BradCo Consulting Ltd.

Common sense for the art of leading!

Category: Leadership & Coaching (Page 3 of 6)

Followers or Joiners?

January 8, 2019 /

“You know you’re a good leader when people follow you if only out of curiosity.  The spark of trust is the difference!”           -Colin Powell

These words sent me on a whole new discovery path of what it truly means to be a great leader.  We’ve all seen graphics detailing the differences between a “boss” & “leader”.  There are indeed many distinct qualities separating these roles with the primary being responsibility.  The more of it you have in any given enterprise can define the overarching role you provide.  What many have discovered is that you can be an amazing “boss” but ineffective as a leader.  Leadership is the choice to positively influence those around you regardless of position, title, standing, rank or responsibility level.  The journey to discover your individual leadership style takes intense focus, self-awareness & humility.

boss-vs-leader

This graphic depicts a “boss” as more negative than the “leader”.  In my way of thinking, this isn’t necessarily true.  Our effectiveness exists on a sliding scale.  After all, we’re human & our abilities in either role remain a challenge on a day to day basis.  The measure should reside in our commitment to getting 1% better every day, improve the value we bring to the enterprise & inspire those we work with.  People trust the most consistent behaviors we display…get caught doing amazing things for others!

In the pursuit to learn more about leadership & management, reaching out to “experts” in the field led me to connect with Don Shapiro of First Concepts Consulting.  We had a great conversation about our mutual favorite topic…leadership!  Here’s his site where you can find out more about his offerings, thought leadership, etc…

First Concepts Consulting

During our conversation, he had two important insights…

*Over the last 20 years (or so), there has been an almost exponential increase in the focus on leadership.  Ok, maybe exponential goes a bit too far, perhaps a 10,000% increase is more accurate.  Regardless of the number, our collective perception tells us it that’s it been a lot!

*Over that some time period we haven’t gotten significantly better at employee engagement & retention.  The Gallup organization has been surveying employee engagement for many years now, here’s a link for reference…

2017 Gallup Engagement Survey Results

At best these are complex topics & if these points are true, why are they important?  It’s interesting to note that U.S. companies spend more than $15 billion annually on leadership development programs, according to a 2014 Bersin by Deloitte study.  What?  Wow!  This debate could be as lively as 2 football coaches having a chalkboard war over the best offense/defense!

Here’s a post about employee retention & how it differs from turnover.

Retention Rate vs Turnover

On-boarding new employees can take primary job focus away from veteran employees to help train others.  Shouldn’t this be the case?  The folks at NextJump have created an environment where once you’ve been hired you can’t be fired…you’ll be coached!  Such a great concept that fits with Jim Collins book “Good to Great” of first getting the right people on the bus then figuring out where they should sit.  This has led to employees feeling safe to bring their whole selves to work while encouraging team collaboration.  Fear destroys human initiative, thus we should strive to support a “feel safe” environment over one that encourages “be safe” activities.

They also developed an app to provide consistent real-time feedback for employees.  This supports their coaching culture & commitment to it.  It’s available for free here…

NextJump Feedback App

This app is a wonderful tool with great analytics but (you knew it was coming) nothing should replace face to face interaction.  Less complicated relationships follow because eyeball to eyeball is better…period.  The folks at Menlo Innovations call this technique “high-speed voice technology” & supports their goal of seeking joy through their hard work together.

As already stated, leadership is about influence.  Don emphatically states: “True leaders seek joiners, not followers.”  When the environment encourages employees to lead using their individual “super-powers” everyone’s growth journey can begin.  Figuring out your leadership influence talent(s) can be the key to unlocking the team’s potential.  In our conversation, Don shared his realization of “voluntary influence” which details how great leaders influence people to voluntarily join with them, not follow them.  The age of gaining “followers” as the measure of effective leadership/management is coming to a quick end with knowledge work dominating the job market.

Does the structure of the company really matter?  The short answer is that most of the time it does but the environment matters more!  If every measurable that has to do with company success hinges on leadership then how it’s structured matters less.  By in large, people don’t leave company structures they leave because of a poor manager/boss/leader.  When employees feel as though they work “for” someone engagement/retention can suffer.  Likewise, when leaders have the courage to care about others who work “with” them the numbers trend in a more positive direction.

So why has the increase in leadership development not yielded more positive results?  There are just as many reasons as there are companies.  The actionable aspects of any leadership development/training program are the most difficult.  Training prepares us for “known” aspects of life.  Education prepares us for the “unknown”!  Great consultants, like teachers, will provide both & help with goal accountability. When we connect the best parts of our diverse human capital & create an environment where people feel safe, the extension of their collective talents can be realized.  Amazon, Whole Foods, Chick-fil-a & others don’t hire better people, they get the environment right to support their desired culture.  These efforts attract & retain great people who can, in turn, become great leaders themselves.  This also has a very positive impact on employee engagement as they realize there isn’t work & life there’s just life.  Being part of something bigger than ourselves to make the world better engages passions toward team success.  Isn’t this the place we’d all like to work?

Call to Action!

If you’d like to find out more about the kind of environment you’re creating as a leader who cares, please check out what the folks at RiddleBox are offering & contact me to get started with one of the easiest, most actionable platforms available!

All the best,

Karl

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K.I.S.S. it better!

November 2, 2018 /

What do the wheel, nail, pulley, rubber band, sliced bread, paper clip, post-it notes, zipper & velcro all have in common?  They’re simple!  These items & many more make our lives easier every day.  In fact, we probably can’t go a day without using at least one.  These “low-tech” solutions can get overlooked with so many technological gadgets that help untangle our lives.

One of my coaches believed strongly in the K.I.S.S. method to keep himself from over-complicating the myriad of daily decisions.  He showed us that leaders provide many positives; breaking down complex concepts can often be one of the most important.  By simplifying the message it’s received clearly by the majority & improves the entire enterprise by helping everyone connect their job to the overall vision for the enterprise.

*Clear Vision & Purpose

There were two masons working on the same project.  A passer-by asked the first mason what he was working on.  He replied, “I’m building a wall.”  He keeps walking & when he sees the second mason asks the same question.  He replied, “We’re building a cathedral!”  Boom!  Clear vision & purpose in four words!  Don’t we all want to be engaged & inspired by the work we do?  Leaders say “we” & keep everyone connected to the over-arching vision for any project.  It must be communicated (overstate for clarity), shown by example & most of all…simple!

Most of us work inside organizations that have layers that can slow progress.  The more complex the hierarchy the more it can conspire against getting things done.  Our individual influence can have a positive impact when projects get mired in bureaucracy.  As leaders, we all have a responsibility to help facilitate others’ success.  This simple message on a workplace poster is a perfect example, it stated…

-Know your job

-Do your job

-Inform leadership if you don’t know or can’t do your job

Excellent straightforward example.  The best part is that it’s all up to us; no money, special talents or skills needed, just our own effort.  It focuses us on the things we can control.  Imagine how quick teams would come together if these three were taken care of every day!

*Know Your Job

It’s our primary responsibility to know what we’re supposed to be accomplishing every day.  What’s the stuff you were hired to do to help the company move forward?  Learn all you can, stay passionately curious, involve others & press on!

*Do Your Job

The majority of our lives don’t involve “nirvana” moments, instead we generally just have to get on with it.  How we go about our work shows a ton about our character, leadership & caring for others.  We all use our individual talent strengths to “get ‘er done”.  Creating the acceptance space for employees to do the same serves as much needed inspiration during the daily grind.

*Tell Leadership

Unless you work for yourself we all have a “boss” of some sort or at least are responsible to someone.  If we don’t have the right “tools” to get the job done we’ll spend most of our time finding workarounds.  Creativity is obviously a needed skill but if things are being held together with duck-tape & baling wire something bad will eventually happen.  One of the most common complaints is the lack of communication.  Inform leadership tactfully, they’ll be glad you did!

Here’s another list that can clear up thinking processes a bit.  Strive to do things…

1. Safely  2. On time  3. By the book

This works in multiple ways & can help reinforce how much we care.  If we can’t do it safely there’s no point in doing it on time or by whatever governing framework our jobs are accomplished.  Being on time is crucial but if we aren’t safe in doing so there’s no point.  Following the “rules” is great but not if the first 2 conditions aren’t met.  Keep “paralysis by analysis” at bay & take a page out of one of the most successful companies around…

“The utmost in sophistication is simplicity.”  -Apple

We don’t do anything by ourselves, we need others to truly accomplish great things for any endeavor.  If we set the example of tapping into our powerful intuitions it will hopefully build a culture of common sense in our interactions with people & stuff.  When we remind ourselves to “keep it simple stupid” we listen with humility, learn more & lead better!

All the best,

Karl
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Compete or Create?

September 15, 2018 /

The most intense competitors in history haven’t always been the most well-adjusted people.  I totally get these people.  Maybe Bill Parcells, Bobby Knight or John McEnroe come to mind.  People interested in achievement & not simply activity, like to “win”.  If you like to win, you want these folks on your team.  There’s no doubt they’ll give every ounce of themselves to the team.  Their passion & drive is infectious.  In dissection, however, there are some lessons learned about what it takes to be successful & ultimately “win”.  Let’s start with something I always thought was true…

Work Hard to Beat the Competition

At first glance, this seems totally intuitive.  When we “beat” others in our enterprise it seems like we’re clearing our path to increased success.  When we work hard to beat someone else, however, we can’t remain focused on improving ourselves.  We can’t run our best race by being concerned with the other guys.  So, competition is actually the opposite of creativity & collaboration.  We are wasting time trying to be better than someone else, another company, department, division, etc.  As leaders, our time is better spent creating conditions where everyone can be successful.  This will set the foundation for not only our success but create more opportunities for other people/companies to flourish which boosts everyone.  If all fast-food was McDonald’s, pretty soon they would fail for lack of diversity in the marketplace.  This and every industry depends on the success of others inside it.  McDonald’s can only work hard to do McDonald’s the best they can.

The Hall of Fame UCLA basketball coach, John Wooden, famously didn’t scout opponents much at all.  He focused the team on doing what they could do & do excellently.  They leveraged their strong points to improve as individuals to make the team stronger.  Of course, we know this formula created a ton of success as they won 10 NCAA championships in a row.  They just did themselves better than the other team did themselves.  This model created more opportunities for other programs, coaches, athletes & universities.  They didn’t work hard to beat the competition, they worked hard to create the best version of their team.  This is the same for us.  We simply have to just “do us” really well.

img_3051

There has never been another person like you…ever.  Everything about you is unique; your voice, walk, writing, etc.  Therefore, everything you do is inherently original.  Your viewpoint is just as viable as everyone else’s.  The way you connect concepts/ideas has never happened quite that way before nor will again.  In this spirit, you are what you want to accomplish now.  If we’re trying to get to Paris & don’t realize we’re already there, we’ll just keep going until we figure out we’re where we need to be already.

Shhh….it’s a secret!

Maybe you’ve heard about the “law of attraction”, it’s no secret anymore.  It’s so true!  If we utilize this simple formula from The Master Key System we can begin our journey to success.  Broken down in its simplest form it states:  Be + Do = Have.  We all have what it takes to “Be” what we want to be today.  Figure that out & decide!  After deciding, it’s time to “Do”.  What do people do who are what you want to be?  This focuses on how you’ll get there.  After the effort of doing you’ll soon “Have” what you want.  The universe will deliver opportunities if you believe in yourself, put the energy into it & remain open to receiving them.  Seems overly simplified but if you are honest in the analysis you’ll find it to be true.

Edison quote

The person who thought about bringing the toilet inside the house wasn’t initially popular but history has proven it was a pretty good idea.  Innovation isn’t doing things differently it’s doing different things.  Courage to discover & persevere through the necessary changes makes all the difference.  Tony Robbins says, “where focus goes, energy flows.”  What amazing thing will you be the catalyst for?

My true confession?  I still like to win, who doesn’t.  If we were voting we’d vote to win over lose 100% of the time.  “Lose” is my least favorite word.  Always has been.  It sticks out like a naughty 4-letter word in a conversation.  Dealing with the jealousy of who won isn’t a healthy way to live.  When we’re willing to give it our best, don’t we hope others will give their best as well?  The interplay makes everyone better in the end.  Best is just that….best.  We’re only cheating ourselves if we don’t connect with our best.

Maximizing the team we’re on is all about connection & extension of the inherent talents/passions/gifts of the people on it.  The more we help others achieve their goals in life the more opportunities we get to achieve ours!

All the best,

Karl
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Good Soil!

June 1, 2018 /

The people we surround ourselves with are more valuable than words can often express.  Recently, an old friend popped into my mind so I reached out to catch up.  He was amazing, generous & supportive as always.  We spoke about many things but the most prevalent & surprising was workplace culture.

He spent some 27 years in the newspaper business only to be unceremoniously let go in the name of “progress”.  Their loss was another’s gain.  His one-of-a-kind voice & magnetic temperament led him to employment in radio & community relations.  His passion for people has made him successful no matter the enterprise.  At this point in his career, he’s seen it all & has always believed that to grow good grass you must have good soil.

Most organizations are good at broadcasting what they do & how they do it.  It gets a bit more difficult to align everyone’s efforts toward why they’re doing it.  This communication is a constant challenge.  The real tough job in connecting to why remains of top concern for leaders.  It’s their ability to do this that often defines their effectiveness.  There are a number of turn-around savior stories, not the least of which is Alan Mullaly when he took over the Ford Motor Company.  It was a massive undertaking but ultimately he was successful in bringing them back to life.  How did he do it?  He couldn’t have personally met everyone in such a huge company.  How do leaders change the contaminated “soil” to keep businesses viable?

“Why” is King

There’s nothing quite as compelling as a great vision for the future, of what could be.  We all want to be part of some endeavor larger than ourselves to make the world a better place.  It’s where personal growth is inspired.  This outlook is only the beginning, it takes leaders who are willing to go first with their effort to show the way.  Leaders know you don’t create movement toward a preferred future without others deciding to join the adventure.  None of us have joined to simply go along, we join out of the trust built on why it’s worth it.  The leaders have connected our passions to a higher purpose.  Our curiosity compels us to go even when the outcome isn’t exactly crystal clear.  We’ve decided it’s worth it, plain & simple!

Invest in People

For everyone to be successful, leaders have to commit to creating the proper environment.  It starts with a total commitment to people & realizing work is always a bring your own meaning endeavor.  The key is creating the right environment where everyone has the space to realize their potential.  Leaders must be brokers of “best”; supporting a culture where everyone feels safe to bring their best & that it’s always enough.  Best is just that…best.  Connection & extension of the collective “best” inside any organization keeps the focus on comprehensive agricultural growth.  We must let go of the hope for a better past & remain forward-looking.  After all, the future is the only place where change for the better can actually happen for our companies & ourselves.

In a recent article, Michigan State University Head Football Coach, Mark Dantonio stated his four aspects of setting (culture) goals.  You’ll notice each of these is rooted in a fundamental belief in others & what happens when we unleash a positive culture of together!

  1. Lifelong relationships  (This matters the most!)
  2. Successful & self-sufficient  (We can’t coach players on what we haven’t taught!)
  3. Build trust to “win” with people  (Peak their natural curiosity!)
  4. Positive impact through discipline & maturity  (Structure is the key!)

Back to my friend…he is living proof that staying true to who we are is enough to get through even the most trying adversity.  By creating limitless opportunities for others he has thrived.  His example doesn’t include a multi-national corporation turn-around but his impact is just as impressive.  He now leads four different radio stations & continues to create meaningful progress in a seemingly “old-fashioned” medium.  He serves to inspire employees & millions of listeners every week.  What he has done for others is his legacy!

Organic farmers aren’t “plant” farmers they’re soil farmers.  They know that if they don’t take care of the soil it won’t matter what they plant.  Likewise, we must be intentional about the culture we foster because it’s always shifting, good or bad.  The intention we give to it keeps a healthy culture.  Who we are & what we do matters!  Take time to recognize the best efforts of those you lead; what’s rewarded is repeated.  If we keep doing for a few what we wish we could do for everyone it will inspire amazing results!

All the best,

Karl
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PS  Thanks for the inspiration & timely reminder Mark!

The word focus in 5 different variations of blurriness and sharpness isolated over white.

Focus Points!

April 19, 2018 /

In the past few years, one of the best things I’ve spent time on is reading, watching or writing something on leadership every day.  There are so many experts to draw wisdom & insight from; the resources are inexhaustible.  Here are some I’ve personally been focusing on from my discoveries (in no particular order), maybe they’ll hit home with you too!

Others

This was the foundation of my decision to try to become the best leader possible.  It’s helpful for me to separate when I need to manage (resources) & when leadership (people) is required.  Fix processes & coach people.  Making this distinction helps me categorize my time & energy.

Compliment

Gratitude works.  Saying “thanks” is definitely an underutilized form of compensation. We all want to feel our contributions are valued & a genuine connection can go a long way to show it!

Show Hope

Intrinsically I feel it’s better to work “towards” something instead of having projects to work on.  Pretty sure it feels that way to others as well!

Speak to their needs

Getting to know the people we work with, really know them, is never time wasted. Tapping into their strengths, passions & goals shows authentic interest in their growth as valued members of the team.

Encourage

Staying positive is infectious!  Building your “flexible optimism” muscle is truly worthwhile.  On difficult days, this gift helps everyone.

Help them Win!

I’ve tried to eliminate the word “lose” from my vocabulary.  It’s negative & I simply don’t like it.  We either win or learn….lose is just not a part of that life process.

Simplify the message

Boiling down anything overly complex into something manageable & easy to understand can be the spark needed to get on with it!

Listen

This one is proving hard for me.  I’ve tried taking notes during conversations to help slow down my impulse to respond.  Waiting to talk is rude & devalues the messenger.  When speaking, the moment my breath runs out I try to let the thought be finished.

Stop digging!

When stuck I use the “3 if” rule; if there exist three aspects of any project that just don’t feel right or are out of my control it’s time to move on.  My efforts can be utilized better somewhere else.  At Facebook they have a saying; “Done is better than perfect!”  Moving the project on & involving other team members revitalizes momentum.

Responsibilities not Rights

Focusing on my responsibilities instead of what I deserve keeps me grounded with my personal values.  The example I set for others is really who I am to them.  Be the boss you’ve always wanted & the spark of trust will come your way!

Huge vision…right size tasks

Having the ability to dream of what could be & communicating it is truly powerful. Likewise, the skill of identifying how & what is needed to get there provides the inspiration for getting things moving!

Think like you’re self-employed

This keeps me in tune with making sure I’m doing my best for the goals of the enterprise. The back pressure you’d feel as a business owner would probably be twice the stress. Would you write that paycheck to yourself?

No excuses

I make mistakes every day.  If you’re falling down through taking risks there is learning going on.  Nobody will fault your effort.  When frustration sets in, emotions can take over.  I’ve tried to employ the example from the movie “Saving Private Ryan” to always complain up.  Venting a little is healthy but when it evolves into circular logic it becomes damaging.  Own your perspective & leave it once you’ve said your peace.  Celebrate a victory, don’t get too down when something doesn’t go well, learn what you can & have a short memory for the rest.  The 24-hour rule helps keep me focused on the part of life we can change…tomorrow!

Eyeball to Eyeball

Nothing takes the place of human interaction.  When possible, tackle issues in person & solutions will follow.  Leading people takes time, establishing & maintaining relationships are worth it.  Their successful contributions give back to us in spades!

Ignore the noise

Deciding to lead no matter where you are in your career or the organizational chart will come with some criticism.  Heed Bill Belichick’s advice & trust that you are enough because you’re stepping out to focus on others.  Be authentically vulnerable & transformation will happen.  Leaders don’t create followers they create more leaders.  Look forward to your thoughts & perspectives.  Engage & inspire!

All the best,

Karl
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Getting “Fanfare” in balance!

March 6, 2018 /

In honor of Women’s History Month my wife bought tickets to attend a dinner celebrating their amazing accomplishments.  A fitting tribute for sure but it occurred to me that this “fanfare” should continue each & every day.  Why do we wait until March every year to do this?  Here’s a past & current pioneer as well as some thoughts on getting some balance.

jackie_cochran

*Picture from www.wired.com

Jacqueline Cochran (May 11, 1906 – August 9, 1980) was a pioneer in aviation and was one of the most talented pilots of her era.  She was an important contributor to the formation of the wartime United States Women’s Auxiliary Corps and Women Air Force Service Pilots.  On May 18, 1953, at Rogers Dry Lake, California,  she became the first woman to break the sound barrier.  General Chuck Yeager, then a Major, was her cheerleader.  We would all be doing the world a favor to follow his example!

My wife recently gave me a book to read & she is very choosy with what she spends her time on especially with reading.  Guys, when this happens you should do it with no push-back.  There’s a reason for sure, so go for it!  The book was “Lean In” by Sheryl Sandberg. You can find it here…www.leanin.org  If you’re not familiar with this book you should be. It’s incredibly insightful & she tackles the subject of why women can & should lead.  It wasn’t on my “to-do” list but becoming more aware of the issues addressed is eye-opening.  Dig in!

Men & women are different, we know this.  We sometimes have a hard time differentiating the blurry lines that exist.  The search for the perfect purse (and wallet) never ends.  What we do know is that we are probably more similar than we are ready to admit.  Building trust through understanding can bridge the gender gap more efficiently than debate.  Guys, we can’t have a baby but we can love & care for one just as much.  What women go through to have a baby is nothing we’ll ever be able to truly identify with but we must admire & respect every aspect.

Michael Jordan scored 50 points in an NBA play-off game with a 102 degree temperature.  His effort is to be celebrated for sure but women do this every day with no fanfare.  Finding your best way to encourage no matter the gender will make where we work more sensitive to quality of life & maybe change the way work works for everyone. It’s time for fanfare balance.

All the Best,

Karl

*Facts on Jaqueline Cochran from Wikipedia & Biography.com
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Old Hat

February 14, 2018 /

All of us probably have items we’ve held onto for a long time.  The sentimental value pulls at our heartstrings so hard we can’t seem to let them go.  One such item for me is a New York Yankees hat.  Here’s the story!

My wife & I were on the road together (before marriage) in New York.  One of the stops on the tour was New York City.  We found ourselves with some time one morning & decided to venture out to discover downtown.  It was a gorgeous sunny day & I wasn’t prepared so naturally, I bought a Yankees hat.  When in Rome…!  We had a great time seeing the sights & sounds of one of the greatest cities on the planet.  The energy was infectious & the food was even better!  Having a schedule to keep, we jumped on a train to head into Brooklyn & ran into some issues getting there due to some unanticipated construction.  They say the city has 2 seasons…winter & construction!  Needless to say, we got lost, de-railed if you will, getting to our destination.  We felt alone & isolated.  Time seemed to move faster with our growing worry of being late.  I remember simply hugging her close on a crowded train & reassuring her everything would be OK.  I really did believe it, in fact, I was sure.

Eventually, we did get to Brooklyn…late but safe.  You’ve probably guessed that a conversation was about to take place regarding the importance of being on time, even early.  Our boss was firm but compassionate.  He reminded me to always set a good example for good time management where early is on time.  I’ve always appreciated his approach & to this day consider him a mentor.

What about the hat?  Over the years the hat has gone from an everyday kind of hat to my gym hat.  It’s been through a lot & with the passage of time, it gains more meaning.  We’ve been through a lot in our marriage; balancing 2 careers, parenting, moving, job transitions, extended time apart, illnesses & loved ones passing.  You know…life!  The hat serves as a great reminder we can get through anything…together.

Our journey didn’t start by getting lost in New York City but what we learned that day has.  The power of my old hat is real, as real as the love for my wife, children & our life.  It might be easy to get rid of “things” when they no longer seem useful.  I’ve had lots of hats & worn tons of figurative “hats” but this one has stood the test of time as our life together has.  We’re tackling life’s challenges, its ups & downs, as you are.  Remember the many aspects to be thankful for & find something that reminds you.

The life we enjoy is one of the most precious gifts of my life & I wouldn’t change or trade it for anything.  Whether you’re a Yankees fan or not doesn’t matter, be a fan of life’s most important things & wear that with fearless pride!

Love to my one & only!

All the best,

Karl
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Can complaining be positive?

January 30, 2018 /

Confession time…I’ve always loved questions.  Sometimes, however, they can be seen as a personal attack on leadership and management decisions.  Especially when it seems like we’re complaining.  Of course, it’s different for every workplace environment.  The right questions can teach us a ton quickly by getting explanations, confirming strategies or adding value to a project through “question ideas”.  But questioning, even the healthy kind isn’t my focus here.  Stay with me…

There is a definite stigma surrounding the concept of “complaining”.  It’s often seen as a negative when people have the courage to bring difficult things forward.  Whether it’s workplace culture or a more benign topic our response to it can make all the difference.  How do we respond?  Is it always appropriate to the situation?  Is our response technique positive & encouraging or damaging?

A young man I had the pleasure of having in a leadership development workshop was the bold questioner type.  Unfortunately, his queries weren’t always met with empathy or any sense of compassion in weekly meetings.  He began to feel belittled in front of his peers & unsupported by leadership.  This response style was very damaging to his self-esteem & depression set in.  It wasn’t long before this treatment caught the attention of his supervisor.  The situation was addressed but the “hurt” was not able to be overcome.  They decided to arrange for a transfer to help get him on track.  Just about 1 week before the switch, having fallen into a “hopeless” state the young man took his life.

Bullying had won.

This is an extreme example but the shock value shines a light on a basic premise; to see others not as things to be used but as people to be loved.  We all deserve that & frankly, deep down, expect it.  This should never be tolerated by anyone regardless of title or position in any enterprise.  Of course not, right?  We all naturally agree, but do our actions support this sentiment?  If we expect it for ourselves, what makes us so quickly forget when it comes to others?  The triggers are for each of us to discover but here are some thoughts to help.

The 5 Second Rule

Wait 5 seconds before responding.  This aids in processing what has been presented & reframing the challenge.  Take some notes, actually count to 5, whatever slows you down a bit.  At first, this exercise will seem like time has stood still.  Over time it will prove to be very valuable & others, you’ll notice, will pick up the waiting habit as well.  If you’re like me & your brain is loading up a response just as quickly as people are talking this will save you!  For honesty to happen we have to respond tactfully to build trust.

Complain Up

In the movie “Saving Private Ryan” this concept comes up.  Of course, this is a military movie & in the deep hierarchy of this type of organization, leaders can be sheltered by rank.  Subordinates can learn to just do their job, not question orders & squelch their individual thoughts.  This is part of being “institutionalized” inside any organization.  The way our companies are set up can conspire against us.  Developing a healthy environment that encourages & embraces engagement can be a lonely venture.  It’s worth it though!  Since we all have a “boss”, simply have people bring things up with the next title or position above them.  This will serve to properly frame the details of the concept/idea & remove the feeling you’re working on some secret agenda.  To get traction on any idea we need buy-in from those we work with.  This concept can cause the necessary momentum needed toward any change initiative.  After all, you don’t have a “movement” until someone else joins you!

Challenge the Process (not the people)

I’ve come to embrace fixing the process & coaching the people.  If we boil down what has been presented to the 1%, the essence, we often find the issue is something in the way of people being productive.  A failure of a process, not the people.  This has led to frustration & manifested itself in a complaint.  When we focus on fixing it, the people feel supported & trust is built.  Processes don’t have feelings, people do.  Solving a process energizes our creative energies in the right direction & puts the emphasis on a learning faster environment.  A win-win in anyone’s book!

One of my favorite books examines this topic from a different angle.  In the book  “The Four Agreements“, the second agreement is “Don’t take things personally“.  It says…

“Nothing others do is because of you.  What others say and do is a projection of their own reality, their own dream.  When you are immune to the opinions and actions of others, you won’t be the victim of needless suffering.” 

Wow!  What a concept to digest.  If we can get to the point where we recognize this as truth, it does wonders for the workplace.  Jealousy & contempt fade.  Competition with co-workers is replaced by collaboration.  Just like life, this is easy to say, hard to do.  It’s supposed to be hard if it was easy everyone would already be doing it!  Nothing in life that comes easy carries much meaning anyway.  Get this little book of wisdom, you’ll love it!

Before ever discovering this book, a couple coaches I worked for instilled this concept in their own way.  They were upfront with players telling them they liked each of them as people.  Respected them for the commitment they had made & the people they were becoming.  But at times we would not like their football & it was our responsibility as coaches to correct to make them better.  If they took this personally it would only inhibit personal & team progress.  This process is never easy but separating these helped remove a huge barrier to improvement…negative emotional responses.

A Bit of Psychology

The head coach of a staff I was on instilled a process of coaches yelling at coaches, never the players.  After all, as coaches, we were responsible for teaching the players what we needed them to do.  By yelling at each other it reinforced that concept.  This engaged the players to work hard & pay attention so their coach didn’t get scolded in front of everyone.  Loyalty soared & team unity was built quickly.  The value of this can’t be understated.  By creating an environment where players (workers) can become the best version of themselves, can really excel with their talents, the team improves exponentially.  It also encourages leadership development from all the coaches whose primary responsibility is serving those they lead.  Years later I learned several great coaches have used this technique to great success.  He borrowed a great concept for sure! Leaders holding each other accountable for good & bad just works.  Our staff loved it & you will too!

Here’s a quote from one of the great organizational culture builders of our time.  The relevancy of his words is filtered through our own lens but nonetheless, it’s worth including.  It certainly hits home with me to remain open in accepting a breath of fresh air no matter where it comes from!

“Only self-confidence makes freedom & dissent possible. An organization that brain-washes employees to think alike will only breed complacency & make itself unappealing to anyone who might inject some oxygen into it.”    – Ricardo Semler

By encouraging everyone to “complain” in a healthy tactful way & altering our response methods, the entire team will realize a value greater than the sum of the individuals in it.  Isn’t that the place we all want to work?  Two quotes to ponder…

“Don’t let yesterday take up too much of today.”    – Cherokee proverb

Get to the 1% of the issue, not what the person complaining didn’t do to fix it.  Yesterday is gone, move forward today by finding & owning the solutions!

“Be the change you wish to see in the world.”    – Gandhi

Life takes guts to live authentically.  Encourage it, live it & embrace complaints with compassion!

All the best,

Karl
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7 Enduring Resolutions

January 1, 2018 /

At this time our thoughts are often thrust into pondering meaningful ways to focus the upcoming year.  We are bombarded with things others feel we should “value” but these decisions should be personal.  A couple of years ago I shared my New Year’s resolutions with my wife & she in turn shared hers.  At the top of her list was having more patience but the one that sticks in my mind is this…

“I will love myself…..after I lose 5 pounds!”

Too funny, but telling at the same time.  We often don’t give ourselves permission to accept where we are on life’s journey without some kind of condition(s).  Of course, we could always eat better, work out more, etc. but we shouldn’t come to love ourselves just because we do them.  We should begin with a deep appreciation of who we are as the foundation & decide what we need to do to improve, not the other way around.  Easy to say, hard to do.

A few years ago, I discovered the following personal mission statement carved below a statue of Merlin Olsen outside the Utah State football stadium where he played.  He says…

“The focus of my life begins at home with family, loved ones & friends.  I want to use my resources to create a secure environment that fosters love, learning, laughter & mutual success.  I will….

Protect & Value Integrity

Admit & Quickly Correct My Mistakes

Be a Self-Starter

Be a Caring Person

Be a Good Listener with an Open Mind

Continue to Grow & Learn

Facilitate & Celebrate the Success of Others”

Merlin Olsen (September 15, 1940 – March 11, 2010)

You’ll notice he begins with aspects of others first, this recognizes the example of how we live our lives has a direct impact on those around us.  This is clearly a choice for leadership; to take care of those closest to us first in our diverse life roles of son/daughter, sibling, spouse, parent, colleague, etc.

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Protect & Value Integrity; this is first for good reason.  If we don’t figure out what we stand for we’ll fall for any passing fad that comes along.  Your character should not be situational, remain steadfast to protect it!  To value your own integrity is to keep it in the forefront of how you live each & every day.

Admit & Quickly Correct My Mistakes; we are all human & will always make mistakes but admission & correction gives us permission to fail while encouraging others to remain positive in the face of change.  We often forget change has to happen if things are going to move forward, it’s as constant as time passing.  Encourage a healthy curiosity.  One must fall down to keep learning!

Be a Self-Starter; this is essential for lifelong learning.  Our development is not linear but organic, like agriculture, always growing.  We can learn something from every situation we find ourselves involved in if we are open to receiving.  Move past the negative, self-defeating emotions & discover the value.  Learning what not to do can be just as valuable as what to do!

Be a Caring Person; well, he was certainly this.  As a member of the “Fearsome Foursome” defensive line with the NFL’s Rams he could be intimidating but his work outside football paints a different picture.  Would a truly mean person work for FTD selling flowers? Showing you care for others shows you love yourself enough to be vulnerable & open with your emotions so it’s OK for them to be.  Being the first one to say “I love you” in any way opens the door for true connection & the best leaders know you have to start there to get extension of teammates talents.  He did this with his family, friends & anyone who came in contact with him.  Perhaps this was his true superpower!

Be a Good Listener with an Open Mind; this is a skill that seemed to come easy for him.  In an increasingly fast-paced world we can become distracted in a moments notice.  You can’t replace or underestimate the value of human interaction.  Being truly present creates deep connections that are the foundation of understanding & eventually trust!  We all have the power to make this a part of our everyday leadership activities.

Continue to Grow & Learn; striving for lifelong improvement speaks to not only education but also personal growth.  Making self-reflection a habit is the hallmark of all great impactful leaders.  He certainly had impact on & off the field just as we can.

Facilitate & Celebrate the Success of Others; he opens & closes with a focus on others. Deciding to look after the people around you consistently takes a ton of energy.  What you give others will come back to you in spades if done authentically with compassion.

After reading his mission statement, the idea of New Year’s resolutions took on a whole different meaning.  It’s my hope that we all get to a place where we can love ourselves & be courageous in sharing that love with others.  Maybe, just maybe, our actions will encourage others to do the same.  If you make no other resolutions except re-committing to your version of these you’ll have done more than enough.  Happy New Year!

All the best,

Karl

*Image of Merlin Olsen from Pinterest.com
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People & Stuff

December 14, 2017 /

During an off-season our staff went to a clinic where Marty Schottenheimer was presenting.  In one session he spoke for 2 hours on one play…2 hours!  This was a wake-up call for me at that time that more intense study had to happen.  The feeling of not knowing what you think you should is a truly humbling experience.  Since leaving coaching the subject that has lingered is leadership.  The key for me has been to follow that “itch” with healthy curiosity.  The most intriguing part is the intersection of the art & science of leading versus managing.

There’s a lot of talking about how to lead/manage better but for me it’s helpful to separate the two.  We’ve all heard of the rule of 3’s but 2 is one less so here we go!

Manage Stuff, Lead People

Stuff has no feelings.  We can manipulate it however we want with often very little risk. Working out the logistics of any process helps people.  Rearranging stuff to work better for people who interact with it doesn’t require permission from the gear.  What things are conspiring against productivity where you work?  It can be a great puzzle to creatively solve & can be fun!

People are not easy, we’re all complicated in our own way.  One thing is for sure though, people desire to be led not managed.  We aren’t boxes in the warehouse, we have emotions.  No matter our place on the organizational chart we have control over learning everything we can about our responsibilities & getting things done.  Leading people demands a bit of “artistic” thinking so leave the science to the stuff.

Decide & Do

In her book, “The Greats on Leadership”, Jocelyn Davis mentions this anecdote: 6 frogs sit on a log.  4 decide to jump off.  How many are left?  6, because deciding is different from doing!  Really…frogs?  Yep, why not!  When we decide to do the right things for our people it speaks volumes about our commitment to their growth inside the enterprise.  Our most valuable commodity isn’t what we do it’s who gets it done!

Fix the process, Coach the People

Colin Powell had leadership described to him this way…”you’ll know you’re a good leader when people follow you out of curiosity.”  This means people trust you & when it exists we’re open to coaching.  An agricultural model allows us to approach coaching as cultivating potential & gets us away from “pushing” to improve.  When people are allowed consistent growth opportunities, employee engagement & overall happiness naturally increase.  A collaboration culture gets rid of trying to be better or out-do our teammates.  Stay curious, plant some seeds & watch how they grow to meet the challenges!

Enjoy helping others shine!

In general, people don’t leave a business they leave the people leading them.  Great leaders allow us to fail but don’t make us feel like a failure.  The goal is to transform ourselves from doing the work to getting work done through others.  There are many leaders who embody this spirit.  Find some that speak to you, study them & make an impact in your own special way.  We’re all counting on you!

All the best,

Karl

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