Blog - Focal Leadership

3 reasons why leaders should focus on their strengths

March 10, 2020 By Neil Grant

Leaders should focus on their strengths. Why write an article about something so obvious? Because most personal development plans focus on addressing the gaps in a leader’s skill/behavior set. Isn’t that true? When leaders participate in assessment for development, invariably the feedback discussions focus on how they can make up a lack, rather than build on their strengths. There is absolutely nothing wrong in identifying development gaps. Indeed, I invariably practice this when coaching leaders. But the biggest differentiator in leadership is accentuating strengths rather than addressing weaknesses. That isn’t to say that blind spots, over-played strengths, or critical deficiencies can’t be derailers.

Recently when coaching a senior leader, he shared with me that one of his greatest weaknesses was large group presentations. This leader is a superb conversationalist and a very warm human being, as well as being a very effective business leader. I offered him a suggestion that he might turn the tables on expectations for the presentation set-up to work in line with his strengths. “Why not tell a story, be more conversational, have a fireside chat environment, be interviewed …. anything but standing behind a lectern delivering a presentation.” He started his presentation with a story, which not only resonated enormously with the audience, but also helped him slow down, become more comfortable, and deliver a much more confident presentation.

It’s no accident why you are a leader

Becoming a leader of others often means that individuals have demonstrated abilities and performance to warrant them being asked to lead others. Whatever these skills are, it means that a leader has a gift that adds value. They may still need development as a leader and as a contributor, but their track-record has earned them status.

A leader might have strategic insight, professional expertise, or inspirational talent. Whatever their differentiation, it has had an impact on those around them and still does. Making this unique talent even more impactful is how to maximize their potential and deliver higher value.
Strengths distinguish, weaknesses dilute

Individuals are known for their strengths and weaknesses, but it’s often the strengths that leave the greatest legacy. It’s the same for organizations – some are great at volume, some specialize, some are acquisitive, some are geographically focused, etc. Almost all geniuses have their flaws – some very major ones. But this doesn’t take away from the fact that they are geniuses!

Leaders who focus only on developing the gaps in their skills/behaviors are in danger of becoming average. Leaders who take every opportunity to play to their strengths, mindful of developing their gaps, are the leaders who rise to the top. Of course, the great leaders are those who surround themselves with others who have strengths where they do not.
The world needs strong leaders

If you have had the experience of being led by someone who hesitates, lacks confidence, and who fails to inspire, you will understand this last point very well. The world needs strong leaders. By “the world”, I mean companies, nations, families, teams, and organizations of any sort. Being led by someone who demonstrates conviction, courage, and compassion, is to feel the power of a leader with vision and gravitas.

Leaders who step up and inspire followers are essential to propel people and organizations forwards. They often have belief, wisdom, and empathy … or even if they only have one of these in abundance, they still leave their mark.

There will often be reasons to pick up on a leader’s deficiencies. There will invariably be development gaps that leaders need to address. But there is always a need for leaders whose strengths are the reasons why they are recognized, rewarded, and respected.

Leadership vulnerability allowed!

February 17, 2020 By Neil Grant

Leadership vulnerability is a topic occasionally addressed in books and articles, and sometimes addressed in personal conversations. It is not often a topic addressed in leadership development programs. Vulnerability is defined by Wikipedia as the inability (of a system or a unit) to withstand the effects of a hostile environment. I’d like to think that a “system or a unit” could also include a person! A hostile environment can simply be an environment where the person is struggling to cope or facing forces that they find imposing or threatening.

It would be interesting to see this topic as an agenda item in a leadership development program alongside topics such as strategic thinking, emotional intelligence, influencing, etc. Why? My experience as a coach and developer of leaders over the past 20 years has taught me that many leaders need to talk about their vulnerabilities as well as addressing their competencies and behaviors. Some assessment tools provoke these conversations with reference to stallers and stoppers, over-played strengths, or other personality traits and drivers. These sometimes still feel a little “normalized” rather than coming from deep personal reflection or an inner sense of inadequacy – which can sometimes consume leaders.

In some of the most vibrant and progressive organizational cultures, personal coaching situations often provide the context for leaders to talk about their sense of vulnerability, weakness, struggles, and personal dilemmas. These may be related to their roles and responsibilities, and sometimes it might just be a relief to have time to breathe out and speak to someone confidentially about themselves.

I recall one situation where a coaching conversation started with an invitation to the leader to talk about whatever was most pressing for them. “My marriage” was the answer. This leader was facing a real conflict between their work demands and the time away from home that this required. As an executive coach, I haven’t faced this specific scenario on many occasions, but I often have conversations with senior leaders about personal challenges that they would otherwise be reluctant to talk about with anyone in their organization.

How many leaders are faced with insurmountable pressures, unreasonable work/life balance, health challenges, or domestic issues influenced by work? How many leaders are a breath away from depression, burn out, or just being desperately miserable? How many leaders feel the pressure to perform and keep giving their lives to a job without deep reflection on their personal happiness?

At this stage I do want to recognize that there are many leaders who have a clear grasp on their personal fulfilment and are very balanced in their roles, personal lives, and sense of purpose. Leaders who have personal challenges and vulnerabilities are not lesser leaders or weak leaders, they are still leaders. Leaders who haven’t confronted a moment of vulnerability shouldn’t look down on those who have – life has a habit of turning tables!

Confronting a vulnerable situation can be the beginning of a better tomorrow. Whether it is a sense of personal inadequacy, a mismatch with corporate culture, a clash with leadership, a desire to redirect a career, or any other hostile influence, leaders are better when they can talk it out. A “hostile influence” doesn’t need to be a game-changer, it can just be a moment to confront situations that don’t feel fair, balanced, or positive. I have had frequent coaching conversations where leaders achieve personal breakthroughs after they have spilled their guts to someone in confidence. We live in a world where the pressure to perform and deliver results often exceeds the care of people. Coaches are not counsellors, but leaders often just need an empathetic human being to talk to. Executive coaches are best positioned to coach others when they have faced similar pressures and are professionally astute at addressing vulnerabilities of leaders in today’s workplaces.

One phrase that should never be used with someone expressing personal vulnerability is “get over it”. I would however like to suggest that we should “get over it” when someone wants to talk about their vulnerabilities …. this is normal, human, and ok! Indeed, it could be said that the most secure and confident leaders are those who gladly admit to vulnerabilities. Honest leaders know they aren’t perfect!

3 reasons why some leaders can’t manage

February 4, 2020 By Neil Grant

Why is it that some leaders can’t manage? Does it matter if you are a leader or a manager? Leaders or managers? There are many distinctions between these two:

Leaders do the right things, managers do things right
Leaders create vision, managers define tasks
Leaders disrupt, managers stabilize
Leaders influence, managers implement
And so on ….

The distinctions above are never quite as binary as they appear. Many organizations have an aspiration to promote the best people to the most important roles. This is the obvious thing to do to be successful. Why is it then that some senior leaders, or it could be many of them, are not great at managing others? Given that influence and role modelling are so powerful, shouldn’t leaders also be great at managing people? To be pedantic, we could say “leading others”, but that would just be a play on words. How many leaders are excellent at spending time with their direct reports, maximizing their potential, coaching them to be better, listening to them, giving them career advice, and knowing what challenges they are facing in their roles? What reasons get in the way of this? There are three areas of deficiency that lie at the heart of this:

Time
The pace of organizational demands can be suffocating. Achieving targets can be overwhelming. Responding to others can be never-ending. Many leaders are simply starved of time, or don’t prioritize the management of others to do it well. Trying to fit in monthly one-on-one meetings with direct reports is nigh on impossible. Should it be an hour, 30 minutes, every two-months, or even on-demand. Afterall, good people can manage themselves, can’t they? Leaders who don’t prioritize the people who work for them are simply victims of the stranglehold of the clock. Working through others is always more impactful than maximizing your own capacity. Leaders who miss the opportunity to spend time with their direct reports are missing the point. Motivating them, inspiring them, rewarding them, and engaging them are all essential to get the best out of others. Leaders who don’t dedicate time to managing others are undermining their own effectiveness as well as reducing the power of the collective organization to deliver.
Skill
Some would say that leaders don’t need to be good at managing others because they’re doing something more important, i.e. leading from the front. Of course, the other key component to leadership is followership. Being great at leadership, but lousy at winning the hearts and minds of those who follow isn’t an equation that works well. Being able to listen, understand, and empathize with others takes time and skill. Some leaders simply don’t have the skills to manage well. They might be excellent at leading the line in generating business and be fabulous at delivering results. But doing this over time, without supporting the needs of your own employees, will not result in organizational health. Leaders, for whom management responsibilities don’t come naturally, need to apply themselves more intentionally, leverage other people’s skills, and be very honest about their own limitations. Leaders often have the capacity to also be effective managers. Acknowledging a skill deficit and getting some personal development might dent their pride, but it will benefit their employees.
Will
Some leaders just aren’t motivated to manage other people. They are rewarded primarily for the business they generate and the numbers they achieve. The price of not managing others well simply isn’t meaningful enough to inspire them to be different. Bonuses are paid out on 90% financials, and 10% the rest. Creating a vibrant culture of connected and challenged people isn’t in the top 5 of some leader’s priorities. They may list it there when conducting off-site team workshops, but in their own minds it’s a nice-to-have. They don’t wake up with a focus on getting the best out of others. Every now and then they may have a twinge of acceptance that this is important, but by 9:00 am it’s gone. Facing up to personal priorities and motivation is not just the domain of others going through development programs, it’s a wake-up call for all leaders.

Managing others is often relegated to second place to providing leadership. Maybe it’s time to bring it up to joint first place!

5 reasons why you should consider a career change

January 20, 2020 By Neil Grant

January is often a month when people consider a career change. The start of a new calendar year is frequently the time when many things are re-evaluated, including careers. Personally, the other time I have often pondered career changes is when I am lying in the sun on vacation.

There are many people who have long tenure with the same employer and are very fulfilled in their career. There are many more however who find their current role is less than perfect. So why consider a change when you have a stable job which pays a salary and provides benefits already?

Your happiness
So many people are miserable in their current job. There are many others are who are just indifferent. They get the same train, at the same time, eat the same lunch, do the same things, and then get the same train home again.
You owe it to yourself and those around you to be happy. Your job plays a big part in that. You can be happy in your job! So, if what you are currently doing isn’t adding to your happiness, consider a change. There are so many choices. Take stock of what you are good at, passionate about, and find fulfilling. You may need to invest in your education, change location, or temporarily lower your compensation. But find a job that leaves you feeling excited on a Sunday evening rather than anxious.
Your potential
Are you capable of more than your current role provides opportunity for? Do you have skills and drive that are unfulfilled? Many people have the capacity to do more or contribute differently. Sometimes organizations and managers don’t commit the time to develop or recognize potential. So, do it yourself. Take an honest look at what you have achieved and what you would love to achieve in the future. Maybe talk it over with an objective coach or confidant.
One of the keys to a happy career is when your potential is fulfilled. Don’t settle for job that extracts energy, wisdom, and commitment from you, but doesn’t repay you with expanding horizons and fulfilling opportunities.
Your worth
There are many studies which suggest compensation isn’t a big reason for career change. But if you aren’t being compensated well for your contribution, you need to consider your value. Some employers don’t study the impact of their compensation strategies on employees and let them fall behind in competitiveness. If you are adding considerable value to your company in addition to your core role, maybe you are worth more to someone else. If you find yourself adding strategic innovation, taking on extra projects, or tackling issues that more senior colleagues would find challenging, maybe a change is warranted. Companies who fail to recognize the value of their employees as critical contributors are likely to lose them.
Your circumstances
Changes in life’s circumstances can often trigger thoughts about career change. Whether those changes are domestic, financial, or geographical, you should seriously consider your career options. It might be the thought of saving more, having more flexibility, or being warmer all year round, that triggers the thought of a change.
Taking stock of how your job fits your lifestyle is a good enough reason to consider if there is a better choice than just sticking with your current role.
Your future
We spend so many hours at work. And people are increasingly working until they are older. Think about the duration of your working life when you are considering your career. Maybe a change will provide you better options in the future. Don’t get stuck in a rut without having the courage to plan for a great future for yourself. You are the one who needs to take control of this – others don’t care as much about your future as you should.

A career is more than a job. It’s how you spend eight or more hours a day doing something that should mean something significant to you and others. Take the opportunity to reflect on your career and then have the courage to consider a change that you will look back on as a smart choice!

The interim leader as coach and mentor

August 21, 2019 By Neil Grant

A major component of what an interim leader brings to clients is his or her expertise as a coach and mentor. In fact, the likelihood that the interim will become a coach or a mentor to leaders in the client organization is high. In their book The Interim Manager, Clutterbuck and Dearlove describe how some companies “explicitly state that part of the interim manager’s brief should be to use his or her experience to ‘mentor’ more junior managers.” Incumbent leaders realize quickly that they can tap into an interim’s wealth of experience, wisdom, and insight.

Often an interim’s role as a coach to client leaders happens as a spin-off to their core assignment. For example, this is a reference provided by an interim’s client: “His authenticity and integrity were an important supporting element in his effectiveness within and beyond the team. He is a very skilled and supportive coach and brings expertise resource to members of the team. He was continually sought out for support and input by many on a regular basis, including me.” Such contributions are a regular occurrence for an interim.

An interim leader has experience in a wide range of organizations, cultures, and sectors, and brings deep insight. An interim has been immersed in leadership challenges and knows what works and what doesn’t. An interim may coach a client to make significant professional changes and chart a voyage of self-discovery, as well as offering them organizational advice, ideas, and solutions. An interim leader is a versatile, culturally tuned coach with many tools in his or her toolkit. As well as gaining the expertise for which they hired the interim, client organizations and leaders also get a senior business counsellor who adds value to the team. An interim’s contribution is rich in depth as well as breadth.

The best coaches have high emotional intelligence – a well-developed awareness of their personal, inter-personal, and contextual emotional connection with those around them. An interim’s high-EQ coaching ability derives from a mixture of personality, experience, maturity, and the virtues that set him or her apart as a transformational leader. An interim leader often develops his or her coaching prowess through time, however this may not be directly associated with an interim’s age. As Russell and Daniell point out in Interim Management: “Interim managers must of course be experienced but they must also have demonstrable track record of success and achievement and that need not come with age.” As an interim develops his or her craft during years of varying assignments, the interim is exposed to situations that further develop an interim’s expertise as an emotionally intelligent coach.

In Everyone Needs a Mentor, David Clutterbuck discusses the fact that mentors exercise four styles of behavior to help others learn – stretching, directive, non-directive, and nurturing. An interim rarely trains to be a professional mentor, but an interim’s experience lends itself readily to this role and adds value to the client.

An interim leader typically offers mentoring support as an informal spin-off of their contribution, rather than as part of a formal assignment or mentoring program that may be offered in a client organization. The interim’s relationships with senior leaders and executives often means that the interim can be a “listening ear” to these leaders. Clutterbuck discusses this aspect of executive mentoring and goes on to say, “To be effective, professional mentors have to have a broad knowledge and exposure to business direction, to the patterns of senior management thinking and behavior.” An interim has often worked as a senior leader and with senior leaders while tackling significant organizational challenges; given this deep and varied experience an interim is an effective mentor.

There is often a significant overlap between an interim’s contracted accountabilities and providing coaching and mentoring support to clients. For example, a CEO may ask an interim leader for feedback on the impact that members of the board are having on the organization. Depending on the challenges the CEO is facing with the board members, the interim’s response may broaden into senior-level coaching and mentoring, giving advice on succession planning, culture building, and resourcing. As a versatile, experienced coach and mentor, particularly to senior leadership, an interim leader is of tremendous value in instances of broad organizational dynamics.

Kouzes and Posner discuss the virtue of “strengthening others” in The Leadership Challenge. Because an interim leader has such a rich and diverse career of doing just that, the interim’s ability to coach and mentor others to strengthen those around them is of great value to client organizations, leaders, and teams.

Rise of the Gig Leaders provides a detailed analysis of interim leadership. Please check-out the YouTube link as an introduction to the book https://youtu.be/iHMesdPFbro