leadership series: no more coddling

A headline caught my eye today and reminded me of my own 2013 mantra I've been trying to spread to my colleagues, family, and friends: "NO MORE CODDLING!"  (reminds me of our All Things Wishful mantra).  The article had the tagline, "Stop Reacting and Start Leading" and underneath, the words, "To start off 2013 on a new note, consider this as an idea: people should be held responsible for solving their own problems." 

DING DING DING - YES YES YES. 

Hey.  This isn't being mean or vindictive or unkind.  Seriously. To constantly be saving someone's butt, to constantly be covering for someone's inefficiencies, to be constantly have your feet held to the fire week after week = THAT'S MEAN and I'd contend, SERIOUSLY CRUEL.  I'm not here (on this earth) to coddle.  I'm not here to get worked to the bone.  I'm here to live, to grow, and to work - make a positive impact or dent in this universe.  I'm assuming those around me are here to do the same.  (And to add to that, if you treat someone like a functioning adult, and if with coaching the person grows and rises - how much BETTER is that than doing via coddling?) 

It's a struggle many face, in our day-to-day jobs - and for those of us that want to rise and build platforms as leaders in our companies, communities, industries, .... to rise, we need EVERYONE on the team to rise up.  I see this left and right, the over-functioning, over-performing soul that is doing the work of many.  Yes, it's great that they are so awesome at doing so much - BUT it's not scalable.  It's not healthy.  It doesn't work.  I HATE working like that.  If someone is not holding their own - let them know/coach them, give them an opportunity to stand up, and if they cannot - let them go.  Hold people accountable - don't be afraid of letting failures happen (as they are learning moments & teaching opportunities).

In the article, there were a lot of similarities to the Sales Leader versus the Consulting Leader (the world I work in).  The funny thing is, very often the "firefighter" will get promoted over and over again because they are "saving" the company from their self-created "destructive" non-decisions of ineffectiveness.  Seems backwards to me. 

Reactive "Firefighter" non-Leader
- Lacks focus
- Prisoner of the cell phone and email
- Doesn't plan, fails to prioritize
- Likes to solve all problems, likes to be the savior
- Needs to feel important, loved (or feared)
- Doer instead of coaching - problems re-occur
- Becomes the escalation point for everything
- Works hard, not smart
- Is not open to change or feedback
- Throws process or technology at problems
- Doesn't take the time to understand [xyz]
- Missed sales, missed revenue, ....
- Does not catch the "easy wins" (under-runs, overruns)
- Too busy putting out fires (often created by themselves)

Proactive Leader
- Not afraid of failures
- Open and transparent
- Effective, consistent, straight talking communicator
- Provides a clear vision (very important)
-  Planner. 
- Good time management. 
- Looks for "coaching or teaching" moments
- Uses problems as teaching moments
- Takes feedback well
- "Lift" is demonstrated and taught
- Is okay with casualties (consciously made)
- Is okay with not being loved (or feared)
- Leads well-organized meetings.
- Leads by example, walks the talk
- Defined processes for preventing problems
- Best practices and solution options

We are ALL teachers.  We are ALL coaches.  We are ALL mentors.  Yes, it takes a little more time - think of it this way, which game are you playing?  The long game or the short game?

The long game.  Invest wisely.
Arry