I am currently reading Ryan Holiday’s book Courage is Calling. I highly recommend it! It is packed with so many historical examples of how others have faced fear and even death. Yet, they pushed on, pushed through. They conquered being scared and chose not to allow fear to control them or their decisions.
We have all had to face fears in the past year or so. Disease. Business closures. Loss of work. Relationship strain. What we all need is a healthy dose of courage.
This book will speak to your soul. It will stir your heart. It can strengthen your resolve.
In 2017, my brother and I started a local Networking forum focused on leadership development. We call it First Fridays because we meet on the first Friday of every month. We bring in local leaders from northeast Indiana, where we live, for this free event.
We also video record our presentations and put them on our YouTube channel. So no matter where you live in the world, you have access to the same presentations now.
“Innovation is a state. It’s something you practice. So if you never want to run out of ideas, here are five ways to stay in a constant state of innovation.” Read the entire article by clicking the link below:
Here in the US, we are celebrating Halloween today. Our children will be out and about this evening trick-or-treating and filling their bags will all kinds of sweets. It is rarely scary and always a lot of fun.
So allow me some latitude to ask: do you know what is frightening you in the workplace today? Let me offer up some scary realities that left unattended can bring on unproductive teams and can often lead to chaos. Leaders, be ware!
Lack of communication
No company-wide vision
“Do as I say, not as I do” coming from leadership
Failure to confront issues
Passive aggressive behaviors
Lack of investment in the team in mental, physical, and financial wellness, personal/leadership development, community outreach
I listed just a few here. So what is the remedy?
Ask yourself: “what am I blind to?” Then address those things.
Develop authenticity. You may need help with this. You cannot merely dictate real change. You need to model it.
Ask your team where they need help? Then act on what you learn.
Bring in a consultant to help you deal with really tough issues that have been ignored for too long.
Communicate. Be vulnerable while keeping the team moving in a positive, forward-moving growth mode. It can be done.
Address what is frightening you and your team/organization. Take the lead to recalibrate if necessary. Keep things real. Keep accountability at the forefront.
We’ve all seen this in sports. The team that everyone thought would be a “sure thing” and would come out on top is beaten by what seems to be a less talented team. The big tournament comes around and the first seed is shockingly out of the game early on and can’t recover.
The talent appears to be lop-sided towards the assumed winner. Their record shows this. Their fans “just know” that they will win. The coaches have prepared their teams and plays are in place. Yet the team that everyone thought was already beaten before the game begins ends up as victors.
How can this be?
If you follow sports at all, you’ll understand that so much of the game is won or lost by that 5″ space between the ears. Winning teams put in the practice and discipline. They execute their plays with precision.
But, somehow something creeps into their thinking…
“We’re good enough…”
“That other team doesn’t have a chance…”
“We’re the shoe-in…”
And then the other team – that no one sees any hope of winning – comes out hungry. They out hustle the assumed champions. They see small mistakes that are being made and they take full advantage. And then the crowd starts to notice. “How can the score be this close!?” And then the crowd sees their champions falter. They witness the battle that is going on in the players’ minds. The underdogs are pulling away. The underdogs are winning. The underdogs are cutting down the nets as victors.
Here’s our reminder for today: As leaders, don’t assume the victory. Work for it. Keep the fires of passion burning in your team. Remind them of their mission. Cast your vision. Keep your team forging ahead. Execution of the mission is critical. Don’t assume anything. Work towards that win, every day, with every encounter, in every action, with every decision.
When your team wins, make sure they have left their A game on the court. Celebrate with them. Prepare them. Help them fine tune their skills. And then ramp up to do it again and again.
Gallup research reveals that over 50% of Americans have quit a job to get away from their manager. Meanwhile, overall employee engagement has been stuck for years around a meager 30%:
Further, their research shows that managers, “account for at least 70% of the variance in employee engagement.”
This is a painful indictment of bosses everywhere.
Is there an evil gene creating bad bosses?
Of course not. But it begs the question:How is it that so many managers become bad bosses?
There are a number of factors that hurt even managers with the best intentions as they try to lead their teams. Today we’re looking at those factors that contribute to good people becoming bad bosses any what can be done about them.