You Have The Power!

Hey…

Hey you!

Yeah, you!

I am talking to you. You work with people, right?

Yeah, you might even manage people.

I am talking to you.

Did you know?

Did you know that you have the power?

Did you?

The power. The power to transform lives.

The power to impact someone’s life – and maybe even lots of lives!

You have that power right now. That power goes with you everyday you go to work. Every meeting. Every interaction. Every communication.

You wield your power for either good or bad. Positive or negative. Empowering or suffocating.

You don’t need permission to have the power – you already have it.

How will you use it?

Think about it. Someone else has the power to. How are they using their power with you? Are they using it for good or bad?

Now, back to you. Don’t worry about them – you can’t control them. You only control you and how you choose to use your power.

Don’t think you don’t matter. Don’t be fooled to believe that you don’t impact lives. After all, you spend most of your day with other people – other living things. People respond to the people and environment around them. You are a big part of that environment – so what influence are you having? What are you contributing to the environment?

When you spread your power for good – people respond in a big way – and then they start to spread their power for good. It’s kind of a cool thing. It’s like being on stage with a bunch of improvisors working seamlessly with one another – making each other look like geniuses.

It is POWERFUL!

And remember…

YOU ALREADY HAVE THE POWER!!!!

So, how will you use it.

The Squeaky Wheel!

As a parent, the old adage is definitely true…

The squeaky wheel gets the oil.

It stinks. I hate it. I have tried to ignore it – but it seldom goes away. In fact, left unattended it seems to get louder.

The last thing you want to give a squeaky wheel is the power that whenever they are upset – they can squeak and have it taken care of.

But, if you do not nip a squeaky wheel in the bud, it will start to influence the whole team – event the best of them.

So what do you do?

An improv group, like a sports team, like a work team are no different. They all work and excel or flounder under the same dynamic principles of collaboration, respect, and trust.

When there is a lack of those three – they will flounder.

As a leader, you need to know the difference between an oil can and a wrench.

The important thing is to notice the squeak and address it. Some squeaky wheels are actually the only courageous one of a team brave enough to speak out. The others silently cheer them on and hope they lead the way for change.

If this is the case – this is a blessing because it gives you feedback of what needs to be improved. This is when you use the oil can to address the problem and solve it.

Some squeaks are individual and just a reflection of an employee who will squeak no matter what you do. They do not represent the whole team – and applying the oil in this case will actually cause resentment amongst the team.

They need the wrench so that they can be removed.

Okay, enough mechanistic analogies – afterall, we are not robots.

The bottom line is this – teams are made up of people. If you empower and manage a team based on autonomy, collaboration, and freedom – most teams can manage themselves, including taking care of the squeaky wheels.

But if a team feels powerless, you will hear lots of squeaks. You see, when people feel helpless and unable to manage themselves, they protect their own skin, instead of solving problems. Yet, if you make a team accountable to one another, dependent on each other, and they can operate in a way that does not limit their common sense – they will figure it out.

You won’t need to carry an oil can because the team will take care of itself.

If a problem arises from the team that needs your mediating – you will know it is more than just a squeak.

I have performed on improv teams, sports teams, and work teams with squeaky wheels. It’s no fun. Not everyone is a good fit on a team. Some people need to be let go.

But, knowing when to let go – and when someone just needs a little help is the key. Sometimes the squeak is not the person – it is the culture that has been created – and if you just replace the person – the squeak will keep showing up with other people.

If you are not sure between the two – give us a call. We can help!

Jerk-free Leadership

 

All you need is talent to be successful. Maybe. Maybe not.

I work with corporate executives as well as aspiring athletes all of the time, and I undoubtedly come back to the topics of teamwork and leadership.

They are so cliche. They seem like common sense. Yet, they must be so common that most of us exhibit “Uncommon sense.”

I see it all of the time.

I see executives so full of themselves, so protective of their ego, that they ostracize themselves from the people they are supposed to lead. I see talented and gifted athletes so blindly driven that they alienate themselves from the rest of the team.

This does not mean they won’t be successful. They might end up being wildly successful, achieving great accomplishments, earning and winning lots of money, and enjoying fame. And perhaps this is success?

I have been around lots of “successful” people who no one likes. Is that really the price for success?

I have also seen individuals who know how to engage and harness the power of a team – bringing them together to achieve collaborative and collective success. In doing so they don’t just help lead successful groups – they develop relationships that nurture and empower beyond their own ability.

And here’s the kicker…

People like them.

Yeah, kind of like the best of both worlds.

So, it’s hard to believe that I get paid to teach people the skills that are typically a given in kindergarten – namely sharing, selflessness, listening, trust, respect, and play.

Some people call is Effective Leadership…yet I just called it “Jerk-Free Leadership.”

And it is so easy – it is uncommon sense!

Your Employees are Idiots

“It’s not  what you say, it’s what you do.”

“Action speaks louder than words.”

I am not sure who to give these statements credit to, but they’re true.

I have been doing a lot of training around communication recently, and managers and leaders can’t figure out why their employees aren’t “buying into” the company spirit or the message from above.

The easy answer is that your employees are a bunch of idiots.

Right? It’s definitely not the leadership – it must be the employees. So, fire all of the bad apples and replace them with people who will act and behave the way you tell them.

Easy does it. Move on!

But not so fast.

Sure, we are all responsible for showing up to work with a good attitude and working hard. But, if you are not sure why your business culture is so negative or disengaged – you might need to take an honest look at the leadership and the messages coming from above.

Does what you say and preach match the way you treat your employees? Do you say one thing – but then behave another way?

I see it all the time.

I recently worked with a company who knew they were overworking their staff – and the staff complained. They were told things would get better – than promptly downsized more staff.

Do you ever tell your employees to be team players – and then reward selfish behavior?

Do you tell employees to take their vacation time – and then make it difficult for them to do so?

Do you tell them you value them and then treat them like replaceable parts?

It has been my experience that very few employees are idiots. Yet, treat someone less than human and don’t be surprised if an idiot shows up.

It’s not what you say, it’s what you do.

Our parents have been telling us this since we were kids.

Is anyone listening?

It’s Always Personal!

There is a phrase used all of the time – and it is time we put it to rest for good.

You know the phrase.

“It’s not personal, it’s just business.”

How we ever let this phrase become part of the norm is proof of just how out of whack our sense of business and leadership has become over the years.

“It’s not personal” essentially means this:

“I need to make a tough decision that is going to effect you in a major way. I don’t want my conscience or ego to accept that fact that I am hurting someone, so I am going to repackage this action as a business decision. If I do that I will feel better about myself by turning you into a statistic – not a person.”

That’s the trick of “It’s not personal.”

If we can trick ourselves into not thinking of the “person” – and justifying it as a necessary business decision, using phrases like “the greatest good,” it will help us sleep at night.

In reality, we know this is bogus.

It’s always personal. Always.

Why? Because who are businesses run by? People.

Every decision that is made by leadership is personal because it ultimately impacts the people who work there.

I once listened to a mentor I respect tell me about his previous work facilitating mergers. He and the other leadership members would hash out the details, look at the numbers and statistics, and then make cuts accordingly. On one particular occasion he worked with a company that laid off thousands of employees. No big deal. Business, not personal. Just a stat. Yet, it wasn’t until he saw a news report that day interviewing people from the company whose lives had been turned upside down. He saw the desperation and devastation.

For the first time in his professional life, the business got really personal.

And that is the problem with the majority of our corporate leadership still in place. The decisions of the many are made by a few. Cutting budget to meet projections. Shaving fat to improve the bottom line. No connection to the lives on the front line. No concept of what it means when the cutbacks happen. Instead, it’s just a line item on a spreadsheet.

What would business look like if we actually made it personal?

There are trailblazing companies out there that have figured out that the most success comes when you make it personal. When you involve your employees in the key decisions and create an environment of freedom and authenticity that engages everyone in the process – big picture and small.

Let’s get rid of the old phrase and make a new one – a better one.

“Our business is always personal!”

Ask Questions – Duh!

These past few weeks I have probably given close to 30 presentations and workshops on the topic of leadership.

Leadership…it’s so vague.

What does it really mean?

Do this. Think of someone in your head that you feel represents great leadership skills. Could be a co-worker, coach, athlete, philanthropist, teacher, parent, etc.

Take a moment to picture them. Now, think about the qualities that make them a great leader. List a few.

As I have done this, here are the top qualities that keep popping up from the audience:

• Confident
• Clear communicator
• Good listener
• Humber
• Respects others
• Encourages and inspires the team

It’s a good list. And these are the qualities that show up over and over again. I love to look at the list and notice what is not there. No one has ever said arrogant, loud, abrasive, “me first,” secretive.

Kind of obvious, but they are not exactly the qualities that we celebrate in a leader. Does your CEO do this?

Do you do this?

So, when it comes to building an environment as a team built on trust, respect, and value – how does a leader do it?

No, financial incentives do not built trust or value. It’s a short-term carrot on a stick.

Yes, giving compliments make people feel good, but those too get old after awhile with nothing else.

Do you want to create real value, trust, and respect?

Simple.

Just ask them. Ask your team what they think. Ask them about their work and what they feel could be done better. Ask them their opinion. Ask them about their family. Ask them what they are passionate about. Ask them about their dreams and goals.

Imagine being on a team where a boss or co-worker asks you your opinion – and their curiosity is genuine. How does that make you feel? Does it bring you into the team? Do you feel valued – respected?

Yes to it all!

Good leaders inspire. Great leaders ask questions.

They understand that the smartest person in the room is the collective – not one person. They also understand that the best ideas don’t always come from the loudest person. That quiet worker in the corner, the one who never speaks up – might be sitting on a million dollar – company saving idea!

How are you going to bring that idea to the surface?

Maybe you just need to ask them.

Ain’t Nobody Got Time For That!

By now, you have seen the internet sensation Sweet Brown uttering her famous phrase, “Ain’t nobody got time for that!”

If you haven’t seen it – here is the link – and I apologize in advance because you won’t be able to get the phrase out of your head for the rest of the day.

So, what in the heck does that have to do with our corporate blog?

Well, a lot actually.

I had a coaching session the other day with a gentleman who was very frustrated about how his company made a very important decision that effected a large portion of how his team does their work. This was a big deal, with lots of moving parts, and lots of issues that needed to be discussed. Plus, there were different needs by everyone involved – yet no one except one or two decision makers made the call. There wasn’t a task force, a brainstorming session, or even an e-mail asking for feedback. Everyone knew this issue was being considered, but a meeting or feedback was never gathered.

Essentially you could say, for the person making the decision, and desiring to include others in the process…

“Ain’t nobody got time for that!”

Sadly, this is the case too often in companies and on teams. When all it takes is a little participatory involvement to get ideas from the team and have them feel a part of the process – it is overlooked – and one or two people make the call.

Not only does this cause greater disengagement, apathy, and low team morale – it doesn’t tap into the ideas and problem-solving capabilities of the people who are not only effected, but who actually have the best ideas for improvement. Why? Because they are the ones most closely involved, and most highly invested.

There are amazing freedom-centered companies out there, yet at the bottom of the lowest rung on the progressive company is the ability to include people, get their ideas, and see the value of having the most people possible a part of the process.

There are lots of reasons for not including people. Such as:

• It often takes more time
• It can be messy
• Breaks the facade of a leader having all of the answers
• Just plain ignorance

The first two can be true at first, but as time goes on and the culture is created – the team starts to operate more effectively and efficiently. They become problem-solvers, assertive, and less likely to need lots of meetings.

For the third one, this is a big deal (and so old school) because people equate their position with power – and needing to justify their position by having all of the answers. This is based on insecurity and managing to “cover your ass. ” Yes, most of us know that great leaders manage up – and include as many perspectives as possible. But, the ego can be a tough thing to kill.

As far as the fourth, if you don’t think there is a better way to do things, then you don’t know any better. That is ignorance. Ignorance is fine when there is willingness and receptivity.

The good news is – we can help with #4.

And – we got time for that!

Checked Out!

I was waiting in line for coffee the other morning when I started chatting with a young man clearly in a rush with multiple orders. I asked him what he did and he told me he was an intern for a company in our area.

I asked him if he liked the work and he rolled his eyes. We ended up chatting for a few minutes and he told me that he was really excited about the opportunity, but a week into the internship he realized that he was a glorified errand boy. In his words, “At that point I mentally checked out.”

It’s sad, but I see it all the time. It happens all over the board, but the lower you tend to be on the organizational totem pole – the easier it seems to be to check out.

I want to say this right now – that no matter what your job is, it is your responsibility to show up and put forth the best effort you can. I have been an intern and an entry level worker. I have cleaned toilets, made cold calls, and mopped floors. This is work, and good people do it.

That said…

So, here is my point. No matter what someone is hired to do, whether intern or not – they should feel engaged and valued. I don’t care how small the task, there is a way to manage and treat people that encourages their full authenticity to their work. And if you don’t – they will check out!

Collecting a paycheck.

That is what happens when we check out. And how good is our work when we are checked out?

We are people, and when people feel dehumanized and not valued – they take their attention elsewhere even if their butt is collecting a paycheck. Ever been there?

There are wonderful companies who have figured out how to value and engage their employees – no matter their job, title, or status. We help train companies so that the environment and culture they cultivate invites this level of value and engagement.

So look around at your team and staff. Are they performing at the highest level? If not, are you blaming it on them and wishing they were more engaged and cared more?

If you were sitting in their shoes – would you care…or would you check out?

Empower or Devour?

Recently I had the opportunity to coach a few business managers who have really enjoyed our coaching and the new concepts learned, but they both essentially had the same question…

“This is great, but how do I change the leadership above me who is perpetuating the toxic culture?”

The quick answer…you can’t!

Okay, end of blog!

 

But wait. It is true, you can’t change or control what your superior management does, just as you can’t control or change what your coworkers do.

But you can still do something. You can control you!

Yes you! You are responsible for how you show up as a member of the team regardless of the kind of culture that exists. You cannot control your circumstances – but you CHOOSE how you respond.

It is simple, but not easy.

But it is also true. You can only control yourself, but you have an IMPACT on everyone. Every relationship, meeting, and interaction you have – dozens each day – you are leaving an impact.

What impact are you leaving?

Do you express yourself in a way with qualities that make people want to work you – or do you repel them? I am no talking about a popularity contest – but rather your interpersonal skills. How do you work with and relate to others?

We all interact with each other on a level way beyond verbal communication. Think of it this way…if you could never speak a word to the people in your workplace – what energy or vibe would they pick up from you?

Guess what?

That is the vibe they are picking up from you! It doesn’t matter that you can’t speak.

One study at UCLA indicated that up to 93 percent of communication effectiveness is determined by nonverbal cues. (Susan M. Heathfield)

93%! Do you still think what you say is more important than the thoughts and feelings you are actually showing?

Trust me, you think you’re hiding your true feelings, but your employees and coworkers can see right through you.

So, are you impacting people the way you would like? Are you empowering or devouring?

No, you can’t control most things, but you can control how you show up – and have a great impact on influencing others.

Don’t waste it.

Embrace the Madness!

The NCAA tournament is back for another year. If you are like me you are still lobbying for the first two days of the tournament to be a National Holiday. Heck, I’ll work Thanksgiving in order to stay home and enjoy a sports feast of buzzer beaters, upsets, and broken brackets.

It’s truly madness!

A lot of companies aren’t so excited about tournament time. They will collect data and show you statistics of all the wasted work time spent on watching games and filling out brackets. “It costs companies millions of dollars in work time!”

Really?

If you are one of those companies…I am sorry.

Truly sorry.

If so, you have forgotten that your people are not “human resources” – they are human. They are people. They have hearts, brains, and blood. They have families and friends, childhood teams, and they are probably a proud college alum.

They have emotions. They have feelings. They have thoughts. They live and breathe. They have a life.

You are an important part of their life too. You provide them with employment. They actually spend a majority of their life with you. They show up, spend long work days, and bring their heart and soul to your company.

You are important, but when they get to work they don’t stop being human. Deal with it.

You can influence their work and attitude, but you cannot control their thoughts and feelings. You can fight it and suffer – or you can embrace it and let them flourish.

They are people – not machines. They don’t run on grease and hydraulics. They perform better when their personal lives are better, and when they are in pain, their work will suffer as well.

For many, sports is a distraction from some of the pain of real life. Not all jobs excite and inspire people to come to work everyday. If your employees have one of those jobs do you really think limiting their connection to the “outside world” will limit their productivity?

Yeah, you might hear an employee scream over a broken bracket when they should be working on that report – but a broken bracket is better than a broken will to get through another day.

What kind of company are you?

Are you fighting humanity, or embracing the madness?