Leaders- Don’t Be the Snag in Your Teams

 

Early in my career, I worked on a team where my manager was obviously clueless about an aspect of the work our team was responsible for. New to the professional world, I thought it was just me. I quickly realized that was not the case after hearing most of the seasoned team members express their frustrations during the meetings after the meeting. I remember feeling lost and thinking I would never advance in the company because my leader was not capable of leading us.  In hindsight, I realize that that leader could not give what they didn’t have. I also realized there’s more to a leader than the title. Leadership is a gift. When you can directly lead others, you are creating your legacy. Everyone you lead will think back to their experiences with you, good or bad, and draw from them. Therefore, a leader’s greatest asset is a continuous development plan. 

Many organizations have robust learning and development strategies as part of the talent management goal of recruiting, developing and retaining top talent. However, most learnings happen in the day to day interactions and experiences.  For those who are new to the professional environment, as well as more seasoned employees, having a leader who is self-aware and vested in their personal continuous development, regardless of title or tenure, is a win for everyone involved. Leaders who take time to invest in themselves set a standard for those around them.  It demonstrates a desire for continual growth as well as traits of authenticity and humbleness. These leaders serve as positive role models for their teams, especially those desiring to take on leadership roles in the future. Leaders who are equipped with a range of skills are aligned to quickly pivot in the face of change as well as increasing team productivity. An example of this is how leaders have responded to all the change we have and continue to encounter almost daily.  Those who did not bury their heads in the sand but made learning and understanding a priority demonstrated to their teams a commitment to personal success as well as the teams’ success.

Leaders who focus on a well-rounded development plan throughout their career are more emotionally connected, continue to drive performance over longer periods of time and decrease leadership gaps. There are three areas where leaders should focus their development- personal, professional and operational.

Personal Development Plan- Focuses on boosting emotional, physical and even spiritual health.  This can be achieved through reading, listening to podcasts, making lifestyle changes regarding diet and exercise and meditating. Even spending more time with those you care about can aid with this goal.  

Professional Development Plan- Aimed at reinforcing business acumen in areas of specific interest. This includes topics like time management, Emotional Intelligence and Empathy training, coaching and mentoring, or the art of creating engaging presentations.

Operational Development Plan- This plan aids with developing skills that help you advance in or stay abreast of industry trends in your line of work. Continuous focus on expanding your knowledge and skills in the area directly aligned with your organizational responsibilities can save the business time and money. It also allows leaders to remain competitive, while reducing gaps in leadership knowledge. 

Whether you are the CEO or middle level manager, do not be the snag in the team. Leading a team does not allow room for complacency or outdated methods.  Effective leaders set good examples by investing in their personal development, providing resources, following up on team members’ progress and displaying commitment to the process. Having a team where everyone is focused on continuous growth lends itself to innovation, out of the box thinking and cutting-edge business solutions.

 

Takiyah Cunningham, M.S. HRD

https://www.linkedin.com/in/takiyah-cunningham/

Articles of Interest - DOL

Articles of Interest - CIO

CIO
  • BrandPost: Mitel: Improving communications solutions for 70 million business users

    Telecommunications companies often struggle to manage sprawling IT environments and vast amounts of siloed data. In response, many are turning to cloud computing as a bridge to move complex on-prem environments to the cloud, enabling them to provide commercial and household customers with the more scalable, reliable Unified Communications as a Service (UCaaS) offerings they need to succeed.

    Mitel, a global provider of UCaaS solutions, recognized the

    ...

Articles of Interest - SHRM

  • Employers Enhance Well-Being Benefits for a Post-Pandemic Workforce
    Employers are revising their employee well-being programs to address the after-effects of the COVID-19 pandemic and to focus more on the needs of diverse workforces. Benefits getting a second look support mental and emotional health, work/life balance and financial health.

Free 1 Hour Consultation Session

Consulting Diversity

For a free 1 hour consultation with an AllMac & Associates representation, please click the button below.

Articles of Interest - DLS

Articles of Interest - SHRM PODCAST

  • Dr. Casey Chosewood on Keeping Employee Mental Health a Priority Post-Pandemic

    Vaccines have proven highly effective at halting the occurrence and transmission of COVID-19. Unfortunately, resolving mental health issues in the workplace hasn’t been as successful at reversing the symptoms of depression, stress and anxiety that have reached all-time highs following 14 months of living and working during a public health crisis.  In this episode of All Things Work, host Tony Lee speaks with Dr. Casey Chosewood, the director of the Office for Total Worker Health at

    ...
Go to top