Why Do They Need You?

Photo by Rebecca Orlov | Epic Playdate on Unsplash

Have you ever asked yourself this question? 

I know I have.

When I was talking with one of my CEO clients recently about a frustration with a board member and the work they were asking for, we hit on this topic.

Why did the board bring her to the organization?  Was it to operate the organization or was it to help change the trajectory? 

The answer is that they wanted her for her strategic expertise and experience. 

We spent time figuring out how she could navigate the board asks without limiting her capacity to do the work she does best and that will most benefit the organization. 

By focusing on the combination of what they need, what she's best at, and how she could meet the requirements in a way that felt appropriate for her, she was able to move past the frustrations and identify a win-win solution.

This is one of the ways I work with my clients.

The lesson for all of us is to be clear about where we add the most value and what we're spending time on that is not the best use of our capabilities.  We all know we need to do things outside of our favorite and most value add strengths, but those should be minimized as much as possible.

I like the following exercise: 

• Bring me to the table if you need a, b, or c.

• If you need x, y, or z, even though I could help you, I'm not the best person for those.

How would you fill in the values of a, b, c, x, y, or z?  If you don't know, that's your homework for the week.

✓ If you're the head of an organization, the answers to x, y, or z should be delegated or outsourced.

✓ If you're working inside of an organization, figure out how you can mostly focus on a, b, and c.

✓ If you're a coach or consultant, make sure that your messaging is clear on all of these - who are you for, and who are you not for.

For me, 

Bring me to the table if:

👉🏻You feel 𝘀𝘁𝘂𝗰𝗸 𝗼𝗿 𝗼𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗲𝗱 by the organization's challenges and the impact they’re having.

 👉🏻Your organization is scaling and the 𝗛𝗥 𝘁𝗲𝗮𝗺 𝗶𝘀𝗻’t 𝗿𝗲𝗮𝗱𝘆 𝗼𝗿 𝗮𝗯𝗹𝗲 to help you map out what it will take to be successful as a larger organization (or you don’t yet have that HR team).

👉🏻You are frustrated that they 𝗰𝗮𝗻’t 𝗴𝗲𝘁 𝗼𝗿 𝗸𝗲𝗲𝗽 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗼𝗻 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺 or are unsure where to start.

If you need to outsource your basic HR functions or execute your recruiting agenda, that's not me, but I can help you find someone.

I focus on blending talent strategy, leadership coaching, and HR advisory services to help CEOs, founders and internal organizational leaders of small organizations get the best from the people they employ because that's their competitive advantage. 

❓What do you want to be known for?

❓Why do people need your expertise?

I'd love you to try out the exercise and share your thoughts with me.