Thoughts

We see so many stories about getting away from bad bosses or choosing to be happy when things do not go well at work. These are certainly coping mechanisms; however, they put all the responsibility, and sometimes the blame, on the employee. This is because they are often the only ones in a bad situation who are REQUIRED to change. I am sure you heard something like, “the leader has the deciding vote.” While true, it can often make a bad situation worse. So, I urge leaders to grade themselves every day using the eyes and viewpoint of their workforce. See what you are doing from their seat. If you cannot see it, ask them. Nevertheless, be prepared because you may not like what you hear. The interesting thing is that even if you do not ask them, they are telling you what is right and wrong if you will only listen. When you grade yourself, ask the tough questions: Did I tell them their work is important? Did I clearly explain why I was not satisfied with the outcome? Did I make the review about the task or about the person? Did I consider both? Did I treat the person the way I want to be treated? Did I give them a chance to give their side of the story? Did I give them a chance to use their expertise? Was I clear about what I wanted at the beginning? Asking these questions on a daily basis, or at least each time a major task is completed, can deliver two valuable things to your leadership journey. First, they will give a voice to those you lead. Second, they will remind you about what is important. I have two personal philosophies that guide my daily efforts whether I am leading, following, or collaborating. Expectation, Value, and Return (EVR): I developed the concept to generate a greater focus in social media activities. Today, I know it is so much more. EVR is working together to deliver on an expectation of shared value and a worthy return on each participant’s investment of time and attention. Dedication, Detail, Discipline (3D): My coaching philosophy is useful every day and for any leadership situation. In this approach, your team agrees to commit to be dedicated, focus on vital details, and honor discipline in all things. Leaders can, initially, focus in on the first “D” and dedicate efforts to great relationships with employees. Standing by to discuss with you at your convenience.