{"id":2032,"date":"2017-08-07T01:40:23","date_gmt":"2017-08-06T17:40:23","guid":{"rendered":"http:\/\/ohjames.net\/ohjames\/?p=2032"},"modified":"2017-08-07T01:40:23","modified_gmt":"2017-08-06T17:40:23","slug":"2032","status":"publish","type":"post","link":"http:\/\/ohjames.net\/ohjames\/2017\/08\/2032.html","title":{"rendered":""},"content":{"rendered":"<p><strong>Scaling Yourself as a Leader<\/strong><\/p>\n<p>http:\/\/firstround.com\/review\/our-6-must-reads-for-scaling-yourself-as-a-leader\/<\/p>\n<ul>\n<li>You&#8217;re guaranteed to feel <span style=\"text-decoration: underline;\">overwhelmed<\/span>, <span style=\"text-decoration: underline;\">burned out<\/span>, <span style=\"text-decoration: underline;\">uncertain<\/span>, and <span style=\"text-decoration: underline;\">defeated<\/span>;<\/li>\n<li>Able to scale yourself. Not just your skills, but also <span style=\"text-decoration: underline;\">your energy<\/span>, the way you <span style=\"text-decoration: underline;\">manage your time<\/span>, how you <span style=\"text-decoration: underline;\">delegate<\/span>, how you <span style=\"text-decoration: underline;\">recharge<\/span>, how you teach others, and more.<\/li>\n<li>Energy management:\n<ul>\n<li><span style=\"text-decoration: underline;\">Physical Energy<\/span>;<\/li>\n<li><span style=\"text-decoration: underline;\">Emotional Energy<\/span> (How you&#8217;re feeling at any given moment \u2014 excited, anxious, hopeless, etc. It dictates more than half of your behavior and decision making.);<\/li>\n<li><span style=\"text-decoration: underline;\">Mental Energy<\/span> (The highest order of energy, only achievable when you have the physical and emotional stamina to be observant, perceptive, and focus.)<\/li>\n<li>When these three buckets build on each other, people have a chance to reach what Verresen calls their \u201cperformance-plus\u201d state. Some might call it flow, or \u201cthe zone\u201d<\/li>\n<\/ul>\n<\/li>\n<li>Avoid decision debt:\u00a0<span style=\"text-decoration: underline;\">build structures, processes and rhythms at the company that didn&#8217;t depend on one&#8217;s involvement<\/span>, and ideally would eventually make his presence obsolete.<\/li>\n<li><span style=\"text-decoration: underline;\">Evaluate roles and responsibilities<\/span>, <span style=\"text-decoration: underline;\">monitor the status of high-level goals<\/span>,\u00a0<span style=\"text-decoration: underline;\">plan and prioritize<\/span>, <span style=\"text-decoration: underline;\">manage emerging tensions<\/span>,\u00a0<span style=\"text-decoration: underline;\">reflect on past work done <\/span>to learn.<\/li>\n<li>Internally-referencing: people make decisions based on their own internal standards. They say \u201c<span style=\"text-decoration: underline;\">only you can decide<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">you know it\u2019s up to you<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">what do you think<\/span>\u201d and \u201c<span style=\"text-decoration: underline;\">you might want to consider<\/span>,\u201d as this language reflects how they make choices.<\/li>\n<li>Externally-referencing people seek outside information and feedback to make choices. The language they use includes \u201c<span style=\"text-decoration: underline;\">_____ thinks<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">the impact will be<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">the feedback you\u2019ll get<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">the approval you\u2019ll get<\/span>,\u201d \u201c<span style=\"text-decoration: underline;\">others will notice<\/span>\u201d or \u201c<span style=\"text-decoration: underline;\">give references<\/span>.\u201d<\/li>\n<\/ul>\n<p><strong>Motivating People<\/strong><\/p>\n<p>https:\/\/hbr.org\/2017\/03\/motivating-people-starts-with-having-the-right-attitude<\/p>\n<ul>\n<li>Many leaders don\u2019t understand that they are an integral part of the motivational ecosystem in their companies.<\/li>\n<li>Employees feel valued, trusted, challenged, and supported in their work<\/li>\n<li>When we judge an employee to be irredeemably unmotivated, we give up on trying to motivate them. A vicious cycle ensues, in which our attitude and behaviors elicit exactly those behaviors we expect from an unmotivated employee, which in turn reinforces and justifies our verdict and approach. Everybody loses: The organization is deprived of the employee\u2019s full contribution, the leader acts unskillfully, and the employee grows increasingly disengaged.<\/li>\n<li>He complained of being saddled with an underperforming team member he couldn\u2019t fire: \u201cHe\u2019s basically useless. All I can do is contain him so he doesn\u2019t screw anything up \u2014 and lean on my capable people to get our work done.\u201d The leader gave the employee routine, low-value work to do, didn\u2019t share important information with him, didn\u2019t bother to meet with him, and never sought his input or contribution to important projects. \u201cWhy bother with him? I can\u2019t change him, and I don\u2019t have time to waste on someone who\u2019s unmotivated,\u201d he insisted at first. Through coaching, the leader came to appreciate that these choices, which he initially saw as rational responses to a motivational deficiency in the employee, actually worsened the problem. He realized that seeing his employee as useless was only one of many possible perspectives he could take \u2014 and that it limited his leadership effectiveness. After <span style=\"text-decoration: underline;\">shifting his approach from containment to facilitation<\/span>, he saw substantial gains in the employee\u2019s outward motivation and performance, to the point where the employee became a valuable member of the team.<\/li>\n<li><strong><span style=\"text-decoration: underline;\">I believe that most interpersonal problems that arise in the world, whether in relationships, companies, or nations, come down to the fundamental difficulty humans have in seeing things from others\u2019 perspectives.<\/span><\/strong><\/li>\n<li>When we make assumptions about what employees believe and value, interpreting their behaviors according to our assumptions, we reduce their humanity and their complexity.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.entrepreneur.com\/article\/228886#ampshare=https:\/\/www.entrepreneur.com\/article\/228886\"><strong> Avoid Co-Founder Conflict<\/strong><\/a><\/p>\n<ol>\n<li>Trust, trust, trust.<\/li>\n<li>Don\u2019t be too quick to pass judgment:\u00a0you should avoid jumping to conclusions before hearing his side of the story.<\/li>\n<li>Keep your business and everything else completely separated and professional. Diluting your argument with non-business related issues only trivializes the gravity of the disagreement and serves as a catalyst to conflict.<\/li>\n<li>Make up quickly:\u00a0You need each other, so make up sooner rather than later.<\/li>\n<\/ol>\n<blockquote class=\"wp-embedded-content\" data-secret=\"8ackbbaMum\"><p><a href=\"https:\/\/techcrunch.com\/2017\/02\/18\/co-founder-conflict\/\">Co-founder conflict<\/a><\/p><\/blockquote>\n<p><iframe title=\"&#8220;Co-founder conflict&#8221; &#8212; TechCrunch\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" src=\"https:\/\/techcrunch.com\/2017\/02\/18\/co-founder-conflict\/embed\/#?secret=8ackbbaMum\" data-secret=\"8ackbbaMum\" width=\"580\" height=\"327\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<ul>\n<li><strong>Too little conflict:<\/strong>\n<ul>\n<li>The mistake that my co-founder and I made was in avoiding the dynamics of our co-founder marriage altogether. We rarely spoke directly and honestly with one another. We didn\u2019t stop to reflect on what he needed or I needed. We never sought professional support to ensure the health of our partnership.<\/li>\n<li>embracing conflict and resolving it.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Too many conflict:<\/strong>\n<ul>\n<li>Don\u2019t agree on something? Don\u2019t leave the room until you have a resolution.<\/li>\n<li>Make a list of all of the areas needed for your business. Then figure out who is best at each part, and assign one person to it.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Help:<\/strong>\n<ul>\n<li>T-Group<\/li>\n<li>Co-founders need to be able to trust each other.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Scaling Yourself as a Leader http:\/\/firstround.com\/review\/our-6-must-reads-for-scaling-yourself-as-a-leader\/ You&#8217;re guaranteed to feel overwhelmed, burned out, uncertain, and defeated; Able to scale yourself. Not just your skills, but also your energy, the way you manage your time, how you delegate, how you recharge, how you teach others, and more. Energy management: Physical Energy; Emotional Energy (How you&#8217;re feeling [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0},"categories":[],"tags":[15,158,75],"_links":{"self":[{"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/posts\/2032"}],"collection":[{"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/comments?post=2032"}],"version-history":[{"count":1,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/posts\/2032\/revisions"}],"predecessor-version":[{"id":2033,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/posts\/2032\/revisions\/2033"}],"wp:attachment":[{"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/media?parent=2032"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/categories?post=2032"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/ohjames.net\/ohjames\/wp-json\/wp\/v2\/tags?post=2032"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}