Leadership

May

2020

Leading Into the Next Normal

I was scrolling through LinkedIn one day and saw an individual’s post sharing the phrase “next normal” versus “new normal.” As many transition back to work, we must recognize it will not be the same as we knew before. This transition creates an additional challenge for leaders.

If you are the top leader in an organization chances are you are a goal oriented and have a lean toward action. Not only that, but many of your key leaders may have similar tendencies expressed through their personal styles. Allow me to share a few ideas to keep top of mind as team members transition back into an environment different than what they left.

Flexibility

The present circumstances have provided an opportunity for leaders to grow in this area. Another word for this idea is resilience or the ability to adapt and adjust to change which is a daily occurrence right now. The next change element will involve re-engaging those they lead as the next normal is introduced.

During this transition leaders must create an atmosphere of resilience. Dr. Kathleen Smith suggests¹:

“The most resilient people see change as an opportunity rather than a monster to fear.”

In order to create an atmosphere of resilience leaders can begin to engage in the next two practices.

Boundaries

Effective leadership has always required clear expectations. During transition these expectations need to be expressed as clearly as possible. Here are a couple expectations to consider:

What are your expectations of workflow? Clearly defining the outcome you want from those you lead will create a clear boundary and eliminate unnecessary ambiguity. In times of transition clarity provides security. Complete clarity may not be possible but providing as much as possible with appropriate transparency when there is ambiguity will help any anxious team members.

What are your physical attendance expectations? If you have clarified the outcomes you desire this will help establish team expectations related to their time on-site versus virtually or other work force standards.

Communication

I realize this one should be obvious for any leader, but the reminder may be necessary. While leading in a time of constant change urgent matters receive the greatest attention. As the leader take time to not just talk, but connect and listen to your team. Slowing down to connect will enable you to get the pulse of your tribe and help determine necessary adjustments in internal strategy.

Pressure can be very high during these times but taking time to ensure a healthy culture that is productive and people who feel cared for will ultimately lead to serving others better and improve the ultimate desired results.

I hope these have challenged you to think into your focus as transition occurs. What is one action step you need to take? If I can help you in any way, please contact me at randy@wheelercoachingsystems.com for a thinking partner session. Lead well.

May

2020

Control or Let Go as a Leader?

I was watching part of the movie Finding Nemo with my boys. I had been frustrated that day wanting something of value to write in this blog. Nemo’s dad, Marlin, and Dory are inside the whale and an intense conversation occurred.

Marlin was holding on to Dory preventing her from falling into the throat of the whale when Dory said something critical. “It’s time to let go, everything is going to be alright.”

Isn’t this the tension leaders continually have? In times of adversity or crisis this tension is felt even stronger.

Letting Go

What is it we are holding onto? I can think of multiple times in life where I wanted to hold onto the past because it was safe, familiar, and comfortable. What is familiar may not be what is best. In times of adversity and change we often must let go of the familiar to move toward the next normal.

What is safe may simply be comfortable. I remember a nineteen-year-old car I drove that was comfortable, but many would have questioned the safety. When I finally let go of that car the next normal was much better. The question is what do we need to let go of to embrace the next and oftentimes better normal?

Holding On

I would suggest often what keeps us holding on is the desire for control. We want to feel in control. This is a way we deal with our own fears or insecurities. The fear of the unknown is one of the greatest.

Ed Catmull, co-founder of Pixar, in his book Creativity Inc discusses fear and its relationship to trust which I would suggest is a key to what keeps us holding on. He says:

“Fear and trust are powerful forces, and while they are not opposites, exactly, trust is the best tool for driving out fear.”

In order to let go we have to be able to trust others. In the movie Marlin had to let go of trying to protect his son and trust that Nemo was capable. In leadership we often must let go of the need to have it done our way and fear that it won’t be done right. Instead, trust those we lead will accomplish the goal we defined.

Courageously Move Ahead

That which Marlin feared greatest . . . the unknown ocean, was what he had to face to reach the goal of saving his son. In order to move ahead into the unknown, leaders often must face what they fear. Marlin had one thing we all must have to succeed as leaders.

Community.

All along the journey he had Dory by his side and many others along the way who helped him reach his destination. As we lead courageously into the unknown, we need those around us who will be thinking partners and support to keep moving ahead.

What about you? Is there something you are attached to that is holding you from moving ahead into the unknown and leading to your full potential? Who is around you to help you lead in trust and not fear? If I can help you in any way, please contact me. In the meantime, lead courageously and lead well.

May

2020

Giving Vision to Those Without It

I was sitting in the office across from a woman with calm, quiet confidence, and strength. This woman had spent part of her career in various hospital systems and then pivoted to non-profit fundraising. Arvetta Jideonwo’s present role is the Executive Director of the Bosma Visionary Opportunities Foundation.

I met Arvetta at a fundraising breakfast where I was able to see firsthand the amazing work of Bosma Enterprises to meet its mission of creating opportunities for people who are blind or visually impaired. During our time together she shared with me a few of the principles she applies in her leadership.

Lead from a Team

Arvetta may have the title and the position of leader, but she is fully aware success is based on the team’s efforts. She wants to be “in the dirt with them”, but not in the weeds. What does this mean?

As the leader her role is to encourage her team members and by helping them know she is with them on this journey. Taking time to understand their needs and situation helps her to create an encouraging atmosphere. Finally, she asks a question that helps her team know she is with them, but will not get in the “weeds” and do the work for them.

“How can I help to support you in reaching the goal.”

Create a Safe Environment

This leader strives to create a safe environment for communication and constructive feedback. In order to learn more, she provided some of the strategies she has found helps create this.

After action meeting – the post event debrief to determine what was good and what needs improvement
Survey attendees – this layers on top of the first step and provides an objective method for gaining feedback
Asking for feedback – when a decision needs to be made or strategy is be determined Arvetta will gather feedback from her team and compile that feedback to share to those who lead her
Honesty – instead of creating mental stories which lead to unfounded rumors she strives to maintain a culture where people can provide unsolicited feedback without fear

These practical steps help create a culture of safe and open communication in her organization.

Servant Leadership

You may be familiar with this concept, but I asked for her definition. She described it as “willing to lead and willing to follow.” Many leaders face the challenge of knowing when and how much control to let go of and trust others with. Some leaders fail to figure out how to navigate this tightrope and it ultimately negatively impacts them and their organization or team.

Arvetta wants to get out of the way and “let her staff shine.” I would suggest this creates an atmosphere to multiply leaders and not just add followers as John Maxwell discusses in his book The 21 Irrefutable Laws of Leadership. Not only does this develop leaders, but it frees her up to think strategically and set the vision for the organization’s growth.

Arvetta is not a woman who sits behind the desk and gives orders. She is among her people leading through serving. One of her biggest principles that she strives to implement is creating a safe environment for continuous improvement where healthy conflict and failure are permitted in the context of learning and growth.

So how are you leading in these areas? What can you do today to come alongside and serve your team as the leader and create a safe environment for communication? Need help with that? Contact me so we can discover any way I may be able to help. In the meantime, lead well.

Apr

2020

Leadership Questions During Adversity

“We need to curb our egos and ask questions, even at the risk of looking foolish.” John C. Maxwell

Have you ever sensed you needed to ask a question but were concerned about looking foolish? During difficult times we may think we must have all the answers as the leader but is that necessarily true? I was curious about this so I asked one of my mentors that I have access to through The John Maxwell Team.

I have the opportunity to learn from multiple mentors as a part of The John Maxwell Team. Recently I was on a question and answer call and asked Mark Cole, CEO of the John Maxwell enterprise a question. My question was not profound, but rather simple. . . . I asked him what questions he is asking himself as a leader. I want to share his answer with you to stimulate your leadership thinking.

How do I balance business dynamics with value dynamics?

In our present environment this is a unique challenge. I still need to grow my business and provide for my family, but how do I do this in a manner that adds value and is sensitive to the present individual and organizational economic realities? No matter your business you want to add value to people and provide a service or product that meets a relevant need, but must be profitable to continue to provide that service or product. What are you doing right now to balance these dynamics?

Am I operating in fear?

When we are in crisis a couple possible motives can drive us: fear or hope. Fear can cause us to make decisions that can increase our anxiety and the anxiety of those we lead. I find when I am operating in fear, I also try to control I cannot and put people as a lower priority. This desire for control and fear need to be replaced with trust and faith that as I do the right thing my decisions will be clearer and I will consider people first.

When can I begin to see the future?

In a time of great uncertainty such as we are presently experiencing this question is difficult to answer. As leaders we want to see more and see it before others so we can keep our team and organization moving forward. Right now, in light of so many uncertainties thinking too far ahead may not serve the organization well, so he has asked his key leaders for a 75 day plan. When the time is right, he will be able to look even farther. As many leaders are doing right now he too is figuring out how to lead while being personally mentored by John Maxwell through the process.

I realize this post did not give you concrete solutions, but my goal was to help you think into your leadership. You want to be a great leader and that requires asking great questions as no effective leader has all the answers. If you need a thinking partner to help you think into your leadership during this time contact me for a 30-minute thinking partner session at no cost. Lead Well.

Apr

2020

Three Ways to Handle Adversity

Life is not selective. I was talking to some friends and the impact of the present global crisis varies.

Some are impacted economically . . . some are minimally impacted.

Some have family they are grateful to be with . . . and are driving them crazy.

Some people are alone and isolated in their homes fighting to stay mentally healthy.

Some are angry . . . some are scared. . . . some are content.

All have life going on.

Whether in crisis or not adversity comes through unforeseen circumstances that may impact us financially, emotionally, socially, or at a deeper level.

About a month ago I heard leadership expert John Maxwell highlight principles on dealing with adversity.¹ From my notes these are a few ideas which I hope encourage and/or challenge you today.

Perspective

John pointed out life is full of both good and bad, but we can choose our attitude. Let me illustrate this from a different perspective. Tim Grover was the personal strength coach for elite basketball players like Michael Jordan and Kobe Bryant. In his book Relentless ²(NOTE: if you do read it be warned the language, etc. can be strong) he describes three types of athletes: Coolers, Closers, and Cleaners.

Another way to describe these people are good, great, and unstoppable. Kobe and Michael were the last, but why? Because they had an attitude that “it” was going to get done. Nothing was going to stop them from achieving their goals. Grover had to work harder to prevent them from overtraining than to get them to train at their highest level. These two athletes continually chose an unstoppable attitude and their results demonstrate the effect.

Thinking

You may be believe perspective and thinking are the same . . . kind of, but stick with me. John highlighted in this talk that what we focus on expands. During this time you may have heard the idea “feed your faith, starve your fears.” Where our thinking goes so goes our results.

Maybe right now money is a concern either personally or from a cashflow standpoint for your organization. If we focus our thinking on worrying “will the money come?” We are feeding worry and will eventually get ourselves stuck.

On the other hand, if we add one word: “how will the money come?” or even better change the question entirely to “what need can we meet?” We have now shifting from feeding fear and worry to feeding faith and hope. This is not easy but pay attention to which you are feeding and shift to feeding the one which will move you forward.

Action

I have heard it said that emotion is simply energy in motion. We’ve all heard and even felt the “I don’t feel like it” excuse. Have you ever tried something new and worried excessively at first only to realize it wasn’t that bad after all?

Think about it, when we learned to ride a bike, we didn’t think and have the best attitude to make it reality . . . we got on the bike. We maintained the proper perspective and thinking whenever we fell, got back on and eventually one day could ride with no hands. None of that happens unless we get in motion.

Friend, I am not sure what you are going through beyond the common struggle we all are having right now but know this. You have what it takes to lead your team, organization, family, and yourself through this. What is an adjustment you need to make today in one of these three areas? If you want me to come alongside you and your team to help process leading through adversity, contact me. Lead well!

Leading Through Adversity talk by John C. Maxwell https://youtu.be/UZp7nCLICyc
Grover, Tim S. Relentless: From Good to Great to Unstoppable. Scribner, 2013.

Apr

2020

Persistence Like Rocky

I’m in my home office fighting to keep moving forward and stay focused while downstairs I hear my oldest son watching one of my favorite movie series. . . . Rocky. Since we couldn’t take a Spring break trip this year, he ended up on a Rocky binge over the days of Spring break.

Recently I reflected on how each of the movies offers an encouragement for self-leadership while facing adversity. I hope you find this encouraging or maybe you will go on a Rocky binge yourself. Spoiler alert: Rocky always wins in the end, but the journey is what makes the movies great.

Go the Distance

In Rocky he was selected to fight the heavyweight champion in spite of having no experience at that level. This was to be an exhibition match, but Rocky had a different thought. The night before the fight he is in his apartment expressing his self-doubt to Adrian about being able to win, but in that moment decides he will go the distance and not quit.

When leading yourself and others are you going to allow an obstacle that seems unbeatable to prevent you from giving your absolute best?

Adapt for Victory

In spite of declaring there would be no rematch Apollo Creed demands a rematch in Rocky II. This time Rocky is faced with the reality that he has to change in order to not just go the distance but have a chance for victory. Rocky had two major weaknesses: slow feet and being limited with his right hand punching. Through hours of rigorous training and perseverance he adapts as a fighter and in combination with his persistence he comes out as the new heavyweight champion by the end.

As a leader how do you need to adapt in order to accomplish the goal you are pursuing?

Overcome Defeat

Some have said remaining successful is harder than achieving it which is the battle we see in Rocky III. Balboa has money and more wins under his belt, but an extremely hungry challenger, Clubber Lang (AKA Mr. T), comes along and dethrones Rocky in three rounds. To compound this professional loss, he also loses his friend and manager Mickey. In this time of loss and great confusion along comes former heavyweight champion Apollo Creed to encourage, empower, and train Rocky.

Before Rocky is able to even think of getting back in the ring he has to overcome his personal self-doubt and break through the barrier of personal disbelief. In a powerful discussion with Adrian on the beach he leaves disbelief behind and relentlessly grows and develops himself in order to ultimately regain the championship title.

What is the limiting belief you need to confront and overcome to get back on the path of success?

Fight for Something Bigger

Rocky IV brings forward both a physically and globally gigantic challenge. The Russians had brought their champion to America to fight an exhibition match which ended with death. Rocky at this point determines he must fight the towering giant not only for personal reasons, but as a representation for his country. Balboa didn’t need to keep fighting and was retired, but this was a mission of significance. He was compelled to represent his country before the world and fight.

How do you need to shift from success to significance in your leadership? What can you do to lead yourself and others toward a greater purpose?

Hold Your Ground

Rocky V was not necessarily one of my favorite Rocky movies, but it chronicles the story of an athlete struggling to redefine himself while straining the relationships with those he loves. After he learned from the doctors his career was over, he soon meets a rising star who ultimately loses his focus on what really matters. In a critical scene at the end the star challenges Rocky to what ultimately becomes a street fight. Rocky did not want to fight, but as a matter of respect for himself and honor for his family he wins a street fight proving himself.

Now I am not saying we go have street fights as leaders. At times though we hold our ground for what is right like Rocky did. Where do you need to hold your ground and fight, not out of self-centered arrogance, but a deep understanding of what is right?

Leave a Legacy

The series ends with Rocky Balboa. At this point his wife, Adrian, is gone, his son is an adult, and he is peacefully running an Italian restaurant. The media stirs up the idea of this old Rocky fighting the present world champion. After deciding to fight, Rocky and his son have a discussion where Rocky reminds his son “It’s not how many times you get knocked down in life, but how many times you get back up.”

During this final fight of Rocky’s career he gets knocked to the mat, but remembers his words to his son and you see him slowly stand to his feet to ultimately finish the fight. What gets him back up this time . . . the legacy he wants to leave for his son . . . he must live out what he speaks.

Dear friend, what is your legacy going to be as a leader professionally, but more importantly at home and with those closest to you? Will those closest to you at home and professionally say you fought with integrity and perseverance to the end living for something of significance? Life is a battle. Keep fighting and be the leader you were created to be. Lead well.