GUEST POST from Mike Shipulski

If you have to tell people what to do, you didn’t teach them to think for themselves.

If you know one of your team members has something to say but they don’t say it, it’s because you didn’t create an environment where they feel safe.

If your new hire doesn’t lead an important part of a project within the first week, you did them a disservice.

If the team learns the same thing three times, you should have stepped in two times ago.

If you don’t demand that your team uses their discretion, they won’t.

If the project’s definition of success doesn’t correlate with business success, you should have asked for a better definition of success before the project started.

If someone on your team tells you you’re full of sh*t, thank them for their truthfulness.

If your team asks for permission, change how you lead them.

If you can’t imagine that one of your new hires will be able to do your job in five years, you hired the wrong people.

If your team doesn’t disagree with you, it’s because you haven’t led from your authentic self.

If your team doesn’t believe in themselves, neither do you.

If your team disobeys your direct order, thank them for disobeying and apologize for giving them an order.

If you ask a new hire to lead an important part of a project and you don’t meet with them daily to help them, you did them a disservice.

If one of your team members moves to another team and their new leader calls them “unmanageable”, congratulations.

If your team knows what you’ll say before they ask you, you’ve led them from your authentic self.

If you haven’t chastised your team members for their lack of disagreement with you, you should.

If you don’t tell people they did a good job, they won’t.

Image credits: Pixabay

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