jumped out to me from his post earlier this week.
This is Jen Patterson with Agility Leadership Group where we help you build leaders build teams and build companies.
The idea of unbossing is fantastic. We don’t need more bosses. We need more leaders. The next generation of workers are really craving authentic leadership where leaders show up and have vision and motivate and inspire those around them. And it’s not just the next generation of workers, it’s everyone. Unbossing is rooted in servant leadership.
What are the qualities of the best bosses you’ve worked for? Share in the comments below.
One of the things he said really struck home with me and that’s the idea that your position on the org chart doesn’t determine your power. I find far too many leaders aspiring to use or using position on an org chart as a way to be a leader. Your position does not determine whether or not you’re a leader. What determines if you are a leader is your ability to influence and inspire change in other people around you and ultimately it’s about creating future leaders.
One of the components of the unbossed movement is the value of 360 feedback and if you’re in a position in your organization to identify and develop top talent 360 feedback can be a wonderful tool to help you find and promote your very best leaders. I find too often in companies it’s really easy to promote leaders who do a good job of managing up. In this scenario, you get leaders who know how to manage their boss but may not play well with others and/or manage their team in a way that diminishes the potential of other people that report to them. It is time that we stop promoting this type of leader.
The leaders you choose to run your organization will ultimately determine your ability to execute your strategy and deliver on your brand promise and over time it impacts your culture. Trust me you don’t want to have to fix that. If you want some additional insight around this call me personally. Here’s my information below. I’m happy to share with you what we’ve learned from walking alongside companies about what works and what doesn’t. Thank you for watching this. Please take a moment to subscribe, share, like, or comment below and stay tuned for more great ideas on how to lead in times like these.