959f4ea6

Own Your Greatness

Fri, 12 Jul 2024 16:11:53 GMT

Own Your Greatness

Confession time - Netflix has sucked me into some pretty dramatic reality television as of late.

On one particularly spicy episode of Owning Manhattan, Ryan Serhant spoke about the choice we have as leading players in our personal and professional lives.

He said something to the extent of “You have a choice. You can spend your time being so focused on needing to be noticed for being great or you can be so great that it is effortless to be noticed.” (words may have differed slightly, same sentiment)

That got me thinking - how many times have you obsessed or had anxiety over being overlooked for recognition? Has it ever stopped you from accomplishing something else, something greater?

I know for me, that answer is yes.

But what if we took the power back? Worried less about receiving recognition and more about ME knowing I did my absolutely best work?

Reality is, there are people in your life that will never provide you the attention or praise you’re thirsty for - and, more importantly, that is more of a reflection of them than it is of you or your worth.

Take the power back.

Know your worth.

Own your greatness.

The recognition will come when you stop looking for it. When it comes, it will be that little something extra that puts a skip in your step.

Build Your Own Dream Team

Wed, 03 Jul 2024 17:48:38 GMT

Build Your Own Dream Team

Many of On Deck’s clients are planning for the same thing: HIRING!

Given what we’ve observed in tech over the past 12-18 months, I cannot begin to tell you how excited that makes me to hear. Things can and will turn around, and hopefully hearing the consistent whisper of “Should we hire now?” increases.

I’m often asked what is the top trait, skill, thing to look for when hiring.

My answer is always the same - Hire people who make you better.

If you are hiring to put an ass in a seat, worried about building XX amount of pipe by a certain date, throwing people at a problem, or are hiring just to fulfill a set of skills listed in a job description, you are missing a key opportunity as a leader.

Hire people who make YOU better.

You do not need to and are not able to be the master of everything. That mindset will set you up for failure.

Good leaders acknowledge that they do not need to be the best at everything.

Hire people who:

- challenge you

- make you think about collaborating differently

- want to be empowered and take ownership

Not only will their results exceed expectations, but you will be enabled to focus on what drives the business and your professional growth. Trust me, it is quite refreshing.

Next time you’re interviewing a candidate, include this qualifying question “Does this candidate make me better?”

If the answer is no, move on….

Imposter Syndrome

Mon, 24 Jun 2024 13:12:01 GMT

Imposter Syndrome

Imposter Syndrome - it happens more often than you think. When it rears its ugly head, sometimes there is too much negativity built up to block it out.

Here are some stats:

- 75% of female executives experience imposter syndrome at least once (KPMG study)

- 70% of adults experience imposter syndrome at least once (Psychology Today)

- 1/3 of young people struggle with imposter syndrome (Harvard Business Review)

Our current job climate does not help alleviate the pressure of imposter syndrome, especially when some are looking for their next opportunity for a long time before landing an offer. Having to "sell yourself" to others while competing for a new job is stressful and takes a toll on your mental health. The amount of judgment tied to the job search process is truly overwhelming, and receiving rejection notifications chip away at your self-esteem.

Then you get an offer and start a new job - but it feels like there is a cloud hovering over you. You feel like you’re doing your best at work or in life but never feel like you’re fully hitting the mark. You are your own worst critic, feeling like you’re working 2x as hard to prove yourself or obsess over small mistakes.

You are not alone.

Imposter Syndrome often results in self-sabotage. You talk yourself out of success before you get a chance to try. Failure becomes expected in your mind and that mindset is detrimental.

Let me tell you the honest truth - You are valuable, impactful, and important. Let’s take some baby steps to reset your mindset around your success.

1. Keep track of your wins. Each morning, write down or share at least one win from the previous day - personal or professional. Openly remind yourself of the triumphs you experienced and overcame. Don’t know who to share them with? My email is meg@odlc.info - email me your win(s) and I will celebrate with you!

2. Build a brag book. Think of it like a portfolio of your wins, accomplishments, and contributions. While it is something you can share with a prospective employer, make it for you. Read it on a regular cadence, add it to it as new wins emerge, and remind yourself of the impact you've proven to make time and time again.

3. Allow yourself space and grace. Anyone who has worked with me knows I preach this a lot. It is OK to feel how you feel right now, and how you feel tomorrow is OK too. Allow yourself time to not be ok, but I encourage you to also think about the cost of inaction or change.

I am offering free power coaching sessions through the end of July. If this topic hits home for you or if something else is standing in your way to becoming your best self, sign up here! https://calendly.com/meg-odlc/power-coaching-session

The Bulldog

Mon, 24 Jun 2024 13:02:37 GMT

The Bulldog

I once barked in an interview. Yes, you read that correctly - I barked like a dog at my interviewer.

Let me take you through the story behind it -

I was in my late twenties and looking for my next opportunity. I connected with a recruiter for a company that was looking for a Regional VP to support their sales and operations in the PNW. The recruiter was awesome, the first 3-4 remote interviews with Sales Leadership were too.

So as a final step, they flew me out to Florida to meet with their leadership team and the CEO. Sounds promising, right? 8 in-person interviews after a cross-country red eye flight into South Florida, what could go wrong?

The answer is just about everything.

Between flight delays, a crappy motel with no shuttle running that late in the evening, eating a microwave dinner, and little sleep, I absolutely was not walking into this final round fresh and ready to handle what was thrown at me that day.

The beginning was fine but I slowly caught on that there were very, very few women at this company and especially in leadership. Wasn’t my first rodeo as a female leader; however, some of the questions were absolutely appalling.

Then I hit my breaking point. The CEO took me to what was the most awkward lunch of my life, especially given I already knew I was never going to take this job.

After lunch, I headed into my 7th interview with a VP of something who kept stating over and over that while my sales numbers and results were impressive, I didn’t seem like a bulldog.

The fighter in me immediately wanted to lose my mind but instead, I asked questions to understand why he had that impression and why being a “bulldog” was an important trait to this role. He never gave a clear answer - only that “I just didn’t seem like one.”

So I barked at him. That ended that interview.

I ended up letting the recruiter know that I didn’t need to continue and we could skip the last interview, as it was not a good fit for either party. I have never enjoyed sitting for hours in an airport to head home more than that day.

Morale of the story? I’ve met some pretty nice bulldogs. Having a strong bite is not a prerequisite to be a bulldog. You don’t have to be a ruthless leader to be successful.

Be your authentic self. It is the best version of you.

**Side Note: I like to think they still tell the story of the girl who barked in an interview and laugh. I know I do - likely for different reasons…….

Core Memories

Fri, 21 Jun 2024 15:32:29 GMT

Core Memories

This past week had a big focus on family time. There were so many wins from the week, but two majors stand out in my mind.

#1 – My son turned 12. How 12 years have gone by boggles my mind. It is like BAM! he is almost a teenager going on 30.

Watching him play Top Golf with his friends and being his authentic self reminded me of the core memories I experienced as a kid and how they shaped me into who I am today. I have a front row seat and am an active participant in Emmitt’s core memories, and it is something I strive to never take for granted.

#2 – Inside Out 2 opened last Thursday and my daughter was so excited to see it. She is entering that age when hanging with your friends is way cooler than hanging with Mom but she wanted to see it as a family and with ME! I purchased tickets in advance thinking it's release day so it’s going to be a packed house.

We arrive at our matinee to find we are the only people in the theatre. My sweet daughter immediately asked if I set up a private screening, and while I wish I were that cool, I told her it was just a coincidence.

Man, where she and my son pumped. Here we were, watching a movie about core memories while making a core memory as a family. It was a once-in-a-lifetime experience I will not forget.

As we enter adulthood, our core memories start to include some from our work life. How many of yours are positive core work memories? It feels as though the older we get, the more the bad experiences stick with us.

I would be lying if I said my core work memories are all butterflies and rainbows. But they did shape and mold the leader, mentor, and teammate I am today.

I work hard to ensure the people who choose to put up with my shenanigans make the impact they strive to achieve, have exposure to growth opportunities, and move on to their next opportunity with at least one good core memory of working with me.

What about you - What is your core memory of a leader who positively impacted your work life? As a leader, how do you create the good memories that shape and mold others?

Find Their Love Language

Thu, 06 Jun 2024 17:10:10 GMT

Find Their Love Language

Let’s talk about “Love Language” in the workplace – seems like something HR would break up in a heartbeat. I don’t mean your heart skips a beat type of love, I am talking about learning how your team and cohorts like to be appreciated.

Showing appreciation and recognition is not one-size-fits-all. There are many ways to show appreciation for a job well done or a win, and what one values for recognition will differ from person to person. Some like public recognition, some enjoy monetary or physical awards, others prefer a high-five in the hallway. For me, I cannot run and hide fast enough when it comes to public recognition. However, if you give me a handwritten note calling out a win or an impact I made, I will keep that note forever and likely pin it to my billboard.

Leaders – I cannot stress enough the importance of taking the time to learn the “love language” of each person on your team and the people you work most closely with. The ROI and impact on your team culture is huge. It does make a difference, and they will remember the effort you made. A few years back in Chicago, I believe it was Sam McKenna (sorry Sam if this wasn’t you!) who talked about keeping an ongoing document of her team’s important dates, key things about their personal lives, and their appreciation/recognition preferences. I shamelessly stole this from her and adapted it as part of my leadership style. You should too!

The E's of Leadership

Wed, 05 Jun 2024 15:17:06 GMT

The E's of Leadership

Have you ever noticed how many E-words are used when talking about Leadership skills and traits? Seriously, think about it – there are a TON. If the letters of an alphabet were competing in a Leadership standoff, the E’s would have an Enormous Edge (see what I did there?) over the others.

There are quite a few E-words used to discuss the outputs and results of a leader’s actions - Execution, engagement, empower, envision to name a few. Most organizations are quick to discuss these as indicators of success, regardless of the role’s seniority. That makes sense as these are incredibly powerful and important leadership indicators. But I challenge that to see consistency around these outputs, we must first focus on the core E’s, or inputs , that build a leader’s foundation.

When studying Public Administration in my undergrad, we focused a large amount of time discussing what a good public servant leader looks like. The foundation of these at the time was effective, efficient, and equitable. The reason for this a leader in the public sector needs to be effective within the means of their budget, efficient when using the designated resources they are given, and equitable in how they represent the people they serve. This logic directly relates to leaders in the private sector, and these three E’s are a great foundational starting point for all early-career leaders. Two additional E’s fit in well with the inputs to round out the foundational skills: Empathetic and Ethical.

At On deck, we see a good leader as a tree. The roots are the inputs and core foundation of a leader. They are not always seen, but they are felt. Without a strong core, the leader will lack a stable trunk, develop bad habits, and struggle with turbulent issues arise. The outputs are the leaves, and to grow leaves year after year, leaders need to depend on their core to guide them.

We focus on the roots to build a solid core foundation at the beginning of a new leader's journey through an emphasis on our 5 E's:

Efficient. Effective. Empathetic. Equitable. Ethical.

Be That Leader

Thu, 30 May 2024 21:46:37 GMT

Be That Leader

Sharing personal experiences or insights about myself is not my norm – nor is it comfortable for me. A goal of mine for 2024 is to share more so others can learn from my wins and missteps (Ok – maybe more the missteps). Yesterday, a horrifying and disturbing situation happened with my tween-aged son. All is good now and I quickly stepped away from work and calls to take care of the issue.

This got me thinking about how fortunate I am that I can just step away from work at a moment's notice when something needs my attention. Thinking farther back in my career, every company and immediate manager I worked with supported stepping away without question when emergencies arose. That isn’t always the norm and not something I take for granted.

So this is a reminder to be THAT leader –

Be the leader who can step in on a moment’s notice to a customer call or demo because your SDR/AE/CSM had an emergency.

Be the leader who communicates that there may be a delay in a deliverable due to a personal emergency or step in to assist

Be the leader who checks in when someone is struggling or has an emergency to make sure they are ok.

Be the leader who celebrates when an employee moves on to a new opportunity and continues to foster that relationship/show your support. (I had a President reach out after I left his company years ago to make sure I was ok because there was a bad storm in Austin – I still remember how valued I felt getting that text.)

Be the authentic leader who treats others how you want to be treated – or even better.

Be the leader whose word is their bond and lead by example.

Be the leader you wish you had 3, 5, 10 years ago.

On Deck - My Why

Wed, 22 May 2024 16:01:59 GMT

Welcome to On Deck!

I am proud to announce that today is the official launch of On Deck Leadership Consulting. On Deck’s focus is to build a strong core foundation and provide guidance to the first-time people leader up through the first-time director – the leaders with direct access and impact on your front-line execution. These are also the leaders who will eventually guide your future leaders and move up into roles with a larger span of control and impact. There is so much to learn as a leader, and it starts on day one. In my opinion, there is no better place to invest right now and it’s often the place that is the least supported.

This venture is a long-time dream of mine – fueled by my observations and experiences throughout my career.

· As a new leader (too) many years ago, I dove right into the business and how to hit goals. I wish now I had the insight I have today on the core skills, I likely would have done a lot of things differently over the next 14 years.

· As I transitioned to mentoring and identifying new leaders, I saw these individuals struggle at times because we went straight to the outputs like execution expectations. I wish I had spent more time on the initial core skills needed first.

· Once I hit the Executive level, the discussions shifted to succession planning – something many organizations start too late or don’t go deep enough into the waterfall of succession they need to plan for to avoid leadership gaps and negative impact on the business.

Picture a canoe with new leaders on one end and a solid bench of tenured leaders on the other. If one side is weaker than the other, the canoe tips and starts filling up with water (undesirable habits and outputs) and sinks. We can avoid sinking by supporting new leaders better.

What does success look like? The next time you’re on deck for a new leadership role and someone asks “Are you ready?” – I want you to say without a doubt “Hell Yeah!”

Welcome to On Deck – it’s going to be a great journey!

959f4ea6

Own Your Greatness

Own Your Greatness

Build Your Own Dream Team

Build Your Own Dream Team

Imposter Syndrome

Imposter Syndrome

The Bulldog

The Bulldog

Core Memories

Core Memories

Find Their Love Language

Find Their Love Language

The E's of Leadership

The E's of Leadership

Be That Leader

Be That Leader ﻿

On Deck - My Why

Welcome to On Deck!

Be That Leader