January 7, 2025 • 17 mins
We’re continuing with the #LeaderSHIFT series on the podcast this week. These episodes are very direct & to the point, where we'll talk about the different challenges leaders tend to face & how to shift into becoming an influential leader who leads a healthy culture & engaged team!
In this episode, I’m sharing how you can shift from being insecure about creating leaders to being impactful in your team’s professional journey!
Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!
www.baproinc.com/ep160
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on "X": @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
In this episode, I’m sharing how you can shift from being insecure about creating leaders to being impactful in your team’s professional journey!
Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!
www.baproinc.com/ep160
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on "X": @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:04):
Welcome to the Culture Building Like a Pro podcast, helping
small business owners and managers lead a company culture where
employees are engaged to do their best work because they
want to and not because they have to. Now, let's
jump start your culture transformation with company culture Strategists, leadership
coach and trainer Deanna Applin.
Speaker 2 (00:28):
Happy Tuesday and Happy New Year. Thanks for listening to
the Culture Building Like a Pro Podcast. I'm your host, Deanna,
and I'm so excited to be back with you. We
are in a new year, which is so bizarre to say.
I know we always say this, but I promise time
(00:48):
is flying by. But I hope that you are rested, rejuvenated,
and ready to tackle this new year to accomplish all
of you your personal and professional goals, especially when it
comes to leadership, and to kick things off with those
leadership goals that you have, we are going on strong
(01:11):
with our hash tag Leadershift series. These episodes, we're going
to be talking about the common challenges that we face
as leaders, the ones that don't get talked about enough,
and how to overcome them. But more importantly, we are
going to dive deep into how you can shift into
the level of leadership that creates an impact and influences
(01:36):
excellence among your team. And while we're talking about these
leadership goals that we set for ourselves every year, I
want to let you know that one of my goals,
if not the top goal that I have for this podcast,
is for us to go even deeper and to create
more of a meaningful impact and see transferm in our
(02:01):
leadership journey, our practices, and with our teams. So to
do that, you'll see as we continue on with our
episodes here that we're going to talk about some of
the areas that don't get talked about enough. We're going
to dive deeper into them. Why because we have to
go below the surface to really create change. So I
(02:24):
hope you're ready. I hope that you are saving episodes,
taking notes, downloading the show notes, and doing everything that
you need to do to be not only actionable with
what you hear on this podcast, but deliberate and consistent
and almost relentless when it comes to your efforts to
(02:46):
strive for excellence and transformation personally for you as a
leader and also with your team. If you've listened to
this podcast for any length of time, you already know
that I help new leaders and even leadership teams. Through
leadership coaching, I help transform cultures from toxic and dysfunctional
(03:10):
to healthy and thriving. And I also do some professional
development training and consulting with leadership teams. And in that work,
as you can imagine, I meet a variety of different
types of people, different teams, different challenges, but I'll never
forget one time, in particular, I was working with a
(03:32):
team of leaders. We were discussing some of the challenges
that they were facing overall with the team, and also
what their goals were in terms of culture transformation, what
they wanted to focus on to change, and things that
they wanted to implement. And there was one lady. When
(03:53):
we were talking about what they could do and how
they could shift their focus and their practices to create
more leaders from their team based off of competency and
investing in growing and strengthening their teams, she was very
vocal about the fact that showing her team how to
(04:15):
essentially do better in their work was a good idea
because she felt that it would be a threat to
her job, meaning that if she showed someone on her
team how to do their job well and how to
basically be a leader that they would in turn end
up taking her job. And I thought that this was
(04:37):
so interesting. But what's even more interesting is that that's
not an uncommon thought process for people. Eventually, I started
to hear a similar sentiment from others who felt the
same way. And I want to debunk this myth that
if you build up a great team and truly invest
(04:59):
in your people, that they will then come for your job.
So in this episode, we are going to talk about
how you can shift from being insecure about creating leaders
to becoming impactful in their professional journey. If you remember
nothing else from this episode, I want you to remember this.
(05:21):
Creating more leaders doesn't threaten your job. It actually validates
the value and impact that you have in it. I'm
gonna say it again just in case it didn't resonate
the first time. Creating more leaders doesn't threaten your job.
It validates the value and the impact that you have
(05:45):
in your job. Believing that your value is tied to
knowing everything and your team relying on you for every
little thing is a myth. And not only is it
a myth, it is very dysfunction and it doesn't lead
to the outcome that I'm sure you want for you
(06:05):
and your team, which is high performing results, productivity, growth,
efficient processes, problem solving, all of the good things that
we want our team to embody. Having them rely on
you for everything without you adding value to them to
help them to stretch them, essentially to grow, is going
(06:28):
to be counterproductive to everything you want as a leader.
The thing about this is that if you have this mindset,
which honestly, as I mentioned, is not uncommon to have.
In fact, in today's time, you may hear the term
being a gatekeeper often, and that's basically someone who has
(06:51):
access to something, or has the answers or anything of value,
and they hold it to themselves. They don't want to
share it with someone else because they don't want the
next person to have what they have. That's essentially what
you could be doing as a leader if you feel
that effectively training your team will position them to take
(07:13):
your job. So what we're going to do is talk
about not only how you can overcome this mindset, but
we're also going to talk about the reality behind it. First,
I want you to get clear on the source of
this fear, because it truly is a fear. It's a
fear of something being taken away from you, i e.
(07:37):
Your title, And in order for us to overcome this thinking,
we need to get to the source of it. Where's
it coming from. If you feel that your job will
be in jeopardy if you develop your team into leaders,
then your issue is likely deeply rooted and how you
feel about the quality of your work. I know that
that's probably not what you we were expecting to hear.
(08:01):
But again, we're getting deeper and we're diving into the
root causes of a lot of the problems and challenges
that we're facing. So just think about it. Oftentimes, if
we feel that we aren't doing something well, we may
think that we're gonna get found out or the whistle
is gonna get blown, somebody is going to recognize that
(08:23):
we aren't doing as great of a job as we
should be. And many times that's because we probably know
that we aren't doing the best quality of work that
we could be. This could be a reason why you
have a fear that your team could do your job
better than you would. Another aspect of this is imposter syndrome,
(08:45):
which is a very real thing. This is another term
that over the years has become very popular and it's
because it shows up in ways that we may not
even notice, or ways that we aren't aware of because
we haven't taken the time to reflect on why we
feel certain ways. So, for example, if you aren't familiar
(09:08):
with the term imposter syndrome, it essentially means that you
may be at a certain place in your life or career,
have a certain role, a title, and you have these
thoughts that you aren't good enough, you're inadequate, you're not
really supposed to be here, although the work you've put
(09:28):
into it and the facts of why you ended up
where you are say differently, there's evidence that shows you've
actually earned where you are, But inside of you, you
question everything because you don't feel like you're good enough,
and you feel like at some point somebody is going
(09:48):
to wave the flag and shine a spotlight on you,
to showcase things that maybe you aren't the best at
and prove that you shouldn't be there. Ultimately, the imposter
syndrome is something that happens internally, and like I mentioned,
there may not be any proven evidence, any facts that
(10:08):
support why you think you shouldn't be where you are,
but these thoughts can essentially hold you captive, and it
can create fear. Fear of missing out, fear of being
found out, fear of losing everything. This could be a
reason why you may feel like if you pour everything
(10:29):
you have and really show your team and invest in
them how to not only do their job well, but
enhancing their leadership skills and developing them as leaders, that
it could be a threat to you. So we have
to be honest with ourselves about the source of where
this fear is coming from. Next, I want you to
(10:50):
focus on leading with influence and not ego. I talk
about this a lot on the podcast. If you are
a listener, I know you've heard me say this several
several times. But simply put, you must strive not to
be self serving, but to serve. Having the role of
a leader is an honor and it is something that
(11:11):
should be earned. And if you're in that role, you're
there for a reason. But that reason isn't for your
own gratification. That reason shouldn't be just for you to
have the title. Leadership is about influence and creating an impact,
and in order to influence, you must be of service
to your team, meaning removing obstacles from their path. Understanding
(11:35):
what they need from you as their leader and what
they need to be able to do their job well.
And it also means that you are put in position
to help your team become better professionals and leaders. That
is a part of being a leader. If you find
yourself leading from a place of ego, that basically means
(11:58):
that you're approaching how you lead others from an emotional place,
meaning it's about what feels good to you being respected
yourself as a leader, versus putting yourself in the shoes
of your team the people that you're leading. So, if
you find yourself struggling with this, or perhaps wondering do
I lead from ego or am I leading with influence?
(12:21):
I want you to make note of how you show
up to your team. Are you genuinely approaching from a
place of helping them, supporting them, wanting to provide them
what they need to accomplish the goals that you have
set with them, or are you approaching this from a
place of power? Is it just about you having the title?
(12:45):
Is it only about you getting what you need done
and only having your needs met. If it's the latter,
I don't want you to beat yourself up about it,
but I do want you to get very honest about
whether you truly want to be a leader of influence,
and if you do, you can simply start now. There
(13:06):
is no perfect time or right time. You don't have
to wait. It's simply your choice to decide the type
of leader you want to be, the impact you want
to have with your team, and start being of service
to them. And lastly, I want you to get clear
on your leadership vision. Until you know the purpose, you
(13:28):
won't see the path. Why are you doing what you're
doing now? Your leadership vision is different from the vision
of the company that you work for. It's different from
the vision statement of your company. It's different from the
goals that are tied to your performance in your role.
(13:48):
Your leadership vision is solely about what you want to
accomplish and what you want to see become a reality
from your leadership practice. And this is something that is
solely within your control. You decide the type of leader
you want to be and you create that vision. You
(14:10):
decide what the purpose of you being in this role
is and what it means to you, and you can
hold yourself accountable to achieving that. Each of these areas.
These three simple areas will help you to position yourself
to be not only committed to being the best leader
(14:32):
that you can be, but to be confident that you're
leading from a place of purpose and the place that
is not self serving. And when you do that, you'll
see that there's an abundance of growth and transformation and
even opportunities available to you, because a leader who leads
(14:52):
this way won't be without opportunities. A leader who leads
this way will showcase to others that you truly understand
what a leader is and that not only puts you
in spaces and in rooms to excel and to create
great impact, but it plants seeds into the team that
(15:14):
you're leading and helps them to continue to grow further
in their role in their professional journey as well. If
you have any questions about this episode, I would love
to hear from you. You can send an email that
addresses culture at business advocatespro dot com, which is left
in the show notes. And if you enjoyed this episode,
(15:35):
I would love it if you could leave an honest
rating and review about it in Apple Podcasts or wherever
you're listening from and share it. Share this episode with
someone who you feel would benefit from it. Remember that
creating more leaders doesn't threaten your job. It validates the
value and the impact that you have in your job.
(15:57):
Being in a leadership role puts you in a unique
position to be a game changer, a catalyst in the
direction and even the growth of the people who report
to you. No one ever wants to be remembered as
the dreaded boss or the bad boss. But I encourage
you to think about one simple question. How great would
(16:18):
it be and what would it take for you to
be remembered as the boss or the leader who changed
the trajectory of an employee's life and career by example
through your leadership. If you desire to lead with influence
and to be of service to your team, focusing on
(16:40):
that approach and that question and putting your team's needs
into perspective and prioritizing them will help you create an
impact in their lives and in their careers that way,
have a great week at
Welcome to the Culture Building Like a Pro podcast, helping
small business owners and managers lead a company culture where
employees are engaged to do their best work because they
want to and not because they have to. Now, let's
jump start your culture transformation with company culture Strategists, leadership
coach and trainer Deanna Applin.
Speaker 2 (00:28):
Happy Tuesday and Happy New Year. Thanks for listening to
the Culture Building Like a Pro Podcast. I'm your host, Deanna,
and I'm so excited to be back with you. We
are in a new year, which is so bizarre to say.
I know we always say this, but I promise time
(00:48):
is flying by. But I hope that you are rested, rejuvenated,
and ready to tackle this new year to accomplish all
of you your personal and professional goals, especially when it
comes to leadership, and to kick things off with those
leadership goals that you have, we are going on strong
(01:11):
with our hash tag Leadershift series. These episodes, we're going
to be talking about the common challenges that we face
as leaders, the ones that don't get talked about enough,
and how to overcome them. But more importantly, we are
going to dive deep into how you can shift into
the level of leadership that creates an impact and influences
(01:36):
excellence among your team. And while we're talking about these
leadership goals that we set for ourselves every year, I
want to let you know that one of my goals,
if not the top goal that I have for this podcast,
is for us to go even deeper and to create
more of a meaningful impact and see transferm in our
(02:01):
leadership journey, our practices, and with our teams. So to
do that, you'll see as we continue on with our
episodes here that we're going to talk about some of
the areas that don't get talked about enough. We're going
to dive deeper into them. Why because we have to
go below the surface to really create change. So I
(02:24):
hope you're ready. I hope that you are saving episodes,
taking notes, downloading the show notes, and doing everything that
you need to do to be not only actionable with
what you hear on this podcast, but deliberate and consistent
and almost relentless when it comes to your efforts to
(02:46):
strive for excellence and transformation personally for you as a
leader and also with your team. If you've listened to
this podcast for any length of time, you already know
that I help new leaders and even leadership teams. Through
leadership coaching, I help transform cultures from toxic and dysfunctional
(03:10):
to healthy and thriving. And I also do some professional
development training and consulting with leadership teams. And in that work,
as you can imagine, I meet a variety of different
types of people, different teams, different challenges, but I'll never
forget one time, in particular, I was working with a
(03:32):
team of leaders. We were discussing some of the challenges
that they were facing overall with the team, and also
what their goals were in terms of culture transformation, what
they wanted to focus on to change, and things that
they wanted to implement. And there was one lady. When
(03:53):
we were talking about what they could do and how
they could shift their focus and their practices to create
more leaders from their team based off of competency and
investing in growing and strengthening their teams, she was very
vocal about the fact that showing her team how to
(04:15):
essentially do better in their work was a good idea
because she felt that it would be a threat to
her job, meaning that if she showed someone on her
team how to do their job well and how to
basically be a leader that they would in turn end
up taking her job. And I thought that this was
(04:37):
so interesting. But what's even more interesting is that that's
not an uncommon thought process for people. Eventually, I started
to hear a similar sentiment from others who felt the
same way. And I want to debunk this myth that
if you build up a great team and truly invest
(04:59):
in your people, that they will then come for your job.
So in this episode, we are going to talk about
how you can shift from being insecure about creating leaders
to becoming impactful in their professional journey. If you remember
nothing else from this episode, I want you to remember this.
(05:21):
Creating more leaders doesn't threaten your job. It actually validates
the value and impact that you have in it. I'm
gonna say it again just in case it didn't resonate
the first time. Creating more leaders doesn't threaten your job.
It validates the value and the impact that you have
(05:45):
in your job. Believing that your value is tied to
knowing everything and your team relying on you for every
little thing is a myth. And not only is it
a myth, it is very dysfunction and it doesn't lead
to the outcome that I'm sure you want for you
(06:05):
and your team, which is high performing results, productivity, growth,
efficient processes, problem solving, all of the good things that
we want our team to embody. Having them rely on
you for everything without you adding value to them to
help them to stretch them, essentially to grow, is going
(06:28):
to be counterproductive to everything you want as a leader.
The thing about this is that if you have this mindset,
which honestly, as I mentioned, is not uncommon to have.
In fact, in today's time, you may hear the term
being a gatekeeper often, and that's basically someone who has
(06:51):
access to something, or has the answers or anything of value,
and they hold it to themselves. They don't want to
share it with someone else because they don't want the
next person to have what they have. That's essentially what
you could be doing as a leader if you feel
that effectively training your team will position them to take
(07:13):
your job. So what we're going to do is talk
about not only how you can overcome this mindset, but
we're also going to talk about the reality behind it. First,
I want you to get clear on the source of
this fear, because it truly is a fear. It's a
fear of something being taken away from you, i e.
(07:37):
Your title, And in order for us to overcome this thinking,
we need to get to the source of it. Where's
it coming from. If you feel that your job will
be in jeopardy if you develop your team into leaders,
then your issue is likely deeply rooted and how you
feel about the quality of your work. I know that
that's probably not what you we were expecting to hear.
(08:01):
But again, we're getting deeper and we're diving into the
root causes of a lot of the problems and challenges
that we're facing. So just think about it. Oftentimes, if
we feel that we aren't doing something well, we may
think that we're gonna get found out or the whistle
is gonna get blown, somebody is going to recognize that
(08:23):
we aren't doing as great of a job as we
should be. And many times that's because we probably know
that we aren't doing the best quality of work that
we could be. This could be a reason why you
have a fear that your team could do your job
better than you would. Another aspect of this is imposter syndrome,
(08:45):
which is a very real thing. This is another term
that over the years has become very popular and it's
because it shows up in ways that we may not
even notice, or ways that we aren't aware of because
we haven't taken the time to reflect on why we
feel certain ways. So, for example, if you aren't familiar
(09:08):
with the term imposter syndrome, it essentially means that you
may be at a certain place in your life or career,
have a certain role, a title, and you have these
thoughts that you aren't good enough, you're inadequate, you're not
really supposed to be here, although the work you've put
(09:28):
into it and the facts of why you ended up
where you are say differently, there's evidence that shows you've
actually earned where you are, But inside of you, you
question everything because you don't feel like you're good enough,
and you feel like at some point somebody is going
(09:48):
to wave the flag and shine a spotlight on you,
to showcase things that maybe you aren't the best at
and prove that you shouldn't be there. Ultimately, the imposter
syndrome is something that happens internally, and like I mentioned,
there may not be any proven evidence, any facts that
(10:08):
support why you think you shouldn't be where you are,
but these thoughts can essentially hold you captive, and it
can create fear. Fear of missing out, fear of being
found out, fear of losing everything. This could be a
reason why you may feel like if you pour everything
(10:29):
you have and really show your team and invest in
them how to not only do their job well, but
enhancing their leadership skills and developing them as leaders, that
it could be a threat to you. So we have
to be honest with ourselves about the source of where
this fear is coming from. Next, I want you to
(10:50):
focus on leading with influence and not ego. I talk
about this a lot on the podcast. If you are
a listener, I know you've heard me say this several
several times. But simply put, you must strive not to
be self serving, but to serve. Having the role of
a leader is an honor and it is something that
(11:11):
should be earned. And if you're in that role, you're
there for a reason. But that reason isn't for your
own gratification. That reason shouldn't be just for you to
have the title. Leadership is about influence and creating an impact,
and in order to influence, you must be of service
to your team, meaning removing obstacles from their path. Understanding
(11:35):
what they need from you as their leader and what
they need to be able to do their job well.
And it also means that you are put in position
to help your team become better professionals and leaders. That
is a part of being a leader. If you find
yourself leading from a place of ego, that basically means
(11:58):
that you're approaching how you lead others from an emotional place,
meaning it's about what feels good to you being respected
yourself as a leader, versus putting yourself in the shoes
of your team the people that you're leading. So, if
you find yourself struggling with this, or perhaps wondering do
I lead from ego or am I leading with influence?
(12:21):
I want you to make note of how you show
up to your team. Are you genuinely approaching from a
place of helping them, supporting them, wanting to provide them
what they need to accomplish the goals that you have
set with them, or are you approaching this from a
place of power? Is it just about you having the title?
(12:45):
Is it only about you getting what you need done
and only having your needs met. If it's the latter,
I don't want you to beat yourself up about it,
but I do want you to get very honest about
whether you truly want to be a leader of influence,
and if you do, you can simply start now. There
(13:06):
is no perfect time or right time. You don't have
to wait. It's simply your choice to decide the type
of leader you want to be, the impact you want
to have with your team, and start being of service
to them. And lastly, I want you to get clear
on your leadership vision. Until you know the purpose, you
(13:28):
won't see the path. Why are you doing what you're
doing now? Your leadership vision is different from the vision
of the company that you work for. It's different from
the vision statement of your company. It's different from the
goals that are tied to your performance in your role.
(13:48):
Your leadership vision is solely about what you want to
accomplish and what you want to see become a reality
from your leadership practice. And this is something that is
solely within your control. You decide the type of leader
you want to be and you create that vision. You
(14:10):
decide what the purpose of you being in this role
is and what it means to you, and you can
hold yourself accountable to achieving that. Each of these areas.
These three simple areas will help you to position yourself
to be not only committed to being the best leader
(14:32):
that you can be, but to be confident that you're
leading from a place of purpose and the place that
is not self serving. And when you do that, you'll
see that there's an abundance of growth and transformation and
even opportunities available to you, because a leader who leads
(14:52):
this way won't be without opportunities. A leader who leads
this way will showcase to others that you truly understand
what a leader is and that not only puts you
in spaces and in rooms to excel and to create
great impact, but it plants seeds into the team that
(15:14):
you're leading and helps them to continue to grow further
in their role in their professional journey as well. If
you have any questions about this episode, I would love
to hear from you. You can send an email that
addresses culture at business advocatespro dot com, which is left
in the show notes. And if you enjoyed this episode,
(15:35):
I would love it if you could leave an honest
rating and review about it in Apple Podcasts or wherever
you're listening from and share it. Share this episode with
someone who you feel would benefit from it. Remember that
creating more leaders doesn't threaten your job. It validates the
value and the impact that you have in your job.
(15:57):
Being in a leadership role puts you in a unique
position to be a game changer, a catalyst in the
direction and even the growth of the people who report
to you. No one ever wants to be remembered as
the dreaded boss or the bad boss. But I encourage
you to think about one simple question. How great would
(16:18):
it be and what would it take for you to
be remembered as the boss or the leader who changed
the trajectory of an employee's life and career by example
through your leadership. If you desire to lead with influence
and to be of service to your team, focusing on
(16:40):
that approach and that question and putting your team's needs
into perspective and prioritizing them will help you create an
impact in their lives and in their careers that way,
have a great week at
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Cardiac Cowboys
The heart was always off-limits to surgeons. Cutting into it spelled instant death for the patient. That is, until a ragtag group of doctors scattered across the Midwest and Texas decided to throw out the rule book. Working in makeshift laboratories and home garages, using medical devices made from scavenged machine parts and beer tubes, these men and women invented the field of open heart surgery. Odds are, someone you know is alive because of them. So why has history left them behind? Presented by Chris Pine, CARDIAC COWBOYS tells the gripping true story behind the birth of heart surgery, and the young, Greatest Generation doctors who made it happen. For years, they competed and feuded, racing to be the first, the best, and the most prolific. Some appeared on the cover of Time Magazine, operated on kings and advised presidents. Others ended up disgraced, penniless, and convicted of felonies. Together, they ignited a revolution in medicine, and changed the world.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.