Volume 2, Issue 5 | June 2018
How Do You Balance Your Leadership & Management Abilities?

Leadership vs. Management. People may see them very differently. Some people use them as interchangeable words, while to others they are separate disciplines which overlap at times. Everyone has their own definition of each.

For our purposes, though, let's consider management as harnessing the systems in our environment and mind of our partners effectively, while leadership encourages their heart and passion. However you define them, you need to make sure both those driving forces are there -- process and passion. It's important to both help and encourage people, while guiding them to be as effective as possible. Are you doing that in whatever capacity it is you serve? 
 
People may argue about which word covers which need. Forget the actual words, though. Are these two areas being covered? Are you encouraging, developing, and guiding those around you? (Leadership) Are you using the right strategy, tactics, and procedures to get others to the best end result? (Management)

In this issue of The Monthly Leader management is considered because, beyond the strength of leadership, there needs to exist the process of how to get things done. The Coach It Out Podcasts cover different angles on management. Quickshots covers the blog post Keep In Mind: You Have To Earn Your Official Leadership Position…Twice. In The Books covers the book Mindset: The New Psychology of Success, and The Self 60 speaks to the item Always Continue Learning.

Remember, this is YOUR newsletter, so reach out and participate by contributing to any one of the  Coach It Out Podcast series. The lessons and stories in each issue are timeless and will always be applicable, so check out The Last Five Archive at the bottom of the newsletter to reference older issues.

As always, feel free to forward The Monthly Leader to whomever you think would find the material beneficial and helpful. Don't hesitate to shoot me an  email if you need anything or have any ideas, feedback, or recommendations regarding any of the content here.

Stay connected on social media by following the buttons below.
All the best,

John M. Jaramillo
Founder and Leadership Coach
Coach It Out, LLC

(Photo by  Rob Symonds)

P.S. - If you didn't receive The Monthly Leader directly from Coach It Out, join the mailing list in the upper right-hand corner of this newsletter.
No shortage of ideas exists in the Coach It Out Blog . From leadership lessons in global or domestic news, business and workplace operations, various ideas are covered.


Although I may work with clients to improve their operations (management) through the refinement and resourcefulness of who they are themselves (leadership), the discipline of management deserves respect. My title may be leadership coach, but I can't take anything away from the fact that, beyond the heart and passion of leadership, without knowledge of management, nothing could get done.
Your Monthly Check-In
Topic: Management

What do you expect in management -- of yourself and others?

How have your management skills evolved?

How do you help others refine their management skills?

How do your leadership and management skills coexist?
Great Reads for
Management

Various Management Skills Needed

Skills for New Managers

Questions for Managers to Answer

Coach It Out's podcasts seek to provide insight, share ideas, and start discussions across four different series.

Check out the introductory episodes for the four series  here .

What would you like to hear about?

What would you like to discuss? Send some ideas.
Episode 11
by Carol S. Dweck, Ph.D.

mindset covers the difference between the fixed mindset, in which we limit and paralyze ourselves because we see the need for the result as more important than the process, and the growth mindset, where we see the benefit of the process, continuing to challenge ourselves to grow and develop beyond what we currently know.

The book supplements leadership development as it challenges individuals to consider how they learn, and how they challenge and develop themselves. Leaders (and managers) can consider this for themselves and for those they lead. For managers, specifically, setting the example of the growth mindset and teaching it to others ensures the workplace always works to evolve and grow.

The book is specifically recommended to anyone who is interested in the art of growth and development. How are we pushing ourselves to get better?
Provides a deeper breakdown of issues, ideas, and concepts covered in the Coach It Out Blog

Episode 15

We need to keep in mind that we always need to continue demonstrating we are worthy of our position. Reaching our goal, such as a new title or position, shouldn't end our development journey. This is especially true for managers.
Provides a deeper breakdown of each of
the items on  The Self 60  list. 

Episode 14

How do you ensure your value is increasing as you go? Never stop learning. Never stand still. Standing still is essentially moving backwards. Always strive to get better. That ongoing growth should be the goal of management performance. But if management won't take on that challenge, each of us should take it upon ourselves.
How Coaching Covers:
Management

The resourcefulness ability of leadership is called up in management development in order to improve the environment and operations at hand. Similar to leadership coaching, thorough self-assessment leads management to refine tools, streamline processes, and harness the knowledge of those available.
General Steps Forward
  • Gather information and data from the environment to determine the current state of operations and effectiveness
  • Determine the ideal state, with goals specifying target performance benchmarks
  • Create action plan to utilize and refine current resources
  • Seek new resources to achieve new performance benchmarks.
What Is The Result?


"we don't need to demonize the leaders who are the subject of many of these responses; they are humans too, and not out to deliberately destroy the lives of their followers. They should be treated with grace, and also empowered to succeed with the proper development."

Have you witnessed these mistakes in your career? Might you be guilty of them as a manager yourself? How have you worked to fix them? You need to be aware of how your behaviors, decisions, and choices, in effect, impact other people. Keep your vision clear, and recognize how effectively (or not) you may be harnessing the roles and skills of those around you. Yes, we don't need to demonize anyone, but everyone should be self-aware to what it is they do and the influence they have on those around them.
End Quote
"Don’t stop working once you’ve reached your goal. People need to see your drive and understand you. People and the organization can also feed off your rhythm and cadence."

This is especially the case within the journey through the management ranks. It's important to not lose sight of the need to keep improving, avoiding complacency in new roles. Like with any other type of development and growth, complacency in this setting can also be dangerous and self-sabotaging. Complacency can lead to one letting one's guard and defenses down, allowing the environment to influence performance, instead of the other way around.

The vision one has of and for their organization should not change as they rise. Maintaining that clarity allows them to retain the full picture of what needs to be addressed and improved. Don't let your viewpoint from your position at any given moment blur the sight of your or your group's longer-term goals.
The Last Five Archive
2018 - May / April / March / February
2017 - December