Hang The Out to Dry!

This leader asks his team member for advice and then takes the advice, applies it and when it does not work, hangs them out to dry saying 'team member X told me to do it'.


What to do? Remind the boss that they asked for advice, it was their decision to act on it. You should not have to take the fall for your boss - they are in that role to absorb what comes at them no matter where they sought advice.

The Shield

The Shield to Hide Behind

The Shield to Hide Under

(hiding from fall out, of course!)

Which Leader Do You Know?

This leader uses the title as a shield and to wield power. They believe that standing behind (or underneath) the title they hold, makes their people cower in their boots and jump to attention. Sometimes this leader uses their boss's title to attempt to get results or deflect decision-making elsewhere, especially in the case of unpopular choices.

For example, take Ms. Regional Manager. She has just informed the team that they will need to work on Saturdays. She realizes that this change will be unpopular so decided to state that "I, and the VP agrees with me, have decided that everyone needs to work Saturdays." In stating the decision in this fashion, Ms. Regional Manager has deflected some of the decision-making to the VP so that she is not alone being the supposed 'bad guy' in this scenario.

What should you do? If a leader is constantly hiding behind or under a shield be up-front and ask questions specific to the matter and how the leader feels about the situation. Focus on them, re-direct focus to the leader if they try to escape the concern.

Also - in the scenario above....be sure to ask specific questions about which other day you will be entitled to receive as a day off. How this is being scheduled and paid, especially if an unsalaried worker? Get a complete explanation of the reason for this action, when it will start, when it will end or will it be a new and permanent condition of employment.

What NOT to do? Really?

Yes, there really is a 'what NOT to do' in leadership!

Learning to lead is no easy feat. Learning what not to do seems to come more naturally.

Have you had that leader that really is a BOSS instead...making every mistake in the book?

But where is the book?

Well, I couldn't find just one. You can find many leadership books on other sites...one just doesn't seem to cut it.

Here is a place to point out the NOT to do's. I'll even start! Please comment and add - tell your story ( but leave out names, protect the blogger, please). I am sure that many people will be able to relate.

Even better - if you can Here is a place to point out the NOT to do's. I'll even start! Please comment and add - tell your story ( but leave out names, protect the blogger, please). I am sure that many people will be able to relate.


Even better - if you can provide tips on how to handle the 'what-NOT-to-do leader' that would be very helpful.

Here are a few to get started:

Dr Jekyl/Mr Hyde: this leader/boss is mean and nasty one day and then overcompensates with false kindness the next because they realized their behavior was inappropriate. What to do? Learn to recognize the signs, usually they are taking something else out on you.

Carrot and the Stick or the Stick and the Carrot: this leader usually makes unfair decisions or judgement calls and then comes back to discuss solutions with you with a coffee or donut hand to share, seemingly attempting to make it all better! What to do? Ask for the honest explanation, hold them accountable to the decision, you deserve to know the truth.

The Jellyfish: this is the spineless leader who refuses to make a decision, cause and deal with conflict or simply create an environment for good discussion. What to do? You can't drown them so attempt to explain how they are affecting the morale of the team. Do not be a jellyfish yourself, afraid to speak up.

Catalyst Session Notes

Today I held my first Catalyst Session at the Downtown Business Accelerator in Windsor Ontario.  A great space with a wonderful group of participants who worked through the following thoughts:

• What I know about my business
• What keeps me up at night
• What I need to learn
• My immediate business challenge

One participant stepped up and offered his challenges for all to work on in a mastermind session.
Here are the notes  - applicable to many inside and outside the room.

The challenge focused on the forced change that life has thrown his way, so the options exist to pursue the corporate world or take on the challenge of becoming an entrepreneur.

Team Feedback:

• Understand your reality by the numbers - how long will your present income last?
• Set a 'parachute' timeline so that you are able to survive, pay the bills and explore the option.
• Be realistic about wanting the 'pain' of entrepreneurship or choosing to always be a great #2
• Do you have passion for what you have set out to do?
• Spend time developing your personal vision - 5yrs, 10yrs +
• Do a SWOT analysis on yourself.  Do an external scan on that SWOT - ask for open feedback.
• Develop a clear client profile
• Develop a clear message about who you are and what you do
• Be open-minded to the opportunities that are out there that may not be in your current field but can still use the skill set you have already developed
• Understand your optimum level of momentum?  What is the amount of chaos you want/need in your life and can you get that from work as well as other sources - working out, hobbies, groups etc?
• Develop an elevator pitch and a short referral phrase so that others can help refer business for you.
• Be open to flexible opportunities, perhaps even suggest them as you go through this process.
• Make a decision - commit.

All great feedback!  Thanks for participating and helping someone ignite their future.  If you would like to learn more about becoming a Catalyst, drop me a line at Lora@solsticegroupcoaching.com.

Leadership and Culture

I work with numerous leaders. One common topic in the first six months of this year has been culture. Developing one, enhancing one, changing one....culture becomes top of mind when companies are in start-up, some cultures simply evolve. Some are deliberately developed and some are deliberately changed based on the needs of the business and it's development. (If you want to read a great culture story, check out Delivering Happiness by Tony Hsieh from Zappos.com!)


The leaders that focus on culture can see that culture is the direct outcome or output of their mission and values (those of the company too). It is how activity takes place, how relationships start and a built, how all decisions are measured....."does it match our culture?"

So why is it that leaders in emerging companies are only just now recognizing that they actually hold the keys to culture or perhaps better said, the tools to sculpt the culture?  To me this is leadership 101. Build the business with the mission and values that are displayed in the culture.

Organizations shifting priorities or specialities or niches need to take the culture and help it adapt to the new priority. Shifting a culture is about changing the processes and interactions of people. Not easy, but can be done. It takes a measured plan, key outcomes that can be measured and of course a lot of leading by example.
How has your organization evolved over the last few years?
What culture shifts have occurred or are you spotting that need to take place?
As the leader, what are you waiting for?

Lead, Follow or....

Having trouble deciding how to handle a situation?  Whether it is at work or at home, even in your community life, there is always one way to handle a situation -

Lead, Follow or Get Out of the Way!

You need to decide what role you will take.  Will you be the leader?  Make the decisions and focus the group on execution?  Or will you follow - be the support to another, putting action to the plan?  Or lastly, will you get out of the way - let things happen around you without participating, being involved? 

There will be times when you need to be in each role. Sometimes the role of the leader is to just 'get out of the way' and let the team do what they need to do.  There can even be times when other leaders step up and you get to follow - like it or not - and while that can be a humbling experience, it can also be a space in time that you can observe others, and learn from their leadership and team dynamics.

So consciously decide everyday what you will do - Lead, Follow or Get Out of the Way.

The Letters of LEAD

Lead - looking up LEAD in Webster's Dictionary, you will find an abundance of definitions for the word.  All have to do with guiding, being in front, directing activities.  None of the definitions take apart the letters that make up the word lead and apply the actions to it.   For example:

L stands for listen
E stands for encourage
A stands for action
D stands for decision-maker

or...in another set...

L stands for learning
E stands for empower
A stands for able
D stands for delivers

What are the letters of LEAD for you?  Add and share - would love to compile as many as possible!