I’m leading a couple of groups at work that I’m calling “Emerging Leaders”. I meet with both groups for just 1 hour each week. Currently, we are working through Jeff Olson’s book, The Slight Edge. Starting in November, we will be studying John Maxwell’s The 15 Invaluable Laws of Growth.
For today’s session, we will be discussing the Ripple Effect. Olson explains this:
“When you create positive improvements in your life, you create positive ripples that spread out all around you, like a pebble of positivity dropped in a pond.”
And the ripple effect can impact others to do the same…
“When you reach out and positively affect one other person through your interactions and words, you create a slight change in that person, who is then more likely to reach out and positively affect someone else. Simply put, one touches another, who touches another, who touches another.”
Are you looking for improvements within your team? Are you overwhelmed at the thought of moving the entire team to better results, increased improvement?
Take the time to invest in a couple key team members who are positive influencers. Help them see their potential. Give them solid tools for success. Fan their flames.
If they are truly people of influence, the ripple effect can work. As these key team members demonstrate positive results, work habits, healthy collaboration, this can ripple to others. As you coach all of your team, encourage growth and development. Point out the positive and address what needs to improve. But get your team to work together towards success. Make this your culture within your department.
The ripple effect can work for you.
I was introduced to the book The Slight Edge by Jeff Olson. I began reading it yesterday morning while waiting for some work to be done on my wife’s car in the shop. I am enjoying it and highly recommend it to you .
I sent the following in an email to my team here at work. Olson makes a great point on success, and I want to share it with you now.
Jeff Olson shares that most people in life want to experience success but only around 5% actually do something to become successful. According to Olson (and I agree with him), “success comes through simple, productive actions, repeated consistently over time.” That is TRUE.
Here’s an example of that. In the past 3 years, I’ve lost nearly 50 lbs. I did not wake up the other day and BAM! those 50 lbs were mysteriously gone (wouldn’t that be great!?!). No, here’s how that happened:
I didn’t intend to lose weight. My goal was to reduce my blood sugar numbers – I was unhealthy! But as a “side effect”, I was losing weight by focusing on reducing carbs every day.
Did you read that? “every day” My weight loss success was due to the “simple, productive actions, repeated consistently over time.” I lost 30 lbs in less than 120 days earlier this year. I’ve kept it off, too.
Here in your job, you can be successful. It will require daily disciplines that are easy to do. Really, they are easy. But just like trying to lose weight, disciplines are also easy not to do. The choice is yours.
So here are 10 Core Commitments for you. This is my challenge to you. Work on these commitments every day at every opportunity. There may be days when you don’t get to all 10, but if you make it a focus, I bet you’ll do more than you think.
10 Core Commitments
Actively, Daily doing this will:
I’m always looking for ways to engage my leadership team to become the best leaders they can be. In 2015, we are going to learn how to A.C.T. like leaders. What does this mean? We want to identify, know, and embody the
of effective leaders.
Together, each month, we will select an A.C.T. Then individually, for the next 30 days, we will research this A.C.T. to find a good working definition, discover areas where we are already individually strong in and where we need to improve, and then work to identify what success will look like when we put this A.C.T. into practice with our teams and colleagues.
Then in our monthly meetings, we will collaboratively choose the working definition of the A.C.T. We will then share what we’ve learned, where we personally need to grow and develop (accountability), and explain what we believe success will look like. I know my team – there will be great discussions, encouragement, and challenging moments.
I’ve started a list of A.C.T.s we might consider. Here’s a partial list:
This blog has readers from around the world. I would love to read your ideas of some the A.C.T.s of effective leadership. Simply make a comment, and I’ll publish it so we can all share our thoughts and ideas. I appreciate, in advance, what you will contribute to this experiment.
I’m looking forward to 2015 with my leadership team. Thank you for being a part of this experience. Together, let’s grow great teams!
You know these people at work. They live under the radar. But more than that, they get special recognition and even rewards for things they do when many others in the organization consistently are doing the same thing. They get promotions. They get or give themselves new titles. They undermine the company culture, but somehow they are seen as the “darlings” of the executives.
Truth: doing the right thing and being the right person does not guarantee you will win at work. You’ve been around long enough to know that life is not fair and sometimes, you end up on the short end of the deal.
Question: is living up to standards, achieving and exceeding goals, being professional and mature…is it all worth it?
Quick answer: YES! Refusing to live and act to the lowest common denominator is worth it! Doing the right thing and being the right person is always right.
It is not easy, but it’s worth it. You know that. I know that.
Being reasonable with unreasonable people is difficult.
Being certain in an uncertain work environment is difficult.
Living up to standards while others around you are trying to constantly redefine the standards to make sure their behaviors fit it…that is difficult.
While I’m not that old, I have learned some things about folks who seem to “get by” and get ahead for all the wrong reasons. It will not last forever. It won’t.
Doing the wrong thing and being the wrong person will create:
* the lack of trust from others. That leaves that person having to constantly look over their shoulder as alliances change.
* the lack of respect from others. They become a joke behind their backs.
* the manipulation of the numbers, goals, results (or at least the understanding of those things), and that will not last.
* isolation. The wrong people end up alone or with very few around them as other “followers” get tired of the games that get them no where. Followers don’t always win in these situations. It’s usually about the “wrong” leader getting ahead and no one else.
* a removal from power. When those around the wrong people have had enough, actions can be taken to remove that person from power.
The choice is yours. Do the right thing and be the right person. Looking in the mirror with no regrets is healthy and will lead to success. It will.
Last week my family and I were in Gatlinburg, Tennessee. One of the many activities we experienced was ziplining. It was a first for every single one of our family members.
As we were preparing to head up to the zipline course, my wife and I talked about the concern we had for our youngest – my son, Karsten. He has had a history of being afraid of trying something new – especially things that would challenge him directly.
But to our surprise, when it came time to head out on the course, Karsten stepped up to be first in line. He jumped off the first platform and flew down the zipline without any problems at all. Throughout the entire experience, he was excited. I think he knew that he was actively conquering a fear.
I learned a lot from my 8 year old son that day. There are lots of times in life when we face new challenges and new experiences. But instead of standing petrified on a platform, many times it’s just better to jump and trust the mechanisms that you have in place and just go with it.
I told my son that he was a role model for me that day. He just smiled.
Truth be told, I think I was the one who was the most afraid of the experience. But I conquered my fear, jumped off the platform, and zipped to a new adventure.
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 great leaders are like the best conductors –
they reach beyond the notes to reach the magic in the players.” –Blaine Lee