You may be currently a finance or accounting manager who desires to achieve more leadership growth. We must all continually strive to move from managing everyday tasks to focusing on empowering our team members. Our first duty as leaders is to grow more leaders. I want to have an entire team of leaders who are influencing positive outcomes throughout the organization.
A leader focuses on people instead of only processes. Becoming an effective leader can be a significant challenge for many managers. We know the technical requirements of our job and what duties must be accomplished every day of the month. But, how do we develop our team members? How do we resolve conflict?
Leaders change their mindset. We don’t make excuses. We view the world with optimism and don’t allow negative forces into our lives. Great leaders don’t let adversity or conflict stop goal accomplishment. We embrace challenges and find a solution quickly.
Great leaders invest in the right people immediately. One of the best concepts taught to us by Jim Collins in Good to Great is that “we get the right people on the bus.” If you can, quickly remove anybody who is a distraction, creates drama or doesn’t believe in the culture.
“Leadership is a choice, not a position.” –Stephen Covey
We realize that we can’t get the work done alone. The best ideas often come from other people. Managers either take on too much of the workload or take on little of the workload, both are not acceptable. Leaders balance the workload by matching the task to the available talent while also developing that talent for excellence in the future.
Critical Skills, Actions and Leadership Expertise Guide for Career Advancement Above Manager
How we focus on leadership growth:
- We change our mindset. We arrive to the office everyday with a positive attitude. Obstacles and adversity don’t deter us or our team from achieving our goals. No matter what happens, we will win.
- We focus more on people. We get to know our team members at a deeper level. We will understand their strengths and weaknesses. Their home and family life affect a greater chance of success at work.
- Take ownership of personal development and team growth. Our first duty is to grow leaders. Developing our team members is not just a side task or a requirement from human resources to satisfy. Great leaders feel accomplished when their team members excel.
- We empower our team members to do more. We can’t get the job done alone and we don’t always have the best ideas. Develop your team to act and make decisions for the best of the team, the department or company without having to ask permission. Once trained, this will create more free time for you.
- We are accountable for the team’s success and failure. We also hold others accountable. Leaders take responsibility for the overall goal completion of the team. No excuses for failure. We figure out what to do better if something doesn’t go well. We also ensure credit is given to team members who perform exceptionally and get the job done.
- We communicate a vision and a shared purpose. Why does your team exist? What do you want to accomplish? Ensure your team understands why they are performing their work. Explain the importance of the brand and how it may change people’s lives. Develop a strong ethic that supports the mission and vision of the company.
- We embrace making tough decisions around priorities and people. We don’t shy away from resolving conflict when necessary. Often, it is best for people to resolve their own issues. Prioritizing the workload keeps the team focused on what is most important. Protect the team from lower priority and falsely urgent work.
- We influence outcomes throughout the organization. Leaders build influence, so their ideas and vision develop momentum. We create win/win relationships continually ensuring that our connections achieve their goals too.
To mature from manager to leader requires us to think of our team members’ needs first. We change our mindset for winning and develop our team for long term growth. Leadership growth requires us to view our team and our purpose differently than just task completion.
How will you approach your leadership growth plan?
Please comment or email me at comment@stephenmclain.com.
Copyright 2018 – Stephen McLain
