Don't be like this founding team, please.
Emily Rose Dallara CISP.
I supercharge you + your team so you can execute + perform at the speed your biz needs→ by fixing execution + performance at the root + prepping your nervous systems to handle it ??Ex-Web3 CMO | Coach | Growth Advisor
I recently worked with an organizational client who showed some significant red flags in their leadership approach ??
I'm sharing this story with you today because I want to make sure you avoid falling into the same pitfalls.
Here's the rundown:
The client got in touch, concerned about one of their team leads' performance.
Me: Ok, what kind of support would you like?
Client: We think they could really benefit from coaching.
Me: Have they shown interest in being coached?
Client: Not that we are aware of.
Me: Ok, well ethically, I can't coach someone who doesn't want coaching, so you need to suggest this option first.
A few weeks passed
Client: We talked to the team lead, and they're open to leadership coaching.
Me: Excellent, let's get started!
The reality differed significantly from the client's initial description.
When they mentioned the lead wasn't ‘doing well’, what they actually meant was:
"This team lead is so frustrated that they've practically given up."
As I started to build trust and create a safe space with the team lead, they began to open up.
Surprisingly, they were enthusiastic and eager to receive support.
Together, we addressed:
They expressed "feeling more in control of their emotions and time" and emerged as a much happier human.
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However, there was one hurdle we couldn't get past: the founders.
The real issue wasn't the team lead, who honestly, had a really impressive track record as a leader.
It boiled down to:
These elements had essentially created silos within the company, leaving leaders feeling isolated, undervalued, and unheard.
The red flags I mentioned to earlier?
I spotted them right from our initial conversation.
They're a recurring pattern I've encountered in EVERY SINGLE COMPANY I've worked with in the emerging tech industry.
But that's exactly why I'm so obsessed with disrupting the way we lead.
Now, before we go, here’s a takeaway:
Recognize that leadership means not only coaching individuals but also addressing systemic issues within your organization.
Don't wait until your team members reach a breaking point before reaching for support.
Today, I want you to reflect on your own leadership experience.
Are there any warning signs or systemic challenges you've been overlooking?
Take proactive steps toward positive change, whether it involves hard conversations, seeking guidance, or just being really honest with yourself -”am I creating a culture of trust and transparency?”.
Keep in mind that you hold the power to disrupt the status quo and create a more nurturing and productive work environment.
Don’t wait.
If you need support or have any questions, feel free to reach out or follow me over on Instagram (@emilyrosedallaracoach) for tips and tools you can use to change the way you experience leadership.
Speak soon,
Em xx