The Five Things - Leadership Skills

There’s nothing wrong with figuring it out as you go along. After all - no one has all the answers. Still - here are five things I wish someone had told me before I began leading my own organization (and eventually managed to figure out).

1) “Delays will happen.” - Yes, planning and preparation are essential. But it’s nearly inevitable . . . an issue with a vendor, a slow-down in R&D, an unforeseen internal conflict . . . these things happen. So when they do - see it for what it is, accept it, take the hit, adjust and move forward.

2) “Ask for help - constantly.” - Foolish pride led me to believe that I had all the answers (or if I didn't, I could surely figure them out). But it wasn’t until I turned to others - former bosses, mentors, old co-workers, industry groups, trade orgs . . . that I began benefiting from the perspective and insight of others. It’s remarkable how many people want to truly be of service - and help you avoid mistakes and see the opportunities that you might otherwise be blind to.

3) “Don’t let perfect get in the way of good enough.” I was so fearful of failure that I constantly tweaked and adjusted before going “live”. As a result - I missed out on opportunities. Now I know – get it good enough, launch and then adjust based on what you learn.

4) “Fly Like A Butterfly, Sting Like A Bee.” - If the pandemic has taught us nothing else, it has taught us that everything can chance - and change quickly. So - no matter how successful you are, always be looking out to the horizon. Always be asking “In what direction can we pivot next” - because you never know when you may have to,

5) “Hire for growth.” It’s tempting to hire mainly for skills . . . but skills can be taught. So - I look for candidates that 1) do well with people and 2) show an innate curiosity. These folks make for good problem-solvers . . . and problem-solvers grow orgs while also growing with the org. When interviewing, I 1) walk and talk . . . this helps candidates relax and become more of their natural selves. 2) get them into situations where they have to engage others on the fly . . . get coffee at a local coffee shop, poke our heads into someone’s office or a mtg, etc. . . . and watch how they handle it. 3) note the quantity and quality of their questions. If during the interview they’re already doing the legwork to determine how they can make things better, imagine what they’ll do once they have the job. Candidates that can easily empathetic and connect . . . and also posses innate curiosity . . . these are the folks that can help the organization grow while also growing WITH the organization.