Peter Drucker once said, “The best way to predict the future is to invent it.” But how do you help someone prepare for a future that’s being invented for them?
Leaders like you mentor others to make it easier for them to increase their capacity to get things done efficiently and effectively. Too often, this coaching happens too late: After something has gone wrong.
Great mentors and managers help people connect dots. Your job isn’t to have all the answers. Your job is to ask great questions to get them to connect the dots. Ask people these two questions to guide your team to connect their work with the priorities of the company. The first question is, “What do I want to be known for?” and the second is, “Who do I know who I can talk with about that?”
Each of these questions guides them to invent a future for themselves.
When you ask direct reports Question #1, watch them pause and really think. This is the “Legacy” question. Many times people realize that with a slight shift in responsibility, they can increase the amount of time and attention they give at work. By connecting to what it is that they want to excel at; often, they realize the stretch-goal they want to focus on for the next year.
The second question gets them to take action. “Who do I know who…” is a great question to ask. It forces them to review their current community of influencers. When you apply those answers with the answers to Question #1, you’ll find that the emails they send and the phone calls they make are more in alignment with what they're heading toward.
Look, your ability to manage complexity is your leadership advantage. Your ability to manage people grows as you ask questions that connects them with the goals of the organization. Spend a little time to make sure that what you and your direct reports take on is aligned with your greater purpose. And, spend time with the people before they need it. Your time investment will pay
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