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Some Call This Leadership

Posted Leave a commentPosted in Do=Natural flow of action, Leading, Success, We=All Who Matter, What=Compelling Focus, Will=Our inner game
Reading time: 1

We can wait around for it. We can bemoan how the people in charge aren’t doing anything about it. We can fight to make everybody do it.

And it will remain undone.

Or we can maintain a focus on it and, without needing to know how, anticipate-know deep down that it will happen. We can get others help because they will see it as a win for them. We can do whatever makes most sense to do this moment and the next. And it, like anything whose time has come, will happen.

Some people call this leadership.

 

In your corner,

Mike

PS: We all can do this. No appointment or anointment necessary.

PPS: What are you struggling with most right now? Hmm. OK. See above.

 

Today’s photo credit: SimonQ錫濛譙 via photopin cc

judge

You Can’t Solve Team Conflicts

Posted Leave a commentPosted in We=All Who Matter
Reading time: 2 min.

We have all seen conflict arise between team members. In many cases, resolution is quick. Sometimes, though, the conflict gets personal. The affected team members complain vocally about or quietly sabotage each other. They form alliances. Simple decisions become “federal cases.” Work grinds to a crawl. Fun evaporates. Everyone suffers.

People then look to us, the leaders (with or without title), to deal with this conflict. They want us to jump in. Each wants us to say she or he is right and the other is wrong.

When we see this dynamic, we must pause. We must notice that these unwanted situations feel bad. To feel better, we may be tempted to jump in with a ruling or solution. But no amount of judgement, finesse, or accommodation will help us navigate these swamps. We solving these conflicts is a “lose” all around.

That’s because these are not our conflicts. They are theirs. The solution is to give the problems back to the people with the problems. Once we are clear that they are responsible for working well with each other, we are free and can then facilitate their solutions.

 

In your corner,

Mike

 

Today’s photo credit: afsart via photopin cc

one

Differences and Leadership

Posted Leave a commentPosted in We=All Who Matter
Reading time: 1

“All people are equal because they are born and die in the same way. You can only be rich if you gather around you people who are less rich. You can only be powerful if others [play the role of being] less powerful. You must respect others because without them you are nothing.” – Rokia Traoré

Leaders require followers. Followers exist only when leaders do. Our contrasts are precious. The people we like, the people we don’t get along with, and even the people we hate are valuable to us. Each of us is the other’s student and teacher. No, more than that: we give each other the gift of definition. Difference matters.

While it is tempting pass these off as pleasant thoughts, I recommend you pause. They point to a profundity. When you see it, you will quickly become a happier and better leader (with or without title).

 

In your corner,

Mike

 

PS: Want a hint?

 

Today’s photo credit: chrisinplymouth via photopin cc

o

Outrageous

Posted Leave a commentPosted in We=All Who Matter
Reading time: 1

You may set Large, Nutty, Impossible Goals for yourself, as long as they feel good. They can help you generate surprising and welcome successes.

Tempting as it may be, you cannot set such goals for others, though. That would be outrageous. Setting goals for others only fosters resistance, feigned helplessness, disengagement, and distraction. They may not say it out loud, but if you try to set Large, Nutty, Impossible goals for them (e.g. extra-large sales objectives or heavily constrained time-lines or budgets), they will be pushing back and thinking, “No, no, no, you can’t make me.”

Here’s what you can do. You can explain to people how achieving Large, Nutty, Impossible goals would help everyone involved. You can create incentives. And you can coach people through setting these big goals for themselves. You can invite them.

The choice is theirs alone.

 

In your corner,

Mike

 

Today’s photo credit: Ben124 via photopin cc

out the door

Push People to Make Them Go

Posted Leave a commentPosted in Success
Reading time: 1

..out the door.

People want to do well. Where we have consistently poor performance and turnover in a team, we must look at our own practices as leaders and the cultural norms that have set in. After a while, we have to admit that it can’t keep being their fault. Harsh. Real. And completely fixable.

In your corner,

Mike

 

Today’s photo credit: franmasip cc

Four Types of Decision Makers

Posted Leave a commentPosted in Success
Reading time: 1

When making a decision, some people need to see that you have thought it through and given them some choices of solutions (and not merely a description of the problem).

Some people need to know they are liked and to talk out loud about the situation and possibilities before making a decision.

Some people need to hear all of the other people’s opinions and to have time to answer the question, “How exactly we will get there?”

Some people need all the data, guidance on deadlines, and time to get the right answer.

If we want others involved in making and implementing a decision, our job is figure out what types of decision makers they are and then give them what they need.

In your corner,

Mike

PS: Yes, people can be blends of the four types. One type will usually be most prominent in each of us, though.

say

Say What You Notice

Posted 2 CommentsPosted in Leading, We=All Who Matter
Reading time: 2 min.

No matter how we may deny it, we totally can sense another person’s emotions. And we usually do a poor job responding to what we sense. We tiptoe or navigate around their emotions. We ignore them or plow through them.

We do all that because we don’t want to feel their emotions (they feel quite bad to us), we don’t want to deal with their emotions, and we don’t know how to deal with them.

Yet when avoid the other person’s emotions, we wreck business opportunities, productivity, and relationships because the important matters that their emotions represent don’t have a way to get resolved.

Here’s a better way: simply notice. Say out loud what you notice they are experiencing. If someone seems upset, say “You seem upset.” If you they aren’t talking, you can say, “I notice you aren’t talking.” If they seem unsure, tell them so. If they are nervous, noticing it will help them become calm again.

By you noticing it out loud, you give both of you a gift. Resolution normally follows quickly.

 

In your corner,

Mike

 

PS: To make noticing work, you must replace any of your own frustration at, anger at, fear of, or hurt in the situation with a neutral, non-judgmental, and curious attitude.

PPS: Use “You seem…” or “I notice…” statements instead of “You are…” statements. Saying, “You are angry” elicits defensiveness. “You seem angry,” opens a door to conversation.

PPPS: You don’t need to know how to deal with their emotion. Even if they direct their emotion at you, dealing with their emotion is their job. You can help, though, by noticing.

Today’s photo credit: Marc Wathieu via photopin cc

Be a Powerful Leader

Posted Leave a commentPosted in Leading, We=All Who Matter
Reading time: 1

A forceful leader defends her vulnerabilities and discounts her people’s capabilities. All that remains available to her to get things done is some form of shoving. A powerful leader has no need to defend and believes more in others’ capabilities than even they themselves do. As a result, lots of good work gets done.

From what I can tell, that kind of power is in us all.

Be a powerful leader.

 

In your corner,

Mike

Leadership Teams that Work

Posted Leave a commentPosted in Leading, Success, Sweetspot, We=All Who Matter
Reading time: 1

Show me an organization that is suffering and I’ll show you an organization with a broken leadership team. Show me an organization that consistently thrives and we both will see a leadership team whose members

  1. have a high degree of respect and trust for each other,
  2. come to productive consensus (i.e. “I may not agree this is the best idea; I do understand it and will support it”),
  3. maintain a strong sense of personal accountability,
  4. call each other on lapses in commitments,
  5. steward the organization’s SweetSpot, and
  6. show the rest of the people in the organization how what they do contributes.

Leadership teams have huge impacts on the organization. This is not limited to the executive team; it applies to leadership teams at all levels.

The good news is that fixing leadership teams is simple. You start with a commitment to succeed.

 

In your corner,

Mike