Don't be a boss people hate - do these 5 things to be a leader people love to follow!
Don't be a boss people hate - do these 5 things to be a leader people love to follow!
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wait. I think we can all agree that growing our business alone is pretty dang hard. But here's the bright side way. Don't have to go. Welcome to the joy to lead podcast. Where were all about rising up the next generation of leaders and building teams of purpose and world change? My name is Carolyn Thompson, leadership and team building coach for entrepreneurs like you. Each week we meet with business leaders to bring you life giving strategies and encouragement to help you grow your team, scale your business and step into the leadership role that you were created for. So warm up that cup of coffee for the second or third time and let's dive into today's episode. Hey, thank you for tuning into the joy toe lead podcast. Today is a solo show, and it's late at night. Everyone has gone to bed here. It's raining outside. It's a super cozy night. I'm in my pajamas and I'm in a season. Do you ever get in those phases of just having a ton of downloads and everything starts to become clear and you're putting a lot of pieces together and you kind of wanna journal a lot every year riding a lot and you're creating a lot of content and your brains just really active. Have you ever been in this season's? I Am in one of those right now and so today solo shows kind of just like a brain dump. Um, I've been thinking and journaling tonight about how to be a leader that people love to follow somebody on INSTAGRAM the other day, um was sharing and telling their audience about me and the way they described me Just hit the nail on the head and they said, um, that you need to follow me if you want to be a boss that nobody hates And that's so true. That is my goal for you. Don't be a boss that people hate be a boss that people love to follow. And so was journaling through that and just breaking it down tonight of what I thought that meant on a reald gut level. And here's some things that I came up with number one I heard this other day, and I'm tacking it here because it is one of the number one things to do to be a leader that people have to follow and it sounds so cheesy, but I'm gonna say it anyway, be a thermostat and not a thermometer. So what that means is our goal is to not read people's frustrations or free the energy of the room and reflect it back. Our job is always help calibrate our team and rise them to the level that they need to be in. Our job is to balance tensions and encourage growth. Whenever we would interact with our team members, we should be reading where they are, where they want to be and serving them to that level. So that's like a thermostat. You know, it reads the room and says, Hey, it's 69 but it should be 72. And here let's put a little heat in here or it's 72 it should be 69. Let's put a little air in here, and that's your job as a leader. Your job isn't just to read the temperature of the room, internalize it and reflect it back to people. That's not your job. Your job is to serve them to the place that they need to be is to calibrate into balance out and to help raise people to the level that they need to be, especially if there's tension along your team between team members. It's your job to measure that tension and serve and help calibrate the situation. Um, and then number two, um, people will ultimately do what you d'oh not what you say. Think Michael Hyatt wrote that in his book, Living Forward. It's so true. What you allow in yourself creates expectations. So if if you're telling your team hey, don't work on weekends, you know, um, prioritize. Um, self care prioritized, time off, prioritized time with your family. But if you yourself are not doing those things, you are actually not setting the standard for your team to uphold, and they're going to look at what you're actually doing and disregard what you're saying. So if you want to be a boss that people love to follow, do and say the same thing and set expectations in that way, set standards in that way. So if you're telling your team to prioritize self care and time with your family and time off, don't answer emails after eight o'clock and don't work on weekends, you need to be upholding that standard too The next thing is to nurture your culture. And I was also reading a book called Conversational Intelligence where she broke down. How to build Culture and culture is built on relationships and relationships are built on conversation. So to direct and nurture your culture, you need to be Kate engaging in honest and thoughtful and open and giving conversations where you are asking questions to dig deep into the other person and understand their world view and understand how they feel about situations and how they're doing on a personal level. Get curious, get to know the people on the other end and facilitate conversations that are just explore a tive. You just want to get to know these people on your team. Do that and you'll be a ah boss that people love to follow. Another thing is to take ownership. No one likes to follow somebody who pins all the teams failures on you. The sound silly, but I was on a soccer team once, and, um, this was when I was younger, like a way younger, like eight years old, maybe, but one thing that stuck with me and I just realized just abin repressing this memory until this very moment was that we never made a goal all season. We didn't make a goal all season. It's not that we didn't win a game all season. It's that we didn't score a goal all season long. But I distinctly remember in the very, very last game we had a chance to score a goal and I missed the shot and one of my team members blamed us losing the game on me, and she just said a lot of things that pointed the finger heavily at me and she was upset because we didn't score a goal all season. She was on a major losing team and she probably didn't like that. But she used me as a scapegoat and she pinned it all on me and it did not feel good. And, yeah, she wasn't our coat. She wasn't our leader, but she was not being a leader in that in that situation. Of course, she was like eight years old, So yeah, I can give her some grace there, but that's just a example. Don't pin the failures on your team. Members take ownership and, conversely spread the success on your team members so being a leader is kind of sucky because you always accept blame, but you always disperse success and praise. So it kind of sex because you're putting yourself in a position to not be praised, and that doesn't feel great all the time. But you will be a leader that people absolutely love to follow. If you accept blame and you coach people in growth and you praise generously and then the last one is just too always pursue self awareness at a deeper level of self awareness. If you can't lead yourself, you can't lead others. Michael Hi. It also says this. He says Self leadership always precedes team leadership, so I encourage you in that. Today, no matter where you are, just start prioritizing self discovery. I know who you are and where you're at set goals for your growth. In what ways you're gonna push yourself this year to grow and be a better leader in a better human being and always strive for self awareness and every interaction. If you're having a tough time in a relationship with one of your team members, look at what you're doing. Be self aware, never blamed the other person for things that they're doing. Always look at what you are doing and how you can help facilitate better relationships, better engagement and also in your own leadership, health and well being. What ways do you want to grow? What areas are you weaken and what do you want to support and grow in and what that dictate your your daily intentions for what you're doing to pursue that growth? So, yeah, I hope this spoke to you today and I hope it blessed you Ah, little bit and give you some pointers on how to be a leader that people love to follow and how to be a boss that nobody hates. And that's not to say that people won't like you even if you're at your best. You're just going to be some people who just aren't your people and, like, that's OK. It doesn't mean that that they're not gonna be great team members, that I could be productive, and sometimes that tension actually creates further collaboration and growth. So just because somebody doesn't click with you on a personal level does not mean that they don't love to follow your leadership. And so I would encourage you there, too. But thank you guys for tuning in hope you're having a great day wherever you are, whatever you're doing, and I'll see you in the next episode. Thanks for tuning into the joint lead podcast. Be sure to subscribe, so don't miss a single episode. To access this episode, show notes. Head over to www dot joyfully dot com back slash podcasts to dive in If you love today's episode, I'd love it if you share it with a friend or, if you really loved it, gave the show a review. So things were tuning in. And remember, we already have everything you need to drive the courage and, most importantly, with joy toe lead.