Leadership Sucks: Embracing the craft of Leadership Clifden Consulting

In this episode, we're diving into the world of meetings and asking some big questions. Ever wonder why some meetings leave you feeling energized and inspired while others drain you? Or maybe you're curious about how to make meetings more effective and productive?

We're chatting about the ups and downs of meetings, from the benefits to the drawbacks. Why is it so important to have a clear purpose and guidelines for meetings? And what happens when meetings become more of a hindrance than a help?

Join us as we explore the impact of non-critical meetings on productivity and discuss strategies for reducing unnecessary ones. Have you ever thought about implementing no-meeting days or carving out time for focused work? How could that change the game for you?

We're also talking about alternative forms of communication, like asynchronous methods. Ever tried sending video updates or voice messages instead of hopping on another Zoom call? Let's explore how these approaches can offer flexibility and convenience.

And of course, we'll touch on the importance of documentation after meetings. How can we ensure that important information doesn't get lost in the shuffle? Transcriptions and action items might just be the key.

So if you're ready to rethink the way we approach meetings and reclaim some of your time for deep work, this episode is for you. Tune in as we share insights, tips, and a few laughs along the way.



Takeaways 


Meetings can be both beneficial and detrimental, depending on their purpose and execution.

Clear purpose and guidelines are essential for effective meetings.

Non-critical meetings can waste time and impact productivity.

Ad hoc conversations and quick huddles can be more efficient than recurring meetings.

Communication and engagement during meetings are crucial for their success.

Reducing unnecessary meetings and creating space for focused work can improve productivity.



Asynchronous communication, such as video updates or voice messages, can be an effective alternative to meetings.
Documentation after meetings, including transcriptions and action items, can help ensure important information is captured and shared effectively.
Article referenced: Shopify exec: This is what happened when we canceled all meetings

Summary

In this episode, we explore the difference between being a leader and being a manager. Maybe you've felt unsure about being called a manager before. We understand – being seen as a leader sounds better, right? But can we really use these titles interchangeably? Let's find out.



We discuss the unique skills and qualities needed for each role. Leaders inspire and guide towards the future, while managers ensure things run smoothly. We also talk about when each role is most important – when to motivate and when to maintain stability.



We dive into the role of management in achieving reliable results and leadership in providing direction. We share stories of great leaders and discuss the downsides of overemphasizing leadership.



Ultimately, we agree that both leadership and management are crucial. Leadership moves us forward, while management keeps things steady. But success requires both. It's about knowing when to lead and when to manage. 



Takeaways


The terms 'leader' and 'manager' are often used interchangeably, but they can have distinct meanings depending on the context and circumstances.


Management is important for producing reliable and efficient results, while leadership is about setting direction and inspiring others.


People may have a default inclination towards either leadership or management, but it's important to recognize the skills and qualities needed for each role.


Overemphasizing leadership without considering the need for management skills can lead to unintended consequences.


Understanding the distinction between leadership and management can help organizations make better decisions about assigning roles and responsibilities. Both leadership and management skills are important for success


Individuals should be open to learning and seeking feedback to develop these skills


Adaptability is key in recognizing when to be more of a leader or a manager



00:00 Introduction and Setting the Stage

01:24 Defining Leadership and Management

05:05 Perceptions of Leadership and Management

08:47 The Importance of Managerial Skills for Leaders

11:35 The Marvel of Management

20:43 The Role of Managers in Organizations

22:37 The Unintended Consequences of Overemphasizing Leadership

24:44 The Need for Different Skill Sets

32:34 Being a Great Manager without Micromanaging

35:40 The Root Causes of Micromanagement

36:54 Balancing Management and Micromanagement

40:04 The Negative Effects of Micromanagement

41:47 The Need for Hands-On Management

43:18 Recognizing the Need for Leadership or Management

48:09 Developing Leadership and Management Skills

49:00 Leadership vs. Management: Personal Reflections

58:14 Strategies for Developing Leadership and Management Skills

In this episode, we're talking about performance management. We’ll unpack the importance of  understanding each person's situation while still aiming for the company's goals. We'll discuss being open and flexible when people have problems but still expecting them to do well.

We'll also talk about using goals and measurements to track progress and why it's important to treat everyone fairly. We'll look at managing performance for individuals and teams, making sure goals are clear.

We'll touch on the value of celebrating when people do a good job and why it's important for leaders to talk to their team and give feedback. Work should be enjoyable as well as productive, and leaders can help make that happen.



Takeaways


Zooming in to understand individual circumstances and zooming out to consider organizational goals is a critical part of performance management


Effective communication and flexibility are key in accommodating employees' personal challenges while maintaining performance standards.


Metrics and goals provide benchmarks for performance management and help ensure consistency and fairness.


Leaders need to analyze the context and make decisions about accommodations based on the organization's resources and priorities. Performance management should be conducted at multiple levels, including individual, team, and organizational levels.


Clear goals and timelines are essential for effective performance management.


Recognizing and reflecting on progress and achievements is important for motivating and engaging employees.


Effective communication and dialogue between leaders and employees are crucial for performance management.


Leaders should provide feedback and set high expectations for their employees.


Creating a positive work environment where work is both productive and enjoyable is important for overall performance.



References


The Coaching Habit by Michael Bungay Stanier


No Surprise Feedback 



Chapters

00:00 Introduction and Cheeky Banter

00:58 Topic Introduction: Performance Management

06:42 The Process vs. the Core Elements

09:34 The Challenges of Performance Management

11:05 Different Approaches for Different Performers

16:04 The Pitfalls of Performance Management

23:47 Zooming In and Zooming Out

28:39 The Importance of Clarity

30:53 The Role of Goals and Expectations

36:58 The Structure of Performance Management

38:43 Having Each Other's Backs

40:29 The Role of Conversations in Performance Management

46:02 The Power of Curiosity and Self-Awareness

49:49 Talking Less and Being Curious

54:46 The Structure and System of Performance Management

55:52 Reflecting Progress and Recognizing Achievements

57:26 No Surprise Feedback and Regular Check-ins

58:43 Recognizing and Reinforcing Good Behaviors

01:01:00 The Impact of Performance Management

01:05:51 The Balance Between Accountability and Engagement

We've got our first guest! This episode we've got Luke Cassidy from Careers with Luke to talk about recruiting. Listen in for tons of info about how leaders at any stage can contribute to the recruiting process. There's also more than a few hilarious stories.



To learn more about Luke and connect with him check out Careers with Luke⁠ on LinkedIn and join his newsletter.

There's a lot of talk about giving or receiving feedback but what goes into soliciting feedback? T leads a discussion about asking for feedback and unpacks the good, the bad, and the ugly.



Let us know what you think!




1:35 - Woz and Marsh tell a story of a time they received harsh feedback
8:54: Broad vs. Specific ways to get feedback + the importance of reinforcing feedback
17:32: Preparing yourself knowing you may get tough feedback
32:38: Skip-level feedback (ie. getting feedback from multiple layers of leadership)
37:48 How important is good rapport to solicit skip-level feedback?
41:16 How do you hold your accountable to the feedback you’ve receive AND make it obvious that you took their feedback.

Theresa leads a discussion unpacking what goes into leading teams, how you know that your team is effective, and how a team can find stability through empowerment.



Few things we touched on:


Donut economy: https://www.kateraworth.com/doughnut/
Patrick Lencioni: https://www.tablegroup.com/topics-and-resources/teamwork-5-dysfunctions/



Homework: Check in with your team about their opinion of how effective the team is functioning. Anchor the judgement of effectiveness in a team metric for clarity.