Awareness. What comes to mind when you think awareness? Leaders need a heightened sense of awareness. This is particularly important for leaders in order to manage their impact on the people they are working with, guiding and supporting.
I’ve come across a number of examples of young and small companies lately and had discussions with them about when is it right to start developing their teams. And by that I mean when is it right to put money into developing people to improve performance and the way they work together to drive different, better or more results.
In some of my past articles I’ve talked about First-time Managers and First-time Manager Syndrome experienced by Senior people thrust into a leadership role for the first time - or a role Senior to their current role in a new organization. I am seeing first-time manager syndrome more often these days. In my work I’m seeing that the biggest transition is sometimes the most senior person’s transition into their role.
An organization often has to make changes that affect its people. Large organizations have processes and departments to handle the communication around changes. Medium sized organizations also have processes and a few people at least to craft and distribute the communication about the change.
How do you get the message out when you are in a small company without a lot of process and you may not even have people managing the employee experience?
I’m imploring you to get into action!
You have to get something done. You have to show some results. You have to have a work product. It takes action. It takes focus. It could take a leap of faith (if you don’t have enough information). In the end, you have to get something done, complete, finished, handed-over, out the door, off your plate - you get the idea.