Month: July 2017

My brother & I talk a lot, especially since we live so far apart.  It’s only temporary but in a way it has brought us closer, especially during our “philosophical” discussions.  We like to “dive deep” into passion areas, share what we’ve learned from books, articles, Ted Talks, work situations, parenting, etc.  We just go with whatever is on our minds in a healthy banter.  One thing keeps coming up regardless of topic, leadership & its close relationship with character.  We agree on one point…leadership is situational but character isn’t.

Character

Predictability in this area is a strength.  If we treat people with dignity & respect we can expect them to “pay it forward” to others.  A strong connection to our character can help us overcome ever changing work/life dynamics with the right amount of compassion.  Our display of the “golden rule” helps encourage personal growth & is without judgement.  We need everyone…together is better.  Is what we’re doing getting us closer to our goal?  Only you decide.  Character is doing the right thing even when nobody is looking & compromising isn’t fun to reconcile later.  These actions are what we talk about in therapy sessions right?

Leadership is always “situational”

Everyone has a set of talents, skills, abilities & passions we need to tap into.  In a sense, companies “buy” these from employees to move the enterprise forward.  Our ability as leaders to encourage individual & collective wisdom collaboration toward any goal is paramount.  Sometimes we have what it takes to do this & sometimes we don’t.  It remains “situational” always.  Reading the situation to provide the right key ingredient makes all the difference with individuals & the team.  Knowing when to help more, present a challenge to ignite passion, drop an idea to see where it leads or become a partner to great idea development are all opportunities for growth & encourage “leading” from everyone involved.

Leaders typically do these things so well they become habit…

Sets a coaching environment & not drive employees; generate enthusiasm instead of inspiring through fear; say “we” not “I”; fixes the breakdown without placing blame; shares how it’s done instead of simply knowing; develops people not use them; gives away credit instead of taking it; asks instead of directing; says “lets go” instead of “go”.

Ethics

Character & leadership are tied together through ethics.  Ethics in its simplest form, to me, is when we can look ourselves in the mirror & are happy with who we see.  The decisions we’ve made and actions we’ve taken are in line with how we want to live according to our “values”.  So, ethics is a result of us putting into action choices that align with those things we hold most important in life.

Life is all about choices.  We can choose what to value & how to act/interact with those around us.  All of this has ramifications on others.  This awareness is the beginning of leadership development; understanding how we influence others positively or negatively.  This focus gets us away from aspects of life we can’t control (problems or the past) puts emphasis on the present & a preferred vision of a future state.  Thoreau said “know thyself”.  This has to be first before we begin to realize growth as a leader.  If we can’t “manage” ourselves, how can we tackle the responsibility of leading anyone?

Two quotes come to mind….

“Courage is being scared & saddling up anyway.”  -John Wayne

“You’re never wrong to do the right thing.”  -Mark Twain

Having courage for our convictions is developed through a strong sense of what we believe (values) & staying true to them in our daily lives (ethical decisions).  This is our platform for leading.  Deciding to focus on others (leading) with a humble approach guides us to the “right” interactions based on the situations we find ourselves in.

It takes more courage than we are prepared to admit to live as an extension of our values.  The diverse situations we are faced with on a daily basis can be tough.  The capacity to help others creates an “acceptance space” for them to flourish.  It’s only when we really know ourselves that we can be open/humble for everyone to develop in the specific ways each situation dictates.  You’ll inspire others with your solid character & be humble enough to let go to develop others.  This is your leadership strength, go for it!

All the Best,

Karl
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You’ve got tickets to the big game, the players are ready for some fierce competition but the scoreboard is missing.  Really?  Why?  How could they miss that?  This happens all the time with organizations where we work, do business & in our own lives.  This analogy is a powerful example of how getting what we say aligned with what we do can make all the difference in “winning” in any enterprise.

*Picture from www.clipartkids.com

What we SAY

Organizations everywhere have fancy mission, vision & priorities; we can’t help but notice them.  This is the primary way we begin to get to know & decide to have a relationship with companies.  Whether you want to work with or need their services, this is where it starts.  Every companies values should be obvious, authentic & transparent.  The best ones you can probably put on a t-shirt; short, simple & to the point.

What we DO

How can we tell if what they said is fluff or not?  Carrying out actions aligned with what we’ve said is important projects to employees & customers we’re committed.  This is the way we instantly show that all the stuff we said isn’t just a smokescreen to lure people to work & spend money.  If you say customer service or loyalty is where it’s at but don’t empower everyone to provide it then somethings broken.  This divide isn’t because you’ve hired the wrong people (maybe) but a lack of follow through from leadership. Whatever the leaders style, skills, talents, etc. they’ve got to model the values & encourage a positive environment to enable employees to do the same.  Change is constant & leadership is situational but our values must remain steadfast.  If employees don’t know what to expect they can’t figure out how they’re talents can best be utilized as things shift.

Goals Matter

If your team doesn’t have a goal to align their efforts they are unlikely to give their best. If they don’t play hard, really bring it, then we get the result we’ve set up….lackluster engagement.  Legendary NFL Coach Bill Parcels only asked one question of anyone who played for him, the essence goes like this…

Are you willing to get on board with what we’re trying to do (win a championship)?  If so, come on, we’d love to have you.

So simple because they know why they’re doing what they’re doing.  The stage is already set & the scoreboard tells the main story along the way.  Without this single aligning element you don’t have anything for people to aspire.  Whether for profit or not, companies who don’t figure out “say & do” won’t last long because they just know one thing, make money or die.  Businesses come & go everyday so money can’t be the sole reason.  Now what?

Fix it with “Why”

This is so powerful yet we often don’t take the time to truly discover a solid answer. Figure out your comparative advantage inside your industry, articulate it (overstate for clarity) & go do it.  Easier said than done as “feelings” are near impossible to communicate but won’t be overlooked or ignored once you nail them down.  No matter if you’re a one person show or a large company, success stories come when focus is like a laser from leaders on “why” you’re doing what you’re doing.  With your scoreboard in place “players” remain engaged & know how their talents naturally combine on the team.

Thanks for sticking out yet another sports analogy!  Here’s hoping the scoreboard reads “success” to however you’re making our world a better place!

All the Best,

Karl

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