Every person has a different behavioural style. Profiling
tools, such as DISC or MBTI, can show you your own skills and what
you need to focus on more.
Improving your team starts from 'diagnosing' your skill &
mindset. Most senior leaders want to display confidence and
communication, yet simultaneously doubt the impression they leave
on others. Working on yourself allows you to better focus on what
you say rather than how.
Common signs of misunderstanding your leadership potential are
not seeing the impact you have on your team or continually
remaining stressed throughout work.
Your cognitive fitness (health while working) is shaped by
influenced outside of work. Separating work & life can be
difficult, so recognise where you can invest your time &
energy. Don't aim at performing high at everything, it can be
impossible & impractical at best. Instead, prioritise what's
important to you and go from there.
Look Out For These Fear Factors
Fear of Self
Fear of Others
Fear of Incompetence
Fear of Ignorance
Fear of Preparation
Fear of Fear Itself
For more Fear Factors tailored to you, ask the Tacticians themselves!
The GUTS Framework
G - Goals & Gains: What is the goal you want to achieve by
overcoming the above fears?
U - Unpack & Understand; What's stopping you from
overcoming that fear and understand the fear behind it
T - Tactics: What are the steps put in place to help deal with
S - Synthesise: Reflect on the experience and feedback. Are you
improving and how can we continue that momentum?
The biggest challenge people face is attempting to see results
straightaway. It takes in-depth thinking & interaction to
comprehensively understand the fear that's stopping you from
achieving your potential.
Luke recommends gathering all the data that's available to
reach a decision on what to do next. Look at exit interviews, your
current work environment and roles around you. Have a transparent
conversation with your manager and ask what they're experiencing
within the team itself to see an insight into what you can do.
Your Team's Behaviour
Behaviour & personality are not as close as you think.
Personalities are much more dynamic than you see at first glance,
and so diagnosing behaviours when recruiting is often used. Having
a consistent standard of behaviours when hiring can help, although
do not recruit solely on certain tendencies or likability.
On top of being able to do the job, your team must hold some
capability of cultural fit and seeing the bigger picture.
Some people are really good at having prepared interviews, and
so the structure of testing for the right person might have to
change. Getting to know how the candidate works, rather than their
output, over a coffee may be a better alternative to find the
skills you're looking for.