Do You Have A Leadership Lifeline?

Leadership Lifelines

It’s 10:25 a.m. on a Thursday.  Your calendar indicates that you have a meeting with your boss at 10:30 in her office to update her on an important company project.  You grab a pen, your notepad, and a printout outlining the status of each open item.

Walking into her office, you immediately realize that the meeting agenda will be different.  Sitting next to your boss is the Human Resources Director.  Your boss says, “Sit down. There’s no easy way to say this, but your position has been eliminated.”

You’re not sure whether they see you gasp for air.  The sharp breath you take is to try to slow yourself down.  You feel heat rushing up into your face like lava erupting from a volcano.  Your heartbeat feels like you are running as it begins to pound faster.

You don’t even hear the rest of the dialogue. You stare blankly as your boss exits the room, and you are left with HR and a stack of paper.

 

“Facing your fears robs them of their power.” -Mark Burnett

 

What are you going to do?

 

The Stress of Losing a Job

Losing your job rates as one of life’s biggest stressors.  That stress ratchets up dramatically if you have little or no savings.  But it’s not just about money.  For many, it’s also about identity.  Losing friends and colleagues, and feeling ostracized, are also contributing factors.

And in most cases it is a blow to self-esteem.  Often your higher-level thinking will lose out to emotions. Change is hard, especially when you don’t control it.

 

“You have power over your mind, not outside events. Realize this and you will find strength.” -Marcus Aurelius

 

After you lose your employment, experts quickly tell you that you need to network.  Because, they will say, the way to a new job is through your network.

  • “Who do you know?”
  • “Who is in a position to help you?”
  • “Who are the most influential people in your network?”
  • “Who will you ask to be references?”

I have been both the recipient and the originator of networking calls. If you are looking for a job, you are inevitably going to call everyone you can.

Because I have a large network, most months I receive several calls or emails from people looking for work.  I truly feel for these people. I understand the challenge.  It’s stressful. Earlier on, I tried to help everyone.  Now, though I try, I just don’t have the time or bandwidth to help most people. That’s difficult for me because I want to help every person that I possibly can in these difficult situations.

 

“It’s not stress that kills us, it’s our reaction to it.” -Hans Seyle

 

Common and Uncommon Advice

Advice you will often hear: Network. Build your connections. Meet people at industry events. Become an expert in your field.

Here’s the advice you don’t often hear:

Leading The Internal Talent Wars

The War for Talent

Every day there is a war for talent.  When the economy is roaring, the war gets a lot of attention.  Human Resource departments will circulate reports about the hot market.  Reporters jump into the fray with articles warning executives about the market.  Managers quickly realize that the market is hot, not only because of the articles, but also because recruiters start calling more often.

“A great person attracts great people and knows how to hold them together.” Johann Wolfgan von Goethe

 

No company wants to see the best people leave for other opportunities no matter what the economy is like.

Winning the talent war is a complex goal combining leadership, culture, opportunity and other intangibles.

The war for talent happens every day, in every economy, and inside of every organization.  It doesn’t just happen when the economy is expanding, nor in the hot sectors like technology.  It rages on everywhere, in every organization, continuously.

Instead of looking at companies battling for talent, look at it from a different perspective.  Consider the talent wars raging INSIDE the organization.

Step back from it all, and be on the alert inside of your company:

 

Watch the leaders who attract talent.

 

Yes, leaders who attract outside candidates are worthwhile to watch.  More interesting is to see if a leader attracts talent from within the company.  That means that the manager has created a unique environment, a culture that is worth watching.

 

Watch the leaders who send the talent.

 

Some managers are especially good at sending leaders.  This means the person or group may be especially good at developing next generation leaders.  As a result, the manager ends up with raving fans throughout the organization.  Study this person’s methods and replicate the success.  Leadership is not about direct control but about influence.  This manager’s influence is likely growing faster than others.