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Why leaders need to get out of their own way
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WHY LEADERS NEED TO
GET OUT OF THEIR OWN WAY
Prezi presentation adapted from content by Jill Sinclair.
HIRING LEADERSHIP
When you’re an entrepreneur building a business, it’s vital to understand how to build and scale your business.
At some point, you will need to strategically build a winning team with a new leader.
WHEN TO HIRE
WHEN TO HIRE
One of the first questions that a business owner has is when should they bring in additional leaders into their organizations.
MAPPING GROWTH
MAPPING GROWTH
One should strategically map out growth projections with measurable targets towards the goal of expansion at the inception of a new company.
A company should also have at least six months of reserves in the bank to cover costs.
APPROACH
Approach building your team like you would if you were a new hockey team starting out. It’s draft time and you want the best that money can buy.
APPROACH
FINDING THE RIGHT CAPTAIN
Find a captain who is a leader who will help build the team, create a winning culture, and a person others will listen to and respect. They should be someone who is able to lead by example, know the strategy the team needs, and be a consistent motivator and coach.
AUTONOMY
Once a new leader is hired, they should be trusted to do what they were hired to accomplish. The owners of sports teams don’t play the game, they step aside and let the players do what it takes to play the game.
RESPONSIBILITY
RESPONSIBILITY
Who’s responsible for the team? The coach.
Knowing your strengths and challenges are key and often that’s going to be getting out of your own way and letting someone else lead.
EXAMPLE
Wayne Gretzky was one of the most winning players of all time. Then he became a coach.
EXAMPLE
He had a 0.473 win percentage – that’s not a good number.
When you know your strengths and weaknesses it’s easier to get out of your own way. In other words, you’ve got to know when to hang up your skates.
CRITERIA
When looking to hire a new leader, the criteria and skill sets can be likened to a Formula One Race Car Driver. Look for someone who is a culture fit, someone who is innovative, someone who is willing to take risks, and someone who scares the team a little.
LEWIS HAMILTON
LEWIS
HAMILTON
Look at Lewis Hamilton, who is a six-time racing world champion. He is the epitome of courage and teamwork. He scares the owners, just a little. He has to be brave enough to take risks that might not make sense initially to the owners.
He leans on the team when he needs to and sometimes, he makes that split-second decision to punch that accelerator and pass another car for the win.
LETTING GO
Once you’ve hired a new General Manager, how do you let go of all of the things you’ve been doing?
By this time, you should have done a deep dive on yourself, perhaps with an executive coach, to go through your work routine, and have clearly laid out your strengths and challenges.
LETTING GO
SELF-REFLECTION
You must look at your skill level, time commitments, goals, desires, and the future plans for your business.
QUESTIONS
Do you want to be a part of the day-to-day?
How much time do you want to commit?
Do you want to sell your company in five years?
These questions will help determine your succession planning and role going forward.
DAY-TO-DAY PROCESS
Once you’ve determined your day-to-day process and goals, don’t meddle with the duties of the new General Manager.
Remember, you’ve hired them for a reason, so step aside.
DAY-TO-DAY
PROCESS
APPROACH
Approach it like you would a baseball team. It’s the new GM’s turn to bat, only you don’t quite trust them to hit the ball, so you say, “I’ll take this one,” and you bat for them. But, you also don’t trust that they can run to first base fast enough, so you push them aside and run to first base.
You’ve hired them for a reason. You can’t play the whole game by yourself, let your new teammate hit the ball!
JOB DESCRIPTION
So, once you’ve stepped aside, it’s vital that you have a clear job description
that outlines who is responsible for
what items.
No overlap and no confusion.
Inform team members of the new chain of authority and ensure that they respect it.
ROLES
You can’t have team members go behind the new GM’s back to you, the owner, because they didn’t like what the GM said.
Roles must be respected and each player must know their role and expectations.
ROLES
SET EXPECTATIONS
Set the expectation from the very beginning regarding your communication. Encouraging blunt, honest conversations with no unhealthy ego and healthy competition is vital to success.
MENTOR
When you look at the relationship with Michael Jordan and Kobe Bryant, it was very much a combination of a mentor and a rival. Jordan was one of the greats and Bryant wanted to be one, too.
IMPACT
Although they were never team-mates, it was clear from the very beginning that Jordan would have a big impact on modeling Bryant’s game.
KOBE BRYANT
Bryant was humble enough to know that he needed help and advice to become one of the greats of basketball, and Jordan was gracious enough to impart his wisdom.
Bryant worked to shine on his own merit and ultimately it was Bryant himself driving the ball into the net to gain the success he desired.
KOBE BRYANT
EXPECTATIONS
Aligning expectations is paramount to build a strong team with a clear vision. You must be 100% crystal clear with all expectations.
EXPECTATIONS
AGREEMENTS
Agreements should be in writing and include all parties involved with a clear definition of commitment required, expectations and accountability.
MISCOMMUNICATIONS
MISCOMMUNICATIONS
How many times have we seen two outfielders in baseball both going in for that pop fly only to have them crash into each other or let the ball drop in between?
Why does this happen?
No communication.
SELF-AWARENESS
To scale your business and achieve success, you must know your strengths and challenges, and when to step aside.