Leaders are simply creators of opportunity for others: They open doors
There’s a good chance the leader was someone who gave you an opportunity to prove yourself to yourself.
Leading through opportunity requires matching the opportunity to the person and then helping him or her exploit the opportunity for all it’s worth. Doing that means attending to these four factors:
1. Know Your Employees: Be knowledgeable about the backgrounds, needs, and desires of your employees. Ask them directly about their career goals and aspirations. What do they want to get out of this job? Leaders create new opportunities and roles that make the most of a person’s talents, rather than trying to fit people into pre-existing roles.
1. Why is leadership so critical during these times and how to make sure that the culture created is one of perpetuating leadership thinking?
2. What are the critical leadership thinking skills that move you forward?
2. Match Suitedness: Draw connections between the opportunity and the developmental needs of your employees. When opportunities are identified, ask, “Whose growth and development would pursuing this opportunity most advance?” Smart managers create opportunities for people to use their strength, providing people with meaningful, skill-stretching opportunities is a leader’s most important job.
– 3. Envision the Desired Results: Have a clear picture of the desired benefits that given opportunities present for the employee and the organization. Do some “future-casting” with your employee, thinking through the potential benefits that could be gained if the opportunity is successful. Also identify the actions that will maximize the probability of success.
1. Look at market conditions and evaluate new business models and how quickly you can change.
2. Analyzing your sector of business. Getting real numbers and looking at your opportunities.
3. Analyzing supporting sectors of supply chain, etc. for optimizing the business objectives created.
4. Don’t be afraid to come up with wild ideas and business moves.
5. Create a time and space to bring new ideas that were never discussed before.
6. Ask others outside your circle for ideas. They won’t have the blinders on
– 4. Provide Ongoing Support: Genuinely want, and support, your employee’s success. Stay involved by periodically asking what support they need from you, removing barriers that might block their progress. Offer encouragement and guidance when they meet roadblocks and bottlenecks.
1. Create metrics that measure impact and change
2. Know the metrics OFTEN for decision making
3. Share the metrics for buy-in and acceleration.
4. Have team members own their own metrics
5. Capacity and Resource Management – What do you need, how is it working (especially in remote situations), measure, measure, measure.