It's That Time of Year

Both of my sons are graduating this year.  One onto post secondary education & one to grad school!  I cannot believe how fast the time has flown by.  And to tell you the truth, I have been emotional about all this change....and thanks to a Facebook post last week I realized why.

It's not that the boys are leaving (they well might do that), it's that they have been successful in completing this step in their lives and are ready to move onto that next big step.  Scary for them (though they will not admit that!) and scary for me too!  

• Did we do everything we could to prepare them for what comes next?  (as much as we could without a crystal ball) 
• Are we ready to let them go? (not really & yes! at the same time)
• Where do we fit now? (still as their support, confidantes, sounding-boards, shoulders to cry on....etc)

It took me a few days & a few long walks to figure this out.  And then I started to think about how this same scenario plays itself over and over again in life - in my client's businesses and in our communities.

These are called Necessary Endings or as Dr. Henry Cloud talks about "pruning to grow".  I tend to think about this as the endings/beginnings loop.

Some endings/beginnings in our lives and our businesses are necessary so that we can all grow; all be better; all have the chance to step up.  It does not mean that what we have done to this point is pointless...it means we have done what we could to make others successful and by moving into new stages or roles gives the opportunity to shed some of the trappings of the past, and look to develop new skills, features and take on new challenges.

In the case of the boys - they are not really at an ending, but at a new beginning - contemplating courses of action, next steps for the next few years and more.  We can choose to see this time of life in either lens.

In the case of organizations - succession planning and growing talent, that sometimes stays within, or sometimes leaves can be seen through the same two lenses - an ending or a new beginning.

Our role as leaders is to help everyone involved cope with the changes that will come from these endings/beginnings....including those that are doing the actual moving.  Here are 3 clear ways to help the team deal with this:

1. be as transparent as possible - in the world of privacy & confidentiality policies, this may seem difficult so by being clear about the steps that will take place and how people will be affected, you can still provide a level of transparency that helps everyone stay engaged
2. be available - people will have questions that don't come to them right away - allowing time for contemplation, reflection and listening will help everyone deal with the new situation
3. be ready to observe - sometimes what we plan on doesn't work out the way we want it to.  Be ready to observe what is happening in the business/organization that is causing concerns or that can be an indicator of success & then, share it  - transparently.

Reflect on your endings/beginnings from the past 6 months....where will you head in the next 6 months?

Taking a Hit

Somedays you are blindsided by life - leaders, team members....everyone! 

What to do?

Suck in your abs and take it? You may tear up a little, get the breath knocked out of you, but if you try to be calm, try to be positive, stand up...brush yourself off and get back going wherever life was leading.

An effective leader can help the team take the hit too.  Leaders shoulder the brunt, the fall out will trickle down...usually.  Leaders need to learn to communicate the hits with facts, action steps and honesty.

How can leaders tell if a team member has taken a hit?  Do you look for body language, change in work performance, difference in social interactions in the group?  Take steps now to learn about your team so that when they take a hit, you can be there to help them regroup.

How Leaders Cope

Looking at life there are many opportunities to dwell in misfortune, misunderstanding and pain. Usually at the centre of all of this strife is the fact that we feel we cannot cope with what is taking place around it.

Leaders can get to this point at anytime - number crunches, people issues, client retention, operational controls...there are a lot of balls to juggle.  It is easy to say 'just breathe' but it can still feel overwhelming. 

Leaders who focus on good planning, solid obstacle anticipation and great delegating find they are not feeling the same disorganized stress.  At the same time, life happens - kids get sick, parents need someone to attend appointments with them, there is a flood in your basement and on and on.   Life is not slow, it is fast.  Life can also be very complex. 


Well, here goes. Take Control. (I don't usually get too spiritual but I truly believe that you are never given more than you can handle by the universe or then powers driving it) At the very least this gives us the ability to cope, and here is how:


1-believe in yourself, you can get through it

2-care about yourself, make decisions that align with your values

3-have courage. Risks are not easy; taking on new challenges, wading through tough times takes courage. Dig within yourself to find it. It is there.

4-realize your worthiness. You have been put on earth for a reason, you are worthy of the successes and celebrations that will cross your path. Celebrate! Be successful! Get through the hard times and move forward.

You can do it! Take control. Surprise the universe, and yourself!
 
Solid leaders ensure their team has a mechanism that can help them cope.  It can be a simple as an open door policy or more advance, like a resouce hotline that provides professional advice or care.  Helping your team cope can be a simple as asking how they are doing each day - by learning about them, understanding what pressures they have outside of work, you can be a sounding board, a release valve or a safe haven....a place for rest and focus.
 
What do you do to cope?  How do you help your team cope?

Life Lessons from Charles Schultz

The following is the philosophy of Charles Schulz, the creator of the 'Peanuts' comic strip.


You don't have to actually answer the questions. Just read straight through, and you'll get the point.

1. Name the five wealthiest people in the world.

2. Name the last five Heisman trophy winners.

3. Name the last five winners of the Miss America pageant.

4. Name ten people who have won the Nobel or Pulitzer Prize.

5. Name the last half dozen Academy Award winners for best actor and actress.

6. Name the last decade's worth of World Series winners.

How did you do?

The point is, none of us remember the headliners of yesterday. These are no second-rate achievers.

They are the best in their fields. But the applause dies..

Awards tarnish.

Achievements are forgotten.

Accolades and certificates are buried with their owners..

Here's another quiz. See how you do on this one:

1. List a few teachers who aided your journey through school.

2. Name three friends who have helped you through a difficult time.

3. Name five people who have taught you something worthwhile.

4. Think of a few people who have made you feel appreciated and special!!

5. Think of five people you enjoy spending time with.

Easier?

The Lesson:

The people who make a difference in your life are not the ones with the most credentials..

The most money...or the most awards.

They simply are the ones who care the most.

''Be Yourself. Everyone Else Is Taken!"

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.

Get Your Walking Shoes On

Leaders are always in motion. Whether physically or in their minds, movement is happening. As a leader, you need to get your walking shoes on and visit everyone who is on your team – and daily. Get to know them. Get to know what they like, what makes them happy. Find out what makes them crazy. Ask them about their ideas on how to improve the business. Discuss what customers are saying to them that can make the business better.


With walking shoes, a leader can really make a difference in the morale of their team, the productivity of the organization and even the creativity of their ideas. With walking shoes, the presence of the leader is know and felt – relationships and trust can grow in the path of those shoes.

Some Habits of Leadership

Getting into the groove of the New Year...a month has already passed us by.  What have you been doing to cement good habits of leadership?

Here are some to consider:

1. Leaders are always at the intersection, ready to change, even morph-ready, determined, passionate, agile.
2. Build relationships before you need them.
3. Take care of tomorrow where a follower or manager takes care of today
4. Is concerned with results not activity. Results make you think, activity is a to do list.
5. Measures success, recognizes results.
6. Plans
7. Has a vision and shares it
8. Communicates
9. Accepts responsibility
10. Moves on, forward

It takes courage to stand up and speak, it also takes courage to sit down and listen -Winston Churchill

Leadership Steps

Think of leadership as a staircase that leads to many different different floors.


On each step in the staircase, there are messages that can help create your leadership style. Each step takes you up and to a new opportunity -to climb higher, to stay on the landing and make a decision about which way to turn...go up or down or rest for a while.

Leaders set a vision what the next step looks like - making sure the ladder is going in the right direction (manager helps take people up the ladder).

Here are some steps to consider along your journey:

• Not just what you say, it's what you do...people see action, forget the words, remember the image
• Do the right thing even when no one is watching....your conscience is your guide Self last...leaders teach others, put yourself last in line to ensure that everyone crosses the finish line safely together
• Listen in proportion:  2 vs. 1...you have two ears and one mouth....use them in proportion
• Objective, non-judgmental....objectivity in decision making in necessary, eliminate passing judgement and creating a safe environment to learn and grow makes all the difference.
• Thank people...it's little, but it goes a long way.
• Subtle, intuitive...leadership can be quiet and purposeful, always from the heart, in your heart...and your mind, connected and authentic
• Very small things put together day after day that create consistency and build a culture.
• Build relationships... remembering an event, a concern, a name, an important date can make a huge difference in someones life...even though it may seem small to us.

What will your leadership be remembered for when you move on to the next step? What is the footprint you will be leaving on the step?

Surround Yourself

Picture yourself in the middle of this circle.  You are the leader of this new team.

You have empty chairs around you.
You get the opportunity to select your own team.
Who are you going to choose?

As a leader, who you surround yourself with makes a huge impact on product or service your clients will receive.  As a leader, you need to surround yourself with experts in each area of your responsibility.  Why?  Good Leaders know that they are not the expert at everything, and they need great people around them to lead...to help them accomplish the agenda set out before them...to create the best product or service for their clients...to know that they can count on the team to execute.

Now take a few minutes and do the exercise. Who would you want on your team?  Why do you want that particular individual there?  What will they bring to the table, that you need at the table?

Are You the One?

Would you like to listen to world class speaker discuss leadership and making changes in the world?

Every year the coaches over at Solution Linx Online Coaching host a leadership simulcast.  They are offering you the opportunity to participate, in person or by teleconference, in facilitated leadership discussions featuring audio/DVD from:

• Chip Heath
• Mark Sanborn
• Jim Collins
• Tony Dungy
• Steve Uzzell
• Connie Podesta

Click here for more information.  This is a great way to experience Leadercast in small chunks...the main Leadercast event will take place in May 2011.

The Z's of Leadership

And our last installment on the alphabet of leadership.  I hope that you use these words as references for reports, presentations or conversations.  Don't forget to comment and add yours!

Zest-for life, for leadership


Zigzag-agile, can move around the issues

Zealous-a fighter

Zip-vigorous, energetic

Zenith-like a light, a beacon

Zero in on-focused

The J's of Leadership

Gotta tell you that the J's were difficult....if you can add more I would really appreciate it!

Jubilant- happy, ready to celebrate success

Journey- knows that life's path can take you anywhere
Justice-fair
Journal- takes time to note important information, goals, successes, reflection



Getting Change In Motion

Easy Steps....

The change has 'come down' from command central. Your job is the make sure it gets implemented. What do you do ?

1..start the conversation with your group

2..explain the change or new process...you need to get buy in

3..get the group working in the new way.  You will need to encourage, follow up, answer questions and most importantly, work in the new way.  You need to model the change, be the example everyday so that your team will see how important the change is to you, their leader.

4...ask questions of the team to find out how it's going? What are the obstacles? How can you remove them?

5..provide the feedback to others. This will help your team be heard as well as provide new insights for the change-developers...possibly helping others eliminate obstacles along the way to implementing the same change.

6..celebrate successes. Build milestones into the change process so that the team can see progress along the way.

7..move on to the next one!

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?

Know Yourself

As creatures that think and walk and talk, we often think that we know ourselves.  Self-awareness is a key leadership competency.  Leaders though, know all about that - except do we take into consideration other aspects of ourselves, not just the 'work-leader' characteristics.

Ask yourself these questions:

1. Do I have a healthy body?  Exercise and eat properly?
2. Do I have a healthy mind?  Take time to focus on things other than work?
3. Do I have a peaceful soul?  Find time to meditate or relax and clear the mind?
4. Do I have healthy habits?  Enjoy time with family and friends, travel and explore?

Determine which area needs work and put a plan in place to help yourself move in a new direction.  You will find that you will have more energy, better focus and a clear mind.

Check out Wellness Coaching at Solution Linx Online Coaching to help get you started.

Leadership 2011

2010 Leadercast Event Logo

Is it already time to start thinking about next year?  Well, planning life in cycles, the kids are going back to school shortly so it's time to start planning what is coming up in the next 6 - 12 months.

One of my favourite events is called "Leadercast" - put on by Giant Impact out of Atlanta, Georgia.  The 2011 event will take place on May 6th - and it can be picked up by simulcast around the globe.  Last year there were over 65,000 participants due to technology and like-minded individuals finding a place to connect and grow as leaders - for themselves, their businesses and their communities.

Stay tuned here (read as 'subscribe to this blog or follow me on Twitter @linxcoach) to be kept up to date on who will be speaking and inspiring the world next May.

The theme for the new year will be 'Voices of Change'.

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!

Get More Out of Your Team

If you want to get more out of your team for any of these reasons:



• Because the number of people on your team has been reduced and yet you’re expected to produce the same or better results.
• Your team is not producing the results that are expected from you. You are concerned that your bosses and/or superiors or other stakeholders and peers are not going to be happy about that.

• Members of your team are undermining each other or worse undermining you, causing conflicts and frustrations for you and you’d like to turn your team in to a well oiled machine...

Then, I’d like to help you squeeze the most out of your team by offering you a special one-on-one "Modern Leadership Mastery Coaching Session".


During this session we will…


• Create a crystal clear vision for the results that you want your team to produce, for the way that you’d like your team to interact with each other and for the kind of people you would like to have on your team.

• Uncover hidden challenges that may be sabotaging your success with leadership and team building.

• You’ll leave the session renewed, reenergized and inspired to create a powerful results-driven team that gets things done so that you can be the office hero and still have a flourishing personal life.


Claim Your Free Coaching Session - send a comment below and answer the following questions:


1. How long have you been in this leadership position?

2. What are the biggest leadership challenges you're facing today?

3. On a scale of zero to 10 how important is it to you to get better results from your team?

4. What are your ultimate aspirations and goals as a leader?

Be sure to also include your name, phone number and email address when you reply so that someone from my office can get back to you and schedule your session within the next 24 to 48 hours.  The personal information you provide will not be posted on the blog - only comments about the blog will be posted!

Looking forward to helping you build the organization visualize everyday!

For more information on leadership coaching visit Solstice Group Coaching.

If You Only Read One Book this Summer....

Robin Sharma has written a number of books.  By far, this one, in my opinion is a must read.
As in all books written as parables or fables, there are places where you can see yourself, characters or characteristics you can relate to but usually not for the entire journey through the book. 

With The Leader Who Had No Title, I was inspired and could see my new self every step of the way.  I have never been to war or had to deal with depression and post-war mental syndromes - a tough and harrowing experience I am certain, but I was able to take the references and apply them to the struggles I have had in my life.  Quite simply, you need to take the journey that life has set out for you.  It is truly the decisions that you make that make the difference in the experiences you will take from the journey.

My favourite part is the tablets.  You will have to read the book to find out.  I have never cried reading a leadership book before....Enjoy!
                                                   

Change is Good, Donkey! Leadership Secrets from Shrek

“Change is good donkey” says Shrek to Donkey on their walk back to the Kingdom with the Princess Fiona, new to their group. Adding whole new dynamics to the Shrek team, the future, the behaviour, the consequences and the rewards. Now Shrek went from being a lonely, mean and terrifying ogre scaring everyone in the forest to having an overly energetic sidekick (that he didn’t want in the first place) to rescuing the Princess from the castle (that was protected by the dragon)and eventually marrying her. And poor Princess Fiona – she had to connect with the reality that she was an ogre by night and a Princess by day. Shrek made her realize that it was good to be who she really was, twenty-four hours a day, not only the Princess. There were many changes in processes and attitudes to accept along the way of a short lifespan in this movie. Shrek prepared himself before he could get Donkey on board with changes. How did they do it? How do you do it?



Change is a process. Changes come about because of a need. Change projects are ‘need-to-do’ not ‘nice-to-do’ projects and are developed with a clear vision of the future. Change processes develop because something is missing or there is something better out there for the organization, the customer, employees, the stakeholders or all of them combined. There will be a measurable difference in results. To develop the change project, analysis of gaps – ‘today vs. the future’ vision needs to be reviewed and understood so that each step in the change process will be effective, efficient and positively forward-moving.


Change can easily be thrust upon you. Are you ready for it? How do you prepare? How do you communicate change? How do you implement and maintain change?


1. Evaluate the Change


You will need to evaluate what type of change is coming your way. Is it a process change, people change, system change, personal change? Or is the change an accumulation of small steps that are progressive?


2. Understand the People Impact


You will need to understand who is involved in the change. Just you? Your entire team? What other stakeholders will be affected by the change? Your customers? Your vendors? Your employees? Your organization? Will the changes or the effects on the stakeholders be positive or negative? What role are the members of your team playing? Who will be happy with the change – embrace and fully execute all components of the project, even become and advocate? Who will be a ‘change-hostage’ – adverse and slow to change? Who will be a ‘change-vacationer’ – go with the flow and pick later how they feel about the change? Who will not last through the change? There may have to be significant changes to the members on the team for the change to last and be successful.


3. Anticipate Roadblocks


Roadblocks will come up in more than one fashion. You will need to run through many ‘what –if’ scenarios to prepare yourself in advance for roadblocks. When you are in the middle of the change process and encounter a roadblock, it will be difficult to properly think it through – you will get into a reactionary mode, so run through the scenarios in advance.


• People Roadblocks – how will you handle ‘change-hostages’? How will you handle the need to increase or decrease staffing? How will you help your customers through the changes?


• Process Roadblocks – how will you prepare for system breakdowns, process improvements that need tweaking for your specific team or area? How will you explain new pricing strategies? How will you react to lack of or overabundance of product?


• Day to Day Roadblocks – how will you handle double-digit increases in business and still happily exceed your customers expectations? How will you handle the lack of control over the flow of merchandise or sales until a new rhythm develops? What will you do to anticipate and avoid future issues?


4. Make a Personal Commitment to Become a Change Agent


Nothing else will matter unless you decide to become a Change Agent. You will need to have a long look in the mirror and assess your own leadership ability and your skills to work through this change. Are you mentally ready for this change? Is your attitude towards this change positive? Are you prepared to face the challenges that come with communicating and implementing change? Are you prepared to change how you do things personally to keep up with and exceed the expectations of the new vision for the future? You need to analyze your own gaps. It may be time to make serious decisions about your role in the organization – are you going to lead change, follow change or get out of the way? What worked in the past will not work in the future – habits, routines, communication methods, even your daily attitude will be tested. Can you handle the tests and anticipate the changes you will need to make for you to truly be a change agent?


You will need to lead your team through the change. Partial commitment will be useless. Use all of the resources available to you to get through the change – past experiences, experiences of others, projections, project plans, timelines, anything that can provide you with support and help you create a solid plan to communicate and implement the upcoming change.


If you always do what you always did, you will always get what you always got. When you are in a change process, you will need to encourage your team to work in new ways, build new habits, try new activities, develop new routines, and communicate with new members of the team that can provide insight and expertise. How you teach your team to do this lies squarely on the leader’s shoulders. Your attitude will always be reflected in the attitude your team shows to your customers, each other, your vendors, your stakeholders and your organization.


Shrek was very kind to Donkey expressing his belief in change. Change is good, be prepared personally to get the change started from within yourself. As the leader, you will take your team through the change, the roadblocks, the surprises and the rewards. By committing to becoming a Change Agent, you will ensure the successful implementation and empower your team to reach the vision of the future.