Reflecting on Leadership: Learnings from NYU’s Leadership Course
By: Trishaala Ninan, Director of Marketing, REV Capital
Leadership is an ever-evolving practice that calls for continuous learning, curiosity, and adaptation.
This past June, I attended a leadership course at New York University (NYU) and walked away with new insights and tools that have significantly impacted my approach to how I lead the marketing team at REV Capital.
This article explores the most impactful lessons from the course, their practical applications, and my long-term vision for evolving leadership within our organization.
Impactful Lessons
One of the most profound takeaways from the course was the importance of leading by listening. As a naturally talkative person who tends to jump in to solve problems, I realized the power of the "W.A.I.T." (Why Am I Talking) principle. This approach helped me see that people can often find their own solution when someone genuinely listens to them. This shift from directive leadership to active listening has opened new avenues for individual and collective problem-solving and I’ve already seen the benefits after practicing this with my team.
Another session focused on leading change, highlighting strategies to persuade people to think differently and embrace new ways of doing things. We started the group discussion from a place of curiosity by asking questions and appealing to emotions. We gradually moved into assertive stages by involving others in the process. By practicing these strategies on a micro level, attendees left feeling equipped to apply them at a larger scale and in navigating the complexities of ‘big picture’ organizational change.
The course emphasized the critical distinction between leadership and management. Understanding when to lead and when to manage can make a significant difference in achieving organizational goals. A leader sets the vision and direction, inspiring and motivating the team. A manager ensures the team stays on course, removing obstacles and providing necessary support. Understanding this distinction has helped me balance my roles more effectively, recognizing when to take charge and when to step back and support my team’s efforts.
Practical Applications
Implementing these lessons in my role as Director of Marketing has been both challenging and rewarding. Here are specific examples of how I’ve applied them:
Leadership as a Verb: Understanding that leadership is a behavior, not a position, has allowed me to empower my team members to take ownership of their roles. By involving them directly with stakeholders, they gain valuable face time and take accountability, supporting their overall growth and empowering them with greater responsibility.
Vision Sharing: When assigning projects, I ensure that my team understands the broader vision and the impact of their tasks. This clarity encourages their input and suggestions, leveraging their expertise to enhance our strategies.
Effective Feedback: I prioritize giving clear and actionable feedback. Whether it’s praise or constructive criticism, the goal is to help my team improve and succeed. This approach has fostered a culture of continuous improvement and open communication.
Leading Change: I seek one-on-one input from stakeholders before broader meetings ensuring buy-in and making group discussions more productive.
Active Listening: Creating space for my team to voice their problems and propose solutions has empowered them to become better critical thinkers. By listening more, I’ve seen increased initiative and creativity within the team.
Challenges and Solutions
Implementing these lessons has not been without challenge. Balancing the need for team ownership with ultimate responsibility, conveying tasks with incomplete information, and choosing the right feedback methods are ongoing struggles. Additionally, finding time for one-on-one meetings and resisting the urge to solve every problem myself requires constant mindfulness. Overcoming these challenges calls for ongoing reflection and adaptation.
I have committed to continually making "better mistakes" and always learning from them.
One particular challenge has been managing the diverse personalities and working styles within the team. To address this, I’ve adopted a more personalized approach to leadership. By understanding each team member’s strengths, weaknesses, and motivations, I can tailor my interactions and expectations accordingly. This has not only improved individual performance but has also enhanced overall team cohesion and productivity.
Team Impact
The response from my team has been overwhelmingly positive. They think through problems more thoroughly and take greater ownership of their work. This shift has led to measurable improvements in team performance, morale, and collaboration. Weekly progress updates and daily project tracking have increased in transparency and accountability, further fostering a culture of excellence and teamwork.
The emphasis on active listening and feedback has created a more open and trusting environment. Team members feel heard and valued, which has boosted their confidence and willingness to contribute innovative ideas. This cultural shift has been instrumental in driving our recent successes and will continue to be a cornerstone of our team’s growth.
Long-Term Vision
These leadership lessons align with my long-term goals for the marketing department and REV Capital of building a culture that embraces change and continuous improvement. By listening to my team and supporting their needs, I can implement bigger and greater ideas. My emphasis on transparency, accountability, and professional development ensures that we are always evolving to meet new challenges and opportunities.
I’m committed to creating a learning organization where continuous professional development is encouraged and supported. By providing opportunities for team members to attend courses, workshops, and conferences, they not only enhance their skills but also bring fresh perspectives and ideas into the organization. This is vital for staying competitive in our industry.
Feedback and Improvement
Feedback from my team is crucial in refining my leadership style. I encourage open dialogue and adjust my approach based on their input. For example, stepping back from focusing on small details and trusting my team to handle them has allowed me to concentrate on the bigger picture. Recognizing individual preferences for interaction and feedback has also improved team dynamics and effectiveness.
Cultural Shifts
Shifting company culture requires a commitment to transparency, excellent service, and flexibility. By tracking our work, being professional and prepared, and accommodating different working styles, we ensure that our actions align with our values. This builds trust and integrity within the team and with our clients.
We’ve also made strides in promoting a culture of “failing forward,” where mistakes are seen as opportunities for learning and growth. This mindset encourages risk-taking and innovation which are crucial for our long-term success. By celebrating thoughtful failures and sharing lessons learned, we create an environment where continuous improvement is not just encouraged but expected.
Vision Crafting
In revising our marketing vision, we aligned it with our company's commitment statement and clearly defined our team’s operational and external goals. By effectively communicating this vision, we ensure it resonates with the team and motivates them.
Consistently linking feedback to the vision turns it into a practical guide rather than mere aspirational words.
To ensure the vision is lived daily, we integrated it into our performance reviews, team meetings, and individual 1-1 sessions. This consistent reinforcement helps keep everyone aligned and focused on collective objectives. We regularly revisit the vision for relevancy and inspiration as our company and market landscape evolve.
Personal Growth
The NYU leadership course has fundamentally changed my perspective on leadership. I have learned that there are many effective ways to lead, that continuous development and adaptation are essential, and that embracing diverse techniques and encouraging feedback empower my team to achieve their best.
The course has reinforced the importance of self-awareness and emotional intelligence in leadership. By understanding my own strengths, weaknesses, and triggers, I can better manage my reactions and interactions with others. This self-awareness has helped me build stronger relationships and a more inclusive and supportive team environment.
By listening, providing feedback, leading change, and developing a culture of transparency and accountability, I have seen significant improvements in my team’s performance and morale. These lessons will continue to guide my leadership journey, helping me evolve and support my team in achieving our collective goals.
I hope to inspire others to lead with these learnings.
By staying open to new ideas, embracing change, and building a culture of collaboration and innovation, we will drive our company’s success and, with some hope, maybe even make a lasting impact on the invoice factoring industry as well.
The views expressed in the Commercial Factor website are those of the authors and do not necessarily represent the views of, and should not be attributed to, the International Factoring Association.
