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“Today we are talking about 3 lies leaders tell themselves daily…”
If you’re anything like me, these are things I’ve struggled with in the past…so many leaders get caught up in these lies. We’ll cover three of the biggest lies many leaders tell themselves, why, and what you can do about it TODAY in your leadership.
1. “Leading people is like leading me”
Do you tend to hire people with personality styles that match up to you?
If you’re hiring just like you, you’re doing yourself a disservice. Each personality style brings incredible strengths to a team.
As a leader, it can be so frustrating to not understand why your team isn’t doing what you’re asking of them…or continually falling short in an area or role. If you find yourself in this place as a leader, stop and ask, “how am I leading them to success? Am I leading them based on their personality style? Is what I’m asking them going against their personality style?”
Asking the right questions is crucial, and I’ll dive into all the specifics of this lesson at the Next-Level Leadership Live Event.
Leading well, is leading your team in the way they receive information. If you need a crash course on Personality Styles, get the tools you need here.
2. “How I act and react, is how my team acts and reacts”
Man leaders believe everyone should respond to a situation the way they do. In leading, you must act and react in a way that is beneficial to them. Communication looks very different for high D’s than it does for high S’s. Your team needs to hear information in a way that will move them forward…sometimes for high D’s, it’s a two-by-four over the head.
You can’t just sit back and ask, “why are they not where I need them to be?” You have to be asking the question, “is this exactly the role they need to be in?” Put a plan together to make your team member successful, and they will get to where you need them to be.
3. “How I hear and understand things as a leader, is how my team hears things.”
Years ago, I had an event coordinator working for me that was fantastic. Why? Because she thought the way I did. I just knew if I gave her information, she would make it happen. So I promoted her, and brought in another person to fill her role. I would say to my new hire, “hey, go do this thing.” She would leave and come back asking, “What exactly is it you wanted me to do?” She would go out again and then come back…”So, what did you want me to do?”
I could not understand why it was such a challenge. To figure out what was going on, I decided to go with this team member and see where the issue was happening.
I quickly found out, I was the problem.
I kept trying to lead her the same way as I did her predecessor. I kept assuming she would be able to do exactly as I was asking without giving any information…and that was my mistake. I went back and poured through her DISC profile, and saw everything I was doing to set her up for failure. I was expecting her to be the same, and not leading her in her strengths. She needed far more details. I also quickly figured out that her predecessor would always get it done, but with a trail of destruction in her wake. Highly detailed personalities need to be led in a completely different way.
The keys are understanding how each individual hears things, understands concepts, acts, reacts, and how they need to be lead in their personality style. There are no hacks to this. You need to learn how to lead each person individually. It will make you a better leader. It’s your job as a leader to make your team successful, not the other way around. To take this content a step further and apply it to your leadership and business everyday…learn the tools you need to lead your team confidently, scale your business the right way, and get out from under your daily tasks to become the strongest leader for you team, register for the Next-Level Leadership Live Event.
Today, RIGHT now…
Think about someone on your team that you’re struggling to lead, pick one person. Sit down with their personality profile, read through all the information and see if it leans in the direction of the role you have them in. See how they see leaders, projects, how they approach you. Ask yourself, what have I not led them well in? Make notes on whether or not they fit that role.
Thanks for listening folks!
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