Leadership

Oct

2019

An Athletic Leader for the Next Generation

“Where do you want to sit?” I asked my son

“The very top.” So we climbed up the stairs to the top row of bleachers in the corner of the endzone at the Southern Illinois University football stadium.

Almost a decade earlier I had first met this young man at one of my camps. He was quiet, but focused . . . rare among Junior High aged boys. This year is his Senior year in college and my son and I drove about four and a half hours so I could be sure to see him play at least once.

Why would I do that?

Many reasons, but one was because of the kind of man he is becoming. Yes, he is a great athlete and very good at what he does on the field, but why I wanted my son to be able to watch him and meet him was because of the man he is becoming.

At times people complain about the next generation. If we are honest, people complained about our generation when we entered the workforce. I want to share with you three qualities in this young man that makes him a great leader and will continue to help him grow as a leader in whatever he does.

Humility

Ever since I’ve known Jeremy he has always exemplified this characteristic. Let me clarify something. Humility does not mean thinking less of oneself because he is a very confident young man. It does mean thinking of oneself less. Even after the game smiling and willingly giving high fives and talking to young boys and others. He is good at what he does on the field, but there is no arrogance in him. He exemplifies the idea of team over self.

Perseverance

I have known Jeremy for at least a decade and my role in his life for years was as a strength and conditioning coach. If you don’t know much about the role of this coach, everyone loves to hate this coach because he or she pushes you to do what you do not want to do. In the six plus years I coached him I cannot remember him ever complaining (at least not so I could hear it). He had injuries and setbacks, but he pushed through and never gave up.

Positive

One thing I always see on Jeremy is a smile. Now, I am sure life is not perfect for Jeremy and just like all of us, he has plenty not to be happy about. He chooses to be positive. I have talked to him occasionally as he has been at college and even though the season would not be going well, he was always positive. I am fairly certain this is an intentional choice he makes which is part of what enables him to be a great leader for his teammates.

For those who don’t think there are leaders in the next generation. . . . there are and Jeremy is just one of them. Now, what about us. How are we doing at maintaining humility, persevering through our leadership challenges and staying positive? Need help with breaking through your mental barriers? Contact me for a complimentary coaching session. In the meantime, lead well!

Oct

2019

Learning From a Leader in the Copy and Print Industry

We were sitting in a conference room overlooking the Indianapolis skyline. Our meeting was originally about his new role, but it evolved into a different conversation. This man I was sitting across from had served as an executive level leader in the copy and print industry at two companies.

I had to capitalize on the opportunity to learn from him so I asked him what his top three leadership principles are . . . and he gave me four. Over his years in various roles with Xerox and later Sharp Business Systems Ross developed and lived by these ideas.

Integrity

Yes, any good leader would say this, but his definition was very powerful:

“ An uncompromising value system to do what is right”

He takes this a bit further by emphasizing the importance of having people who will hold you accountable. This is the inner circle that John Maxwell refers to in his book The 21 Irrefutable Laws of Leadership. These individuals Raifsnider speak truth with each other’s permission.

Culture

I’ve heard it said that culture eats leadership for lunch. At the same time leaders have a responsibility to be aware of and influence the culture of the organization. Ross described a healthy culture as one where people are first. This environment creates a sustainable and predictable organization versus a toxic, unproductive and stagnant organization.

Ross suggested that a continuous learning environment also creates a healthy culture. This will require investing in your people both by formal educational opportunities and on the job challenges to stretch them. Raifsnider found that when you attract the right people, invest in people, and people understand and embrace and understand their role in the mission and vision, a healthy culture evolves.

Communication

Leaders know this is critical to leadership at any level, but Ross broke it down to three “C’s”.

Clarity – make sure what you say makes sense. I would add use the KISS principle and keep it simple to keep it clear.

Context – the leader helps provide clarity when he or she explains the purpose behind what is being communicated. This improves understanding and increases buy-in.

Consistent – We have a lot pulling at us professionally and personally. We would love to say something once and be done, but unfortunately that is not always the case so we must communicate the message consistently.

When leaders combine these three “C’s” they equal trust from those who follow them.

Results Matter

We can be the best leader in the world, but we won’t stay the leader if we fail to get results. What do results look like? For the non-profit sector these are the areas that are relevant to the key stakeholders. When that is determined metrics can be placed behind it for accountability. For-profit organizations must determine what results are relevant in a return for their measurables. Ultimately accountability for results Raifsnider suggests must honor people for the greater good of the organization. Keep the people first to maintain a healthy culture and ultimately drive the desired results.

What about you? When you look at these principles which do you need to focus on over the next week, month, quarter, or year? How would your team or organization look different? Need help getting your organization thinking like leaders? Contact me to schedule a 15 minute discovery call to learn about a 45 minute leadership training for your organization or team at no cost to you. In the meantime, lead well!

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