Building Businesses and People to be the best they can be!

Posts tagged ‘Employee Conflict’

Team Success In the Hard Times

If I were able to give you a brief ingredient list that would allow you as a Leader to help encourage, inspire and build your Team during times of economic uncertainty, would you take it? Well, if you answered yes, this blog is for you!

Leaders have an obligation and responsibility to make sure they keep their Teams strong and focused during not only the good times, but the not so good times as well. There are 3 basic things a Leader can do that will increase the stability and longevity of their Team when difficult times arise.

1. Be Real–  Share with the people in your organization the areas you as a Leader need to grow in. Trust me, if your Team has been around for a while, they already know your areas of growth and are just waiting for you to admit it. Let your Team know  how much you need and appreciate them. Commit to them that both you and they can get through these difficult times if you work together as a Team.

2. Connect with Your People– Get to know your Team, if you haven’t already, at a level where you know their motivators and their dreams. Let them know that now more than ever you are dedicated to helping them achieve the success they are longing for. Take this opportunity to align their jobs with their motivators and ambitions. Capitalize on occasional slow times to grow the depth of your Team through deeper connections!

3. See in Them What They Can’t See in Themselves-  Identify and share with each Team Member their unique abilities and hidden talents. As you become more aware of a Team Member’s talent or strength, let them know you noticed it and be specific about what you noticed. Encourage further development of the strength and find ways to help them use it to achieve success in their daily activities. When they see you genuinely caring about their development and growth, their success and their best interest, the Team will rise in even the toughest times.

Granted, these are just a few things that a Leader can do to make a difference in their Team, but if you as a Leader will implement these three easy steps, you will revolutionize your culture and even the toughest of times will find your Team strong and growing!

Until next time, use the 3 basics and see your Team rise in the hard times!

Rod

Walk the Talk

There is nothing more frustrating than a manager who has not aligned their communication messages with their behavior. Team Members are often heard to say “They say one thing, but do another” a common example is a Leader who speaks at staff meetings about the importance of quality while outside of the staff meeting only ever inquires about productivity. It seems that occasionally Leaders forget that all eyes are on them, all of the time.

Down through the ages Leadership was almost always looked at as, “above” the Team. They were the ones who gave the orders and left. Often, the Leaders of the past thought that, due to the respect that came with the title they could have immunity from following their own directions. While this was true for earlier generations, Team Members within the last two working Generations are far past accepting that type of action.

Today’s workers are looking for the Leader that will not only, “walk the talk”, but do that walking side by side and be the Leader in action as well as direction. The only way that can happen is if the Leader realizes that they are not only the Leader of the Team, but that they are PART OF the Team!  To ensure that your employees all receive a consistent message, you need to align your communication messages with your actions.

Until next time, don’t just tell them, lead it and live it!!

Rod

The Key!

“In organizations, real power and energy is generated through relationships. The patterns of relationships and the capacities to form them are more important than tasks, functions, roles, and positions”. ~ Margaret Wheatly

Organizations are only as successful as their Leaders, and the Leaders are only as successful as their Team Members! Again, Leadership has to be about RELATIONSHIPS. I say this a great deal and here is why: I find that when the going gets tough in an organization the first thing that suffers are the relationships. It seems that as long as things are going relatively well in an organization, Leaders are all about making and building relationships. However, when the numbers aren’t coming in or stiff change is on the horizon suddenly the focus is off of relationships and back on number crunching. That is just the opposite of what should be happening. When times get a little rough in an organization that is when relationships are the MOST important to focus on. It is then that the Team Member needs to know they are supported and that their Leader is not a “fair-weather” Leader, only building relationships when times are good.

Truly the key to success in Leadership is measured by  the growth of the people he or she supervises. The Team can only grow in a healthy, relationship based environment where they believe that the Leader is truly out for the Team Members success and that the Team is valued above all things. In the Business World we operate in today, there are many variables that change day-to-day that effect bits and pieces of operation and profits. With that said, it is difficult to concentrate consistent effort on constant changes to try to make lasting, steady effects. That is why a Leader must focus on the one thing that they can have the most lasting impact on, their people and the relationships they can build with them. The people of the organization will be what gets the Leader and the Company through the hard times., but you have to build the relationship prior to the hard times for it to be effective! Start today to build or repair any and all relationships!

Interesting tidbit: “The Center for Creative Leadership conducted a survey of 300 managers and executives from around the world asking if the definition of Leadership had changed in the past five years. 84% responded that Leadership had indeed changed, primarily due to having more complex challenges causing hardships for their organizations. Interestingly, the flip side was that they were impacted positively by forcing greater collaboration, improving work processes and increasing work boundaries.”

In closing remember this, when times are tough, and they are or soon will be, a Leader has really only one thing that he or she can truly count on; the people around them. Those people will either be working for the Leader or against the Leader, it is the RELATIONSHIP that will determine which it will be!

Good leaders make people feel that they’re at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens people feel centered and that gives their work meaning”. – Warren Bennis

Until next time, BUild, BUILd, BUILD those RELATIONSHIPS! You have to have them!

Rod

Push or Pull

Today I had the opportunity to witness something, that not only have I done, but Leaders have done for years on end. Have you ever gone up to a pull to open door and pushed on it? Perhaps you approached a push to open door and pulled on it. Either way, the result was definitely not what you had planned as you came up to that door. The comical thing is when the person does it again as if to say, “If I do it harder this time, it surely will work!” Once I tried the door four times before stopping to see what was wrong and corrected my method!

The reason people do this is because we often move through life in a very assumptive mode. Working on a form of auto-pilot not really paying attention to what we are doing until the “door” does not do as we thought it should. Leaders often fall into the push/pull syndrome when they fail to take time to pay attention to the ever-changing environment around them and to the people who make up their Team. Too many times Leaders are so determined to push when they need to pull, or pull when they needed to push, that they strongly move forward convinced that their way is correct and if they just put a little more effort into it, it surely will work. Then to top off the ill-fated effort, when the mistake is brought to light, they frequently do not accept responsibility for the incorrect move, shift blame to the “door” or worse yet, simply ignore it and their credibility goes into a downward spiral.

Even though the push/pull syndrome happens daily across our great business world, there is a remedy. First, the Leader needs to take time to properly plan their moves and be aware of the people and happenings around them on a daily basis. Review at the beginning of the day the events of the previous day and the challenges of the day ahead. Then plan for success in that days activities. Second, once you have a plan and are prepared for what you know the day will bring, work the plan, but be flexible as the situations may call for last-minute changes. Third and finally, once you work the plan, review either your success or identify your area for growth in the plan. Then make the changes in your future plans when confronting similar issues in the future.

We all make mistakes and often we are slow to recognize when we are working in the wrong methods.  If you fall victim to the push/pull syndrome, don’t be too hard on yourself if it is just an occasional happening. The key is to identify it early, change it quickly, plan and then adjust the course as needed for the future.

Until next time, watch out for that door!

Rod

Adaptability- A Must

An old Chinese proverb says that the wise adapt themselves to circumstances, as water molds itself to the pitcher. Now, like no other time in recent history has adaptability been more important to a Leader’s success. Adaptability – the ability to change (or be changed) to fit new circumstances, surroundings and people mixes – is a crucial skill for leaders, and an important competency in emotional intelligence.

A 2008 study conducted by the Economist Intelligent Unit, entitledGrowing Global Executive Talent, showed that the top three leadership qualities that will be important over the next five years include: the ability to motivate staff (35%); the ability to work well across cultures (34%); and the ability to facilitate change (32%). The least important were technical expertise (11%) and “bringing in the numbers” (10%). This is one of the reasons why this blog touts relationships and motivation for the growth of a Leader! This willingness to get out of one’s comfort zone, and learn continuously as a way of adapting to changes, marks a key difference between successful and unsuccessful leaders.

Here are a few tips for developing adaptability.

  • If you catch yourself shooting an idea down, take a moment to consider what mental scripts you might have developed, which are influencing your thoughts. Mental scripts are ways you have been patterned to think over the years through experiences and life, whether voluntary or involuntary.  They are so automatic that you have to be intentional to change them and improve your leadership.
  • Do you habitually insist on going “by the book”? Is this actually necessary for every issue? You can have a great effect on your Team’s productivity if you paid more attention to the effect that this might have on the people involved. What would happen if you applied creativity to standard procedures?
  • Consider that when we push the envelope, when we intentionally put ourselves in situations that are outside our comfort zone, we grow. Are you trading on old knowledge? Do you need to update your skills? Are you relying too much on your title as the sign of authority? In today’s working environment, surrounded by highly intelligent and specialized knowledge workers, this no longer works. We can adapt by continually evolving and reinventing ourselves.
  • When we are in a position for a length of time, we may tend to become accustomed to the status quo and fail to challenge the process in order to continue to grow and improve.Here is a question to ask yourself:  “If you left tomorrow, what would your successor do to improve things?”  Now consider making these changes yourself, today!

Until next time, free yourself to accept and lose the potential of your Team!

Rod

I Will Follow You

In Leadership blogs, seminars, books, videos and etc. you can find many tips and methods on how to make yourself a great Leader. As a matter of fact, there are so many techniques out there, it is hard at times to know what to do, or where to start! Even on this blog you have a plethora of tips and tricks to be effective in your given Leadership role, however, with that said I ask you for a moment to step back and let’s look at probably the single most important tip a Leader can have: Be the Leader that your Team WANTS to follow, not HAS to follow!

Now the question is, “How do I become that Leader?” I am sure that many people will have various ways for that to happen, but what I am talking about is not the methods in which you get things done, not the way in which you talk to people, not the way you dress nor is it the people you spend time with at work. While what I am referring to will have a direct effect on those things, it is deeper than all of those. What I am referring to is something that has caused people problems in relationships since the dawn of time, SELF.

So many times Leaders are so wrapped up in themselves, (i.e. what they want, what they think, how they think things should be, etc.), that they never take time to consider others and their thoughts, ideas, wants and wishes. The Leader that people WANT to follow is the Leader that takes the time to care about them, their success, their contribution to the overall success of the organization and values them as a person, not just a worker.

Over my years of Coaching I have seen SELF get in the way of so many Leaders and organizations finding effectiveness and lasting success. Too often the Leader just steamrolls on through the day giving directives, assigning duties and barely touching the true inner parts of the individual Team Members. These Leaders say they care, (sometimes), but that they just don’t have time in a day to be diverted from the tasks at hand. They tell me that it is easier to just assign the duties, do what they know has to be done and move on. Well, maybe that’s true, but is it effective? NO! Generally the work environments that surround these types of Leaders are filled with resentment, high turnover rates, lower than average production and Team Members that can’t wait to go home!

As a Leader, true success on an individual basis is seen when those you lead actually WANT to follow you. They don’t just do it because of your title, or position in the company they do it because the trust you and feel you value them and their efforts. If you wish to learn more about how to become this type of Leader, feel free to contact me and I will be glad to assist you in that process.

Now with all of this said, (and I could go all day on this subject), let me ask you this series of questions:

Why are the people you lead following you? Is it because they have to, or because they WANT to?

If you are struggling as a Leader, does your Team feel like you are too self-involved?

If someone were to take an anonymous poll of your direct Team, would they say they believe you actually care about them as individuals? What do you need to change to fix this?

Do you show your Team daily that you are over SELF and you are about helping them be the best they can be, thus making your organization they best it can be? If not, why?

 

Leaders, it time to get over SELF and move on to the high ground of Leadership where people WANT to follow you!

Until next time, check those who are follow you and why they are following you…………. then get over yourself if need be!

Rod

Winning in Leadership!

Want to win in Leadership with powerful Teams and exceptional people? Here is one of the ingredients: DIVERSITY! Accept it, practice it and win with it!

THE DIVERSITY CREED 
By Gene Griessman, Ph.D. © 1993 

I believe that diversity is a part of the natural order of things—as natural as the trillion shapes and shades of the flowers of spring or the leaves of autumn. I believe that diversity brings new solutions to an ever-changing environment, and that sameness is not only uninteresting but limiting.

To deny diversity is to deny life—with all its richness and manifold opportunities. Thus, I affirm my citizenship in a world of diversity, and with it the responsibility to….

  • Be tolerant. Live and let live. Understand that those who cause no harm should not be feared, ridiculed, or harmed—even if they are different.
  • Look for the best in others.
  • Be just in my dealings with poor and rich, weak and strong, and whenever possible to defend the young, the old, the frail, the defenseless.
  • Avoid needless conflicts and diversions, but be always willing to change for the better that which can be changed.
  • Seek knowledge in order to know what can be changed, as well as what cannot be changed.
  • Forge alliances with others who love liberty and justice.
  • Be kind, remembering how fragile the human spirit is.
  • Live the examined life, subjecting my motives and actions to the scrutiny of mind and heart so to rise above prejudice and hatred.
  • Care.