Professional Management and Leadership Development blog

Stepping Out of My Comfort Zone

I know I'm working on the right developmental leadership opportunity when it's hard for me hang in there.

I've stepped out of my comfort zone. 

I'm uncomfortable.

If I'm frustrated, if I'm grumbling, if I'm moaning,  it's a good indicator I'm on track. 

If I'm addressing a leadership developmental issue that costs me no sweat, it's not the key muscle I need to be stretching.

It's tempting to back away from the challenge involved in leadership growth and change when I'm out of my comfort zone.  With this attitude I am not likely to develop to the next level.  I have to ask myself, as a leader -

Am I playing it safe?  Am I willing to be step out of my comfort zone?

Have I identified the right issue - can I feel the pain of development?

What's stopping me from trying harder?

What one thing could I do that would help me break trough to the next level?

It Shouldn't be Lonely at the Top

Often the Executive leaders I work with share the "loneliness" of being at the top of the ladder, and how they are called on to  provide support and hope to others even when they're in need of hope and direction themselves.  Leaders often let their own needs for support come last.  This leads to burnout.  Exhaustion.  Depression.  Failure.  Everybody needs a healthy support system. 

For Myself

How well I deal with my own fears, concerns and issues plays an integral part in my ability to be supportive and available to others.  I have to monitor whether or not I'm taking care of myself so that I have the energy and stability I need to deal with issues that come up for others as they grow and develop within their roles within the organization or company project.  There is a direct link between where I am at emotionally and what my availability is for others.

Ask Yourself

How do I take care of myself, emotionally? 

Do I have a support group of friends or colleagues whom I trust with my own feelings and fears and concerns?

If not, what one step can I take today to reach out to someone for support?

Leadership and Storytelling

How often as leaders do we understand the unique motivational needs of others as it relates to providing a vision, focus and direction for the company?

As leaders, our job is to create an environment for folks to grow and develop in professionally.  I like to think of this as a dramatic opportunity - and it is pretty dramatic, really, because the developing leader faces life-or-death survival challenges  - death by customer, death by cash flow, death by no support, and slow, painful death by not having a clear vision or purpose. 

Individuals want a story they can write themselves into.  It's my responsibility - my opportunity - to create and reinforce a story which motivates and inspires others.  If I am not energizing others with a powerful story that motivates them, I'm failing. 

For Myself

I get caught up in my issues.  I often don't take the necessary time, energy or focus to reverse roles and see out of someone else's eyes.  Too often I believe folks should just get it, as it relate to vision, values and mission or our goals.  Behavior is observable - values and vision aren't - I need to communicate regularly and succinctly where we are going and why we exist.

Ask Yourself

Am I clear with my team about where we are going?

Do I connect this to our vision and values?

Am I inspiring or de motivating folks around me?

What is the one thing I can do today to improve this?

Am I ready to do it?