All too often I work with a client who dreams of walking into the C-Suite for the first time as a Chief ________ Officer. A beautiful office, leadership of a whole team, and the glory of being in charge. But then, a year or two later, they let me know that they are overwhelmed, exhausted, and want to be anywhere but at work each day. What changed all of the sudden?

Burn out.

Burn out is the lack of motivation, emptiness, and exhaustion that comes with being overworked and under-rested.

So what leads to burn out? Let’s break it down:

Too Many Undelegated Tasks

In the book, The Art of Being Unreasonable, billionaire CEO Eli Broad says, “The inability to delegate is one of the biggest problems I see with managers at all levels.”

As an executive, your biggest jobs are figuring out strategy and taking responsibility. The good, bad, and ugly. It is okay to delegate work to your employees. Is it necessary for you to spend 6 hours designing the new company PowerPoint template, when Jeffrey from the brand team has extensive experience and would do a much better and faster job? Jeffrey could have the PowerPoint prepared and back to you for approval in 2 hours and you would be able to spend those 2 hours on projects that your specific efforts are needed on. Just because you can do something, doesn’t mean you should do it.

Not Enough No

Sometimes, delegation isn’t the answer, but instead a simple yet effective “no”. Not every opportunity or idea that comes across your desk needs to be considered. Often, newer executives struggle with turning down potential initiatives because they want to be seen as an out-going, go-getter who’s always up for something new. The problem with this is that so much time and money is spent on trying to organize new solutions that probably aren’t necessary. A great option is having a 3-4 person pipeline that new ideas can be sent through before they reach you. That way, you know that what is showing up on your desk has been thought through and approved by several individuals along the chain of command, and is an idea worth investing time in.

Lack of Innovation

The problem may often be the complete opposite for tenured executives. Often individuals who’ve sat in the C-Suite for years, or even decades, feel comfortable in their ways and aren’t open to new, innovative ideas. But consider this: does every customer ordering form really need to be entered manually into the company CRM? Why can’t the process be automated? Automation would reduce energy required, resources spent, and hours worked. While not every innovative idea needs to be considered, do recognize what your response pattern is to change. While a “no” is necessary and effective most of the time, especially if you are new and still getting your bearings, sometimes the best move an executive can make is saying “yes”.

Too Few Unplugged Periods

In the words of Rick Warren, “Divert daily, withdrawal weekly, abandon annually”. It is so important to take time for yourself to rest and recharge. Executives often become less productive because they are working too much. Your focus is frazzled, energy is shot, and mind is going a mile a minute. Decide now what time you are off the clock for the day. 5pm? 6? Establish that same rule, but for the week. At what period during the week are you going to withdrawal? And then consider the full year. When are you going to go completely off the contact grid so you can come back with your tank full and raring to go?  It is important to note that you will need to assign one or two individuals to take over in your absence or possibly allow contact for emergencies for these individuals.

When it hits these moments, you need to be absolutely done and only focus on yourself, your family, and your friends. While you may play an important role in your business, your life is so much more than just your career. Enjoy every day of it.

___________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

For as long as there has been work, there has been work drama. Gossip around the water cooler, instant messages back and forth, whispers in the hallway. No matter how you spin it, we love to hear the latest story flying through the rumor mill. Careful though, participating in office drama about others can severely backfire on you.

In this post, we’re going to review the top 3 reasons why you must avoid the drama if you want to be successful in your career.

You Are at Work for a Reason

To be blunt: you are not being paid a salary to talk about what Becky from accounting said to Dave from marketing last week. You are at work to work. No matter how much free coffee is in the break room or how much fun the monthly team lunch is, you are at your company to accomplish a job in as little time as possible, with the highest quality work possible. While it’s just fine to have a good time and enjoy friendships with your co-workers, you were hired to add value to the company, not to talk about your colleagues.

Someone Else is Always Listening

When you insert yourself into work drama, or even just participate in the conversations, someone else is always silently watching and listening to you. They’re making assumptions about your character based on what you say and engage in. Do you really want to be attracting that kind of attention? Though it may seem fun to gossip, others are making judgements on your abilities to lead and stay away from office drama based on your reactions to the invitation. Now is the time to consider where you want to be in the next 1, 5, or even 10 years. Next time there’s an opportunity to discuss drama, think for a minute on who may be watching and how their observance may affect you later.

Teamwork Suffers

An efficient company is one where everyone is on the same page, knows their tasks, and can interact with one another in positive ways to increase productivity. Gossip and drama create conflict. As the saying goes, teamwork truly does make the dream work. When gossiping and causing drama, you’re only going to create friction which, in turn, takes focus away from working together and instead points out one another’s differences.

Where there are groups of people, there’s always going to be buzz about different dynamics. That’s just a fact of life. But choosing not to participate is a conscious decision that will absolutely profit you in the long run. Skip the stories, and you’ll reap the benefits for years to come.

____________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

First and foremost, congratulations! There are few moments in one’s professional life more exciting, invigorating, and (slightly) intimidating about landing THE position. The moment you become a leader at your dream company, it’s time to consider dynamics, communication, and next steps. Read on to hear our tips on how to thrive as a newly appointed leader in your organization.

Employee Dynamics

 Unfortunately, if you have worked for your company for a bit, and were then granted a promotion to this position, there is potential for jealousy from other candidates who did not receive the position. Especially if you are now the leader of the team you were previously a member of. Do not be intimidated. But also, be aware of your own behavior and how you could unknowingly be encouraging this jealousy. While you may have a new title and responsibilities, you are just as human and imperfect as everybody else.

To combat the potential for unhappy employees, implement a servant-leader style of leadership. It is YOUR mission to aid your team in whatever way you can to help them accomplish their jobs efficiently. Your team members should feel comfortable approaching you with a problem and know that you will be happy to assist with working towards a solution together.

When You Don’t Have All the Answers

 However, as necessary as it is to be knowledgeable in assisting team members, delegating tasks, and communicating with higher-ups, you will reach a point in your leadership role where you have absolutely no idea what to do. Truthfully, this is the moment that will make or break who you are as a leader. If nothing else, remember that when you arrive at work, you need to leave your ego at the door. Recognize that more than likely, there is someone at the company who knows more about a subject than you do, and they would be the perfect individual to loop into the conversation. This creates a win-win situation: a resolution can be discovered, you shine as a humble leader, and cross-company collaboration occurs. Way to go!

Steps to Take Immediately

1. Embrace the grace period. When beginning a new position, no one expects you to know everything. Take advantage of this time. Ask questions, make mistakes, and most importantly, learn.
2. Set your goals. When you don’t know where you are trying to go, it’s hard to get moving. Begin outlining what measurable steps you want to take as an individual and a team to accomplish specified tasks. This provides a vision and structure to lean on and follow, especially while just getting started.
3. Book the one-on-ones. And the sooner, the better. Having individual time with each employee offers you time to catch up on what they’ve been working on, as well as have conversations about where you’d like them to go. These conversations are especially important if your previous teammates are now your direct reports. These meetings establish the tone of your new relationship, as well as provide time for any questions or concerns they may have moving forward.
4. And most importantly….celebrate! It is okay to feel proud of your new accomplishment. Embrace the excitement and praise. You earned Call your friends to share the news, go out to dinner, pop some champagne. Be proud of yourself!

____________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level? 

Let’s chat. Schedule a  call to discuss innovative solutions to your specific needs.

When reading the word “brand”, what comes to mind? Is it your favorite company to shop from? The logo for a fast food restaurant? Have you ever considered that you too have your own brand? That’s right, your personal brand.

The definition of a brand is “a public image, reputation, or identity conceived of as something to be marketed or promoted” (Merriam-Webster). In short, a brand is what others see and perceive about something. Your personal brand consists of what others see and perceive about you. Your reputation, social media portrayal, appearance, and behavior. And guess what? Like any good marketing department, you are in control of creating, maintaining, and advancing your brand.

How Do I Discover My Personal Brand?

Let’s approach this question with the end goal in mind. Make a list of how you want to be perceived. How do you want others to talk about you when you aren’t there? What do you want viewers to take away from your social media posts? How do you want others to feel when you engage with them? For example:

• I want others to perceive me as approachable, kind, and intelligent.
• I want others to see my social media as fun, honest, and appropriate.
• I want others to talk about how I am dedicated and always ready to lend a helping hand.

Once you have a working understanding of what you want your personal brand to entail, begin to identify the areas of your life that you can advance your branding in. Do you want to be seen as a go-getter? Start asking for how you can hop on-board for projects or sit in on an upcoming meeting. Want to be seen as approachable? Begin striking up conversations with those around you to build friendships. Every step you take can you just a little bit closer to where you want to be.

What If I Discover I Have a Negative Personal Brand?

If you are reading through this post knowing that your personal brand is subpar, fear not. It is possible to bounce back from a negative past and propel towards a positive future.

First, follow the previous steps and perform a self-audit of your personal brand. The only way to know where you want to go is first knowing where you have been. Then, begin taking actionable steps towards change. You don’t just need remove the negativity; you must add positivity in its place. If you have a negative or hateful social media portrayal, don’t simply scrub your profiles clean, but begin positively engaging. If you have a history of fussy behavior with co-workers, make a mental note of kind topics for upcoming conversations. It may be uncomfortable, but embrace the change. Edit your life to work towards where you want to be.

Before closing, I do want to make an important note: while personal branding is something we should all consider, you are not only what others see. You are more than how others perceive you, and the opinions of others are not everything. Your personal brand should be created for you and to get you where you want to be, not just to please others.

____________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

As leaders, we often forget who our most effective instructors in business leadership were. Although we would hate to admit it, many first lessons we received on how to (or really, how not to) lead come from Hollywood. That’s right. Films are successful because they portray dramatic scandals, relationships, and situations. Consider all the popular movies displaying poor boss/employee relationships: The Devil Wears Prada, Office Space, Wall Street, and Scrooged just to name a few. These films display a successful, yet ruthless, boss who is willing to make others miserable, all in the name of power.

It is imperative that we remember that these fictional stories are exactly that: fiction. They do not represent how we should treat others, or expect to be treated. The leaders in these movies do not display vulnerability, honesty, or transparency and that’s exactly why their employees detest them. The most important asset an authentic leader can have is a trusting team who knows that they are in good hands. But to earn that trust, leaders must first display 3 key traits: transparency, credibility, and forward-thinking.

Transparency

Your employees are not naive. In times of trouble or uncertainty, they will look to you for guidance on how to react and move forward, but they are not ignorant of the circumstances. As we are all too aware, COVID-19 hit the world, therefore businesses, hard. Most employees recognized that their career would change; either by shifting to a work-from-home situation, a possible furlough, or even a permanent layoff. While leaders could not control the situation, the best thing that they could do was show transparency and make sure that employees were informed of all updates to the company and industry. As a leader, it is not your job to have all the answers. But, an authentic leader respects their employees enough to share what they can, as soon as they can.

Credibility

That being said, as a leader you are not expected to have all the answers, but you are expected to know how to guide the team towards finding a solution. As said by James Kouzes, author of Credibility: How Leaders Gain and Lose It, Why People Demand It:

“If people don’t believe in the messenger, they won’t believe the message.”

Credibility is established through honesty and consistency; your credibility is vital to ensuring that the team understands that they are being led by a seasoned individual who is ready to fight alongside them. Stay reliable in your words and in your actions. Your team will thank you for it.

Forward-Thinking

As a leader, it’s vital that you see the bigger picture. Crisis occurs, failures happen, and mistakes are made. But as an authentic leader, you must be able to look past what is and see what could be. In the words of author Willie Jolley:

“A setback is a set up for a comeback”

It is not what happens to you, but how you react to what happens that proves your leadership capabilities. Always be on the lookout for the next opportunity, even if it’s currently packaged as a problem. And often, where you see an issue, a colleague may see a solution.

____________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.