I’m Ling Abson. There is one thing I know for sure…
becoming a more effective leader is the best way to create a bigger impact.
For a long time, you thought you’ve made it when you become a manager or earn the next level of leadership and now that you’re at the next level, it’s not what you expected. You’ve discovered that the skills that got you here won’t help you become an effective leader. You want to increase your own performance and your ability to lead better. You want to increase your team’s productivity and create a bigger impact for your organization. You want to be a leader that your team looks up to and depends on.
You’re having one-on-ones but your advice seems to fall on deaf ears.
Your team knows what they need to do to deliver their projects but they are unmotivated and fail to deliver what was agreed upon.
I get it as I’ve been there, and I know it doesn’t have to be this way.
Through trial and error, and lots of reading and learning from other coaches and mentors, I’ve figured out how to be a great leader but it took me a long time and a lot of stress to get to where I am.
Foundational steps like:
– how to create more time to work on things that matter
– how to work through your blindspots so you’re more effective
– how to deliver difficult feedback
– how to manage tricky team members
– how to motivate your team so their productivity actually goes up
When I first moved into the management role, I was given 3 teams (24 direct reports!) to start, including team members who used to be my peers in the same team. It was quite the bumpy ride!
As there wasn’t any training on how to be a manager, I’ve made countless mistakes. I realized that most of the skills that made me successful as a software engineer were not helping me to become a successful leader. I had to learn how to be effective in my new role from scratch.
I was stressed out every day and doubted myself every single step. I thought to myself, “There’s got to be a better way!” So I started paying attention to the leaders I admired in my organization and started asking them for help. Whenever I find myself in a new tricky situation, I would lean on them and ask for their advice. And it was through failing, learning from those mistakes, picking myself up and trying again that made me the leader I am today.
Over the years, I’ve managed software engineers ranging from interns right out of school to ex-Google engineers. I’ve coached teams of various sizes. I’ve broken up teams and formed new teams. I’ve coached dysfunctional teams with very low trust to teams that are high-performing. I’ve also hired amazing software engineers and unfortunately, a few times having to let others go.
In addition to my experience being a leader, I’ve also obtained formal certifications in coaching to deepen my skills. I believe to be a great leader, you have to understand people and to do so, you’ll need to have a coaching mindset (which can be learned without a fancy certification!).
I’ve learned from a Gallup study that 50% of employees leave because of their managers. And the manager accounts for at least 70% of the variance in employee engagement.”
Despite the shocking statistic, the study by CareerBuilder.com shows that 58% of managers said they didn’t receive any management training.
That’s so mind blowing!
Even though people leaders have a direct impact on team productivity and retention, their training is often overlooked.
It gives me meaning when the work I do can create a big impact. I cannot think of a better way of using my skills and passion to help create more effective leaders who can then go on and create a big impact for their organizations.
Let’s work together to make that a reality for you.