Super-You: How to Save Your Corner of the World

Posted on September 29, 2019 by Gina DeRosa, One of Thousands of Life Coaches on Noomii.

“You cannot get through a single day without having an impact on the world around you. What you do makes a difference, and you have to decide what kind of difference you want to make.”
– Jane Goodall

This is Part 3 of “Show Up, Stand Out, Save the World, Repeat,” a four-part series on leadership.

You are a leader, no matter where you are or what people call you when you’re there. In each moment, you have a responsibility to Show Up, Stand Out, and Save the World.

Now that you have more insight into how you show up and stand out as a leader, it’s time for you to raise the bar and consider how you can leverage your ethical reasoning, integrity, and solid character to enhance the contributions you make in your interactions with others and the examples you set for others. This is a far more complex undertaking compared to the other activities we’ve discussed so far, and one that you should definitely get support with along the way.

For example, one of the services I provide is “360 Assessments,” a really cool process that gives you the deepest understanding of how others perceive you. I highly recommend this to anyone who has an inkling that there is a gap between what you see in yourself and what others see of you, because this process will provide you with the richest details about what you might consider working on to be your best self in all that you do. This process involves a discussion or two with me so that I can learn about your assessment of yourself and your current level of assumptions about how you think others perceive you. Then, you identify a handful of people from your personal and professional lives whom I will connect with 1:1 and gather their assessments (e.g. your strengths, vulnerabilities, etc.).

Of course, these interviews are kept confidential so that people are as comfortable as possible sharing this information with me and so that I can ensure preservation of your relationships with one another. I then share this information with you in the form of a written summary that includes recommendations, and then we have one or two more conversations to process it together and give you an opportunity to consider next steps, such as continuing with 1:1 coaching services to unpack this information further and get to work on the changes you decide to make.

For now, here is your quick 20-second exercise: Write down a way by which you will lead by example today.

Looking at what you came up with: What does it tell you about how you lead by example (or think you do)?

To help you look a bit further down the road: What would happen if you did not lead by example? I keep picking on poor “Martha” from my post about the role of apologies in the workplace, but she is an unfortunately superb example of a leader I strongly urge you to discontinue being or to avoid becoming.

Let me adjust the question a bit: What would happen if you did not lead by positive example? Clearly Martha leads by negative example – as a formal leader at a company, she demonstrates to others that it is acceptable to publicly disrespect and demoralize others (and likely treat people that way behind closed doors, too – YIKES!).

SIDE NOTE: I have worked for and with people like that, and have three things to say: 1) Shame on superiors and overall companies for allowing that behavior to continue because they are passively reinforcing it, 2) I have empathy for Marthas knowing that they have issues that have not yet been addressed thus they are overdue for coaching if not clinical interventions, and 3) I am grateful to my Marthas for providing me with education on what crummy leadership looks like.

Let’s say that Martha wakes up one morning and has an epiphany about needing to recalibrate her leadership style (hey, it could happen). “Gina’s blog said I should leverage my ethical reasoning, integrity, and solid character to set a positive example for others. I think my leadership style has room for improvement and I want to turn things around.” (Jocular self-promotion aside, she really could have this experience, though likely after getting feedback from a 360 assessment or at least through the grapevine at work.)

The first thing she could do to start leading by positive example is to take a moment in a setting where she historically behaved negatively and apologize – not one of those crappy, insincere playground apologies like, “Sorry I punched Tommy in the nose – can I go back to the swings now?” – I mean a REAL, heartfelt, human apology acknowledging the bad behavior and declaring a commitment to improve. Then, Martha can do this 1:1 with people she has negatively impacted over time. She may not be able to undo some of the damage she has caused, but over time she will start to see improvements in her relationships with others as well as a higher level of morale among her departments. (Also, I would recommend that she starts this process with her most recent victims, as apologies tend to work most effectively when delivered immediately after a committed offense.)

Of course, leadership behaviors always reach beyond formal workplace settings. With exceptions, chances are that you show up and stand out at work in ways similar to how you do so at home or in the community. No single person can “save the world,” but each of us can be good to others just as we should be good to ourselves, and if we all commit to doing a little better each day, think about the impact this will have over time. Wherever you go, there YOU are – so just who do you want to be?

#savetheworld #nomoreMartha #seeGseeYou

Gina DeRosa is owner and founder of Sixth Gear Series LLC, a professional coaching firm based out of Massachusetts. She provides rapidly effective, affordable, authentic, and personalized 1:1 and team coaching services for emerging professionals, company leaders, and others who are ready to accelerate past personal and professional roadblocks and drive towards success in their careers and beyond.

It’s time to accelerate your potential.
See G, See You.