Are You Frustrated With Your Staff? Try This.

This might be because I’m lacking as a leader, but nothing in my life has been more difficult than leading a staff. Nothing. I’ve run three half marathons, survived the baby years of my twins, and planted a church with no financial backing. Nothing. Not a thing has been harder than leading a staff. The following is something that has helped make leading a staff easier.

If your leadership style is vision casting like mine then this is especially for you. I have ideas on ideas. I am never lacking for an idea. I can see where we need to go. When it comes to staff I drop the vision and then expect them to take the ball and run with it. I found out quickly that most do not take the ball and run. Some don’t take the ball at all. Some take the ball and run in the opposite direction. For the longest time I could not figure out why my staff wasn’t taking the vision that I had clearly given and run with it. I couldn’t figure it out until someone unlocked this idea for me.

People don’t do what you expect, they do what you inspect. So if you want the vision to become a reality you have to discipline yourself to inspect what you expect.

People don’t do what you expect, they do what you inspect. Click To Tweet

How do you do this? That’s a great question. Thank you for asking it.

You do this by casting a clear vision and then checking on the progress regularly. Now, my fear is that I would be a micromanager. I don’t like people looking over my shoulder so I tend to leave my staff alone about projects. The problem is people don’t do what you expect, they do what you inspect. Most people will become overwhelmed by a big vision. Break the vision down into a clear goal and then check on the progress regularly. Here’s how.

How to check on the progress of a vision without micromanaging

  1. Ask, what is working that we should continue doing? For example if the vision is to recruit more kids volunteers then meet regularly and ask, “What’s working with this?”
  2. Ask, what should we stop doing? This is harder on those of us to lead. We may not like the answers we get. This question is important because the people working on the vision need to have a say in how it’s going. If we add something new we have to be willing to stop something. Even if that something is good. Good things often get in the way of great vision.
  3. Ask, what are we not doing that we should? This will help your team thing of solutions and not just problems.

Regularly check in with your team and ask these three questions and you’ll be amazed at how much less frustrated you will be with your team.


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