{"id":12580,"date":"2023-09-06T16:49:07","date_gmt":"2023-09-06T16:49:07","guid":{"rendered":"https:\/\/mysourcefunding.com\/startups\/how-three-qualities-that-build-strong-families-can-build-strong-businesses\/"},"modified":"2023-09-06T16:49:08","modified_gmt":"2023-09-06T16:49:08","slug":"how-three-qualities-that-build-strong-families-can-build-strong-businesses","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=12580","title":{"rendered":"How Three Qualities That Build Strong Families Can Build Strong Businesses"},"content":{"rendered":"
\n

Sarah Jenkins is CEO of <\/em>Genesis Digital<\/em>, maker of affordable, easy-to-use marketing and sales automation software\u2014and a mother of five.<\/em><\/p>\n

Apologies to Dr. Spock, but there\u2019s really no instruction manual for being a parent. You embrace your humanity, follow time-honored approaches, learn as you go, correct mistakes in real time and ultimately go with your instincts.<\/p>\n

It\u2019s a lot like leading a successful business. In fact, I\u2019d argue that much of how you build and nurture a strong family helps build and nurture a strong company. I call this corporate application of the same values and instincts that guide me as a mother \u201calpha female leadership.\u201d But under any name, business success can be fueled by the same philosophy and values you embrace as a parent.<\/p>\n

There are three qualities central to family life that have had a transformative impact on my business\u2014and bottom line. I believe leaders should be:<\/p>\n

1. Collaborative<\/h2>\n

<\/fbs-ad><\/p>\n

A family\u2019s strength comes from the individuals within it\u2014each with a different personality, interests and even, sometimes, values. Achieving what\u2019s best for the family means collaborating amongst these types of individuals, made easier by the love that holds families together.<\/p>\n

The same is true in business, but driving true collaboration in a company means embracing a concept not often associated with leadership: vulnerability. You don\u2019t have every answer. You\u2019ll make mistakes. If you need help, you must be humble enough to seek others\u2019 expertise and take advice seriously. It takes a lot of courage to be vulnerable in the workplace, but by authentically sharing thoughts, emotions and uncertainties you\u2019re building trust and establishing deeper connections with employees. You\u2019ve got to be strong to open yourself up that way, but it fuels the spirit of collaboration that drives business success.<\/p>\n

Also key to collaboration is knowing your direct reports not just as colleagues but also as human beings. Be genuinely curious about what they want or need: What do they like about work? What do they want to do next? What more can you do for them? And make sure your direct reports do the same for their teams. Listening to them and acting on what they tell you builds the trust that’s so critical to the collaborative culture leaders need to succeed.<\/p>\n

2. Flexible<\/h2>\n

The strongest families aren\u2019t run like battleships. They\u2019re flexible: working toward common goals while being loose enough for each member of the family to shine and succeed. People want control over the basics of their life, even within a loving family.<\/p>\n

Yet too many companies believe that command-and-control is the only way to achieve goals. Today this is playing out in the \u201cmandated return to office wars.\u201d Well, work is rarely a person\u2019s whole life, no matter how many pool tables and stocked fridges you provide to keep them in the office. Employees want the flexibility to balance their work and personal lives. Giving them the freedom to schedule their work to accommodate family needs, personal obligations or a daily curveball or two can reduce their stress and improve their well-being. As long as they\u2019re delivering what they\u2019ve promised, does it matter if they work from home in their sweatpants?<\/p>\n

But flexibility isn\u2019t a one-way street. If the company is respectful of employees\u2019 time, they\u2019ll understand that in an emergency, they may be asked to pitch in at night or over a weekend. It happens rarely, but my employees always come through in a big way, and quickly, when there\u2019s a crisis.<\/p>\n

3. Free-Range<\/h2>\n

I\u2019m a free-range parent. I don\u2019t tell my kids exactly what to do: I provide expectations and guidelines\u2014how to dress appropriately and what makes a well-balanced lunch\u2014and then leave a lot of the execution up to them. They have the autonomy to make choices, which builds their confidence and decision-making powers. But they also know they\u2019re accountable: It\u2019s up to them to do the right things and own up when they don\u2019t.<\/p>\n

This concept also shines within a company. Most employees don\u2019t want micromanagers; they want leaders who are motivational, empathetic and empowering. So provide a vision, set goals and guardrails, and then get out of the way so they can do their jobs. Employees aren\u2019t children; they\u2019re smart hires you\u2019ve made who just need your help removing barriers to success and the latitude to apply their talents\u2014which can lead to better outcomes and happier, more productive teams. Accountability is key here: They\u2019re still on the hook for delivering business results.<\/p>\n

But without tight controls, won\u2019t they make mistakes? Sure. When that happens, don\u2019t place blame. Acknowledge what didn\u2019t work, learn what not to do again and get back to it. Leadership isn\u2019t about wallowing in missteps; it\u2019s about continuously learning and doing better in the future.<\/p>\n

That\u2019s why I only hire people who are confident self-starters, who are open to learning and being coached and who know how to press forward. I deeply value people who are highly motivated to work; to me, the ultimate test of leadership is how good you are at making other people successful.<\/p>\n

Final Thoughts<\/h2>\n

Translating ideas that build strong families to the business world means leaning into qualities often overlooked in corporate America: vulnerability, authenticity, genuine empathy and transparency. To corporate types and tech bros alike, they may sound \u201csoft.\u201d They\u2019re anything but. Making them work requires an iron will of commitment, an openness to new ideas and the courage to treat those you lead not just as colleagues but almost as … family.<\/p>\n

Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?<\/em><\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Sarah Jenkins is CEO of Genesis Digital, maker of affordable, easy-to-use marketing and sales automation software\u2014and a mother of five. Apologies to Dr. Spock, but there\u2019s really no instruction manual for being a parent. 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