How well are YOU doing?

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As a leader, you’ve likely had this problem before; your direct reports want to run everything by you. And, maybe you have encouraged this process for a number of reasons; they are a new employee, you enjoy the conversation, you are not sure they are making the right decisions, or you haven’t told them when they can make decisions on their own. At what point do you empower your high performers to make those critical and not so critical decisions on their own?

Smart people don’t need others to solve every problem they have. What they need is engagement. They need a conversation and body language that you are interested, you understand, and you want to be part of the solution. Ask challenging questions: “What are the consequences?” “What good happens under your approach?” “What bad could happen?”

High performers want and need engagement in a meaningful way. You don’t need to be part of every decision. Create the right parameters so they know when to come to you and give them permission to “think out loud,” “brainstorm” and be creative with you. Make sure you let them know they are safe to do this without being judged!

Your best performers do NOT want you to come up with all the answers. But they do want engagement and do want to feel empowered to make decisions. Your role as the leader is to LISTEN, ENGAGE, SPEAK and EMPOWER! How well are you doing?

Why Empower Others?

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Did you meet Lisa Hinson on Monday? She knows how to empower others. That is a gift and she is a gift to our community.

“The beauty of empowering others is that your own power is not diminished in the process.”

– Barbara Colorose

Empowering Emerging Leaders

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One of the keys to coaching and developing your emerging leaders is to empower them to make decisions and take ownership over outcomes.

But organizations need to create a culture of empowerment, where employees are left alone to do their jobs, make decisions and be accountable for results. It’s not enough simply to tell them they’re empowered. The organization needs to show it by supporting those who empower themselves.

In his Harvard Business Review blog post, Empowering Your Employees to Empower Themselves, Marshall Goldsmith offers some key ways a company can create this culture of empowerment so your key employees can launch forward in their careers.

Are you getting in the way of your emerging leaders’ success by not supporting a culture where they can thrive?

Perspective on Empowerment

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Wondering how to get your “A Players” to the next level?

Give them a project outside of their comfort zone.

Give them room to be that “A+player.”

Let them shine.

Empower them and let them know this is their shot.

They won’t let you down….

Woman of the Week – Lisa Hinson

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Lisa HinsonMy Name:
Lisa Hinson

My Current Job/Company:
Owner, Hinson Ltd Public Relations

My Birthdate:
10/13/1965

My Work:
I own a boutique PR firm and feel very fortunate to work with some of the best brands in our market. We are small but mighty and we like it that way. I enjoy my team, my clients and my community.

My Passion:
Doing a lot and doing it with gusto! I love watching my children grow and achieve their dreams. The theme in our house is “if you believe it, you can achieve it.” I’ve used it so many times now my husband and kids just roll their eyes. I cannot wait for the day when I hear Connor and Avery use that phrase with their kids.

My Family:
Alan (husband) Connor (18) Avery (13)

My Heroes:
Accomplished women who make community stewardship a priority. There are too many to name here and we all certainly have them in our lives. I am forever amazed at how quietly effective the female leadership of this community is. No fanfare. No chest pounding. They simply dedicate their time and talent to make central Ohio a better place for everyone to live and raise a family. I have deep respect for that kind of commitment and realize the positive impact it has on all of us.

My Escape:
Our family farm in Licking County. Rolling hills of crops (soy beans this year), woods with trails, horses and tractors—all are great for the soul!

My Pet Peeve:
Mechanical difficulties. Phones, cars, computers, etc. This is especially top of mind for me today since my internet and phone service were both down for 6 hours. Can you imagine? A communicator with no ability to communicate!

My Indulgence:
I like travel, be it down the road or across the globe!

My Roots:
A small quaint town and a household full of activity all the time. Hobbies, music, athletics, etc.

My Future:
Full of family activity and continued professional fulfillment.

My Love:
I think my husband’s pretty great. He’s got a wonderful sense of humor and supports me in whatever I choose to do. Couldn’t ask for a better partner and father.

My Movie:
Any John Hughes movie from the 1980s. Pretty in Pink. Breakfast Club. Weird Science. Sixteen Candles. Uncle Buck. Ferris Bueller’s Day Off. The year that Hughes passed away I made my kids watch them all with me over several winter weekends. Surprisingly, they seemed to like them. I guess neon apparel and big hair transcends all decades!

My Quote on Life:
It’s not the destination, it’s the journey.

My Accessory:
Scarves, usually equestrian themed.

My Advice to Young Women:
If you believe it, you can achieve it! Seriously, ditch the negative self talk and get out there and do great things. If not you, who?

How I Balance it All:
Know when to say no. If something saps your energy instead of giving you energy, it’s time to move on. Decide where you want to make an impact and focus there. Don’t attempt to do everything.

What’s the Lesson?

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When mentoring high performers, it’s important to help the individual explore all of their options. Sometimes a career change is in order. How can you help these individuals adjust their career to something more fitting, yet still keep them in the organization?

Today’s guest post from Kim Ratcliff offers managers and mentors some terrific ways to nurture and help emerging leaders make good decisions about their career. While Kim’s story ended with a departure from her company, you may learn some lessons from her experience that can help keep good people within your organization.

What is the Lesson?
by Kim Ratcliff

A mentor of mine repeatedly asks me: “What is the lesson?” It’s an annoying question that frustrates me every time, but it points me in the right direction at turning points that feel challenging. Career change is usually a time for helpful yet difficult lessons.

Case in point: About seven years ago, I was struggling in my career. I’d been in the same place for seven years and felt like I was treading water. In the process of making the decision to leave, I shared my thoughts a bit too publicly.

In other words, I fast-forwarded a change process in my career without thinking through the consequences. It was a painful time for me, but looking back I can see how it was a necessary and helpful push into the future.

My mentor happened to work with me at the time, and she was a helpful resource in making me stay clear as I learned along the way. Here’s my own version of “the lesson” that my mentor encouraged me to take in:

1. Know thyself. Or, put another way, don’t snow thyself. Everyone is capable of stretching the truth or sidestepping it. Straying from reality will take you into dangerous territory. Be clear about and stay true to your own values, and the choices you make will reflect them.

2. Keep close friends (and friends close) and listen when they question you. Trust the counsel of your allies, even when it’s hard to hear.

3. Before you make a change, consider the short- and long-term consequences. Think through all of them and imagine yourself there. While changing can be cathartic in the moment, it may not feel that way after a few years. Think before you leap. Conversely, sometimes slow change creates needless pain over time. Better to yank off the band-aid than to draw out the agony.

4. Seek out evidence that will help you to “learn from the lesson.” If you get past an obstacle and it was just by luck, you’re going to run into that obstacle again. Guaranteed. So save yourself some heartache and learn it the first time, even if the lesson is painful.

If you are mentoring someone who is pondering a career change, use these pointers to help guide them in a direction that is best for them – and the company.

What advice would you give someone who is looking to change careers, either within your organization or elsewhere?

Quote of the Week

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One thing that distinguishes high performers is that they take responsibility for their own lives. If things aren’t going well, they do something about it. They don’t feel themselves victimized or powerless.

—Jerry Fletcher, Ph.D.

Recession and High Performers

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During a volatile job market, high performers are still in high demand.

According to Marshall Goldsmith’s post on the Harvard Business Review blog, How to Keep Good Employees in a Bad Economy, these high performers are “the indispensible workers who are willing to do what it takes to help the company succeed even in the most difficult of times. Those who pick up the slack when the organization is forced to cut back; those whose ideas save time, money, and effort; those with a positive outlook who help keep the organization moving forward.”

Marshall offers some terrific insights into ways you can keep these valuable leaders in your organization, while you weather the storm – and after the storm is over. Once the job market begins to open up, your key talent is going to go elsewhere if you haven’t taken steps to keep them with you.

Check out Marshall’s article for ways to show these high performers you’re committed to their success, even when times are tough.

What are the ways you support your high performers during challenging times?

On managing high performers

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The mistake most managers make in leading high performers is assuming that they don’t need managed and that they don’t want feedback. Although they are very high achievers, most thrive on feedback.

Superstars need care and support, too. Give them your all – they deserve it!

Woman of the Week – Kimberly Ratcliff

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kim ratcliffUnderstanding what makes dynamic female leaders tick is key to successfully recruiting – and retaining – them in your organization.

Each week, we feature a woman from our community to give a peek at the key areas – personal and professional – that motivate and drive these high performing executives. If you know someone who should be featured, contact us!

Kimberly Ratcliff

My Current Job/Company
Director, Communications/Battelle for Kids

My Birthdate
12/20/67

My Work
I provide strategic communications counsel to large urban school districts across the country.

My Passion
My family and friends, including the dog. The great outdoors.

My Family
Ben (husband), Katie (14), Joshua (10)

My Heroes
All of my dogs, present and past

My Escape
Anything outdoors, preferably in the mountains. National Parks at Teton, Glacier, Acadia and Bay of Fundy are favorite places.

My Pet Peeve
People who could care less. And people who don’t think.

My Indulgence
Reese’s Cups. Jeni’s ice cream-Queen City Chocolate. Spicy Indian food.

My Roots
My family is from Southeast Ohio, on the border of Ross and Vinton Counties. This means that I’m used to being around some pretty compelling storytellers.

My Future
Gives me a chance to continue growing up, although I don’t think I’ll ever REALLY be a “grown-up!”

My Love
Being with my dog.

My Movie
Amelie. I love the characters, the part of Paris where it’s set (Montmartre) and the vibrant colors of the costumes and scenery.

My Quote on Life
“Always do what you are afraid to do.”
-Ralph Waldo Emerson

My Accessory
Earrings, long and dangly

My Advice to Young Women
Don’t be afraid to take risks. Just make sure that you know yourself well, and surround yourself with people who love you and are comfortable questioning you so that you stay grounded along the way.

How I Balance it All
My life is like a game of whack-a-mole. One thing’s in balance, and another thing is popping up. When I was in my 30s, it all felt pretty overwhelming, but I think that my 40s are teaching me to get used to it and just keep pushing forward. Being patient with myself is probably the most difficult lesson I’ve learned, but now that I can do it, I am much happier. It’s okay to make mistakes as long as I can learn a lesson from the missed mark.