Teachings BEST Practice = Influence
Published on my Tumblr in 2013
The greatest thing I learned in my 25+ years in education was that people long to be taught something new, but the teacher and the method matters. There must be a level of rapport and confidence in the teacher. Just a ask a school parent that doesn’t trust their child’s teacher completely how much learning they believe is taking place in that classroom. GO ahead ask! You’ll find that parent struggling to support the leader in the classroom and in turn, the student will mirror that struggle.
Method matters too! A talented teacher will survey the audience regularly and instead of allowing anyone to drift or fall away from the instruction, they’ll change it up. Not generally on the fly either. They plan for that moment because they’re passionate about the subject and they know the emotional and psychological maturity of their audience.
In business, leadership occasionally assumes the rapport necessary to impact people and successfully teach. It’s very rare simply because the adult learner/employee is “just there to work.” So business leaders must remember to use the same tool teachers use daily. Influence! It is everywhere in the daily operations of every business and if you don’t have influence you’re not using what you should have seen in elementary school.
Bottom line is simply that being in a position of authority doesn’t magically make you a leader in your workplace. You might even manage a great project and put all the pieces in place, but that does make you a leader. A leader knows their people, nurtures them, guides them and cares about their success. Everyone on your team knows it, believes in it, and chooses to follow you because they trust you and believe you will change their lives!
When to say "When"
Published in my Tumblr 2013
I’m forever amazed by humans. There’s good news and bad news in that statement and I promise I will try to stay on the good news side. Our very human tendency to protect ourselves at all costs, no matter if we lose our integrity, is absolutely baffling.
Today, of all days, I decided that I just needed to close my office door for the morning and get some projects started that required the “Do Not Disturb” sign. It was a productive morning. That very same productive morning turned into a rather odd afternoon in a flash. (The lesson obviously was to keep your door closed!)
Avoiding issues is not generally the best case scenario when you work with people. Sometimes you just have to recognize that people protect their own best interests. It hurts my very soul to watch people destroy themselves, along with the team that tries endlessly to support them. Over time those relationships become more and more broken and soon it is difficult to even endure the day-to-day work with that team member.
Coaching employees and leaders to know when to say when is the hardest part of leadership and it’s even harder when you confuse management and leadership. I’ve struggled to know the “when” because I believe in people and the concept of forgiveness and renewal. I’ve learned to balance the team and the individual and serve their best collective interest. Today was a day, a really good day, I knew the answer and needed to simply say…“ when".
Ups and Downs
Originally Published in my Tumblr 2011
I will never forget the day I took my very young son on Space Mountain. We sat in the very first car, in the very first seat. My son in front and me directly behind him. It was basically his first roller coaster ride…better yet for me was that it was “sort of” in the dark. If you’ve been on the ride you know, once your eyes are adjusted, you can see the dips and turns. That’s a good thing because riding on a roller coaster its always a good idea to look ahead and be prepared. He had a blast!
While amusement park rides are lots of fun emotional roller coasters are not healthy for anyone. They cause stress, increased heart rate, anger and all sorts of other things. Some companies build those emotional roller coasters right in the middle of their management structure. Others build it in relationships and others build it directly into their culture.
A sample event might be in an environment where an employee works diligently on a project as directed by a dynamic company leader, then, someone in middle management indirectly communicates to squash that dream project. Only to say, “my bad” moments later when they realize they communicated in error. If it’s done every day…or even once in a great while…people lose trust cause they can’t see the dips and turns with any sense of predictability.
A big conflict in my Outlook
Originally Published in my Tumblr 2011
I have this love/hate relationship with my Outlook. While there are counselors, self-help groups, online chat groups…wait…no no no…I’m not talking about my outlook, I’m talking about my Outlook as in I have an email problem.
It’s gotten to the point I have to say something about it out loud so I can move on and help others too! So here goes.
- Stop using your email as a tool to avoid confrontation and conflict.
- Stop using email to avoid picking up the telephone.
- Stop using email to say something to the person in the next cubicle.
Please use email to create a thread of accountability, but always follow it up with or voice or a voice and a person! Make sure you’ve solidified the relationship you intended to create before you destroy whatever even level of trust you had with the end user or your dearest friend by creating an offensive Outlook!
That’s it!
Yes…that’s it and I feel better.
Time hasn't changed things
Originally Published in my Tumblr 2011
We are connected. We’ve got text messaging, email, ultraviolet streaming, Facebook, Skype, Tumblr, word press, websites, more email, twitter, direct messaging…
When you are dealing one on one with people put the tech away and look them straight in the eye and give them all the time they need to share what they need. Take notes, be engaged, and get to the point…but for everyone's sake get your head out of your tech.
Now I should get back to my driving! ;-)
Culture... Petri Dish -- Part II
Originally Published in my Tumblr 2011
While you can recognize the culture in most places, try changing it! Some would say it’s impossible. I don’t say that at all, but it does take a plan.
Leadership is the primary tool for changing the culture! Storytelling, visioning, modeling behavior, persuasion, decision making, etc. You gotta walk the walk and talk the talk. Tough deal sometimes when you are “living” the negative or current culture over an extended time frame. But it can be done. Find someone you trust with your life and ask them to hold you accountable. They will and you will lead as you have never led before. It’s a killer lifestyle change if you are totally immersed in the muck, but so worth it.
Be prepared after the confidence builder in the “Lessons of Leadership” that you’re ready to do a little managing. You are going to have to define roles, hire and fire a little, and really gather the troops around a common goal organizationally. Rituals and incentives work and you should remember to sprinkle a little accountability over the entire process.
After that, you will start to see changes in the institutional culture…maybe. If not the “Power” position might be your last resort. Use it sparingly because there is great truth in the rumor that “Power” corrupts. Power is punishing, threatening, and all that ugly stuff you see in prison movies.
I saw a presentation once where these three tools were best described as Inspiration, Information, & Intimidation! You’ll enjoy the journey and so will those valuable employees that share your passion.
One more thing. Always remember to follow the directions on the shampoo bottle. Don’t ever forget to wash, rinse and repeat! Keep it fresh and new every day, all the time.
Culture doesn't always grow in a petri dish
Originally published in my Tumblr account 2011
Spend ten minutes in any one place and you’ll get a pretty good idea about the institutional culture. If it’s a private institution it might take you less time, a public one may take you a bit longer. But I am sure you may, in a very short time, discover what makes them tick. (Just for fun, when no one is looking come back and talk to the people that work in the cafeteria, or the janitor, maybe even those people that work quietly in the warehouse. Now what did you learn?)
Think about it! You’ve got a birds-eye view of everything. What’s on the walls? What do they give you as you walk in the door? How does it smell? The walk around tour’s path and why? How clean are the bathrooms? Even the temperature in each room can give a small part of the culture away. Just observe all those things the next time you’re visiting someones home, school or business. I always find it interesting that some of the most warmly decorated, welcoming places are freezing cold!
Now that you’ve taken a moment to recall the culture of your favorite place ask yourself this question, “Does the perceived culture represent the true culture?” You’ll find that question to be a simple one compared to the hard one, “Does it matter?” YES, it matters! Otherwise, they wouldn’t try to be something they aren’t. Why try if it really doesn’t matter.
To be continued…
Purpose"less" Leadership
Originally Published in my Tumblr 2011
Stagnant water stinks! So does stagnant leadership.
Have you ever been someplace so long you sit in meeting with people you work with and while the leader says “This year is going to be different” the comments from the room are negative and almost certain to include shaking heads?
Or, you’re the new guy and in that very same meeting you are excited about the future, but the shaking heads soon lead to the “meeting after the meeting” and the dreaded words, “Things will never change, I’ve been around here for years and nothing ever changes.”
The leader even takes the time to privately bemoan the fact that his appointed leaders can’t ever get the job done and he must do it all. The scenario is really familiar and happens in at least 60% of small businesses and schools. How do I know? I’ve been “that” leader and I’ve witnessed others going through the very same thing.
What are the symptoms? Communication is one-sided. People are present but not attentive. Nothing gets done in a timely manner. And almost everyone in leadership is to busy telling you how important they are, rather than being a part of the solution. And employees, when they make a mistake are considered worthless and morons. Oh, one last thing! When you’re the new guy, they try to convince you that you are worthless, and you can’t change the place so don’t bother to try.
The leader really isn’t totally at fault in a setting where purposeless leadership is the norm. But that leader does bear the burden of creating a new culture. Good luck with that…or just read my next post.
Purpose
Originally Published in Tumblr 2011
I don’t really know why, but I am back to blogging again and my topics are all based on this thing called leadership, for the moment.
We are put here for so many reasons. Some have gifts in athletics, others in music, more in service and some in parenthood. Each of those things demands a certain level of excellence and even competition. But a truly gifted person finds a way to teach others to aspire to greatness, beyond their wildest dreams.
The comparison most used is that of a parent. A mother nurtures a daughter to be a better mother than she was, and a son to be the man that she would hope finds that daughter. A father does the same thing for his son, teaching him to be a man better than he was and leads his daughter to know the traits found in that very same man.
In our businesses and institutions, it is simply our purpose as leaders to develop leaders. The qualities and strengths of those future leaders should if at all possible, be greater than any of our own. When we choose that pathway we almost guarantee our success.
If we don’t, then we are likely to experience the topic in my next post.
Misdirected Leadership
Originally Publish in 2010 in Tumblr
When I worked in schools the hardest thing I can remember learning didn’t have to do with students, discipline, parents, faculty or staff. It honestly had to do with me.
If you are a leader you are expected to cast vision and prepare a pathway for the mission of the organization. As a young administrator, learning my craft and paddling by hand, I made a few mistakes. The largest was…
- To be liked
- To make others happy
- To be liked
- To tell people what they want to hear
And I could go on and on. Make a decision, communicate it, and live by it. When you’re wrong, admit it. When you need to change course for the benefit of everyone…do it. The most difficult thing I learned was in being just stubborn enough and nice enough to find a “swift” enough current in the river of administration to avoid the rapids of leadership and find the right destination.