TheHRMom

Becoming a mother for the first time almost four years ago has taught me an immeasurable amount of things, but I definitely noticed the change in my work role and leadership style post-babies.  Motherhood (so far) has taught me to:
 
1.  Be a little more patient.  I never knew how much my patience would be tested until I listened to 50 different reasons why my daughter shouldn’t stick two velcro straps together on her shoes to get ready for school.  I believe at work, I’ve been a little more sensitive to others’ abilities and workloads.  Just because I expect a deadline to be easy to reach, doesn’t mean it is.
 
2.  Take a little less BS.  I think as a mom, my BS meter is more sensitive, probably because I’ve had to translate which babies’ cries are for hunger, which are for attention, and which are for dirty diapers, and I don’t have time for BS.  Really.  I call BS on coworkers a lot more now, and because of that, they try to use less on me.  At least that’s true for most of them…
 
3.  Act a little more as mediator than problem-solver.  I’ve already learned that picking a side between my twin daughter and son will make one hate me for a few minutes.  Why shouldn’t they both hate me for a few minutes by making them compromise?  At work I’ve tried to encourage employees to find a solution rather than asking me for one.  Sometimes it’s hard not to blurt out an answer, but if I stop and listen, they always come through.
 
4.  Appreciate the little gestures.  When my son simply says, “I like you,” I could just about melt into a puddle.  Just with those words he’s got me!  At work, I’ve learned that just a smile from an employee who you know has lots of reasons not to smile, or to hear someone thank a team member for solving a problem for them, can be the most gratifying of all.  Who needs more?
 
What has parenthood changed for you at work?

OK, so I’m watching Game 6 of the Stanley Cup playoffs as I write. Bear with me…

How can we lead our teams based on hockey leadership? There are a few things I’ve realized correlate pretty well…

1. A player can seem pretty ineffective on one team until he’s traded to the right team. Examples in this playoff series: Roberto Luongo for Vancouver and Nathan Horton for Boston – both came from the Florida Panthers and played well, but truly came into their own after being traded to different teams. Don’t be afraid to change up your employees’ duties or even transfer them to a different position to make the right fit for them and the organization. Fit means everything.

2. Sometimes the quiet, informal leaders are the biggest source of energy in the locker room to encourage the team to succeed. In hockey, the Captain may not necessarily be the team superstar in scoring, but is the one that can inspire others the most without having Coach or General Manager status. Give your team the ability to lead within, and give them the support to do so without formal boundaries.

3. The Coach sits behind bench and lets the players make the plays. You’ll notice that most coaches seem pretty quiet and almost unaffected during a game, only giving redirection when needed, and letting returning players to the bench know they’ve performed well. Let your employees work without hovering. After all, you drafted them to your team for their talent, right?

4. Sometimes you need a fighter to stir things up. Don’t lose the opportunity for fresh ideas by squelching a complainer. Sometimes their message might need to be reeled in and polished, but listen for issues with merit and allow them to lead change. The team may be recharged, and without lost teeth.

Lead your team to success – no playoff beards required.