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Evolving Leadership: From Leader-Follower to Leader-Leader Model

Evolving Leadership: From Leader-Follower to Leader-Leader Model

In the dynamic landscape of today’s organizations, leadership paradigms have undergone significant transformation. Traditional hierarchical structures, epitomized by the leader-follower model, are giving way to more empowering frameworks like the leader-leader model. Understanding these models and their implications for career advancement is pivotal for aspiring leaders and seasoned professionals alike.

The Leader-Follower Model:

Historically, the leader-follower model was the cornerstone of organizational hierarchies. However, this model falls short in today’s knowledge-based economy, where many employees engage in cognitive work. When individuals are relegated to mere followers and stripped of decision-making authority, they become passive participants in the organizational process. Their potential for innovation and contribution remains untapped, leading to diminished motivation and suboptimal performance.

Moreover, the leader-follower dynamic fosters a culture of dependency, where individuals rely heavily on directives from above, stifling creativity and initiative. This top-down approach may result in missed opportunities for growth and innovation, as valuable insights from the frontline are overlooked in favour of centralized decision-making.

The Leader-Leader Model:

In contrast, the leader-leader model operates on the fundamental belief that leadership is not confined to a select few at the top of the organizational hierarchy. Instead, it recognizes that everyone within the organization can lead and contribute meaningfully to its success. This model fosters a culture of ownership, accountability, and innovation by empowering individuals at all levels.

In a leader-leader culture, employees are treated as valued assets, entrusted with decision-making authority, and encouraged to think and act like owners. This autonomy not only enhances motivation and engagement but also unleashes the full potential of individuals, driving organizational performance and adaptability. By distributing control and responsibility, the leader-leader model harnesses the collective intelligence and creativity of the entire workforce, propelling the organization toward its goals.

Key Takeaways for Career Advancement:

For individuals aspiring to advance their careers, embracing the principles of the leader-leader model can yield numerous benefits:

1. Embrace Ownership Mentality: Own your work and decisions, regardless of your position within the organization. Adopting an entrepreneurial mindset fosters initiative and accountability, setting the stage for career growth.
2. Develop Leadership Skills: Cultivate leadership competencies such as communication, problem-solving, and emotional intelligence. Recognize that leadership is not solely about title or authority but about influencing and inspiring others toward shared objectives.
3. Seek Autonomy and Responsibility: Proactively seek opportunities to take on challenging projects and roles that allow for autonomy and decision-making authority. Demonstrating your ability to lead and innovate can distinguish you as a valuable assetwithin the organization.
4. Foster Collaboration and Empowerment: Encourage a culture of collaboration and empowerment within your team or department. You contribute to a positive work environment conducive to growth and success by supporting and uplifting your colleagues.

In conclusion, transitioning from the leader-follower to the leader-leader model signifies a fundamental shift in conceptualizing and practicing leadership. By empowering individuals at all levels, organizations can unlock untapped potential, drive innovation, and foster a culture of excellence. Embracing the principles of the leader-leader model benefits organizational success and paves the way for individual career advancement and fulfillment.

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Control, Competency, and Clarity in Leadership

Leadership is not one-dimensional; successful leaders demonstrate a range of attributes such as emotional intelligence, adaptability, empathy, vision, communication skills, integrity, the ability to inspire others, control, competency, and clarity in direction. Effective leaders understand the importance of balancing these diverse skills and strategies and adapting their approach to meet the evolving needs of their teams and organizations.

I will focus on three areas: control, competence, and clarity. They can help you unlock the full potential of your team and propel an organization toward excellence.

Control:

Central to effective leadership is the art of decentralized decision-making. By relinquishing control and empowering individuals at all levels to make decisions, leaders ignite a sense of ownership and initiative within their teams. This decentralized approach not only fosters autonomy but also fuels motivation and engagement. When employees feel empowered to take ownership of their work and contribute meaningfully productivity soars, and results are amplified. Empowering individuals to control their destinies is the cornerstone of a thriving and dynamic organizational culture.

Competency:

Leadership success is built on a foundation of competency and knowledge. By prioritizing developing individuals’ skills and expertise, leaders equip their teams with the tools to make informed decisions and drive organizational success. Investing in continuous learning and development enhances individual competence and cultivates a culture of innovation and adaptability. When employees are equipped with the necessary skills and knowledge to excel in their roles, they become valuable assets to the organization, capable of navigating challenges and seizing opportunities confidently and competently.

Clarity:

Clear communication is essential for aligning individual efforts with organizational objectives. Leaders must ensure that every employee understands the overarching goals of the organization, as well as how their contributions fit into the larger picture. By cascading organizational goals down to the individual level and integrating them with professional development objectives, leaders create a sense of purpose and direction within their teams. When employees have clarity regarding expectations and objectives, they are better equipped to prioritize their efforts and align their actions with strategic priorities. Clarity breeds focus, cohesion, and alignment, driving organizational performance and results.

Leadership success is predicated on control, competency, and clarity. By empowering individuals, fostering competence, and promoting clarity of purpose, leaders can unleash the full potential of their teams and achieve extraordinary results. Embracing these critical areas of success is essential for driving organizational performance and cultivating a culture of excellence and innovation.

 

Reach out today to learn more about how Jenny Reilly Consulting can help you with your 2024 goals. You can book a complimentary 30-minute  consultation.  Or, please email askme@jennyreilly.com to coordinate a convenient consultation time.

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Forging Ahead: Reflecting on 2023, Embracing 2024

Let’s start by reviewing our past year’s wins and challenges.

PROFESSIONAL AND PERSONAL ACHIEVEMENTS

  • What three things have you done well professionally and personally this year?

CHALLENGES AND LEARNINGS

  • Reflecting on the year, what areas or approaches did not work for you in 2023?

PROGRESS ON GOALS

  • If you set specific goals for the year, how would you describe your progress toward achieving them?

TIME MANAGEMENT AND PRIORITIES

  • In 2023, what activities or habits consumed most of your time and didn’t contribute significantly to your overall productivity?

PERSONAL ENJOYMENT

  • What activities or aspects of your work bring you the most joy and fulfillment?

SKILL DEVELOPMENT GOALS FOR 2024

  • Regarding professional growth, what are two specific skill areas you would like to focus on developing in the coming year?

Refining Your Path to Success: A Four-Step Blueprint for Defining Your Key Areas of Focus in 2024

Step 1: Equip Yourself

  • Start by arming yourself with a pad of sticky notes.
  • Find a quiet place to be free of disruptions and ensure you have a clean, organized surface area to work on.

Step 2: Set Time for Thoughtful Reflection

  • Set aside a dedicated 20-minute timeframe for contemplation, allowing your mind to explore professional and personal aspirations for 2024.
  • Capture each idea on a separate sticky note, placing them visibly in front of you.
  • Generate a comprehensive list of ideas in the 20-minute timeframe.

Step 3: Transform Thoughts into Areas of Focus

  • The next step is to organize your ideas into thematic categories or focused buckets.
  • Once identified, prioritize these buckets based on their significance. Consider the potential impact on both your professional and personal spheres, adhering to the 80/20 rule – focus on the top 20% of activities yielding the most significant returns.

Step 4: Curate Your Top Priorities and Formulate SMARTER Goals

  • Shortlist your priorities to your top 7-10, transforming them into well-defined professional and personal goals.
  • Ensure your goals are S.M.A.R.T.E.R – specific, measurable, actionable, risky, time-keyed, exciting, and relevant.
  • For each defined goal, identify the first three actions you will take and block off time in your schedule to action your tasks.
  • This strategic approach sets the stage for a purposeful and successful 2024.

JRC December 2023 Newsletter - Jenny Reilly Consulting - Executive Coach

JRC December 2023 Newsletter - Jenny Reilly Consulting - Executive Coach

Reach out today to learn more about how Jenny Reilly Consulting can support you in strengthening your negotiation skills. You can book a complimentary 30-minute  consultation.  Or, please email  askme@jennyreilly.com to coordinate a convenient consultation time.

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YEAR END BUDGETING 2022

2022 in Review

As the year approaches a wrap, it’s time to highlight your achievements and position yourself for 2023. Review and report on topics like your organization’s accomplishments, value creation, budgets, financial ratios, your competitor analysis, and the year ahead. Take time to create a full-year timeline with strategic projections and goals. Use the 2022 Annual Report Components infographic to serve as a guide for elements to include.

Annual Report Infographic - Jenny Reilly Consulting - Executive Coaching

 

“A budget is more than just a series of numbers on a page; it is an embodiment of our values.” – Barack Obama 

Know your numbers

Over this quarter, a primary client focus has been on analyzing financial reports and data to aid the decision-making required for 2023 planning. Understanding the budgeting process is crucial in evaluating opportunities and risks.

Understanding your numbers allows for more strategic decision-making. Your numbers can provide:

  • comparability,
  • verifiability, and
  • understandability

of the next best steps to take in your company.

As a leader, you are expected to have a thorough understanding of your numbers, prepare forward-looking financial reports, set financial targets, determine the usage of resources, and evaluate the costs and benefits of each option.

Business budgets help leaders run a successful business. A budget provides the opportunity to assess the actual budget against what was forecasted and planned.

Steps to take in preparing for 2023

  1. Before developing your budget, it is normal practice to have a strategy session that will review relevant economic factors, sector issues/constraints/ opportunities, and management plans. Develop or review your 2023 budget (that should accommodate your short-term plans, normally one year in duration) and ensure each of your strategic objectives is related to your budget.
  2. Your budget should address each of your strategic initiatives, including cash and payments, sales volumes and revenues, detailed inventories, labour, and production requirements.
  3. Break your annual budget down into monthly budgets that will assist in planning and communication to the team.
  4. If you are working on a unit or department budget, ensure you understand how the budgeting process interlinks with the various budgets in the business.

Can you answer the following?

  • What is your mission, vision, short- and long-term strategic objectives?
  • Have you recently conducted a position analysis of your organization?
  • Who are your current competitors?
  • Do you have a comprehensive forecasting and budgeting process? Can you explain when and how this process is performed?
  • How often do you review your annual budget, identify variances between your forecasted and actual performance and update as strategic initiatives pivot and change?

Understanding your budget will enable you to:

  • identify short term problems
  • promote forward-thinking
  • help in the coordination of units within a business
  • communicate budget guidelines
  • motivate your employees to promote better performance
  • monitor performance relevant to the budget
  • implement a system of control, levels of responsibility, and authorization

If you’re a business owner, entrepreneur, or c-suite executive and have any questions about this month’s topics, or feel this resonates with you and you need executive support to project your budget successfully into 2023, please contact us, or reach out directly to jenny@jennyreilly.com and book a complimentary 30-minute strategy session.

 

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FIVE CORE LEADERSHIP TACTICS

There are five leadership tactics that I follow that help me in my consulting practice. I encourage you to think about how they could help you in your position.

1.) Planning Backwards:

Focusing on the future and planning backwards is an effective leadership tactic. It encourages unconstrained thinking and disruptive ideas and will help you to propel your organization forward. Once you have a focused vision, align your people to engage on goals, and develop a comprehensive action plan to move forward.

  • Where do you want to be professionally and personally one year from today?
  • What do you need to do to get there? (Of your action items, prioritize them in sequenced order and develop an action plan on what is required in each step.)

2.) Purpose-driven and value-focused:

My consultancy purpose and values determine my guiding principles. If you have not listed your guiding principles, it is time to do so. Your guiding principles outline how you operate, the organization’s role and the individual within. 

  • What is your company vision, purpose statement/mission, and what values define how you do business? 

3.) Intentionally listen actively:

Leadership is a conversation. Improving your listening ability will be a cornerstone of your leadership success. Listening will assist you in problem-solving, determining and implementing innovative ideas, defining process improvements, and developing new ideas for faster and better outcomes. Engage your team, clients/customers and external stakeholders in a discussion on progress once modifications have been agreed upon, design and circle back to question if you have it right. 

4.) Innovate continually.

You cannot afford to become too comfortable and complacent. Customer and client preferences in the product or service area you are offering are continually changing. Technology advances will improve speed and results, can transform our processes, and adaption of best practices. Quarterly question processes, this will help you retain focus on improvement and will become part of your culture. Encourage bottom-up and top-down idea initiatives for improvement. Make decisions faster and base them on data with a focus on quality. Quarterly, prioritize the top three areas you can innovate to bring the greatest return to your organization. 

5.) Performance – think short and long-term.

To thrive in the long term, we need to have not only long-term goals but also short-term goals to gain momentum. Future-proof your performance by answering the questions below: 

  • What trends are influencing your business and sector?
  • What are your customers and clients seeking or asking that is not currently being provided? 
  • What is your data telling you? The facts have the answers. 
  • Ask your employees for feedback on what is working and what isn’t and any suggestions they have for improvement.
  • What are your duties and responsibilities – are they aligned with your purpose? 
  • Assess how you are doing things, is it the best and most effective way, or have you fallen into a routine and repeated past actions hoping for better results? 

If you have any questions about leadership tactics or want to learn more on the powerful benefits of executive coaching to elevate your professional success, please reach out to +1 604-616-1967 or askme@jennyreilly.com and book a complimentary 30-minute strategy session. If you want monthly leadership and professional development tips, sign up for my JRC newsletter or check out my social media on Instagram for information on my new upcoming 6-month executive leadership course.

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HOW CAN ‘DEEP WORK’ GET YOU BACK TO DOING AN EXTRAORDINARY JOB?

Do you want to do your job or do an extraordinary job?

There are times when we run on all cylinders, everything comes together, and we feel like we are at the top of our game. In contrast, there are times when we may feel we have lost our work mojo, are bored, stagnant, and just go through the motions of our job. I know how I prefer to feel, how about you?

A tool to help you regain focus on what you are doing and how you are doing it is to ensure you immediately implement ‘deep work’ time into your schedule. This mode helps you have an uninterrupted focus on a significant task.

Your ‘deep work’ time should be allocated to projects or tasks that require your undivided attention to move forward and will have the greatest impact. This sounds so straightforward and obvious that you may ask why I even need to write about this, so I challenge you to look at your schedule over the past month and honestly evaluate how much time you allocated to ‘deep work.’

When you allocate time in your day where you can work in isolation, without distraction, the quality and quantity of work you can complete can be extraordinary. It takes time, focus and persistence, but it will be worth it.

Reorganize your month ahead to ensure you have time in your schedule daily for ‘deep work.’

Your days maybe spent, rushing from one meeting to another or putting out continual fires – this is fractured work. Fractured work occurs when you are primarily responding to others’ needs and requirements. It is unrealistic to think that you can cut out fractured work in your day-to-day commitments; however very realistic to combine it with periods of uninterrupted focus.

To do extraordinary work, we need periods of concentration and focus.

Determine how much ‘deep work’ time you need daily, schedule it, and make it a non-negotiable priority for the month ahead.

QUESTIONS FOR YOU TO ANSWER:

  1. How can I schedule my time in September so five days per week, I have at least one hour daily allocated to ‘deep work’?
  2. Are there any periods in the year that I need more time to focus on ‘deep work’? If so, when? Now go ahead and block off that time in your schedule.
  3. What will you have to do in your space to ensure it will promote ‘deep work,’ or where else can you go to facilitate ‘deep work’?

EFFECTIVE ONE-ON-ONE MEETINGS WITH DIRECT REPORTS

Having effective one-on-one meetings is a critical leadership skill. I recommend having weekly one-on-one meetings with each of your direct reports. The objective of this meeting is to ensure there is open and transparent communication on priorities, identification of opportunities, issues or challenges and time to address any questions or concerns that may be affecting the progress of your direct report.

To have effective meetings, ensure you have a plan, are organized to optimize your meeting time, have clear outcomes in mind, and record who is responsible for what by when, making it is easier for you to follow up.

The following are an example of questions that you could ask in a one-on-one:

  • What were your biggest wins over the last week/since we last met?
  • What worked well, what didn’t and why?
  • Are there any areas in that I can support you?
  • What are your top three priorities for the upcoming week?
  • Is there anything else that you would like to cover today?

I encourage you to monitor how much you talk in these meetings. My suggestion is that you should not be speaking for more than 20% of the meeting. Focus on listening, not jumping in and solving problems but asking clarifying questions.

MEETING TIPS

For many, meetings are painful, and I am sure you have felt, heard, or empathize with the following:

‘I have too many meetings.’

‘The meetings are too frequent and too long.’

‘Meetings are a waste of my time.’

‘I hate it when people show up late or don’t contribute – why bother!’

 

Here are some helpful tips for you:

  1. Look at the meetings in your schedule over the upcoming week and determine if your attendance is necessary. If it is not, message the organizer with your rationale and withdraw yourself from attendance.
  2. When scheduling a meeting, ensure that the right people are in attendance and the duration is the correct length (the shorter, the better).
  3. If you are organizing or chairing a meeting in advance, prepare and circulate an agenda along with any documents that need to be reviewed.
  4. Follow up on your meeting notes, complete what you said you would and hold others accountable for assigned tasks.

Speak up on annoying behaviours like:

  • Individuals being on their phones during the meeting, checking emails, social or surfing
  • Arriving late and being disruptive
  • Interrupting and talking too much
  • Not coming prepared
  • No participating

Each behaviour is a sign of disinterest and disengagement, don’t ignore it. Be focused on acknowledging it and changing the behaviour.

If you have any questions about implementing deep work times in your schedule or want to learn more on the powerful benefits of executive coaching to elevate your professional success, please reach out to +1 604-616-1967 or jenny@jennyreilly.com and book a complimentary 30-minute strategy session. If you want monthly leadership and professional development tips, sign up for my JRC newsletter or check out my social media on Instagram for top leadership advice throughout the year.

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