tag:blogger.com,1999:blog-25924161793825195772024-03-14T01:11:50.201-04:00LeaderisticalityLeaderisticality...
How to hire and train the best hourly team members, and develop a high functioning, Leadership development machine.
I'll attempt to share the things I've learned in the same way I've taught it to so many of the people who are now in leadership positions of their own. If you have any questions please don't hesitate to ask.
SteveAnonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.comBlogger104125tag:blogger.com,1999:blog-2592416179382519577.post-90859071417241099932017-02-08T09:53:00.000-05:002017-02-08T09:53:21.811-05:00Leadership… It’s the little things <br />
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">I was just reading
an article on data gathering in heavy industry, and it stated that it’s often
the small incremental gains (or savings) that, over time, make the biggest
impact, and it really struck a cord.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">We often look for
that one big thing that is going to change everything… make us rich, make us
happy, make our work more satisfying or rewarding, become our passion…
only those things almost never happen.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Almost every
“overnight success” story can actually be traced back to years of hard work.
</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Putting more effort
and care into our work, and becoming really good at what we do (over time) is
what actually leads to being passionate about our work. That, in turn, is
what makes something (anything) satisfying and rewarding.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">So why am I writing
about this? What does it have to do with Leadership or hiring the best
people?</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In my experience
Leadership… developing the ability to influence others, is built on the small
things that are done repeatedly and consistently over time. It is rare
that someone can influence others without a commitment to the small efforts and
actions that define Leadership. The people who work for you determine
whether or not you achieve your (shared) goals… wouldn’t it be great if they
worked at achieving those goals because it was important to them? </span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">So… what actions
can we take in order to positively influence the people who work for us?</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In order to
influence others we must develop relationships with them. To do that…</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<b><span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">We must extend trust.
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In real terms this
means loosening up on the reigns and not micro managing. If your boss
tells you the expected outcome, proceeds to tell you how you need to achieve
that outcome, and then constantly checks up on you, you cannot feel that your
boss trusts you. No one wants to be used as a puppet… </span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">We have to allow
our team members to make some decisions around how their work is accomplished.
This will be more, or less difficult, depending on the nature of the work
you and your team are doing, and there is always some way of showing that you
trust your team members. </span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">If this is
difficult for you, perhaps you can start by allowing your team members to
determine things like the order in which things are done; the timing of
different tasks? Even simply having a conversation with a team member
about what needs to happen, why it needs to happen, and how that might be
accomplished is a good start. Asking someone ‘what they would change if
they were in charge?’ will often yield good results. However if you have
not taken any steps to develop a relationship with them yet, understand they
may not trust you enough to tell you what they really think or feel. You
have to be OK with that… It takes consistent openness, sincerity and honesty
over time in order for people to trust you.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Allowing people to
change how things are done will mean that mistakes will be made. We could
talk about dealing with this for hours (and perhaps we will…), and just keep in
mind that in order for things to improve some changes have to be made.
That always means some mistakes and experimentation, and that’s OK as
long as those changes are made consciously, purposefully and with everyone
involved on the same page.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Following up from
that;</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<b><span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Your team members
need to know that their jobs will not be threatened when they make mistakes.</span></b><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In real terms that
means regular conversations about changes being made; expectations; acceptable
and unacceptable outcomes, and stating OUT LOUD that you trust them.
Let’s try it… “Thank you for being so open to discussing this with me… I
trust you with this.” You both go in with your eyes open, and you both
agree on the outcomes that are not negotiable, deadlines that need to be met,
and any other critical issues.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Then when those
inevitable mistakes are made you can simply have follow up conversations about
what went wrong, and what the next steps are. Do we try that again with
changes based on what we’ve learned? What we do not do is take mistakes
or failures as a reason to take back control. ‘See… I gave you this
chance and you blew it, so now you will do things the way we always have/the
way I say’ is not Leadership, and will not develop influence, nor will it allow
you to move from average or mediocre towards great.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Some things to
remember: you don’t have to hand over the reigns on things that are
critical to your business. In fact you should never blindly hand over
responsibility… trust and follow up. These conversations about what and
how things are done have to become normal, regular parts of our jobs… It’s what
Leaders do.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<b><span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">We must make sure
our team members feel valued.</span></b><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In real terms this
means making sure the people who work for us know… really feel that we are
happy to have them on the team, and that their efforts are important to our
overall success. After all, are you paying anyone to do work that is not
critical to your overall goals? You would not be paying someone to do a
job that did not need to be done, right? So… we can work towards helping
people feel valued by saying these words OUT LOUD to each and every person who
works for you: say it with me… “I don’t know if I’ve actually said this
out loud to you before, and you are an important part of the team, and I’m
happy to have you here!” Just imagine if your boss said those words to
you, with every bit of sincerity he or she could muster…. How good would
that make you feel? Do that for your team members. Give them that
gift of feeling valued.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Take the time,
daily, or at least on a regular basis, to thank your team members for the work
that they do. This goes a very long way…</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<b><span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">We need to make
sure our team members feel heard.</span></b><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In real terms this
means more than just allowing people to talk to you. We cannot really
feel valued without feeling heard. Most people can tell right away when
we are minimizing their thoughts or feelings, and when we are not really
listening but simply waiting for our turn to talk. Most of us don’t
always need to have someone agree with us, or need to have everything go our
way in order to feel heard. And as Leaders, if we want our team members
to feel heard, we need to consciously listen to understand, and respond in a
way that appropriately conveys that understanding. </span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Sometimes,
especially if we haven’t been great about this in the past, we have to take a
couple of extra steps in order to accomplish this. First, we might have
to admit OUT LOUD that we are trying to be better at this; say it with me… “I
know I haven’t been very good at this in the past, and moving forward I am
making a real effort to listen to understand”. Wouldn’t you
appreciate it if your boss admitted this OUT LOUD to you, and then actually did
it? </span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Second, we might
have to repeat back what we heard that person say, so… “I understand that you
feel you are being asked to do more than ever, in less time than ever, and with
less help than ever… those things are all true. And this is simply the
reality of the world today. It is the way things are pretty much
everywhere. This is what our jobs are now, and we can either make the
best of it together, or we can find another job… however complaining about it
to your coworkers is hurting the morale of the team, and cannot continue”.
We said what needed to be said while acknowledging our team member’s
concerns by repeating it back to them in a respectful way.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">In order to feel
comfortable doing any of the things we’ve talked about so far, you will have to
get to know the people who work for you. No really… you will have
to actually care about each and every person on your team. When we care
about someone we want to know more about them; we care about the things that
are important to them; we take an interest in their interests; and we want to
help them achieve their goals. If you want to influence the people who
work for you, you must develop a relationship with them, and that is impossible
without getting to know at least a little bit about them, and showing them that
you care about them. In reality this will look a little different from
workplace to workplace, and is dependent on the size of your team.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">“ No one cares how
much you know until they know how much you care” stated John Maxwell, and I
have found this to be true.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">It is not easy to
make the time for all of this… it takes a commitment, as well as a lot of
physical and mental energy. None of these things is ‘once and done’.
We need to work on relationship building consistently in order for the
results to build exponentially. All of these little actions will
help you develop that high functioning team you always wanted.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; mso-ascii-font-family: Cambria; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Cambria;">Oh yeah… and as
Leaders, we do these things even though we might not get them from our boss!
The positive changes over time will be noticed, and it is possible to
‘influence up’.</span><span style="font-family: Times; font-size: 10.0pt; mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></div>
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that can hold evil in check, but that is not what I have found. It is the small
everyday deeds of ordinary folk that keep the darkness at bay. Small acts of
kindness and love.”<o:p></o:p></span></div>
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<div class="MsoNormal" style="background: white; line-height: 15.75pt; margin-bottom: 11.25pt; mso-outline-level: 1;">
<span style="color: #181818; font-family: Georgia; font-size: 10.5pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-font-kerning: 18.0pt;">J.R.R. Tolkien<o:p></o:p></span></div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-36436748947963572392017-01-24T13:46:00.003-05:002017-01-24T13:46:59.333-05:00Are You A Poor Leader or Are You Hiring The Wrong People?<div class="separator" style="clear: both; text-align: center;">
<a href="https://4.bp.blogspot.com/-1ej0rUSVvN0/WIeccqxosvI/AAAAAAAABRA/IdFV6E-ig74TxdlqI6wUjca1RJOB-kzxgCLcB/s1600/John%2BMaxwell%2Bquote.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://4.bp.blogspot.com/-1ej0rUSVvN0/WIeccqxosvI/AAAAAAAABRA/IdFV6E-ig74TxdlqI6wUjca1RJOB-kzxgCLcB/s1600/John%2BMaxwell%2Bquote.jpeg" /></a></div>
<br />
<br />
<br />
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">IF you are a good
Leader AND you are hiring the right people:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will have very low turnover. <o:p></o:p></div>
<div class="MsoNormal">
You will be meeting or exceeding pretty much all of your
goals.<o:p></o:p></div>
<div class="MsoNormal">
Your business will be growing.<o:p></o:p></div>
<div class="MsoNormal">
You will easily fill your new Leadership positions from
within your team and you will not have to look elsewhere for your Leadership
positions.<o:p></o:p></div>
<div class="MsoNormal">
You will rarely find yourself putting out fires (your team
will get ahead of most problems).<o:p></o:p></div>
<div class="MsoNormal">
You will not have absenteeism or tardiness issues.<o:p></o:p></div>
<div class="MsoNormal">
You will have plenty of time to spend developing the
Leadership traits of your best team members.<o:p></o:p></div>
<div class="MsoNormal">
Your team will be improving your systems and lowering your
costs.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In general… you will be very happy with the way your business
is running!<o:p></o:p></div>
<div class="MsoNormal">
I understand it may be difficult for some of you to believe that the conditions described above are possible... that just means you have never worked on a truly high functioning team.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If the statements
above do not describe you and your team:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You MUST admit that at least one of the following is true:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt;">You are not the best Leader<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
AND/OR<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt;">You are hiring the wrong
people<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If you are not the
best Leader:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will need to find a mentor or coach, because if you
could become a much better Leader on your own you would have done it by
now!<span style="mso-spacerun: yes;"> </span>This is the same reason we hire a golf
pro, a personal trainer, hire a plumber or enroll in a class.<span style="mso-spacerun: yes;"> </span>We generally cannot make significant
improvements in our own skills by ourselves.<span style="mso-spacerun: yes;">
</span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We will all admit that being a better Leader will help
improve every aspect of our business.<span style="mso-spacerun: yes;"> </span>So
if we had the time, inclination, and ability to become a better Leader on our
own we would certainly do so.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Becoming a better Leader demands a mentor or coach that is a
better Leader than we are.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If</b> <b style="mso-bidi-font-weight: normal;">you are hiring the wrong people:</b> <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will need to start by rethinking what you are looking
for when interviewing and hiring.<span style="mso-spacerun: yes;"> </span>Even
if you decide to pay someone to do your hiring for you, some additional thought
will need to be put into what qualities you should be hiring for.<span style="mso-spacerun: yes;"> </span>The person you are paying might be giving you
what you are asking for, only you are asking for the wrong things!<span style="mso-spacerun: yes;"> </span>We need to get this right!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And… if we pay someone to do our hiring, we need to measure
the results of their work just as we would measure the performance of everyone
else we pay.<span style="mso-spacerun: yes;"> </span>If we find that we are not
getting the results we want/expect from the Leaders we have in place, (like not
hitting the metrics, or not holding their team members accountable) most of us
are pretty quick to hold them accountable with some sort of corrective action,
and at some point find someone else to do that job.<span style="mso-spacerun: yes;"> Most of us hold our team members to even stricter standards. </span>However, we generally do not hold the people
who are doing our hiring accountable for anything!?<span style="mso-spacerun: yes;"> </span>Why is that?... Before you continue reading think about that for a moment. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do you evaluate the people who are doing your hiring in any way other than their ability to fill empty positions? Do you evaluate the quality of their hires in any real way?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If the people you are paying to do your hiring are not consistently bringing on great people you MUST change how your hiring decisions are made OR make a change in who is making those decisions. Even if the people making those decisions are in your own HR dept., and you like, respect and trust them... if they are not bringing on great people something needs to change!</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We can all recognize whether or not good hiring choices are being
made.<span style="mso-spacerun: yes;"> </span>This is reflected in everything we
do.<span style="mso-spacerun: yes;"> </span>Our turnover also directly reflects
the quality of our hiring choices.<span style="mso-spacerun: yes;"> </span>Yet
so many businesses accept high turnover and second-rate team members.<span style="mso-spacerun: yes;"> </span>It’s almost as if we believe the hiring
process is some kind of black magic that cannot be questioned.<span style="mso-spacerun: yes;"> </span>The end result is mediocrity… constantly
struggling to achieve our goals, and trying new systems and implementing new programs
to boost performance.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It doesn’t have to be like that!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
At this time I’d like to get some of the easiest excuses and
justifications out of the way.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Blaming your team members in any way is unacceptable.<span style="mso-spacerun: yes;"> </span>If we are good at hiring we should be able to
ascertain the true nature of the people we are interviewing most of the
time.<span style="mso-spacerun: yes;"> </span>Sure… on occasion everyone makes
mistakes.<span style="mso-spacerun: yes;"> </span>And the majority of the time,
if we claim that we (or the people we pay to do our hiring) are good at hiring,
we should get this right most of the time.<o:p></o:p></div>
<div class="MsoNormal">
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Any excuses that center on blaming the team member are like
blaming your SUV for getting poor mileage; blaming your neighborhood for being
bad; or blaming your spouse for being who they are.<span style="mso-spacerun: yes;"> </span>If you are unhappy with any these things… you
made the wrong choice. You cannot pass the blame off onto someone else.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
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this area”… that is nonsense and rationalizing your underdeveloped hiring
skills.<span style="mso-spacerun: yes;"> </span>If you are a pretty good Leader
you know that in any applicant pool there are plenty of people who can be great
when put on the right team with a good Leader.<span style="mso-spacerun: yes;">
</span>Plus, simply living and working in any area gives you access to great prospective
team members who, for the moment, happen to be working for other people.<span style="mso-spacerun: yes;"> </span>I am constantly finding great people out in the world who are very obviously under appreciated, under challenged, underutilized, and very often underpaid.<span style="mso-spacerun: yes;"> </span>They are just waiting for the opportunity to
be on the right team.<o:p></o:p></div>
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I have thought to myself something like “I inherited this
team… I didn’t hire them and I am now stuck with them”.<span style="mso-spacerun: yes;"> </span>That shouldn’t mean I am a poor Leader or bad
at hiring, right?<span style="mso-spacerun: yes;"> </span>Well… IF you just
recently (within the last 6 months) took over this team AND you are actively
working to help the wrong people (who you already know do not belong on your
team) find their happiness elsewhere AND you are actively working to build
relationships with the rest of your team members (and be careful choosing who
belongs and who does not, as you will likely find some of the people other
“Leaders” thought were poor team members will actually turn out to be good
under a good Leader), then you get a pass. Otherwise…<o:p></o:p></div>
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<div class="MsoNormal">
I can’t wait to hear the rest of the excuses for either poor
Leadership or poor hiring choices, or both.<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-80408216473048532492016-11-12T15:22:00.000-05:002016-11-12T15:22:02.046-05:00Mediocre At Best<div class="separator" style="clear: both; text-align: center;">
<a href="https://2.bp.blogspot.com/-rnZz7A5fn7A/WCd4zdF4vcI/AAAAAAAABQM/JoAtbYQ6Rl0vkZzm7KuzrR-_BLSdMWaMQCLcB/s1600/Mediocre.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://2.bp.blogspot.com/-rnZz7A5fn7A/WCd4zdF4vcI/AAAAAAAABQM/JoAtbYQ6Rl0vkZzm7KuzrR-_BLSdMWaMQCLcB/s1600/Mediocre.jpeg" /></a></div>
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div class="MsoNormal">
Take a good look at your company, region, store, or
department.<span style="mso-spacerun: yes;"> </span>Is it outstanding?<span style="mso-spacerun: yes;"> </span>Are you achieving most of your goals and
heading for greatness?<span style="mso-spacerun: yes;"> </span>Do you have
wonderfully low turnover, with a line of the best people waiting to work for
you?<span style="mso-spacerun: yes;"> </span>Is your team full of those people
that you would love to clone?<span style="mso-spacerun: yes;"> </span>Are almost
all of your customers appreciative and very happy with what they are getting
from you?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Now look at other businesses… The ones your company buys
from, as well as the ones where you and your family spend your money.<span style="mso-spacerun: yes;"> </span>Are most of them doing an impressive job of
exceeding your expectations?<span style="mso-spacerun: yes;"> </span>Are they
responsive to your questions and needs?<span style="mso-spacerun: yes;">
</span>Do you believe that they really care about you and are working hard to
meet or exceed your expectations?<span style="mso-spacerun: yes;"> </span>Are
almost all of the people you interact with in customer service wonderful to
deal with, and obviously happy in their jobs?<span style="mso-spacerun: yes;">
</span>Do they belong in customer service?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
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Very few of us can honestly answer yes to more than a couple
of these questions.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Why?<span style="mso-spacerun: yes;"> </span>Why aren’t
businesses able to be great instead of just OK?<span style="mso-spacerun: yes;">
</span>One of the biggest reasons is because most of the time<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 16.0pt;">The People Who Do The Hiring Are In No Way Accountable
For The People They Hire!</span></b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We will, of course, assume that those people are doing their
best, and that they care as much as anyone about the people they hire as well
as the success of the company.<span style="mso-spacerun: yes;"> </span>And
unfortunately<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">The people who do the
hiring are almost never responsible for the actual behavior (the work) of those
hires</b>.<span style="mso-spacerun: yes;"> </span>And…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">They are totally
removed from getting any actual first hand, real world and real time feedback
on the quality of those people.<span style="mso-spacerun: yes;"> </span><o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
They are doing the best they know how, and they are shooting
in the dark.<span style="mso-spacerun: yes;"> </span><span style="font-size: 12pt;">I would also bet that most of the time the people
doing our hiring are finding people who have what they are looking for.</span><span style="font-size: 12pt;"> </span><span style="font-size: 12pt;">Unfortunately… our own experiences in the
world show us that they are clearing looking for the wrong things.</span></div>
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<!--StartFragment--><!--EndFragment--><div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Even if the people doing the hiring are interested in the
fate of their hires, it is all too easy to pass the blame when those hires
don’t work out (or at least not up to our expectations).<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“They misrepresented themselves in the interview process…”<o:p></o:p></div>
<div class="MsoNormal">
“Something must have changed, they were great when we hired
them…”<o:p></o:p></div>
<div class="MsoNormal">
“The manager/supervisor/leader must be doing something wrong
because we are sending them great people…”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Unfortunately, most of the time the responsibility is laid
on the person to whom those hires report, and sadly for them, they are usually
already responsible for the team as a whole meeting its expectations.<span style="mso-spacerun: yes;"> </span>We assume as well that these Leaders are also
doing the best they can, so…<o:p></o:p></div>
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<br /></div>
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Where do we go from here with this conundrum?<o:p></o:p></div>
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Stay tuned…<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-10630506357121955292016-10-04T18:56:00.000-04:002016-10-04T18:56:03.637-04:00This Is Why You Need A Friend/Mentor Who Is Absolutely, Brutally Honest With You<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-M3LousdxFMQ/V_QzXv39SNI/AAAAAAAABPk/HkPgZiIhfH4mP8UqAW9F3A9ke-KB6SNRQCLcB/s1600/Bradely%2BWiggins%2Bcrash.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://3.bp.blogspot.com/-M3LousdxFMQ/V_QzXv39SNI/AAAAAAAABPk/HkPgZiIhfH4mP8UqAW9F3A9ke-KB6SNRQCLcB/s1600/Bradely%2BWiggins%2Bcrash.jpeg" /></a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<br /><div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The are a couple of exceptions to every rule, and… I will
still state that we are all pretty much the same.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We can all find ourselves caught up in our success; in greed;
in lust (or what we might think at the time is love); or in our arrogance and
end up doing things that under other circumstances we would advise other people
not to do.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My case in point is Bradley Wiggins.<span style="mso-spacerun: yes;"> </span>He is arguably Britain’s most famous professional
cyclist.<span style="mso-spacerun: yes;"> </span>He won the Tour de France; he
is an Olympic Gold Medal winner; and he is the current world cycling hour
record holder, among other things!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">Apparently he does
not have a friend or mentor who cares enough about him to be brutally honest
with him.<span style="mso-spacerun: yes;"> </span><o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Here is how we can know that…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In short:<span style="mso-spacerun: yes;">
</span>professional cycling has very strict rules about what drugs a
participant can and cannot take, both in and out of season.<span style="mso-spacerun: yes;"> </span>Granted, many people feel that, as in many
sports, doping is rampant in spite of the rigid rules, and that’s another
story.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Some drugs that are normally banned can be taken legally IF
the cyclist gets a TUE, or a Therapeutic Use Exception.<span style="mso-spacerun: yes;"> </span>Many cyclists have gotten a TUE for something
called Corticoids, a type of steroid often used for allergies.<span style="mso-spacerun: yes;"> </span>Some claim that this is nothing but legal
doping, and again that’s another story.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Bradley Wiggins, and Team Sky stated loudly and clearly they
were leading the way in ‘Clean Cycling’ and showing that a clean cyclist could
win the Tour De France.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In his autobiography he stated that other than immunizations
when he was young, he had never had an injection.<span style="mso-spacerun: yes;"> </span>NEVER.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So…his whole career and the whole theme of Team Sky is clean
cycling, no needles, and transparency.<span style="mso-spacerun: yes;">
</span>Get it?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Now… the hacker group Fancy Bears gets into the data and
shows the world that Bradley Wiggins had 3 injections, one just before the 2012
Tour De France (which he won).<span style="mso-spacerun: yes;"> </span>He did
have a TUE, so he had every legal right to take that steroid injection.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
HOWEVER… remember that he stated in his autobiography that
he NEVER had ANY injections.<span style="mso-spacerun: yes;"> </span>So now the
news is out that he did in fact have injections.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What does he do?<o:p></o:p></div>
<div class="MsoNormal">
What would you do??<o:p></o:p></div>
<div class="MsoNormal">
What do I hope I would do???<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Bradley Wiggins gets on the news, sticks with his story and
denies having sports injections.<span style="mso-spacerun: yes;">
</span>EVER!<span style="mso-spacerun: yes;"> </span>Even though everyone can
see for themselves, right there in black and white, he did indeed get 3 steroid
injections!<span style="mso-spacerun: yes;"> </span>Huh?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">Now I learned when I
was a young man that it’s one thing to do or say something stupid… and something
else completely to then go ahead and try to cover up that mistake.</b><span style="mso-spacerun: yes;"> </span>The person who covers up the mistakes ALWAYS
gets in more trouble than the person who did not cover it up. Don’t ask me how
I know that.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We all make lots of mistakes (or if we are not willing to
admit that, we at least know lots of other people who make lots of mistakes)
and we end up paying for most of them in one way or another.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However some of us, for some reason, cannot admit some of
those mistakes, so we deny them and try to cover them up.<span style="mso-spacerun: yes;"> </span>That is when the word <b style="mso-bidi-font-weight: normal;">disgraced</b> comes up.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We, people in general, can almost always get over the
mistakes of others.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What we cannot get over is being lied to.<span style="mso-spacerun: yes;"> </span>We trust the people we care about, our heroes
in particular, to tell us the truth, and when they lie to us we feel
betrayed.<span style="mso-spacerun: yes;"> </span>We are all vulnerable to
falling into this trap.<span style="mso-spacerun: yes;"> </span>We all have
egos; they can be pretty fragile, and we can end up lying to keep that ego
intact.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
No one who finds him/herself where Bradley Wiggins finds
himself ever thought they would end up there.<span style="mso-spacerun: yes;">
</span>We all believe that we would act differently, after all that is how we
justify feeling so hurt.<span style="mso-spacerun: yes;"> </span>“I would
never…” <span style="mso-spacerun: yes;"> </span>And yet A LOT of people end up
lying about their mistakes.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So what can we do to prevent this from ever happening to us?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">We need to already
have a friend or mentor who cares enough about us to be brutally honest.<span style="mso-spacerun: yes;"> </span><o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That person would either have told me to be honest in my
autobiography, as long as I was not so wrapped up in my ego that I allowed them
to read it before publishing it.<span style="mso-spacerun: yes;"> </span>I’m in
the clear.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
OR<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
They would have told me to revise my autobiography, admit
that I omitted those injections, and tell the truth.<span style="mso-spacerun: yes;"> </span>I’m in the clear.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
OR<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
They would have told me to admit my injections and TUE’s as
soon as the data breach was public.<span style="mso-spacerun: yes;"> </span>I’m
not quite in the clear, and I made a mistake.<span style="mso-spacerun: yes;">
</span>For the most part we forgive our hero’s mistakes.<span style="mso-spacerun: yes;"> </span>Eventually I’ll be in the clear.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
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If you do not have that kind of friend/mentor AND talk to
them/get their advice regularly… find one OR roll the dice!<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-31865369495159007662016-09-27T09:15:00.001-04:002016-09-27T09:15:17.321-04:00I Don’t Like Using The National Anthem As A Protest. And Yet…<div class="separator" style="clear: both; text-align: center;">
<a href="https://4.bp.blogspot.com/-4R4j43-zx1w/V-pwxzDamvI/AAAAAAAABPA/z3V-8MnDl6ETsApmVEKHG9e87vByI76qwCLcB/s1600/Colin%2BKaepernick.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="236" src="https://4.bp.blogspot.com/-4R4j43-zx1w/V-pwxzDamvI/AAAAAAAABPA/z3V-8MnDl6ETsApmVEKHG9e87vByI76qwCLcB/s320/Colin%2BKaepernick.jpg" width="320" /></a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I like to let the kids know what’s going on in the news,
just so they know, and so I can attempt to give them what I believe to be both
(hopefully all) sides of the story.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I explained that Colin Kaepernick was refusing to stand
during the National Anthem because he was <span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">“not
going to stand up to show pride in a flag for a country that oppresses black
people and people of color.” <span style="mso-spacerun: yes;"> </span>When
he could not really explain why he might feel that way I went on to tell him
that white police officers had shot and killed many unarmed black people (mostly
black men) recently (or perhaps always and just recently it’s news!?).<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Many Police Departments
lacked transparency, and many attempted to cover up what had happened, how it
happened, and what they were (or were not) doing about it.<span style="mso-spacerun: yes;"> </span>And it seemed that they believed a slap on
the wrist was a just consequence for killing an unarmed black man.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It also seemed that even the Police Departments that did
investigate wanted to prosecute the officers much more leniently than many
believe they would if the person killed had been white.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I explained that Police Officers have very stressful jobs,
and that putting themselves in danger every day, for relatively very little
pay, is what they signed up for.<span style="mso-spacerun: yes;"> </span>Getting
killed while at work is a regular thing for those who enforce the law.<span style="mso-spacerun: yes;"> </span>So… I don’t feel that it is <b style="mso-bidi-font-weight: normal;">normally</b> OK to second guess the split
second decisions of the people who put themselves in very dangerous situations,
since we are not willing to put ourselves in those positions.<span style="mso-spacerun: yes;"> </span>I have never worked a job as stressful as
being a Police Officer, and I still don’t like my actions to be second-guessed
all of the time.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And with that said, I do believe that the people we trust to
do that job should be held to a higher standard that the rest of us.<span style="mso-spacerun: yes;"> </span>While we know they are only people and that
they will make mistakes just like the rest of us, their mistakes also carry
much higher consequences that our mistakes.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My explanation of why I did not believe Colin Kaepernick’s
protest during the National Anthem was OK went something like this…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our country, The United States of America, is anything but
united.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Over the years people have always protested what the people
in Washington were doing.<span style="mso-spacerun: yes;"> </span>People have
always thought our politicians were in the pockets of big business.<span style="mso-spacerun: yes;"> </span>There have always been very rich, some in the
middle (pretty well off), and then the rest of us.<span style="mso-spacerun: yes;"> </span>We have lots of reasons for divisions and
splitting into groups to hate on another group.<span style="mso-spacerun: yes;">
</span>Some people have always felt that they were being treated differently
that the rest, and many times this was true.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, I am having a hard time seeing how using the
National Anthem as a weapon or tool can have anything but a negative
outcome.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">We already have so
many reasons to be divided against ourselves.<span style="mso-spacerun: yes;">
</span><o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Socioeconomic differences have always existed<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Racial divisions seem to built into our society (perhaps
humans?).<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our country is so large that important issues in one area
can mean almost nothing in another.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our educational system is absolutely broken and not only do
the poor suffer for it throughout their entire lives but it also creates
divisions between educated and uneducated.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The rise of the internet and this connected world has
greatly reduced our face to face interactions, and enabled us to anonymously
say whatever we want, as if it were fact.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Wall street (greed in general) brought us the worst economic
downturn since the great depression.<span style="mso-spacerun: yes;">
</span>Billions of dollars were made by the already rich, it is clear that some
people were purposeful in their actions and knew the downside to what they were
doing, and yet not one person was held accountable.<span style="mso-spacerun: yes;"> </span>The very rich made out like (literal) bandits
while everyone else in the country paid the price, and our government (also
rich) stood by and watched (and profited).<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">What do we have that
brings us together?<span style="mso-spacerun: yes;"> </span>That unites us?<span style="mso-spacerun: yes;"> </span>Other than our National Pride?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In the past century the issues that divide us were tempered
by the larger issues that brought us together… united us as a people.<span style="mso-spacerun: yes;"> </span>WWI, WWII and the bombing of Pearl Harbor
united every citizen behind one cause, and everyone, no matter the color or
religion, or socioeconomic status joined together to fight.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The problem we are facing today is that for the last 50
years we have had nothing big happen to bring us together (not that I’m wishing
for a big problem to pop up).<span style="mso-spacerun: yes;"> </span>The Korean
War and the war in Vietnam were not widely supported, and while many thought we
should be helping in Korea that was a long time ago… and not many thought we
should have been in Vietnam.<span style="mso-spacerun: yes;"> </span>It was a
disaster and more divisive than anything else.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
9.11 brought us together for a short while, and then we find
that apparently we invaded Iraq for no good reason.<span style="mso-spacerun: yes;"> </span>Our president our government lied to us about
who was responsible and why we were sending our young men and women
overseas.<span style="mso-spacerun: yes;"> </span>So that failed to actually
unite us.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So I ask you… <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>What brings us ALL together? </b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What unites us?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As far as I can see… nothing but National pride.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Which leads us back to protesting the National Anthem.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I believe that we ALL can and should be proud of the
strength and actions of our parents and grandparents in building this country,
fighting together against those who would threaten us, and working to give us a
better life than they had.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And… what exactly can we be proud of lately?<span style="mso-spacerun: yes;"> </span>Today?<span style="mso-spacerun: yes;">
</span>Anything?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We can agree that something has to be done about the seeming
ease with which many in law enforcement are willing to point their weapons at
black men, and then pull the trigger when the black man is not holding a weapon
of his own.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And if we don’t believe that violent protest is the answer,
then what is left?<span style="mso-spacerun: yes;"> </span>What can one person,
who might has some exposure to the media as his only asset do to make a strong
statement.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
He can use his media exposure to show his unhappiness with
the way we as a people, our Police Departments, and our governments have
reacted to the recent spate of shootings of unarmed black men by the Police.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So… part of me hates the use of our National Anthem as a
protest tool.<span style="mso-spacerun: yes;"> </span>And, I also understand why
many find this to be a reasonable recourse.<span style="mso-spacerun: yes;">
</span>Something has to give, and since I don’t like to think about where
continuing on our current path will lead us, this kind of protest has to be OK.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
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<div class="MsoNormal">
And just how does this all fit on Leaderisticality.com?<span style="mso-spacerun: yes;"> </span>Well… I believe that Colin Kaepernick is
showing extraordinary Leadership around this whole issue.<span style="mso-spacerun: yes;"> </span>It is a simple yet powerful protest.<span style="mso-spacerun: yes;"> </span>He is not using it for personal gain or
glory.<span style="mso-spacerun: yes;"> </span>He is not on a whirlwind tour of
the news outlets/TV shows.<span style="mso-spacerun: yes;"> </span>He is not asking
for others to join in.<span style="mso-spacerun: yes;"> </span>He is showing a
lot of class throughout.<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com1tag:blogger.com,1999:blog-2592416179382519577.post-46810191056171149612016-09-15T23:05:00.000-04:002016-09-15T23:23:33.933-04:00Are You A Poor Leader or Are You Hiring The Wrong People?<br />
<br />
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">IF you are a good
Leader AND you are hiring the right people:</b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will have very low turnover. <o:p></o:p></div>
<div class="MsoNormal">
You will be meeting or exceeding all of your goals.<o:p></o:p></div>
<div class="MsoNormal">
Your business will be growing.<o:p></o:p></div>
<div class="MsoNormal">
You will easily fill your new Leadership positions from
within your team and you will not have to look elsewhere for your Leadership
positions.<o:p></o:p></div>
<div class="MsoNormal">
You will rarely find yourself putting out fires (your team
will get ahead of most problems).<o:p></o:p></div>
<div class="MsoNormal">
You will not have absenteeism or tardiness issues.<o:p></o:p></div>
<div class="MsoNormal">
You will have plenty of time to spend developing the
Leadership traits of your best team members.<o:p></o:p></div>
<div class="MsoNormal">
Your team will be improving your systems and lowering your
costs.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In general… you will be very happy with the way your
business is running!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If the statements
above do not describe you and your team:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You must admit that at least one of the following is true:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt;">You are not the best Leader<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
AND/OR<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: 14.0pt;">You are hiring the wrong
people<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If you are not the
best Leader:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will need to find a mentor or coach, because if you
could become a much better Leader on your own you would have done it by
now!<span style="mso-spacerun: yes;"> </span>This is the same reason we hire a
golf pro, a personal trainer, take a class, or hire a plumber.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We will all admit that being a better Leader will help improve
every aspect of our business.<span style="mso-spacerun: yes;"> </span>So if we
had the time, inclination, and ability to become a better Leader on our own we
would certainly do so.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Becoming a better Leader demands a mentor or coach that is a
better Leader than we are.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;">If</b> <b style="mso-bidi-font-weight: normal;">you are hiring the wrong people:</b> <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will need to start by rethinking what you are looking
for when interviewing and hiring.<span style="mso-spacerun: yes;"> </span>Even
if you decide to pay someone to do your hiring for you, some additional thought
will need to be put into what qualities you should be hiring for.<span style="mso-spacerun: yes;"> </span>The person you are paying might be giving you
what you are asking for!<span style="mso-spacerun: yes;"> </span>We need to get
this right!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And… if we pay someone to do our hiring, we need to measure
the results of their work just as we would measure the performance of everyone
else we pay.<span style="mso-spacerun: yes;"> </span>If we find that we are not
getting the results we want/expect from the Leaders we have in place, (like not
hitting the metrics, or not holding their team members accountable) most of us
are pretty quick to hold them accountable with some sort of corrective action,
and at some point find someone else to do that job.<span style="mso-spacerun: yes;"> </span>However, we generally do not hold the people
who are doing our hiring accountable for anything!?<span style="mso-spacerun: yes;"> </span>Why not?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We can all recognize whether or not good hiring choices are
being made.<span style="mso-spacerun: yes;"> </span>This is reflected in
everything we do.<span style="mso-spacerun: yes;"> </span>Our turnover also
directly reflects the quality of the hiring choices.<span style="mso-spacerun: yes;"> </span>Yet so many businesses accept high turnover
and second-rate team members.<span style="mso-spacerun: yes;"> </span>It’s
almost as if the hiring process is some kind of black magic that cannot be
questioned.<span style="mso-spacerun: yes;"> </span>The end result is
mediocrity… always struggling and trying new systems and programs to boost
performance.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It doesn’t have to be like that!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
At this time I’d like to get some of the easiest excuses and
justifications out of the way.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Blaming your team members in any way is unacceptable.<span style="mso-spacerun: yes;"> </span>If we are good at hiring we should be able to
ascertain the true nature of the people we are interviewing most of the
time.<span style="mso-spacerun: yes;"> </span>Sure… on occasion everyone makes
mistakes.<span style="mso-spacerun: yes;"> </span>And the majority of the time,
if we claim that we (or the person we pay to do our hiring) are good at hiring,
we should get this right.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Any excuses that center on blaming the team member are like
blaming your SUV for getting poor mileage; blaming your neighborhood for being
bad; or blaming your spouse for being who they are.<span style="mso-spacerun: yes;"> </span>If you are unhappy with any these things… you
made the wrong choice. You cannot pass the blame off onto someone else.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You might attempt to say “there are no good applicants in
this area”… that is nonsense and rationalizing your underdeveloped hiring
skills.<span style="mso-spacerun: yes;"> </span>If you are a pretty good Leader
you know that in any applicant pool there are plenty of people who can be great
when put on the right team and working for a good Leader.<span style="mso-spacerun: yes;"> </span>Plus, simply living and working in any area gives
you access to great team members who happen to be working for other people.<span style="mso-spacerun: yes;"> </span>I am constantly finding great people who are
obviously underappreciated and underutilized, and very often underpaid.<span style="mso-spacerun: yes;"> </span>They are just waiting for the opportunity to
be on the right team.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have thought to myself something like “I inherited this
team… I didn’t hire them and I am now stuck with them”.<span style="mso-spacerun: yes;"> </span>That shouldn’t mean I am a poor Leader or bad
at hiring, right?<span style="mso-spacerun: yes;"> </span>Well… IF you just
recently (within the last 6 months) took over this team AND are actively
working to help the wrong people (who you already know do not belong on your
team) find their happiness elsewhere AND actively working to build
relationships with the rest of your team members (and be careful choosing who
belongs and who does not, as you will likely find some of the people other
“Leaders” thought were poor team members will actually turn out to be good
under a good Leader), then you get a pass.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I can’t wait to hear the rest of the excuses for either poor
Leadership or poor hiring choices, or both.<o:p></o:p></div>
<div class="MsoNormal">
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Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com1tag:blogger.com,1999:blog-2592416179382519577.post-53339900396841858942014-07-25T07:24:00.000-04:002016-08-25T05:58:07.566-04:00Building Relationships… What Exactly Does That Mean?<div style="color: #333333; font-family: Helvetica, Arial, sans-serif; font-size: 15px; line-height: 20px; margin-bottom: 1em; margin-top: 1em;">
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What Does It Take To Build And Develop A Truly Great Team? Part 9 of a series…</div>
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So let’s try to finish up our series on hiring for, and developing our team from average to great. You’ll remember (I hope) that we’re talking about hourly team members, from no experience/entry level to Store Team Leader level… you can find part 1 <a href="http://www.leaderisticality.com/2014/06/what-does-it-take-to-build-and-develop.html" target="_blank">here</a>. At this level, which includes almost all retail/restaurant jobs (almost anyone paid hourly) we are hiring for qualities rather than skills, as we can teach anyone most any skill needed, however we cannot teach anyone the qualities we need… And as an added bonus, if we hire exclusively for Leadership qualities, we need never look elsewhere for our future Leaders.</div>
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We also talked about how to hire for customer service, as well as the importance of indoctrinating our new hires. For the last few posts we’ve discussed moving those few people who don’t belong on our team off of our team; moving our current team members from average to great by introducing new expectations (while owning our part in allowing the old behaviors); and the beginning steps to changing the culture of our team.</div>
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So let’s pick up by talking about developing relationships… what exactly does that mean? A long time ago, when I was new to being responsible for the behavior of other people, I kind of thought that meant figuring out how to manipulate them into doing what needed to be done. I was not very self aware, and looking back; I was a pretty selfish young man. So… what I wanted, and what I was responsible for making happen, was much more important than what the people working for me wanted or needed. </div>
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Needless to say, I found my work to be a constant struggle, moving between attempting to befriend my workers, attempting to coerce them through fear or intimidation, and following up after them, often doing the work that still needed to be done myself. It was exhausting!</div>
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Through SO MANY mistakes, some huge and painful life lessons, reading some great books, and with some great advice and mentoring by a few good Leaders I was lucky enough to work with/for, I was able to start to understand that it’s not all about me and what I want or need. I remember my mother, as well as the nuns in Catholic school, telling me that doing for others is it’s own reward; and that working for the good of the group will almost guarantee that you will get what you want (perhaps by changing what we want!?). It was many years before I understood these lessons, and could start putting them into practice.</div>
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So where am I going with all of this? </div>
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<strong>Building relationships is not about getting what you want.</strong> In order to have our team members want to do what needs to be done, they have to trust us, believe in, and care about the goals of the team, and know that helping them achieve their goals is genuinely important to us. </div>
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So… building a relationship with another person starts with getting to know that person. It’s about them… not you! I have come to believe that most people can tell in pretty short order when the person speaking to them is genuinely interested in them, or if they are trying to manipulate them. The only reason to proceed from here is because you are genuinely interested in learning about the other, and in helping them achieve their goals. If you move forward with any other intentions, I believe it won’t be long before you are found out, and you will have blown your chances of developing a trusting relationship.</div>
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Let’s move forward believing that we are all on the same page… that we are not saints, so we have our own goals, wants, and needs (sometimes we act selfishly, and sometimes we are self-absorbed). And… more often than not, we are genuinely interested in helping other people achieve their goals, and helping other people makes us feel good. We good?</div>
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<strong>Building relationships takes time. </strong>We have to make a real commitment to this effort, as it will take many months (at least) depending on the size of your team, and how you have acted in the past, to get to know your team members, and start to build trust between you. You will have to meet with each team member (or at least your department team Leaders) a couple of times/month at first in order to get to know them; show them you are really committed to them and this process; and to be able to take some action towards helping them achieve their goals.</div>
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If you try to rush this process, you will not achieve the results you want. Your team members will see that you simply want to get to some end where they do your bidding, and you will have wasted all of your time. Please either commit to this fully, or do not start the process until you are ready to fully commit.</div>
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<strong>Do not fool yourself into believing that you already have the relationships you need.</strong> If you did, you would not need to change the culture of your team. You would just need to alter your expectations, and perhaps get your team together to come up with some aggressive new goals. And if you are reading this, that is not where you are. If you actually have great relationships with your team members, you probably don’t need my help, and you most likely already have a great team. So let’s get realistic, and commit to doing this right.</div>
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Wow! 1000 words, and my posts are already much longer than people tell me they should be. So… we’ll stop here, and perhaps part 10 will be the last of the series. Next time we’ll talk about purposefully developing a culture where feedback is expected, and where it is “heard” as an attempt to help us constantly and incrementally improve.</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-22038461664681655032014-07-23T12:28:00.001-04:002014-07-23T12:28:59.238-04:00Changing The Culture Of Our Team...<div class="separator" style="clear: both; text-align: center;">
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What Does It Take To Build And Develop A Truly Great Team? Part 8 of a series…</div>
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We’re winding down in our series on how to hire for, and develop a great team. We’ve talked about hiring our hourly team members (from no experience/entry level to Store Team Leader level) for qualities rather than skills, indoctrinating those new hires, and changing the expectations of our ‘old’ team members to begin the transformation from average to great.</div>
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Hiring only the best is a mandatory starting point. I believe indoctrinating them is also mandatory to have a truly great team. Introducing the needed changes to our ‘old’ team members must be done carefully and intelligently in order to avoid the pushback that comes so naturally.</div>
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Now we must introduce and maintain some behaviors and relationship habits without which I don’t believe great can be achieved.</div>
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<strong>3. Changing the culture of our team.</strong> This part will take some time, and can only be changed by building relationships with your team members… each and every one of them.</div>
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Changing the way our team members interact with each other is perhaps the hardest part. Since our actions and choices allowed the current culture to form, the only way to change it is to change our actions, and make different choices. Yes… you are to blame for the culture on your team. You are to blame for the average performance of your team. Blaming your team members is like parents blaming their kids for playing video games all day. You allow the behavior… If you don’t like it, don’t allow it. And the change must begin and end with you!</div>
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As Leaders, we can break our teams all by ourselves. Our actions (or lack thereof), our selfishness, arrogance, and any number of other behaviors can easily crush the spirits of our team members, and destroy any positive efforts on their part.</div>
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We cannot however make our team Great by ourselves. For most of us it takes concentrated effort, more energy than we thought we could muster, and the investment of an insane amount of time in order to bring together the people around us and form an actual team. </div>
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The crazy part is that most of us are capable of achieving this goal as long as we are in it for the right reasons. Our team members do not expect us to be perfect; have all of the answers; or always say the right things. They do expect us to genuinely care about them; to try our best; to admit our faults and failures; to freely give credit where it is due; to accept the blame when things go sideways; and to put the goals of the team ahead of our own.</div>
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<strong>We must all be willing to admit and talk about our faults/failures.</strong> As the Leader it is our job to show everyone how this is done. We must be the example, and talk openly and honestly about our faults and failures. I believe that the only way to get our team members to admit to, speak honestly about, and ‘hear’ feedback about their mistakes is seeing their team Leader do the same.</div>
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We must never punish failure, or allow other’s failures to become fodder for jokes. If we are not failing, we are not trying enough new ways to achieve great! Many of you are/will be hesitant to really open up and share your mistakes/failures with those who work for you. I would suggest that anything like this, that is difficult for us, is necessarily the very work we need to do in order to improve ourselves as Leaders.</div>
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<strong>We must install a culture of almost constant feedback.</strong> At first it may be difficult to get the rest of the team on board with giving and accepting feedback. It is human nature to take a defensive stance when we believe we are being attacked. Feedback is rarely used to foster positive change in most workplaces, so accepting this as a long-term process will serve you well. This topic needs a lot more time, so we’ll talk about this more next time.</div>
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<strong>We must align our rewards systems with innovation, risk taking, and Leadership development.</strong> If the bottom line (or any other measure) is given the highest reward, everything else is guaranteed to fall by the wayside to be forgotten. </div>
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Profitability and the bottom line can and should be rewarded, and… unless all of the steps needed to move our team towards Great are recognized and rewarded, and the process itself is given the importance and attention it deserves, all of our efforts will be reduced to yet another failed attempt to create positive change… just another flavor of the month come and gone.</div>
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<strong>We must build strong, trusting relationships with our team members.</strong> Sometimes this will mean developing relationships with all of our team members. On larger teams, we will only be able to develop deep relationships with our team Leaders. We then teach them how to develop those relationships with their team members. </div>
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Since team member happiness and engagement is really a measure of our relationship with the person to whom we report, this relationship chain is vital to achieving Great. We cannot fathom moving past average without getting the vast majority of our team members actively engaged in their work. And this can only be achieved through strong, trusting relationships! We’ll talk more about relationship building next time too.</div>
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I think one additional post; to more fully describe the behaviors and habits needed to move our culture to one that values Great is in order. More specifics on building relationships, as well as how to develop a culture of feedback will help. I’m sure that in my haste to wrap this up I’ve left out many steps that you will recognize by their absence, so please don’t hesitate to speak to them in the comments.</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-82352715695466859102014-07-21T11:28:00.000-04:002014-07-21T11:28:09.822-04:00Moving Towards Great… Changing behaviors that were acceptable in the past<div class="separator" style="clear: both; text-align: center;">
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What Does It Take To Build And Develop A Truly Great Team? Part 7 of a series…</div>
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Next time we will talk about how expectations for behavior and performance will be changing, and how to make this process as painless and blameless as possible.</div>
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(Cue into music) So we’re back with part 7 of what seems to be a growing series on how to hire for, and develop a great team. We’ve talked about hiring for qualities because they can’t be trained; about how and why we welcome (indoctrinate) our new hire; and how to start removing roadblocks that are keeping our current team members from being great.</div>
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<strong>Next up, we have to change our team member’s expectations for service, performance, and behavior. </strong></div>
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If we have been leading this team for some time, we have allowed the team, as well as the culture, to become whatever it has become. We have allowed the current standards to develop, and our actions (or lack thereof) have allowed the current culture to be the norm.</div>
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In the end, it really doesn’t matter if we are new to the team, or if we have been the team Leader, our goal is the same… we need to change the standards, the expectations, and the culture of our team.</div>
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I have found, through trial and more error than I’d like to admit, that the best way to go about this is accepting responsibility for the current state of affairs. Even if you are new to the team, accepting responsibility for allowing the current reality will go a long way in beginning to develop trust with your team members. </div>
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<strong>Blaming the past Leadership</strong>, even if you don’t feel as if you are bad mouthing them, will certainly turn off a number of your team members. It seems that the most simple and productive way through this is to tell ourselves that they did the best they could with the tools they had (because that is exactly what they did), and our job is to move forward from where we are now.</div>
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So, to continue changing the expectations for our team, we will need to address the behaviors or standards that were acceptable in the past, and state clearly what will be the standard moving forward. These conversations will happen with individual team Leaders, team members, department teams, and with our entire team gathered together for a whole team meeting.</div>
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I realize that I write very differently than most, in that I try to spell out exactly what to do in order to achieve the results I describe. This makes for longer posts, as well as fewer bullet points, so I hope you’ll bear with me.</div>
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Perhaps a few examples are in order…</div>
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We’ll start by talking about why we feel the need to make these changes, with honesty and transparency. This is the only way to move forward and have any chance of achieving great.</div>
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<strong>You will own all responsibility for allowing the current conditions and standards of behavior… If you are not willing to do this you will not achieve great!</strong></div>
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<strong>The more open and honest you are with your team members the better the odds they will trust your intentions and want to move forward with you.</strong></div>
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So… I’ll list some examples of behaviors with the one successful way I have found to state how things will be changing. This is not necessarily the only way to go about this, just the way I’ve found that works.</div>
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In the past, it’s been OK to complete and turn in your period end inventory without being audited by store Leadership. Moving forward, you are responsible for getting a member of store Leadership to audit your inventory before handing it in. This is not a punishment, nor is it because I do not trust you… it is simply a smart way of double-checking important work. We all make mistakes, and using another pair of eyes is the best way to run our business.</div>
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In the past, I have allowed people’s attention to be on cell phones and laptops during meetings, instead of what was happening at the meeting. Moving forward, cell phones will be put away, and laptops will be closed during meetings so we can all be present and participate in the running of our business.</div>
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In the past, team members have been allowed to have phones in their hands while on the clock, and on the sales floor. Moving forward, once clocked in (and not on break or lunch) we will focus on our work, and our customers. Cell phones are distractions, and so should not be in our hands or used at all during work hours. If a team member has a personal situation that they feel necessitates cell phone use or availability, they need to talk to their team Leader about it before beginning work.</div>
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In the past, it has been acceptable to turn in team member reviews past the due date. Moving forward, reviews will be completed and filed before the due date. If there is a reason you do not feel this is possible, you must speak to your team Leader about it 2 weeks before the due date. Our team members deserve their reviews on time.</div>
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These are just a few simple examples, and in each, we are accepting that the behavior had been accepted in the past, so there is no consequence for that past behavior. However, in the future, we spell out the new expectation, and explain why the expectation is changing. Doing this right will answer most questions, and get everyone on board.</div>
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Only a few parts left… We started changing the culture of our team by hiring only great team members, and continued by addressing behaviors that need to change. In the next few posts we’ll talk about how to create a culture where feedback flows pretty freely, and where our team members ask forgiveness rather than for permission when trying something new.</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-4126974985233007142014-07-17T08:35:00.003-04:002014-07-17T08:35:43.197-04:00Repost from Tanveer Naseer "5 Important Keys For Taking On New Leadership Challenges"More great advice from Tanveer...<br />
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http://www.tanveernaseer.com/5-leadership-measures-for-successfully-guiding-established-teams/Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-36152571250813323322014-07-16T12:31:00.000-04:002014-07-16T12:31:44.544-04:00Great Doesn’t Happen By Accident… Changing expectations<div style="color: #333333; font-family: Helvetica, Arial, sans-serif; font-size: 15px; line-height: 20px; margin-bottom: 1em; margin-top: 1em;">
<img alt="" class="left" data-mce-src="https://media.licdn.com/mpr/mpr/p/2/005/073/351/3b04d72.jpg" src="https://media.licdn.com/mpr/mpr/p/2/005/073/351/3b04d72.jpg" style="float: left; margin-bottom: 1em; margin-right: 1em; max-width: 606px;" /></div>
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What Does It Take To Build And Develop A Truly Great Team? Part 6 of a series…</div>
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Welcome to part 6 of this series on hiring and developing a great team, specifically with an hourly workforce. We’ve talked about hiring for qualities, correctly welcoming (indoctrinating) your new hires, and now we are moving to the next steps necessary to keep your great new hires great, as well as changing expectations for your current team members. In part 5 we talked about helping people who do not belong on your team find their happiness elsewhere, and deciding if they really have to go, or are we acting out of fear.</div>
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Today we will focus on:</div>
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<strong>2. Changing expectations for our existing team members.</strong> </div>
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We will likely have a large number of our team members happy to be getting great new people on the team (finally!), and happy to see the worst go (what have you been waiting for?). The rest will be swept along by the strongest force (whether it be good or evil), and while they are not the yet the great team members we’d like to have on the team, I’ve found that the ‘window’ for great team members is wider that most people think. Many more people would be great additions to the team if they are properly trained, trusted, allowed to take chances, and if they really believe that we, their team Leaders, have their best interest at heart.</div>
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Our current team members are not yet acting like Great team members for several reasons. As Leaders, I believe our first job is to assume that our team members are fully capable of greatness, and our job is to remove the roadblocks that are holding them back.</div>
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<strong>Some of them</strong> have had the creativity and willingness to speak up beaten out of them by past bosses. They are now doing average work because in the past it has not been in their best interest to speak up, make suggestions, maintain high work standards, or exceed expectations.</div>
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For these people the process will include brainstorming sessions, allowing them to move forward with their ideas with little or no input from you, and rewarding and celebrating each and every time one of them speaks up, offers an idea, or provides even the smallest bit of constructive criticism.</div>
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You should expect the process of encouraging people to speak up to take some time… months at least, if not longer. At first they will not trust you to listen to, or care about what they have to say. The need for patience and understanding is paramount, and your ability to ride out this process will be tested. If you are able to stick with it, the payoff will be more than worth it.</div>
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<strong>Some of them</strong> have always had each and every step of their jobs spelled out for them, and have not had the freedom to innovate, or make any decisions for themselves. These people have been taught to follow orders, rules, and job descriptions to the letter, and the thought of changing this learned behavior could be very scary.</div>
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These people do not expect to be trusted (in fact they will likely expect just the opposite), so you must be not just willing, but eager to extend trust to everyone on your team. People don’t need to ‘earn’ your trust… people deserve trust simply because they are people. And as Leaders it is our job to extend trust.</div>
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Here again, we get more of what we reward and celebrate. So… if we want our team members to take chances, try new methods, and innovate, we should celebrate and reward each and every instance.</div>
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I have found that it helps to suggest ways in which people might step out of their rigid confines (whether they are self defined, or have been defined for them by others). We are often able to see the right answers and best course of action for others, and yet unable to see any path at all for ourselves. </div>
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Literally making suggestions about how to approach their work differently may not work, since too many people will hear our suggestions as yet more direction. So… I’ve had success simply relating my experiences… “When I was… I tried this…” or “I had this great team Leader who suggested that I try… I failed miserably, but because of that failure I thought of trying… which worked out great” or “I’ve seen this… or this… work in the past, and I bet you can come up with an even better way to…”</div>
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This is where celebrating every attempt will help you, because many of your team members will be hesitant to try something new for fear of failure… or more specifically, the consequences of failure. So… having their team Leader celebrate and reward every attempt at innovation will go a long way toward helping your people break out of their old habits.</div>
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<strong>Some people</strong> have ideas or pictures of themselves that are not true, or not supported by fact. You know the stories we tell ourselves… like: I’m not good at math… I could do everything about the next job but the financials. For whatever reason, many of us tell ourselves, convince ourselves that we are not capable, or not able to do certain jobs or tasks … we can help people break out of these limiting molds and thought patterns. </div>
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As we develop relationships with our team members, we will begin to understand what thought patterns are getting in the way, and over time we can work on helping our team members see that these beliefs are not only false, but often the opposite is true! They will only listen to us however, once we show them that we have their best interest at heart.</div>
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<strong>Some people</strong> have attitudes that stand in their way. We can be too idealistic, feel that everything we do must be perfect, or that we cannot compromise at all without compromising who we are. Attitudes like this can easily keep us from building on our strengths, getting enough tasks accomplished, or working well as part of a team.</div>
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We can help these people by showing them how this belief or behavior is getting in the way of achieving their goals. Our first job, as usual, is to develop strong, trusting relationships. Then, when they realize that our goals for them are the same as their goals for themselves, they will actually hear us when we talk to them about how these attitudes (which then affect their behaviors) are keeping them from achieving their goals.</div>
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To sum up… to move our current team members from average to great, our first steps are to build strong, trusting relationships; assume there are obstacles keeping them from being great; removing the obstacles and roadblocks we can remove; helping our team members develop new habits and overcome old patterns; and rewarding and celebrating every attempt towards the behaviors we need to see more of.</div>
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Next time we will discuss how our expectations for performance and behavior need to change in order to achieve great, as well as how to relate these changes to our team. As the past behavior of the team is exactly what we allowed it to be, we need to fully own our responsibility in order for the team to accept the needed changes.</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-28191781331259681262014-07-14T12:57:00.001-04:002014-07-14T12:57:35.665-04:00Great Doesn’t Happen By Accident... Helping People Find Happiness Elsewhere<div style="color: #333333; font-family: Helvetica, Arial, sans-serif; font-size: 15px; line-height: 20px; margin-bottom: 1em; margin-top: 1em;">
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What Does It Take To Build And Develop A Truly Great Team? Part 5 of a series…</div>
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Welcome back! Here we are, working on building a great team of hourly team members, from no experience/entry level to Store Team Leader. We’ve talked about hiring the best people by hiring for qualities rather than skills, because we can teach pretty much anyone almost any skill, however we cannot teach qualities.</div>
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Last time we talked about the need to indoctrinate (or whatever you choose to call it) your new hire just as soon as you make the decision to hire them. The importance of this cannot be overstated… you simply cannot leave this to anyone else. Only you, the team Leader, can imbue your new hire with the team’s values and goals, the work ethic you expect, and make sure they know that you not only value and appreciate what they bring to the team, but also your commitment to helping them achieve their goals. </div>
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I have found that stating these things without the passion, belief, and energy that we would imagine someone who is ‘indoctrinating’ another person would use, will end with us failing to achieve the desired results. The process, and how the message is delivered are as important as the actual message. At least this is what I’ve found in my experience.</div>
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<strong>It is most important that you begin developing that strong, trusting relationship the day you decide to add them to the team.</strong></div>
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Now that we are hiring the best people, we need to keep these great new hires from joining the ranks and adopting the current culture, and change the culture and of the team. Without changing the culture, as well as the expectations of our current team members, those great new people will either become mediocre, or leave. We cannot allow that to happen!</div>
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<strong>To keep that from happening, we need to be doing several things at once...</strong></div>
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<li><strong>1. </strong><strong>Get the people who do not belong on a great team off the team as quickly as possible</strong>. Even if that means we run short handed for a while, the risk of allowing them to poison our new hires far out weighs the short term effects of being short handed. All of our time and effort spent finding the best people and getting them excited about working on this great team will be for naught if we do not get those who are not interested in being part of a great team off of our team. </li>
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If we are not willing to follow through on this critical step, we will never be able to develop that great team. People who do not belong on a team are like poison, and no amount of coaching, or relationship building can mitigate the damage they will do. The percentage of people who cannot be won over, and will need to be removed from the team is small. If you are feeling that a large number, 10%, 15% or more of the current team members need to leave the team, perhaps we should take a hard look at our reasons for wanting them off the team.</div>
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When turning a team around, it is easy to feel that everyone we did not hire, everyone we don’t immediately see as a great addition to the team, or everyone who might be loyal to the previous leader needs to go. In fact, what most likely needs to happen is we need to spend the time to develop relationships with the majority of these team members. </div>
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I have found that the range of people who can be great team members is much wider that many people think. People who are not currently great, and who can become great team members have usually been mistrusted, and mistreated by their past team Leaders. If we make sure they are trained, extend trust, and develop strong relationships with them, we will find that many of our current team members can move with us from average or mediocre to great. It’s up to us as Leaders to do everything we can to engage with, and get the best out of each and everyone of our people.</div>
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For those very few who are always negative; do not wish to do the work it takes to be part of a great team; or will not be honest and genuine enough to allow a relationship to be built, we must be decisive and move them off the team as quickly as we can.</div>
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I didn’t mean to spend so much time on this one sub-topic, and I feel that its importance can’t be overstated. Feeling that more than a few people need to leave the team is probably a clue that we are allowing ourselves to be driven by our fears, which will make it impossible to achieve great. And at the same time, failing to take action with the few who do need to go will also keep us from achieving great. Working with our coach or mentor can help us determine where the truth/balance lies, and keep us from getting derailed.</div>
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Next time we’ll talk about changing the expectations of our current team members…</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-12289424604504949522014-07-05T11:15:00.000-04:002014-07-05T11:15:05.759-04:00Great Doesn't Happen By Accident... Indoctrination<br />
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What Does It Take To Build And Develop A Truly Great Team? Part 4 of a series…</div>
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So here we are in part 4 of this synopsis of my 70 or so post series, walking through hiring the best hourly team members, indoctrinating them onto our team, choosing the right apprentices, and changing the culture of our team from the one that allowed us to be average to one that will not allow average people to remain on the team. The original posts can be found <a data-mce-href="http://www.leaderisticality.com/2014/02/hiring.html" href="http://www.leaderisticality.com/2014/02/hiring.html" rel="nofollow" style="color: #006699; outline: medium;">here</a> starting with hiring…</div>
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We’ve talked about the importance of hiring for qualities rather than skills (remember, we are hiring hourly team members, from no experience/entry level to Store Team Leaders) since we can train almost anyone pretty much any skills that might be needed, however we cannot teach qualities… Qualities are the things that make our best people “clone worthy”.</div>
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We’ve also talked about using the “ketchup question” when hiring for customer service, and the need to determine the default customer service level of your applicant. If you haven’t already, you can read <a data-mce-href="https://www.linkedin.com/today/post/article/20140630125008-69679835-what-does-it-take-to-build-and-develop-a-truly-great-team-part-1-of-a-series?trk=mp-reader-card" href="https://www.linkedin.com/today/post/article/20140630125008-69679835-what-does-it-take-to-build-and-develop-a-truly-great-team-part-1-of-a-series?trk=mp-reader-card" style="color: #006699; outline: medium;">part 1</a>, <a data-mce-href="https://www.linkedin.com/today/post/article/20140701114250-69679835-great-doesn-t-happen-by-accident-it-takes-a-carefully-planned-and-ruthless-assault-on-good?trk=mp-reader-card" href="https://www.linkedin.com/today/post/article/20140701114250-69679835-great-doesn-t-happen-by-accident-it-takes-a-carefully-planned-and-ruthless-assault-on-good?trk=mp-reader-card" style="color: #006699; outline: medium;">part 2</a>, and <a data-mce-href="https://www.linkedin.com/today/post/article/20140703135049-69679835-great-doesn-t-happen-by-accident-part-3?trk=mp-reader-card" href="https://www.linkedin.com/today/post/article/20140703135049-69679835-great-doesn-t-happen-by-accident-part-3?trk=mp-reader-card" style="color: #006699; outline: medium;">part 3</a>.</div>
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So… we’ve interviewed our applicant by making them comfortable, and getting to know them through an in depth conversation, where we asked questions to find the behaviors that describe the Leadership qualities we are hiring for. </div>
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<strong>And, we’ve decided to hire the person siting in front of us.</strong></div>
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<strong>Now what? Well…</strong></div>
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In order to build a truly great team, we cannot allow our great new hire to simply adapt to the team as it stands. We will simply end up with yet another mediocre team member. </div>
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<strong>First step</strong>: Before I leave the room I will spend another 45 to 60 minutes with my new hire. Yup… another hour to make sure that I get them off on the right foot invested now will pay off in more ways than you will believe.</div>
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Remember, great does not happen by accident. We are not satisfied with the standards of behavior, or the culture of our current team (if you are, good for you! Keep up the great work!), and it is going to take hard work and tough decisions in order to affect the change that needs to happen. You can do this, and you need to start today… right here and right now. </div>
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You will invest the time and energy to get this new hire fired up. You need them to come onto your team with a full understanding of the new standards you will be holding the team to. You need to indoctrinate them with your excitement about what the team is going to be like, how excited you are to have them on your team, the important role they will play in achieving the goals of the team, and how interested you are in helping them achieve their goals (you just got done talking to them for an hour… you better be able to talk in depth about their goals!).</div>
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Some people will state that they don’t like the word indoctrinate… and that’s OK. You don’t have to use that word if it makes you feel uncomfortable. And…</div>
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Think of the best, strongest, and highest performing teams you can. Perhaps the Navy Seals come to mind? I grew up in the town that borders West Point… that comes to my mind (and where I hope our 17 year old will go)… Now, do those teams welcome and train their newest team members? Is there coffee, nice music playing in the background while we talk about how we like our team members to treat each other with the same respect you would like to be shown? Not so much…</div>
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What kind of process is it? I’ll give you a hint… it’s indoctrination. Before anyone is brought onto the team they are told that it will be a difficult job, that it will be hard work, that you’re your teammates will be committed to excellence, and that you will be expected to uphold the highest standards of behavior and performance. </div>
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I don’t believe that there is any way to maintain that level of performance without some form of indoctrination. You don’t have to agree, and has what you’ve been doing gotten you a great team? Is there a reason you can’t have a team that functions at an incredibly high level? This process of hiring for qualities and indoctrinating every one of my new hires worked wonderfully for me, and that’s why I’m suggesting you take a chance and go for great!</div>
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Whatever you choose to call it, if you want to achieve and maintain a very high level of performance, you will have to instill your new hire with the values and beliefs of your team. Make sure they understand how much you value having them on the team, and that you are looking forward to them using their experience and knowledge to help the team improve everything it does.</div>
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This is not something that you can delegate, nor can it be left to someone who does not even work on your team. You, and only you (because you are the team Leader) can instill your new hires with your excitement about the future of the team, your passion for the success of the team, the rewards that come from achieving the goals of the team, and what the future can/will hold for your new hire. If you feel you have found a great addition to the team, make sure they really understand how excited you are about having them on the team, and how they will be a key player in helping the team achieve it’s goals.</div>
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If you do this right, your new hire will come in for his or her first day of work with more motivation that anyone currently on your team. And as long as you continue to stay involved in their work and development, you can help them maintain that level of engagement. </div>
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I believe that team member engagement is all about our relationship with the person to whom we report. So you are starting to build that strong, trusting relationship the day you decide to hire them!</div>
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Since we are transparent, we make sure our new hire understands that we are a team in transition. </div>
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That means they might work with team members who are not upholding the expectations we just discussed, or acting in a manor consistent with the culture we described, and that does not mean it is OK for our new hire to do anything other than meet or exceed those expectations. </div>
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We will explain that we are working on changing/improving the culture of the team, that we have some team members who may not be a good fit on this team, and that we are working hard to change their behavior of get then off the team.</div>
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It is imperative that we are honest and transparent from our very first encounter with each and every great new hire. We may not have always been as honest and transparent as we should have been in the past, and the only way to develop a truly great team is by making a commitment to honestly and transparency moving forward.</div>
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I wrote a post about how and why I indoctrinate (you can read it <a data-mce-href="http://www.leaderisticality.com/2014/03/hiring-part-15-welcome-aboard.html" href="http://www.leaderisticality.com/2014/03/hiring-part-15-welcome-aboard.html" rel="nofollow" style="color: #006699; outline: medium;">here</a>) and your indoctrination process should be personal, and fit your workplace. I honed this process hiring and developing great teams for Whole Foods Market… a fast paced retail environment where standards are high and so are customer expectations. You should indoctrinate your new hires with your ideals, your team’s values, and your hopes for their future. Tell them everything you would want to hear if you had made it onto a team that had very high standards, and happy to have you join them.</div>
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That’s probably long enough for today (too long by many standards), and I feel that too often posts and articles are too short to effectively help us really understand how to achieve the results talked about in the post. So… I write until I feel I’ve said enough to actually help you. I know this will mean some people won’t read them, and that’s OK.</div>
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In part 5 we’ll talk about the next steps in building a great team, like the next steps in our new hire’s work life, moving those who are holding the team back off the team, and how to change the culture of our team.</div>
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-58927757457740807542014-07-03T10:13:00.000-04:002014-07-03T10:13:32.318-04:00Great Doesn't Happen By Accident... part 3
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<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-VYvG3gq7W2o/U7Vk4RX6QzI/AAAAAAAAAwA/BJN5Ldxf69Y/s1600/huge+fossil+shark+tooth.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-VYvG3gq7W2o/U7Vk4RX6QzI/AAAAAAAAAwA/BJN5Ldxf69Y/s1600/huge+fossil+shark+tooth.jpeg" /></a></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">What Does It
Take To Build And Develop A Truly Great Team?
Part 3 of a series…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">So here we
are in part 3 of this synopsis of my 70 or so post series, walking through
hiring the best hourly team members, indoctrinating them onto our team,
choosing the right apprentices, and changing the culture of our team from the
one that allowed us to be average to one that will not allow average people to
remain on the team. The original posts
can be found <span style="background-color: white; background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/02/hiring.html" target="_blank">here</a></span>
starting with hiring…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">We’ve talked
about the importance of hiring for qualities rather than skills (remember, we
are hiring hourly team members, from no experience/entry level to Store Team
Leaders) since we can almost anyone pretty much any skills that might be
needed, however we cannot teach qualities…
If you are interested you can read <span style="background-color: white;"><span style="background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/06/what-does-it-take-to-build-and-develop.html" target="_blank">part 1</a></span> and <span style="background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/07/great-doesnt-happen-by-accident-it.html" target="_blank">part 2</a></span>.</span><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Back to it…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">You will
have to determine what, if any, qualities are particularly important in your
workplace. As I stated in the earlier, I
believe that teachability (the ability to hear feedback and change our behavior
accordingly), some level of self awareness, self responsibility, honesty, and
some level of emotional intelligence are perhaps the most important qualities
when hiring hourly team members, and I will not hire anyone in which I can’t
find some level of development.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Teachability
because they will be coachable, and able to hear feedback... Essential for developing our new hires into great team members, as well as our next apprentices.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Self-awareness
because if we are not aware of our own character, desires, and everything else
that is going on within us, we end up feeling that life happens to us, rather
than seeing much of what happens as a consequence of our choices.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Self-responsibility
because if we don’t own our actions and behaviors, we end up blaming everything
and everyone else for our problems. This
goes hand in hand with self-awareness.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Honesty
because, well we don’t want to hire anyone who is not honest or lacks
character. We need them to do the right
thing even when no one is looking.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Emotional
intelligence because I don’t believe we can develop honest, authentic
relationships unless we know what we are feeling. If we are not aware of our feelings, we can
end up driven by our feelings… out of control.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I’ve already
mentioned that every applicant I hire has to have a default standard of
customer service that is at least as high as my own, because it’s next to
impossible to get someone to consistently uphold a higher level of customer
service than the level they believe is the right level, at least without
constant supervision, and who has the time for that?<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">As I described
earlier, and starting<span style="background-color: white;"> <span style="background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/04/developing-your-future-leaders-part-5.html" target="_blank">here</a> </span></span><a href="http://www.leaderisticality.com/2014/04/developing-your-future-leaders-part-5.html" target="_blank"></a>over 3 posts on my blog, I’ve identified behaviors that describe the qualities
I am looking for. Then during my
conversation with the applicant, I concentrate on finding those behaviors. I’m sure you can come up with many more
behaviors than the ones I listed… and then you just have to get your applicant
comfortable and talking all about themselves.
You keep listening for the behaviors that describe the qualities you
need.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">For customer
service, I ask one question, and one question only. It is the ‘ketchup question’, and I talk
about it at length <span style="background-color: white; background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/03/hiring-part-10-go-ahead-ask-me-anything.html" target="_blank">here</a></span>. I may need to do a video of it, because after
teaching scores of people how to ask it, I’ve found that the delivery is incredibly
important. Once you get it down, it is
the only question you need to make sure your hires have a very high level of
customer service. Please don’t hesitate
to ask any questions you have about the ‘ketchup question’ or any of this.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">So… since
this is a synopsis, I’ll skip ahead to the point where we’ve decided to hire
our applicant because they answered the ‘ketchup question’ the way we wanted,
and we are satisfied that they have developed the qualities we are looking for
enough so that we feel confident we can help them continue to work on their
Leadership qualities.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Next step,
indoctrination. Yup… next time in part 4. <o:p></o:p></span></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-2629682249175493332014-07-01T07:43:00.000-04:002014-07-01T07:43:17.329-04:00Great Doesn’t Happen By Accident… It Takes A Carefully Planned And Ruthless Assault On “Good”
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<a href="http://3.bp.blogspot.com/-6eW1k8Voi8g/U7Jjozag8jI/AAAAAAAAAvw/ca58aUaW34Q/s1600/Assault+on+horseback.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-6eW1k8Voi8g/U7Jjozag8jI/AAAAAAAAAvw/ca58aUaW34Q/s1600/Assault+on+horseback.jpeg" /></a></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">What Does It
Take To Build And Develop A Truly Great Team?
Part 2 of a series…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">So here we
are back with part 2 of this series. We
are starting with hiring hourly team members, everyone from no experience/entry
level to Store Team Leaders. When hiring
for this level we are hiring almost exclusively for Leadership qualities. This is because those qualities are the
things that make people clone worthy, as opposed to skills. We can easily train for pretty much any
skills needed, however we cannot train qualities. So let’s continue…<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Before we
get too far, we should talk for a minute about the actual interview. I've seen it happen enough times that want to
state very clearly that the interview process is no place for us to 'exert our
authority', make sure 'they know who is in charge', or work to make the
applicant uncomfortable to see how they react.
If you are doing these things you are doing it wrong, at least if you
want to call yourself a Leader by any stretch of the imagination. Interviewing with this attitude is pretty
much guaranteed to give you mediocre workers who will do what they are told to
do, and little more. Mkay?<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Hiring for
qualities is a bit different from hiring for skills, as at least in my
experience, the best way to determine what Leadership qualities our applicant
has been developing is through conversation, rather than simply questions and
answers... I find "tell me about a
time..." much less useful than getting my applicant comfortable enough to
tell me all about the things in her life that she is proud of, where she puts
her energy, what kinds of things frustrate her, and what gets her into a 'flow'
state, to name just a few. I believe
that we all have Leadership qualities within us to one degree or another. The key is finding the people who have been
developing these qualities throughout their lives.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I know that
a large percentage of our applicants have been interviewed many times now, so a
good number of them know just what we want to hear. If they are smart they probably have already
thought about how to answer many of the questions they have heard before. This is another reason why I prefer the
conversational approach... it doesn't allow the applicants to stick with their
'script' or preformed answers. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I believe
the best way to find Leadership qualities in others is to determine whether or
not they show the behaviors that describe those qualities. Qualities, by their very nature can be
difficult to pin down, however I think we could easily come up with a list of
behaviors that describe each quality or trait.
Read more about behaviors that describe Leadership qualities starting <span style="background: yellow; mso-highlight: yellow;">here</span>.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">For
instance, I believe that the ability to hear and respond to feedback is on of
the most important qualities a new hourly team member can have... In my
experience it is perhaps the best indicator of future success, maybe because it
means they are trainable, coachable, and humble. So... how will we determine whether or not
our applicant has this quality?<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I try to get
them to tell me all about their experience of school, trying to get into
college/grad school, involvement in sports, or any other way they may have
received feedback. I don't ask specific
enough questions to allow them to fall back on any prepared answers. Since no one else ever asked them what they
thought about their performance in that pick up game last weekend, how they
responded to the feedback they got from their high school football coach, or
the grade they got in that college class when they thought they deserved
better, I generally get honest answers.<o:p></o:p></span></div>
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<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Any instance
in our lives when we get feedback is fair game.
What makes you think you are a good driver? On what do you base that opinion? Do you follow the advice of the personal
trainer at the gym, or do you think you know better? What have you learned in your personal
relationships? I can easily give many
examples of when I have hurt the feelings of people in my life, and how I
reacted to that feedback. Is that their
problem? What's my responsibility, if
any? These are all roads that out
applicant has never been down in an interview, so we are likely to have an
honest and genuine conversation.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I know you
are all screaming at me... how about feedback from another job? Of course this is appropriate, and can be
very useful. However, remember that our
applicant has been asked about this many times already, so again, if they are
smart they have learned what to say about feedback from work. I also feel that my personal experience has
some bearing here. I've worked for, and
with, some really poor bosses, and at work places where honest feedback was not
the rule. There are a lot of people out
there who have been forced into the bottom, middle, or top third simply because
that’s the way the company did things, so bosses had to come up with some
reasons for assigning a person to this rung.
Because of the way this is set up, the feedback that many people get at
work is often not honest feedback, with the intention of helping that person
learn and grow. If it happened to me, it
happened to a lot of other people, so I feel we have to take feedback from past
jobs with a grain of salt.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">What about
another quality before we call it a day?
How about self-responsibility?
Since we are already involved in a friendly, casual conversation with
our applicant, we probably already have some example of something that didn't
go as planned. So we just need to find
out a little more about the outcome... who was at fault? Did our applicant have any part to play? What about that feedback you got from your
guidance counselor/coach/parents/friends/boss?
What did you learn from that? How
were you responsible for what happened? <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Have you
been late for work or some other appointment?
What happened? I need to hear the
applicant take responsibility... yes the train was late... not your fault. And… what, if anything did you do? Did you start taking an earlier train since
we know trains will be late? Did you
find alternatives, like friends you can call when the train is late? These are simple examples of self-responsible
behaviors.<o:p></o:p></span></div>
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<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">To spell it
out, I need to hear that our applicant, at least at some point recently, heard
feedback and understood that the other person’s experience of them is that person’s
reality. To be coachable, the applicant
needs to have changed their behavior in response to that feedback. For self-responsibility,
I need to believe that our applicant takes responsibility for the things that
happen in their lives; that their choices determine what happens (not everything
that happens of course) and that they are responsible for the choices they
make. If I don't hear these things, I'll
thank them for coming in and move onto my next applicant. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Self
responsibility, teachability, honesty, some level of emotional intelligence,
some level of self awareness, and feeling that quality work is it's own reward
are some of my make or break qualities.
If I do not believe that my applicant is developing these qualities I will
not hire them, no matter how skilled they might be. Remember, this is just a quick synopsis… you
can find my whole 16 part series on hiring, with a lot more detail, starting <span style="background: yellow; mso-highlight: yellow;">here.</span><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><span style="background: yellow; mso-highlight: yellow;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Wow… this
takes so long to discuss doesn’t it?
That has to be long enough (probably too long many will tell me) for
today, and we’ll pick up next time with what to do once we decide to hire the
person sitting in front of us. No… if we
want great we cannot simply shake their hand and send them off to have another
person take over. We need to
indoctrinate them. Yes… I understand
that many of you don’t like that word, and all of its connotations. And… I don’t believe that we can get ‘great’
by using the same process (welcoming and training, the same onboarding that
gave you the average team you have) you’ve been using. Great doesn’t happen by accident. It takes a planned assault on Good. Hey, that’s catchy… maybe I’ll use that for
todays title huh?<o:p></o:p></span></div>
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<br /></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com1tag:blogger.com,1999:blog-2592416179382519577.post-32629522176475817122014-06-30T08:50:00.000-04:002014-06-30T08:51:21.935-04:00What Does It Take To Build And Develop A Truly Great Team? Part 1 of a series…<!--[if gte mso 9]><xml>
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</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-Edjgu3A3kH8/U7ETtwWK__I/AAAAAAAAAvg/cfBhGoXsbHw/s1600/blue+angels.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-Edjgu3A3kH8/U7ETtwWK__I/AAAAAAAAAvg/cfBhGoXsbHw/s1600/blue+angels.jpeg" /></a></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">A truly
great team requires obsessively great hiring, a trusting, transparent Leader
who strives to be a servant Leader, shared goals and values (best if developed
by the team), a culture of ownership and responsibility, and a need for
constant improvement.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I have been
writing about hiring and training the best hourly team members, as well as how
to change the team culture to enable the development of a truly great team on
my blog for some time now. It's been
almost 100 posts in the making, and I imagine it can be daunting jumping into
what is essentially a book on hiring and team development.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">So... I
thought we might shorten all of those posts into a much shorter series on hiring
the best hourly team members; how and why to hire for Leadership qualities;
honesty, trust and transparency as they relate to Leadership (servant
Leadership in particular); developing team goals and values;
developing/changing our team culture; and developing enough trust and ownership
in that culture that will not only allow for constant improvement, but will
demand it.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">I've been
hiring hourly team members, from entry level/no experience people to department
Leaders and Store Team Leaders for 30 years now, and that is what I'm writing
about. When hiring executives, or other
jobs where specific job skills, talents, and/or a specific educational
background is needed, weed out the applicants without these mandatory requirements,
and then follow the steps I outline below.
If you disagree, I'm sure you'll let me know<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Hiring is
arguably the most important thing we do.
You cannot have a great team without hiring great people. If you don't have the team you want, the
first thing you need to look at is your hiring.
In fact, if you don't have the team you want, and you have been doing
the hiring, I'd suggest that you need to get someone who has a track record of
hiring great people either take over your hiring, or retrain you on how to
hire. Yes it's hard to own up to that,
and admit that we aren't good at hiring.
And... without great hiring we will never have that great team.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Too many of
us have some notion that we cannot admit we are not that good at hiring… for
some reason admitting that is a huge blow to our egos. We are all very good at one or two things, OK
at most things, and not so good at other things. Build and play to your strengths, and find
people who are very good at the jobs you are not so good at. You can read my whole series about how to hire
hourly team members for Leadership qualities starting <span style="background-color: white;"><span style="background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/02/hiring.html" target="_blank">here</a></span> </span>from earlier in this blog. It will take some humility to fully accept
that we need to unlearn our old ways of hiring in order to learn to hire for
qualities. And the payoff is simply
amazing!<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">You will be
hiring for attitude/qualities first, and any needed skills second (again, I'm
talking about hiring hourly team members).
In fact, you should be hiring for every position based on Leadership
qualities first, skills second. If you
are serious about developing a great team, you will need the best Leaders. How many places have you worked where great
Leaders are being developed? Any? So... you will have to grow your own, and
hiring for Leadership qualities is the best way to start. The hourly team members you are hiring today
will be your Leadership team in the near future.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Your should
read my post about<span style="background-color: white;"> <span style="background-position: initial initial; background-repeat: initial initial;"><a href="http://www.leaderisticality.com/2014/04/why-you-should-hire-for-what-cant-be.html" target="_blank">Hiringfor what can't be trained</a></span></span>, and in a nutshell... Think about the people
who you would love to clone... they are probably really good at the skills of
their job, and is that what makes them clone worthy? Probably not... They are most likely clone
worthy because of the qualities they possess... because of their attitude
towards their work... that's what makes them great! I can take the next person you see and train
them how to do every task needed to run a grocery store (you can probably train
the skills needed for your workplace), however I cannot train qualities. We cannot train anyone to be self aware, to
show self responsibility, to have courage, to extend trust, or to be honest...
those cannot be trained, so we must hire for them, and I dare to say, at least
for hourly team members, almost only for them!<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">The best way
I have found to determine which people have the qualities we are looking for is
through a long and friendly conversation, with some specific questions used to
draw out our own make or break qualities.
<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">For
instance, if your new hires will be dealing with your customers, it is
imperative that their default level of customer service is at least as high as
your expected level of service. I have
found it next to impossible to get people to consistently provide a higher
level of customer service than they believe is the correct level, without
constant supervision, and no one has the time for that. So... we must hire people who already believe
that our expected levels of service are the correct and only reasonable level
of service. Then, and only then, can we
count on them to consistently deliver that level of service without any supervision. I wrote a post specifically about hiring for
customer service <span style="background-color: white;"><a href="http://www.leaderisticality.com/2014/05/how-to-hire-people-who-will-engage-with.html"><span style="background-position: initial initial; background-repeat: initial initial;">here</span>.</a></span><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal">
<span style="font-size: 12.0pt; line-height: 115%;">Well, we
knew this would be a series… next time
we’ll start to talk about just how we discover whether or not our applicant has
been developing the qualities we’re looking for.<o:p></o:p></span></div>
<!--EndFragment--><br />
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-46989330367599756472014-06-27T05:19:00.000-04:002014-06-27T05:19:49.979-04:00No One Took You Wrong... You Said It Wrong!<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-w0S1MjAAVUU/U602ADTAtvI/AAAAAAAAAvQ/EbyKzz3ASPs/s1600/phone+clipart.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-w0S1MjAAVUU/U602ADTAtvI/AAAAAAAAAvQ/EbyKzz3ASPs/s1600/phone+clipart.jpeg" /></a></div>
<div style="color: #333333; font-family: Helvetica, Arial, sans-serif; font-size: 15px; line-height: 20px; margin-bottom: 1em; margin-top: 1em;">
<br /></div>
<div style="color: #333333; font-family: Helvetica, Arial, sans-serif; font-size: 15px; line-height: 20px; margin-bottom: 1em; margin-top: 1em;">
</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
<strong>You Are 100% Responsible For How People Take Your Communication</strong></div>
<div style="margin-bottom: 1em; margin-top: 1em;">
How many times have you said, or heard, "he took me the wrong way" or "they misunderstood what I was saying"?</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
When communicating your thoughts, you are completely responsible for making sure the other person understands the idea you intend to convey. </div>
<div style="margin-bottom: 1em; margin-top: 1em;">
Being a good communicator means more than simply stating our thoughts.</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
It means:</div>
<ul style="list-style-image: initial; list-style-position: initial; margin: 1em 0px; padding-left: 3em;">
<li>Stating our thoughts clearly, and in terms that can be easily understood by our intended audience.</li>
<li>Watching the facial expressions and body language of the people to whom we are communicating, to see that we are getting the reaction we expect.</li>
<li>When we are unsure if the other person has understood us in the way in which we intended, we are responsible for making sure.</li>
<li>We should ask the other person something like "What did you hear me say"?</li>
<li>If they heard anything other than what we intended, it is our responsibility to restate our thoughts until they hear us as we intended.</li>
<li>It is our responsibility to be aware if we have hurt their feelings, or insulted them. If we catch it right away, we can often repair the damage pretty easily with an honest apology and restating our thoughts.</li>
</ul>
<div style="margin-bottom: 1em; margin-top: 1em;">
Yes but... What about the arguments like...</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
"People will hear what they want to hear"?</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
It's up to us as Leaders to make sure everyone with whom we are communicating hears what we intend for them to hear. Yes... everyone knows this one exception... the person who seems to choose not to understand, or who has already decided what we intend and cannot be swayed. These are extreme cases, so please do not get caught up in them. If this happens to you quite often, the problem may be your communication style.</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
How about... "I can't make anyone feel anything, we each choose how we feel"?</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
Theoretically it is true that we cannot make another person feel any particular way. And in reality, most people are too caught up in their thoughts and emotions to be fully present. The truth is that most of us are not emotionally intelligent enough, nor present enough to choose our emotions from minute to minute. Unkind words, anger, projected emotions, or simply poor communication can, and often will, result in hurt feelings. Once we are aware of hurt feelings, we are responsible for making an attempt to clear things up.</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
What about "I could not have said it any more clearly"?</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
There is no one correct communication style, and to think that your choice of words in any given moment can be universally understood by every person, no matter their emotional state, is a bit arrogant. You are not responsible for the emotional state of the other person, and you are responsible for making sure your thoughts are understood as you intended, no matter the emotional state of the other person. Its called empathy... understanding the emotions of another person. If we understand how they are feeling, we can more easily state our thoughts in a way that they can understand.</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
Do you feel that the communicator is responsible for whether or not they are heard as they intended?</div>
<div style="margin-bottom: 1em; margin-top: 1em;">
This post is a rewrite/update of a post originally found on www.leaderisticality.com</div>
<br />
Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com1tag:blogger.com,1999:blog-2592416179382519577.post-86551826947032924252014-06-23T14:19:00.003-04:002014-06-23T14:20:58.708-04:00Leadership And Holding The Door Open<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-3oDgq6U-DqY/U6hvp0QTzDI/AAAAAAAAAvA/lXsMYKHdUvw/s1600/holding+door+open.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-3oDgq6U-DqY/U6hvp0QTzDI/AAAAAAAAAvA/lXsMYKHdUvw/s1600/holding+door+open.jpeg" /></a></div>
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<br />
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Do you hold the door
open for others? If you do, why do you
do it?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do you want to think that you hold doors open for anyone who
happens to be behind you because you are a kind hearted and giving person, and
then feel a little insulted when you don’t get a ‘thank you’?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do you, like me for much of my life, hold the door open for
others and then say a sarcastic ‘you’re welcome’ (at least in our heads) when
they don’t say thank you? <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Or do you feel insulted (again, like me) when they slip
through the door without touching it, forcing you to either let it close on
them or continue to hold it open until they are through (which means, unless
you are a complete ass, you simply have to hold it open until they are
through)?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Why did you really hold the door open in the first place?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Did you hold it open in
order to get a ‘thank you’?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you felt anything other than happy that you were able to
do something nice for another human being, even if they didn’t even acknowledge
you at all, then you held the door open for the wrong reasons.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>I want to suggest
that we could view Leadership in the same way.
<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>I believe that our
reasons for taking action will affect the outcome of that action, so the
motivation for our behavior towards those who work for us is the key to getting
positive outcomes. </b>I talked about that <a href="http://www.leaderisticality.com/2014/06/leadership-or-manipulation.html" target="_blank">here</a>...<b><o:p></o:p></b></div>
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<br /></div>
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Ask yourself the following questions. You don’t have to share your answers with
anyone else, so you can be completely honest with yourself.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What is your motivation for wanting to be a ‘Leader’?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Why did you apply for, or accept this role?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What is your motivation for developing relationships with
others?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do you have an agenda that you keep from your team?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Are you completely transparent with your team, sharing your
true goals and motivations?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Are you truly honest with your team members when giving them
feedback? Do you tell them what they
need to hear, rather than those convenient remarks that don’t really give them
anything to work with?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And this is a tough one… Think of someone you really
respected and who has passed on (perhaps a parent, teacher, or mentor)… what if
they were actually looking down on you, watching your every move, knowing your
thoughts… would they be proud of you?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As Leaders, we ‘judge’ the work performance of our team
members, as well as their motivations, and we make decisions that affect the
future of other people every day.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>How often do we take
an honest look at our own actions, and our motivations, to make the needed
course corrections to put us back on track and aligned with our true values?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We could all benefit from having partner, a mentor, or a coach
to help us keep our actions aligned with our true selves. Failing that, we need to find the courage to
take an honest look at our own actions, and see if we are remaining true to
what we each believe is the ‘right’ way to live our lives.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Being human we will all continue to make mistakes. And through an honest assessment of our
actions, taken on a regular basis, we can keep ourselves on track to be the
Leaders we aspire to be.<o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-3873645913944837962014-06-19T08:32:00.001-04:002014-06-19T08:32:44.000-04:00Leadership Or Manipulation?<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-ckVnwHRupa0/U6IzEvnqVZI/AAAAAAAAAus/SwnP9uSJlHg/s1600/Big+doors.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-ckVnwHRupa0/U6IzEvnqVZI/AAAAAAAAAus/SwnP9uSJlHg/s1600/Big+doors.jpeg" height="320" width="320" /></a></div>
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<!--StartFragment-->
If We Are Developing Relationships For The Express Purpose Of Influencing Others, Is That Leadership Or Manipulation?<br />
<br />
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<br /></div>
<div class="MsoNormal">
I started to write a post on developing relationships, and
the connection between my thoughts on what Leadership is and is not, and how and
why we develop relationships burst into my mind. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have come to believe that we, people, can only
consistently act like great Leaders if we have developed “Leadership
qualities”. That is to say Leadership is
not a list of behaviors or actions… it is rather how we see ourselves and the
world, and this understanding, this way of being, determines the actions and
behaviors by which we define Leadership.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So… we can learn the ‘skills’ needed to develop
relationships. We can learn how to talk
to our team members, get to know them, and do what we can to help them achieve
their goals. We can try to share
something of ourselves in order to build a level of trust or openness between
us, and through this we will probably achieve some level of influence over these
people.<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
And unless we are doing it because we actually care about
those people; because we sincerely want to know them and help them; and we care
less about the outcome than we do about the relationship, then I would call
that manipulation.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have witnessed an amazing amount of this kind of
behavior. I have been manipulating end
when I was younger and didn’t know any better, and on the receiving end working
for people who were acting out of fear rather than caring.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In my experience this behavior can achieve some results, and
only for a limited amount of time.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we don’t truly care about the people around us we will
not be able to carry on investing in them when things go sideways and the
pressure is on.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we care more about the outcome than we do about the
people we will eventually have to toss aside those we don’t believe are moving
us towards our own goals quickly enough.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we don’t believe that the world is a safe place, and we
are acting out of fear, we will not be able to extend trust for very long, and
our need to be in control will take over.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Building relationships can give us influence, and only if we
are building those relationships for the right reasons. If you are not getting the results you want;
find your team members do not really trust you; or you just don’t really get
the whole ‘relationship’ thing… you might think about your motivation for
trying to build those relationships in the first place.<o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-23336350387437228542014-06-17T15:34:00.001-04:002014-06-17T15:34:52.684-04:00Do You Remember What It Was Like To Be New?<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-NV1AbRaRa4c/U6CYL-_cb8I/AAAAAAAAAuc/o5drnApzI2M/s1600/Train+track+making+connections.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-NV1AbRaRa4c/U6CYL-_cb8I/AAAAAAAAAuc/o5drnApzI2M/s1600/Train+track+making+connections.jpeg" height="320" width="320" /></a></div>
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<br />
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We were all new at some point. We can be new in our job… perhaps getting a
promotion or hired in at a level that is new to us, as well as simply working
in a new environment. Both of these
bring challenges, and as Leaders our actions can have a major impact on the
kind of relationships our new hires develop at work, as well as how they feel
about us and their new job… which in turn determines their level of engagement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What I’m talking about goes much deeper than onboarding… our
happiness, satisfaction, and level of engagement at work is directly connected
to our relationship with the person to whom we report. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Different organizations have different onboarding
procedures, which can certainly enable our new hires to want to be helpful, and
feel as if they are welcome and part of the team. And it’s you; their team Leader, working with
them daily (or as often as you possibly can) that really allows them to help
the team achieve its goals.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And if we stay in the same organization for a while, we can
easily forget what it’s like to be new. It’s
all too easy to become a bit arrogant about what people should know, what basic
expectations should be understood and automatically met, what rules and roles
are universal as opposed to unique to our organization, and what behavior and
communications styles are expected and acceptable.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>If we as Leaders fail
to remember what it was like to be new the damage can be irreparable. <o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We can easily alienate our new hires by failing to show
empathy. Starting a new job can be
stressful enough without out boss expecting us to know and understand all of
the in’s and out’s of our new workplace in the first few days/weeks.<br /><br />We can make it easy for them to feel overwhelmed, which will
certainly impact the quality of their work, as well as their level of
commitment to the team goals.<br /><br />Our demands and expectations can encourage them to think that
perhaps this was a mistake… maybe they should not have accepted our offer? This is tough to fix once the damage is done.<br /><br />Or minimally, we can fail to make this transition period as short
and as pleasant as it can be.<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>So how can we
remember what it was like to be new?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And in what ways can we help our new hires adapt to their
new role and new environment?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>To remember what it’s
like to be new we can:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Spend some time with kids.
Kids are constantly learning and exploring the world, and spending time
watching and interacting with them can help keep us grounded. Kids constantly remind us of what it’s like
to be new at something.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we keep our long-term goals in mind, seeing them… living
them every day, we will be much more likely to remember what it’s like to be
new. Keeping our long-term goals active
helps us asking “what if”? And “why
not”? These are the questions we asked
when we were new…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Work with your new hires at every opportunity. You have a vast ocean of knowledge and
experience compared to the thimble of knowledge your new hire has. Only through working with them can we impart
that knowledge to our new hires. Every
day, when we work alongside our new hires, with their fresh eyes, they ask us
questions about things that we have come to think are obvious…. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
At times it can take A LOT of patience, and the rewards are
well worth the effort. You will be
building relationships that create engagement, loyalty, and trust.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>To help our new hires
adapt we can:<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Be mindful of not doing things the easy way… not taking
shortcuts. As Leaders we should always do
things the right way… people will almost always find their own short cuts, so
if they see us, their Leaders, taking short cuts they will find a shortcut from
that point, probably leading to poor quality work. We will have set them up for failure.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Make sure that your new hire really understands your
commitment to helping them achieve their goals.
This will come from meeting with them, working with them, and developing
an honest, trusting relationship with them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Make a quick list of all of the mistakes you have made. For me, there is no way this is a quick
list… Remembering and sharing all of my
mistakes with my team members helps keep me from taking my knowledge and
experience for granted, and it puts my new hires much more at ease. They can avoid making a few of my mistakes,
and they seem to have an easier time approaching me with questions.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Make it clear that you expect mistakes. If we are not making mistakes we are not
trying hard enough to achieve great.
Just make sure I hear about it from you first!<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I’d love to hear your thoughts on how to remember what it’s
like to be new, as well as ideas about how to help our new hires adapt to their
new environment.<o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-44609441896592397372014-06-13T11:20:00.000-04:002014-06-13T11:20:42.647-04:00Who Needs A Mentor Or A Coach Anyway?
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<br />
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<a href="http://2.bp.blogspot.com/-_nd_OPG87W8/U5sUMhtwhHI/AAAAAAAAAuM/aOGcLXIXOxU/s1600/paths.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-_nd_OPG87W8/U5sUMhtwhHI/AAAAAAAAAuM/aOGcLXIXOxU/s1600/paths.jpeg" /></a></div>
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<span style="font-family: Helvetica;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Helvetica;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Helvetica;">Mentors and coaches aren't just for executives, and… who else might need a mentor or a coach?</span><span style="font-family: Helvetica;"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Anyone who aspires
be a better leader needs a mentor or coach.<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Why you ask? Well…<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Leadership is not simply a set of actions or behaviors. If it were, then anyone and everyone who has
read a Leadership book or two, or who has been through some Leadership training
would be a great Leader. And we all know
that’s not the way it works.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul>
<li><span style="font-family: Helvetica;">If we don’t feel that we live in a world of abundance where it is
safe to be generous, we simply cannot consistently be generous, give away
credit, and see many more positive things than negative.</span></li>
</ul>
<ul>
<li><span style="font-family: Helvetica;">If we feel that others are not trustworthy we will be unable to
extend trust, and this is a key to great Leadership.</span></li>
</ul>
<ul>
<li><span style="font-family: Helvetica;">If fear is a driving factor in our lives, we will resist change,
fail to learn from mistakes, and be unable to grow emotionally.</span></li>
</ul>
<br />
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">These are just 3 examples of how we cannot act like great Leaders if
we are not able to achieve emotional growth and maturity. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<b><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Leadership
behaviors are driven by qualities.<o:p></o:p></span></b></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">We can only develop those qualities, which I believe are in all of
us to some degree, through mistakes, personal setbacks, and other impactful
events in our lives. However, there is
no guarantee that we will learn the right lessons, or develop in positive ways.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;"><b>Coaches and mentors can:</b><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Help us discern the right lessons from our mistakes and these
powerful life events.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Help us see the learning opportunity and the positive side. It is too easy to blame others, become
cynical, and see only the negatives.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Tell us what we need to hear, as opposed to what we want to
hear. Our friends will generally support
our desire to stay the course and resist change.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Help keep us on track towards achieving our goals no matter what
life might throw at us.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;"><b>So who should find a coach or mentor?</b><o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Anyone:<o:p></o:p></span></div>
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</div>
<ul>
<li><span style="font-family: Helvetica;">Who has big plans for themselves</span></li>
<li><span style="font-family: Helvetica;">Who is not getting promoted/seeing other promoted instead</span></li>
<li><span style="font-family: Helvetica;">Who is not achieving their goals/trying and not making their desired
progress</span></li>
<li><span style="font-family: Helvetica;">Who needs to hire to balance their strengths</span></li>
<li><span style="font-family: Helvetica;">Who is the 'visionary' and needs people to execute... perhaps
starting or growing a non profit?</span></li>
<li><span style="font-family: Helvetica;">Who lacks confidence</span></li>
<li><span style="font-family: Helvetica;">Who has a tough time 'hearing' feedback</span></li>
<li><span style="font-family: Helvetica;">Who is facing a new challenge</span></li>
<li><span style="font-family: Helvetica;">Who is new to Leadership</span></li>
<li><span style="font-family: Helvetica;">Who has repeated poor decisions in the past</span></li>
<li><span style="font-family: Helvetica;">Who has a hard time with self-reflection</span></li>
<li><span style="font-family: Helvetica;">Who is building a new team/rebuilding a team/changing the culture</span></li>
<li><span style="font-family: Helvetica;">Who has a bad boss or poor leader</span></li>
</ul>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Anyone who wants to be great rather than good!<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">What else can coaches and mentors do for us?</span><o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-10707142984631968992014-06-02T08:58:00.000-04:002014-06-02T08:58:43.847-04:00Can We Choose To Enjoy Our Jobs?<!--[if gte mso 9]><xml>
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<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Can we choose to enjoy anything for that matter? Do we have the capacity to accept the
circumstance in which we find ourselves, and make the choice to enjoy whatever
we are asked to do? <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>In order to do this
we must accept our circumstances as if we had chosen them.<o:p></o:p></b></div>
<div class="MsoNormal">
Can we… I mean the majority of us, actually do that? Even if we can, most of us don’t know
how. If we did, wouldn’t we all just
choose to accept our circumstances and be a lot less stressed?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>What does it mean to
enjoy something?<o:p></o:p></b></div>
<div class="MsoNormal">
The definition includes: to derive pleasure from, take
pleasure in, get benefit from, or take delight in. How many parts of your job do you take
delight in? There are probably some
parts from which you derive pleasure, right?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Why do some people enjoy
a job while others detest that same job?<o:p></o:p></b></div>
<div class="MsoNormal">
Most of us find enjoyment in some things and not in
others. We have hobbies, sports,
exercise, interacting with others, being with family, helping others, spending
money, showing off, learning… the list goes on and on.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Some people have always enjoyed running, while others detest
it.<o:p></o:p></div>
<div class="MsoNormal">
Some of us get real pleasure from meeting new people, while
others avoid it at all costs.<o:p></o:p></div>
<div class="MsoNormal">
I know people who would gladly spend their time sorting and
organizing, while other people think of that as torture.<o:p></o:p></div>
<div class="MsoNormal">
Plenty of people love being the center of attention; perhaps
teaching in front of a group, while lots of others would rather have a toe
bitten off by a snapping turtle.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Are some jobs
inherently pleasant, while others distasteful or not enjoyable?<o:p></o:p></b></div>
<div class="MsoNormal">
I want to say that most of us would agree that some jobs are
generally enjoyable, and the more I think about it the more I wonder if it’s
true. The more we hear about the lives
of the rich, famous, celebrity, sports star… the more we understand their
aberrant behavior. They may have nicer
things around them, and they seem to have the same issues as the rest of us
with enjoying their jobs and lives.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Is stress caused by
our inability to accept what is happening?
By our inability to choose to enjoy our jobs?<o:p></o:p></b></div>
<div class="MsoNormal">
Stress is a state of mental tension and worry, or fear, caused
by problems… and what are ‘problems’?
Many would argue that most of our ‘problems’ are simply our inability,
or unwillingness to accept what is happening in our jobs and in our lives, or
our fear about what might happen.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Once we accept that
we get paid the same no matter how we feel about what we have to do, then perhaps
we can choose to enjoy whatever needs to be done. <o:p></o:p></b></div>
<div class="MsoNormal">
I consciously choose to continue to go to this job for the
money and benefits, in trade for having to do the tasks of this job. If I fully understand that I have a choice…
that I can choose how to see those tasks, then why wouldn’t I choose to do them
as if I had chosen them, since I do in fact choose them each time I show up for
work? And if I do them as if I had
chosen them, it will be much easier to find some enjoyment in them. Work will be less stressful, and I will be
able to do each task with purpose and enjoyment.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>It’s all about
acceptance…<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There are two other sides of this that I think are worth
addressing…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><b>1.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-weight: normal;">
</span></b><!--[endif]--><b>We
all have different personal limits.<o:p></o:p></b></div>
<div class="MsoNormal">
We are all very different as we talked about above. Some of us find ourselves on the extreme side
of either introvert of extrovert for example, and this, for most, is not a
choice. <o:p></o:p></div>
<div class="MsoListParagraph">
<br /></div>
<div class="MsoNormal">
These personality differences can bring with them sensory
limits, or other limits that we have to learn to live with. They are not crutches, nor can we use them as
excuses. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Some of us can only be in crowded places for so long.<o:p></o:p></div>
<div class="MsoNormal">
Some people find it very difficult to be or work alone.<o:p></o:p></div>
<div class="MsoNormal">
There are people who seem work better with music or
background noise, while others need near silence in order to do their best.<o:p></o:p></div>
<div class="MsoListParagraph">
<br /></div>
<div class="MsoNormal">
<b>Do you know and accept
your limits?<o:p></o:p></b></div>
<div class="MsoNormal">
The way to deal with our differences is to fully understand
and accept how we are. Self-awareness is
the key to knowing what works for us, as well as what does not work for
us. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Accepting ourselves for who we are, with our strengths and weaknesses,
is our key to finding the right job, and making a life that where we can more
readily find enjoyment.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You should choose a job that falls within those limits. Otherwise we are almost constantly at odds
with our natural state, and it can be very difficult to accept that we have put
ourselves into situations for which we are not well suited.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><b>2.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-weight: normal;">
</span></b><!--[endif]--><b>Acceptance
does not mean stationary or static.<o:p></o:p></b></div>
<div class="MsoNormal">
Accepting what is happening as if we had chosen it does not
mean that we cannot make things better, or improve our performance, our job, or
anything else about our lives.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In fact it allows us to stop struggling so much with our
current circumstances, which can make room for us to work on changing our
circumstances. Acceptance can make it
easier for us to make the changes we want in our jobs and lives, while we stop
fighting the current reality.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Please let me know if I’ve left out any important parts of
this topic.<o:p></o:p></div>
<!--EndFragment--><br />
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-38095585910317763082014-05-28T06:00:00.000-04:002014-05-28T06:00:54.359-04:00Should Each And Every Effort Raise The Bar?<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-Bks5laZ6uik/U4WyeYzOzNI/AAAAAAAAAts/OnpcnYDD_TQ/s1600/Cadets+marching.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-Bks5laZ6uik/U4WyeYzOzNI/AAAAAAAAAts/OnpcnYDD_TQ/s1600/Cadets+marching.jpeg" /></a></div>
<span style="background-color: white; color: #333333; font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 13px; line-height: 19px;"><br /></span>
<span style="background-color: white; color: #333333; font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 13px; line-height: 19px;"><br /></span>
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<!--StartFragment-->
<br />
<div class="MsoNormal">
Do You Permanently Raise The Bar When Someone Puts In Extra
Effort?<o:p></o:p></div>
<!--EndFragment-->
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<i><span style="color: #3f4549; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">“Sad but true. When you over deliver, that raises the bar.
That's your new standard and you are constantly measured against that. Even
dropping to, say, a high-average level means your performance has deteriorated
and you're possible termination material while anyone else who rises to that
same level is considered hot property”.</span></i><i><o:p></o:p></i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I read this in a comment to another post not to long ago (unfortunately
I can’t find it now to give credit), and I understood it immediately because
I’ve been on both sides of it.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Should each and every effort raise the bar?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>No of course not…
what are you thinking?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I can see it from the side of the person who put in extra
hours (perhaps even hours off the clock) and pulled resources and team members
from other projects to make my boss look good when the president of the company
came for a visit. It was a lot of
juggling, showing up early and working late, as well as asking a lot from each
and every one of my team members. We
pushed pretty much everything to the limit, losing sleep and time with our
families to make this go off without a hitch.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We didn’t do it expecting a bonus or a parade. We did it because we are part of a team, and
we wanted to have our department and store look as well as it could, and
support our boss by making him look good.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The next day I’m asked why we can’t do that all of the
time… thank you… and why can’t do you
that every day?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did my boss simply not care about how hard my team and I had
to work to make that happen?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did my boss simply not understand how hard my team and I had
to work to make that happen?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did my boss not care how stressful the whole process was,
and how we were all at our limits?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
How do you think I felt when I got a perfunctory ‘thank you’
and then was asked why I couldn’t do that every day?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Do you think I felt appreciated? Valued?
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did I feel like something… something that should be used up
and tossed aside when it can no longer function as needed? A consumable…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Or… <o:p></o:p></div>
<div class="MsoNormal">
Was my boss under so much pressure that he felt his job was
constantly on the line?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did he fully understand what it took, and still felt the
need to ask us to make that the new normal because he was afraid that one of these
days he might have to have to go home and tell his wife that he got fired?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Did he simply not know any better… was he promoted past his
level of competence, and he is struggling to keep his head above water?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What should we assume?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Of course you should
raise the bar. <o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In this economy, this is the new normal. If we are not able to do more with less; keep
improving each and every day, we might not have jobs to complain about
tomorrow.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Good enough isn’t good enough, and with the competition we
have, we must constantly struggle to improve our
quality/service/products/bottom line every day.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My bonus is based mostly on ‘improvement’, and if we don’t
continue to find ways to achieve more while using less, I lose money. So…<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Where do you stand?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I can’t state what is right or wrong here, and what I can do
is tell you what would have made a difference for me.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Build relationships:<o:p></o:p></b></div>
<div class="MsoNormal">
If you are a team Leader, show that you are interested in
creating a strong, trusting relationship with those who work for you. People will work tirelessly for us when we
first develop relationships with them.
They need to know that we care about them and their goals; that we value
and appreciate them and their hard work; and that we have their best interest
at heart.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Appreciate:<o:p></o:p></b></div>
<div class="MsoNormal">
Show your team that you appreciate the effort they put
in. Make sure you are giving more
positives than you thought possible… between 5 and 9 positives for every
negative or constructive piece of feedback.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Communicate openly:<o:p></o:p></b></div>
<div class="MsoNormal">
Speak honestly about what is needed, and how the team can
help achieve it. Make sure that each and
every team member knows that they are an important part of the team, and
integral to the success of the team.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Support Constant
improvement:<o:p></o:p></b></div>
<div class="MsoNormal">
We can all get behind constant improvement. I’ve found that everyone who feels like an
important part of the team will have ideas on how to improve things. Supporting constant improvement means
listening to everyone… showing humility and knowing that you don’t have all of
the answers. Make sure your people have
everything they need to do their best work.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Redefine job descriptions:<o:p></o:p></b></div>
<div class="MsoNormal">
Talk to every team member about redefining their jobs. By helping each team member see the
overarching reason for their work we allow them to find new ways to do great
things. Defining roles by their job
description puts limits on what people can do and what they see as possible.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Help your team
members achieve their goals:<o:p></o:p></b></div>
<div class="MsoNormal">
Whether it means teaching people skills, helping them
develop Leadership qualities, or doing their best work for you while trying to
get their own business off the ground… helping other’s achieve their goals
builds trust and loyalty.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Help everyone get an
A:<o:p></o:p></b></div>
<div class="MsoNormal">
Read Helping People Win At Work by Ken Blanchard and Garry
Ridge. It’s our responsibility as
Leaders to help every one of our team members find success at work. If our team members fail, we should first
look to ourselves for the fault.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
People who fee that they are a valued part of the team will
work very, very hard for us. However we
have to understand that we can only push them so hard before they feel abused…
Once this happens it’s very difficult to reverse. When people no longer feel valued, and feel
more like pawns that can be sacrificed, the quality of their work will drop,
turnover will increase, and it will become more and more difficult to maintain
that level of productivity. Do not fall
into this trap, as it’s a tough one to get out of.<o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-77498233227472410532014-05-26T06:15:00.000-04:002014-05-26T06:15:38.711-04:00Leadership And Surrendering Control
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<!--StartFragment-->
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-h589wXdA_KE/U4MT9XgFLxI/AAAAAAAAAtc/o1H4JskfPqI/s1600/box+car.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-h589wXdA_KE/U4MT9XgFLxI/AAAAAAAAAtc/o1H4JskfPqI/s1600/box+car.jpeg" height="320" width="320" /></a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Leadership… Control?
Coercion? Or Influence?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">I’ve worked at a handful of different companies, and for many
different people. Only a few of those people understood that they could not
make anyone do anything.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">There were plenty who thought that through yelling, berating,
threatening, or bullying they could make the people around them do what needed
to be done. And sure, some people will
do what you bully them into doing, as long as you are watching over them. As soon as you leave they will either stop
doing, or the quality of their work will be dramatically reduced.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Others will do the absolute minimum version of what they are
threatened into doing. This can work in
the short run if the minimum is good enough for you. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">And some people cannot be made to do anything… they know that they
can simply walk away any time they choose.
<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Not one of these methods leads to employees who are engaged in their
work. I’ll bet that you’ve worked for a bully at least once in your life. Did you enjoy it? Was the atmosphere one that fostered
teamwork, high morale, high standards of performance, low turnover, and one
that you were sorry to leave?<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">We only have the
power that people give us.<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">The best people I have worked for and with were the ones who
understood that we have no control at all over what other people do, and we
cannot make anyone do anything. Once
this is understood, and we still have to get things done through others, we
realize that the only way to do that is to influence them… To get them to want
to do the things that need to be done.
In other words, we choose to act as Leaders instead of tyrants.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Once we surrender
to our lack of control we can start to figure out how to get things done
without coercion.<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">In order to get anything done or changed we first have to admit that
we have no real control over what people do.
Be honest… when is the last time you were able to ‘make’ anyone do
anything? You can threaten, and they can
agree under that duress, to do what you want them to do. And that’s still a choice they are making…
they decided that keeping the paycheck was worth putting up with you.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">If you have children, or have ever dealt with kids for any time, you
know that you cannot make them do anything… well… not for very long
anyway. You can pick them up and carry
them, you can shove food into their mouths, and you can try to wrestle clothes
onto them… and you cannot keep that up forever.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Once they are a certain age, you cannot control them in any
way. You can only hope that you have
influenced them in a way that will help them make the right choices for
themselves.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">What can we
control?<o:p></o:p></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
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<li><br /></li>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">In order to get things done through others, and get it done in a
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<li><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="font-family: Helvetica; text-indent: -0.25in;">get the people who for us to want to do the work…</span></li>
<li><br /></li>
<li><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="font-family: Helvetica; text-indent: -0.25in;">to care about the quality of their work…</span></li>
<li><br /></li>
<li><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="font-family: Helvetica; text-indent: -0.25in;">to believe that they are an important part of the team…</span></li>
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</span></span><span style="font-family: Helvetica; text-indent: -0.25in;">to care about the other members of the team…</span></li>
<li><br /></li>
<li><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="font-family: Helvetica; text-indent: -0.25in;">to care about our common goals…</span></li>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">How do we do that? Well…
there is no shortage of books, blogs, articles, videos, seminars, and trainings
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">If I were you I would start by investing my time and energy in
self-awareness. <o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">I believe that without self-awareness the best we can do is can go
through the motions of being a Leader, and wonder why we are not achieving the
success of some other Leaders. <o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">If we work on ourselves first, we can come to want to take the
actions that describe Leadership. Once
we work through our own issues, Leadership will come more naturally for us; we
can become authentic Leaders; and build the teams that we had only dreamed
about.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Second… I would read every word on <a href="http://www.leaderisticality.com/">www.Leaderisticality.com</a><o:p></o:p></span></div>
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<span style="font-family: Helvetica; mso-bidi-font-family: Helvetica;">Really… I can’t say enough about it.
Tell all of your friends too!<o:p></o:p></span></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0tag:blogger.com,1999:blog-2592416179382519577.post-34038563462234936842014-05-23T08:06:00.000-04:002014-05-23T08:06:46.459-04:00If You Want To Be Great You Need To Redefine Your Job<!--[if gte mso 9]><xml>
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<!--StartFragment-->
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-pH_IsWfO9E4/U37V3yUe72I/AAAAAAAAAtM/zSVpIUxckEw/s1600/Mount+Rushmore.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://1.bp.blogspot.com/-pH_IsWfO9E4/U37V3yUe72I/AAAAAAAAAtM/zSVpIUxckEw/s1600/Mount+Rushmore.jpeg" /></a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What exactly is your job?
No… I don’t mean the tasks you are responsible for. I mean what is the overarching purpose of
your job.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My thought is this… <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>If you are doing your
job based on the tasks you’ve been told you are responsible for, or based on
the things you’ve been asked to do, it is impossible for you to be great. The same goes for everyone who works for
you. <o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Here’s why I believe that to be true.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Even if you are the very best in the world at doing the
tasks of your job, you are still stuck at good.
Because:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Doing a good, or even
great job at those tasks is the expectation</b>… <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Great is only
possible when we go beyond the expectations, and take risks.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
How’s about an example? OK, fine...<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If the job description for my team Leaders includes merchandising their entire
department using the product mix to ensure that they will meet their margin
target, I expect them to do just that.
If they do that, they will have met my expectations… Thank you! That’s it… good job. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Defining
your job by the tasks you are responsible for limits your ability to be great.</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So when I ask if you know what your job is, I am asking if
you know the overall purpose of your being there. It will be a very broad description of the part
you play in achieving the larger goals where you work.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
For that team Leader, the day I hired them I would have told
them that their job is to run that team as if it were their own business… As if every dollar of profit went into their
pocket, and every dollar returned, every customer complaint, every team member
not trained properly, every spoiled product, every dollar in unknown shrink,
was a dollar out of their pocket. That is
your job. Do everything you need to do
in order to run that team as if you owned it. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We would talk about many of the things included in that
broad description… KPI expectations, product quality standards, food safety,
customer service standards, team member training and expectations, and a whole
list of other things. At the end, I
would make it clear that this is just a ‘starter list’. For someone running the team as if it were
their business, there would be many additional ideas and concerns… driving
sales, keeping an eye on our competition, developing team members, making
mistakes, when to ask for help… And I always end by insisting that when they
have a great idea, they ask for forgiveness rather than permission. If it were your store, what would you
do? Then do it! Time for me to step aside and let them do their job.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That kind of job description opens up a whole world of
possibilities… a whole world of how to be of great. Now my team Leader can imagine ways of
driving sales, building customer loyalty, beating margin and other KPI targets,
and inspiring their team members that I would never think to put into a job
description.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Within this general job description would of course fall all
of the normal tasks associated with the job, and these can always be written
out as before if that’s what you are comfortable with. The point here is to stop limiting yourself
and your team members by describing your jobs with such a narrow scope.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So let’s try another… Let’s hire a porter. Normally a job description might include
sweeping floors, clean up spills, checking bathrooms every hour, emptying trash
cans, and a host of other tasks that indeed do need to be done, and are
important. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, we are limiting our new hire’s ability to be great
if we tell him or her that this is the job.
How else could we word an overall job description for this person… this
person who probably interacts with more customers than you do? This person who has the opportunity to see
and fix customer problems that we are never aware of? Porters see the parent struggling with the
baby in the stroller, and could easily get a balloon, a snack or juice box, or
ask what else they could do. And if
their job description isn’t wide enough… if we have limited their vision, they
are not likely to take that chance. So
even a great porter is still only good, because a clean bathroom and dry floors
are my expectation. We all see people
cleaning up everywhere we go… do they smile and greet you? Do they offer help? If they worked for you would you want them
to?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we give that porter a broad overall job description, perhaps
as an example, to include ‘keeping our customers and workers safe and happy’,
we allow a much larger range of behaviors.
A porter with that job description might offer to keep the break room fridge
stocked with condiments; ask for cases of juice boxes or balloons for kids;
sweep up the parking lot when it’s a mess, even though the landlord is really
responsible for it, knowing that it reflects on our business; or ask for wipes
to keep handy for parents who need them.
That’s the porter I want working for me.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Hiring the right person, and then allowing them the freedom
to see their job as much more than the usual list of tasks will help you get
from good to great.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
OK, fine… you believe me.
So what now? Just what are you
supposed to do?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you are taking the time to read this, I’ll assume that
you care about your job, and already do a very good job at the tasks for which
you are responsible. If you are not
currently doing a great job at the tasks you do, that is first and foremost.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;"> </span></span><b><span style="text-indent: -0.25in;">Now, I suggest you think about your job, and
what you would do if your job were your business.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">What would you do if you owned the
place?</span><span style="text-indent: -0.25in;"> </span></b><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">How would you reframe your job to allow the
person doing to it achieve greatness?</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">What would you stop doing, and what new things
would you try?</span><span style="text-indent: -0.25in;"> </span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">What new goals can you come up with?</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">Are there things you can delegate to give you
more time to spend on your new ideas?</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">Remember, unless you are the only one who can do
it, delegate it.</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">Try thinking ‘what would I do if I were brand
new in this job’?</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">Or alternatively, ‘if
I left today, what would my replacement do to change and improve things’?</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">The only way to find greatness is to break out
of your limiting job description, whether it is your actual written job description,
or simply how you currently think about your job.</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">If you have the ability, speak to each member of
your team about reframing their role, and together come up with a job
description that will allow each of them the freedom to be great.</span><span style="text-indent: -0.25in;"> </span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">Perfection isn’t the goal… building
relationships and constant improvement is the goal.</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">Remember that great often means asking for
forgiveness, rather than permission.</span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">So
if you are giving your team members this advice, you must be ready to forgive
them! </span><span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">They are going to be taking the
risks needed to be great.</span><br />
<br />
<span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><span style="text-indent: -0.25in;">If they are not making mistakes they are not
trying enough new things!</span><o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And if you believe that in your workplace thinking like that
will get you fired, maybe talk to your boss about these crazy new ideas of
yours before making any huge changes…. Just in case… I’m just sayin’…<o:p></o:p></div>
<!--EndFragment-->Anonymoushttp://www.blogger.com/profile/12061327893894275690noreply@blogger.com0