Lead From Here

The transition from technician (individual contributor) to leader can be a painful one. There is a lot of things to celebrate when you get promoted or get offered the job of a leader, you have made a great step in your career. Now what? Where do I start? What does success look like now?

In my own transition from full time developer to full time people leader...I struggled to find my worth, not only as a leader, but more generally as an employee. I had been good at writing code and completing projects...now I am in this spot where my only output is words and reviews. How am I providing value. Eventually after a long 6 months of frustration and pain, I realized that as a leader, your job is to build people and help them find the best versions of themselves. If you do that, they will crush work and find success...and so will you. People first, every. single. time.

Thanks for being here, I hope you are finding good information here! If you are looking for more, let me know!

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Chaos is a part of every successful company or career. That doesn't mean that is should be a way of life! If you or your team are in chaos, it's important to indentify where it's coming from. Then you need to eliminate it, ASAP. Chaos in short bursts can be managable and motivating if harnessed correctly. Overtime though, it can tear a team down. It's unavoidable in certain situations, but letting it linger is VERY avoidable.

Thanks for being here, I hope you are finding good information here! If you are looking for more, let me know!

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This topic is the worst thought process in life generally, but in business, it's a plague...avoid it at all costs. Not that change for change sake is a good thing, but you should constantly be evaluating if your systems, processes and norms are serving you and are effective as possible. If they aren't, you need to fix that or if it's not providing value, remove it! The number of times teams do things, just because it's part of the process, is very disconcerting. The best way to keep teams and leaders effective, is to cut down on useless systems and processes. If you can't prove that there is value, then there isn't value and it's time to move on. That sounds harsh, but every time you waste your people's time or your own time, you are driving down your companies value. Keep asking questions! Keep evaluating! It will be worth it!Thanks for being here! Let me know if you have ideas for topics to cover!--------------------------------------------------------------Sign up for our newsletter: http://leadfromhere.co/

This topic SEEMS really simple and straightforward, but in practice it isn't. There is a significant difference between parroting what your boss says in the plan...and truly understanding the plan. If you are just parroting the plan with no mastery, you aren't providing value to your team or your leader. Parroting means that you can't recognize issues or pivot when necessary. If you truly understand the nuance, you are able to pivot, call out issues or obstacles in the plan. It makes you valuable.

I hope this is helpful, thanks for being here!

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How you carry yourself is a very nuanced topic, so I am sure we will talk more about this from other angles. It's important to understand how your behavior impacts your team. Do you panic in times of stress? Are you pretty level regardless of the situation? There isn't anything wrong with any response, as long as your are supporting and not manipulating and driving through fear. Some people wear their emotions on their sleeve, some keep them close to the vest...you just have to understand what that means for your team. Myself, I am consistently level regardless of the situation...which some would think is all positive. The reality is, my team, peers and leaders initially thought that my lack of response meant that I didn't understand the impact or urgency. With that, I know I need to focus on explaining with words the urgency and impact to make sure that people understand the scenario regardless of my emotions (or lack thereof).

Thank you for being here! Let me know if I can help you in some way!

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Radical Candor is that concept that if done right, can be insanely impactful on the culture of your company...sadly, most implementations of Radical Candor lack the foundation of trust and empathy to be successful and create impact. Spoiler alert, it's not giving you carte blance to say whatever you want and just be "real". If you are just being a jerk to people, you are doing it wrong. You have to build a relationship with your people that includes trust and shows them that you have empathy. If you do that, when you talk about topics that are difficult or ask them to do bigger things, they know that you trust them and you are looking out for their best interest. As we get deeper into this podcast, you will see that trust and empathy are core competencies for all things that are involved in a healthy culture.

Thanks for being here, please let me know if there are any questions on this topic, we will talk more about this!

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Difficult conversations are one of the most important pieces of leadership, they can be terrible depending on the issue at hand and the ultimate outcome of the conversation. It's important to have difficult conversations when they need to had...if you let them linger, it gets more difficult and you put those in your charge in a potentially bad space. You aren't being mean or trying to make them feel bad...you are helping them improve some piece of their output (or lack thereof), which assuming they listen and make changes, will help improve their career. If you have done the due diligence of building trust and showing empathy, they will know you are looking out for their best interest! If you aren't sure what that means, check out the Radical Candor episode!

Thanks for watching! Let me know if you want me to dive into more detail in certain parts of this topics!

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Vulnerability has been considered a "weakness" for a very long time. I think being vulnerable and sharing your experiences, both good and bad is a multiplier for your teams growth. You path to success wasn't easy and it wasn't a straight line with no issues...it's a full of ups and downs, failures and losses...people that are in the process can feel like they are doing something wrong or are failures if they think your path was perfect and all successes. Sharing your lows helps them understand it's part of the process and something we all go through, allows them to remain confident in their lows. That confidence allows them to stay focused and driven in the lows instead of being distracted by concerns of failure or insecurity.

Thanks for being here. Let me know if you agree or disagree!

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Who am I and why the heck do I think I have the authority to have a podcast like this? My name is Jason, I have been a dedicated leader for nearly 7 years and a technical leader for a handful of years prior to that...and I have zero authority to do this. My goal isn't to be a guru or a know it all...my goal is to share my experiences in a variety of areas in leadership, pulling on my experiences throughout my career, not just as a leader.

The end goal of Lead From Here is to become a community of leaders, wanting to make a difference and support each others growth. I see the difference leadership can make in a company, family or community.

As always, I appreciate you being here and don't hesitate to reach out to me for specific questions or new topics to discuss!

Who is Lead From Here directed at? You! Literally anyone and everyone, regardless of title. Leader isn't a title, leader is earned through action. If you see something in your company, team, community or family that needs support...it's up to you to take action. We hope to help give you the information and confidence to do just that!

Thank you for being here! Take care of yourself!