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Leadership thoughts from PeopleFirst HR


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Transforming fear in to Empowerment

Do you ever allow fearful thoughts to erode your confidence and diminish your sense of empowerment? It’s a common trend for many people, and when you’re stuck in the midst of fear and uncertainty it can seem like an impossible task to pull yourself out of it.

However, fear and empowerment are actually like two opposite sides of the same coin. On one side is the belief that you are not strong or capable enough to handle challenges or life in general; while on the other side is the certainty that you are fully in control of your own life and have the power to triumph over adversity.

Transforming fear in to empowerment is as simple as flipping the coin so it lands on the other side! The “coin” in this example is a little thing called “perspective.”

In order to release fearful thoughts and become empowered, you need to be willing to see yourself and your life circumstances in a different light.

Many people believe that in order to empower themselves they need to have massive amounts of courage and inner strength, but that usually comes later. Instead, be willing to start small and empower yourself more gradually. Start with one small action that makes you feel nervous and push yourself to move forward and do it. As you face your fear and master one small challenge, you’ll begin to feel stronger and be willing to take on more, which will continue to build your strength and empower you.

Fearful thoughts often cause you to doubt yourself, which creates more fearful thoughts! To reverse this, begin affirming that you’re strong and capable as often as possible – and most especially when you begin to feel disempowered. Affirm not only your strength and capability, but your flexibility, resiliency and resourcefulness to handle anything that comes your way. The more you affirm it, the more you’ll begin to believe it.

See the unknown as a good thing. I know, not always easy.  Fear of the unknown is one major factor in feeling disempowered. You’ve likely gotten used to seeing the “unknown” (anything you have not encountered before) as a bad thing, with dangers and pitfalls waiting around every corner. Most often you don’t even know why you feel fearful, you just believe there is reason to feel that way! However, if you instead shift that perception to one of optimism and enthusiasm for the unknown, you’ll feel less threatened and develop the willingness to do and dare more.

When it comes right down to it, empowerment is usually nothing more than a choice; being willing to believe that you are stronger than any challenge or difficulty that arises. The more you focus on releasing fearful thoughts and strengthening your belief in yourself, the less intimidated you’ll feel by outer influences.


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One of the hardest things for leaders (and all people, for that matter) to deal with is criticism. We all want to be right, do right and have others consistently agree with and admire us. But every leader who has been around for even a short while knows that criticism is part and parcel of the experience. There is simply no way of avoiding it.

Consider all of history’s greatest leaders. Regardless of their era and role, every person that we would associate with positively changing the course of history was censured during his or her lifetime, often in scathing, relentless terms. It makes no difference whether they were people of great character or not. Nor did it matter if they were on the winning side of the argument or struggle. If they stood for a cause, led a nation or advanced a noteworthy agenda, then they were at times discouraged, condemned and perhaps even physically impeded from achieving their goals and aspirations.

If fact, why would anyone want to assume a leadership position when the potential for constant critique and pushback looms large? Why would anyone want to risk affecting their relationships with friends, colleagues, co-workers and other associates in order to assume a leadership post?

The answer, of course, is that leaders want to make a difference. They recognize that change is not easy for people and that any efforts that demand of others will invariably draw criticism. But they push forward anyway as they deem appropriate, knowing that criticism is simply society’s way of saying that what you’re doing matters and deserves attention.

Of course, there are many things that leaders could and should do to gain support and buy-in, such as building equity, developing a values system, and communicating (and listening) well. Still, there is no leader worth his or her weight in salt that can expect to adequately fulfill their responsibilities without experiencing meaningful criticism and backlash at times.  Change initiatives are in many ways similar. They can be painful at present, affecting staffing levels, roles, reporting, workloads, work processes or similar things. But often these changes are necessary to ensure the long-term health of the organization.  Sure, leaders need to account for what they do, how they do it, and the impact that it may have on their constituents. But they must also possess the courage and drive to advance change that they believe is proper and necessary. The backlash that they will invariably receive is not necessarily the result of anything bad that they did. Quite the contrary — it may, in fact, be the best indicator that they are on the right path and are doing what is necessary to genuinely fulfill their leadership duties.

“You have enemies? Good. That means you’ve stood up for something, sometime in your life.” ~ Winston S. Churchill


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Success will come and go, but integrity is forever.

If I could teach only one value to live by, it would be this: Success will come and go, but integrity is forever. Integrity means doing the right thing at all times and in all circumstances, whether or not anyone is watching. It takes having the courage to do the right thing, no matter what the consequences will be. Building a reputation of integrity takes years, but it takes only a second to lose, so never allow yourself to ever do anything that would damage your integrity.

We live in a world where integrity isn’t talked about nearly enough. We live in a world where “the end justifies the means” has become an acceptable school of thought for far too many. Sales people over promise and under deliver, all in the name of making their quota for the month. Applicants exaggerate in job interviews because they desperately need a job. CEOs overstate their projected earnings because they don’t want the board of directors to replace them.

Investors understate a company’s value in order to negotiate a lower valuation in a deal. Customer service representatives cover up a mistake they made because they are afraid the client will leave them. The list could go on and on, and in each case the person committing the act of dishonesty told themselves they had a perfectly valid reason why the end result justified their lack of integrity.

It may seem like people can gain power quickly and easily if they are willing to cut corners and act without the constraints of morality. Dishonesty may provide instant gratification in the moment but it will never last. I can think of several examples of people without integrity who are successful and who win without ever getting caught, which creates a false perception of the path to success that one should follow. After all, each person in the examples above could have gained the result they wanted in the moment, but unfortunately, that momentary result comes at an incredibly high price with far reaching consequences.  That person has lost their ability to be trusted as a person of integrity, which is the most valuable quality anyone can have in their life. Profit in dollars or power is temporary, but profit in a network of people who trust you as a person of integrity is forever.

Every one person who trusts you will spread the word of that trust to at least a few of their associates, and word of your character will spread like wildfire. The value of the trust others have in you is far beyond anything that can be measured.  For entrepreneurs it means investors that are willing to trust them with their money. For employees it means a manager or a boss that is willing to trust them with additional responsibility and growth opportunities. For companies it means customers that trust giving them more and more business. For you it means having an army of people that are willing to go the extra mile to help you because they know that recommending you to others will never bring damage to their own reputation of integrity. Yes, the value of the trust others have in-you goes beyond anything that can be measured because it brings along with it limitless opportunities and endless possibilities.

Contrast that with the person who cannot be trusted as a person of integrity.  Warren Buffet, said it well: “In looking for people to hire, look for three qualities: integrity, intelligence, and energy.  And if they don’t have the first one, the other two will kill you.”  A person’s dishonesty will eventually catch up to them. It may not be today, and it may not be for many years, but you can rest assured that at some point there will always be a reckoning.

A word of advice to those who are striving for a reputation of integrity: Avoid those who are not trustworthy. Do not do business with them. Do not associate with them. Do not make excuses for them.  Do not allow yourself to get enticed into believing that “while they may be dishonest with others, they would never be dishonest with me.” If someone is dishonest in any aspect of his life you can be guaranteed that he will be dishonest in many aspects of his life. You cannot dismiss even those little acts of dishonesty, such as the person who takes two newspapers from the stand when they paid for only one. After all, if a person cannot be trusted in the simplest matters of honesty then how can they possibly be trusted to uphold lengthy and complex business contracts?

It is important to realize that others pay attention to those you have chosen to associate with, and they will inevitably judge your character by the character of your friends. Inevitably we become more and more like the people we surround ourselves with day to day. If we surround ourselves with people who are dishonest and willing to cut corners to get ahead, then we’ll surely find ourselves following a pattern of first enduring their behavior, then accepting their behavior, and finally adopting their behavior. If you want to build a reputation as a person of integrity then surround yourself with people of integrity.

Do what is right, let the consequence follow. Remember, success will indeed come and go, but integrity is forever.


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Taking Responsibility

It’s inevitable, all leaders make bad decisions sometimes.  It doesn’t matter how much information you gather and what your advisers may suggest you do, you call the shot and its a bad one.  My biggest issue is not the bad decision, it’s the leader that doesn’t own up to his/her mistake.  They somehow try to justify or worse substantiate their bad decision.  When they do, they lose the respect of the masses. There is an old saying “Two wrongs don’t make a Right”.

Employees value a leader who can stick to his guns, yes. But self-justification and blind faith in the face of mounting evidence to the contrary can quickly push those leaders over the line into arrogance. As much as leaders worry about appearing strong and resolute, it is much more likely that they will err in the direction of looking delusional in their consistency. If you’ve crossed this line then you are at serious risk of losing all credibility and there is only one way to get it back: Admit you were wrong.

While admitting our mistakes may sound simple, our psychological wiring works against us. According to social psychologist Leon Festinger, the cognitive dissonance theory states that a powerful motive to maintain cognitive consistency can give rise to irrational and sometimes abnormal behavior.  In other words, our minds actively seek out confirming evidence to support our decisions and self-image. For most people, this confirmation bias is so strong that we often end up convincing ourselves of things that sound outrageous to more objective observers. What this means from a practical standpoint is that since you were the one who made the decision, your employees never reach your level of commitment. Therefore if the decision was wrong, your employees will almost always see the folly of your ways before you will. If the gap between when they see it and when you see it is too long, you will lose their faith and confidence.

Since confirmation bias and cognitive dissonance are hard-wired into our minds, there isn’t much you can do about it except be aware that it exists. If you are aware of it, you can at least guard against it, invite alternative ideas and open yourself to accepting change when your current direction isn’t working. Have you been blinded by your resolve? Is it time to change? If you’re ready to admit you’ve made a mistake, then do it without excuses. It is so rare for leaders to accept responsibility without pointing to extenuating circumstances that when they do, it is greeted with amazement and praise. While consistency is an important leadership trait, the ability to admit mistakes and accept full responsibility far outweighs the appearance of resolve.

Unfortunately, deflecting attention away from our mistakes is so ingrained into our culture — both American culture and corporate culture — that getting people to fess up to their mistakes is no easy task. Carol Tavris and Elliot Aronson, who explore cognitive dissonance and confirmation bias in-depth in their book Mistakes Were Made but Not by Me, explain that because American culture rewards results without recognizing effort, we have been conditioned to view mistakes as purely negative. A mistake equals a failure to produce results and therefore mistakes cannot be tolerated. By ignoring the trial and error process required to achieve success, we encourage people to stay on the wrong course long after that course has shown itself to be flawed. As a leader, changing your culture to one that accepts mistakes will not only make it easier for people to admit their errors and change course when necessary, but it will foster a more open atmosphere of candor and feedback.

Whether from fear or from the confirmation bias, most managers are terrified that admitting their mistakes will show they are weak or stupid; because of this fear they will choose resolve even in the face of obvious failure. Ironically, this type of blind devotion to flawed strategies will make them look far worse than simply accepting responsibility, speaking with candor and showing the strength to change. The risk of looking foolish is miniscule compared to the goodwill earned from standing up and doing the right thing. Nobody likes a quitter, but at some point leaders need to know when to throw in the towel and stop throwing good money after bad.


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Move beyond your current circumstances

As an entrepreneur life can sometimes be a roller coaster with lots of uncertainty and chaos. When you’re struggling it can be tough to see a clear path to success, but it’s crucial to let your vision guide you and NOT your current circumstances. You must embrace those challenges, because that’s where your hunger for a better life is developed.  No one wants to be broke and certainly no one wants to struggle, but according to Peter Voogd the author of the best-selling book “6 Months to 6 Figures”, asking the right questions, and taking the right action while in the struggle is what can change everything. At Peter’s toughest spot he was dead broke, yet six months later he earned a six figure income.  Many successful people who I speak with today experienced similar desperate situations before they were able rise to success.

What it took to make the change is available to everyone. What he realized to make the changes necessary to succeed:

Absolute clarity. 

It’s easy to make decisions once you determine what your real values are.

Reflecting back on the lowest points of my life, I have realized I didn’t take responsibility for anything. I was playing the victim role. I was blaming the economy, my company, lack of resources and my location. I soon realized my focus was jaded and what I needed to change was myself. The moment I got clear on that, my life shifted from complexity to simplicity.

Clarity is the ultimate power, and if you want results you’ve never had you need to get 100 percent clear on what you want. Only when you take full responsibility for your current reality can you change it. Minimalism is a great way to run your business, and a great way to run your life. Get rid of the messes and noise in your head and figure out who you are, what you want and what you must give up to get there.

Your Confidence Account.

Insecurities will destroy you, while real confidence will take you to a level very few attain.

An interesting thing happens when you start to gain clarity. Your confidence follows. If you don’t have confidence, you will always find a way to lose. Everything you accomplish is based on the confidence you have in yourself and your ability to “make it happen.” The bigger the goals, the bigger the challenges.

You must realize the moment you go after your biggest goals, obstacles will show up. They are there to test your character and faith, and to see if you are serious about your goals. The person with the most confidence always wins. When I got clear on the actions needed to start thriving, I felt my motivation and energy elevate. These days, the only security you have is the confidence in yourself and your ability to make things happen.

Shifting your circle of influence.

There comes a point in your life when you realize who really matters, who never did and who always will.

Once you get clear on who you are and what you want, you must re-evaluate your Circle of Influence. Who you associate with is who you become. The term “role model” is not used enough in our society. It’s extremely important to have role models. A role model will raise your standards. A role model will not let you get complacent. Finding a role model or mentor will spark your mind because they are playing the game at a higher level than you are.

  • If you hang around five confident people, you will be the sixth.
  • If you hang around five intelligent people, you will be the sixth.
  • If you hang around five millionaires, you will be the sixth.
  • If you hang around five idiots, you will be the sixth.
  • If you hang around five broke people, you will be the sixth.

It’s inevitable.

Such a simple concept, but what a difference it can make on your performance and business. There’s no faster way to advance into the top 5 percent of your industry than this. Yet, most people don’t do it. I challenge you to find those people, because you’ll become a lot like the people you spend the most time with. Their belief systems, their ways of being and their attitudes are contagious. Once you elevate your peer group, your standards will follow.

Crafting your ideal result rituals.

The amount of stress you have in your life is in direct correlation to the lack of rituals you have in place!

Without the right rituals and habits, your long-term growth will be stunted. Once I learned where my results were coming from, I created “result rituals” that moved my business forward. Intentional action is the only thing that will get you out of the struggle. I had been working 60 to 70 hours a week, but nothing seemed to change until I started asking myself what are the 20 percent of activities that I needed to focus on that created 80 percent of my results. Then I organized my schedule around those priorities.

The greatest wisdom of all time is in astutely choosing what not to do with your time. Say “no” more than you say ”yes”. Don’t be a slave to your phone. Design everything around the lifestyle you want, not for the convenience of other people.

There has never been a better time in the history of our economy to create your ideal life. Whether you’re in the midst of struggle or thriving, I encourage you to continue challenging yourself. When you make a definite decision on what kind of person you will be, on an everyday basis, you start to gain control of your financial destiny. If you continue to choose growth in the moment, and show up better than you were yesterday, you will astound yourself at what you can accomplish. You’re a lot closer to your success than you think.

 

 


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As companies grow, they may outgrow some key employees

So you have an employee or a few employees who have been with you for a long time. He or she has proven to be a great performer over the years. You’ve probably built significant rapport and loyalty with this person or person’s. Unfortunately employees don’t always grow with entrepreneurial companies.  This is one of the hardest lessons to learn as an entrepreneur or new executive.

As companies grow, they tend to outgrow some of their employees. That’s not surprising: it’s hard for fast-growing organizations to provide enough time and development for employees to keep up with ever evolving needs of the organization.

I’ve seen many examples of owners, entrepreneur’s, CEOs starting small businesses or division with 3 to 5 people. One or two people outshines everyone with their commitment, knowledge and execution.  The owner begins trusting an individual because they know the person can be relied upon to get things done.  And typically their strengths are very different from the owner’s core strengths, so the value to the owner is tremendous in growing the business.

As the business begins to grow, however, a different reality sets in.  Expanding into a company with 20, then 30, and then 40 employees may require a different skill set.  The company may need a different type of leader.  The employee who’s great with your 20, 30, or 40-employee Company will not necessarily be the person to run and operate a business with 300 employees.

Often, I think we can recognize this in our gut, but because of the loyalty we’ve built up, we have a hard time determining and actually deciding to take action.  We let the issue fester, then it only gets worse.

The best way to deal with this situation is by addressing it head-on.

As soon as you notice the issue, or have a gut feeling that you might have one, address it with the employee.  Talk with them about how roles change rapidly in a growing company and ask them how they are feeling about how they are keeping up.

You may find the conversation alone heads off the issue.  Perhaps the person simply hasn’t realized that what is required of them has changed.  This will call it out to them.

Perhaps they are truly struggling and don’t know how to deal with the issue themselves.  This will open up the dialogue necessary to help them get past it.

Perhaps they believe they can make the jump.  This will give you the opportunity to discuss expectations and put them squarely on the table.

In most cases, employees who are struggling with this issue are more uncomfortable than you are.  Putting the possibility on the table (in the right way) communicates your respect for them as a person and gives them the opportunity to dispel the myth or be part of the solution.

Discuss alternatives.

After your initial conversation, your hunch should be either quickly dispelled or rapidly confirmed.  Once it is confirmed, it’s time to discuss alternatives.  If the individual recognizes the issue, discuss alternatives.

Perhaps the role has grown large enough that it should be split into two.  Perhaps there is a new role that is more aligned with their skill-set.

Because you have addressed the issue proactively, you do not have a performance issue.  Instead, you have an organizational optimization issue.  Work together to overcome it.

Part ways, respectfully.

Unfortunately, in many cases an employee is unable to recognize that the company has grown beyond their capabilities in a certain role.  Still others recognize it but are unwilling to embrace change.  They want to hold on to the role that they feel is rightfully theirs.

In both of these situations, it is important that you part ways, respectfully.

I have found over and over again that dragging this process out is painful and detrimental to both the individual and the employee.  It is most often a relief to both your organization and the employee if you take swift action.  When you do, remember, this was your go-to employee.  Take care of them.  Offer them a nice package and celebrate their success as they move on to their next challenge.


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Comparing Leadership to Driving – Interesting

I read an article a few days ago comparing leadership to driving.  As I read the article it began to make some sense.  In leadership you start out with a need, a purpose, or a mission.  Well in driving you also need purpose or mission.  You need to go to the store, work, or to visit friends.  Sometimes you’ve got to catch a flight or be at an appointment right on time.  If you pull out of your driveway with no sense of purpose, odds are you’re going to get lost and frustrated on your drive.

Leading your team is no different.  When you take on the mantle of leadership, you need to understand your purpose for doing so.  Are you there to improve a broken team?  To take a group of high performers to the next level?  Do you need to grow the business?  Stabilize it?  Sell it?  Are you leading a downsizing?  If you’re not clear on your purpose as a leader, you’ll be just as frustrated as you would be driving around town not knowing where you’re going.

Second, your vehicle must be prepared to drive.  You need gas, air in your tires, wiper fluid, and all your mechanical and electrical systems need to be in working order.

Are you personally prepared to lead?  Are you taking care of yourself physically?  Mentally?  Do you have all the resources your team needs to be successful (budget, time, tools, etc.)?  Your job as a leader is to ensure your team is ready to tackle the challenges it faces each day.

So what kind of driver (leader) are you?

There are all kinds of drivers out there.  Which one do you most closely resemble as a leader?

The shortsighted rusher: You know this guy – the one who zooms past you only to get held up by cars that were clearly slowed up in his lane.  And then another opening appears, he zooms off, and again you cruise past him at the same speed you were doing before.

Do you lead like this?  Chasing after the nearest opportunity to improve but not seeing the bigger picture of where things are headed?  It feels like you make a lot of progress at times but you never seem to get ahead.  If this is you, try some patience and take a longer view of things.  Observe what’s going on around you and try to thing two, three, or four moves ahead so you don’t burn so much energy and get so little reward.

The overconfident (reckless) speeder: ZOOM! This guy blows by you like you’re standing still.  He cuts across three lanes at a time cutting through traffic with apparent ease and nerves of steel.  He’s getting where he’s going and he’s doing it fast.  No one is going to catch him – except the cops.  He doesn’t see the chaos he leaving behind until it’s too late.

Leaders like this guy push themselves and their teams at an incredible pace.  They never seem to let up.  Invariably though, they anger others around them because they’re taking so many risks or just making other people look bad because it’s all about them.  At some point, the team will crash or the authorities (senior management) will pull this guy over and fix his behavior.  If you’re pushing too fast and getting feedback that you’re too selfish or focused on your own advancement, take your foot off the accelerator.

The slow and steady: This guy is the “perfect” driver.  Obeys all posted signs.  Never goes above the speed limit.  He actually resents others who break the rules and sometimes even tries to enforce the rules on his own (like doing 65 MPH in the left lane so faster cars can’t break the speed limit).  Sure, he’ll get there eventually but it’s uninspiring and somewhat stifling.

Do you always follow the rules?  Do you tell on others when they break the rules?  Are you more focused on the rules than the results?  If so, you might want to check your team’s morale.  I’d venture to guess they’re not having much fun and might be looking for another ride.  I’m not saying to break the rules – just question them.  Sure there are ones that must be obeyed but others are more guidelines than anything else and part of a leader’s job is to take risks.

The road rager: Screaming and obscene gestures are a way of life for this guy.  No matter what anyone around him does, it’s wrong and it gets him bent out of shape.  He screams and curses and cuts off other people without regard for their safety (let alone their feelings).

If people aren’t hanging out with you and if the staff cowers in fear when you walk down the hall, you might be the office equivalent of the road rager.  People aren’t following you – they’re complying out of fear.  If you find you yell (at all), get red-faced with anger, and that people generally shy away from you, you might consider some anger management strategies because in today’s workplace, road rage leadership is rarely tolerated for long.

So do any of these driver types resemble your leadership style?  Be honest with yourself and ask how you can improve your driving (leadership) style so you get to your destination quickly, safely, and do so in a way that everyone enjoys the ride.