There is a big chance that you admire someone in your social environment because you consider her a doer. Someone who always comes up with something new she had done, invented or achieved in any way.
There are the moments when you ask yourself why this person is such a doer while you are struggling over and over again.
You maybe plan to do something and you really get exited by thinking how it would be to enjoy the achievement. Enjoy it that others see you as a doer.
Alas, the bad news is you stop focusing on the goal you had so vividly in mind. You start struggling again and in the end get stressed or even give up altogether. You start thinking that there are some people who are born doers and you are just not one of them.
Frustrating, isn’t it?
Here comes the good news:
The person you consider a doer is struggling just like you but she takes the pressure away. There is just one little thing this person is NOT doing, what makes her a doer. Yes, she is leaving something out.
To make this more understandable read this example:
- Gordon plans to renovate his kitchen. Exited he tells his friends and family about it and off he goes to the mall to buy all the stuff he needs. Everybody is so exited about his plan that Gordon invites them to a party and to celebrate his new kitchen two weeks later.
- Jimmy plans to renovates his kitchen as well. He’s just as excited as Gordon is but he tells nobody about it. Two weeks later he surprises all his friends and family with an invitation to a party to celebrate his new kitchen.
Who do you think can renovate his living room relaxed, without being afraid of disappointing anyone, but most important not disappointing himself?
You’ll agree with me that this would be Jimmy.
Who is under unnecessary pressure because he created expectations from himself and others?
Right, Gordon! He will already be nervous and under pressure before he has parked his car in the parking lot of the mall.
All this because of one thing a doer is NOT doing:
A doer doesn’t announce what he is up to. She’s just doing it and tells about it if she has results to show. This is the only difference.
Even if you hear a person you consider a doer is announcing something and shows the results shortly after that. The secret is often (exceptions of course exist) that she already has a result that she will show you later on. This is the reason why this breed of people don’t seem to worry whether or, not they can achieve what they are talking about. They just don’t announce it.
Try it and it will make you a lot happier because you have a doer within.
Shift From Doer to Leader
Typically, when someone is great at his or her job, what happens? They get promoted. Doing the work becomes a blend of doing, managing, planning, leading and many other things that are new skills to master. You can make the leap from top-notch doer to leader by shifting your mindset from individual contributor to collaborator.
Are you newly promoted or about to be promoted? SHIFT into high gear instead of going full throttle with what earned you the promotion in the first place.
Why do people get promoted?
- High performance in their current job
- Demonstrated willingness to help others on the team
- Time in position or at level
- They applied for a new position that is also a promotion
Why do people fail to make the transition from doer to leader or manager? (here are some of the reasons among many)
- Hoarding of the work and do not delegate
- Telling everyone what to do and stifling all individual creativity
- Do not listen to others ideas and put them out before they can get traction
- They fail to effectively SHIFT their mindset from individual contributor to their new challenge to lead others and inspire others to work together to deliver great results.
SHIFT Your Mindset:
S – Seek to understand. Ask questions! Believe it or not, being an effective Manager or Leader does not mean having all of the answers, it means that you’re the one responsible for figuring it out but you don’t have to do it alone.
H – Huddle with others to create a bigger and better solution than you could conceive on your own. You may have a great idea but when your huddle with others to brainstorm and build on each others ideas, everyone is a part of the process, and they are more likely to have a commitment and connection to the solution.
I – Inform your team and colleagues when you get new information. Keeping critical information to yourself may make you valuable and appear savvier than your team, peers or even bosses but ultimately you are not only responsible for your own success but also the success of your team and organization. When you keep others informed, you can all act in coordination and achieve even more.
F – Feeling at work is OK. Managing and leading is not about being cold or above others. Your job is to make others successful which means being a real person not as the “boss”. Connect, listen, ask about who people are not just about what they’re doing. Creating connection and developing relationships builds loyalty, motivation and shows caring for more than work output.
T – Thank others for their contribution. Genuine, timely and specific praise goes a long way towards motivating and engaging others. Saying thank you and real acknowledgement are two of the best tools in your leadership toolbox.
When you remember to shift your mindset, transition from doer to leader should be a lot less bumpy and a lot more successful for both you and your team.
