Observing leaders who believe they are tremendously effectual (but are not), one can usually discern a common theme of self-preservation combined with burdensome ego; the following are symptoms.
1. Sending a messenger. Such as, "The boss told Clara to tell me to tell you that you are not to pop your gum any more - got it?" Seriously, the leader needs to have the chutzpah to deliver both the good and the bad news.
2. Believing that emotional intelligence is unnecessary. The individual who believes this could have their job done by a machine - and actually, probably should.
3. No empathy. See point 2. Seriously - no empathy, no leadership.
4. Trying to get away with things. This covers a multitude of literal sins: lying, cheating, etc. You want to have a better understanding of the long-term impact? Google "Volkswagen Diesel Emissions."
5. Totally believes and is immersed in the infallibility of herself/himself. Seriously? Totally out of contact with the reality of life - we all make mistakes.
6. Does not express gratitude because he/she believes that the team is beholden to him or her - which is more than a little backwards.
7. Does not collaborate. Leaves the leader so incredibly vulnerable because there is no support throughout the organization.
8. Does not listen. Consequently, the leader doesn't receive (or display) much in the way of intelligence.
9. Adheres to the way-too-old-adage of "It's not my job to be liked.". Consequently, is not liked.
But if you like this (because it is my job to be liked) - share it!
My book "Courageous Questions, Confident Leaders" is available for e-readers, PCs and tablets from Amazon Kindle.
Friday, September 25, 2015
Friday, September 18, 2015
Seven Great Choices at Work
One of the things for which I am most grateful is that there is usually not just one path to success or happiness. We have multiple intelligences, resources, team mates, technology. . .the list goes on and on. . .that allow us options. I know that it is true for me that I am not at my best when I am not considering my options; conversely, I feel good about what I do when I consider multiple choices for the solution of one challenge.
For the purpose of getting out of a narrow head space, here are some choices to consider.
1. You can always quit. I personally have used this on at least two occasions. It is not my preferred option, but I believe we should always have it in our hip pocket. While it can be a frightening thought, it can also be a liberating thought. . . and that liberation in itself may bring new light to the challenge one is facing.
2. You can go have a conversation. Maybe the person you are going to talk to can (minimally) provide comfort or (ideally) provide a different way of looking at the challenge you are considering. Maybe they've been there and done that; experience is an invaluable option to consider.
3. What is your competition doing? Much as we prefer to think that we are superior to our competition, you may find "what-to-do" or "what-not-to-do" when examining those you face. This can provide you with several new ways of looking at what you need to do today and tomorrow.
4. What if you do the exact opposite of what you are considering? Yes, it's a little bit of a mind game, but it allows you to turn the problem around - and often when you are looking at a problem from a different perspective, you can arrive at a better solution.
5. Maybe you should wait. This is not the same as procrastination - which is putting off that which needs to be done. Sometimes waiting allows you to see added dimensions to the challenge; often waiting allows you to collect more information. Always. . .waiting should provide you with time to reconsider your prime solution and evaluate whether it is the best solution.
6. Technology? We don't even know what we don't know. Do a little research. Ask your local techie - find ways through technology to simplify.
7. What would so-and-so say? You know someone who's a great finance person? What would they say about the challenge you face? What would an engineer say? What would your CEO say?
What would your mother say? Play the different personalities and voices through your head and you will have more choices to consider.
I have found personal comfort that there is seldom just one way. . .choices not only lead you to the best solution, but make you smarter.
Like it? Share it!
My book "Courageous Questions, Confident Leaders" is available for e-readers, tablets and PCs on Amazon Kindle.
For the purpose of getting out of a narrow head space, here are some choices to consider.
1. You can always quit. I personally have used this on at least two occasions. It is not my preferred option, but I believe we should always have it in our hip pocket. While it can be a frightening thought, it can also be a liberating thought. . . and that liberation in itself may bring new light to the challenge one is facing.
2. You can go have a conversation. Maybe the person you are going to talk to can (minimally) provide comfort or (ideally) provide a different way of looking at the challenge you are considering. Maybe they've been there and done that; experience is an invaluable option to consider.
3. What is your competition doing? Much as we prefer to think that we are superior to our competition, you may find "what-to-do" or "what-not-to-do" when examining those you face. This can provide you with several new ways of looking at what you need to do today and tomorrow.
4. What if you do the exact opposite of what you are considering? Yes, it's a little bit of a mind game, but it allows you to turn the problem around - and often when you are looking at a problem from a different perspective, you can arrive at a better solution.
5. Maybe you should wait. This is not the same as procrastination - which is putting off that which needs to be done. Sometimes waiting allows you to see added dimensions to the challenge; often waiting allows you to collect more information. Always. . .waiting should provide you with time to reconsider your prime solution and evaluate whether it is the best solution.
6. Technology? We don't even know what we don't know. Do a little research. Ask your local techie - find ways through technology to simplify.
7. What would so-and-so say? You know someone who's a great finance person? What would they say about the challenge you face? What would an engineer say? What would your CEO say?
What would your mother say? Play the different personalities and voices through your head and you will have more choices to consider.
I have found personal comfort that there is seldom just one way. . .choices not only lead you to the best solution, but make you smarter.
Like it? Share it!
My book "Courageous Questions, Confident Leaders" is available for e-readers, tablets and PCs on Amazon Kindle.
Friday, September 11, 2015
Seven Phrases That Should be Replaced with "Thank You"
Based on observations, it seems that some people have difficulty uttering the words "thank you" to their team. My theory is that the avoidance of the utterance of such phrase allows the would-be thanker to ignore the fact that they are, indeed, beholden to their team for the accomplishments of the hour, day or year.
Instead, I have witnessed some of the more awkward expressions of gratitude that go something like this:
1. "Well, that's a pretty good job." Would it kill the speaker to go full out and just say, "Thank you for a job well done?"
2. "You just go-go-go, don't you? You're just busy-busy-busy. You're a virtual whirlwind" I suppose that's an acknowledgement of accomplishment, but it also makes the addressee akin to the famed EverReady bunny. How about, "You bring incredible energy to our team and I just can't thank you enough."
3. "Meet Sally, she's my little helper." Nobody, and I mean NOBODY wants to be referred to as anyone's little helper.
4. "I see that you're almost done with the Hutchins project - then we need to move on to the Johnson project." Or, everyone could be encouraged to take a deep breath and be grateful for the progress on the Hutchins project prior to reminding everyone there's more work to be done.
5. "My goodness - you got so much more done than you usually do." And that would be a handshake and a slap.
6. "You are certainly one of a kind." ???????????????????????????? and ?
7. "I don't know what I'd do without you." But if you don't thank the person, you may soon find out.
While often there may be good intent behind the ilk of phrases above - they don't necessarily express appreciation. . .or praise. All of us want and need to have gratitude extended to us for what we do everyday. Use "thank you" generously and genuinely.
If you like it - share it - and thank you for doing so.
My book, "Courageous Questions, Confident Leaders" is available for 2.99 on Amazon Kindle.
Instead, I have witnessed some of the more awkward expressions of gratitude that go something like this:
1. "Well, that's a pretty good job." Would it kill the speaker to go full out and just say, "Thank you for a job well done?"
2. "You just go-go-go, don't you? You're just busy-busy-busy. You're a virtual whirlwind" I suppose that's an acknowledgement of accomplishment, but it also makes the addressee akin to the famed EverReady bunny. How about, "You bring incredible energy to our team and I just can't thank you enough."
3. "Meet Sally, she's my little helper." Nobody, and I mean NOBODY wants to be referred to as anyone's little helper.
4. "I see that you're almost done with the Hutchins project - then we need to move on to the Johnson project." Or, everyone could be encouraged to take a deep breath and be grateful for the progress on the Hutchins project prior to reminding everyone there's more work to be done.
5. "My goodness - you got so much more done than you usually do." And that would be a handshake and a slap.
6. "You are certainly one of a kind." ???????????????????????????? and ?
7. "I don't know what I'd do without you." But if you don't thank the person, you may soon find out.
While often there may be good intent behind the ilk of phrases above - they don't necessarily express appreciation. . .or praise. All of us want and need to have gratitude extended to us for what we do everyday. Use "thank you" generously and genuinely.
If you like it - share it - and thank you for doing so.
My book, "Courageous Questions, Confident Leaders" is available for 2.99 on Amazon Kindle.
Friday, September 4, 2015
Doing the Right Things Because They Are the Right Things to Do
What irks me is the omission in the training seminar entitled "The Business Case for Diversity." Every large corporation has one of these. The training demonstrates that a diverse workforce is a stronger workforce and thereby enhances the bottom line. All of that, absolutely, is true. More important than that, however - (and this is what is often omitted) we should have a diverse workforce because, plain and simple, it is the right thing to do.
One can be left with the impression that the reason for diversity is merely profit and that if it weren't for that - we probably wouldn't be as interested in diversity. The same could be said, I suppose, of things that I have written. That the expression is gratitude is integral to team cohesion. That the honoring and praise of team members builds a better product and service. That the time spent listening is a strong way to boost ROI.
So, for a moment, disregard the business benefits and profit motives - we should do all of these things that are the right things. . .because they are the right things to do.
At our core, there should be a moral imperative that we are going to be good people who treat other people with dignity and care and honor. We should do that regardless of any business benefit that it may bring to us.
It just so happens that, incidentally, if we do the right things. . .they are also the right things to make our enterprise grow and prosper.
I suppose that given the option of doing the right things for a business motive vs. not doing the right things at all. . .that the former is preferable. What is far more preferable is that we have a conviction that we do the right things because that's what makes us whole as contributing members of our communities.
Like it? Share it!
My book, "Courageous Questions, Confident Leaders" is available on Amazon Kindle for 2.99.
http://www.amazon.com/s/ref=nb_sb_noss?url=node%3D154606011&field-keywords=Courageous+Questions%2C+Confident+Leaders
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