Dare to lead – Dare to be a leader in a world of constant change.

Dare to lead – Dare to be a leader, a leadership skill that everyone must have because this skill is like a method that everyone can apply to their own situation, not just those who will be leaders.

No matter where we work, I bet that in our lives we must have met a leader who was so good that we were interested and wondered about his leadership skills. How could he be such a good leader? But at the same time, we must have been surprised because we did not understand why some people, despite not having the ability, could still become leaders.

Brené Brown has studied emotions and life experiences. She has worked with leaders and teams. One of the most important discoveries of her career was that courageous leadership can be taught. Dare to Lead is a five-time #1 New York Times bestseller that helps you understand the nuances of what makes you successful as a leader or manager, and how to improve your ability to lead teams to success.

“If our team has a long-standing reputation for mediocre results, it means that we have not achieved our goals and objectives of being a good leader or manager.”

The first step to becoming a good manager or leader is to understand what it truly means to manage. At its core, management is the belief that a team can achieve more than everything alone. It’s an understanding that you can’t do everything by yourself. A primary responsibility of a manager or leader is to try to get everyone to a good outcome by working together.

3 Things Every Good Boss or Manager Thinks About All Day

1. Make sure your team is aware of your success and cares about achieving it. Start by understanding and believing in your own management abilities, and seize every opportunity to share your understanding, beliefs, and goals so that everyone on the team is on the same page.
2. We need to choose the right people for our organization. The people who make up our organization need to be motivated and empowered to succeed. If we don’t have the right team or the right environment, we may have problems working in the long run.
3. The details of our organization’s journey to success are important. If we have good people on the team but they don’t really understand the process, the complexity of the work will increase.

The first 3 months of managing a team is all about analyzing what our success is. In order for us to enter our management role, we need to have someone believe in us that we are capable enough to lead a team. Here are 4 roles of a leader or manager that will guide us to become a leader and manager that can pass the first period of work.

1. Internship In this case, helping to manage small tasks for your supervisor is the easiest way to transform from a regular employee into a manager. For example, we receive guidance from our managers and you learn directly from them.
2. Pioneers We are the ones looking for new team members and now that it is possible to grow to be successful, we need to develop work values ​​and share those values ​​with the people in the team. Even though we may be the only leader or manager doing this work, we can still get support from other leaders in the organization or other managers in our area of ​​expertise outside the organization.
3. New Managers – Replacing the outgoing manager and managing an already formed team. They already have the management style, experience and are happy to welcome the team. In the beginning of their employment, the team will be very welcoming to the new manager or supervisor, but after 3 months they will start to study the process and how to approach us in order to learn how to properly interact with the new manager.
4. Successful people, those who become managers because they are successful, are different from the intern in the first point because successful people spend all of their time with the team. Most successful people are just as capable as the previous managers, but may differ in their style and methods of working.

There is also the matter of building relationships with our coworkers, if we are a new boss or manager and we need to make it happen.

“Leading a small team requires honest and intimate conversations.”

Managing a small team requires shared goals and being honest. People often fail to do their jobs well for two reasons: they don’t know how to do their jobs well, and they aren’t motivated to do their jobs well. As a leader or manager, our focus should be on making sure that our teams know how to do their jobs well and are motivated enough to do them well.

“Why don’t some people know how to do great work?”

The answer is very clear: they may not have the right skills for the job they are doing. As a leader or manager, we can help them by learning and developing additional skills that will benefit the team, or by hiring someone else who has the skills that the team needs. If someone is not motivated to work, they may not have a clear picture of trying to do a great job as they should.

“The problem behind the team”

Another reason could be that we don’t ask about their personal goals, so they may conclude that nothing is going to change, no matter how much effort they put into the work they are doing. Look for areas of concern and you may find an underlying employee problem, perhaps one with motivation or skills. Discussing expectations of the overall job and working together to find solutions is very important in motivating your team to improve their skills.

Feedback is important because it’s feedback that drives improvement. The most important feedback is the kind that inspires us to change our behavior or make us want to improve our lives. There are four steps in this process that we need to take if we want to get great feedback.

1. Set clear expectations from the beginning.
2. Define excellent work for our team and compare mediocre and poor work.
3. Share feedback on behavior consistently and thoughtfully.
4. A comprehensive 360-degree feedback of the work is essential and most beneficial.

The Imposter Syndrome

The imposter syndrome , or the feeling that one is not good enough, can appear sometimes or many times for many people. Every manager and supervisor should know how to deal with it. For example:

Have you ever felt like an oddball when you were among people you admired?

Do we find ourselves double-checking our emails before sending them?

These symptoms are called The Imposter Syndrome. It makes some people feel like they can’t find their balance when they’re on the edge of a cliff. Every manager and supervisor should know how to deal with it whenever it happens.

There are two main reasons why Imposter Syndrome is often a problem for bosses or managers.

• Your boss or manager is the first person everyone should contact when something goes wrong or goes wrong, so there is pressure to know how your team is doing every step of the way.
• Managers and supervisors are often required to do new things that they have never tried before, which can be quite challenging and may make them wonder if they are really cut out for the job.

“No one is born a great boss or manager, and there is no boss or manager in the world who can manage everything perfectly 100%.”

Whenever we suspect that The Imposter Syndrome is developing, be honest with yourself. Understand your full range of abilities, both strengths and weaknesses. Great management is the result of working close to your strengths rather than trying to fix all of your weaknesses. We need to know which environments inspire us to work and which ones make us feel like we are being disrupted. Knowing this will help us design our own coping mechanisms and strategies better.

“Employment is the foundation of future work processes.”

Organizations often make hiring mistakes when they are short-term and looking for anyone who is available and ready to join their team. The result of rushing hiring is that they often overlook the criteria and potential of the new employee they are actually looking for. A better solution is for teams to plan ahead.

Before we do anything for the organization, let’s ask ourselves these questions first.

1. Given my projected growth rate and budget, how many new employees can I hire this year?
2. What is the required experience level for each position?
3. What are the key skills that our team definitely needs?
4. What skills do our team have that new hires may not have?
5. What personalities or experiences would bring diversity to our team?

“Planning the organization in advance helps us understand the hiring needs and gives us a great strategy for assessing the organization’s people.”

Every organization needs a plan for creating results. As leaders and managers, it is our job to develop one that reflects the organization’s goals and vision by following these steps:

1. Never stop talking about what matters. Talking about the values ​​we hold makes us more authentic and inspiring leaders.
2. Always walking the path, everyone looks closely at their leader to understand the team’s values ​​and norms. The team’s understanding is refined by the team’s manager.
3. Create appropriate incentives. Reward those who perform well on your team, and punish those who don’t.
4. Create a unique culture. In addition to slogans and speeches, demonstrating it through actions will set a good example for your team and show them that you are different, unique, and can have fun with your team.

Conclusion

Moving a team forward is difficult because it depends on the people in the organization and because everyone is different. Some people used to think that the best leaders or managers were the ones who could solve complex problems, were liked by everyone, and could bring out the best in them. But it turns out that the test for success for a leader or manager doesn’t have to be complicated. It just requires getting better results from a group of people who work together more often.

While managing a team can be tiring and tedious at times, we must understand that we cannot do it alone. When people come together to work as a team, they share ideas and are more eager to create than anyone could do alone. When a team is focused on a task, they are able to strive for success and create great solutions. Great leaders or managers are made, not born. We too can lead our teams to greatness.

“A team with a great leader or manager will consistently achieve great results.”