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🕶 Stop asking How and start asking Who

🕶 Stop asking How and start asking Who

Raymond White
April 17, 2024

Leading With…

INTRO

I want you to get your dream job.

For some of you this means building a team that grows your business without you. For others it means getting promoted and expanding your impact.

Regardless of what this position is, effective 1:1 meetings with your team should be one of your most potent tools in your toolkit.

Join us for a transformative virtual workshop, Elevate Your Leadership: Mastering the 1:1 Meeting, hosted by Candor. I’m also excited to announce Kelsey Bishop, Founder of Candor, is joining as co-host.

In this workshop, you'll discover:

The power of 1:1s in building strong relationships and driving performance
A proven framework for structuring your 1:1s for maximum impact
And more

I hope you’ll join! 🙂

Now, let’s dive into the lens….

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Stop Asking How and Start Asking Who

As I help my clients scale their businesses and grow their careers. I’ve recently found myself talking about the concept of Who not How often.

"Who Not How" is a book by Dan Sullivan and Dr. Benjamin Hardy that focuses on the concept of shifting from trying to figure out "how" to do things yourself, to instead finding the right "who" - the people and resources that can help you achieve your goals more efficiently and effectively.

The more people in your charge, based on hiring or being promoted into positions where you are responsible for bigger org, the more necessary it is for you to be able to effectively find people to delegate work to instead of attempting to do all of the work yourself. (Even when you are able and capable of doing the work.)

Here are a few key lessons from the book you should apply as people managers:

Hire for potential, not just current skills

When building a team, look for people who have the potential to grow and develop, not just those who already have all the necessary skills. With the right guidance and resources, high-potential employees can quickly learn and adapt to meet new challenges.

You want people with the characteristics you are looking for, being hungry, hardworking and smart.

You can teach them the rest.

Invest in relationships

Building strong, trusting relationships with team members, colleagues, and partners is crucial for effective collaboration and delegation. Managers should prioritize communication, empathy, and mutual support to foster a positive team culture.

But you should also be investing in relationships outside your bubble. The more people you know, the easier it will be to find great talent when positions become available.

Throw parties
Volunteer at your local non-profits
Show up and be engaging on social media

If you are looking for networking tips, let’s chat. It’s one of the things I’m best at.

Delegate and collaborate

Rather than trying to do everything themselves, effective managers need to find the right people on their team or in their network who have the skills and expertise to tackle specific tasks and projects. This frees up the manager's time and energy to focus on higher-level strategy and leadership.

This week’s sponsor, Virtual Gurus, is a great tool for you to use for this.

🕶 If you don’t have anyone reporting to you currently, it’s a great way to get experience delegating.

Embrace a growth mindset

Encourage continuous learning and development for both yourself and your team. Be open to new ideas, approaches, and feedback, and create opportunities for your team members to expand their skills and take on new challenges.

You might feel like you are doing your team a favor by not giving them more work, but some will interpret this as you not trusting them. Also, your team will become more engaged in their work when they are able to use their strengths often. As a leader you will get more out of your team by finding work for them to do that is challenging but in their skillset.

Focus on outcomes, not just tasks

When delegating and collaborating, clearly define the desired outcomes and success metrics, rather than just assigning tasks. This gives your team members the flexibility to find the best approach and ensures everyone is working towards the same goals.

So remember…

By shifting their focus from "how" to "who," and building a strong, collaborative team, people managers can achieve better results and create a more positive, productive work environment. The key is to invest in relationships, empower team members, and continuously learn and adapt.

Next week I’m focusing on delegation. Thanks to everyone out here joining the Leader’s Lens journey!

Ready for help with you or your team’s leadership development? Use this link to schedule time for us to chat.

The Events!

Elevate Your Leadership: Mastering the 1:1 Meeting - Virtual Workshop with Jacob Espinoza, Founder of Leader's Lens, and Kelsey Bishop, Founder of Candor.

Leadership is so much easier when you understand how to lead a 1-on-1 that WORKS. When done well, this time invested in your team will help instill trust, develop leadership and problem solving abilities, and ensure your team stay aligned.

Do you want to unlock the full potential of your team members and drive better results?

Join us for a transformative virtual workshop, Elevate Your Leadership: Mastering the 1:1 Meeting, hosted by Candor.