Want, Can or Will?

Which one is it? Or is it all three?


Putting energy to anything is a choice for your physical self, just like attitude is a choice for your state of mind. Put them both together and you will be surprised at what you get!

Look inside yourself to find out which way you respond to most questions or concerns.

Is it the want state of mind? The statements or thoughts that say to you, it's all about me? I can do it because it will make an impact on my life, a difference to me? Want is the ability to do something, that you will feel complete or reach a success point if it is done.

Can focuses on ability. You are able to do something. It does not necessarily mean you want to (have a desire to) do it, or that you will be active in accomplishing that task, but you are able, capable.

Will really is action, a verb. Taking control and making a statement that you intend to jump into action and get to it.

In order to become a leader, an empowering and innovative leader, you need to be in all three states to get to the end result. You need the desire, the capability and the effort to turn words into action. As a leader you can see that this could be within yourself, or within your team, or any combination of the team and yourself.

Smart leaders surround themselves with people, who possess the want, can and will philosophy. That way, different levels of each state will create a whole effort that can capitalize on execution and reach higher than expected potential.

So which one is it? Want, can or will? Or is it all three?
 
Think about this next time you tackle a project, a conflict or a task. You will see where you need to grow or change to make it all work out to the results you want.

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 Micro-Micro Manager

Hi! Nice to meet you. I am your boss. I want to know your schedule for every second of every day. In fact, you will grant me administrative access to your Outlook so that I can see your schedule whenever I want. I can then call and check up on you, verify if you actually show up, just keep tabs on you.

Also, just a warning, I will freak out if you change what you are working on for the day and don't record it. I won't be there to see it, and it won't impact me in the slightest, I just need to be the one in control and you need to cater to my every whim! I am the BOSS!

Oh, and by the way, that will also give me access to your emails. I'll read them too, especially if there is anything interesting from your spouse (like what to pick up for dinner or your weekend plans, hey, maybe I can join you or plan a meeting that will ruin it!) or team-mate banter (to make sure I am not the brunt of jokes or general discussion - no fun allowed. I do not have a sense of humor that anyone but me would understand!). At least then I can be in the loop and know everything about you!

Have a nice first day at work.

Truly,

Your Boss

Have you had this message or scenario played out in your world? What would you do?

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.

A BIG NOT To Do

 
The leader should not publicly complain (via email to the whole team or in a group meeting) that they could not reach team member because they were in church on at Sunday at 9:30 am! Talk about expecting 24/7 availability.

What to do about it? Talk to the leader in person and explain that this is your time for yourself and request that they do not seek you out at this time.

This is a situation where you would hope that if the leader has a coach, they would step in and assist with the tactics the leader is currently using to get results.

Decompression at it's Finest

How to Decompress?

No matter who you lead, what business you are in or what you do everyday....you need a chance to decompress.  That can be a simple as a glass of wine and a good book or up to a vacation where you sit on the beach for a few days and do nothing.

It is amazing the break you brain needs to take.  When you come back refreshed and raring to go....things seem to fall into place faster, clients pick up the phone more often and we simply seem to have a more positive approach to everything going on around us.

Do you take time to ensure that you have this 'decompression'?  Do you observe the need for decompression for those on your team?

What are the signals you look for that tell you a break may be required - a break from the project or maybe even a break from you?

Here is a quick story:  having taken a vacation a few weeks ago with a few friends, we came up with some great new business ideas that are both innovative, easy to implement and at the root of our passions.  By taking time away from the day to day, we were able to find a great way to work together.

Think about it.....how can you help foster decompression.....and in the end innovation.

Why Bother Blogging?

I spend time working with clients on developing their brand (and reputation) online.  I focus here because it is a great place to discuss their leadership, their values and their mission + those of their company. 

Alignment is critical.  Especially when you want to tell your story.  Alignment and Authenticity - the two 'A's' of credibility - walking your talk.

Blogging is a great way to tell your story and the story of others.  Some people blog for fun, others for business, some to be creative - have an outlet, and others blog to vent, show another side of themselves.  There are so many reasons and so many platforms.  I try to encourage my clients to blog - it builds traffic, creates a space for your words and deeds, gives you an opportunity to engage and interact, gives a more detailed place to provide insight...and it can be posted to other social engagement platforms - LinkedIn, Twitter, Facebook and more. 

I was reading stats in Sandy Carter's book 'Get Bold' and it said that in the next 5 years more than 20% of CEO's will blog.  This is an incredibly important stat with great ramifications - leaders blog.  Leaders engage. Leaders tell stories.  Leaders need to stay current with technology and up to date with the people they hire.  As the Millenials come into the workforce, and those beyond them, leaders will need to talk their language and speak in their forums...not the other way around.

Want to learn more about blogging?  Let me know.  Let me teach you my lessons that I learned along the way so that you don't have to make my mistakes!

What is Potential?

Pretty Woman is one of my favourite movies.  I know, not very 'leadership-like', but I love a Cinderella/My Fair Lady story complete with knight in shining armour (and not bad looking either)  I like the story because it is about finding your way -- not the way most of us choose, but you know, stuff happens.

There is a line that Kit says that seems to stick with me "Carlos says you have a lot of potential" - it's the word potential that really hits me.

And when we apply this to our lives at work and our leadership, we too, have a lot of potential.  What we do with it is the key.  Polish it up, stretch it to new ground, learn new skills, listen more, enable more...it's all about how we develop ourselves, but more importantly about how we develop those around us.  There is a lot of potential out there.  As leaders, we can harness it and make change happen for the better.

Gains vs. Losses

So which one is it and how do you react when it happens? Year-end for businesses can happen any time of the year. How do you keep your team in the loop about progress towards goals – sales, profits, bonus thresholds? It is important to ensure that everyone knows where they stand in relation to the organization’s goals so that there are no surprises.


Here are a few tips to avoid surprises:

a. If you have a convoluted formula for figuring out the bonus thresholds, make sure new hires are well-versed (or at least taught) the calculation.

b. Host quarterly, if not monthly, meetings to review the numbers with all stakeholders, and provide the benchmarks so that everyone can see what needs to be made up or if they are ahead.

c. Keep projections realistic.

It’s the surprise that hurts. To avoid losses in the people column, take time with the information that triggers on the dollars & cents of the job.

Be an Effective Solo Business Leader

Business owners who fly solo need to understand their level of effectiveness. Each business would measure this differently so here is a quick list to determine two things-effective true or false and how effective:


1. Reflect upon experiences to become more discerning in selecting clients, projects and goals.

2. Understand what to let go of and what to pursue based on the goals of the business.

3. Create a like to do/don't like to do list and compare it against how each item affects attitude, motivation, ability to complete work, reach goals

4. Take time to reflect and consider what is working and why. Is there a pattern that links the 'working' together?

5. When I tackle the items that are in the pending file, what is the outcome in attitude and and performance?

6. Determine what projects build confidence.

7. Determine if ' the main thing is the main thing'.

8. Understand if where time is invested is paying back in revenue or leads.

Looking at every item on the list is really focusing on what is a nice to do versus a need to do. When nice to do produces cash, the need to do becomes easier. At the beginning, many entrepreneurs focus on the nice to do instead of the need to do to be effective and then move toward operating a nice to do business all the time.

Would You Work for You?

Entrepreneurs can get so focused on working on business projects that they forget to get out and about to acquire new business or investigate emerging markets, work on developing new projects. The 'need to' thoughts start to pop up.


" I need to market like I used to", "I need to do my financials regularly", " I need to know where my business is growing", and the biggest one of all " I need to understand if I still want to do this".

Take a moment to turn the 'need to' thoughts into specific opportunities as if the business had an army of employees. If those same questions were asked by the leadership of the company what would happen? The one question that would come back is 'why aren't you doing that?'. Would you work for a leader who asked these questions?

To be considered even further is the ' I still want to do this' thought. A leader needs to be fully vested or have the courage to completely change direction, if that is truly what it takes. An employee considers the following when working for a company...how happy they are, the income they make, if they are passionate about the business, if there is a challenge within the business? Take the same measurements as an entrepreneur to determine if the ' still want to do this' opportunity still exists.

Determining if you still want to work for you is the key to success for your business.

What Spiderman Says

Movies give us fantastic lines.

A movie can hold great meaning just for the parallels the plot can draw to our lives...even if the characters don't quite match who we are, the story will resonate.

A line that I think about over and over again is from Spiderman:

 "With great power comes great responsibility". 

 How true it is. How true it feels. Power is tied to responsibility ....think of a leader of a country, a corporation, a church. In the hands of that leader, with great power, is the responsibility of the those they lead....their country, their business or their community.

How do you work with power and responsibility?

Do you have movie lines that inspire your leadership?  Share them here!

The Y's of Leadership

Yearn - wants more for themselves and others

Yesterday - looks back and applies learning forward


You- a huge priority for every leader

Yet-not settling down

Yes-said to encourage and develop

Yours-ready to go to battle for you

The Q's of Leadership

You know, there are actually more Q works than N words!



Quick- moves with speed, decisions, actions


Quiet-makes time for peace, reflection

Question-asks them all the time, answers even more

Quality-provides top-notch products, responses

Qualified-has put in time to gain the necessary experience to be a good leader

The O's of Leadership

Optimistic-finds the positive side of situations

Opportunity-looks for a way through in every situation


Over and over --what gets repeated gets remembered, leader do over, go over whatever it takes to get the job done
Original-unique experiences, one of a kind

Open- listens to others, shares stories about themselves

Objectives-focused on results

Objective-can see many sides to an issue

Observe-pays attention, can sit in the background and watch, understand

Outgoing-ready to participate, build relationships

Own- takes it, wants it

The C's of Leadership

Constant - applies a particular amount of energy to everything
Consistent- the same, always
Character- what they are made of, their values
Competitive- with themselves , with others, in the business, with the team
Compassionate-cares for others
Care, including careful- thinks with the heart, thinks things through
Challenge-takes on, gives, meets, exceeds
Contemplative- thinks things through
Coach-guides others to find the best within themselves
Calm-still, thinking, contemplative
Capable -able, ready to go
Celebrate-looks for ways to show gratitude, underscore successes, be together
Charity- works for others who need them
Change-an agent, ready to switch, move, try new things
Committed-wants the organization and the team to succeed
Connected-linked to others, to the business
Credibility-acts with integrity, upholds reputation
Create- artistically works with others
Cultivate- builds, grows, harvests
Culture-values that keep the keel even on the water, basis for decisions
Caped crusader - sometimes they are just a superhero!

The Life Lessons of Leadership

My seventeen year old started a part time job in a factory. He was amazed at the ages of those who worked with him. This was a line operation, so whatever one person did, it would impact the rest of the team.


My son came home and explained that he was told to slow down, he was going too fast. He was making the others work too fast, they would get too much done and have to do more on the next shift.

My son was disappointed. He said he never wanted to work in an environment like that when he grew up. He said he was a leader and leaders don’t work slowly, they get the job done and move onto something else. He wanted to be in a motivating, productive and innovative environment.

I challenged him on that thought. If he was the leader of the line, or the plant for that matter, what could he do as a leader to change things? My son thought for a minute and came up with the following:

He would challenge the team to finish in a specific time frame and provide rewards like still get paid for eight hours if they finished in seven. Or accident and mistake free bonuses. This way he could create healthy competition and improve efficiency and productivity at the same time.

I was impressed. Even though his seventeen year old brain said OK to what the team wanted, he was able to step outside and look for alternatives. His next life and leadership lesson will be attempting the change the line...will he try? Or will he be respectful of the team and simply drop hints and examples?

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.