Megan is sharp, mega-talented, and has a keen strategic mind, but beyond all of that competence, she knows how to connect to people’s hearts, really commit, and fight hard to do what she does with excellence and love.
Let me give you an example. As my team is growing, I wanted to learn more about how I can lead them better. (Yes, I see the irony of the leadership coach wanting more insight on how to lead his own team.)
So I asked Megan to do some research on best practices, hoping to learn new ways to improve my leadership, which I could then pass on to clients. Not only did she do precisely what I asked her to do, but without my asking her, she tailored her research to my personality type (ENFJ) and, more specifically, to what she had already learned about me.
When I read what she wrote, I was speechless.
I then gave her more responsibilities, which she mastered just as deftly. Then, with clients’ permission, she listened in on meetings and helped improve our trainings.
She has all the marks of someone who will go far in anything she decides to do.
If I take what I learned from her and add what I've learned from the other super talented team members we have at RCBA, I can see there are traits or practices that could lead to excelling in any role in virtually any company.
7 Traits of an Excellent Direct Report
1. Give your heart to what you do.
Are you just existing? Do you come alive when you are working? Is work just a paycheck? What if it were possible for you to come alive at work if you gave yourself to it?
I don't mean you should make work the number one priority in your life. That's not it. I mean fully commit to doing whatever is necessary to produce excellence during the hours that you are there. Invest, make sacrifices, find ways to make it fun, get to know those you work with, leverage their strengths, etc.
If you are in a toxic environment or doing something that really isn't you, then consider making a change. We spend so much time at work we might as well be fully engaged while we’re there. You have the power to increase your own engagement: just commit, invest, and sacrifice for it.
2. Set boundaries.
Megan and I could really enable each other to reach workaholic levels, but one thing Michael and Haley taught me was to set limits according to priorities.
For example, my wife and kids are a higher priority than work. Intentionally blocking off time during the week, rarely working on Saturday and not working at all on Sundays has helped to cherish and grow my relationships with them. Having non-negotiable blocks for my wife and kids has helped me to make the most of my time at work and has helped me to enjoy work more.
3. Improve core competencies.
If you want to have a high impact at work, look for the most important thing which your role, your boss’ role and/or your team’s role requires, and start there. You will feel a ton of gratitude come your way.
4. Know yourself and your team well.
Megan is a self-professed Myers-Briggs geek. She leverages her ENTJ strengths and adapts to other personality types to foster greater communication and reduce the chance of conflict.
Ask each team member:
- How to work successfully with them
- How to energize them
- What frustrates them
- What stresses them out
- What they are looking to improve about themselves
- What they look like when they are chronically stressed, and how to best help them if they are there. (Often it is providing them with something that energizes them.)
Be sure to give them your answers to the bullet points above. We created templates for each personality type that you can use. You can find them here.
5. Manage up well.
Your boss does some things really well. Other things could use improvement.
Megan was great at being able to see what I needed help with, and to fill in that gap. She also gave some tips in passing that were very helpful.
If your boss wants to grow, that would be helpful.
6. Go beyond what you were asked to do.
If you always look for a way you can go beyond what you were asked to do, this will show your boss that you want to exceed expectations. Don’t be surprised if your reviews and bonuses reflect that.
Make sure you complete what you were asked to do and then, in a separate part, show how you went beyond.
7. Risk sharing how things can be improved.
Ask how and when you can share some things that you believe could be improved. Make sure that you are asking from a place of humility, not know-it-all arrogance.
Once you are given permission, say I’ve noticed X. I wonder if Y could be a way to improve X.
Then let the brainstorming begin.
Becoming a valued resource for your boss, team, or company starts by committing not just your head but your heart to the role. Looking for ways to go beyond sets you up for promotion and for leaving a lasting legacy in your role.
Chew On This:
- What would help you to commit both your head and your heart to what you do?
Ryan C. Bailey is President and CEO of an organizational effectiveness company.