It’s a risky proposition to continue to drive your vehicle with the fuel light on and the gas hand on empty. I know “On Empty” is probably not the best word choice for the grammar teachers; however it is a phrase that I think you understand. You can run on empty for a little while, but eventually the car is going to stop. This is also very true for leaders.
Leaders can’t continue to run if they don’t rest, relax, take time off, allow others to pour into them, learn from others, free their mind and refuel. I know this sounds like a novel concept, unfortunately many leaders don’t time to rest and even worse they don’t allow their staff the opportunities to refuel.
If you are a leader and you have the mindset and take the position that I don’t need to rest, YOLO and I can rest when I’m in my casket… you aren’t leading.
Leading on empty! No such thing. If you stay on empty, you are no more than puttering around on fumes all while putting yourself and everyone around you at risk of a train wreck.
What should you do when those around you don’t believe in you?
You should find a different group of people to surround yourself with. If the people that don’t believe in you are friends and family, limit your interactions with them, tell them they’re wrong and more importantly believe n yourself and prove them wrong.
“Some are destined to succeed, some are determined to succeed.” ~H.H. Swami
You tend to become who those closest and most important to you think you will become. Choose those that are most important and closest to you wisely.
Leadership can sometimes be tricky; and by tricky I mean difficult to evaluate the true impact of one’s leadership. Some leaders push people really hard, create an environment where individuals can’t ask questions or challenge the king and results are more important than anything else.
These leaders and leadership environments may produce results for a season, but in the long-run, morale will be negatively affected. Those employees will do just enough to meet the performance expectations and they will begin to plan their exit from that environment when the 1st lateral or better opportunity comes available.
Don’t confuse great performance with great leadership. There are plenty of organizations, environments and teams that have great performance, while the implications of the leadership is devastating to the employees. These teams are generally over-worked, under-valued, under-appreciated, stressed out, carry their work problems home and are flat out unhealthy. Great leadership produces healthy teams.
The best way to evaluate the effectiveness of leadership is to get true and honest feedback from the team. If this feedback is filtered through an independent 3-party it’s even better.
Don’t measure success from performance alone… The best way to measure leadership success is to dig a little deeper and answer this question: “Are my team members happy, healthy, satisfied and excited to come to work everyday?”
Healthy teams are comprised of healthy people and teams of healthy people generally produce great results. Ultimately, it’s the responsibility of the leader to create an environment that fosters the type of health necessary for success.