5 Shifts to Help You Focus on Doing More of What You Love

As a leader-facilitator that inspires possibility, part of your role is to enter with a sense of possibility so you can recognize what’s possible with others and help them see it and believe it for themselves. What that means is that you need to let go of what you have traditionally done as a leader, and instead shift your role to be more of a see-er, listener, healer, supporter. How do you create open space so you can shift your role? Here are some tips:

1. Delegate. Consider the things you don’t love doing. Who can you delegate those tasks to? Get to know the strengths, interests and motivators for others and tap into them. Who on your team, in your organization or in your broader network could do those things and enjoy them? When people enjoy the tasks, they are more likely to do them well.

2. Hire a virtual assistant. Maximize the benefits of the virtual world and get yourself a virtual assistant to support administrative tasks. Open up your time for other pressing things.

3. Template-ize your work. Shift your role from being the “do-er” to the person who makes doing possible. For example, instead of writing the report, create the template for an amazing report. Even create a model–or sample–for others on your team to use as a guide. Then, pass the task to someone else. Your role is to create the recipe for other chefs. You can hang up your apron.

4. Share your guide. If everything is “in your head” then the full success of the program relies on you. That’s a lot of pressure. Get the program model, procedures, steps, solutions out of your head by writing them down. Create a shared document and give access to others. Is the idea of writing too much? Try Google voice typing or ask someone on your team to interview you and ask you to describe each step, sequence, etc. Use a tool like otter.ai to transcribe and start your guide for others.

5. Be transparent. Invite others on your team to join you in meetings with clients, funders, stakeholders, etc. Ask them to participate and share their perspectives. When the meeting is over, reflect upon the meeting together. Each of you should share your thinking, your approach, why you did/said/behaved as you did and how you are helping move the needle toward achieving your mission. Over time, you’ll build understanding and trust with your colleague and they will be able to represent the organization with the same essential spirit you do.

Want to figure out how you can be more open to possibility in your leadership? Give me a call. And BTW—I know, you’ve got this. It’s gonna be great. ❤️