The Authentic Leader Show

What do new leaders in technology need now? How can you prepare your star performer for a leadership role?

Senior leaders who are struggling with leading teams of technology managers and leaders typically want to reward their star performers with increased leadership responsibilities and promote them to a team-leading role.

The problem with filling the role quickly is that you are making a reactive decision rather than a strategic decision.

In today's podcast, I'll share an experience from one of my clients who promoted their star performer too quickly and didn't set their new leader up for success.

Are you uncomfortable with making changes? Do you feel like you can't fit anything more into your day? Without thinking much about it, do you go through your days getting things done, but 6 months later feel like you are where you were 6 months ago?

If you are going through your day "without thinking much about it", then you probably feel like you don't have much room for anything else.

The problem is that it's harder to achieve your aspirations.

Do you spend a lot of energy making goals fit into a goal-making formula? Are you writing goals to impress your boss, your team, or someone else?

People who get burnt out on goals find the S.M.A.R.T. format is hard to meet the requirements of a "good" goal. Or, once carefully crafting the goals, it's time to jump back to the daily urgencies that take priority. Goals end up being put away to look at later.

The problem is that you fail to achieve or you are disappointed with the goals you set for yourself. Or, goals that you achieve are really someone else's goals and they don't fulfill you.

Have you ever wondered why others seem to have so much success with relative ease? Maybe "the career you are in" simply requires you to wait until the next opportunity presents itself. Are you bored because you don't have much to look forward to today?

If you don't recognize the mistakes I share in today's podcast, you will eventually look back and wonder why you didn't recognize them earlier or if you did, regret that you didn't take action earlier. I don't want that to happen to you.

Do you find yourself learning of one leadership idea, system, or philosophy and jump right to that new one forgetting the last one you jumped to?

If you are like I was, you also may be a frustrated leader jumping from one leadership idea, system, philosophy to the next without feeling improvement.

The problem with doing that you never give yourself a chance to create momentum and restart from ground zero again.

You are wasting money on training if you are choosing training based on the title of the training.

The problem is that you and your team start to see training as a waste of time and you not only spend your valuable budget but more importantly spend valuable time only to make little or no progress.

Frustrated leaders have begun to accept that all teams will always have a bell curve of performers (from poor performers to high performers).

The problem is that their effectiveness as a leader erodes over time because the team and others see the leader as avoiding the problem or worse, accepting poor performance.

What does it mean to be an Authentic Leader? How might you already be an Authentic Leader? Today I explain why I call you an Authentic Leader.

Frustrated leaders who are constantly defending their team's work to their boss, their clients, or other stakeholders begin to sound like they are making excuses for their team and their reputation as the leader of the team continues to erode.

The problem of doing this is that eventually, the reputation of the leader begins to erode, their team stops respecting them, and their influence with the team and others outside of the team diminishes.

- Leadership and management - Personal productivity - Personal effectiveness - Dealing with conflict - Managing the financials in your business - Removing obstacles and limiting beliefs - Establishing routines and habits

- I explain the bell-curve of teams and why you don't have to accept it. - I define the 4 types of performers on your team. - I also explain not only one of the most important functions as the leader of your team, but also how to apply the tool to use that function.