You Can’t Achieve Your Goals Without the Right Support
In our daily quests to achieve our goals, it is clearer more often than not that we need a hand to push us whenever we feel reluctant to carry on. Being surrounded by the right people who give us the so much needed advice in times of despair means a lot in propelling us towards whatever we set out to achieve. Support can be in many forms. We can have our own self-support groups which motivate us to change our habits, learn new things, or even plan on the future.
However, there are also times when we take others’ support for granted. The colleagues or friends that we often go to when we have had a bad day are an example of the support we have around us, but we rarely recognize how much they help us. But there is still the question of how can we handle our own problems if we keep running to others for help? Or rather, how can we take the bull by the horns instead of waiting for our managers or organizations to do it for us?
As leaders, regardless of styles of leadership, some things come out clearly when cultivating and realigning networks of support in the organization. Here are some of the steps taken.
- Get into the right mindset. Start by addressing the resistance to moving forward. For instance, take into consideration others’ perceptions and adjust to them to make yourself a better person. Besides being a competent leader, there is also room to become a strategic, agile learner. Being a caring leader is not enough in creating support networks in your organization. Other skills such as being decisive are equally important.
- Define what you need. As a leader becomes more receptive to the idea of network support, they should also consider what kind of support they need. Below is a list of the types of support a leader might consider having:
The expert: Even as a leader, there are always people who have more expertise than you. Embrace these people and get to learn from them!
The sausage maker: Have someone you can have an open discussion with on the nitty-gritty details. This way, you will have an idea on how to clearly articulate your conviction and vision to members of your organization.
The role player: this person will help you to practice in advance so that you can find the right framing of the communication you intend to make to the real audience.
The mirror: this is the person who can clearly tell you what they honestly think without holding back.
The cheerleader: this is the person who encourages you towards keeping your motivation alive.
The safe harbor: these are the people you can freely share your thoughts with without the fear of judgment or retribution.
- Determine who fits the bill. Only select the right people who can fit the roles you have set out. For the role of the mirror, for instance, pick someone who hands it to you right without any fear or favor. Likewise, to build a stronger executive voice, you would need more support in the way of cheerleader, role player, and sausage maker.
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