Month: February 2014

Leave a comment Posted on Coaching, Communication, Development, Leadership, Management

Lead by Telling or Lead by Questioning by Jim Johnson

We’ve all had “that boss” who would dictate directions from afar.  We would be fearful of taking any action on most anything for fear that we were heading in a direction that they would not like.  So, we sat on our hands waiting for our orders.

Leading by telling is not an effective or efficient way to get things done.

One of the things I’ve tried to get better at is to lead by questioning.  This leadership tactic has required me to roll up my sleeves and spend time with my team leaders.  I’ve worked hard to build trusting relationships with them so they aren’t afraid to disagree with me, challenge me or question me.  I’ve had to make it safe to do this with me – the “ownness” is on me.

Just the other day, I sat down with one of my first-year leaders to talk about some results I needed to see improved.  I had been using a report that, I thought, demonstrated the need for improvement in a sales area.  I asked her a lot of questions about the performance of her team and how she managed them in this particular area.   She began questioning where this report came from, who showed it to me, and was it the same report that the lending department actually used.  Since someone in lending gave me the report, I had assumed (oops) that the report was valid.  It was not.  I was able to find the right report and we both got on the same page right away.   But I only learned this when this leader questioned me on it.  We then created a better tracking mechanism that she can use with her team to predict their performance by month’s end.  It was a very good use of our time.

In this interaction, there were a lot of questions and clarifications being used – and this was healthy.  We got to the heart of the matter.  I worked hard not to simply tell this manager to “fix it”, but we talked through the issue and found the resolution that we both needed.

In her post “If You’re Always Giving Order, You’re Not a Great Leader”, Jessica Stillman shares the following:

“Think about a leader and chances are your first image is of someone giving orders — maybe it’s the quarterback in a huddle outlining the next play for his teammates, maybe it’s an army officer coolly  barking commands in the heat of combat. But chances are, when many of us think of leadership, we picture a person telling others what to do.

After all, that’s the essence of leadership, right?

Wrong, says Christine Comaford, an executive coach and author of SmartTribes: How Teams Become Brilliant Together who recently participated in a series of interviews on the website of fellow author Keith Ferrazzi. In the course of a long exchange about leadership, she tells the story of an executive she was coaching who couldn’t stop telling his employees how to do day-to-day things.”

She goes on to say that when a leader asks more questions vs. telling the employee what to do, good things happen:

  • The employee learns that they do have responsibilities (and the abilities) to get things done on their own.
  • The leader cannot create an environment where the staff will not act unless they get permission.  Nothing will get done this way.
  • The leader and the employee will both learn more with this method.

“The great leaders are like the best conductors –

they reach beyond the notes to reach the magic in the players.” –Blaine Lee

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11 Things Great Leaders Do by Mark Hunter

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The biggest thing holding back organizations is the lack of leadership.

I’m continually asked by companies large and small, “What are the traits that make a great leader?”

Here is my list of what it takes to be a great leader:

1. Leaders realize their number one job is not to lead others but to create other leaders.

How many times have we watched a terrific organization fall apart when the leader retires or exits their position?

Unfortunately, it happens far too much and it’s due to what I call “ego-leadership.” It’s where the leader wants to be the one in charge and does little to ensure there are others capable of stepping up and leading.

2. Leaders know their results are measured not by what happens when they’re present, but by what happens when they’re not present.

The organization that falls apart the moment the leader is not present is indicative of one being led not by a leader, but by a manager.

3. Leaders know it’s not what they do that matters, but what their people do that matters.

They know their own limits and realize the real power of an organization is when everyone is contributing and focused.

Read the rest here: http://thesaleshunter.com/11-things-great-leaders-do-that-managers-only-think-about/

Mark Hunter “The Sales Hunter.” Sales Motivation Blog. Mark Hunter is the author of High-Profit Selling: Win the Sale Without Compromising on Price.

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Unlock Relationships that Transform Leadership by Dan Rockwell

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Note from JJ: A few years ago, I was approached to “mentor” an employee (not one if my direct reports. I soon learned from the senior executive who asked me to do this that he actually wanted me to “fix” this person. That’s not mentoring. Dan Rockwell has written a great post on what mentoring should be about…

I knew too much when I was younger. Now that I’m older, I have the same problem. But, the thing that most expands leadership is the belief that we don’t know.

Those who think they know are worse off than those who know they don’t.

Everyone who’s afraid to look dumb, remains dumb. We learn and grow in community. Mentors grow us most.

But, know-it-all’s outgrow community.

Mentor-ready is ready to:

1. Not-know with an open mind.
2. Believe people, more than circumstances, change us.
3. Have confidence, even though you don’t have all the answers.
4. Shift strategies.
5. Expand options.
6. Nurture curiosity.
7. Stop pretending you know when you don’t.

6 gifts of the mentor. Mentors:

1. Give time for reflection. Without a mentor you keep circling the same thoughts.
2. Explore inconsistencies.
3. Dig into priorities.
4. Press for clarity.
5. Instill confidence.
6. Honor growth.

4 marks of lousy mentors:

1. Fix rather than explore.
2. Advise before understanding desired outcomes.
3. Do all the talking.
4. Act like they know.

7 keys to successful mentoring:

Read the rest here: http://leadershipfreak.wordpress.com/2014/02/23/unlock-relationships-that-transform-leadership/

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How Do You Help a New Leader When Leadership Doesn’t Come Naturally? by Alec Murray

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As many of us know from experience, too often people are promoted because they are good at what they do, but not all high-performing individuals make good managers.

Companies need to know what to do about this situation since they promoted the person and are now responsible for this new manager’s training and leadership growth.

So, just how does a company manage a manager who can’t manage?

1. How do you avoid this problem in the first place?

Many organizations make this mistake in filling management positions. They place people in management roles because they have excelled in a functional role (sales, marketing, finance, operations, manufacturing, product development, etc.).

The transition is treated as a promotion, which encourages people to accept management responsibilities even if they have no interest or experience in managing people.

Everyone loses when this happens — the organization loses a top functional employee to the ranks of management; the newly minted manager is often less happy in the new role than the old; and the new manager’s direct reports suffer from having a poor manager.

2. What do you do if the manager can “do,” but not lead?

Each organization is different, but it starts with “what does leadership look like?” in his or her case. The executive team needs to be very specific about identifying the top 3-5 characteristics that are needed in their role for leadership. Then they need to relate this to specific actions they will need to take.

Another task is to help them see “leadership moments” as they arise in the work. It is a little bit of pointing the way but building a track record of “smaller” leadership actions is a way to transition from “doing.”

At a slightly higher level, there is talking with them about the difference between leading and managing. Without getting lost in semantics, leading is about direction and change and managing is about getting the job done.

The conversation should be conscious and explicit and should provide them about examples of the differences between the two.

3. Who is at fault and what is the solution?

In short, if an organization finds itself with managers who can “do” but cannot manage, it may be because the company hasn’t taken the time to identify people with management potential, train and prepare them for management roles, and mentor them when they first take on management responsibilities.

Read the rest here: http://www.tlnt.com/2014/02/18/how-do-you-help-a-new-leader-when-leadership-doesnt-come-naturally/

Leave a comment Posted on Communication, Leadership, Ownership, Passion

Passion – the fire within by Jim Johnson & others

flame

(Here is the next section in my L.E.A.D. (Leadership Effectiveness and Development) initiative that I’m doing with my team here at work.)

For a team to succeed every member must know and understand their specific role so that you are united in working to achieve the team’s goal. It’s the bigger picture that drives your actions. While this is broadly understood in most businesses, it is usually approached in a purely practical way by determining SMART objectives or establishing clear KPIs. And there is nothing wrong with that, but for best performance it lacks a vital ingredient: emotion.

Emotion is the extra gear, or passion, you need to go from cruising speed to take off. When teams have an emotional bond, members understand each other better, know each other’s strengths and weaknesses, support each other through tough times and enjoy celebrating successes together.    (Marianne Hewlett)

PASSION

Definition:  noun – a strong and barely controllable emotion.

 

“Passion is the energy that comes from bringing more of YOU into what you do.  Simply put, it’s being who you are and doing what comes naturally.  When what you do is in alignment with who you are, you get energy from doing it.  It’s like water flowing along its natural riverbed.  It actually gains energy from the path it’s taking (compare that to what most people experience in their work, which is more like trying to force it up and over a mountain).”

(http://mapmaker.curtrosengren.com/what-is-passion.html#kkXUyc4j.dpuf)

Points to Ponder:

“Passion is infectious…and the catalyst leaders use to excite others.  Passion is what others view as strength and confidence as they’re led down a path full of obstacles and danger.  Passion makes you brave (some might say stupid)…Passion is what helps you up after a fall.

The role of leader doesn’t come easy because you have passion.  At first, many people will be skeptical, even afraid, to go along with you.  Leaders don’t go where everyone else has already been; they go where no one has gone before and that is what makes them leaders.

Passion is always shown, not told….do what you’re passionate about and it won’t feel like work at all…There’s an added bonus because passion is an adventure so you’ll never be bored!”

(Al Borowsky, from http://changeyourgamebealeader.com/2014/02/07/making-passion-navigator-towards-success/).

“I set myself on fire and people come to watch me burn.” John Wesley

Yes, that old English preacher said that. He would ride around the countryside on horseback to preach at different churches. And people did go to hear this man preach. His preaching changed lives. It created a movement. John Wesley was on fire.

How about you?

Leaders are passionate. They are passionate about their business, about their products/services, about the differentiation, about their staff. You can tell when you’re around a passionate leader, can’t you? Even if you don’t know much about their expertise, you can get caught up in their enthusiasm. They are infectious.

Have you ever been around a person who is in charge and it is clear that they are not passionate? Can you image the organization that they lead? I have a feeling that few others are showing any kind of passion either. Status quo probably rules the day. “We’ve always done it this way” is their motto. This type of leader and organization aren’t necessarily like Eeyore, Winnie the Pooh’s sad friend. But they aren’t Tigger either. They just are.

If you want to see results and motivate your team, check your passion. If you want to move on to the next level, check your passion. If you want to achieve, succeed, and grow, check your passion. Don’t lament about where you are today. Take what you know and where you to grow to the next level – and do it with passion. Rick Patino, basketball coach/guru said this:

“It doesn’t matter whether you are a crossing guard, a schoolteacher, or a basketball coach. It might not be where you want to be tomorrow, but it’s where you are today. Seize the day.” (from Rebound Rules)

Passion moves you to change. Passion is showing up and continuing to show up.

“But I’ve been at this same job for a long time and I’m not getting anywhere. They (corporate) don’t recognize me and my skills,” you say. What to do, what to do?

Passion says “I will not surrender”. Don’t get caught up in a pity party. Nobody wants to attend that. And you’ll go no where focusing on poor-pitiful-me. “Never complain about your problems because 95% of the people don’t care and the other 5% are glad they happened to you” (Lechter & Reid in Three Feet from Gold). Hopefully, not all of that is true. But the point is this: refuse to surrender your dream of the next level.

So how do you live in passion? Here are some ideas that I think are worth acting on:

1. Keep your dreams and goals in front of you all the time. Write them down. Do the things that will get you to your goals.

2. Be enthusiastic. Facing a tough challenge? Jump in and tackle it. Learn from it. Use your resources. Master it. As a leader, others will see your passion as a beacon and will follow. They will!

3. Don’t seek recognition if you’re not in the position you desire. Learn your profession. This will lead to mastery and will build your confidence.

4. “We have one chance to do our best on each given day; don’t waste that chance.” (Patino in Rebound Rules)

5. Never let mistakes define who you are. Learn from them and move on. Or as a wounded soldier said when asked how he faces life after being seriously injured on the battlefield, “I F.I.D.O. – forget it, drive on!”

You can approach your business, your department, your branch, your personal life with the same-ol’-same-ol’ attitude. You might grow new business. You might see success. You might achieve. But there’s a good chance that you won’t.

Or you can set yourself on fire. Know, really know, your business. Look for opportunities for your business to grow whether you are in the office or not. Throw yourself into the development of your staff. Be a cheerleader for them. Love every chance to talk with potential customers about your business. Be enthusiastic.

People will come to watch you burn – and they just might catch on fire, too!

(https://goleadergrow.wordpress.com/2012/05/09/passion/)

What Passion Does for Us:

“1. Passion produces energy. 

A leader who has passion is driven forward from the energy it produces. When it comes to leading yourself and others, passion and energy are essential. Donald Trump said, “Without passion, you don’t have energy; without energy, you have nothing.” Leaders who have passion also bring energy into what they do.

2. Passion drives vision.

If a leader wants to see their vision and goals being accomplished, then the leader’s passion is the fuel that drives the production and results of the vision. The vision of the organization or team should be frequently and passionately communicated to others.

3. Passion ignites others.

We have all seen or been around a passionate leader. I personally know after I’m around a passionate leader their energy and passion rubs off on me. This causes me to feel more energized and motivated. A person’s passions can ignite other people’s passions and bring energy into their lives.

4. Passion raises influence. 

John Wesley said, “When you set yourself on fire, people love to come and see you burn.” This is what happens when a leader has passion. The leader starts gaining more with others, and people want to be a part of what’s going on. If you want to raise your influence, then you need to be a passionate leader.

 5. Passion provides potential.

I have observed that a leader’s passion brings new opportunity and opens the door to success. This is because when you’re passionate about what you’re doing, it moves you closer to your potential. Moving you closer to your potential causes you to be moving into the next level within your career and personal journey.” (Dan Black, http://danblackonleadership.info/)

Something to think about:

“Without passion, man is a mere latent force and possibility, like the flint which awaits the shock of the iron before it can give forth its spark.” – Henri-Frederic Amiel, Writer

Here at work:

  • What makes you spark?
  • What inspires you?
  • What gives you so much satisfaction or/such a buzz that you would do it for free?
  • What role does passion play in your working life?

 

Leave a comment Posted on Development, Entrepreneur, Leadership, Management, Ownership, Productivity, Professionalism

Think Outside the Rut by Jim Johnson

ice ruts

Here in Indiana, we are praying for an early Spring.  Winter has been rough this year.  My neighborhood is full of ice ruts making driving difficult and unsafe.  My wife even got stuck in one the other day requiring some good Samaritans to come to her rescue.

Ruts don’t get us where we need to go.

You’ve heard the expression “think outside the box”.  For me, a better way to say this is “think outside the ruts” because it’s in a rut where I get caught up, stuck, needing help.

Do you find yourself in a rut?  New ideas at work are hard to come by?  Your work seems blah.  You need a shot in the arm?  It’s time to break out of that rut.  But how?  Try these ideas:

Read

There are a lot of great resources available to us today that we didn’t have just a few years ago.  The amount of reading free reading material is enormous.  Check out the apps Flipboard and Zite.  You can select topics you want some new exposure to.  The apps are easy to use and are available on your smart phone and tablet.

Venture outside your expertise. Explore new worlds.  Are you in a traditional business?  Read about entrepreneurs.  Find out how they tackle obstacles, getting a product to market, how they deal with staffing issues.  Not tech-savvy?  Read what is happening in the high-tech world.  Learn.  Grow.  Become inquisitive.  READ.

Broaden your network

Do you spend most of your time during your work week with your colleagues?  It’s time to branch out and meet new folks.  Attend a Chamber event. There are many in my community.  I bet there are in yours.  How about going on a business call with your outside sales folks.  You can learn a lot about your department and company by doing this.

Are you on LinkedIn?  You can meet a lot of great people here and you will be exposed to even more great reading and insights.  I recently made a connection with a local business owner who was in the process of doing business with my company.   I had the opportunity to help smooth out some rough communication and misunderstanding in this process.  That wouldn’t have happened if I hadn’t broadened my own network.

Change your perspective.

When was the last time you looked at your business through the lens of your customers? It’s difficult to do.  But we can go for years thinking we are producing products customers want all the while they are slowing leaving our business and products for someone else who “gets them”.

Mystery shopping initiatives can help change your perspective.  Does your company collect and monitor customer feedback?  Pay attention to it!  Act upon it!  Let your customers know you appreciate their input!

Learn something new

Spend time with a colleague discovering what they do. You probably don’t know how what they do impacts your work (and neither do they).  You can learn so much more about your work and your company by doing this.  Ask a lot of questions.  Ask to see the reports they review.  Find more of the “story behind the numbers” while you’re with them.

Move

Getting out of rut demands motion.  Many times, you sit at your desk for hours (right?).  Get up and move.  Walk up and down the stairs (if you have them).  At my company, we built a walking path around our campus.  My CEO and I had our 1-on-1 walking this path multiple laps (when it was much warmer).  Moving can clear your mind.

Get out of your rut.  Get some exposure to new ideas, thoughts, and perspectives.  Your mind, department, and company will thank you for it!

try something new