Yes, It Is Just As Important To Celebrate Success As It Is To Hold People Accountable

I strongly believe in accountability.

But who doesn't love a great party!?!

It seems the work place is either continually focused on what needs fixed or continually focused on what everyone is doing great.  As is the case with all things, balance is a good thing.  

If you want to reinforce what people are doing right - celebrate successes!


This doesn't mean put a cake in the break room and send an email out telling everyone to help themselves.  That is NOT a celebration.  That's junk food in the break room.  And oh, by the way, that sugar high will last a max of an hour so anticipate people searching for more sugar soon.  


To celebrate, you have to make an effort.  Of course, that effort will depend on the magnitude of the celebration.  Don't worry, I'm not suggesting you should "celebrate" every time someone comes to work on time.  However, I do think we all need to spend a little more time acknowledging our "wins" and a little less time criticizing (either outwardly or inwardly).  


Bottom line - you get more of what you focus on.  Celebrate the successes and watch people work harder to attain more success.  There is just something about feeling appreciated and valuable.  Celebrating is one way we can demonstrate our heartfelt appreciation.  


Need some other creative ways to recognize employees?  Try this book. I've used it for years and love, love, love it!

It's True, Some Employees Just Don't Want to Hear Your Feedback

Some leaders put a lot of pressure on themselves to be able to "coach" all employees to success.  The reality is all employees are not receptive to coaching and/or feedback.  Like the old saying goes, you can lead a horse to water but you can't make him (or her) drink.  Or how about, it takes two to tango (not sure that one applies but oh well).  


Unless you are running some underground child labor camp (and I hope you get caught if you are), I'm going to assume you are dealing with an adult.  Then again, why would you be reading a leadership blog if you were leading an underground child labor camp?  Anyway, if you have read any of my other blog posts you know I'm a firm believer in providing timely and direct feedback.  That being said, there are some employees that aren't ready to hear the feedback provided (and sadly they may never be ready).  They either believe you don't know what you are talking about, don't want to admit their own deficiencies, and/or can't hear what you are saying in the spirit in which it is intended (kinda like when the student is ready the teacher will appear).  

But how will you know this is the case?  Well, first of all make sure you are clearly communicating.  Ask them to verbalize their interpretation of the feedback provided.  Next, see if their behavior changes.  This won't be as easy as it should be because they are likely to modify their behavior in your presence.  You'll need to do some digging and follow up with others on this one - customers, people attending the same meetings, your peers, etc.


If the change occurs - good for you, maybe you have successfully coached another employee and can go home feeling good about yourself.  If not and if the negative behavior is affecting their ability (or the team's ability) to be successful, it's time to start the formal disciplinary process and visit your HR person.  Keep in mind, this is not for those behaviors that just irritate you (i.e. nose picking, talking too softly, etc.) or are career limiting (meaning they will never be promoted until they get it under control).  This is intended for those behaviors that are impacting their ability to be successful in their current role.  So, consider the option - as much as I want to believe everyone can be successful.  They have to want to be successful in the first place.  

So, Who Is Really Leading Your Team?

Here's the deal - Somebody is leading your team.  It's human nature really.  In any group, even kids on a playground, a leader emerges.  It may be the bully or it may be the "smart kid" or it may be the "athlete" but a leader generally emerges.  It may be the designated leader or it may be someone else entirely.  And it could even be a collaborative effort.  


Let's fast forward from the playground to your office.  If you aren't leading, someone else is.  Again, it may be the bully, it may be the Union plant chair, it may be the most negative person in your group, it may be the most "entitled" person in your group, or hey, it might be you.  


It would be a good idea to find out who is really the leader.  I mean, who is the person who doesn't necessarily have the title but everyone listens to.  And if it's not you, are you okay with the person that is leading the team (maybe they are a potential successor and/or a very positive influence)?  If not, it's time for you to get some help.  Talk to your HR person, do some research (this blog is a good place to start), and ask some questions.  Just remember, someone is leading your team.  If you choose not to, someone else will step up to the task.  

What Do Employees Really Want?

"I give you a paycheck.  What more do you want?"

Well, that's one way to approach leadership and employee morale, albeit maybe not the best.  And it might even work for those employees that no other employers want or who don't have the confidence to look elsewhere.  But if we are talking about the employees you don't want to lose, how about we try a few different alternatives?


The answer to the question in the heading is "it depends."  Unfortunately, there is not a one size fits all approach to keeping good employees.  That's where you need to pay attention and ask a few questions.  All people are different.  Assuming their basic monetary needs are being met, the rest of what drives them and/or keeps them depends on what stage in life they currently are in and what motivates them (i.e. family time, play time, more in their 401K, learning opportunities, or a bigger title).  Believe me when I say "more money is not the be all, end all to keeping employees."


Alternative #1
Show people on a daily basis that they are valued, respected, and heard.  


"How do I do this?" you ask.


Tell them you appreciate how hard they worked on their project.  Put your cell phone down when they call and make eye contact with them.  Don't interrupt them when they speak to you.  Tell them they are an important part of the team. Think about how it would feel if you were valued, respected, and heard and demonstrate those behaviors.  


Alternative #2
Ask them what inspires and motivates them and then do everything in your power to provide opportunities for them.


Alternative #3
Treat them like grown ups with a brain.  


There is nothing more demoralizing than to have a college education and then be told to sort pencils for the day.   This is not motivating.  It's a waste of your company's money, the employee's talent, and what's the point really?


Well, that's a start.  Really, don't all people just want to be appreciated?

Have We Forgotten Common Courtesy in the Workplace?

I'm amazed recently at a few organizations in which I have consulted in which common courtesy seems to have been thrown out the window.  I was in a meeting with a leader that was interrupted not once, not twice, but three times in less than 30 minutes.  

The first person apologized at least five times for interrupting yet continued to ask their questions of the person I was meeting with.  Was it a fire?  No.  Was it an urgent question with a deadline of less than an hour?  No.  Was this leader typically inaccessible and hard to catch?  No.  Although the first person that interrupted was apologetic their actions spoke volumes.  They obviously felt like their issue was more important than my scheduled meeting.  They also must have thought their time was more valuable than mine (only child maybe?).  And they evidently were not taught good manners growing up.  

I have to give the second person credit - they saw someone in the room and turned around and walked out.  

The third person didn't even pretend to be apologetic and just barged in and asked their questions.  Again, it wasn't urgent, the building was not on fire, and it could have easily waited for 30 minutes (maybe even 30 days).  

What has happened to professionalism and common courtesy?  Do we not think it applies at work?  Do you do this to your employees?  Come on people - respect, courtesy, and manners don't stop at the parking lot.  Let's not get so busy we think we don't have time to be humane.  

Culture Matters

I was talking to a friend of mine recently who has by all outside standards, a good job.  It pays well for the work performed, excellent benefit package, nice people, and although like most leadership jobs, it can drive a person crazy at times, overall, there really isn't much to complain about.  However, this person, who is an excellent employee, does not have any desire to stay with this employer.  No, this isn't your run of the mill Boomer or Gen Xer that is never satisfied with what they have.  This is a loyal employee, a person looking for their "forever home" so to speak.  I was intrigued so I asked more.


I asked "Hmmmm, why would you leave?"


"The culture.  The atmosphere.  The priorities of the leadership team. The priorities of the company."


Right,wrong, or indifferent, the leadership team of this organization demonstrated behaviors that were competitive, politically driven (instead of doing the right thing doing what was politically acceptable), and archaic (1950's approach).  This was the culture of the company.  It was the brand.  It's unfortunate this company will lose a very valuable employee because the good employees are confident enough to go someplace where they will be valued and respected.  

What culture are you driving in your department and organization? 

Is it a culture that cares about it's people and wants to see them happy and enjoying their work?  Or is it a culture of fear, politics, and cut-throat behaviors because the only way to get ahead is by tearing others down? 


If you want the best employees, your culture has to represent an environment where those employees can thrive.  


Culture does matter.  

Taking Small Steps to Become More Adaptable to Change

Change is not the exception anymore, it is a fact of life - especially given our economy and business environment.  That being said, change is still as scary as it ever was.  Some people are more adaptable to change than others but most people seem to like routines.  In this post I'm including a few simple steps you can take to help yourself and your team members become more adaptable to change in the workplace.


1.  Change normal routines such as the time of your staff meeting, what time you come in the office, when you respond to emails and voicemails, taking the stairs instead of the elevators.  Some people have such defined routines they know exactly what they are having for lunch each day.  
2.  Have a team contest and have each person volunteer what they did different in the past week during the staff meeting.  Have a prize for whoever is voted the "Greatest Change Initiator."
3.  Take a different route to work - use different streets.
4.  Park in a different location.  
5.  Celebrate team successes in adapting to change.
6.  Openly discuss how change feels and why we resist it. 
7.  Find some great change quotes and post them within your work area.  Better yet, encourage your team to find some good quotes and put them up to help inspire the team.  
8.  Have a frank discussion regarding what things could change in your department to make you even better.  This will get people thinking of the positive influence of change.  
9.  Discuss times in history where a change effort made a significant positive influence on our history.  
10.  I love the quote by Gandi - "Be the Change You want to see in the World." It starts with you, the leader.  Be the change you want to see in your team.  Get that accomplished and then you can take on the world : ).


Mari

Leadership is a Journey

Although this blog and many others like it are full of information regarding how to be a better leader, the reality is, leadership is a journey.  Like life, your leadership experience will be your journey, uniquely yours and it will not mirror anyone else.  You can read tips and tools that may help you along your journey (much like a map) but this is your journey, your experience, and it's your responsibility to learn and grow, and experience your unique journey.  

This may sound cliche but in a way it gives you a bit of freedom to explore and experience in the way that works best for you.  

If you are a new leader, you are just beginning your journey.  If you have managed the same 10 people for the past 15 years, you are in a different place than the person with 15 years experience that has dealt with acquisitions, buy outs, turnover, and complicated employee issues.  Regardless of where you are on the journey, there is opportunity to learn, grow, and be a better leader.  To a certain extent you get to pick the side roads and how fast your car goes on your journey.  You probably don't get to pick the random animals that run across the street (i.e. obstacles) and car trouble you may endure.  

Each day, as you arise, remember, this is your leadership journey, and journey unique to your life and experiences.  And do your best to enjoy the journey.  

Inspirational Quotes on Change

When it comes to dealing with change, it is really more the rule these days than the exception.  Yet, people still struggle with change.  We are human after all - we like to know what to expect.  Change shakes things up and consequently often shakes us up in the process.  Here are a few quotes I like that might help you through your own personal and professional changes.  

Change is the law of life. And those who look only to the past or present are certain to miss the future.

John F. Kennedy

This explains change in the workplace: 
“All great changes are preceded by chaos.” -Deepak Chopra

If you don't like something, change it. If you can't change it, change your attitude.

Maya Angelou

Your life does not get better by chance, it gets better by change.” –Jim Rohn

We can change our lives. We can do, have, and be exactly what we wish.

Tony Robbins

And my personal favorite . . . .

You must be the change you wish to see in the world.

Mahatma Gandhi

Some Important Thoughts on the Importance of Communication

Bad human communication leaves us less room to grow.

- Rowan D. Williams

“Don't use words too big for the subject. Don't say infinitely when you mean very; otherwise you'll have no word left when you want to talk about something really infinite.” 
― C.S. Lewis

“Constantly talking isn't necessarily communicating.” 

― Charlie Kaufman

“Stephen Covey, in his book The 8th Habit, decribes a poll of 23,000 employees drawn from a number of companies and industries. He reports the poll's findings: 


* Only 37 percent said they have a clear understanding of what their organization is trying to achieve and why 
* Only one in five was enthusiastic about their team's and their organization's goals
* Only one in five said they had a clear "line of sight" between their tasks and their team's and organization's goals 
* Only 15 percent felt that their organization fully enables them to execute key goals 
* Only 20 percent fully trusted the organization they work for 


Then, Covey superimposes a very human metaphor over the statistics. He says, "If, say, a soccer team had these same scores, only 4 of the 11 players on the field would know which goal is theirs. Only 2 of the 11 would care. Only 2 of the 11 would know what position they play and know exactly what they are supposed to do. And all but 2 players would, in some way, be competing against their own team members rather than the opponent.” 
― Chip Heath, Made to Stick: Why Some Ideas Survive and Others Die

Some Quotes For You Leaders

Today is Good Friday, a holiday weekend, and the last weekend I get to spend with my daughter before she moves to Hawaii.  I know given the circumstances, my readers will give me grace for any lack of creativity and brevity that may occur over the next week.  Today, I give you all inspirational quotes that are as much for me as for each of you.


Perseverance is not a long race; it is many short races one after another." - Walter Elliott


He who gains a victory over other men is strong; but he who gains a victory over himself is all powerful. - Lao Tzu


It's not that I'm so smart, it's just that I stay with problems longer. - Albert Einstein

Have a wonderful Easter weekend with your families!

Mari

Is Your Idea of Motivation a Strong "Drop & Give Me 20!?"

I have to admit I have a tendency to see the best in others.  I like to believe that everyone is doing the best they can with what they know and believe.  That being said, "I've heard some very strange arguments regarding how to motivate employees."  Beyond the heading of "Drop and Give Me 20," here are just a few:

• "Why should I have to motivate them.  Nobody has to motivate me."
• "I'll show them motivation.  Does "Your fired" motivate you enough?"
• "I told them how much I appreciated them during their performance review.  How many times do I have to tell them anyway?"
• "Money is the only way to motivate my people and since my company won't let me give them more money, my hands are tied."
• "Motivate the team?  Are you kidding?  I'm too busy for that."
• "I don't have a budget for that.  Not happening."

If you gave me one of these responses and I were your HR person, it would take all my self control to not look at you quizzically and ask how you made it to a leadership role.  Being the professional I am however, and wanting to see the best in people I would come to the conclusion that you didn't know these were lame excuses.


Let me give you a bit of a news flash.  Here are a few things that are NOT motivating.

• Trying to control people who are grown ups (paying their own bills, making their own decisions). Unless you work for the US Military, this is not the way we generally treat free Americans.
• Micro-managing those that don't deserve it (it's okay to micro-manage low performers for a defined amount of time.
• Threats
• Belittling and Condescending tones (i.e. acting like you know it all).
• An unhappy and boring workplace.
• A workplace filled with gossip and political games.
• Telling your employees "good job" once a year.
• A boss that is too busy or uninterested in his/her employees to know or care about them.  
• Working for someone who obviously doesn't like their job or employer.
• Throwing money at all the aforementioned problems.

Motivating your team is not about time or money.  There are so many ways to motivate people. A kind word.  A project they are inspired by.  Having the opportunity to work with someone they respect.  Flexible schedules.  Showing that you care.  Asking about the family.  Creating a development plan.  Telling them the vision you have for them.  Tapping into a hidden talent.  Telecommuting.  Noticing when they seem to be having a bad day.  Encouragement.  Confidence in their success.  None of these cost money.  

And the bottom line . . . . if you are a leader, it's your responsibility.  

Work Doesn't Have to Be So Serious - Have You Laughed Today?

Yes, I know business is serious business (hah, get it?).  You have metrics to make, quotas to hit, competitors gobbling up your profit share, and the economy is wreaking havoc on all of it.  I know it's serious.  And I know your job is tough, stressful, and demanding.  But if you can't laugh during the day at something I have to ask, "What's the point in working so hard if you can't find time to enjoy yourself just a little bit?"  If you can't find any joy in what you do each day, why on earth would you continue to do it.  

I ask this question for two reasons.  The first is for you but then I have to also wonder if you are a "fun hater" at work.  Are your employees afraid to laugh when you are in the office?  Do you think if they are laughing then they can't possibly be working?  Seriously, are you a "fun hater?"  


Just because it's "work" doesn't have to mean you can't have fun.  Don't get me wrong, I'm not advocating everyone put a clown suit or become stand up comedians at work (although that might be interesting).  I love it when both of my children are in the house visiting.  I love it because there is so much joy and laughter.  I can't wait to get home and not only because I want to see my kids but because being around that much happiness makes me happy.  


What if we could feel that way at work?  What if there was so much joy and laughter that it didn't even feel like work.  I have worked in intensive care units where doctors and nurses knew how to laugh in spite of the seriousness that revolved around them.  If people that care for the sick and dying know how to have fun at work, I can guess a lot of you don't have very good excuses for why you can't loosen up a little.  Did you know  laughter is a great stress reliever and has also been shown to heal.  Here is a great article regarding the amazing power of laughter.


http://www.nutritionresearchcenter.org/healthnews/can-laughing-your-ass-off-heal-you/


If laughter has the same physiological effect as exercise, it means we will thing more clearly, problem solve more effectively, have sharper mental clarity, and be more productive.  Hmmm, I'm thinking more laughter in he work place might be a good thing.  


Have you laughed today?

What Leading with Integrity Looks Like

There is a leader on my mind today that I respect greatly because their integrity never waivers.  One would think this would be the case with all leaders and unfortunately that isn't the case.  I could write three pages on integrity that you may or may not find interesting but let me just tell you what this person does and doesn't do (i.e. specific behaviors demonstrated) that make them a person of integrity.

• Not only would they not be involved in gossiping, they wouldn't allow others to do it in front of them.  
• Trustworthy without a doubt.  You could trust them with your life.
• Loyal to the employees as well as the company.
• Love their family immensely and it shows.
• Strive to do the right thing each and every moment of each and every day. 
• Says "I'm sorry" when they make a mistake, misunderstand a situation, or inadvertently cause hardship or pain on another.
• Has empathy for others.
• When they stand up in front of the team and make a commitment you can trust they are telling the truth. 
• Goal is to remove the barriers so the team can be successful.
• Consistently seeks to do the very best job they can do on a daily basis.
• Consistently strives to be the very best human being they can be on a daily basis.
• Gives freely - their time, their energy, their ideas, and their best effort. 
• Knows what they believe in and others know as well.
• Do not tolerate from the team members acts counter to working with integrity.  
• Wake up each day with a heart for doing the right thing - what is the best option for all parties involved.  Everyone may not agree with the decisions but they never doubt their motives.  

Is this how others would describe you?

How Do I Deal With My Negative Employee?

Negativity is a bit like a cancer.  It chips away and destroys not only the negative person but everyone around them.  Your negative employee is likely also the naysayer and resistor to change.  They might even like to say they aren't negative, just "realistic." So, how do you deal with this "cancer" in your team.

I guess the prescription would be dependent upon the impact this employee has on the team.  If they are a creative genius that sits in a cubicle with very little interaction with others, then I'd suggest coaching them and helping them to understand how career limiting their negativity can be.

If they are in a high profile position or a position that requires interaction with customers and/or other team members - that's a different story.  Of course, you want to start with coaching.  It always starts with a conversation and this is no different.  They may not understand the impact of their negativity on the team.  They may not understand the impact of their negativity on their future career potential.  They may not even realize that being "realistic" is perceived as negative.

I always say start with a simple conversation and then progress to documentation.  Give them a set period of time to improve.  Provide specific examples of demonstrating negativity.  When you see a demonstration of negativity don't wait and tell them about it two weeks later, find a way to point it out right away.  Of course, you don't want to point them out in front of other people but at the first opportunity when you can get them alone, tell them exactly what they did and why that would be considered as negative.  Ask them to come up with a "do over" and what could they have said in the particular situation that would be more positive.

Negativity is no different than any other performance issue.  If the behavior is inappropriate and impacting the team, it needs to be dealt with in the same way that you would handle absenteeism or insubordination - communication, documentation, and consequences.

Do You Truly Believe You Can Succeed?

I've had a difficult time focusing on writing my blog this weekend as I've been consumed by the National Championships Basketball game.  Living in Lawrence, KS and being a fan of KU, it has been a somewhat dramatic weekend.  So, today's blog post stems from interviews I've watched of the team members and coach and how we can apply their lessons in the business world.  


Nobody is more shocked that KU is playing in the National Championships than the KU fans.  All year they have been doubted by the media and this has been labeled as a "rebuilding year."  There were no expectations they would make it this far.  What's the secret?  Of course, they are a great team and have a great coach, there is no denying that.  When I analyze interviews however, I see two other qualities that differentiate them and could have a great deal to do with their success.  


They believe they are good.  It may sound arrogant but it doesn't come across that way.  They don't act like they are better than everyone else but they believe they are capable of winning.  There is a big difference between being arrogant and being confident.  They believe they can make the shots.  Over and over again you hear them say "we have confidence . . . " They take responsibility for their mistakes quickly and easily AND (critical component coming up) they learn from them and adjust accordingly.  


The other key component I see from the KU team is complete respect and confidence in their coach (i.e. leader).  They trust him, they protect him, and they have no problem making comments such as "That's all on Coach Self, he's brilliant . . . (Tyshawn Taylor)."


As a leader, here are some thoughts to consider:
1. Are your team members playing as a team?  Are they looking out for each other and focused on a common team goal or is every man out for himself?
2.  Do they trust you?  If not, why?  Have you demonstrated your ability to help them succeed?
3.  Does your team believe they can win?  And what are you doing to instill that confidence in them?