compromising

Do You Have an Accidental Leader on Your Team? — Image Credit: Shutterstock

Do you have a team member who has stumbled into leadership? You know, that person who, because they are talented, has been pushed to promotion at every turn.

This is a problem, because accidental leaders are often elevated without being provided the proper support.

That’s why many of them fail.

How can you tell if you have an accidental leader – and how can you help them to succeed?

Recognizing your accidental leader

You have a team member who has been promoted because they were talented at a functional specialty. Or someone above them in the hierarchical structure has left the business and they have been asked to fill the gap.

But your accidental leader is floundering, now. Even though they have area-specific skills, they struggle with core competencies and interpersonal relationships. They may have a challenge managing multiple pieces, or they have not gained the respect of his reports. This slows down an entire area of operation.

Your accidental leader has a limited shelf life and time is running out.

If you are like most companies, your organization is full of good people in this situation, and their lack of ability is compromising your ability to do business.

How can you turn this around?

The components to successfully developing their leadership is the same, whether you are intervening with one accidental leader or several.

Co-design their 90-day plan.

Work with your accidental leader to outline the focus of their first 90 days. This plan should include targeting short-term wins to build reputation, steps toward long-term goals for focus and traction, important activities for visibility, and key stakeholders to include in their initiatives to build influence. The plan allows you to mentor them as they make progress, pinpointing any areas that require a teaching moment.

Provide the right kind of support.

The accidental leader needs support through formal and informal training. Coursework addressing important elements of leadership such as communication, influence and agility should be included. The new leader should also be paired with a seasoned “buddy” who helps them to learn the ins and outs of being on the executive team, fast-track strategic networking, and serve as a sounding board.

Fast-track their potential through sponsoring them.

You, as seasoned leader, can help them to gain great credibility by being their sponsor (some refer to this as “champion.”) Moving beyond mentoring, a sponsor is an advocate invested in a protégé’s success. Advocacy can take the shape of positioning the accidental leader and opening doors and facilitating career-building opportunities for the new leader.

I help companies implement this approach on both individual and large scales, and the results are remarkable. Top leadership reports higher performance, increased trust throughout the company, and a renewed confidence around taking the organization into the future.

HOW MUCH

DO OTHERS REALLY TRUST YOU?

Learn the two vital parts to trust and how they can help you become a more highly effective leader.

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Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Monkey See, Monkey Do

You probably remember the old saying, “Monkey see, monkey do!”

The reference to monkeys is because researchers have noted that when one monkey sees another monkey do something, it quite often does likewise. So we use this old saying when describing the foolishness of one person mimicking another without thinking.

And although you may think that this occurs only with children, or because of a lack of sound reasoning skills, there is actually a scientific explanation as to why all of us do this to a certain extent without knowing it.

In fact, your ability to lead is probably being affected right now.

How can you identify where this is happening, and stop it from compromising your effectiveness?

First, it’s necessary to understand why we copy each other without realizing it.

We are social beings, and Abraham Maslow’s hierarchy has been revised in recent years to reflect that at the foundation of the pyramid is the need to belong. This means that we are wired and hungry to connect and collaborate as a part of a larger body or group.

To help us do just that, our brains are actually wired to act as “social glue” so that we can empathize and connect. Researchers have observed that the mirror neurons, specialized cells in the brain, facilitate this at a subconscious level.

The problem is, that as we seek to connect, empathize, and to belong, we can meld into larger group dynamics. We can blend into the tribe without realizing it and adopt behaviors and mindsets that don’t serve us well.

Think about it. Reflect on the five people with whom you surround yourself on a daily basis. Not necessarily those with whom you feel a particular closeness, but people with whom you are in contact, such as colleagues, co-workers.

A quick assessment will show you whether you are in the right place or not:

Where are members of your group headed – somewhere, or nowhere? Are these people action-oriented and goal-focused, or are they wishing and hoping their career or life would change?
How do these people govern themselves? Are they values-driven, directional, and proactive – or reactive to and blaming the world around them?
What does the group language reflect? Is there a positive tone, or one of negativity?
What does the group focus reveal? Is the focus on the world around them and how to contribute to make it even better – or are they playing “auditory sitcom,” where they talk mainly about other people and situations?
Who is the weakest link in the chain within the group? Surprisingly, this is the one who has the most power to hold the group right where it is – stuck.

If, after diligent assessment, you see room for improvement, as yourself – what are you going to do about this? You can either sink back into complacency – or move the needle by making some game-changing choices.

Up to you – what’s your next move?

Patti Cotton helps women executives optimize their effectiveness in leading self, others, and enterprises. Her areas of focus include confidence, leadership style, executive presence, effective communication, and masterful execution. With over 25 years of leadership experience, both stateside and abroad, Patti works with individuals, teams, and organizations across industries, providing executive coaching, women’s leadership development, change, and conflict management. She is also a Fortune 500 speaker. For more information on how Patti Cotton can help you and your organization, click here.