Leading With Meaning

We've all seen the type of leader who feels like they have to have 100% buy-in before they can take any action whatsoever.

That’s just not an effective form of leadership.

The reality is, people are going to disagree with you.

Having an organization where those differences can be surfaced and dealt with is a much more authentic form of leadership than trying to be in perfect harmony all the time.

When you move away from the theater of consensus building and into direction-making, it allows you to lead with the strengths that you bring, as well as listening to the opinions of others in a new light.

You’ll stop thinking: “How do I convince them that my way is the right way? How do I show the direction we’re taking is the absolute correct direction?”

And start thinking with genuine curiosity: “Okay, they’re bringing this point to the table. Let me really listen and figure out how how it affects what direction I wanted to go.”

In other words, you’ll start actually leading, instead of just performing leadership.

You’ll be someone people want to follow.

If you're ready to stop the theater of leadership and actually move into leading more authentically in ways that leverage your strengths, your ability, your values, and your personality, click the link down below.

“He's often confident, but rarely accurate.”

That’s what I call the theater of leadership.

It’s what a leader believes about how they are supposed to show up.

There’s a foundational belief that the leader needs to have all the answers, that they need to be the smartest person in the room.

But you’re not going to be the smartest person in the room on every topic.

If you understand that and start leading from a position of curiosity, you’re going to be a much more effective leader.

Ask good questions.

Rely on your people to bring you the best answer.

Then, make a decision and move forward as a team.

That’s a much stronger example of leadership than appearing to have all the answers all of the time.

And it also helps you internally.

When you get comfortable not having to have all of the answers, it allows you to act more authentically and with more confidence, instead of feeling like you're simply acting a part that someone hired you for.

If you're tired of your role in the theater of leadership and are really looking to lead more authentically, click the link down below.

I'd be more than happy to have a conversation and get you started on the path towards leading with meaning.

“Mark, I could have sworn that promotion was mine for the taking. And yet the person that was hired after me got promoted over me.”

I hear this all the time.

And I get it, it’s incredibly frustrating.

You start thinking: “I must be doing something wrong that no one will tell me about. Or… maybe they just don’t like me.”

It feels like you might never get ahead because you don’t want to play office politics.

But the truth is, you’re operating from a mindset that thinks: “If I just do better work, I’ll be noticed and I’ll be the obvious next candidate to promote.”

That’s not how it works, though.

You have to ask for it. You have to explicitly state: “I’m ready for that next level. I’d like that next promotion. What do I need to do to be ready for it?”

If you aren’t having that conversation with your leader or with the people making the hiring decisions, no one is going to just assume you’re interested in the rule.

You need to chart a course to get to where you want.

If you’re feeling stuck in your role or like you’ve been passed over one too many times, click the link below.

Let’s talk and get you started on the path to your next promotion.

What’s the #1 leadership pillar most leaders ignore?

Taking a real break.

That doesn’t mean getting your full 8-hours. And it doesn’t even necessarily mean treating yourself to something fun.

It means doing something intentionally to rest & reset.

Too many people in leadership positions feel like their job is to always be on.

They have to be accessible at all times. They’re always checking Slack or answering calls.

It’s a good trait to have, but it’s also a good way to burn yourself (and your team) out.

You have to measure out time away from work and set a good example for your team that resting and resetting are crucial to the operating system.

If you do that, you’ll build a much stronger & longer-lasting business.

And you will ALL be able to power through truly busy quarters.

I’m Mark Nickerson, and I help leaders build a calm operating system that allows them to lead sustainably and get promoted quicker.

If you're interested in learning more, click the link below and follow along.

Read the rest of the story in this week’s newsletter.

Small habits will get you where you want to go more reliably than massive overnight changes.