If You Don't Ask, You Don't Get

Asking for help as a leader isn't a sign of weakness, it's a signal of strength.

Now there's a difference between false humility versus being ill-equipped.

But leaning on more seasoned and experienced leaders is a good thing.

I mean isn't that what having mentors is all about?

Too often leaders have too much pride to admit what they don't know.

Sadly their people know they need help, but they're in denial.

Leaders who seek to learn continuously never feel like they've arrived.

That's a great thing.

I don't want to follow a leader who thinks they know it all (when that's obviously not true).

Early on in my career I sought out the advice of leaders in my industry at the time.

Observing someone strengths didn't mean I copied them, but rather leveraged my own.

It takes a village of leaders around you to refine your character and skills.

I emphasize character first because skills are a product of it, not the other way around.

There are many competent leaders skill-wise who have terrible character.

"People get hired for their skill set, but fired for character flaws."

Blemishes will eventually catch up with you.

No leader is bullet proof, but those who appear to be are hiding something.

Wouldn't you much rather follow a leader who admits their shortcomings than one who portrays themself as mistake-free?

Sometimes "I don't know" is the best answer.

That can mean I don't know the answer now, but will find it out later.

This shows you're human by attempting to build a trusting connection.

Managers need to get in the habit of asking for more help, training, coaching, etc.

Tough roles demand more training, not less.

But often people cannot be helped because they won't admit they need it.

Don't be that leader/manager.

Pursue mentors, observe examples and request ongoing training.

The more help you get, the more people you can help along the way.