Ready for the Next Level?

Did you get that promotion you wanted? Are you feeling on top of things, leading effectively and not overwhelmed by your recent promotion? Do you have the skills and knowledge to be an effective leader and advance your career?

You may have answered "NO" to those questions. But, if you get focused on how to change you, not try to change the

Not ready for the next level

system, not play politics, and not blame others - you will be much more effective in moving forward in life and being able to answer "YES" next time.

People that advance and become ready for the next level pay attention to these 3 proven, practical and powerful daily priorities - Clear Expectations, Clear Consequences and Self-governance.

Clear Expectations

One of our favorite statements is, "Where you look, you tend to go!" Unfortunately, too many people and many organizations have eyes that wander from one shiny object to the next. They have no clear "THERE".

Without a clear end result to organize your energy and focus, you are left with reacting and responding - flitting around or being tossed around by the waves of life, circumstances and people. Worse yet, you may be the leader and do not have clear expectations set for yourself or for those in your organization.

Great (GR8) leaders not only are clear about what is needed today, but also this week, month and year. That helps you organize your thoughts, goals and actions for yourself and those with you.

Start each morning with a review of your goals, people to contact and decide on the 1 to 3 things that you WILL DO today. We like to use a Daily Focus form like the one shown here, to at least determine today and the next 7 days. Click the image to download a PDF of the form. If you would like the form as well as other great forms and information, click on the FREE Assessment link or the FREE Daily Tips link see other ways we can help you advance your career. And, you can always just email me (see About Us).

Setting clear expectations for you and your organization is a clear mark of someone that is focused on getting things done. With those clear expectations in mind, double-check with your supervisor to see if you are on target or not. That simple action is an advertisement that you want to help your supervisor and the organization achieve its goals. And, if you listen to your supervisor and make appropriate changes, you are advertising a willingness to learn and grow.

Setting clear expectations for you and your organization is a clear mark of someone that is focused on getting things done. With those clear expectations in mind, double-check with your supervisor to see if you are on target or not. That simple action is and advertisement that you want to help your supervisor and the organization achieve its goals. And, if you listen to your supervisor and make appropriate changes, you are advertising a willingness to learn and grow.

Now you can go focus on excellent execution, because you are aimed in the right direction.

Clear Consequences

Directly coupled with clear expectations is what will happen - both good and bad - if those expectations are or aren't met. This is not about creating a sense of urgency - just about REALITY. What will happen if you don't get that report finished today? What will happen if you don't get those orders filled? What will happen if you meet your goals or not?

You know that you aren't playing a kid's soccer match where everyone gets a trophy for just showing up. Those that grow, learn and are best prepared for the next level understand the consequences for achieving or not.

Further, in your role as a leader, you share that REALITY with your group. Some of them may need to be reminded about how the Clear Expectations and Clear Consequences fit together.

Often, a leader makes the mistake of demanding that each person meets the expectations thinking that will help everyone perform better and escape any negative consequences. Sounds right, but there is a better approach and that is why you want to focus energy and attention on Self-governance.

Self-governance

GR8 Leaders are self-governing. They don't need someone looking over their shoulder to make sure they are working or doing the right thing. One good way to define self-governance is simply - doing the right thing, because it needs to be done. That is acceptable, but it is best broadened by using this definition - "passing up immediate gratification for future reward."

That is such a basic element of life that most people don't do. If you want to be a GR8 Leader, you are constantly growing your self-governance and helping those with you do the same.

Now think about it, if you can grow the self-governance in each person in your group, they get more done and you are free to be more strategic. You spend less time double-checking their work, because they continue to show the discipline of doing what is needed.

So, instead of demanding that everyone does the work when needed, you can move more into the self-governing or invitational model - inviting them to operate with their strengths to meet their expectations and the expectations of the organization. Of course, it seems much easier just to demand it because you are the boss. That is a strategy that will work - but it has a high cost. You create an environment of compliance instead of creativity and self-governance. An environment that can get things done when the boss is watching or mad, but not so much when the boss isn't.

Your choice. Self-governance requires a real leader that is dedicated to valuing people and, at the same time, getting the job done. It is part of a leadership model that focuses on WE, while most other models focus on ME to the detriment of others.

The GR8 Leaders CATALYST System promotes the use of these 3 Daily Priorities. Check it out by clicking on the FREE Leadership Assessment button above.

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