Better Business Results Start with You - How Leaders Learn to Lead Better, Part 3
In this three-part series, we’ll examine senior leadership-types we’ve coached, who, while talented, passionate and experienced, weren’t getting the results they had hoped for. In part 3 of the series, we’ll look at how Joseph got his emotions under control and as a result, helped improve the culture of his team. Click here for part 1, and here for part 2.
Joseph, the Emotionally-Triggered Leader
Joseph was a talented, highly-respected CEO of a medium-sized hospital. Everyone knew Joseph as the “go-to” person. He was enthusiastic, extremely hardworking and good at fixing problems.
But sometimes, Joseph would let his emotions get the best of him when he felt people were not working at their optimum level and not holding themselves accountable for their goals and workload.
This frustrated and angered him to the point that he would often say something unprofessional, which usually compounded the problem and resulted in low morale.
We worked with Joseph to identify what his emotional triggers were, so that he could learn to control them and lead his team with the integrity, drive and vision that landed him the CEO position in the first place.
First, Joseph learned to accept that things were not always going to be perfect. He had previously held onto a belief that if you work to the point that there were no mistakes, everyone would happy -- which makes sense in theory, but isn’t very realistic.
Secondly, Joseph recognized that not everyone could be expected to maintain his high standards. Himself, he was happy working 80 hours a week and working on the weekends. He got a buzz from working that way because he was raised with that style of work ethic. It felt natural and authentic to him.
Through our coaching sessions, he came to terms with the fact that his way was only one of many ways of working, and he began to understand the difference between working hard and working smart.
Plus, he eventually realized how his style of working had impacted his personal life; he was missing out on the lighter side -- hobbies, sleep and spending time with his family.
As a result of his executive coaching experience, Joseph became a much calmer, happier and unifying leader who ultimately led one of the highest-ranking teams in the organization. Plus, his company saved more than $75,000 in recruiting costs due to the fact that his team members experienced a renewed sense of faith in their leader.
What about you? What’s your definition of “hard-work?” Do you observe people on your team and wonder why they can’t seem to get their work done fast enough or with the same quality as yourself?
When organizations invest in the development of their current leaders, the savings is easily quantifiable, and the value that comes from better company morale is priceless.
Contact us at firstname.lastname@example.org to get customized, actionable steps that can help improve your -- and your company’s -- situation.