Ever feel like you’re spinning your wheels, juggling deadlines, and still falling short? You’re not alone. Leaders across all industries face the same struggle: balancing ambition with well-being. Jeannie, once a shining star, found herself trapped in this cycle. Overworked, frustrated, and blamed by her team, she was on the brink of burnout.
But Jeannie’s story is not just one of struggle; it’s also one of transformation. Through coaching and a shift in perspective, she learned to embrace a different leadership style – one built on inspiration, trust, and shared accountability.
Here are three key takeaways from Jeannie’s journey that can help you reclaim your leadership and navigate the complexities of the modern workplace:
1. Ditch the Problem-Focus Trap: Obsessing over problems can make them seem insurmountable. Instead, shift your mindset to gratitude and appreciation for what’s working well. This not only boosts morale but also reveals opportunities for improvement.
2. Spark Inspiration, not Instructions: People crave purpose and connection, not micromanagement. Focus on fostering a shared vision and empowering your team to discover their own motivations. Trust their instincts and let their unique talents shine.
3. Be a Resource, not a Controller: Let go of the need to control every outcome. Become a trusted advisor and provide your team with the tools and support they need to excel. This fosters a culture of collaboration and shared responsibility.
Remember, leadership isn’t about being the hero; it’s about creating the conditions for your team to be the heroes. By implementing these principles, you can move from burnout to brilliance, both in your own career and within your team.
Ready to take action? Here are three steps you can implement today:
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Schedule 15 minutes for reflection: Take time each day to identify what’s working and what needs adjusting in your leadership approach.
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Delegate one task to a team member: Empower someone with ownership and provide them with the support they need to succeed as you hand it off.
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Start a conversation with your team: Ask them what resources they need and how you can better support their individual and collective goals.
This journey of leadership transformation is an ongoing process, and I’m here to support you every step of the way. Whether you’re a seasoned leader or just starting out, I offer free coaching consultations to help you craft a personalized plan for success.
Together, let’s build workplaces where leadership thrives and everyone can reach their full potential.
P.S. Share your own leadership challenges and triumphs in the comments below! Let’s create a supportive community of leaders on a path to growth.
When everyone expects results, what can you do to regain your footing?
1. Recognize the corrosive power of focusing on problems.
When you stay focused on what’s broken, when you make problems the topic of your thoughts, statements, and questions, this activity actually magnifies the problems in a way that can result in making them overwhelming — which hamstrings your ability to solve them.
We do this because focusing on problems actually serves us, which makes my statement just above seem crazy. You’ve gotten to where you are today because you’re so good at problem-solving. But if you focus exclusively on problems without acknowledging what’s working well, the problems will rule your awareness, you’ll lose perspective, and that turns problems into monsters.
2. Balance the drive with inspiration.
We drive results by telling people what to do, how to do it, when, and why. But we humans are not motivated by instruction. We are motivated by our needs and our commitments.
You can leverage that natural motivation by helping people discover their own needs and commitments and then give them the freedom to follow their own sense of motivation. When people understand how their own needs and commitments are aligned with those of your organization, you create inspiration.
If you aren’t getting the results you want, experiment with shifting your approach, pay attention to the results, and ask for feedback.
3. Be a resource
Most leaders I know believe that, if there are certain results you’re supposed to achieve, that means you have to control all of the variables.
Unfortunately, people resist being controlled, which creates unintended consequences when we try to control people. How much time do you waste trying to convince people that your controls on their behavior are going to help them, you, or your organization get results?
If you weren’t putting your energy into controlling, what could you do?
Instead, put your effort and time into being a resource to help your people achieve. Let go of your attachment to a particular outcome and allow people to far exceed your expectations. You can still do everything in your actual power to create the results. Just don’t drive yourself crazy trying to control things you can’t actually control.
Here’s a coaching question that can help you. Ask your people, “If we got that result easily, what would we be doing?” They may start by saying what someone else would do, but keep emphasizing the team’s own action. (Here’s another version of the question you could try: “Let’s say it’s a year from now and this is easy. What changed? How did we get there?”)
For many of us, none of this is second nature, and most people I know have to put a pause on their instincts and decide to shift into another gear. Practicing is worth it.
I see myself falling into the controlling trap, too, and every time I do so, my results take a hit. I always get the best results when I focus on creating what is possible. You can inspire people instead of trying to control them and show up as a resource for them to make their own achievements happen.
How might you put this into action? What would get in the way of your ability to put these ideas into action?
You can start a no-risk conversation with me if you’re interested in exploring how coaching might support you in achieving your goals. I look forward to hearing what you have to say.
