In The Day To Day Of Getting Stuff Done, Don’t Forget These Two Things

In the day to day of leading your team, have you stopped and asked yourself these two questions?

• What kind of impact am I making as a leader?
• Do I have alignment with my managers and stakeholders?

It seems like common sense, but in the rush of getting work done, it is something that may be forgotten.? Allow me to remind you.?

Stop to consider what type of impact you are making as a leader.

There may be big things that you have done to support a team member or on a project, but most of the time it is how you show up in the little moments that count. These are the moments that team members remember forever.?

Here are some ways that you can make a difference as a leader:?

• Someone asks you a question and you share an experience that you had. You talk about what you learned so they see that they are not the only one who has gone through something like this before.?
• You give someone who is having a rough day a quick word of encouragement or some mentoring to help them through it.
• You remember someone’s birthday or anniversary with the company and give them a handwritten card or take them to lunch.
• You take the time to ask a team member about an event that happened in their personal life and share the excitement with them.
• You take the time to ask how a person is doing after a difficult situation that they recently went through and show compassion for what they are going through.
• You stop what you are doing when someone needs to talk to give them your full attention and actively listen.
• You demonstrate vulnerability when you talk about a tough situation that you went through and how you overcame it to help them see that everyone makes mistakes.

You can have a positive impact on another person by what you do or say and you may not even know it! These moments can make a huge difference for someone else and they will remember what you said or did for them. They will repeat those same words that you said to help the next person that needs to hear them. You may have forgotten you even said these words, but it made a difference for them.?

It only takes one person to make a difference in someone’s life.?

Ensure alignment with managers and stakeholders

When I ask leaders about aligning with their manager, they usually think that their manager “probably” knows what they are doing, but they aren’t sure. It is especially important to do when there are a lot of things going on and information can get confused or isn’t communicated which can come back to haunt you later.

Alignment does not mean blindly agreeing with everything your manager or stakeholders say. It involves understanding their perspective, finding common ground, and proactively communicating your own ideas and concerns.

Here are some strong reasons to have alignment:

Clear communication: Clear communication helps minimize misunderstandings, reduces conflicts, and provides a positive working relationship. Have you aligned with your manager and stakeholders so you are all on the same page on goals, expectations, and priorities??

Goal alignment: Understanding the organization’s vision and objectives enables you to align your work and contribute effectively to the overall success of the team or function. Are you aligned with your manager and stakeholders on what needs to be done and the work required to achieve shared goals??

Resources: Have you aligned on the work that needs to be done and how it aligns with your team? Do you require more people, less people, external resources or training for the team? When you are aligned with your manager, they are more likely to support your resource requests to help you succeed in your role. No leader likes to be surprised with a big request at the last minute and is unaware that there was a need. Align well before you might need to make that request.

Decision-making and support: By aligning with your manager and stakeholders, you position yourself to participate in decision-making processes and gain their support. Show them that they can empower you, trust your judgment and they will seek your input, which will increase your influence within the team or organization.

Performance evaluation and advancement: Your manager plays a significant role in evaluating your performance and determining your career advancement opportunities. When you are aligned with them, they are more likely to recognize your contributions, advocate for your growth, and provide feedback and guidance to help you improve. Send a status report, share what you and your team are doing in 1:1s, copy them on updates so you are in front of them showing them what you are doing on a regular basis.

Team collaboration: Alignment with your manager and other stakeholders is a way to learn information, while creating teamwork and collaboration. It creates an environment where everyone works together towards common objectives, leveraging each other’s strengths and expertise. This collaborative atmosphere can lead to increased productivity, innovation, and overall success.

There are many other examples that you can probably think of, but these are some of the most foundational kinds of alignment. If you do these well, it can lead to new opportunities.?

If you don’t align consistently or make assumptions that everything is fine, it can result in an impact on your perception and potentially your performance review.

Remember, healthy alignment requires open dialogue, respect for different viewpoints, and a shared commitment to achieving collective goals.

If you need my help with any of this, please reach out, and let’s talk about your specific situation!

Susan M Barber, Author, Podcast Host, Former Fortune 500 IT Director, turned Certified Executive Coach helps business leaders to play bigger, increase their visibility and finally, shine a light on their leadership strengths so they can elevate their position in the workplace.? She brings a depth of business knowledge to her coaching from her 25+ years of leadership experience at Kraft Heinz. As the author and podcast host of The Visibility Factor, she is creating a visibility movement for leaders to show their value and be seen for their true talent. Susan is married with three children and lives in the Chicago area.