Welcome back to Leadership is Feminine! In this engaging episode, Kris Plachy sheds light on a crucial yet often overlooked aspect of running a business: the pitfalls of abdicating responsibilities as a founder. With candor and insight, Kris addresses the vulnerability that arises from handing over crucial aspects of the business and not being actively involved in their management.
Kris highlights the tendency to delegate tasks to others and then disengage, whether it's bookkeeping, graphic design, or other operational functions. She emphasizes the vital role of the founder in maintaining strategic involvement and a clear line of sight into all areas of the business, even when delegating to experts. Kris delves into the potential consequences of complete abdication, such as financial mismanagement, loss of control, and the challenge of replacing key team members who hold all the knowledge.
The episode explores the common tendencies of female founders, especially those from a bootstrapped background, to defer to or feel intimidated by senior hires' expertise. Kris stresses the importance of maintaining an authoritative presence and clear expectations for these roles, ensuring that the founder remains in control and actively engaged. She also addresses the fears and challenges that may prompt founders to shy away from micromanagement and inadvertently slide into complete abdication.
Kris's powerful message resonates as she urges founders to embrace a leadership role, not by doing everything themselves, but by effectively leading and holding all team members accountable to the business's core vision and results. The episode serves as a wake-up call for founders to recognize and rectify instances of abdication that may be leaving their business vulnerable.
"You're still in charge. And if you're in charge, you've got to show up. You have to be present in that relationship."
Defining Abdication Within Your Business: Common areas and roles, recognizing what it looks like, and the consequences it has
Hiring Senior Leaders and Delegating Responsibility: Ensuring understanding of the strategic vision and the results expected
Balancing autonomy: The need for structure and accountability in senior roles
Not Abdicating Doesn’t Have to Mean Micromanaging: Having a plan and not simply abdicating responsibilities
Leading and Managing as a Founder/CEO: Inviting broader and bigger results through leadership
Maintaining presence: Being present in the relationship without needing to know how to do the job
Today's episode of Leadership is Feminine dives into the concept of designing roles within a business as assets, rather than thinking of them as employee possessions. Host, Kris Plachy emphasizes the importance of creating roles that contribute to the business's objectives and results. She highlights the need to think about roles in the company as assets and how this mindset can change the way we create and hire for roles.
Kris shares insights into the responsibility of leaders to hold individuals in these roles accountable for their performance and results. She discusses the need to separate the person from the position, emphasizing that roles belong to the business, not to the individuals. Throughout the episode, Kris stresses the importance of making decisions about roles and people based on clear evidence and expectations.
The episode provides valuable insights into the relationship between businesses and their employees, underlining the importance of creating a culture of accountability and contribution. Kris also delves into the significance of embracing honesty and kindness in leadership, emphasizing the need for clear communication and regular feedback.
Tune in to learn more about Kris's unique perspective on designing roles within a business and how this mindset can transform your approach to leadership and team management! And if you're looking for more information on this topic, head to thevisionary.ceo for further insights. Thanks for tuning in, and stay tuned for more empowering discussions on Leadership is Feminine!
The only reason you should ever have a role is so it's contributing to a result. It's making something happen in the business. I don't think we pay people to get work done. I think we pay people to get results.
Designing Roles as Business Assets: The importance of designing roles effectively
Clear Objectives and Role Contributions: The distinction between paying for work done versus paying for results
Finding the Right People: The impact of clear role expectations on the hiring process and role fulfillment
Accountability and Responsibility in Leadership: Differentiating between the person and the position
Managing Poor Role Performance: The need to address poor role performance without making it personal
ONE HOUR LEADER Transform your current team into the million dollar self-directed team you wish you had in as little as one hour per week.
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In this episode, Kris Plachy dives into the complex dynamic of promoting employees into management positions and the resulting challenges. Kris unpacks common issues faced by businesses as they transition from small teams to larger management structures. She candidly explores the struggles of transitioning from being an individual contributor to a manager, and details how new managers can unknowingly cause discomfort among their former peers.
Kris emphasizes the importance of investing in management training and the significance of developing leadership skills. With real-life examples, she highlights the impact of mismanaged leadership on employee retention and the overall health of the organization. Kris also offers a thought-provoking perspective on the need for clear communication and leadership frameworks to navigate these transitions effectively.
The episode provides an insightful look at the complexities of leadership transitions and emphasizes the need for intentional development and support for managers within the organization. Kris's direct and relatable approach offers a refreshing take on the nuances of leadership development and the impact of effective management on a company's success.
“You can't assume that if they've worked for you for 12 years, they know how to be like you. And we don't want them to be like you. But we want to be aligned with you.”
Challenges of Managing People in a Growing Company: Founder transitioning to a leadership position
Importance of Leadership Training: The impact of proper management on business performance and culture
Managerial Communication and Expectations: Establishing clear communication and expectations from managers
Analyzing Your Manager's Communication Style and misconceptions about authoritative approach and respect in management
Investigating Complaints About Managers: Assessing the alignment of managers with the founder's expectations
ONE HOUR LEADER Transform your current team into the million dollar self-directed team you wish you had in as little as one hour per week.
Private Subscriber List: Get on the list today! TheVisionary.ceo
In this week's episode of Leadership is Feminine, Kris Plachy dives into the tough reality of losing key team members unexpectedly in your growing business. She acknowledges the emotional toll it takes and provides insightful guidance on how to navigate these challenging moments.
Throughout the episode, Kris emphasizes the inevitability of change in business and the importance of being prepared for it. She encourages listeners to maintain a proactive hiring strategy and always be on the lookout for new talent, even during periods of stability. Kris also urges her audience not to take departures personally, emphasizing that employees won't have the same level of attachment to the business as the founder or CEO.
Kris skillfully addresses the emotional reactions that may arise when faced with unexpected turnover, reminding her audience that they possess the knowledge and capability to handle these challenges. She highlights the need for developing systems and infrastructure to support the hiring process.
An important takeaway from the episode is Kris's belief that despite the setbacks, female founders in leadership roles are fully capable of overcoming obstacles. She urges them not to give up when faced with employee departures, reinforcing the message that they have the strength and resources to persevere.
“We have to have line of sight into our business and know what our mitigation plans are if anybody quits. We have to have a hiring strategy that invites us to always be hiring. Always be nurturing your next best hire. Always be looking for them.”
ONE HOUR LEADER Transform your current team into the million dollar self-directed team you wish you had in as little as one hour per week.
Private Subscriber List: Get on the list today! TheVisionary.ceo