Connection: You Need it Just As Much As Your Cell Phone Does

In just a few days, it will be my firstborn child’s eighth birthday.  I still vividly remember our first “meeting.”

Within minutes of being born, the nurse handed me my son with the instruction to hold him skin-to-skin on my chest.  Instant love – and human connection – began with this little person.  As his mother, I satisfied his very first need in life, and his cries quickly quieted.

Connection is a basic human need.  We all need it at some level; nobody is exempt, and we never outgrow the need for it.

If you think “I can do it all by myself,” you may be able to limp across the finish line, but you’ll never truly thrive or give your very best performance without being connected to others.  Somewhere along the way, you would have benefitted from the love, support, encouragement or advice from another….or you could have been the giver of these to someone else (which is just as energizing, by the way!)

In business, we often hear executives complain that it can be “lonely at the top.”  Not necessarily, wrote Monica Diaz in her blog post.  That is, unless you’ve built a pyramid to get you there, instead of engaging and valuing your people.

As people, we were all (regardless of our job titles, positions or experiences) created to be in community.  We need that human connection and encouragement.  I believe it’s part of our design, and as such, it’s a necessary component for us to become the best version of ourselves.

Let us think of ways to motivate one another to acts of love and good works.  And let us not neglect our meeting together, as some people do, but encourage one another… (Hebrews 10:24-25)

Can you imagine how things might improve if we connected to others regularly with the intent to encourage each other?

As a leader, you should encourage people by specifically calling out their strengths and identifying opportunities where those strengths can be further leveraged.  You should be working with people to set a vision that is challenging and rewarding, instilling hope and encouragement along the way.  You should be building confidence and teams, cheering and celebrating milestones and successes.

A manager early in my career once gave me this advice: when you’re trying to accomplish a goal, get people in the boat with you.  If you fail, they’ll understand clearly why, because they were part of it.  If you win, the party at the end is always better!

All of these things require an investment in people.  They require your time, your heart and your personal connection.

What would happen if you stepped away from your computer, cell phone or spreadsheet to deepen your connection with the people around you?  What if all of your team members made a commitment to behave like a true community and encourage each other regularly?  What if these behaviors spilled over into your personal life?  Would anything be different?

If you want your future to look any different than it does today, then now is the time to act.  Today is the day to start working toward your vision.  Consider the benefits of strengthening your connections.  Consider how much more a team could accomplish than the efforts of just one.  Consider how rewarding it might be to help someone with a basic life-sustaining need.  You could be just the leader to do it.  Go connect and see what happens!

Erin Schreyer is President of Sagestone Partners and a Certified Coach, Trainer and Speaker.  Erin is passionate about building into people and bringing out their leadership qualities to help them excel in all areas of life.

Want to do the Right Thing? Either Engage or Please Quit!

As a Leadership and Talent Management Coach and consultant, you can probably guess that I spend a significant amount of time focused on employee engagement issues.  Sometimes, it’s the company that comes to me, asking how they can get their people more connected, more inspired or simply retained.  Other times, I find that I may need to suggest and encourage a company to give a little more attention to employee engagement (or lack thereof.)  Either way, it’s corporate change that I’m often asked to facilitate.

Today, I’m taking a different approach, because I don’t think it’s completely the responsibility of your company to engage you. 

You’re an adult.  A professional.  You have a responsibility too!

When you were hired, you likely went through an interview process, where you were able to share success stories and talk about how talented and effective you are in your profession.  Undoubtedly, you “sold” your employer on the idea that you could make a difference and have a greater impact than the other prospects.  You demonstrated that your “A” game can get results!  Congratulations!! 

I’m wondering… years later…are you still bringing your “A” game?  You’re still getting paid, right?  Your company bought your bill of goods, so to speak.   They agreed to pay you for what you said you would deliver as an employee.  So, is that what you’re giving them?

If you’re not fully engaged in your current position, here are a few things you can do:

1. Ask yourself, what do I need to do to get passionate about what I’m doing at work?  What’s missing?  What do I need more of?  What do I need to minimize?
2. Talk to your manager about what can change – your role, tasks, projects, etc.  What are the possibilities today and as you grow?
3. Try to better understand your “purpose” at work.  How are you impacting your company’s mission and/or the people around you?  Are you affecting positive change and can you get excited about it?

 If you work through these questions and are still unable to get excited about what you’re doing, you need to realize that you’re taking advantage of your company. 

What you’re doing isn’t right.

If you went to the doctor because you weren’t feeling well, and the doctor didn’t do everything he or she could do for you, I suspect you wouldn’t be very happy.  Well, you’re supposed to be doing everything you can do for your company while you’re there.  It’s not any different.

Studies suggest that unengaged employees are costing companies thousands of dollars a day.  Unengaged employees can actually be more costly to a company than actual turnover, because they aren’t as productive as they should be, yet they remain.  It’s wasted spending, quite frankly.

Please, if you’re not fully engaged where you are, and you can’t get passionate, then stop taking advantage of your company.  Stop doing things you can get away with, because you’re not getting micro-managed.  Stop taking and start thinking about giving.  Do the right thing for your company and every other employee there.  Give your best; bring your “A” game….or give your company a break and just quit.

It’s a controversial stance I’m taking, I know.  I do believe it’s the ethical thing to do, though.  What else would you offer to the conversation?

 Erin Schreyer is President of Sagestone Partners LLC, a Cincinnati-based firm focused on Leadership and Talent Management.  Erin is Founder and Board President of Authentic Leadership Cincinnati, and she’s passionate about helping leaders maximize their effectiveness, influence and positive impact they can have on both people and business results.  Reach Erin directly at eschreyer@sagestone-partners.com.

Leaders, Is it Time to Press the Pause Button?

Please check out my guest blog post on the Leadership Courseware website!  See here: http://is.gd/cnA70

The post includes tips for leaders regarding pausing, reflecting and planning with some thought-provoking questions to consider!

Leadership Courseware is an online store dedicated to providing professionally designed courseware and training materials for Ethics, Leadership, Management, and a broad range of Professional Development topics. Our catalog has over 500 course and courseware titles to support softskills training needs across a broad spectrum of experience levels and disciplines.

We have over 200 years of leadership, management, and professional skills  experience within the ranks of our authors and management staff all of whom are committed to providing our customers the highest-quality courseware products. Our authors and staff have dedicated years of study and practice building expertise in their respective fields. Several are honored scholars, all are experienced professionals.

Mary Poppins on Leadership

I recently attended the Broadway tour of Disney’s Mary Poppins with my son.  We had such a special evening – just the two of us!  I joyfully watched his expressions of amazement and wonder as the magic of Mary Poppins unfolded on stage.  I have to admit, I enjoyed it every bit as much as he did!!  It was creative, colorful, perfectly cast and well-performed. 

In addition to the pure entertainment value, I was thrilled to realize that there were some valid connections that could be tied back to great leadership!  As a multi-tasking mom and a leadership practitioner, I decided to seize the opportunity to leverage the metaphors!

A Spoonful of Sugar

The children in the story are in need of a new nanny.  They’ve gone through quite a few, it seems, because they are demanding, rude and thoughtless.  As the story progresses, we see that other nannies respond to the children with equal disrespect and disregard.  As a result, the children are unhappy and the nannies quit their position.

What Mary Poppins teaches everyone in a widely familiar tune is that “a spoonful of sugar helps the medicine go down.”  What she means by that is simply that we don’t need to yell and thoughtlessly demand to get results.  Instead, we can speak with kindness and achieve the same result.

Leaders, be aware of your word choices; not just in how you speak, but also in how those words are received.  Your language should be inspiring and engaging, bringing your team together to work toward a common goal. By choosing a positive, motivational approach, your team is much more likely to jump on board and contribute their best.

Anything Can Happen if You Let It

While working with the children, one of Mary Poppins’ greatest obstacles is getting the children to think differently and use their imaginations in ways they had never done before.  She consistently reminds them that “anything can happen if you let it” and the song reprises several times throughout the show. 

I took the time to reinforce this song and theme with my son too!!  Why?  Because, isn’t it so true that we are often our biggest obstacle?  Our perceptions of what is holding us back are often in our mind.  Many times, we accept them as true without even trying to test if our perceptions are accurate.  And often, they’re not.  We underestimate the people around us, as well as our own abilities…or, sadly, we just accept these misperceptions, because it’s easier than trying to test them.

Leaders at all levels who recognize the need for change need to go for it!!  If the need is compelling, don’t just let it go; take the risk to speak up!  Begin to make the case, have discussions with your team and your peers; get others in the boat with you!  If you’re seeing something “new,” it could be the exact thing that’s needed to take your company to a new level!

With a proactive approach (if you’ll empower yourself or one of your employees!), you can clearly demonstrate your value as a leader.  You can leverage your strengths, as well as the strengths of your team.  A fresh, creative approach is often what’s needed to launch a huge success.  As Albert Einstein once pointed out, “insanity is doing the same things over and over and expecting different results.”

Build Your Replacement

During Mary Poppins’ time with the Banks family, she does an excellent job of sharing wisdom and encouraging each member of the family to leverage that wisdom in their own role.  In doing so, each one of them gains confidence, shifts perspective and begins to take on more responsibility.  In essence, they learn and grow.  So much, in fact, that in the end, they decide that they no longer need a nanny to handle the issues that have been solved or the tasks that they can now effectively manage on their own.

Mary, like a great leader, thought about the succession plan.  She thoughtfully considered who needed to grow in what areas and she worked to help develop them.  After building into them, she effectively replaced herself, knowing she would need to move on to another family in need.

Carl Rogers, an influential psychologist and Nobel Peace Prize nominee said this about leaders…

The most effective leader is one who can create the conditions by which he will actually lose his leadership.

Leaders, one of your most important jobs is to bring out the best in everyone around you.  It will positively impact the organization and each person individually.  You should be constantly looking for new ways to challenge your team and to help them grow and succeed.  Have regular discussions about strengths and how you can most effectively deploy each person and stretch them in areas they’ll enjoy most.  In time, you’ll have the best succession plan with a seamless implementation!

What can you do to insert a little more Mary Poppins into your organization?  How can you think differently or encourage others to do so?  If you follow her approach, the result could be as she is – “Practically Perfect,” as the song goes!!!

Erin Schreyer is President of Sagestone Partners, a firm specializing in Leadership and Talent Management.  Erin is a certified Coach, as well as a certified Strengths Trainer.  Her focus is on helping leaders – even great ones! – maximize the impact they have on their people, as well as their business results.  For more information, visit www.sagestone-partners.com or reach out to Erin directly at eschreyer@sagestone-partners.com

YOU 2.0 ~ That’s You … but Stronger!

I recently spent five incredible days being trained by some wonderful people from The Marcus Buckingham Company (TMBC.)  I was immersed in the world of strengths, which is clearly their area of expertise.  Funny thing is that for the past several years, I thought I knew my strengths.  As it turns out, I had much to learn…

Simply Strengths

Buckingham’s Simply Strengths workshop is really a well-designed multi-media journey that takes you through a powerful process to identify the specific activities that strengthen you.  Now, I have to pause here to tell you that I, like millions of others, have done the StrengthsFinder assessment.  I walk around with my ‘Top Five’ in my planner, so I can be sure to leverage them whenever possible…and it’s been empowering! 

But, what I learned is that StrengthsFinder makes an excellent compass, and Simply Strengths provides a highly detailed road map.  Both are valuable in their own way, as long as you understand how to leverage them appropriately.  One provides great direction, the other guides you much more specifically to get you where you want to go.

The Process

After literally “busting” several myths that keep most of us from leveraging our strengths more intentionally and more often, the workshop guides you in coach-like fashion to dig a whole lot deeper than you’ve likely done before.  By digging deeper, through Buckingham’s process, you clearly identify the specific activities that strengthen you.

Here’s a total sidebar (but weirdly-related) comment… I had to giggle during this part, because of an impression I do for my four-year-old daughter, who is knee-deep in her Disney princess obsession.  I conjure the voice of one of my favorite characters from “The Princess and the Frog” — a wise-old woman, known as Mama Odie.  She exclaims to the main character, Tiana, “Girl, you’ve got to dig deeper!!”  She then goes on to explain, through a great song, that “you’ve got to dig a little deeper to find out who you are….when you find out who you are, you find out what you need.”

Funny that somehow in my mind I made a connection between a Disney character and one of the most highly-valuable business exercises that I’ve learned to date…but the concept is SO true!  It’s only through detailed awareness that we discover what will truly energize us and therefore maximize our productivity and effectiveness.

Again, I’ll reiterate that I *thought* I was there – I completely thought I had great awareness….yet this process still let me to some clear “a-ha!” moments with regard to my strengths; what they are, specifically, and how I can spend more of my time using them.

Weaknesses

And then, we went to the dark side (cue the Star Wars music when Darth Vader enters!)  We went to the place that all the strengths critics have been wanting to go…we talked about our weaknesses!  And if anyone thought the strengths identification was powerfully effective, I’ll bet you’re at least as affected by the process to discover your weaknesses (because we don’t often like to talk about them!!)

But we do like to STOP our weakness, or at least minimize them and their negative effects.  And Simply Strengths again hits a home-run in teaching participants the process to do just that!  Did I mention that this was powerful?!?!

Keep the Change!

After identifying strengths and weaknesses and learning how to change behaviors, participants are then provided with tools and resources to help them have important conversations with teams and further develop their new behaviors with new habits.  This is the sustainability piece, and it’s highly impactful because any training is rather meaningless unless it “sticks” with the participant.  Changed behaviors must be a piece of the puzzle, and Buckingham again nails it with simple but effective tools to help people do this.

So…bottom line? 

I walked into the two-day training as one person, and I left the training as another.  I left there as me…only stronger, more confident, more energized, more purposeful, better equipped and with a greater hope for my future and the positive impact I can have.  (For those that know me, you know that I’m already motivated and optimistic, so when I say “more” here, I’m talking big-time!)

Marcus Buckingham is truly the master of our generation as it relates to strengths.  I’m not aware of anyone else who has written more or knows more about the topic.  All the years of research from his days at Gallup, as well as the additional research and talents from his staff at TMBC have culminated into this workshop.  It is meaningful.  It is powerful.  It is potentially life-changing, and the impact it could have on an organization that sends its leadership team through this?  Well, I would have to believe it would be nothing short of transformational.

Because I’m so passionate about this, I feel strongly that I need to include a few disclaimers.  First, I am in no way being paid or asked by TMBC to endorse the Simply Strengths workshop or to write a review of any kind.  I am doing this because I believe so strongly in the power of its potential on people and organizations.

Second, I was trained and certified by TMBC to facilitate the Simply Strengths workshop for any company that would feel they would benefit from me delivering the content.  This is also NOT a reason why I am writing this.  I’m writing it because, if you know me, you know I am passionate about leadership and the positive impact that leaders can have on people.  Simply Strengths is the best tool I’ve found for leaders to engage in truly meaningful discussion with their people to engage them, motivate them and increase their productivity.  It provides the greatest opportunity for a personal and organizational WIN-WIN that I’ve seen.  And that, my friends, is why I feel obligated to write this!

I encourage you to leave a comment below or e-mail me at eschreyer@sagestone-partners.com if you’d like to talk more about Simply Strengths…or you can feel free to call me out for making a Disney reference, or for gushing about Marcus Buckingham (yes, I do think he’s brilliant and cute too!) or for wearing my heart on my sleeve like I always do!  Whatever – bring it on.  I’d love to talk more about it!!

Erin Schreyer is the President of Sagestone Partners and Founder of the non-profit group, Authentic Leadership Cincinnati.  She is passionate about helping leaders (even great ones!) maximize their effectiveness, as well as their positive impact on both people and business results.

You Are One of a Kind, and I’ll Lead You that Way!

This past weekend, I went to the History and Science Museum with my family.  My kids paused at the exhibit that explained, “You Are One of a Kind!”  The display showed graphical images of DNA structures and genetics.  It also included a large hand with the detailed patterns of its fingerprints.  My kids were amazed that no two are alike; that every single person is unique.

This fact of nature can provide quite the challenge for leaders.  How could you possibly treat everyone as unique?  After all, you may have a large team that reports to you.  Then, of course, there are corporate policies and procedures.  Let’s face it, they exist to ensure that you treat everyone the same – no preferential treatment and no discrimination. 

So, should a leader even consider “individualizing” their people?  How can it be done in a way that keeps your HR team happy at the same time it increases the effectiveness of your team?

I’d like to offer four ways that leaders can further motivate their teams by better understanding them as individuals:

Discover Their Strengths

There’s a reason why StrengthsFinder 2.0 has been a consistently best-selling book.  We all want to better understand our strengths, and we want to use them!  Of course we do!  By using our strengths, it allows us to have a posture of confidence, which further promotes our motivation and desire to be engaged.

Gallup research shows that organizations offering strengths intervention are 12.5% more productive, 9% more profitable, with 15% less turnover than organizations offering no strengths intervention.

Leaders, this is great news!  By understanding individual strengths, you can empower each person to use them more consistently and more effectively.  You can build better teams knowing there is great strength in a particular area or complementing strengths across the board.  You can challenge your people in a way that motivates them instead of frustrating them, and you can also discover when you should be following your people instead of leading them – it may turn out that someone has a strength where you have a weakness, and that can be a rewarding win-win!

Understand Communication Styles

We all process information differently in our own heads, and like most things that come in…they also come out.  Some people speak with an excruciating amount of detail; others prefer the ten thousand foot view.  Some want to provide constant updates; others just want to let you know a milestone has been achieved.  Some people like to provide feedback; others won’t offer an opinion unless prodded.

Leaders need to understand their own communication style, as well as that of their people.  Nobody wants to be misunderstood or unnecessarily frustrated, and we all know that choosing the wrong words, tone or frequency can cause this.

Explain to your team how you would like them to communicate with you.  How often do you want updates, in what form, with what level of detail?  Help them understand how to meet your expectations, so it doesn’t become a stressor for them.

Likewise, you should try to understand their needs.  Does someone need more direction, feedback or a higher level of detail to produce the results you’re looking for?  Does someone else’s personality suggest that you’re better off honing your listening skills, versus your speaking skills?  Is someone prone to getting their feelings hurt, or do they just want to be spoken to with logic?

By better understanding what your people want to hear, as well as how they naturally express themselves, you can become far more effective in building relationships and accomplishing common goals.

Be Flexible

Not many people enjoy the feeling of being handcuffed, with no freedom or flexibility.  Nor do many enjoy being droids – simple task-masters, following detailed direction with no need to think creatively or leverage their own skills and talents.

Leaders, work with your team to create a vision.  Be sure they have the necessary tools and support to be successful.  Be sure they’re focused and motivated.  Then, let them do their jobs the best way they know how.

Be sure that your team understands the milestones and deadlines  – in fact, work together with them to set these dates!  Empower them to get there, but don’t micro-manage the process.  Let them know they are trusted, and they will want to show you that trust was appropriately placed.

Again, if they’re leveraging their strengths and you’ve agreed upon the necessary communication, it shouldn’t be too difficult to be flexible with their approach.

Show Your Appreciation

It’s so important for people to feel appreciated.  It’s a large part of what keeps them motivated.  That’s why it’s critical to understand how people feel rewarded and accomplished; what do they value?

While a financial bonus may work well for one, an unexpected day off might be more highly valued for another.  Some may appreciate a big fuss and an award recognition for their contributions; others may prefer a quiet donation to their favorite charity.

Leaders, if you don’t know the answer, then ask your people what they value.  Tell them you think they’re doing great and ask them how you can best demonstrate that.  Your appreciation is no reward, if they don’t get the message.

What other strategies can help leaders more closely connect with their people?  What additional benefits can be achieved by these and other approaches?  How can you become a more personal leader that values the thumbprint of each person on their team?

Erin Schreyer is the President of Sagestone Partners and the Founder of Authentic Leadership in Cincinnati.  She is passionate about helping leaders and organizations reach their greatest potential.  Feel free to contact Erin directly at eschreyer@sagestone-partners.com.

Do I Have Food Stuck In My Teeth?

After any meal, we’ve all had to ask, “Do I have food stuck in my teeth?”  It’s a common problem that can happen to most of us… and when it does happen, we’re frequently unaware of that horrifyingly large broccoli morsel that’s now front-and-center of our smile! J

 

We have to ask others, because we just don’t know what they can see that we, ourselves, cannot.  It’s also important to ask, because other people rarely bring it to your attention (even though it would prevent you from feeling SO embarrassed!)

 

I use this analogy, because it’s common….just as common as leaders believing that their perceptions of themselves and their organizations are spot on.  The truth is accurate awareness can be hard to capture, and it takes work. 

 

We all do and say things that affect those around us.  Hopefully, we’re authentic and consistent, so we’re easy to “figure out.”  But there always seem to be things that we do that we’re not even aware of.  They may not even be intentional, but things can spin out of control from just one simple misunderstanding.  

 

Do you recall the sitcom, “Three’s Company” with John Ritter, Suzanne Somers and Joyce DeWitt?  I loved that show.  I laughed at every episode. If you look back, you’ll notice a common theme.  Almost every single episode was a result of someone projecting an image, saying something or doing something that was not what they intended.  They had no idea that someone misunderstood, and it turned into a comedy of errors.  That’s fun to watch on a sitcom, but it’s not what you want happening with your business.

 

Why is awareness so important for leaders?

 

Awareness allows us to lead with our strengths and empower others’ strengths.  It’s so important to know when to lead and when to follow.  You can engage and motivate people by leveraging them where you need them most AND where they are most skilled.  This brings out the best in everyone and produces greater results.  Self awareness, as well as team awareness is critical to implement this strengths-based approach.

 

Awareness allows us to address issues.  As the old saying goes, “if it ain’t broke, don’t fix it.”  But guess what?  If you don’t even know it’s broken, then you don’t know to fix it!  Think about taking golf lessons.  One of the first things commonly done nowadays is to video the client’s swing.  Why?  Because people, although controlling their body, may not realize how their unintentionally moving throughout their swing!  They may not even accept it until they see it….and video doesn’t lie.  We have to be aware (or be made aware!) to change behaviors or offer the right support.

 

Awareness leads to continual improvement.  Similar to the point made above, if we’re aware (and accurate in that awareness) then we know what to address for improvement and further development.  Don’t just assume you have the most accurate assessment of yourself, your organization or your clients – ask them!!  By asking for honest, direct feedback from others (and letting them know it’s safe to do this!) you’ll better understand others’ perspectives, improve your performance and better meet their needs.  Tools such as 360 degree assessments and “Voice of the Customer” surveys can be valuable in gaining this insight.

 

Awareness strengthens relationships.  As you become more aware of yourself, your actions and words and how those are received, it allows you to make choices that will better serve your team.  In addition, with more awareness of one another, your team is also enabled to be more understanding of (and even appreciate!) each others’ perspectives and styles.  This could lead to breakthroughs in team-building, employee morale and motivation.

 

If you want to be the most effective leader, be sure that you have a keen awareness of your style and how it’s received by others.  Ask your employees – at all levels – about their opinions and feedback on the organization.  What do they love?  What would they change?  Find out from your clients why they work with you, how your serve them better than competitors and what more could you be doing for them?  The answers to these questions will help you and your organization create the best strategies for success!

 

As a leader, what’s one thing you can do this week to test if your self-assessment is accurate?  How can you ensure honest feedback?  Also consider, how can you provide feedback to someone else (the truth with love) to help them improve?  Please don’t let them sit there with broccoli in their teeth!!

 

Erin Schreyer is President of Sagestone Partners, a leadership and talent management coaching firm in Cincinnati, OH.  Erin is passionate about helping leaders to maximize their effectiveness, to make the most positive impact on their people and to successfully grow their business.  She is also the Founder and Executive Director of Authentic Leadership Cincinnati, a non-profit organization formed to develop, encourage and support values-infused and people-focused leadership.  Erin can be reached at www.eschreyer@sagestone-partners.com.

Get Rid of the “Turkeys” before They Gobble-Gobble Your Success!

 

In honor of Thanksgiving, most bloggers, writers and speakers will likely follow the traditional theme for this time of year.  You’ll see thousands of new articles on being thankful, appreciating the little things, coming together with family and the positive effects of a grateful heart.  I am a firm believer in ALL of these things, and I want to be sure I don’t discredit these topics or the people who will take time to create content about them.  I, too, will be taking inventory and counting my blessings.

Just to be a little different (I think it’s healthy to break out of the ‘norm’ every now and then!) I’m suggesting that as you reflect on the things to be grateful for, you should also consider the things that need to be removed from your life.  Let’s call these “turkeys”, and let’s get them out of here before they create long-term damage!

Don’t allow these turkeys to grow and have ‘free range’ on your career!  Watch out for the following things, and if you see them, be sure to shoot ‘em and stuff ‘em!! (This is a metaphor, animal activists, so please don’t attack me!!)

• Ego and Self-Centeredness.   Sorry, leaders, it’s not about you, anymore.  Your primary goals should include engaging your team, helping them to learn and grow, and keeping everyone focused on a shared goal.  The focus is not you or your accomplishments.  It’s all about the team now, so put your ego aside and provide your team with the tools and resources they need to be successful.
• Indecision.  Now, more than ever, you are needed to lead.  Do your research, leverage your sounding board and then make a decision.  Go forward with confidence and rally your team to accomplish the vision.  Without a firm decision, there will be no vision to achieve.
• Negativity.  It takes a positive person to rally the team and set their sights on higher ground.  You need to believe fully in your vision and your people.  A negative attitude will bring everyone down, and focus and enthusiasm will be lost.
• Ignorance.  This one seems obvious, in general, but I’m specifically referring to ignorance about industry trends and technology advances.  These are two critical pieces…and they move quickly.  As a leader, you need to be aware of the changes and how they can impact your business.
• Status-Quo.  There’s no driving forward if you’re in neutral.  As a leader, you should encourage your team to strive for more, and your vision should require that everyone stretches just outside of the comfort zone to get there.  The challenge will be invigorating and the reward in the end will be far more beautiful.
• Culture-Killers.  This is a tough one, but it may be one of the most impactful.  If someone or something is going against your company culture, get rid of it.  Your culture is what people associate with.  It’s why they join your company, and it’s what gives them the bigger picture, even when they have a bad day.  If someone or a specific program is destroying it, I can assure you, they’re not worth the price.
• Non-Priority Time-Wasters.  As a leader, it’s important that you remain focused on your goals and your people.  It’s a tough market out there, and there’s no time that can be wasted.  Sure, it’s fun to network, send tweets, friend people on Facebook and connect on LinkedIn.  Keep it in check, though.  While these tools can be immeasurably valuable, they can also suck you in and use your time that could be better spent on accomplishing goals.  Be specific about your strategy to leverage these tools and have the discipline to stick with it.

These are the turkeys that came to my mind.  What else would you add to this list?  What are the other things that need to be considered?  Let’s keep watch against these things, so in the end, we have more time to be thankful.

Erin Schreyer is the President of Sagestone Partners, LLC.  She is passionate about excellent leadership and helping people to reach their greatest potential.  Find more information at www.sagestone-partners.com.

Be the Best You, To Be the Best Leader

Being a great leader takes a tremendous amount of energy, creativity, strategy, empathy and stamina these days.  Leaders are givers – giving to their organization, teams, community, and when the workday is over, finally their family.  WHEW!  That’s a lot on anyone’s plate!  And that’s precisely why, as a leader, you need to be sure to put some focus on yourself too!

As a leader, you are outward focused – serving others –but you can only give your best when you have your best to give.  As such, it’s important to take “ME” time and consider five key elements that can help you be most productive leader.  Not only will you directly benefit, but everyone around you will as well.

Develop High Self-Awareness.

Leaders should become highly self-ware of their value system.  Ask yourself – What’s important to you and what do you value?  What “feeds” you and re-charges your battery and spirit?  What are you most passionate about?  What motivates you?  These are all critical, but important, questions that help you discover the passion, purpose and style of your leadership.  Knowing the answers to these questions helps you to stay motivated and on course with everything you say and do as a leader.  This advice comes from Bill George, author of True North, who further states,

“But knowing ourselves at the deepest level isn’t easy, as we are complex human beings with many aspects to our character.  We are constantly evolving, as we test ourselves in the world, are influenced by it, and adapt to our environment – all in an attempt to find our unique place.”

It may seem as if we should all simply know our values, but as George points out, they are ever-changing as a result of life experiences.  For this reason, leaders who regularly work with coaches may have an advantage since heightening awareness is a critical component of a coach’s job.  With proper training, coaches can use of a variety of assessments and can ask powerful questions to help clients achieve a deeper understanding.  This information helps leaders to better understand their values and priorities, which then can shape their motives and actions.

Spend Time with People Who Build Into You.

Again, this one seems obvious, but the reality is that when our calendars get jam-packed, it’s the people in our inner circles that often suffer the greatest consequences.  Why?  Because we know they love and value us, so they can be ‘pushed off’ a bit without losing the credibility that newer people in our lives still need time to discover. 

Consider, though, how beneficial it is to spend quality time with your family; to be surrounded with people who adore you – faults and all (yes, they’ve seen them!)  Consider how a professional peer group of leaders provides a solid sounding board of advice and re-direction, without judgment or bias to other organizational factors.  Consider how your long-time friends can take a walk with you down memory lane and remind you of how wonderful your life really is -oh, what healthy perspective that can be! . (And let’s not forget how stress-relieving a good, hard laugh can be, either!)

Always Learn, Always Improve.

As the great poet, Ralph Waldo Emerson wrote, “Life is a journey, not a destination.”  For all of us, that means that the learning process should never stop…because there is always room to grow.  Leaders should remain humble and open-minded to receive good advice, new perspectives and the latest industry trends.

This is an age of innovation, where things can change quickly.  With an open mind, you can consider how to best leverage new technologies and creative, never-been-done-before approaches.  The most memorable leaders aren’t the ones who followed the path of the leader before them.  The greatest leaders thought outside of the box and implemented approaches that blazed new trails.  They couldn’t have done this without an open mind and a willingness to learn from others.  Leaders must embrace change, and they must continually learn to keep up with it!

Be Healthy.

With all the challenges on leaders’ plates – the economy, keeping their teams motivated, the impending talent war, increasing sales and the bottom line – there’s virtually NO downtown.  Leaders are constantly balancing proactive and reactive, and that means their leadership is in high demand!

Leaders, if you’re not in good shape, you’re going to feel it!!  These are stressful times, and they require stamina.  Are you not only mentally, but physically able to deal with it?  Do you eat right, exercise and get enough sleep?  I’m not suggesting that every leader go on a diet and/or become a weight-lifter…but I am suggesting that you give your body the proper fuel to best prepare you for each day.

In a recent study, the British Medical Journal found that chronic stress has been linked to the development of heart disease and type 2 diabetes, as well as other conditions.  Know that these risk factors are real and that you must work to counteract them.  The article can be found here.

Have Faith.

Every leader will need to embrace some level of risk.  Because leaders create vision and strategy, they are future-focused, looking forward, making improvements they believe will improve their people and their business results.  I, for one, cannot predict the future…can you?  This is where faith can be immensely helpful to a leader.

By having a faith in something much larger than themselves, leaders can incorporate their value system into their strategy and have a higher level of confidence (and lower stress!) that they will attain the desired results.  By having faith in their people, leaders can more highly engage their team and be able to “let go,” not having the need to touch every plan and decision.  By having faith in themselves, leaders can exude confidence, motivate their people and be willing to make difficult decisions.  As stated by Dr. Laura Nash, Ph.D. and Director of Harvard’s Divinity School,

“Faith not only helps a person see the ultimate values, it can provide the courage to pursue them when the market offers plenty of reason for fear.”

 

Take a moment and consider what you’re doing to take care of yourself.  Are you doing enough?  Are you able to give others your best?  What’s one thing you can improve upon to better serve those around you?

 Erin Schreyer is President of Sagestone Partners, LLC.  She is passionate about developing people and companies to achieve their greatest potential.  You can reach Erin at eschreyer@sagestone-partners.com or you can find additional information at www.sagestone-partners.com.

The Hopeful Leader

Times are tough.  Companies have had cutbacks, layoffs, cost containment measures.  For most companies, sales are down, budgets are tight, and morale???  Well, let’s just say, it’s been better.

Now, more than ever, it’s critical for leaders to deliver more than just results.  Now, they need to deliver hope – to inspire their teams, create an environment for change and motivate others to achieve success. 

Let’s face it, recent history hasn’t quite been a picture of hope.  Beginning with the Enron fiasco, the media has delivered story after story of leadership that is, quite frankly, squashing hope and stepping on lots of people’s dreams and futures in the process.

Hope Can Only Come from a Trusted Leader

In order to deliver hope, leaders must first be able to engage their teams.  And in order to engage their teams, they must first prove that they are worthy of trust; worthy to be followed.  Leaders must be skilled, of course.  But more importantly, they must show integrity.  They must speak candidly and truthfully, do what they say they are going to do, and lead by going there first.  They have to earn the trust of their team before their team will even “buy into” their hopeful message.  Integrity is foundational to trust.  Without it, leadership cannot be effective.

“I look for three things in hiring people.  The first is personal integrity, the second is intelligence and the third is a high energy level.  But if you don’t have the first one, the second two don’t matter.”  ~ Warren Buffet, CEO Berkshire-Hathaway

To Share Hope, You Must First Have Hope…and Confidence

Leaders must leverage the skills and talents of their teams to generate the best plans for optimal results.  Once they put those plans on the table for everyone to see, they better be ready to confidently back them.  Remember, if leaders have established trust, they will get followers…so they must truly believe in where they’re going.  Napolean Bonaparte is quoted as saying “A leader is a dealer in hope.”  I agree that it is a critical element of successful leadership.

You can draw a similar analogy to when you’re a passenger in a car, going someplace you’ve never been before.  You might ask the driver, “Do you know how to get there?”  Consider how the driver’s response immediately impacts your attitude.  If they tell you with confidence that they know the route to take, you’ll relax and enjoy the ride.  If they tell you with some uncertainty that they “think” they know where they’re going, will you be able to relax as much?  Probably not.  It’s more likely that you’ll periodically check where you are, look at your watch, possibly even suggest that it’s a good idea to ask for directions.  Bottom line, if your leader has given you no cause for concern, you’re less likely to have concern.  Likewise, if they are strong, confident and optimistic, your ability to be hopeful for positive results increases.

Lead with Enthusiasm

Leaders with hopeful followers only have one thing left to do…that is to lead!  They must share the vision and plan.  They should combine their skills and experiences, bring out the best in their team and work toward that end-result.  Leaders should enthusiastically rally the team and show them how this effort will challenge them, grow them and bring impactful results, individually and holistically. 

Leadership is not a magnetic personality – that can just as well be a glib tongue.  It is not “making friends and influencing people” – that is flattery.  Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.  ~ Peter F. Drucker

This doesn’t imply that you should take a “Pollyanna” approach.  In fact, keeping high standards and holding teams accountable to maintaining those standards are essential elements of leadership.  The key is to maintain that accountability with enthusiasm and a positive approach, one that is engaging and motivating – versus a mandatory beat-down approach.

To lead enthusiastically, leaders need to be the first one to jump in the pool.  Where they go first, they will more likely gain followers.  They need to show their commitment, their hope, their strong belief that the team can be successful… in essence, they need to the head cheerleader.  Some leaders may be uncomfortable in this place, but it’s necessary to inspire and motivate everyone to a common goal, and it’s ultimately the leader’s job to do this.  By sharing the vision, inspiring and engaging the team, and cheering along the way, leaders can bring forth a more hopeful culture in their teams.  And with hope, people will naturally set their sights toward higher ground.

Hope is like a road in the country; there was never a road, but when many people walk on it, the road comes into existence.  ~Lin Yutang

Are you a hopeful leader?  Have you been led by someone who demonstrates this?  How did it affect the team and results?  Share your stories here, so we can all continue to learn this art.

Erin Schreyer is President of Sagestone Partners, LLC.  She is passionate about excellent leadership and building into people and companies to help them achieve their greatest potential.  Erin can be reached at eschreyer@sagestone-partners.com and more information can be found at www.sagestone-partners.com.

Leadership Lessons from a Century

 

"Female Cyclist" by Michael Lee

This weekend, I accomplished something I had never done before.  After months of training, I completed my first “century ride” – that’s 100 miles on a bike, for those that may not know the cycling terminology.  On one of the most beautiful days I can remember in Cincinnati, I spent more than six hours on my bike, riding next to my husband through rural towns north of Cincinnati.  It was both tiring and exhilarating!  During the hours that I pedaled, my mind wandered, as I thought of the many leadership analogies I could draw from this experience.

 Leaders Set “Stretch Goals”

 The best leaders are not happy with the status quo.  They look for ways to stretch themselves and their teams.  By pushing a little further, they know they can get the best out of everyone, including themselves.  Yes, sometimes this means taking on a bit of risk; going to places they’ve never gone before…but leaders know if they’re not moving forward, they’re stagnant.  John Maxwell said it best, “If we’re growing, we’re always going to be out of our comfort zone.”

 Prior to this weekend, the longest ride I had ever done was 65 miles.  Could I do 35 more miles?  That’s a big difference; a lot of miles, and I knew it would require more than I had ever given to this sport.  It was a risk to some extent.  I didn’t know if my body could handle the physical requirements.  I’ve had both back and knee trouble in the past, but I weighed the risk and made the decision to go for it!  I’ve always loved a good challenge – and a century would definitely provide a challenge!

 Leaders Create and Adhere to Strategic Plans

 A critical success factor of leadership is, of course, leading the team to the end goal.  Once a stretch goal has been set, leaders need to figure out the best way to achieve that goal.  They need to think creatively and strategically, and they need to keep everyone on track and focused on how to get there.  As Antoine de Saint-Exupéry states, “a goal without a plan is just a wish.”

 Once I made the decision to do a century ride, I turned to expert cyclists and experienced centurions for advice on training plans, supplements and tips for success.  I drew up a plan, marked dates and mileage on my calendar and forced myself to adhere to it.  Life doesn’t always make it easy to follow a plan, and the many distractions of work, friends and other responsibilities sometimes made it quite difficult…but I knew I needed to follow the plan to accomplish this goal and to give it my all.

 Leaders Know How and When to Remain Steady

 We’ve all heard it before – “the best laid plans of mice and men often go astray.”  Even with the best strategic plans, there’s always something that will come across a leader’s path to make them question the route they’re taking.  Unless there is a very compelling reason to change the plans, leaders have to maintain confidence and a strong backbone to follow-through on the plans that have been made.  They need to be able to discern between a bump in the road or a huge roadblock that requires redirection.

 During the course of the bike ride, there were several bumps in the road – a pothole here, a tree root there, or perhaps a squirrel scurrying across the bike path.  Regardless, I had to remain focused and balanced on the bike to keep my pace and to not lose control (which can be tricky sometimes when you’re down on your handlebars and your feet are clipped in!!)  Not only that, but there was one point where the bike path had a large intersection of paths that continued in several directions.  We had to make a decision on which way to proceed.  Ultimately, we chose the path that would ensure the end goal – 100 miles –without question, could be attained.

 Leaders Remain Focused When Times are Tough

 There’s an old saying, “Champions don’t become champions in the ring.  They are merely recognized there.”  Essentially, it’s not the win that makes us champions; it’s the endurance, the training, the focus!  Every leader will face challenges and may feel discouraged; however, staying true to a good plan that incorporates the right elements will eventually bring the desired results.  Leaders must exercise the right combination of focus and patience to endure these low points.

 Likewise, I can tell you that miles 80-85 were tough for me.  I began to question myself, my strength, my endurance, even my training plan.  Did I do the right things?  Had I done enough?  Am I really prepared to finish this?  At mile 85, my body got a second wind and my spirit, as well, was lifted.  “I can do this!” I told myself…and I was grateful that I had stayed the course.  My patience and endurance had been rewarded with the return of a good rhythm that carried me through to the end.

 Leaders Find Ways to Motivate and Encourage

 While it’s important to stay focused and to be prepared for obstacles ahead, leaders know that they have to keep their team motivated and engaged along the way.  They encourage and reward the right behaviors displayed by their team.  They celebrate milestones and small successes along the way.  This positive reinforcement helps fuel the team for the larger goals that still lie ahead, and it also helps them to enjoy the ride along the way.

 For me, one of the motivators along the ride was the scenery, as we approached each new town in this rural part of northern Cincinnati that I had never seen.  I could easily imagine how these towns were bustling with activity along the former railway, which was now the bike path we were traveling.  There were beautiful, restored farm houses, quaint little communities and colorful fields of crops and flowers.  I couldn’t wait to go another mile ahead to see what awaited us in this beautiful countryside that looked so different from home.  It was, indeed, a reward for me to see the creative pictures nature would display.

 Leaders Know When to Lead and When to Empower Others

 The best leaders aren’t just leading; they’re building future leaders, and essentially creating their replacements.  They empower their teams, leverage their individual strengths and allow them to shine and gain credit to advance the team as a whole.  Author and Leadership expert, Sheila Murray Bethel writes “If leadership serves only the leader, it will fail.  Ego satisfaction, financial gain, and status can all be valuable tools for a leader, but if they become the only motivations, they will eventually destroy a leader. Only when service for a common good is the primary purpose are you truly leading.”  In other words, the benefit should be for the good of the team, and sometimes that means the leader may be a follower instead.

 This is an important lesson in cycling.  Although it may appear to be an individual sport, the truth is that it’s highly dependent upon the team as a whole.  The key to cycling success is knowing when to draft.  Cycling teams ride in a line, with the leader taking on the wind resistance for the team.  Those following the leader get the benefit of the aerodynamics and don’t have to work as hard.  Just before the leader has exhausted himself, he pulls out of the lead spot and the next rider, who is more refreshed, takes the position for his team.  I experienced the benefit of this when following behind my husband, and I admit that I was grateful to take the ‘back seat’! (I’m pretty sure he was happy to help me accomplish my feat as well!!)

 Leaders Create Peer Groups

 Just as the power of drafting shows the benefit of a team, leaders should identify individuals and peer groups where they can go for support.  Sometimes, leaders need a sounding board and a group of trusted advisors outside of their own organization.  These ‘peer groups’ can foster brainstorming, creative problem-solving or simply provide encouragement during a difficult time.  The resulting camaraderie can help leaders to stay fresh and positive for their teams.

 At first I was giggling at myself when I made the decision to bring my Blackberry along for my ride.  I did it primarily to bring along my community of Twitter friends; thinking it might be fun to share my experience, and knowing that I am blessed with a group of supportive friends there.  As it turns out, I tweeted about four times during the ride.  Each time I picked up my Blackberry to send the latest update, I was amazed and overwhelmed by the outpouring of supportive tweets purposefully crafted to energize me in my endeavor.  I literally felt as if I had a cheering section full of people who believed in me.  For this peer group, in particular, I am profoundly grateful.  The fuel was effective, indeed!

 Leaders Celebrate the Win!

 At the end of a long project, there is nothing that caps it off better than celebrating the win!  Leaders focus on the positive efforts and events that got them to a successful completion.  They celebrate the achievement with their team, and they give credit where credit is due.  Of course, there may be things that could be improved for the next project, but a positive leader will focus on what went well and encourage those behaviors.  They end the project by praising and rewarding the efforts – celebrating the victory! 

 As I neared the finish line of my event, I had a huge surge of adrenaline that pushed me over the line with one final sprint – a strong finish! (WOO HOO!!)  Within seconds I was giving thanks and praise for a healthy body, a supportive husband and friends, and a picture-perfect day for our ride!  We packed up our gear, drove home to our family and celebrated the accomplishment together…with hugs, kisses and chocolate mousse cake to top it all off!!  What a fine way to end the day and my first century ride (and yes…I will be doing another!!)

 Leaders – how are you stretching yourselves and your teams?  What are some of your strategies for success?  I encourage you to share your stories here to inspire others!

 Erin Schreyer is President of Sagestone Partners, LLC.  She is passionate about helping people and organizations achieve success and become their best.  You can find more information at http://www.sagestone-partners.com.

A Recipe for Great Leadership: Eat Mor Chikin!

What a great pleasure it was to hear the story of Chick-fil-A this evening from some of the company’s leadership team, as well as the President/COO, Dan Cathy.  They are going out of their way to make a difference in the lives of their employees, customers and anyone with whom they come into contact.  It’s a pretty tall order for a fast-food restaurant…but this is clearly a fast-food restaurant like no other!

 We Care About You…

I was fascinated as Cathy began his speech with “the first thing I want you to know is that we genuinely care about you personally.”  OK, so that’s not what I was expecting from a fast-food executive.  I was expecting a history of the company, possibly some ups-and-downs, how they prevailed in the end and now he has a family fortune and can stop working.  Success, right?!  That’s not their story.  In fact, there was only a little bit about their history as a business.  Their stories related more to their family and how they value their relationships.  Sure, they are a very successful company, but it’s clear that their definition of success does not revolve around amassing a financial fortune (although I’m certain they’re doing ‘just fine!’)

 When the leadership team of Chick-fil-A says they care about you, they’re serious.  And they’re not just saying it, they’re doing it.  Yes, they’re putting their philosophy into action.  By saying that they “care,” they are taking action to influence and impact people’s lives in positive ways.  The areas that they have identified as most important are: Live, Love and Lead.  Here’s what they say about each of these areas:

 LIVE

An important indicator of health is your energy level.  It ensures you have the ability to do what you want to do, when you want to do it.  The key: incorporating healthy habits into your day that will help you maintain the energy level you need to be successful.

 To support the “Live” initiative, Chick-fil-A employs a full-time Wellness Director.  Elizabeth David has helped to create programs and facilities for the company, including an 11,000 s.f. fitness center, exercise classes, a Corporate team of runners (more than 200 people!) for the Disney marathon and mountain hiking expeditions, to name just a few.  They have a belief that in order to be the best version of yourself, you have to be “Fit to Lead.”  As an avid cyclist and runner, I would have to agree!!

 LOVE

Our marriages and families are incredibly important to us.  But between the hectic pace of our lives and the constant demands on our time, we can risk neglecting what is most to us.  The key: slow down and refocus on the significant relationships in your life.

To help ensure that love prevails, Shawn Stoever, a Ph.D. specializing in marriage and family therapy, is on staff at Chick-fil-A.  He serves as the Senior Director of the WinShape Foundation, a non-profit ministry of Chick-fil-A focused on “building relationships and transforming lives.”  This organization was founded by the same folks who founded Chick-fil-A, Truett and Jeannette Cathy.  Today, they have been married for more than 60 years, and their children, who currently lead Chick-fil-A, have been raised to value marriage and family.  They clearly support the belief that happy marriages are the foundation to so many other successes, including business success.

 LEAD

At Chick-fil-A, we believe leadership is endemic to each of us.  We all lead someone or something in our lives.  This is so important that we not only provide leadership training to home office staff and Operators, but also partner with others who are experts to bring leadership training to Chick-fil-A.

 Cathy shared a few stories of leadership at all levels within their organization.  This included him sharing real, local examples of customer-written letters, praising staff for the difference that they’re making in their customers’ experiences.  He even took time to acknowledge these employees (who were surprised by the letter!) in front to everyone, and he asked them to stay after the event so he could thank them more personally.  First-class!!

 Their leadership training is obviously building into their staff, refining their skills and teaching them how to provide the best service possible.  Cathy shared with the audience the basis of that training – it comes from scripture: If someone forces you to go one mile, go with him two miles. (Matthew 5:41)  From that, they launched their training program, “Making the Second Mile Second Nature.”  WOW – it’s no wonder you get great customer service there!  Talk about going above and beyond!!

 Dan’s Passion

Dan Cathy has been the President and COO of Chick-fil-A since 2001.  He spends most of his time on the road, visiting store locations and interacting with his team.  He is an engaged and caring leader, whose desire to build into his team is evident in both what he says and does.

 I have always been a firm believer that success will follow a strong passion for something.  Cathy has led the Chick-fil-A organization to many successes in many ways.  So, what’s his driving passion?  His personal passion is to see the fulfillment of the Chick-fil-A Corporate Purpose: “To glorify God by being a faithful steward of all that is entrusted to us.  To have a positive influence on all who come into contact with Chick-fil-A.”

 Way to go, Chick-fil-A!!  Kudos to your vision, great leadership and wonderful team!!  You are an inspiration, and you are, indeed, having a positive influence!!  THANK YOU!!

What are your company’s principles founded on?  What kinds of things does your company do to build into the employees?  How about building into your customers, or even the community?  I’d love to hear some great examples of other companies that should be honored and held as an example of true success!!  Leave your comments here!!

Erin Schreyer is the President of Sagestone Partners, LLC.  She is passionate about leadership and developing people to their greatest potential.  For more information, please visit www.sagestone-partners.com or e-mail Erin at eschreyer@sagestone-partners.com.