33: 5 Things I wish I had implemented sooner to become a Limitless Leader

In Australia, we’re now working in a full hybrid working environment. A number of my clients have people in the office and a few from home, others with a staggered roster, and I know some companies who have employees who are all walking from home.   So, quite a mixture of what workplaces are experiencing – [...]

In Australia, we’re now working in a full hybrid working environment. A number of my clients have people in the office and a few from home, others with a staggered roster, and I know some companies who have employees who are all walking from home.  

So, quite a mixture of what workplaces are experiencing – and while there has been a somewhat shaky start to the year, I do feel there is a little more normality coming and people beginning to accept this new working world we live in. 

I’ve been frequently interviewed on tv and podcasts and have been sharing key insights that I wish I had implemented more when I was in a pure leadership role – to become a Limitless Leader. 

So, on today’s podcast I’m going to share these with you as they tie in to a lot of the problems and challenges that a lot of our clients and leadership teams are having of late.  

Here are three reasons why you should listen to the full episode: 

Learn the 5 things I wish I had implemented sooner to become a Limitless Leader. 
Reframing your understanding of delegation when it comes to becoming a Limitless Leader. 
Why sharing your vulnerabilities and asking for help is key to becoming a Limitless Leader, and more. 

ADDITIONAL RESOURCES:

www.ReneeGiarusso.com/programs  
Limitless Leaders 90-Day Program 
www.GiftMindset.com  

 

EPISODE HIGHLIGHTS:  

 [0.41] In Australia, we’re now working in a full hybrid working environment.  

[1.17] Here are the insights I wish I had implemented more when I was in a pure leadership role, which are relevant to the problems and challenges that a lot of leadership teams are experiencing.  

INSIGHT 1: DELEGATE MORE OF THE TASKS I LIKED DOING 

[2.03] Too often we hold on to the things that we like to do at work. 

[2.23] If we can let go of something, we like something that we're good at, even temporarily, and give that to someone else, we're going to be empowering and growing them. 

[3.07] So, delegate what you like doing, not saying throw everything to everything you love at work to someone else, it could be a particular part of your role, it could be running a brainstorming meeting, it could be going to an association event, let someone else go and share that with the team. 

INSIGHT 2:  BE AWARE OF TIME VAMPIRES 

[3.09] What I mean by that is the situations and the people that can drain our energy and drain our time. I think especially if you're an early leader, or you've taken on a new leadership role.  

[3.35] It's easy to want to please everybody. But that's at the expense of your headspace, your energy and your time 

[3.42] So, do a little bit of a tally on what situations and what particular people sort of drain your time and how you can leverage those relationships and situations better to serve you 

INSIGHT 3: ASK FOR HELP 

[4.01] I still find this challenging because in what I doing work and in life. And I think my purpose is, is to help grow others and be there for others. So I sometimes forget to ask for help. 

[4.19] The more we ask for help, the more we're actually giving other people a chance to share their skills or share their expertise, or feel good about helping us. So ask for help. 

[4.34] I know a client I was with only this morning is literally running on a treadmill almost on the edge of burnout. I said to him who could help you. And the word ‘help’ just didn't fit in with his vocabulary. I said, who could you get support from? So it's a bit the same as having a good support network. Go to who could give you some help, that if you're in a leadership position, create a bit of a master plan. 

INSIGHT 4: CREATE A COACH CENTRIC CULTURE – ASK DON’T TELL 

[5.15] Early on in a lot of leadership roles, I was telling more than coaching. A lot of us do that. And it's pretty self-explanatory. It feels easier, a lot of the time to just give people the answer.  

[5.29] But the issue with that is, they're going to come to you for everything. So give people the answer if they're really stuck. I think it's really about just saying to people, who else could you speak to about this? What have you thought about? What would you do if this was your business? 

[6.12] So just some really good questions, get other people to think for themselves, pause, and then input or respond if necessary. 

INSIGHT 5: SHARE YOUR VULNERABILITIES 

[6.27] Those of you that are following me and look at a lot of the contributions I make across my work. I wish now when I look back, I'd had more of what I call a gift mindset.  

[6.40] So try not to be the perfect leader and make sure everything's okay. That actually sharing frustrations, getting people more involved. Even sharing some personal things. 

[6.52] I lost my dad very early on in my couple literally the week, I started my first real job. And I didn't tell anyone for weeks, I look back now and go, Well, why didn't I do that I was young, maybe a bit naive, maybe just felt a bit indulgent sharing. But I think failing to share our mistakes and challenges and successes with our team and those around us is actually selfish. 

INSIGHT 6: TAKE THE TIME TO UNDERSTAND WHAT LIGHTS YOU UP 

[8.08] In my heart of hearts, I know to be true. Don't just do what you're good at, do what you're good at that you enjoy. 

[8.09] Even when I look back was a certain role I had, that was great from a brand profile. And it was a promotion. But it wasn't a role that really fitted my skills or fitted my motivation or energy and the culture of that role wasn't me. 

[8.31] I didn't know that at the time. And I did the job well, that I look back now. And I go, did I love it. I didn't, I didn't. 

Quotes:  

[2.03] Too often we hold on to the things that we like to do at work. If we can let go of something, we like something that we're good at, even temporarily, and give that to someone else, we're going to be empowering and growing them. 

[7.17] What other are calling The Great Resignation – I'm calling The Great Rejuvination – people want to be appreciated. They want to be heard. And this is a great way to really connect people to you and to each other by just sharing, hey, what was the biggest challenge this week? What happened? How did you work through it? And how can you use those learnings moving forward? 

 

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To leading the future, 

Renée