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Are “Gatekeeper” Tasks Stalling Your Projects?

Are “Gatekeeper” Tasks Stalling Your Projects?

Picture this scenario: When you started your project about renewing your business website, you were full of enthusiasm. Things were looking good and you were making a good progress on every front. However, now your sky has been crowded by dark clouds. What happened was that the one crucial element of your site—the opt-in box for the site—is missing; it was supposed to be developed and installed by the web design company that has been redesigning your site.

The delay was because you forgot to mention about the opt-in functionality in the first place. Since the web design firm got the information too late, they are now unable to get the work done before your set deadline. Needless to say, you have lost your night’s sleep,and the longer the delay of your project is, the more you are going to lose customers and profits. You are disappointed and you blame yourself for the situation.

You forgot the gatekeeper

In this scenario, our character is facing a very common obstacle: he is facing a “gatekeeper” task in his project. These gatekeepers aren’t just limited to business projects, however—they can happen in your everyday life as well.

The “gatekeeper” is a task which is blocking other tasks that need to be done. In order to get other work done, you have to clear out this blocker first (for instance, you have to fix your car before you can go to the grocery store, then to the post office, and then to take your kids to football practice). Many times these gatekeepers exist because of a lack of planning and understanding of what is ahead of you. When you fail in these two elements, this may stall your progress completely.

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Additionally, a gatekeeper task can be something that has to completed by someone else before you can start your work. If the delegation process is weak and the deadlines are not clearly defined, they can turn a gatekeeper into a nasty companion until it’s taken care of.

Assuming is the mother of all mistakes

Years ago, my former boss told me and my colleagues that “assuming is prohibited”. The advice made sense and I still find it valuable. By default, a gatekeeper task is not necessarily harder than any other task, but when it’s not handled properly or early enough, it can show its ugly face and turn into a nightmare.

The problem is that you assume that you can handle the task with ease and that it requires much less effort than what it really does. You also assume that you can handle the task at the last minute, but you’re wrong.

You should know the tasks that you’re facing—whether in a business project or in your personal life—thoroughly, so you can take proactive action. Otherwise you’ll face a gatekeeper task which will drive you insane. If a task is supposed to be handled by others, it’s essential that you ensure they complete the task in time so that you can take off from there.

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Good preparation goes a long way

No matter how many times you have heard this advice, the fact is that this still holds true: take proactive action and prepare properly instead of jumping into something head first without proper planning. The planning part ensures that you understand your tasks and take appropriate action to complete them. It doesn’t matter if you think that you are wasting your time with the planning part; it could save you many hours in the long run.

If you see that a task requires someone else’s input before you can continue, make sure that this task is prioritized first and that they have a clearly-defined deadline. The same principle can be applied to a situation in which you have to take care of the gatekeeper task yourself: make sure that task is on top of your task list and that it’s taken care of first.

Finally, break the task into manageable pieces. This way it’s easier for you to see which tasks could be potentially blocking others, or if a task requires someone’s input before it can be completed.

How to manage the gatekeepers effortlessly

To tackle the gatekeeper tasks with ease, follow these simple steps:

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1. Don’t assume. First and foremost, don’t assume anything when it comes to taking care of your tasks. If you assume that you know your tasks and how much effort is required to complete them—instead of truly knowing— you are giving a task the opportunity to turn into something that stalls your progress (whether in a business project or in your personal life).

2. Be proactive. Learn what’s ahead of you and identify the tasks that could be potential gatekeepers, or the tasks that require another’s input first. When you do this, you are also mentally prepared to what is coming (the fewer surprises, the better).

3. Break up the task.  Avoid having tasks that are too big on your list— it increases the likelihood that one could turn out to be a gatekeeper task that you notice too late. Once the task is broken into smaller parts, it’s much easier to see which should be dealt with first and if any job will potentially block another.

4. Prioritize. Once you have broken the tasks into small pieces, it’s time to prioritize them. Make sure that gatekeepers get your primary attention, and that they get handled first.

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5. Set deadlines. If a task is done by someone else, make sure you set the clear deadlines so that they know when you want the work completed. If you are doing the job yourself, you can set the deadlines for yourself as well. This way those blocker tasks get done in a timely manner, without any nasty surprises.

Conclusion

As you can see, gatekeeper tasks can drive you crazy if you are not proactive and don’t plan ahead. However, with some preparation and planning, you can prevent the nasty surprises from happening.

Over to you:  How do you handle gatekeeper tasks?

 

 

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Last Updated on March 15, 2019

How to Be a Leader Who Is Inspiring and Influential

How to Be a Leader Who Is Inspiring and Influential

When I began managing people 15 years ago, I thought having a fancy title was synonymous with influence. Over time, I learned that power is conferred based on likeability, authenticity, courage, relationships and consistent behavior. When leaders cultivate these attributes, they earn power, which really means influence.

Understanding influence is essential to professional growth, and companies rise and fall based on the quality of their leadership.

In this article, we will look into the essentials of effective leadership and how to be a leader who is inspiring and influential.

What Makes a Leader Fail?

A host of factors influence a leader’s ability to succeed. To the extent that leaders fail to outline a compelling vision and strategy, they risk losing the trust and confidence of their teams. Employees want to know where a company is going and the strategy for how they will get there. Having this information enables employees to feel safe, and it allows them to see mistakes as part of the learning journey versus as fatal occurrences.

If employees and customers do not believe a company’s leadership is authentic and inspiring, they may disengage, or they may be less inclined to offer constructive criticism that can help a company innovate or help a leader improve.

And it is not just the leadership at the top that matters. Middle managers play a distinct role in guiding teams. Depending on the company’s size, employees may have more access to mid-level managers than they do members of the C-suite, meaning their supervisors and managers have greater influence on the employee and the customer experience.

What Is Effective Leadership?

Effective leadership is inspiring, and it is influential. Cultivating inspiring and influential leaders requires building relationships across the company.

Leaders must be connected to both the teams they lead as well as to their own colleagues and managers. This is key as titles do not make a person a leader, nor do they automatically confer influence. These are earned through trusting relationships. This explains why some leaders can get more out of their teams than others and why some leaders experience soaring profits and engagement while others sizzle out.

Eric Garton said in an April 25, 2017, Harvard Business Review article:[1]

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“… inspiring leaders are those who use their unique combination of strengths to motivate individuals and teams to take on bold missions – and hold them accountable for results. And they unlock higher performance through empowerment, not command and control.”

How to Be an Inspiring and Influential Leader

To be an inspiring and influential leader requires:

1. Courage

The late poet Maya Angelou once said,

“Courage is the most important of all the virtues, because without courage you can’t practice any other virtue consistently. You can practice any virtue erratically, but nothing consistently without courage.”

Courage is required in the workplace when implementing new strategies, especially when they go against professional norms.

For instance, I heard Lisa TerKeurst, bestselling author and founder of Proverbs 31 Ministries, explain her decision to move away from her company’s magazine. While the organization had long had a magazine, she saw a future where it didn’t exist.

In order to make the switch, she risked angering her team members and customers. She took a chance, and what started out as a monthly newsletter, has grown into a multi-dimensional organization boasting half a million followers. Had Lisa not found the courage to change the direction of her organization, they undoubtedly would not have been able to experience such exponential growth.

It also takes courage to give and receive feedback. When leaders see employees who are not living into the company’s mission or who are engaging in behavior that may undermine their long-term success, one must risk temporary angst and speak candidly with the colleague in question.

Similarly, it takes courage to hear constructive criticism and try to change. In business, as in life, courage is necessary for being an inspiring and influential leader.

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2. A Commitment to Face Your Internal Demons.

If you feel great about yourself, enter a leadership position. You are likely to be triggered in ways you didn’t think possible. You are also likely to receive feedback that may leave you second-guessing yourself and your leadership skills.

The truth about leading others is that you get to a point where you realize that it is difficult to take people to places where you yourself haven’t gone.

To be an influential and inspiring leader, you have to face your own demons and vow to continually improve. Influential leaders take their personal evolution serious, and they invest in coaching, therapy and mindfulness to ensure that their personal struggles do not overshadow their professional development.

3. A Willingness to Accept Feedback

Inspiring and influential leaders are not afraid to accept feedback. In fact, they actively solicit it. They understand that everyone in their life has a lesson to teach them, and they are willing to accept it.

Inspirational leaders understand that feedback is neither good nor bad but rather an offering that is critical to growth. Even when it hurts or is an affront to the ego, influential leaders understand that feedback is critical to their ability to lead.

4. Likability

Some people will argue that leaders need not worry about being liked but should instead focus on being respected. I disagree. Both are important.

When team members like their boss and believe their boss likes them, they are more likely to go the extra mile to fulfill departmental or organizational goals. Likable leaders are moved to the front of the line when it comes to being influential.

Relatedly, when colleagues feel management dislikes them, they experience internal stress and can spend unnecessary time focusing on the source of their manager’s discontent versus the work they have been hired to do.

So, likability is important for both the leader and the people she leads.

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5. Vulnerability

Vulnerability is critical for being an inspiring leader. People want the truth. They admire leaders who can occasionally demonstrate vulnerability. It promotes deeper relationships and inspires trust.

When leaders can showcase vulnerability appropriately, they destroy the illusion that one must be perfect to be a leader. They also demonstrate that vulnerability is not a dirty word; they too can be vulnerable and ask for a helping hand when necessary.

6. Authenticity

Authenticity is about living up to one’s stated values in public and behind closed doors.

Influential leaders are authentic. They set to live out their values and use those values to guide their decisions. The interesting thing about leadership is that people are not looking for perfect leaders. They are, in part, looking for leaders who are authentic.

7. A True Understanding of Inspiration

Effective leaders are inspirational. They understand the power of words and deeds and use both strategically.

Inspiring leaders appropriately use stories and narratives to enable the teams around them to see common situations in an entirely new light.

Inspirational leaders also showcase grit and triumph while convincing the people around them that success and victory are attainable.

Finally, inspiring leaders encourage the teams they lead to tap into their own genius. They convince others that genius is not reserved for a select few but that most people have it in them.

As explained in the article True Leadership: What Separates a Leader from a Boss:

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“A leader creates visions and motivates team members to work together towards the same goal.”

8. An Ability to See the Humanity in Others

Inspiring and influential leaders see the humanity in others. Rather than treating their teams as mere tools to accomplish organizational goals, they believe the people around them are unique beings with inherent value.

This means knowing when to pause to address personal challenges and dispelling with the myth that the personal is separate from the professional.

9. A Passion for Continual Learning

Inspiring and influential leaders are committed to continual learning. They invest in their own development and take responsibility for their professional growth.

These leaders understand that like a college campus, the workplace is a laboratory for learning. They believe that they can learn from multiple generations in the workplace as well as from people from diverse racial and ethnic backgrounds.

Influential leaders proactively seek out opportunities for learning.

The Bottom Line

No one said leadership was easy, but it is also a joy. Influencing others to action and positively impacting the lives of others is a reward unto itself.

Since leadership abounds, there is an abundance of resources to help you grow into the type of leader who inspires and influences others.

More Resources About Effective Leadership

Featured photo credit: Markus Spiske via unsplash.com

Reference

[1] Harvard Business Review: How to Be an Inspiring Leader

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