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Thriving in Leadership: Balancing Professional Demands, Building Confidence, and Making Effective Decisions

Balancing Professional Demands with Personal Well-being

 

Striking the right balance between professional demands and personal well-being can be a significant challenge and is often a continuous struggle for many leaders. The pressure of leadership roles can often lead to an imbalance, resulting in burnout and reduced effectiveness both at work and at home. To combat the issue, we are responsible for our own actions and need to implement strategies that allow us to manage our professional responsibilities while also nurturing our personal lives. This includes setting boundaries, delegating more, and making time for family and self-care routines.

It’s not just about knowing what to do — it’s about finding the discipline to prioritize these actions and execute them amidst constant demands. Many are aware of the steps they need to take but find it challenging to consistently put them into practice. This is because the pressures and unexpected demands of leadership can often push personal well-being to the back burner. Recognizing this struggle is the first step toward making meaningful changes.

 

Some tactical takeaways:

1. Set Clear Boundaries: Define boundaries between work and personal life and communicate these to your team.

  • Example: Make it a practice to avoid checking work emails after 7 PM to ensure you have uninterrupted personal time in the evening. This simple action can help you unwind and mentally separate from work.

2. Delegate Effectively: Trust your team and delegate tasks appropriately to reduce your workload and empower others.

  • Example: Assign task responsibilities to trusted team members. You don’t have to do it all yourself, and this will allow you to focus on strategic and business development priorities. Remember, focusing on the business rather than in the business opens up opportunities for growth and efficiencies.

3. Schedule Personal Time: Prioritize personal time by scheduling it into your calendar like any other important meeting.

  • Example: Block out an hour each morning prior to your workday to practice self-care that will help you get centred and be more energized. This is the time you may decide to meditate, do some yoga, walk your dog, go to the gym, read the news, or read a book – whatever activity helps you start your day off on the right foot. As we move into June, if you have not booked your holidays for the year as yet – it is time to do so. Having something to look forward to is motivating and will help you get through the busy times at work.

4. Reflect and Adjust: Regularly reflect on your balance and make necessary adjustments to ensure a sustainable integration of work and your personal life.

  • Example: At the end of each week, review your calendar for that week and note any wins, what worked well and what didn’t, and note what items you did not get to that should be carried over so they don’t fall through the cracks. Make note of any personal time that was compromised. Then, plan how to protect that time better in the future. The next step is to do a preview of the week ahead, review your upcoming meetings and appointments and determine what amount of preparation time you need to ensure is scheduled into your calendar. Decide on the top three items that you want to focus on over the next week, and ensure there is time in your schedule to work on these items. We can’t blame anyone else for our own self care – it is up to us to take the responsibility to manage our time and priorities and focus on what is important both at and outside of work. This weekly review and preview of the week ahead will help you stay proactive about focusing on what is important and maximizing your time and efficiency in getting things done. Balancing professional and personal demands is a continuous journey; there is no such thing as a 50/50 balance. You need to focus on what is right for you at any given time. While it may not always be easy to do so, it is certainly achievable with intentional effort and discipline. We can’t blame anyone else for how we spend our time – really, it’s true! It is up to us to take responsibility for managing our time and priorities and focus on what is important both at and outside of work.

 

Building Confidence and Overcoming Imposter Syndrome

 

Do you ever experience imposter syndrome or lack professional confidence? A significant number of people do – up to 82% have faced feelings associated with imposter syndrome at some point in their lives. This internal challenge can prevent leaders from fully leveraging their capabilities and leading their teams with conviction. To build confidence and overcome imposter syndrome, leaders can focus on recognizing their achievements, seeking feedback, and continuously developing their skills.

 

Tactical Take-Aways

1. Acknowledge Achievements: Regularly reflect on and celebrate your accomplishments to build self-confidence.

  • Example: At the end of each week, document your key wins and milestones to review progress and reinforce confidence.

2. Seek Feedback: Actively seek constructive feedback from peers and mentors to gain perspective and improve.

  • Example: Schedule quarterly feedback sessions with a trusted colleague or mentor to discuss your progress and areas of improvement.

3. Continuous Learning: Invest in personal and professional development to enhance your skills and knowledge.

  • Example: Enroll in a relevant course, plan to attend a conference, listen to related podcasts, read or listen to books that will help your development and enable you to stay current and competent.

4. Mentorship/Sponsorship: Find a mentor or professional sponsor* who can provide guidance and support as you navigate leadership challenges.

*A professional sponsor for a leader is a senior-level leader who actively advocates for, promotes and facilitates the career advancement of a less experienced leader or emerging leader within an organization.

  • Example: Identify a trusted individual who can offer personalized support and guidance for focused and relevant advice.

5. Positive Self-Talk: Practice positive self-talk and challenge negative thoughts to build a resilient mindset. Research suggests that we have about 6,200 thoughts per day, and a staggering 80% of them can be negative.

  • Example: By actively working to replace negative thoughts with positive self-talk, you can foster a more optimistic and productive mindset. Building confidence and overcoming imposter syndrome is a continuous process. By implementing some of the strategies, it will help you develop a resilient mindset and lead your team with conviction and confidence.

 

Effective Decision-Making in Complex Environments

 

We often face the challenge of making decisions in complex and challenging environments. The pressure to make the right choice can be overwhelming, especially when dealing with incomplete information and high stakes.

To improve decision-making, we can use structured approaches to gather and analyze information, involve key stakeholders, and evaluate potential outcomes. This helps in making informed and confident decisions. However, in many situations, time constraints and the need for immediate responses can make this process challenging. To overcome this, leaders should focus on preparation and adaptability.

 

1. Develop Decision-Making Frameworks: Create and practice using decision- making frameworks such as SWOT analysis or decision trees. Familiarize yourself with these tools so that they become second nature, allowing you to apply them quickly under pressure.

  • Example: Before major meetings, run through potential scenarios using a decision tree to outline possible outcomes and responses. This pre- planning helps you react more effectively in real time.

2. Build a Knowledge Base: Continuously update your knowledge and understanding of key areas relevant to your role. This can include industry trends, company data, and stakeholder interests. A well-rounded knowledge base allows for quicker, more confident decisions and will help you think critically and quickly in different situations.

  • Example: Dedicate time each week to review industry reports and internal data to stay informed and ready for on-the-spot decision-making.

3. Leverage Team Expertise: Cultivate your network of knowledgeable team members and colleagues who can provide quick, reliable input when needed. This will help you speed up the decision-making process and improve your quality of decisions.

  • Example: Establish who should be in your group to consult with quickly during critical moments of decision-making.

4. Stay Calm Under Pressure: Practice the ‘slow burn.’ You may not have control over the events that occur, but you have complete control over how you choose to respond to them. Develop techniques to manage stress and stay calm when quick decisions are required. Techniques such as deep breathing, mindfulness, and taking brief moments to collect your thoughts can significantly improve decision-making quality.

  • Example: Before making a snap decision, take a moment to breathe deeply and quickly assess the situation using a pre-determined mental checklist.

By implementing these strategies, leaders can enhance their ability to make quick, informed decisions even under pressure. Preparation, continuous learning, and effective use of frameworks and team expertise are key to overcoming the challenges of rapid decision-making.

 

Reach out today to learn more about coaching | +1-604-616-1967 | jenny@jennyreilly.com

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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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The Power of Saying “No”

We often have a never-ending to-do list and constant requests from our team, colleagues, and stakeholders. It can be tempting to say “yes” to everything and everyone, but is that the most effective way to lead?

I love this quote by American novelist Anne Lamott:

“No is a complete sentence.”

It is a powerful reminder that you do not have to justify yourself when saying “no.” Setting and communicating clear boundaries is critical to being a successful leader. Saying ‘no’ to specific requests, projects, or collaborations can be a strategic decision that allows you to focus on your priorities and achieve goals.

Understanding the Importance of Setting Professional and Personal Boundaries in Leadership

It’s crucial to establish boundaries that help protect our well-being and enable us to achieve our goals. Two types of boundaries that leaders often set are professional and personal boundaries. While these may seem similar, there are key differences between them.

Professional boundaries are guidelines and limits leaders set to maintain appropriate relationships with colleagues, employees, and other stakeholders. These boundaries help leaders establish clear expectations for their behaviour, prevent conflicts of interest, and maintain impartiality in decision-making.

Leaders can create a healthy work environment that fosters mutual respect and trust by setting professional boundaries.

In contrast, personal boundaries are limits and guidelines individuals set to protect their physical, emotional, and mental well-being. Personal boundaries help individuals maintain their autonomy, protect themselves from harm, and communicate their needs and values to others. Leaders can avoid burnout, reduce stress and maintain a healthy work-life balance by setting personal boundaries.

Power of Saying No

The main difference is their purpose and scope. As a leader, it’s essential to understand the differences between professional and personal boundaries and set them accordingly.

However, both boundaries are essential for leaders to establish and maintain their effectiveness and well-being.

By prioritizing professional and personal boundaries, leaders can become more effective and successful in their roles.

Five Techniques That Will Help You In Saying NO!

Does this resonate?

‘I have such a hard time saying no!’

Saying “no” is not a sign of weakness or indecision but rather a demonstration of your focus and commitment to your goals. By embracing the power of “no,” you can become a more effective and respected leader in your organization.

  1. Prioritization Techniques: Prioritize your tasks and responsibilities to identify which requests or projects align with your goals and values. Use tools such as the Eisenhower Matrix or the Pomodoro Technique to help you decide better what to say “yes” or “no” to.
  2. Active Listening: Practice listening when receiving a request or proposal. Ask clarifying questions to understand the scope of the project, the timeline, and the resources required. This can help you determine whether you have the capacity and expertise to do the task.
  3. Saying “NO” with Empathy and a Smile: The most straightforward way I have found to say no is with a smile and the sincerest empathy and respect. Acknowledge the value and importance of the request, thank them for the opportunity, and say’ no.’ You do not need to explain why or give excuses. If necessary, you can suggest where help may be sought.
  4. Setting Clear Boundaries: Set clear professional and personal boundaries and communicate them consistently. This can help you avoid being overwhelmed by requests or projects that do not align with your goals or values. Boundaries will also help you establish expectations about your availability and workload with your team or colleagues.
  5. Saying “NO” to Say “YES” to Something Else: View saying “no” as a strategic decision that allows you to say “yes” to something else that aligns with your goals.

The Eisenhower Matrix

The Eisenhower Matrix is a productivity tool that helps people prioritize their tasks based on urgency and importance. It is named after former US President Dwight D. Eisenhower, who famously said, “I have two kinds of problems, the urgent and the important. The urgent are not important, and the important are never urgent.”

The matrix consists of four quadrants, each representing a different level of urgency and importance:

Quadrant 1: Urgent and Important – urgent and important tasks, such as emergencies or deadlines.
Quadrant 2: Not Urgent but Important – tasks that are important but not urgent, such as planning, strategic thinking, or personal development.
Quadrant 3: Urgent but Not Important – urgent but unimportant tasks, such as interruptions or unnecessary meetings.
Quadrant 4: Not Urgent and Not Important – tasks that are neither urgent nor important, such as time-wasting activities or distractions.

Eisenhower MatrixJRC - Jenny Reilly Consulting, Vancouver Executive Coach

The idea behind the Eisenhower Matrix is to ensure you spend time focusing on Quadrant 2 tasks, as these are important tasks that often get neglected due to the urgent demands of Quadrant 1. By prioritizing Quadrant 2 tasks, people can work proactively towards their long-term goals and avoid being overwhelmed by urgent but less important tasks.

The Tomato Technique, Aka The Pomodoro Technique

The Pomodoro Technique is a time-management method developed by Francesco Cirillo in the late 1980s. It is named after the Italian word for “tomato,” as Cirillo used a tomato-shaped kitchen timer as a student to track his work intervals.

When I first heard about this technique decades ago, I was not initially attracted as I am allergic to tomatoes (actual fact). That being said, anything that I can try that will improve my efficiency and productivity, I will always give it a try.

The Pomodoro Technique involves breaking work into 25-minute intervals, called “pomodoros,” followed by a short break of 3-5 minutes. After four pomodoros, take a more extended break of 15-30 minutes.

During each Pomodoro, you focus on a single task without any distractions or interruptions. The steps of the Pomodoro Technique are as follows:

  • Choose a task to work on.
  • Set the timer for 25 minutes and start working on the task.
  • When the timer rings, take a 3-5 minute break.
  • After four pomodoros, take a more extended break of 15-30 minutes.
  • Repeat the process until the task is completed.

The Pomodoro Technique can help you stay focused, avoid distractions, and manage your time more efficiently. It also encourages you to take regular breaks, which can help prevent burnout and increase productivity in the long run. Give it a try, and let me know how you find this technique.

Tomato Technique - Jenny Reilly Consulting

The Power Of Saying NO: A Core Leadership Skill

In today’s fast-paced and demanding world, saying “yes” to everything that comes our way can be tempting. However, learning to say “no” is crucial for leaders who want to stay focused, productive, and true to their values.

By setting clear boundaries and prioritizing your time and energy, you can avoid burnout, reduce stress, and make more meaningful contributions to your organization.

Remember, saying “no” is not about being selfish or uncooperative. It’s about owning your time and energy and making choices that align with your goals and values.

Saying “no” can also create opportunities for growth and learning. Turning down tasks or projects unaligned with your goals can free up time and resources to pursue more meaningful or challenging activities. This can help you build new skills, expand your network, and develop a stronger sense of purpose and fulfillment. It’s important to remember that saying “no” is not a one-time decision but an ongoing process. As your priorities and circumstances change, you may need to adjust your boundaries and make different choices about allocating your time and energy. By staying aware and intentional, you can continue to grow and evolve as a leader.

Finally, it’s worth acknowledging that saying “no” can be difficult, especially in cultures or environments where overwork and “yes-man” mentalities are the norm. However, by modelling healthy boundaries and prioritization, leaders can inspire others to do the same, creating a more sustainable and compassionate work culture for everyone.

I encourage you to reflect on your boundaries and priorities.

  • Are there areas where you could benefit from saying “no” more often?
  • How can you communicate your boundaries effectively and respectfully to others?

If you want more information or support on this topic, you can book a 30-minute complimentary consultation to find out how Jenny Reilly Consulting can help you. Please email askme@jennyreilly.com to coordinate a convenient consultation time.

 

Jenny Reilly Consulting, Vancouver Executive Coach

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Tactics to Help You in Periods of Professional Transitions

Do you find yourself answering “YES” to any of the questions below?

  • Are you making or thinking about a career transition this year?
  • Are you in the process of turning your business, department, or team around?
  • Have you recently been promoted and struggling to determine what to focus on first?
  • Are you considering a move into a different area of the business or a geographical move in your job?
  • Are you in the position where you now lead some of your former peers?

Your professional life is made up of one transition after another. All professional transitions provides you with the ability to shine, falter or fail. Shine, and you will advance. Falter, and you may lose the credibility and trust of your colleagues. Fail, and you may not recover if you don’t have the right attitude or outlook to learn from your mistakes and move forward.

‘What got you here won’t get you there.’
~ Marshall Goldsmith

 Steps to Help During Professional Transitions

  1. Determine what you need to learn – fast. How does the company, unit or team operate? Who has influence and why? What internal and external alliances can help support you in your role?
  2. Identify your ‘A’ priorities. Along with A priorities, integrate changes that need to be made in the structure and processes to increase efficiency, productivity and the triple bottom line.
  3. Outline your vision, goals and strategic intent in the position. Be communicative and transparent.
  4. Build your team. If you are taking over leading a team, evaluate your people. Determine if they are in the right seat, need development or are not a good fit.
  5. Focus on early wins. Identify the most pressing weaknesses and make the necessary changes to turn those around. This will help you build credibility in your position.

‘ You only know what you know.’
~ Loretta Swit

If you have any questions about professional transitions or want to learn more on the powerful benefits of executive coaching to elevate your success, please contact us or reach out directly to jenny@jennyreilly.com and book a complimentary 30-minute strategy session.

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