This is the second part of a 6-part series on using the Montessori Principles to guide you as a Lleader.

Today we will discuss how to effectively balance coaching with your delivery goals effectively.

Sounds better

If you are often in a situation where you are trading long -term team member growth with the short -term delivery needs, keep reading.

As mentioned in the previous part, when reflecting on the phrase "Help me to help myself":

My daughter is almost 3, and every day I think, "if I help her with her shoes and the coat, we will be out of the house in no time", and at the same time, "hold it for a bit longer.

Don't take away from her the opportunity to get better at those activities away from her.

Sounds more natural

On the one hand, your primary goal is to improve your company's bottom line; on the other hand, you know that making your teams/teammates more independent is key for better performance.

What we are often trading here is the short -term delivery needs with the long -term performance improvement of the team.

Naturally, at times the firstormer needs to be prioritised over the secondlatter, but, similarly to controlling behaviours, while parenting as a leader, you need to watch out for behaviours that are just a function of old habits or "laziness" (you do what it's easier).

This week in a meeting with several stakeholders, I jumped into the conversation when I saw amy teammate struggle ing to cominge up with a shared solution withouand did not letting my teammate handle the situation himself.

I usually moderate those meetings, andbut I couldn't refstrain myself; I took away an opportunity for growth away from him.

"took [noun] away from [noun]" is more natural. If you omit "from [noun]", you can leave "away" as you have it.

What this fraction of space may give them is a feeling of agencyccomplishment: "I can do this by myself!

I think this word fits better

Finally, the beauty of 3 years -old children is that they cry and kick if you don't let them be independent.

Children up to 3 can be called "toddlers", if you want a more succinct word.

Commonly as adults, we land in one of the following behaviour patterns (from best to worse in terms of growth):

I'd rater say "we fall into one of...."

* We acknowledge what happened and feedback later totell the manager that we felt we were able to handle it ourselves later.

Your role as a leader is not only to be mindful about your behaviour to make sure you don't fall into old habits, but, when you do, and your teammate doesn't give feedback on that, go back to them and apologise tofor haveing taken this opportunity from them.

Grow as a Leader with the Montessori Principles: Independence

Title: Grow as a Leader with the Montessori Principles: Part 2 - Independence

This is the second part of a 6-part series on using the Montessori Principles to guide you as a Lleader.

If you are often find yourself in a situation where you are trading long term team member growth with the short term delivery needs, keep reading.

A bit difficult to correct this sentence without some more context - e.g. I'm not sure who the 'members' you are talking about here refer to. It sounds like you're talking about being a leader in a business context? In which case, maybe 'employee' would work as well?

As mentioned in the previous part, when reflecting on the phrase H"help me to help myself":

" I find the contradiction of "help me" and "to help myself" quite pertinent for. In particular, it is relevant to the ongoing tension between thea leader's need to solve a problem ("help me") and the equally vital need to enable the person that is directly affected by the problem to help himsolve it themselves ("to help myself").

A bit of a wordy sentence. I've suggested some simplifications

"

My daughter is almost 3, and every day I think, "if I help her with her shoes and the coat, we will be out of the house in no time", and at the same time, I think "hold iton for a bit longer".

Don't take away her "agency".

TNavigating the world foras a parents is far from perfecteasy, and it doesn't slow down because you have a little one, so I inevitably end up helping her at times.

While we know that we need to get better as parents, we know that life is not perfect and that sometimes you need to compromise in order to get things moving.

At the same time, sometimes a habit or a tendency towards laziness can triggers controlling behaviours, so it' is essential we keep an eye on it.that we continue to watch ourselves and our own behaviour.

What you wrote isn't incorrect, I've just suggested a way to make it sound a bit more natural.

In a work environment, it's similar principles apply.

On the one hand, your primary goal is to improve your company's bottom line; on the other hand, you know that makencouraging your teams/teammates to be more independent is key forto a better overall performance.

What we are often trading here is the short term delivery needs of the company with the longer term performance improvement of the team.

Naturally, at times the first needs to be prioritised over the second, but similarly to controlling your behaviours whileas a parenting, as a leader, you need to watch out for behaviours that are just a function of old habits or "laziness" (you dosimply doing what it's easier).

This week in a meeting with several stakeholders, I jumped in the conversation when I saw a struggle in coming up with a shared solution withoutto a difficult conversation in order to propose a solution, instead of letting my teammate handle the situation himself.

I usually moderate those meetings, and I couldn't refrain myself;hold back; but by interrupting the conversation, I took away an opportunity for growth from him.

I'm well aware that the best way for my teammate to get better at handling stakeholders is to practice, especially if I'm there to listen and provide my perspective afterwards; instinctively, my concern for a quick resolution of the problem prevailed.

Great sentence!

In the end, we want toshould be mindful about first standing back to observe before diving in to offer help.

Finally, the beauty of 3 having 3-years old childrens is that they cry and kick if you don't let them be independent.

Commonly as adults, we land in one of the following behaviour categories (from best to worset in terms of growth):

* We acknowledge what happened and feedback later to the manager that we felt we were able to handle it ourselves.

* We feel frustrated that an opportunity has been taken away from us, but we keep it to ourselves.

* We don't realise that something has been taken away from us but deep inside, we feel a bit sadder

Your role as a leader is not only to be mindful about your behaviour to make sure you don't fall into old habits, but when you do, and your teammate doesn't give feedback on that, to go back to them and apologise tofor haveing taken thisan opportunity away from them.