Adventures in Leadership :: Learning about Yourself As a Leader
I am going to school right now and I have a class I like to call Adventures in Leadership (its actual name is Motivation and Leadership and it is a Psyc. class). We talk about different things in the workforce that motivate people and cause them to become leaders. Mostly, this reminds me of my own job that of a remodeler. Sure, I get to answer mostly to myself, and my customers. If I want a day off, I can take it. I only have deadlines I have imposed on myself really. I let the customer know a date by which I will have their project complete, and I do my best to stick to it, but I always give myself a little wiggle room and that is how I like it.
I recently hired a guy who had been out of work for about 9 months. He is young and eager. He is not very experienced, however. I desperately need the help and am happy to teach him anything he needs to learn. He patiently sanded floors with a drum sander the other day for almost 10 hours, which . . . he had never done! I was thrilled. When I stained them, they looked great. He did a good job.
But I am left to wonder, was that my leadership on how to do it, or his natural ability? Maybe he is just a natural floor sander? This class I am taking about leadership has me questioning everything I do as a company owner. Do I let them take an extra break when I know it will be an extra hour of work? How do I tell them what I want? I am used to leading more experienced guys, who usually end up leading me; I just keep us all on schedule and budget. They do the majority of the decision making when it comes to what they need. Is this new, inexperienced guy a chance for me to learn about myself as a leader?
I will keep you updated on how the new guy does. So far he is exceeding my expectations. The other day I set him to painting the ceilings so we could put crown up and when he was finished he actually suggested he sand the drywall in the bathroom. I have never heard someone ask to sand drywall! I chalked it up to him being sick of painting but when he was done he did put on a second coat, no questions asked. Only time will tell if he will work out and if I can effectively lead him . . . while I teach him the trade.
Note from the hosts: I think Holly poses some good questions here. Any experienced business owners, project managers, foreman, etc. out there, please fell free to leave a comment below. Thanks for reading and BMoxie BMore! jb
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#2 written by Paul 1 year ago
Leadership can be done in different ways, as you said you can lead by example or you can follow more experienced co- workers.
My own experience was a tentative step into being the leader, at first I was shy and held back, then I realized that wasn’t leading so I took possession of my role and earned the respect and cooperation of people.
To keep it simple I ask myself if I’m being a boss or a leader, the boss makes people do things and the leader get people to want to do things. -
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Great introspection, Holly. The “is it nature or nurture” question continually intrigues me, and usually I think the answer is both. Clear expectations, patience, and guidance from one side, and motivation, willingness, and common sense from the other side are important. I hope he works out for you- it sounds like he’s off to a good start.
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Hi Holly. In my opinion, the best leaders have a way of leading subtly. Sometimes this might result from “leading by example”, perhaps other times by virtue of the fact that the person leading has a positive reputation of past success, or maybe as someone with very novel ideas or perspectives that cause people to want to be involved in their project. From all that I’ve read, you seem to be doing an excellent job leading these folks. It sounds like they are doing a good job because you inspire them to do so. At the same time, I can easily understand some one in your position occasionally experiencing some uncertainty or uneasiness. “Is it me? Or do are these guys just do a great job because they are highly skilled, self-starting, etc.?” Well, most often its the mixture of both the leader’s talents and the skills of those being led that result in success. But no matter how good the crew, they’d accomplish nothing without positive, inspired leadership. So it sounds to me like you’re doing great! I’d say keep doing what ever it is your doing and enjoy the win-win success for all involved in your project.
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This was exactly what I needed today!
Holly, I think that you put two very important words describing your new hire, young and eager. I don’t have as many years in the home biz as most of my colleagues, but anytime a young and eager employee comes along, the opportunity to lead them to great things is much better than if you end up with an older and “set in their ways” employee. Not ageism at all(cause I’m still a young ‘un), but remember how you felt when you first started remodeling… that rush that you feel when you knew you did something exactly how it was intended, standing back and seeing your work almost as art.
It’s important in my opinion, that you encourage that “rush”. I am not a “praiser”, but have had to become one in order to lead my teams. When you set those expectations at the beginning, you are leading that fresh mind to crave that finished product. Slackers quickly forget the magic of a well-finished space.
I think you’re doing exactly the right thing. Great post!
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Holly,
I really liked today’s piece.
It sounds like you’ve found a diamond in the rough.
Someone who enjoys to work and respects the job and the leader/boss – employee relationship.You are obviously doing something right and with more time and tutoring it appears you could have a great find in this young man.
If he decides to move to Atlanta have him look me up:-)
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So far he is working out great! I have kind of taken him under my wing, so to speak. I am teaching him the lingo, how to take care of the tools, and the correct way to do things. My partner Michael is free to do his thing while I work with our new guy (Isaiah is his name).
My other guys are really not employed by us, but are more or less subcontractors. However, they might as well work for us because we are always the ones with the work. They have been in the biz a lot longer than I have, but I am the project planner and the estimator…so I make the budget and the rules for the project. I also do all the communicating with the customers because they like my approach the best (maybe because I am a woman and I don’t get all technical on them).
Michael has the management background, but usually the project is mine because I know what the customer wants and I plan the whole thing out, so I feel like I do play a leadership role in the company. Michael is also a little harder on the guys and I am usually the first one to praise a good idea or a good job. The guys that work with us always seem to loose money on the jobs they do on their own and go way over the time schedule. So maybe I am doing something right.
Isaiah is our first “employee” per say, and with all the recent work we have had he has been putting in the hours, no complaints. I don’t want to work him too hard because he doesn’t have a stake in the business yet, so he shouldn’t have to pull the 15 hour days that I do, but maybe sometime soon when he gets some experience, we will give him more responsibility and a pay raise!
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Holly, jb, and b,
I’m catching up on some overdue blog reading this morning and Holly’s contribution really stood out.
Holly, you are to be commended, first, for simply asking what “leadership” is? If it was easy to do there would be no need for university courses attempting to teach what I believe is partially learned and partly innate. Teaching, perhaps, give pause to ask the key questions…like you have and continue to do.
From your writings it appears that you already possess some great leadership ability, taking the matter as seriously as you do and considering the impact you have on others will ensure your success.
In the case of Mr. young and eager…perhaps leadership is simply mentoring…being there to instruct on skill, help prioritize, and confer philosophically of what successful completion is. Otherwise, get right out of the way.
For others, alternative approaches may be better.
Nice post.
Thanks,
Mike
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Holly, you may find that the “new guy” will bring more of your leadership out. I have a suspicion that you wouldn’t be where you are without great leadership. You mention that the guys lead you sometimes. I doubt that is the case. You’ve obviously developed a culture that allows employees to give input…that was a leadership decision that seems to be working.
Good luck with the your new hire…it may work out that he’s got some great raw talent and will turn out to be your lead crew member (it’s happened here at our shop).