Blog - Page 38 of 60 - Wheeler Coaching Systems

Sep

2019

What is Your Leadership Style?

I don’t know about you, but sometimes I blow it as a leader emotionally. I am not calm when I should be or not tough enough when I need to be. Years ago author and researcher Daniel Goleman introduced the concept of emotional intelligence.

Simply put this is the ability to understand our emotions and regulate them. After introducing this idea he later wrote the book Primal Leadership which is a worthwhile read if you want a deeper dive into how emotional intelligence impacts our leadership.

Within the pages of this book Goleman introduces us to six different styles people may use in their leadership. I have outlined them below.

Visionary

Moves people toward a shared goal/dream

Used when a clear direction is required
Example – your team motto, win state, go to college

Coaching

Connects peoples desires with big picture goals

Used to help someone improve performance by building long-term skills
Example – learn how to manage time better so can have skills to do well in school and go to college or start a business

Affiliative

Connects people to each other

Used to help motivate in difficult times, build bonds in team or heal “rifts”
Example – being the middle person in a fight between two friends and you help them be able to hear each other out

Democratic

Listens to other’s input and develops a plan as a group

Used to get people on board with a plan
Example – team participation in goal setting, class participation in establishing classroom rules

Pacesetting

Goal setter

Used to get results
Example – Coach expecting you to go undefeated, parents expecting straight A’s

Commanding

Gives clear direction in emergency

Used in crises situations or where clear direction is needed for change
Example – coach calling a time out and setting up a play with 10 seconds left and you could win the game

At different times and in various situations each of these may be appropriate. Typically we have a default style. Which of the above styles is yours? How well does it serve you?

Personally, under stress I can default to a commanding style. At times this serves all those around me well, but at other times it creates more problems. I prefer to operate in a visionary or coaching approach so I can help people connect their goals to what the team needs to accomplish.

Look at the list again and ask yourself or those you lead which approach you tend to use and how you need to adjust to better serve those you lead. That change can be challenging and if you need a thinking partner to help you in the process let me know. Don’t be the lid on your leadership, keep growing. Lead well!

Sep

2019

What Does Humility Have to Do With Leading?

Leader.

When you read that word, what comes to mind first? Position, power, prestige, control, in-charge, boss . . . . . . .

What about humility? In his classic book Good to Great Jim Collins describes a level five leader. What makes one a level five leader? Humility and drive. Before going any further let me suggest humility is not thinking less of oneself, but thinking of oneself less.

Here is the challenge leaders may believe. If I am being humble then people will walk all over me. If there is no determination and drive coupled with that humility then possibly, but may I suggest three areas a leader can benefit from demonstrating humility.

People

I am a very task-oriented person naturally. I like to be productive and get stuff done. My guess as a leader reading this you at least have a little of that in you. Unfortunately, in my drive to accomplish I have often failed to slow down enough to connect with those I am working alongside. More times than I want to admit I have had to apologize to an individual either at work or home for my insensitivity. Oftentimes this is a very humbling moment.

When leading, we work with people. We are all complex and often as the leader we need to slow down enough to understand the needs of others and have the humility to realize we are not the smartest person in the room and if we are . . . we are missing something.

Process

Some leaders swing so far to the relationship side of the equation they are reluctant to create structure either out of ignorance on how or reluctance. In order to lead something of significance process and systems will be necessary at some point. Processes for communication, delivery of products or services, administrative duties, and more.

At times, the challenge for a leader is process creation may require admitting our way may not be the best way. We must let go of control and entrust others with the task that we may have done for a long time in the beginning. At first this letting go process can be painful in some areas, but ultimately it creates a culture to develop more leaders and enables the leader to work in his or her strength zone.

Perspective

Years ago Daniel Goleman introduced the concept of emotional intelligence. In his book Primal Leadership (an excellent resource for leaders) he states that “self-management . . . .is the component of emotional intelligence that frees us from being a prisoner of our feelings.” Put another way we have to have appropriate perspective as leaders.

I know often either in my leadership at work or home I will make something small into something large simply by over-reacting. Part of being a leader is problem solving. When the problem comes we need the humility to admit we do not understand all of the issue and must gather appropriate people around us to provide clarity. When we have those people around us, we will have better perspective to make the best decision possible.

What about you? Where do you need to grow in humility with people, process, or perspective? A great way to continue to develop this humility and learn is by engaging in a mastermind group of similar minded people. Contact me to find out more about engaging in one this week. Lead well!

Sep

2019

Learning from a Leader in the Employment Services Industry

As we sat across from one another in the training room of one of Indianapolis’ best places to work I could see evidence of a positive and impacting culture all around me. There are quotes on the wall to reinforce the core values and flags in a room just beyond from multiple countries promoting the organization’s diversity.

This was not just for show but was an outworking of a culture built on honoring people both within the organization and those they serve. Morales Group has a vision to create an American Dream machine for the under-served workforce. They are striving to fulfill this vision in a holistic manner to meet multiple needs of those who enter their doors.

Usually during these conversations I learn the top three leadership principles of a leader. I did find those out, but in full disclosure they are the principles straight from Patrick Lencioni’s work The Advantage (which I do recommend) of humble, hungry and smart with people. This was a brief conversation, but these principles were at the foundation of their core values: be humble, be courageous, be a light.

We continued our conversation and I wanted to learn how he reinforces and maintains such a positive culture in a very transactional industry. A few practices and concepts became apparent.

Assess

We get results on what we inspect. This organization invests in an engagement survey to determine how their team is producing in this area on a regular basis. This is not just a one-time tool, but they use the results and make adjustments where needed to improve this area. This tool helps solidify a culture build on trust and relationships which promotes efficiency and speed.

Reward

Legos. What does this have to do with rewards? We all are kids deep down and each month an exceptional employee receives a Lego to add to the wall of the house. The house is representative of the Mexico house build team members participate in. This process reinforces the positive culture and reminds everyone why they do what they do.

Apply

Most companies have stated values, but Morales applies these values. In my brief time with Seth I experienced his humility. He first demonstrated that as he came out to meet me and spoke to every employee he passed. A small action demonstrating great humility. One of their values is to be a light. The organization provides 25 hours of PTO to serve in the community as a direct application of this value. These are only two ways of many which reinforce their cultural values.

Accountable

Individually and corporately this organization implements accountability. On an individual level this is the idea of having “radical candor” where conversations are honest and open, but also respectful and loving. This candor reinforces a culture that has no silos and operates at the speed of trust. Corporately they choose to have an advisory board who holds them accountable and prevents critical mistakes.

It’s been said that culture eats leadership for lunch. At the same time the leader influences the culture. When you look at these principles to reinforce a positive culture, what do you need to improve within your organization or team? Share with me your thoughts and contact me if you need a thinking partner to help you process changes you need to make in your organization. Lead well.

Sep

2019

Can You Get Back Up?

“It’s how hard you can get hit and keep moving forward. It’s how much you can take, and keep moving forward.”

Rocky Balboa

I am a child of the Rocky era. Rocky is a character who exemplifies a critical word for any leader: perseverance. No matter what we do in life it requires perseverance. I think about my role as a sport coach for many years. When I was starting I had to spend time volunteering for years before I began to get paid even a little. I spent hours working a job I didn’t enjoy so much so I could make money and be a part of a profession I loved. This took perseverance.

I think of a business opportunity I took advantage of, but didn’t go too well in the end. We began the endeavor right before the 2008 Recession. We trudged through some lean times, but stayed open.

What creates this ability to persevere and “keep moving forward” as Rocky says? I would suggest there are at least two critical traits.

VISION

Proverbs says “without vision, the people perish.”¹ This principle is true across all areas of life. I have found in my life often when I am struggling to know what my purpose is and I feel I am running on a hamster wheel (getting up, going to work, doing life at home, going to bed and doing it all over again) I get depressed. This depression seems to come from my lack of vision or greater purpose.

Whether in your personal life or in the team/organization you lead, purpose is essential. This vision answers the great question “Why?” I spent a big portion of my life working with athletes and helping them get bigger, faster, and stronger.

I enjoyed that, but ultimately what kept me going is this was an arena to develop leaders. An environment to help young men and women develop the discipline and responsibility necessary to achieve great goals and eventually develop into a leader in their home and workplace. This sense of purpose gives is a clue to the second trait.

PASSION

This is part of the formula for success because according to author and psychologist Angela Lee Duckworth research has shown that grit is the combination of passion and perseverance.² When we look at Rocky Balboa we see a man with grit. Rocky was hungry to accomplish a great goal in each of his movies. During Rocky III he lost his vision and at one point his grit which led to him failing to fight through the adversity of his training. During each movie Rocky has to fight through adversity and demonstrate grit in order to win.

What does all of this mean for leaders? First, what is the vision for where we are taking our family or leading our team/organization? Second, does the vision provide a combination of passion and perseverance to fight through any challenges that come our way? When we know our purpose and are passionately pursuing it we will have the ability to keep getting back up after we are knocked down. Need help clarifying your vision contact me. In the meantime, pursue your vision, keep fighting the fight, and lead well.

The Holy Bible. New International Version
https://www.ted.com/talks/angela_lee_duckworth_grit_the_power_of_passion_and_perseverance?language=en, accessed September 14, 2016

Aug

2019

The Stress of Anxiety for Leaders

I had returned home from work and brought all my stuff inside the house. This particularly long day required two trips from the car so I took some of my stuff and put it down in my home office. This was what started it.

The next day I was getting ready to read and could not locate the book I had been reading. I remembered bringing it in the house, but found it nowhere!

I was frustrated, angry at my lack of organization and kind of worried because I really had been finding this book helpful and using it to try and encourage people. Needing to start my day, I grabbed a different book to read on the elliptical at the gym instead of this one. For about three days though in the back of my mind I was wondering “where is that book?”

As leaders we get anxious about little problems like this, but also much more complicated problems bring anxiety. Recently I learned a few tips on dealing with worry or anxiety:

A Question

First, I had to ask myself: what is the worst that could possibly happen? I have to buy a new book and am out a few dollars and don’t have the notes I made in the old book.

Acceptance

I had to accept that worst case scenario. If that is the worst that would happen I needed to accept it . . . but I wasn’t therefore it kept running around in the back of my mind.

Shift

I needed to improve on the worst. In other words I needed to move on and forget about the problem.

I decided to apply these steps and I was about to go to Half-Price Books to purchase another copy, but decided to look one more time on my desk.

I am a typical male when I look for things such as in the refrigerator if the item is not directly in front of me I assume it is not there. As I looked at my sloppy desk I looked from another angle and there it was tucked away behind another book and under some papers!

The entertaining part of this experience was the principles above were from the following book by Dale Carnegie . . . How to Stop Worrying and Start Living.

I know, I guess I need to work at applying the principles I am learning in this book a little better.

What about you? How can you apply Mr. Carnegie’s three steps to help you with whatever is creating anxiety in your life? Share with me and in the meantime, lead well.

Aug

2019

Which Kind of Leader Are You?

“Just get it done!” Says the boss.

“Why?” The employee curiously and respectfully asks.

“Well, um, because I said so!” The boss says slightly flustered and angry.

Maybe you haven’t been in this exact situation on either end, but you know the scenario. A task needs to be accomplished and maybe it was just passed down the chain or the urgency of the moment is providing extra stress. Occasionally situations require this approach, but if we lead this way regularly we will have problems.

What am I talking about? Transactional leadership.

On the other side is the leader who slows down enough to answer questions, clarify the why and more. I don’t have the time to explore the depths of this topic, but I want to give two qualities of each style which may help you identify how you are leading your team, organization, or even your family.

Transactional Leadership

Focus on Task

Jerry is overwhelmed as the owner of a business and he has a lot on his plate. Because of this he wants to get work off his plate . . . . and fast. In order to accomplish this he delegates to his team, but it feels more like the dump truck was backed up and unloaded on the team’s desk. They are getting a lot done, but the team is wondering why and morale is slowly dipping. This leader is constantly leading from a transactional state of mind. There are times this is important, but a culture that is 100% focused on task will lead to relational problems.

Results are First

Any organization or team must get results, but when results become out of balance and impact other areas of the organization or individual lives problems arise. As the leader, when rewards and punishment are overemphasized a toxic culture can develop. Unhealthy competition can develop where people are undercutting one another instead of collaborating. These leaders micromanage instead of appropriately check in and ask questions.

What is the opposite of this?

Transformational Leadership

Relationships

Jerry one day realizes the morale has negatively impacted the company’s results. He talks to a friend who suggests slowing down to understand his team. The next few months Jerry creates time to talk with each key staff member to understand their situation professionally and personally. Slowly over time as he invests in the relationships with those he leads (which takes conscious effort by the way because he is very task oriented) the culture and results improve.

Vision

Again, results are critical, but asking for the outcome without helping people see the reason leads to frustration, discouragement, and potentially burnout. On the other hand, when a leader helps those he or she leads understand how the task aligns with the greater purpose buy-in potential increases. Vision takes time and repetition because it leaks. We know this is essential because as leaders we often have to remind ourselves why we lead. This is the same for those we lead at work or home.

These are only a couple identifiers, but how are you leading? Are you producing results, but your people are worn out? Do you want to lead more transformationally, but don’t know how to make the pivot because transactional leadership is how you got where you are? Let me help you think into that. Go here and let’s set up a 30 minute thinking partner call at no cost to you. In the meantime, lead well!