5 Leadership Truths You Need to Know

“Expectations are the seeds of resentment,” a wise mentor once told me. 

It’s a lesson that’s easy in concept but not in execution. An expectation is simply a belief that is future-focused that may or may not be realistic. Often we create unrealistic expectations about how something is going to play out, and when it doesn’t happen exactly that way, our world feels like it is crashing down.  

This is especially true about our leadership journey. While it’s great to set our sights high, we have to be ready for the reality of leading in a world that’s always changing. It’s a delicate balance of being optimistic, realistic, and resilient. 

Instead of setting a low bar about the future, the best leaders remain hopeful, at the same time, know the path to a brighter future is littered with challenges and struggles. 

Leadership is a journey and not a destination.

I start every virtual leadership workshop off by sharing with participants that “leadership is a journey and not a destination.” The reason is simple; leadership is a series of skills that you can always get better or, unfortunately, get worse.  

To help you get better on your leadership journey, it’s essential to level set on a few key leadership truths to help you avoid sprouting those seeds of resentment.  

1. When things go wrong, it’s your fault.

The late great Kobe Bryant said, “Leadership is responsibility.” Bryant was right, but that doesn’t mean it’s easy. Just think of all the CEO’s who have been fired because of mistakes made by team members.

Since one of the essential elements of leadership is empowerment, by its very nature, other people will be making decisions where the information is (as they should).  

As a result, mistakes will be made without your direct input or influence. Those mistakes ultimately fall on your shoulders because you are responsible for your people and the outcomes.  

If you’re in a leadership position, taking responsibility when things go wrong is required.  

With the responsibility also comes a deep sense of loyalty to a leader because people know their leader has their back.   

2. When things go right, it’s because of your team.

It’s tempting and easy to take credit for a team’s success when you are at the top of the organization chart. But just because it’s tempting and easy doesn’t mean it’s right. Dave Cancel, the founder of Drift, said, “My best advice for leaders: when things go wrong, take all the blame. When things go right, give away all the credit.”

Following up and following through on this leadership truth is hard and takes practice. We are taught from the time we are in school to raise the trophy high above our heads, not above others.

Coach Nick Nurse of the Toronto Raptors gave us all a masterclass in how to properly give credit to their team right after winning NBA Championship last year. Your job is to mimic Coach Nurse the next time something significant happens to your team. 

3. You can’t help everyone.

One of the hardest leadership lessons I learned is that you can’t help everyone. Each person is responsible for their actions and choices. As much as you want to choose for someone else, you can’t.  

As I wrote in Building the Best, “A leader’s job is to set high standards and help your people meet and exceed them.”  

Because people have free will to choose, it means some people simply won’t be on board and make the necessary decisions to be a part of your team, and that’s okay. Treat each person the same, and do your very best to help them succeed and then remove yourself from the outcome. 

4. Your biggest hurdle is muting distraction.

In a business environment that changes by the hour, not the year, distractions are inevitable. It’s hard not to have your head on a swivel looking for new and better opportunities personally or the team. However, one of the things that makes a leader great is their ability to mute distractions.

One of the things that makes a leader great is their ability to mute distractions.

Distraction is anything that takes our focus away from where it needs to be at any given moment. Since eliminating distractions all together isn’t possible, I coach leaders to mute distractions by asking three simple questions:

  • “Do you have defined priorities for your team?”
  • “Is this distraction critical to our success right now?”
  • “Can I (or we) do something about this distraction?”

5. The doubt doesn’t go away, keep leading anyways.

Each promotion or day is going to bring about unique challenges that will test your confidence, and doubt will ultimately follow. But doubt can be overcome by action.  

The action required is choosing leadership. Everyone starts as a beginner. At some point, everyone experiences their “firsts” — first time leading a meeting, first time leading a project, first time leading a team, etc. That means you are built to learn and adapt as you go. Keep leading your best day in and day out regardless of the doubt you feel.   

Closing

I am sure you have heard the saying, “The truth hurts.” It’s only correct when you don’t know the truth. It’s my hope, now that you either know or were reminded of these leadership truths, it will help you moving forward.

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About the Author: John Eades is the CEO of LearnLoft, a leadership development company helping improve the performance of struggling managers. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of  Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

How to Fix An Underperforming Team in No Time

Joey was an experienced manager at a mid-sized company. When his team missed its mark in the first year, he made a myriad of excuses. The next year didn’t get any better, so he blamed people on his team and even threw a teammate under the bus to save his job. 

While Joey’s responses weren’t unlike most leaders of underperforming teams, the reason things weren’t getting better was that Joey hadn’t come to grips with a hard truth; The responsibility is the leaders.  

Sure there are many possible factors that can cause a team to underperform. These are just a few: lack of talent, talented people not meeting their potential, changes in the market, or a lack of resources. Still, ultimately, one person is responsible, the leader.  

As the late Kobe Bryant said, “Leadership is Responsibility.”  

If you are leading an underperforming team or you want to take your current team to higher levels of performance, here’s what you can do.

Reinvest in your relationships

People work harder and push themselves to new levels of performance when they know their boss cares about them.  

Researchers at the University of Berkley studied what motivates productivity in professionals. When people felt recognized for the work they did, they were 23% more effective and productive. But what’s even more astonishing is that when people felt valued and cared for, their productivity and effectiveness experienced a 43% increase. While recognition is essential, there is an additional 20% jump in performance by showing your people you care for them. 

Make time for one-on-one meetings with team members to find out what’s important to them, what goals they want to achieve, and what current challenges they are facing in their life.  

Set higher standards

Anytime performance isn’t where you need or want it; it’s time to raise the standard. A standard is simply defining what good looks like. From all of our research in studying what the best leaders do in Building the Best, it’s clear;

Good leaders define what good looks like; Great leaders define what great looks like. 

Raise the bar on what expected to be a part of the team or organization. Start with the level of effort and commitment required moving forward. Ask yourself this question:

“What kind of behaviors and actions do we need from every member of our team to level up?” Then set standards based on what’s required.  

While this is simple to write, it’s difficult to put it into practice. For your people’s behavior to change, you have to be consistent in your message and in accountability, which leads us to the next point.

Accelerate with accountability

Many words make people uncomfortable; “accountability” is one of those words. Accountability is simply the obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner.

A mentor of mine always told me, “What you tolerate, you encourage.” It is your obligation to hold yourself and others accountable to the standards you set. Otherwise, you’re encouraging sub-standard behavior. To do this effectively, you have to have the courage and a proven model to have direct dialogues with your people when standards aren’t met. 

Remove the people who aren’t bought in

One of the fastest ways to improve performance isn’t by addition, but by reduction. If there are team members who aren’t bought in and they have been given multiple chances to get on board, it’s time to make a change.  

Not only does their continued participation hold others back, but there’s a good chance they are bringing negativity and doubt to the team. There is no bigger killer to performance than doubt and fear.  

Each of these strategies by themselves is challenging, but put together, they become even harder. Know this, you were not put in this position if you couldn’t rise to the occasion. If you believe in yourself, you will be surprised at what you are going to achieve as a team. 

Get the #1 Best New Management Book to Read by Book AuthorityBuilding the Best: 8 Proven Leadership Principles to Elevate Others to Success is published by McGraw-Hill. Learn the stories, principles, and tools to help elevate the way you lead others.

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About the Author: John Eades is the CEO of LearnLoft, a leadership development company that exists to turn managers into leaders and create healthier places to work. He is currently booking events and speaking engagements for 2020. John was named one of LinkedIn’s 2017 Top Voices in Management & Workplace and was awarded the 2017 Readership Award by Training Industry.com. John is also the host of the “Follow My Lead” Podcast, a show that transfers stories and best practices from today’s leaders to the leaders of tomorrow. You follow him on Instagram @johngeades