Plenty of people leaders feel that strain every day. And many leaders and managers haven't had effective (or any) training or coaching. That feels like a set up for failure. When we consistently work in our weaknesses, our brains get tired faster, we require more oxygen and fuel, feel more stress and less focus, strain our attention muscles, struggle to make decisions...the list goes on. Just a few weeks into the year, we've got leaders and managers who are already exhausted, already questioning their ability to lead their team and meet their KPIs. Leaders who already feel like imposters and failures. This is a real thing. Someone reading this is shouting or thinking "heck, yeah!" or "amen!" at their desk. Maybe even looking over their shoulder. And I care about this. If you're in this spot, take a breath. Advocate for yourself. Name what's most challenging. Specifically. Find someone who can help, guide, or encourage you. Make time to do things that come naturally, because strength time is important. There's so much more, but start there.

Leading through change can stretch even the best of leaders. Growth and change can walk hand in hand, but I don’t think I’ve seen it happen by accident. It starts with a clearly communicated (and repeated) change vision, purpose, goals, and milestones. To help your team embrace and adapt to the “new” way, address the ever-popular WIIFM. Their important and unique roles matter in the journey and for the end goal. Inspire your change leaders and team members to choose to engage in the process and goals rather than feel like change is “happening to” them. Nudge your people through the mindset shift, as they do the work. Because the mindset shift of change is often most of the work. If you want big wins, gather feedback along the way and be willing to act on it. Consider if, how, and when to adapt or communicate about what you’re hearing and seeing to help the team move through the process. Many of us can remember leaders who spurred our personal and professional growth during seasons of change at work. How are you fostering growth and possibility within your team during change?

Question: "What one word comes to mind when you think about annual business review/planning" Answers: Challenging! (several of those) Routine. Tiring. Exciting! Process. Risky. The group of tenured, successful business owners and leaders had plenty of experience. And, yet, they were there to learn and consider more options. To set the tone, I offered these suggestions: 1. Protect your business review/visioning time and mind space Making time to work "on" the business while overseeing the day-to-day and leading a team is something many leaders struggle with. Prioritizing that cleared time and brain will position you to spend less time working "in" the business. And that often clears up other issues. 2. Gather varied, diverse, even contrary perspectives and feedback as part of your review/visioning. Getting a holistic, multi-lensed view of your business is necessary for seeing what you do and don't want to see, innovating, getting out of ruts, and exploring new ways of thinking and working. 3. Gather a team of people to help you sort, clarify, interpret, and connect dots and intentionally design next steps. Again, a multi-lensed interpretation of what happened this year, or what you want to happen in the coming year is critical to protect against getting "yes maam'd/sir'd" in your awareness or strategy. Designing and communicating clear ideas about what happened and/or will happen sets you and your team up for success. Whether you've already reviewed/visioned, are neck deep in it, or are getting started, consider if/how these ideas can help you revisit, pivot, or plan.

What does effective leadership look like to you?

Steps of Courage

Thinking Ahead

Setting The Tone

Effort:Results

Your YTD Review