| Good leaders know when it's their time to dance
Sherry Sutton, Associate, International Market Solutions
Published in The Charlotte Observer, March 2007
The issue: Learning the leadership two-step
The scenario: I have been managing teams for a number of years. I will confess
that although I consider myself to be very intelligent, managing people does
not come to me naturally. Can you help me get the knack for it?
Coach: Sherry Sutton
Your timing is perfect. Recently, I reviewed a leadership tool that can help people in various levels of management. It is called the "Leadership Two-Step," developed by Relly Nadler of True North Leadership. Nadler theorizes that leadership has a rhythm and beat to it, just like music. The key is knowing when to step in and when to step out -- hence, the Two-Step. If you practice the steps, eventually you feel the beat and will be a natural.
Nadler defines the steps as:
1. Step In -- Set the vision, systems and structure. Clarify expectations. Identify the deliverables and timetable. Establish resources available. Encourage and motivate.
2. Step Out -- Leave employees alone and let them come to you if they have questions. It's hard at the beginning, but try it. The results are worth it. Empower and encourage your people to use their best judgment. Redirect to others because employees learn from their challenges and experience. Manage resources they need for success. Fight the urge to take over. Recognize and support people.
1a. Step In -- If it is going well -- Support and acknowledge. Spread the news. Codify what is working well to replicate it. Hold solid on accountability. Monitor, evaluate and adjust. Reiterate the vision and the deliverables.
1b. Step In -- If it is not going well -- "Right the ship." Understand what the issue is and what employees have tried. Make a decision quickly after you have checked in with them. Reiterate the vision and the deliverables. Clarify expectations and available resources.
2. Step Out -- Again, leave them alone to come to you if they have questions. Get them to use their own best judgment. Redirect to others. Manage resources. Fight the urge to step in and take over. Recognize and support your team. Don't take their problems if they try to give them to you.
A good way to start is to rate yourself on a scale of 1-10 on each of the steps. Many of my clients are good at stepping in; many have to practice stepping out. In my experience, knowing the right moment to do Step 1a and 1b is the difference between good and great leaders.
To learn any dance step, the key to the Two-Step is practice, practice, practice. Have someone -- a company mentor or other trusted source -- act as your "spotter" to help you see when you stepped in gracefully or when you may have stepped on someone's toes. You'll learn from this experience, too.
Sherry Sutton is a business and leadership coach and a member of the International Coach Federation, Charlotte chapter. Contact her at sherry@thinkingpartnersinc.com or 704-845-1341. Web site: www.thinkingpartnersinc.com.
Article published in The Charlotte Observer, March 4, 2007.
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