No More Leadership BS No BS Productions

No one could have seen that coming.

In retrospect, a lot of people THOUGHT they knew something was going wonky. How do we take those inklings seriously to prevent having to call the clean-up crew later?

One of the best components of leadership is spending enough time to earn the wisdom to engage in preemptive problem-solving. The downside is that it looks like prediction or premonition when it's really just prevention.

If you recall man-made disasters, there are generally two common elements:
1) people who thought no one would listen to them and didn't speak up (maybe not boldly enough)
2) people who disregard the insights and concerns of those who speak up

It doesn't have to be this way and effective leaders know of a better path. Some ways to implement prevention as a matter of practice include:

1) Proactive Crisis Management - local-level project catastrophes can be fueled by disorganization and thankfully there are strategies to anticipate and avert potential disasters.

2) Leadership Communication - empowering middle management rather than bypassing them can transform organizational functionality and morale.

3) Cultural Accountability - transform your company’s mission and values from mere posters into daily practiced mantras that align actions across all staff levels.

Whether it is preventing a significant issue for a team, or preventing your own health crisis, there is a lot we can do if we pay attention to signals, communicate, and act effectively. One of the important portions of communication is listening for meaning versus formulating one's response. the No More Leadership BS team shares examples of how they listened to attend to the problem as opposed to reacting to the person.

What is your favorite technique for preventing crises in your work?

BAH!! I'M SO STRESSED!!

Or... "How are you?" "Oh, you know, stressed out, crazy busy."

We consistently address stress as a negative. This is often a placeholder for overwhelm or frustration. And, unfortunately, in US culture, if we're not super busy, stressed, and appearing to do all the things, we're not doing good enough.

What if we look at stress as an opportunity for learning and improvement? There is no way to learn or grow without getting at least a little uncomfortable. For example:

1. Stress as a Growth Lever - Like muscles that need to be stressed to grow, teams also need challenges to develop and strengthen. Harnessing stress positively can lead to significant improvements in performance and innovation.

Building Resilience Through Exposure - Scheduled and managed stress can enhance resilience, preparing teams to handle bigger challenges with more competence. Real-life stories from our hosts shed light on how previous high-stress situations trained them to handle future pressures more effectively.

Balancing Stress for Optimal Performance - It’s crucial to find the right balance of stress. Too little can lead to complacency, while too much might cause burnout. Ensuring that stress levels are productive without being overwhelming is key to maintaining an engaged and proactive team.

The episode addresses the dynamics of stress in leadership and then flips the script on the role of stress in our work environments. Whether you're leading a team, managing a project, or looking to enhance your personal resilience, there’s much to learn from this engaging discussion.

When we approach stressful situations with a positive mindset, that can be the key to a great moment of growth and development. That is not to suggest we should be Pollyannic, but as leaders we have the opportunity to make the most of a difficult situation.

As you consider the stories and tales of the No More Leadership BS team, reflect on which stress-inducing situations you're facing that cannot be avoided and could have a positive outcome. If you're not sure which stressful situations might have a good outcome, contact any one of our team to discuss and see if we can help you find your diamond in the rough.

"If you want to make everybody happy, sell ice cream." - unless you work for minimum wage at a franchise

"If everybody's upset, I must be doing something right." - unless your competence is such a mystery that no one sees the upside

Your responsibility as a leader is multifaceted. Yes, you have responsibility up the chain of command. Also, you have responsibility to those you're entrusted to lead. Pointing this out highlights that relationships have to go in several directions with functional effectiveness.

In short, relationships are important and likeability is a component of that. As you listen, grab your own phrases and concepts that land for you and also listen for:

✅ **Trust and Respect Over Popularity** – While likability can smooth the leadership journey, the crux of effective leadership is garnering trust and respect.

✅ **Culture Echoes Leadership** – The way a team interacts internally is often a reflection of their interactions with customers. Toxicity at the top can trickle down to every aspect of the organization.

✅ **Awareness & Learning** – Self-awareness and an ongoing commitment to learning are foundational for becoming an influential leader, regardless of popularity stakes.

If you're questioning whether you can be an effective leader because your team doesn't presently like you, consider why you believe that to be true. Attempt to decouple "like" from "besties" as you consider your relationships. If you believe your team does or does not like you; how do you know?

If you DID have solid relationships, what would that look like? What would it feel like?

As this episode is assembled in real time, the No More Leadership BS team shares experiences and observations regarding the likeability of a leader and how much that affects their ability to BE a leader. Imagine the type of leader you want to be and what kind of relationships have to exist to get you there.

Imagine how you feel about a coworker. That coworker is in another part of the world. That coworker reports to a different boss. You have never met this coworker and likely never will. Yet, your paychecks come from the same company.

Do you feel the same way about this coworker as the one you do who is your go-to person for projects, peer leadership responsibilities, and to shoot the breeze about the weekend? Why or why not?

Odds are, you like the person you talk to and are rather indifferent about the person you've never met who wears a matching company polo.

But, does that make you more effective as a leader? Are you required, or compelled, to like the people you're leading? We've got some thoughts on this...

- The essence of leadership transcends personal likes or dislikes, focusing on respect and contribution to team success.

- Compatibility with the organization's culture holds significant importance; a high-performing individual may yield results but could disrupt team dynamics if not aligned with cultural values.

- Constructive communication and understanding individual motivations drive effective leadership, regardless of personal affinities.

In our collective experiences and observations, the No More Leadership BS team has seen when leaders liked their people, when they haven't, and what has been more effective. This candid discussion about leadership dynamics, effectiveness, and the crucial distinction between personal preference and professional respect just might get your gears turning.

Do you need to like the people you're leading?

Curiosity is all the difference.
The difference between "What's available?" and "What's possible?"

People can be successful by doing what they're asked or by following the instructions as written. There may be very few cases where following all the expectations led directly to invention and ingenuity. Doing something new requires curiosity. Whether it is new to you, or new to someone else, accepting the 'new thing' requires an openness and interest to the novelty.

Effective leaders utilize curiosity on a regular basis. What if we changed this process? What if this individual contributor was challenged to facilitate a team? What if my bright idea isn't as brilliant as I think it is?

1. Curiosity is critical for motivation, innovation, and avoiding stagnation. Leaders lacking curiosity are seen as automatons who maintain the status quo without inspiring their teams.
2. Curiosity is an ongoing journey for effective leaders. It facilitates continuous learning and adaptation, acknowledging that leadership styles and practices evolve.
3. The absence of curiosity in leaders often results in chaos and reactive management as they fail to explore possibilities and consider the broader picture.

While they say curiosity killed the cat, we're not cats and if we were, we've got sweet reflexes and nine lives. The No More Leadership BS team strongly advocates for curiosity. Curiosity isn't to be used as a tool to avoid making decisions, but a method to explore what we think we think about a situation or set of circumstances.

As you listen to this episode consider two questions: 1) what is a recent situation where more curiosity would have been better and 2) how can you improve your approach to leadership by ramping up your curiosity just a bit?

Leaders are only as effective as their team. Teams are only as effective as their leader.

Maybe?

Maybe teams can be effective in spite of poor leadership. Maybe leaders can influence teams to do better than any one of them would if left to their own devices.

Leaders have the ability to influence teams in positive and negative ways. They get to be the tide, in this metaphor. But if the leader is trying to lift the boats, and the boats are anchored or in disrepair, no amount of tide will lift the boats. As leaders want to lift the boats, they have to ensure that the boats are ready to be lifted.

🚀 The Power of Group Dynamics: Surrounding yourself with the right people can lift you up and propel you further in your personal and professional journey. The rising tide lifts all boats, and the right group can amplify your success and outlook.

🚀 Qualities to Seek in Your Circle: Integrity, optimism, and curiosity are essential traits to look for in the individuals you choose to surround yourself with. These qualities contribute to a positive, growth-oriented mindset that can spark new ideas and possibilities.

🚀 Embracing Generosity: The gift of giving, whether it's time, knowledge, or support, is a crucial element in fostering strong relationships and mutual growth. By embodying a spirit of generosity, you contribute to creating a supportive and enriching environment.

There is no shortage of reasons why teams do not do well. the No More Leadership BS team recommends you don't worry about assigning blame, but take responsibility. Take responsibility for who you learn from, who you teach, and how you continuously evaluate your leadership skills and abilities.

We believe there is no situation that is made worse by a better leader. Leaders get better by surrounding themselves with better leaders. If you're the best leader in the room, it's time to find a new room - keep challenging yourself and teaching others.