Posts tagged Leadership

Change… Really?

Jan20
2012 Leave a Comment Written by Steve

I have listened to many a sermon (well, maybe just a call to action) from the leader of an organization that started out the year with a “New year, need for change – an organizational change…” How many times have you seen the new organizational charts come out with some shuffling of the decks, or “new” folks coming in? The call is for organizational change… Can that really happen? My honest opinion is “no!” No matter what you do to shuffle the deck or add a new person to the organizational chart will do nothing. What does it take for “real” organization change? Think about that for  a minute. I think we all have ideas about that. Well, here is my take…

Look at yourself: If you want change you have to be the first one to step up and make the change that you want. How many times have you watched the leader say, “we need to change and here is where I think we need to go”? This is the one area that we can learn from those that have failed in the past. I really feel that the change starts at the top. I used to tell my team, “hold me totally accountable. If I am failing, tell me!” Step up and lead.

It is a two way street: Make sure that you are making it more than just a powerpoint presentation. Have open and honest communications with your team. I know we all have seen the nice slides and gotten some charge out of them, but when you want to go deeper, there was nothing deeper. Make sure you have open lines of communications.

Make that change – obtainable: It is easy to look at something that is so far out there. We all like to have visions of grandeur, but please be realistic. Make sure that everything that you want is something that CAN happen…

Get the troops involved: If you really want change, you better figure out how to include your team. Setting expectations is something we all have to do. There is no question about that. It is important how you include your team in that process. The most successful changes that I have witnessed have one thing in common, everyone was standing together around the vision. Start small and encourage them. The rest will follow, especially if you have done the first 3…

Don’t rush the troops: It is always easy to push for results. Be patient, please. Take your time and encourage your folks. Failure is always just around the corner, especially if you rush everyone. Stand firm, but remember that patient is a virtue.

I bet there is always more that one can do to make sure that the change that they want, will happen. From my experience, these are the things that I need to have to look at. Do you have anything to add?

Photo… Copyright (c) 123RF Stock Photos

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What To Look For – Next Opportunity

Jan10
2012 Leave a Comment Written by Steve

Copyright (c) <a href='http://www.123rf.com'>123RF Stock Photos</a>

As many know, I have been looking for a “second” career. I heard someone use the term that I was semi-retired. I guess that is true. I really am not ready for “real” retirement. I have way too much to give and learn. Not finished by no means. So, I was thinking about what I would be looking for in that next organization or company. Here are my top three things I hope to encounter on my search.

Organizational Culture: Is it defined? Can I get a sense of what the culture is from looking at the organizations website, social media presence or networking with employee’s both present and past? I really want to understand the culture of the organization. It is extremely important to me that I find something that matches up to my skills and passions when I looking for that second career. When I am being interviewed, I also sit and learn from the interviewer. Get a sense of the teams culture within the larger organizations culture. Is it the same? Gives you some questions later on.

Reviewing the hiring process: There is much to be learned from experiencing the hiring process from the beginning. How difficult was it for you to get into the job req system and apply. Nothing worse than getting in and almost submitting to have the system just fail at the end. I know many companies use an automated system for this work. The question that comes to my mind is, “did they pick one that is user friendly, or just not?” Many larger companies may outsource their recruiting process and only pass on the reqs that they feel fit. This sometimes will frustrate job applicants because everything seems to go into cyberspace. When I get passed all that, I usually am observing how everything goes. Is it smooth? Organized? All of the process is the organizations audition for you. Bad experience there, may kick off a bad experience later on.

Respected Leadership: In this day and age, we get information from many different sources. Finding out about the organizations leadership and how they train their future leaders is pretty simple to find. Do some simple searches. What I am looking for is an organization that has some respected leaders in their industry. Look at the vision of the organization, the people that work there and training for those leaders.

Finding information is easy – you just have to look. Using that information and what you know about yourself – well, that is where you can put yourself in the best situation. When I am sitting down doing my due diligence, I am looking at those three factors. It starts with organization research on culture (fit me, go to apply). Apply and the hiring process should allow you the opportunity to audition the organization. Basically answering #2 and #3. Hopefully all works out…

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Leadership Lessons from College Football

Nov11
2011 1 Comment Written by Steve

Over the past few years, we all have read the disturbing news about college football programs in the middle of a scandals. The latest one is Penn State. I never want to kick a person when they are down or perceived to be down. That is not my style. What kicked off this scandal is the worst thing imaginable. I have coached youth sports for most of my adult life and when I hear what happened, it make my stomach turn. Just terrible! I hope that the alleged victim’s get all of the help they need to get over these horrific acts. My intention is not to look at each set of scandals and place blame or point a finger at people. If we learn nothing from what has happened over the past 5 years, we should learn to how to handle leadership within the programs that most of America watches with a passion.

Here are some things that I believe that should be considered:

  • Setting up very discreet reviewed time limits. Most programs or employees have yearly review of performance. I think within that particular review the overall review should not just be able wins, loses and where did you end up within the BCS ranking. It is time to really demonstrate leadership… Develop a package that is about graduation rates, GPA for student athletes, social and moral code of conduct and really focus on life learning. It is all about accountability for everything a program should stand for. These reviews should be tough and really focused.  Stand up and celebrate your successes.. Work on those items that missed the mark.
  • Succession planning. It is time to make sure that within every program there is a real and developed succession plan. Setting up your program and keeping it for the long haul is really how well the program develops the talent that they have and attract. In this day and age, with coaches moving to head coaching positions all over, succession planning could be a difficult task. If you have the right people and take care of them, they will stay. If not, than they will take the lessons learned and apply those to another institution. Which if done right, just means another great program will start up. Everyone wins…
  • Hold everyone (up and down the organization) accountable for the overall organization! For college football, that is being accountable to the university and what the code the university stands for. The football team (players and coaches) are not the university, but need to be a reflection of the university.

It amazes me how many coaches have written books about leadership and then we watch them fall from their soapbox. Ever leader has to take a look deep into themselves and be proud of every aspect of their actions. From all indications, coach Wooden was spot on in his teachings and actions. That is one example that I have modeled my coaching after. Don’t get me wrong there are lots of fine examples out there. Some really recent coaches that are doing the right things, right. I just hope that they can keep their course and not let someone or something distract them from complete success.

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Leaders Born or Created?

Nov08
2011 2 Comments Written by Steve

The few days back, I saw a tweet go out that asked are leaders born or can they be made. Just two days ago, I overheard a discussion at the local Starbucks on this topic. I have heard many different arguments over the years. I go with both! When I was coaching youth sports, I get the opportunity to witness first hand those young folks that are born into leading. The experience that I am going to share comes from coaching youth hockey ages 7-10. There was always one or two players that just stand out from the other players as leaders. Many of my peer coaches would say that they are their best players and lead by example. Which probably is the case more times than not, but I had a few rare players that were not the best players but were the best communicators and team mates. At those ages, they did not really have any time to learn how to do that, they just did it. It comes natural. When I look back and then look towards today – those leaders are still leaders, just doing it in different places.

I do think that some training and coaching of people to be leaders is possible. In the workplace, you get to interact with many different folks, some standout for their potential in leading a team. From  my experience I have seen both sides of the spectrum. Those folks that have the ability, but really want nothing to do with leading. They prefer to just do what they are doing. Other folks want to be leaders, but frankly, don’t really demonstrate the initial abilities or characteristics necessary. Having discussions with both sets of folks is interesting. For me, I want to make sure that my teams are set up with secession plans. I want to develop my folks to help them achieve their dreams. Here is where I believe that training and mentoring comes into play. Everyone has a blind spot or two that needs attention. When you step into a management role and really want to do well, you need some training. You really need someone to help you with highlighting those blind spots and putting focus on the “right” areas. Training and follow-up will help lessen the blind spot. For me, leadership is something that is a life-long learning experience. There is always something new to learn or find out about yourself.

Leaders need to be honest, have a demonstrated track record of success, be excellent communicators, place an emphasis on serving those they lead, be fluid in their approach, have laser focus with a bias toward action. Some of those items come natural. Others can be helped along. So, when I hear or see that question about are leaders born or created, I go with both…

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Team Dynamics

Sep26
2011 Leave a Comment Written by Steve

Have you ever just sat back and taken an assessment of your team? Thought about how well they work together (or not)? Tried to figure out how to get the team more productive? As managers, that is our biggest role in really getting our team to perform better. The better the team performance definitely demonstrates a better manager. Some would argue that maybe the manager does not play a big part in the overall performance of a team, but I do. All it takes is to look at a failing team and how quickly is it blamed on the manager. Sports usually fire the manager before it rids itself of players. Same holds true for business types, just not in the news as much. Give credit for good managers having performing teams.

So what all goes into a solid team? What can you as a manager do to have the greatest impact? For me, there are a number of web based tools out there that can help you walk through an assessment of your team’s dynamics. Do a Bing or Google search – I have used many different types. There is not one that I have found that is a great one stop shop that I would recommend over the others. Each assessment tool is just that a tool to help you identify areas of potential work that needs to be done. First and foremost, you as the manager, need to find a quiet spot and clear your head of everything. You need to really be honest with “your” assessment of your team. Remember the end goal is to make your team perform better, rather than making you think they are better. Once you are ready, grab one of those assessments and walk through your team’s dynamics.

What did you find? I have written my Leadership Checklist to help me (and others) to help make sure that the manager (you) are doing your part in the process. Look it over, hopefully you are doing those and everything else.

One of the areas that I want this post to focus on is something that most assessment really struggle to cover. It centers on how tight the friendships are with your team. I want you to think back when you were growing up with your friends. When there were two friends working together was fairly easy. Do you have only a two person team? Normally not. So, when a third friend came in, how did that go? Usually after awhile stuff ended up two against one. Do you have a three person team? Probably not. Add more folks to the mix and the team starts to break up in to smaller sub teams. Something to watch out for. That is not always a bad thing, if the team is working for the good of all…

Friendships have its positive effects:

  • Friends usually communicate better together. Drawing others into the discussions. Gives the team a good “social” feel. People usually enjoy working together. Which has an impact on behavior and results.

There are negative effects as well:

  • With a team of 3 or more there is a feeling of being excluded. Remember growing up… Maybe it was not you feeling excluded, but did someone feel excluded? Causing not all of the team to participate in decision-making. You can easily start to have sub-groups forming. Causing communication to further breakdown. Now information will not flow freely among the team. The teams overall performance will suffer, count on it.

When you are sitting down thinking about your team and that assessment, remember to revisit the natural factors of friendship and how it will influence the overall team. With the positive you would rather have inclusion… Exclusion is just plain wrong.

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Leaders Needed Now!

Sep22
2011 Leave a Comment Written by Steve

I wrote a blog post in a past life (companies internal blog) in 2006 that was focused on the “Good ol’ Days.” I wrote it because we all have memories and perceptions of the past. Usually for the better. I bet if I stop and ask 100 people about their perceptions of the past – over 95 would have a very positive outlook on the past. Hence the good ol’ days. Is it because we like to remember only the good stuff in those memories? Were they really better times back then? Maybe it is a bit of both.  I want to focus this post on leadership. When you think about leadership, think about a leader in your mind. Who is it? Do they come from a time that is part of the “good ol’ days?” I hate to write a political based post, but with the examples of past and today – it is very too easy to say the past is far better than today. I am hard pressed to really call out any one great example of our political leadership for the positive.  Is that strange? Maybe today’s leaders need more time to do there stuff. Maybe it is because I am much harder on today’s leaders?

You stop and think about that for a moment. Do you have a leader that steps the forefront, one that you say – that is a leader? Anyone today? All of what I would call great leaders are in the past (John Kennedy, Ronald Reagan). Look at the mess that we are in, our economy, lack of jobs, attempted recovery that has cost billions, debt and the list goes on. Looking at a recent Gallop poll shows the lack of confidence in our so-called leaders. We elected them. Congress is running at 15% approval rating. Our President is bouncing in the 40′s for an approval rating (usually goes up after one of his well prepared and delivered speeches). Why is everything so low?

  • Look at the list of issues that are going on all at the same time. Economy, lack of jobs, failed attempts at reform, debt and lack of pulling together to get the job done. Maybe this is too much? I don’t remember this much going on back in the good ol’ days. Again, maybe I can only remember the best of times. Having too much on the plate definitely causes a lack of focus. So, maybe pick a couple of issues, fix them completely (not argue about it). I do remember that whatever was going on in the past, we did what was necessary and got through it. Are we going to get through it – now? Of course, but it is going to be extremely painful. We need real leadership to make that happen. Since we elected the last group, and the confidence level is at 15% – time for some huge changes. Time for us to act.. We need folks that will act!
  • Observing leaders actions are something that are very telling. When you really look at the leaders of our country, you see folks that are worried about how we perceive them. I know I stated the Gallup poll results, I bet our political leadership looks at approval ratings. Worried more about how we see them, rather than the actions that they do. Leadership is not about worrying about how your followers think about you as a leader. It is about the vision, goals and the leaders actions – that is why we follow. Stop worrying about what everything is thinking about you. Get out and get it done… Stop working against each other and get together for what is needed for this country. Enough already.
  • People are just sick and tired of reading and watching the news. Today, we get instant information. That comes with good and bad. I like it, when stuff is out for public consumption. Don’t hide anything. The downside is we usually don’t get much good news. The facts sometimes are not fully disclosed until it is too late. If we are tired of what we see and hear – we show it in the confidence level that our political leaders are getting today.
  • This one maybe a slap in the face, but maybe some of those folks best days are behind them. Their best work was years ago.. Time for a change!

Maybe it is me, but I see today’s political leaders as not leaders. Like I wrote earlier, I did not want this to be focused on the political aspects only. Principle’s of leadership apply and it is time for some much needed leadership in political office.  So, what can you do?

  • Get educated in politics. Don’t just sit back and look at the candidates when it is an election year. Stay aware of what is happening real time. Understand what is going on with the hot topics of the day (well, pick the ones that are really important, there are way too many).  What actions are happening. Who is really making a difference, if any.
  • Action is what is important now. So, when you hear words – wait for actions. No actions, then they failed. I don’t have any political aspirations, but if you do and action is your middle name… Go forth.
  • Let your leadership know your “true” feelings. Since they are worried about how we perceive them. Write to them, tell them exactly is on your mind. They were voted in to act on your behave. Time to stop all the party positioning and let’s roll up the sleeves and get to making stuff happening.
  • Rethink your past votes. Look at their performance today (not their past re Watching what some of the voters did in Arizona with recalling a failing leader. I was pretty excited to see that folks are taking control. It is costly, but probably not as costly as leaving them in.

Look when you are out in the world.. And you see a lack of leadership in the organization you are working in – you have choices. You chose to follow particular leaders. With our political system, that is hard, but not impossible. We need to step up and take control. Our future and the future of our kids, depends on it.

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Need a Leader Checklist?

Sep08
2011 Leave a Comment Written by Steve

I started looking over my leadership and managing teams blog posts and started to notice that I probably should put an overall leader checklist to it. I have had the extreme privilege of leading many different teams and organizations. When I first started out, I used to think about what I would want to see… Since I was an ace-doer that was promoted to supervisor – I had a good feeling what I as a member of the team would want to see from my supervisor. Over the years, I have expanded my reach and experiences. No longer was an ace-doer for the organizations that I belonged. I was hired not for doing the work, but leading the team to get the work done. I needed to change and add to my start up of those teams. Reflecting back, I started to see that checklist come to me.

Here is that leader checklist:

  1. Articulate a vision: Formulate a clear and persuasive vision and communicate it to all members of the team. Most organizations may already have a vision statement or mission statement. Look it over. Ask your team to communicate it back to you. See what is missing and come up with that vision that fits the team, organization and you (as the leader).
  2. Think and act strategically: Get ready to make your vision a reality. Time to set up goals that achieve that vision, both is the short and long term. Don’t forget to consider all the players and anticipate reactions and resistance before they are manifest. Being prepared is key to success.
  3. Honor the team: Frequently express your confidence in and support for those who work with and for you. Use your team to help with every step you take.
  4. Take charge: Make sure to set up a workplace environment that is about action (getting stuff done).
  5. Act decisively: Make good and timely decisions, and ensure that they are executed.
  6. Communicate persuasively: Communicate, communicate, communicate. Easier said than done. Look for ways to insure that communicate happens and people never forget. This is one area that I have experimented everyday of my life. Just make sure that how you do it is simple and the messages are clear.
  7. Motivate the team: Set up a workplace environment that your team can not wait to come to work. Enjoys getting their work done.
  8. Embrace the front lines: The one thing that I remembered before I was a supervisor was how most supervisors did not spend anytime with the team. They did not let the team do anything other than run the equipment. I promised myself that I would never do that. Including the team is something that I feel is necessary for success.
  9. Build leadership in others: Develop leadership throughout. Have no fear in losing your folks to higher opportunities.
  10. Manage relations: Build enduring personal ties with those who look to you and work to harness the feelings and passions of the workplace.
  11. Identify personal implications: Help everybody appreciate the impact that the vision and strategy are likely to have on their own work and future with the firm.
  12. Convey your character: Being yourself. Make sure that in everything you do (communications and actions) should point to who you are. Your team should get to know you – through you.
  13. Keeping it real: Make sure that you never let over-optimism pop into your team. Success breeds success, but watch out threats, unresolved problems and taking unwarranted risks.
  14. Build a diverse team: Leadership is a team sport.. Make sure that your team is willing to be leaders in their particular area. Make sure that your team is not clones of yourself, get and welcome a diverse team.

Walking into a new situation or team can be a little scary. New anything gets the heart pumping. I look forward to these opportunities. Makes me think back and reflect (and practice) my checklist… Try it!

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Labor Day – Thoughts

Sep05
2011 Leave a Comment Written by Steve

Does anyone really know what Labor Day is all about? When it became a national holiday? What does it really mean to you? I did a little research to find out that this holiday was a rush job through Congress to get recognized. It took a whole 6 days to get done. I guess back then, Congress did not debate and hold up everything. Getting back to Labor Day, it became a national holiday 1894 when following some deaths of workers during the Pullman Strike when President Cleveland reconciled with the labor movement.

I was thinking back over the years to some of the other things I have heard.

  • We celebrate it as an end of summer.
  • How about this one? Labor Day is the last day of the year for women to fashionably wear white.
  • Kicks off football.. September usually is the start of the NFL and NCAA football.
  • When I was growing up. Labor Day was really the start of a new school year. There are still locations that wait to around Labor Day to start up..

I like to think of Labor Day is a day to celebrate for the working men and women. With way too many folks not working these days, puts a damper on Labor Day. Maybe I will have to look at this holiday as some of the off the wall ones above. Or hopefully, Congress and the President will look back on when in 1894 Congress was able to act quickly and make a decision. Only 6 days… We need action now more than ever… We need more jobs! Not the call for more jobs, but actually jobs. How about it folks?

 

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Interviewing

Aug10
2011 2 Comments Written by Steve

About three weeks ago, I found a particular open position that really sparked my interest. In fact, I got pretty excited. It suited my skill set very nicely. I tweeted out about it! Weeks went by with no response. When you least expect things they happen. I was presenting at the Chandler PMI monthly meeting on leadership when you are not the boss, when I got a call. That call was from the admin of the hiring manager requesting an interview… Wow, excitement level picks up again! We plan for the interview the following week…

Interviewing can be a wonderful but scary thing for me. This particular opening was in my sweet spot. My passion for leading teams and making a difference drives me. I saw this as a definite opportunity for me. I was ready! I reviewed the  job description, researched the hiring company and asked my network about the company. I wanted to be prepared. For years, I was on the other side of interviewing, asking the questions. For 29 years, I rarely was on the interviewee side. I was set – look at the questions that I would have asked and answered them.

Day of the interview, I was busy ironed and insuring that my suit was ready. Have to make a good first impression. I most have tied that tie about 7 times (either too short, too long or just not a good knot). With me ready, off we go into the heat of Arizona, it was 108 that day. Planned the drive to arrive about 20 minutes early, just in case of parking issues. All of that was done superb! Checked in, waited for the hiring manager…

Now the interview…

My impressions of the interview after the fact were very good. In fact, I felt pretty confident that I did a solid job in answering the question. How was that interview received by the hiring manager – don’t know yet. After you step away from the interview for awhile… I got to thinking – how did I really do? Looking back, I was fired up about the opening, very passionate in my answers, transparent and a maybe a bit over excited. Well, that is me! I carry all of that on my sleeves. I am very confident in myself and the work that I do. I believe that you should sign your name on the bottom line of everything you do. When I look in the mirror, I have to be happy with what I see (and I am).

Did I get a follow-up interview or the job? Don’t know yet! Did my true self scare off the hiring manager? Only time will tell.

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5 Leadership Lessons I Have Learned From Hockey Captains

May24
2011 1 Comment Written by Steve

We are in the middle of the National Hockey League Stanley Cup Playoffs. I am a huge hockey fan! I have not missed any of the playoff games this season. I watch the game for more than the love of the game. I do it to watch how leaders lead their teams. The leaders on the team are normally the Captains and Alternate Captains. They are the extension of the coach. I wrote about hockey captains as leaders before – here it is! I have made some mental notes from the last couple of games and the captains for the Boston Bruins, Tampa Bay Lightning, San Jose Sharks and Vancouver Canucks. They are great examples of what the five things I have learned from hockey captains.

  • Credibility is the foundation.
  • Lead by example or you don’t lead at all.
  • Challenge provides opportunities for greatness.
  • Leaders are team players.
  • Caring is at the heart of leadership.

Credibility is the foundation. Credible leaders walk the talk, practice what they preach, are consistent in word and deed, put their money where their mouth is, and follow through on promises.  Watching the playoffs, each captain has walked the talk – they have definitely been out in front of the media discussing the games and what they and the team will do in the next game. I have listened closely to each of them and watched their actions live up to those words.

Lead by example or you don’t lead at all. This is where the words turn to action or they equal the do part. You have to do what you say.. Not just say it. Wish it or hope for it. Each one of those captains have stepped onto the ice and have delivered on their words with true actions. It is hard to stay on top of every shift in every period inevery game – but they do it.

Challenges provides opportunities for greatness. What better stage for any player. You are attempting to win the oldest trophy in sports, the Stanley Cup. You have all hockey fans watching your every move. Who will step up and be the best? That person that steps up and does more than just score, play defense or stops pucks. That person is the leader of that team. He is the captain and the eyes of his team mates are on him everyday. That is what true leaders live for. Give me the stage to do what I do – everyday.

Leaders are team players. Look at the team. Watch closely during the game, how much ice time, how many times the persons name is mentioned by the announcers. Who is in the middle of everything? It is that leader, that captain – the extension of the coach and
the coaching staff. They normally are the face of the team. But, first and most important they are team players. They look to make their team mates better.

Caring is at the heart of leadership. During the playoffs, everyone cares about winning the Stanley Cup. It is every players dream to have their name put on the Stanley
Cup. When I watch the captains during the pregame, game and post game – they wear the emotions on their sleeve. Not about winning only, but it all about the team and each and every person inside the team organization.

If you are a hockey fan or not, watch a couple of games and pay close attention to the captains of each of the teams. Listen to them, watch them do what they say, rise to
greatness and care about their team mates, coaching staff and the overall organization. They are wonderful examples for any leader to follow. You can easily do these things in your leadership role. I know, I practice these all the time. Just a solid foundation…

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