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