How Do You Spell Relief?
by John Ruh
If you said Rolaids you are wrong (and you’re dating yourself).
DOES THIS SOUND FAMILIAR?
The problem
YOU are the owner, president or general manager and all roads seem to lead to YOU. YOU have no time. It seems no one else ever shows initiative. YOU are the “answer” man/woman. Worse yet, people only come to YOU with problems (never with solutions or ideas). YOU have no time for working ON THE BUSINESS because YOU are spending all your time IN THE BUSINESS. Thus the business suffers from the lack of attention.
The relief I’m talking about is not Rolaids (although if you’re in this situation you may need them). It is creating the leadership support you truly need. You may be saying, “I’m too small, I can’t afford more people, programs, etc. I’m stuck between a rock and a hard place.” Really? This may be hard to swallow but the problem starts with you because as a leader, you created the situation. Now it’s time to create the leadership support and space you need.
If you are asking, “How do I do this?” then I suggest the following 3 steps:
Step 1 – See your existing model with clear eyes
This sounds easy but most people don’t even recognize what the existing model is. So step 1 is to see what situation you are in now and accept it for what it is, or isn’t, without judgment. If this model does not provide you with the support you need, then please read on.
Step 2 – Design a new model.
Many research surveys say the # 1 thing employers are looking for in employees is “initiative”. This step is all about redesigning your model so you are able to utilize or even create the initiative that you want. This requires letting go, trusting the process and delegating certain aspects of your job to others. Stop thinking that it can’t be done right if you don’t do it! Delegation means putting together a leadership team and/or project leaders who have AAAR (autonomy, authority, accountability and responsibility). No one can win without those things (if you give accountability without authority, you are setting people up to fail. Similarly, if you give accountability without autonomy, then you can quickly suppress initiative). Your personal control issues may make this hard to do and you may very well need support in letting go. The right peer group and business coach/advisor can work miracles with this issue.
Step 3 – Implementation
Doing steps 1 and 2 without a commitment to implementation will frustrate both you and the troops and will kill initiative and morale. So you need to commit to implementation managers who are given top down leadership support and AAAR so they can get the job done. These implementation managers can be insiders or outsiders, but whoever they are, they must fit in with your culture. You must also ask yourself “Am I truly committed to doing this?” Don’t bother with step 2 if you are not committed to step 3.
I hope this stimulates your thoughts on this subject. The question becomes, “now what?” The next step is to have a 1-1 with a trusted business advisor/coach and/or your direct reports to discuss this. Call/email me your thoughts.
P.S. We will offer a one-time, one-hour session to discuss this with you and your team. Contact us.
P.P.S. Other relevant articles: Do you have paradigm paralysis? And The Youngest Billionaire in the World