Over the past 30 years, I have observed many leaders, and discovered their actions often revolve around three themes of effective leadership.
- They challenge people.
- They build people’s confidence.
- They coach people.
Challenge people
Think about the leaders who have made a lasting impact on your life. Chances are, they challenged you to aim higher and strive for greater achievements.
Exceptional leaders recognize the latent potential in everyone. They establish high standards, propelling individuals out of their comfort zones with ambitious goals. These “stretch goals” foster innovation, prompting novel approaches to thinking and problem-solving. Challenges spark growth and learning.
To achieve buy-in, people must first believe that significant improvement is both necessary and possible. Start by explaining why change is essential. Often, it is due to the demands of the marketplace. Customers want more, better, faster! And the competition keeps improving. Staying competitive requires continuous improvement.
It is always beneficial to set a positive example. Continuously challenge yourself to evolve and refine your skills. When you push your boundaries, others are more inclined to follow suit.
What can go wrong? Excessive challenges can induce anxiety, hindering creativity and learning. Instead, you should incrementally increase challenges, allowing for gradual growth. In addition, break down complex goals into manageable steps, so people do not get overwhelmed.
How has your experience with challenging others shaped your approach to leadership?
Build confidence
Think about the leaders who influenced you. Chances are, they believed in your potential and helped boost your confidence.
You can build people’s confidence by:
- Affirming their talents and determination
- Highlighting past successes
- Offering opportunities for greater responsibility
- Empowering people to take ownership
When you empower others, you communicate a clear message: “I trust you. I know you can succeed.” As confidence blossoms, so does the person’s readiness to take on more significant challenges.
Confidence is the fuel that ignites motivation. However, for praise to be most effective, it must be sincere and meaningful.
What can go wrong? Overconfidence can lead to arrogance. You should emphasize the importance of being humble and open. There is always more to learn. Encourage introspection and underscore the value of learning from both successes and setbacks.
What actions have been most effective in building confidence in others?
Coach people
Coaching is another crucial role leaders play.
Think about the leaders who truly made a difference in your life. They likely provided some amount of coaching that helped you grow, develop and succeed. Coaching involves providing direction, encouragement, guidance and feedback.
In some cases, you demonstrate what to do and how to do it. You provide step-by-step instructions. Sometimes, coaching involves asking insightful questions that require the person to critique their behavior and identify more effective techniques. Several of my coaching sessions involved helping the person figure out what he needed to stop doing to be more successful.
Timing is crucial in coaching. It is important to gauge the person’s openness to feedback. Each coaching interaction presents a dual opportunity for growth — both for you and the mentee. Leaders continually gain new insights about themselves and those they guide.
What can go wrong? Some individuals are not open to coaching and feedback. Create interest and openness in the person by asking, Are you open to some feedback? Do you realize you could be more effective in _______? In addition, set a positive example. Actively seek feedback on your performance from others and show appreciation for their suggestions.
What coaching techniques have you found most impactful?
The 3 Cs are interrelated
When people face a tough challenge, their confidence may drop due to increased doubts and fears. They need some targeted coaching.
As you coach people, they feel more prepared. Their confidence increases, making them more willing to take on bigger challenges.
For example, after months of coaching and gradually increasing responsibilities, Mark’s manager saw him grow from an entry-level role to a team leader. Mark’s newfound confidence and skills allowed him to tackle challenges that once seemed impossible.
What can go wrong? Some leaders focus heavily on challenging people but fail to provide the necessary coaching and confidence-building support. Remember: Each new challenge, especially the big ones, often requires some tailored coaching and affirmation to ensure a strong start.
What types of relationships have you observed between challenge, confidence and coaching in your leadership experiences?
Every individual’s path to peak performance is unique. Some require:
- Greater challenges to fully engage their potential
- Bolstered self-confidence to unleash their capabilities
- Enhanced skills and strategies to excel
Your role as a leader is to discern and provide what each person needs to thrive. It may vary in each situation. Leverage the 3 Cs — Challenge, Confidence and Coaching — as your dynamic framework to nurture growth, foster development and catalyze success.
How will you apply the Three Cs to elevate your leadership impact?
Opinions expressed by SmartBrief contributors are their own.
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