The REAL Secret to Exponential Growth and Success
Chances are, if you’ve been in the corporate world for some time, you’ve heard the saying “you’re your only advocate.” Such a sad and uninspiring sentence.
Well, I think very differently. We profess to be the most evolved in the animal kingdom. This gives me hope that we can all thrive, even if someone is uncomfortable using their voice. One of the ways a leader can ensure her team thrives, and the organization consistently achieves new levels of success is to advocate for them before they need to ask.
You don’t need to wait years to see what individuals have achieved before recognizing them with promotions and better compensation. As leaders, we need to be more proactive so we can create greater longevity when it comes to the success of our teams and organizations. While many leaders expect their team members to take ownership and additional work, leaders in turn need to be more focused on the development and aspirations of their people.
I was lucky to lead a team of talented, hardworking and kind teammates. In our one-on-one meetings, I’d spend most of the hour giving them examples that showcased their strengths, and what they could do to grow. I focused on leveraging their interests and strengths, rather than correcting perceived weaknesses. One of the beauties of a team is bringing together complementary skills and interests, so the group achieves extraordinary results together.
Your people need to look forward to their own growth as much as the company’s growth. I believe a company’s success is tightly linked to the growth and success of its people. You can’t be as successful as a company if your people are not successful. But, you can bet if your employees are improving and growing, then your company will definitely be successful.
Here are 4 steps to be an advocate for your teammates:
1. Always be there for them
Your first responsibility as a leader is your team. There is nothing, no project, or task more important than them. They will do their best work and give 120% when they feel supported and empowered by you. The phrase “my door is always open” needs to be backed up by the willingness to put most other things down when someone wants to talk to you.
2. Bring ANY accomplishment of your teammates, large or small, to your manager’s attention
If you receive a complimentary email about someone on your team make sure to forward it to your manager. This brings a positive focus on the person, and to your job as a manager of people. Also, it gives your manager concrete examples and context in the moment. Something very important for future promotions/talent considerations. It’s the same if you get a call or have a positive interaction with one of your peers about your teammate. Showcase your team any time you can!
3. Tell them you have been advocating for them and how
Don’t be afraid of telling your teammates that you’ve been advocating for them behind the scenes. Even if it does not end up with a concrete result, they will see you’ve been proactive and have cared about them. Communicating your intentions is important. They will really appreciate it and their trust in you as their leader will grow.
4. Fight for them
Fighting for your team takes advocacy to the next level. You want to be reminding your manager often about your plans for your superstar teammates. Communicate their aspirations and how you’d like to help them get there. If needed, don’t be afraid to point out the risk of losing talent in this competitive market. Over time you will be admired for your perseverance and support of your people. As a leader, their development is your primary role. And if that’s not the case, perhaps you’re not in the right role yourself.
As a final observation, not every manager should be a “people manager”. But EVERYONE can be a leader whether you have a team or are an individual contributor. Your impact as an individual contributor is extremely important and valuable. Cultivating a leadership mindset and skills in everyone is the REAL secret to propelling any organization to success.