10 Questions for reflection: Are you clear on how you show up as a leader?

Do you feel clear on how you show up as a leader?

A funny thing happens when you become a leader; you go from expert to novice. You shift from doing the most important work to supporting the most important work.

It's easy to assume that your skill to do the work will translate to your skill to lead the work...that you inherently know how to lead and that your team inherently knows what your expectations are.

This can then create unintentional conflict and disconnects (aka a bunch of bullshit to deal with) which then typically costs you more time and energy to work through than the work at hand.

When you're clear on how you lead, you can be clear with your team on what to expect. When you can be clear on expectations, you can get into the flow state of leadership and save everyone a lot of headache and heartbreak...and you'll get shit done!

You don't have to have it all figured out, but getting curious and a bit more intentional can go a long way.

Ask yourself and reflect on these questions:

1 - what may be helpful for your team to know about your background?

Do they know what your journey through the trenches looks like? Don't underestimate that value of making yourself relatable.

You may see yourself as 'in it with them' but it's more likely that they're viewing you as out of touch through the lens of a big ole power dynamic.

2 - how well do you understand how your personality shows up in your leadership?

Do you know how you show up and how others see you? Personality traits that may have helped you excel as an individual contributor may not be the best go-to as a leader.

Use an assessment tool to get clear on how you're showing up so that you can show up they way that your team needs you to. It's not about changing your personality, but you should be aware of it.

3 - how clearly have you defined how/where you work?

Does your team know when you'll be online or where you're going to be working? It might seem like an irrelevant detail but can cause issues if not clear.

Your team might be trying to navigate the mix of their work around when they can connect with you or when you may respond. Make sure they know what you're up to.

4 - how clearly have you defined how/where you expect your team to work?

This is a parlay to the previous point, but does your team know when you expect them to be working? Have you had the conversation directly and explicitly?

Everyone has their own lens of what 'hard work' looks like, so make it easy on everyone and be clear on what your lens is for where work happens and what it looks like.

5 - what communication intention is important to set within your team?

Do you communicate in Slack, or do you prefer to jump on a phone call? Do you want more detail or do you want brevity? Do you want people to be off the cuff or is it better if they are more intentional?

Communication screw-ups will get you every time. When you get clear on what good communication looks like on your team you'll save everyone a lot of hassle.

6 - in what ways are you cultivating relationships with those you lead?

Does your team know that you care? Side note - you should care; they don't have to give a damn about you but you must do what you can to get to know and understand them.

Make the effort to make it known how you plan to show up for them. Do you grab a meal now and then, are you asking them how they're doing? You don't have to kumbaya and braid each others hair though either. Small gestures go a long way.

7 - what does support and development look like?

This is a big one: how and when will you be checking in with them? Do you have 1-1s, will you be providing them training? Do you even know what they need?

People (good people at least) want to work with people that will help them grow and do better at their work. How are you going to do that for your team?

8 - how have you defined what to expect from feedback?

So many people haaaaaaate getting feedback. Make everyone's life easier and make it clear that feedback is important, that you'l be giving it, and that it is important to be open to it.

You can let people know what your style of feedback is. Just knowing what to expect can help many people get comfortable with feedback. And don't forget to give positive feedback for a job well done too.

9 - how are you modeling receiving feedback?

If you're going to dish it you must be able to take it. Your skin should be the thickest out of anyone on your team. A reminder, you too (yes, you) mess up constantly!

When you mess up, perfect! Let your team know....make it comfortable to make mistakes, talk openly about it, and evolve. Build that resilience muscle by sweating yourself. Show them it's what you learn and put into action from messing up that matters more.

10 - what can you do to empower your teams?

It's all fun and games until it's time to fly the nest. Great leaders should set up those they lead to be able to grow beyond their own limits.

Your job is to create the conditions for great work to happen and prosper. You have to let that happen and give your team the space to mess up (with support) and grow. Let them know you'll do this and what it will look like.

What else do you think is important for leaders to clarify with their teams?