People Leadership
Throughout my career, I've been entrusted with a diverse array of leadership responsibilities—establishing teams from the ground up, steering groups that I've inherited, leading individuals with more experience than myself, and overseeing design, development, and multi-functional teams. My journey has also taken me into guiding leaders themselves, managing remotely, and navigating the complexities of global leadership.=
This eclectic mix of roles has endowed me with a wealth of insights. Among the many leadership tenets that I've embraced, the most profound realization I've come to understand is this:
"People don't care how much you know until they know how much you care."
So, how does one convey this care? It begins by engaging with individuals holistically, understanding them as complete persons, and reciprocally sharing your own essence. This approach fosters trust, paving the way for more meaningful dialogues, especially during challenging discussions, by assuring them of your intentions and your desire to support.
Initiating this rapport often starts with a shared experience. Usually, it’s something as simple as sharing a meal. This shared experience lays a solid groundwork for a trusting relationship. Whether it's lunch at the office, dining out, or synchronizing a meal over a video call, it's these moments that build a strong connection.
From there, I believe that leadership must be fluid and adaptable to the needs of the moment.
My leadership style is organic, tailored to the situation at hand, yet it's anything but improvised. It is grounded in the principles I learned during my graduate studies—Full Range Leadership and Emotional Intelligence. The Full Range Leadership Model articulates that effective leadership spans from transactional to transformational practices, advocating for flexibility in response to varying circumstances. Emotional Intelligence, on the other hand, emphasizes the ability to recognize, understand, and manage our own emotions and those of others. Together, these frameworks guide my approach to leadership, enabling me to lead with empathy, adaptability, and strategic insight.
CASE STUDY #1
Transforming Team Dynamics through Empathy and Support
Situation
Upon assuming leadership of a team of 401(k) investment education experts, I was met with a group that was not only senior to me but also tightly knit. Despite their experience, performance discrepancies were evident, with some members consistently outperforming others. The departure of the previous leader had left the team without guidance for months, significantly diminishing their performance. This decline was not only affecting the team but also impairing the company's ability to meet contractual obligations for delivering 401(k) educational content. Performance records highlighted a particular senior team member whose output had been substantially below par for six months, prompting recommendations for a performance improvement plan.
Action
In my first weeks, I focused on ensuring operational continuity. Subsequently, I initiated individual meetings with each team member to build rapport, culminating in a personal lunch with the underperforming senior member. During this meal, I shared my own story, fostering a human connection that encouraged openness about her husband's battle with colon cancer. This struggle had understandably diverted her focus and left her feeling unsupported by the organization. During her husband’s recovery, I ensured she received comprehensive support, from extended leave to personal gestures of sympathy, including attending the funeral and organizing support through meals and flowers.
Result
The transformation in this team member's performance was remarkable. Not only did her dedication and output soar, but she also emerged as a pivotal figure in times of need, going above and beyond expectations. Her turnaround had a ripple effect on the team's morale and productivity, catalyzing a collective performance uplift. Within six months, the team's delivery of 401(k) educational materials improved by over 40%, directly impacting the company's ability to fulfill contractual commitments and enhancing client satisfaction ratings by 30%. The team's cohesion strengthened, fostering an environment where members felt valued and supported, both professionally and personally. This case underscores the profound impact of empathetic leadership and personalized support on individual and team performance, demonstrating that investing in people is not just good ethics—it's sound business.
Key Reflections & Insights
Full Range Leadership
While obtaining an MBA, I chose to focus on the study of Leadership. In the realm of leadership, transformational leadership stands as a beacon of effectiveness and inspiration. Throughout my career, I've observed a spectrum of leadership styles, each with its own merits and demerits. Yet, those that resonated most profoundly with me—and proved to be the most effective—were those that embodied the principles of Transformational Leadership. It is upon these principles that I have consciously built my leadership style, anchoring it in the ethos of Inspirational Motivation, Intellectual Stimulation, Individualized Consideration, and Idealized Influence.
Emotional intelligence plays a pivotal role in the art of people leadership. It reminds me of the adage, "People don't care what you know, until they know that you care." This sentiment underscores the importance of being genuine in leadership. The ability to genuinely care for and understand the individuals you lead is foundational to inspiring and motivating them. It's about seeing beyond the tasks at hand and recognizing the dreams, aspirations, and fears of those around you.
Finding inspirational motivation can come from various sources and techniques, but at its core, it's about connecting with the purpose behind the work. Purpose acts as a powerful catalyst for alignment and motivation, transforming routine tasks into pieces of a larger, meaningful mission. As leaders, we must commit to continually learning and growing, for "if you're not growing and moving forward, you are falling behind as others are moving forward around you."
True leadership requires more than just directive oversight; it necessitates being a player/coach when the situation demands. This means rolling up our sleeves and immersing ourselves in the work alongside our team, demonstrating that we are not above any task. It's about walking the walk, embodying the values we preach, and leading by example.
Every individual brings a unique set of skills and motivations to the table, and recognizing this uniqueness is crucial. By treating everyone as a full person, not just a coworker, we unlock the potential for greatness within each individual. It harks back to the golden rule: "do unto others as you'd have done to you." In applying this principle, we foster an environment where mutual respect and empathy are paramount.
In sum, transformational leadership is about more than guiding a team towards business objectives; it's about inspiring growth, nurturing a sense of purpose, and creating an environment where people feel valued and understood. It's in this space that individuals are not only motivated to achieve but are also empowered to innovate and excel, bringing their best selves to the collective effort. As leaders, our challenge and privilege is to ignite the spark of potential in those we lead, guiding them with a vision that elevates and transforms.
Key Reflections & Insights
Intellectual Stimulation
Providing intellectual stimulation to a team of designers is crucial for fostering a culture of innovation, creativity, and continuous improvement. A leader can engage and challenge their team in several ways to ensure they remain intellectually stimulated and motivated to push the boundaries of what's possible. Here are some strategies:
By implementing these strategies, leaders can ensure that their design teams remain intellectually stimulated, constantly evolving, and always pushing the boundaries of creativity and innovation.
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Promote an environment where learning is ongoing. Facilitate access to workshops, courses, and conferences that cover the latest trends, tools, and methodologies in design. Encourage team members to share their learnings and insights with the rest of the team, fostering a culture of collective knowledge and growth.n text goes here
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Ask thought-provoking questions that prompt designers to think deeply about their work. Encourage them to question the status quo and explore new possibilities, whether it's experimenting with new design techniques or exploring uncharted project territories.
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Expose your design team to different perspectives by encouraging collaboration with professionals from other disciplines, such as developers, marketers, and product managers. This not only broadens their understanding of the product development lifecycle but also inspires innovative solutions that bridge the gap between design, functionality, and user needs.
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Organize and encourage participation in design sprints or hackathons. These intensive sessions focus on solving specific problems or exploring new ideas in a short period, stimulating creativity, and rapid ideation among team members.
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Encourage designers to take risks and experiment with their ideas without fear of failure. Emphasize that failure is a part of the learning process and a step towards innovation. A supportive environment that celebrates both successes and learnings from failures fosters intellectual growth.
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Assign projects that push designers beyond their comfort zones. Stretch projects offer opportunities for team members to expand their skill sets, think strategically, and tackle complex challenges, thereby stimulating intellectual growth.
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Pair experienced designers with junior team members in mentorship roles. Facilitate peer learning sessions where team members can teach each other new skills or share insights on overcoming design challenges. This not only enhances skills but also strengthens team cohesion and mutual respect.
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Demonstrate your commitment to intellectual stimulation by actively engaging in learning and sharing your insights with the team. Your enthusiasm for growth and innovation will inspire your team to follow suit.
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Offer regular, constructive feedback that challenges designers to refine their ideas and approaches. Feedback sessions should be learning opportunities that encourage critical thinking and problem-solving.
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Bring in external speakers, industry experts, or organize virtual webinars with leading voices in design. Exposure to external influences can introduce new ideas, spark inspiration, and provide fresh perspectives on design challenges.
By implementing these strategies, leaders can ensure that their design teams remain intellectually stimulated, constantly evolving, and always pushing the boundaries of creativity and innovation.