The Happy Leader Amy Sanchez

Transitioning from an individual contributor to a manager requires a significant behavioral shift. As individual contributors, we are used to solving problems and handling tasks independently. However, as managers, our role shifts to empowering our team members to take initiative and perform effectively. This transition is crucial because it not only alleviates our own workload but also fosters a sense of ownership and growth within the team. By enabling our direct reports to contribute meaningfully, we create a more efficient and motivated team, which ultimately leads to better organizational outcomes.


This week I share a story about Oscar, a rapidly promoted leader in Silicon Valley who faced a common challenge. Despite his success as an individual contributor, Oscar struggled with micromanaging his team, which stifled their growth and initiative. He realized that his hands-on approach was causing his team to rely too heavily on him. Through coaching, Oscar learned to set collaborative goals, use a coaching approach to problem-solving, and apply situational leadership techniques. These changes transformed his team dynamics, increased their ownership and efficiency, and allowed Oscar to focus on strategic planning.


Key Questions Discussed In the Podcast


How can setting collaborative goals with your team members foster better engagement and initiative?What are some effective coaching methods managers can use to empower their teams?How does situational leadership help in addressing the diverse needs of team members and improving overall performance?

Resources Mentioned In the Podcast


SMART GoalsThe Happy Leader Episode 13: How to Set Goals That Inspire Your TeamThe Four Leadership Styles of Situational LeadershipTake the Free Values Assessment Executive Coaching Discovery Session

From a young age, we are conditioned to seek external validation through grades, accolades, and praise. This continues into our professional lives with performance reviews and feedback from bosses. While curiosity and self-reflection are essential for growth, linking our self-worth to external validation can lead to significant emotional distress and debunk progress. It's important to ensure self-worth comes from within.  It should be an internal sense of knowing you’re talented and worthy of love and belonging, regardless of external feedback or events. By understanding this, we can prevent ourselves from spiraling into negativity when faced with criticism or setbacks at work.






This week I share a story about Sarah, an executive who experienced a dramatic emotional journey at work. She was a high achiever recruited by a top tech company and faced a significant setback when her first major campaign failed. Despite external factors beyond her control, she internalized the failure, leading to a severe drop in confidence and self-worth. Through coaching, Sarah realized her self-worth was too closely tied to her job performance. By unraveling her sense of worth from her career and developing practices to maintain a positive self-view, she not only recovered but also thrived, mentoring others on the importance of separating self-worth from job performance.


Key Questions Discussed In the Podcast


How can I separate my self-worth from my job performance?What are the dangers of tying self-worth to external validation at work?What practical steps can I take to maintain a healthy sense of self-worth regardless of my professional achievements?

https://www.fastcompany.com/90974474/the-psychological-pitfalls-of-tying-self-worth-and-happiness-to-performance


 Free values assessment: https://dashboard.mailerlite.com/forms/555271/111813391951070229/share


https://swim-against.com

Goal setting is a critical component for both personal and team success. It not only helps individuals understand why their work matters but also fosters a sense of accomplishment when goals are achieved. Setting goals provides a clear direction, aligning daily tasks with broader strategic objectives and values. This alignment ensures that everyone is working towards the same end goal, creating a cohesive and motivated team. Regularly revisiting these goals and providing feedback based on them reduces confusion and surprises, helping maintain focus and drive.


I recently worked with a growing Silicon Valley-based company that traditionally only focused on customers, products, and processes. For the first time, they were investing in their people's growth and development. During a leadership workshop, as we were exploring the value of goal-setting, one VP highlighted that knowing the goals in advance made goal attainment more satisfying, providing a clear beginning and end to their efforts. After successfully getting in the habit of annual goal setting at the C-suite level, they began to see greater alignment and success in achieving their goals. Our next step is to cascade these goals down through the ranks, ensuring everyone is aligned and building goals that ladder up, to amplify the overall impact.


By incorporating collaborative goal-setting practices, creating SMART goals, and fostering an emotional connection to these goals, leaders can inspire their teams and achieve significant results. Regular check-ins and supportive coaching further enhance this process, ensuring that everyone remains aligned and motivated. If you need assistance facilitating these conversations at a senior level, reach out to amy@swim-against.com for expert support. Remember to celebrate your achievements and let happiness reign when you reach your goals.


Key Questions Discussed In the Podcast


How can leaders effectively set goals that align and motivate the organization?What strategies can be used to ensure goal setting is seen as a valuable exercise rather than a burden?How can regular check-ins and feedback enhance the goal-setting process and ensure continuous progress?

Resources:


https://www.forbes.com/sites/forbescoachescouncil/2022/08/10/why-performance-goals-are-important-and-how-to-empower-your-team-to-set-their-own/?sh=753a0bb05e30


 How to Set SMART Goals: https://youtu.be/Iyl_v-O_Cds?si=WB-h-nyP-wjyphTo


Swim Against the Current

As an executive and leader, safeguarding your time is paramount. Your days are inundated with emails, meetings, and constant demands, making it easy to lose sight of your strategic goals. By intentionally protecting your calendar, you can ensure that your time is spent on activities that align with your priorities and values. This proactive approach not only boosts productivity but also fosters innovation and maintains a healthy work-life balance, crucial for long-term success and well-being.


This week, I share the story of a remarkable group of female senior leaders. About two years ago, we began meeting consistently every 4-6 weeks. These women dedicated this time to building connections, solving problems collaboratively, and reflecting on their intentions and goals.  The results were transformative, enabling them to live more intentional and fulfilling lives.


Gain access to the tools that helped them transform how they spent their time so you can benefit from the same positive impact.


Key Questions Discussed In the Podcast


How to identify and prioritize activities that align with your top values and priorities.How to audit your calendar and reallocate time to high-impact activities.Practical tips for managing email and communication to reduce distractions and focus on meaningful work.





Resources:


·         https://www.entrepreneur.com/en-ae/growth-strategies/how-to-protect-your-time-and-well-being-as-a-leader/469455


·         https://hbr.org/2018/07/4-ways-leaders-can-protect-their-time-and-empower-their-teams


https://swim-against.com/contact/

In this episode of The Happy Leader, I share insights on navigating workplace conflict by sharing a personal story of how I didn’t handle conflict well and the backlash that followed. Conflict in the workplace is a common issue that impacts productivity, key relationships and well-being. Conflict is also inevitable in the workplace.  The key to managing conflict effectively is outlining your ideal probable outcome and preparing your approach with that in mind. 


By setting clear intentions, employing active listening, and focusing on the future, you can increase the chance of a successful resolution. At the very least, you will have handled conflict in a way that makes you feel controlled and confident while gaining valuable information that will help you make informed future decisions.


Key Questions Discussed In the Podcast


Learn how to keep negative emotions about the person or situation out of the conversation so they don’t debunk your approach.


How to best prepare yourself for the conflict resolution conversation. 


How to use the Conflict Resolution Checklist and how it will help you map out exactly what to say before your next difficult conversation.






Resources:


Managing Conflict Preparation Checklist


Tips for Managing Conflict- Clarke University


Must-Know Workplace Conflict Statistics, Gitnus.org, Jannik Lindner, April 24, 2024


 


Recommended Book:


How to Win Friends and Influence People, Dale Carnegie

In leadership, the journey of continuous learning is crucial to stay ahead of the curve and excel in new roles. The concept of a "steep learning curve" is more than just a metaphor; it represents the real challenges leaders face when they must acquire new skills to succeed. Whether it's adapting to a new industry, mastering advanced technology like AI, or adjusting to a new organizational culture, the initial phase can seem daunting. The overwhelming sensation at the start is natural, but it’s the mix of emotions experienced along the way—pride, satisfaction, excitement, growth—that fuels the journey.


This week I share the story of 'Gabe', a high-potential leader at a biotech company who faced multiple steep learning curves as he transitioned from academia to the for-profit sector and adjusted to cultural differences in the American corporate environment.


Key Questions Discussed In the Podcast


How can leaders effectively manage steep learning curves when entering new roles or industries?What strategies can help leaders adapt their communication styles to fit new cultural environments in the workplace?How can focusing on one area of change at a time lead to more successful outcomes in leadership and team integration?

Resources


Take the Free Values Assessment Swim Against The Current Executive Coaching Discovery Session





Further Reading


Learning Curve: Lessons Learned on Leadership, Education, and Personal Growth - by Jared R. Smith, PhD. 


The First Ninety Days by Michael Watkins