Unlocking Your Leadership Potential: Lessons from 'Lead When You're Not in Charge'"

'Lead When You're Not in Charge'

Chapter 1: The Myth of Leadership

The first chapter of "Lead When You're Not in Charge" sets the stage for the rest of the book by challenging the common assumption that leadership is a position or title. The author argues that leadership is actually a mindset and a set of actions that anyone can take, regardless of their position in an organization.

Imagine this: You're at work, maybe it's your first day there, or maybe you've been there for years. You look around and notice all the "leaders" in the room, the ones with the fancy titles and the big corner offices. You might think to yourself, "I could never be a leader, I don't have the title or the authority to make things happen." But hold on a minute! According to this book, leadership isn't about your title or position, it's about your mindset and actions.

That's right, you don't need to be the CEO or the manager to be a leader. You can lead from wherever you are in the organization, even if you're at the bottom of the totem pole. It's all about taking initiative, building relationships, and making things happen. So don't let your lack of title or authority hold you back from being a leader. Start thinking about how you can make a difference in your organization and take action.

Maybe it's something as simple as volunteering for a new project or offering to help out a colleague who's struggling. Or maybe it's something bigger, like pitching a new idea to your boss or starting your own initiative. Whatever it is, start thinking about how you can lead from your current position.

Chapter 2: The Power of Influence

In this chapter, the author provides some practical tips for building influence that will help you make a positive impact in your workplace. Want to know the secret? It's all about being a good listener, building relationships, understanding others' perspectives, offering solutions, and being consistent. Now you’re probably thinking to yourself that these things don’t work it might be worth you taking the time to unpack how you approach each of these opportunities:?

Be a good listener: Listening is a critical skill for building influence. When you take the time to listen to others, you show them that you value their input and opinions. This can help you build trust and credibility, which are essential for influencing others. You may have heard the expression “listen to understand instead of listen to respond.” Here are a few fantastic ways to strengthen your listening skills:

Encouragement - To encourage the other person to continue their story, provide short, subtle cues like "ahh" and "got it," being careful to keep the focus on them.

Eye contact - What we care about is where our attention is. That being said, observe the other person; if they avoid making eye contact, it might be a hint that they're uneasy, and you should follow suit.

Mirroring - (This is one of my favorites!!)When we are fully engaged in a conversation, we mirror the other person's body language. Overdoing it can come off as weird, but a small reference to it will make a conversation more comfortable. For more information be sure to read this article The Science of Mirroring

Echoing - As accurately as you can, repeat the other person's exact words. This is incredibly beneficial as it shows the speaker that you are in fact listening but it also helps you to validate that you actually understood what the person is saying.

Clarification - By asking for clarification, you can show the speaker that you're actively engaged in the conversation and ensure that you've fully understood their message.

Ask open-ended questions - What, where, when, and why-based open-ended inquiries are a terrific way to jump-start a conversation if the speaker stalls out or, conversely, get it back on course if they are veering off topic.

Build relationships: Building strong relationships with your colleagues and superiors is another key to building influence. Take the time to get to know people, both professionally and personally. Attend company events, grab lunch with a colleague, or even just stop by someone's desk to say hello. The more you build relationships, the more people will trust and respect you.

1. Attend company events: Company events, such as happy hours, picnics, and team-building activities, are a great way to get to know your colleagues in a more relaxed setting. Make it a point to attend these events and strike up conversations with your coworkers.
2. Create a “Pop-Tart Socials”: A mentor and I created these as a monthly way for us to connect. It wasn't a 1:1, it was just a way for us to get to know each other outside of the corporate lens. It's a fun and informal way to connect with colleagues and get to know them on a personal level. The concept involves grabbing a quick bite to eat, such as the name suggests a Pop Tart lol, with a coworker during your lunch break. Rather than eating alone at your desk or with your normal crowd, you can use this opportunity to strike up a conversation and learn more about your colleague's interests and hobbies outside of work. By doing so, you'll be able to form a more meaningful connection and build a stronger relationship with your coworker. For example, you may discover that they have kids or enjoy similar hobbies as you, which can provide common ground for future conversations and help foster a sense of camaraderie in the workplace.
3. Join a committee: Looking for a way to expand your horizons and meet new people at work? Why not consider joining a committee that aligns with your interests? Not only does this give you a chance to work on exciting projects outside of your regular job responsibilities, but it's also an opportunity to meet like-minded colleagues who share your passions. From organizing company events to volunteering for a good cause, there are plenty of committees to choose from that can help you connect with others in a meaningful way. Plus, you may even discover hidden talents and skills you didn't know you had! So, take a chance - who knows what kind of awesome experiences and relationships you'll create along the way.
4. Celebrate milestones: When someone on your team reaches a milestone, whether it's a work anniversary or a big project completion, it's important to take a moment to celebrate their success. This not only shows your colleagues that you care about them and appreciate their hard work, but it also helps to build a positive and supportive culture in the workplace. You could plan a surprise party or bring in some treats to commemorate the occasion. Alternatively, simply taking a moment to congratulate your colleague and offer them a sincere compliment can go a long way in making them feel valued and appreciated. So don't be afraid to spread some cheer and celebrate those awesome milestones - your coworkers will thank you for it!
5. Be friendly and approachable: Finally, one of the easiest ways to create relationships in the workplace is to simply be friendly and approachable. Smile, say hello, and be willing to help others when needed. This creates a positive and welcoming environment that encourages people to connect with one another.

Understand others' perspectives: To build influence, it's important to understand the perspectives of others. This means being empathetic and considering things from their point of view. When you can see things from someone else's perspective, it's easier to find common ground and build a relationship based on mutual respect.

Empathy and understanding others' perspectives is a critical part of building influence in the workplace. The ancient philosophy of Stoicism believed that empathy was a key component of wisdom and virtue. The Stoics taught that in order to truly understand and connect with others, we must learn to see the world from their point of view. This means putting aside our own biases and preconceptions and truly listening to others with an open mind and heart. For example, imagine a coworker who is struggling to meet a deadline. Instead of immediately jumping to conclusions and assuming they're lazy or incompetent, take a moment to consider what they might be going through. Maybe they're dealing with personal issues or have been given an unrealistic workload. By approaching the situation with empathy and understanding, you can build a stronger relationship with your coworker and find a mutually beneficial solution. So next time you're faced with a challenging situation in the workplace, try to see things from the other person's perspective and approach the situation with compassion and understanding.

Offer solutions: If you want to build influence, it's not enough to just identify problems. You need to offer solutions as well. When you come up with solutions to problems or challenges, you demonstrate your knowledge and expertise. This can help you build credibility and influence with others.

Offering solutions is a crucial step in building influence in the workplace. Not only does it show that you have a deep understanding of the problem at hand, but it also demonstrates that you're proactive and can take initiative. When offering solutions, it's important to keep a few things in mind. Firstly, make sure your solution is feasible, realistic and timely. Sometimes the best thing to do is first ask “is now the time for solutoning?”. It should also be tailored to the specific situation and take into account any constraints or limitations. Additionally, be open to feedback and collaboration. Your colleagues may have valuable insights or ideas that can enhance your solution. Lastly, when presenting your solution, be clear and concise in your explanation. This will help others understand your thought process and ultimately buy into your idea. Stay confident in your abilities and don't be afraid to take calculated risks. With a positive attitude and a willingness to think outside the box, you can make a lasting impact in your workplace.

Be consistent: Finally, consistency in acts and behaviors is necessary if you want to increase your influence. This entails keeping your word, being dependable, and conducting yourself appropriately. When you're consistent, people know what to expect from you and are more likely to trust and respect you. If you’re looking to become more consistent you should definitely read Empowering Your Mindset: The Power of Personal Agreements, Goal-Setting and Self-Talk . Stay confident in your abilities and don't be afraid to take calculated risks. With a positive attitude and a willingness to think outside the box, you can make a lasting impact in your workplace.

Chapter 3: The Courage to Lead

The third chapter focuses on the importance of courage in leadership. The author argues that leadership often requires taking risks and making difficult decisions, even when it's uncomfortable or unpopular. He provides examples of leaders who have demonstrated courage in challenging situations and offers practical tips for building courage, such as focusing on the long-term vision and taking small steps toward big goals.

One of the examples he gives is of Louie Giglio, the founder of Passion City Church. Giglio faced significant opposition when he announced plans to build a church in Atlanta. Many people were skeptical and critical of the idea, but Giglio stayed committed to his vision and persevered through the challenges.

Scroggins offers practical tips for building courage, such as focusing on the long-term vision. By keeping the bigger picture in mind, leaders can maintain their perspective and stay motivated, even when things get tough. He also encourages leaders to take small steps toward big goals. Rather than trying to tackle everything at once, it's important to break down large goals into smaller, more manageable tasks. By taking small steps and making progress over time, leaders can build confidence and momentum.?

Another example Scroggins gives is of Captain Chesley "Sully" Sullenberger, you might remember when he landed a commercial airliner on the Hudson River back in 2009, and saved the lives of all 155 people on board. Talk about a courageous act in the face of danger! What's even more amazing is that Sullenberger's actions were the result of years of dedicated training and preparation. He put in the time and effort to develop his skills and expertise, which allowed him to act quickly and decisively in the midst of crisis. It just goes to show that with hard work and dedication, anyone can build the courage they need to face any challenge that comes their way!

Scroggins also emphasizes the importance of seeking out feedback and support from others. By surrounding themselves with trusted advisors and mentors, leaders can gain valuable insights and perspectives that can help them make better decisions and navigate challenging situations with more confidence. Overall, Scroggins encourages leaders to cultivate a mindset of courage and resilience, even in the face of adversity.

Chapter 4: The Mindset of a Leader

In this chapter, the author explores the mindset of effective leaders. He argues that leaders have a growth mindset, meaning they see failure as an opportunity to learn and grow. He also emphasizes the importance of being adaptable and flexible in a constantly changing world.

He urges readers to embrace failure as an opportunity to learn and grow, rather than being discouraged by it. By adopting this mindset, one can become more resilient and adaptable in the face of challenges, which is crucial in a constantly changing world. Scroggins wants readers to be motivated to take on a growth mindset because it opens up a world of possibilities and opportunities for personal and professional growth. It allows individuals to stretch beyond their comfort zones and challenge themselves to become better versions of themselves. Ultimately, Scroggins wants readers to see that with the right mindset, anything is possible, and they have the power to achieve their goals and dreams.

I highly recommend the book "Mindset" by Carol Dweck for further reading on the subject of growth mindset. It delves deep into the concept and provides practical advice for developing a growth mindset.

As for podcasts, there are a few great ones out there that discuss growth mindset and related topics. "The Growth Mindset Podcast" by Sam Harris is a popular one, as is "The Tim Ferriss Show ". Both feature interviews with successful individuals who discuss their own experiences with growth and learning. "HBR Ideacast" by Harvard Business Review also has episodes on growth mindset and other leadership topics.

Chapter 5: The Importance of Vision

The fifth chapter of "Lead When You're Not in Charge" emphasizes the importance of having a clear and inspiring vision for yourself and your organization. The chapter offers tons of practical tips to help you create a compelling vision. Take a moment to reflect on your values and goals - this can help you figure out what truly matters to you and what you want to achieve. Don't forget to get feedback from others, as their perspectives can help you refine and improve your vision. Your vision should focus on the long-term goals of your team, rather than just quick wins. This way, you can stay motivated and keep your team focused on what really matters - the big picture! To ensure success, make sure your vision is crystal clear and quantifiable, so you can keep track of your progress and celebrate those sweet, sweet wins! Being specific and measurable also helps keep you accountable and on track towards achieving your goals. Make sure to communicate your vision clearly and often to ensure that everyone on your team understands it and knows how to contribute. Additionally, be open to feedback and suggestions for improvement.

The author argues that a strong vision provides direction and motivation, and helps people understand how their work fits into the bigger picture. He offers practical tips for developing a vision, such as reflecting on your values and goals and getting feedback from others.

As a leader, it's our responsibility to provide direction and motivation to our team and help them understand how their work fits into the bigger picture. Without a clear vision, it's easy to lose focus and motivation, leading to disengaged team members and missed opportunities. The practical tips the author offers for developing a vision are incredibly helpful. Reflecting on our values and goals is essential to understand what we want to achieve and what truly matters to us. Additionally, getting feedback from others can provide valuable insights and perspectives that we might not have considered on our own. By having a clear and inspiring vision, we can rally our team around a common goal and achieve great things together.

Chapter 6: The Power of Collaboration

In this chapter, the author explores the importance of collaboration in leadership. He argues that leaders who work well with others are more effective than those who try to go it alone. He offers practical tips for building collaborative relationships, such as being open to feedback and sharing credit for success.

One exercise that leaders can use to facilitate meaningful feedback from their peers is a "360-degree feedback" process. This involves soliciting feedback from individuals at all levels of the organization, including superiors, peers, and subordinates. The feedback can be gathered anonymously to encourage honesty and can cover a range of topics, including communication skills, leadership style, and collaboration.?

Another exercise is to schedule regular check-ins with peers to discuss ongoing projects or challenges. During these check-ins, leaders can ask for feedback on their approach or seek input on how to improve collaboration. Additionally, leaders can organize team-building activities, such as off-site retreats or team-building exercises, to promote collaboration and trust among team members. By actively seeking feedback and creating opportunities for collaboration, leaders can build strong relationships with their peers and foster a culture of teamwork and innovation.

Chapter 7: The Role of Communication

The seventh chapter focuses on the role of communication in leadership. The author argues that effective communication is essential for building trust, influencing others, and achieving results. He provides practical tips for improving communication skills, such as practicing active listening, asking good questions, and being clear and concise.

"Good questions" are open-ended questions that encourage conversation and help to clarify understanding. They can also help to elicit new ideas and perspectives. Here are some examples:

1. "Can you tell me more about that?"
2. "What do you think about this idea?"
3. "How do you see this situation playing out?"
4. "What are your thoughts on the best way to approach this problem?"
5. "Can you give me an example of when this has worked well in the past?"
6. "What challenges do you foresee with this plan?"
7. "How can we improve our processes to be more efficient?"
8. "What resources do we need to make this happen?"
9. "What are the potential risks and how can we mitigate them?"
10. "What are the key takeaways from this discussion?"

Chapter 8: The Importance of Taking Action

In this chapter, the author emphasizes the importance of taking action in leadership. He argues that leaders who are proactive and take initiative are more effective than those who wait for others to take action. He provides practical tips for taking action, such as setting clear goals, breaking big goals into smaller ones, and celebrating small wins along the way.

As a mid-level individual contributor, I was working on a project with a team of five others. The project was behind schedule, and tensions are running high. I saw that the team was struggling to come together and work effectively, so I decided to take action and bring everyone together.

During a team meeting, I took the lead and facilitated a discussion on the current status of the project. I encouraged everyone to share their thoughts and ideas for how they can get back on track. One team member expressed her frustration and disappointment with the progress so far. I listened actively and validated her concerns, acknowledging that the team has faced some challenges.

Another team member was feeling pessimistic about the project's chances of success. I recognized that they needed to feel heard and understood, so I asked them to share their concerns and ideas for moving forward. It helped them feel more engaged in the process and motivated them to contribute to the team's efforts.

A third team member was new to the team and was eager to add value. I recognized her enthusiasm and invited her to share her ideas for how they can improve the project's progress. Based on her feedback we conducted a thorough review of the project plan and identified areas that could be optimized, improved or even removed to save time, we re-prioritized tasks and broke them down into smaller, more manageable pieces to make progress more achievable and we reevaluated timelines and deadlines to ensure they we actually realistic and achievable given current constraints. This helped Emily feel more involved and valued as a team member.

Two other team members were willing to contribute but were unsure of how they can best help. I provided them with more direction and clarity, breaking down the project's goals into smaller, more achievable tasks. I also set clear deadlines and took time to celebrate small wins along the way to keep the team motivated and focused.

By taking action and bringing the team together, I was able to improve communication, build trust, and motivate everyone to work towards the project's success. Through these activities, the team were able to overcome their challenges and complete the project on time.

Chapter 9: Overcoming Obstacles

In the final chapter, the author provides several examples of how to overcome obstacles in leadership. One of the tips he suggests is to stay positive and keep a positive attitude, even when things get tough. Scroggins emphasizes the importance of cultivating resilience and having the ability to bounce back from setbacks.

In the face of obstacles and setbacks, it is important for you to maintain a positive attitude and cultivate resilience. For example, an individual may face obstacles such as unexpected changes in project scope or conflicting priorities from leadership. In these situations, it is important to focus on the bigger picture and maintain a positive attitude.?

The individual can proactively communicate with leadership to discuss the changes in scope or priorities and collaborate on potential solutions. Additionally, the individual can leverage their experience and expertise to identify potential roadblocks and develop contingency plans to mitigate risks.

Another hypothetical example could involve facing setbacks such as team members leaving the project or a lack of resources. In these situations, it is important to remain calm and focused, and to seek support and advice from colleagues and leadership. The individual can leverage their network to identify potential replacements for departing team members or to source additional resources. It is also important to communicate proactively with leadership to manage expectations and to collaborate on solutions to address these setbacks.

Another tip he suggests is to learn from failure. He argues that failures can provide valuable lessons and insights that can help leaders improve and grow. By reflecting on what went wrong, leaders can identify areas for improvement and develop strategies to overcome future obstacles.

Some of the most successful people in the world have experienced massive failures before achieving their goals. For instance, J.K. Rowling, the author of the Harry Potter series, was rejected by numerous publishers before finding one that accepted her manuscript. Walt Disney was fired from a newspaper for "lacking imagination" and then later filed for bankruptcy multiple times before creating the Disney empire. These failures could have easily discouraged them and caused them to give up on their dreams, but they instead chose to learn from their experiences and use them as a springboard for future success. Their failures helped them develop resilience, perseverance, and the ability to adapt to new challenges, which ultimately contributed to their success. Therefore, by learning from failure, leaders can not only improve their current situation but also set themselves up for future success.

Scroggins also recommends seeking help and support when needed. He acknowledges that no one has all the answers and that it's okay to ask for help. By reaching out to mentors, colleagues, or other resources, leaders can gain new perspectives and ideas for overcoming challenges.

The author's advice is truly inspiring and empowering! It's time to dig deep and find the courage to take charge of our leadership journeys. By adopting a growth mindset and taking a proactive approach to problem-solving, we can turn obstacles into opportunities for growth and development. Let's not get discouraged or give up when challenges arise. Instead, let's embrace them and use them to become even stronger leaders. Remember, setbacks and failures are just part of the journey. By maintaining a positive attitude, cultivating resilience, and seeking support when needed, we can overcome any obstacle that comes our way and drive success in our roles as senior level individual contributors. The opportunities to lead are out there, waiting for us to take charge and make a difference!