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A Personal Connection to Leadership History

An ancestor of mine, Charles Carroll of Carrollton, Maryland, was one of the 56 signers of the Declaration of Independence on July 4, 1776. Having a personal connection to that momentous act of leadership certainly makes history come alive. The representatives of the thirteen colonies at the Continental Congress in Philadelphia boldly set forth their vision for a new, independent nation, and the Revolutionary War ensued. Most of us today do not realize the personal price that many of those signers paid ~ some were imprisoned, some lost their health, property, wealth, loved ones, and/or their livelihoods. Those were serious times and those individuals were courageous as well as idealistic. (For additional historical details, here’s a good website.)

Food for Thought ~

Most of my leadership work and that of my clients and colleagues involves the effective management of groups, organizations and businesses. But sometimes leaders are called to go beyond their day-to-day responsibilities and step into greater leadership roles. Great leaders stand up for what they believe and are prepared to make sacrifices if needed. The names Churchill, Mandela, King and Gandhi come to mind, just to name a very few. There are innumerable issues in the world and in our own communities today that need leadership. Let us honor those who hear and heed that call.

Question of the day ~

Have you felt called to take your leadership skills above and beyond your own organization?

Leadership with a Light Touch

I recently went camping with a group of 90 friends. Credit for the fact that it was very enjoyable goes to a small cohort of voluntary leaders. Based on lessons learned from less successful previous trips, the leaders started well in advance to plan and organize the event. Lists, sign-up sheets, and extensive preparations all contributed to a smooth camping experience, including meals and clean-up, camp setup and takedown.

Food for Thought ~

Three fundamental leadership skills were evident: planning, organizing, and communicating. With peers, asserting one’s authority is not an option. I call it “leadership with a light touch.” You have to inspire and influence people with your attitude and example. If you want to learn how to be a leader or become a better one, there’s no better training than leading a group of volunteers.

Question of the day ~

Have you had experience leading a group of peers, colleagues or friends? What have you learned from that experience?

On behalf of my guest columnist for last week’s edition, Karen Vyverberg, thanks very much for your positive response to this young leader and writer. Also, if you haven’t yet had a chance to read my current article on the importance of self-awareness as a leader, here’s the link.

The Authentic Workplace + A Personal Note

Sometimes we think of work as a separate section of our lives, cordoned off by location, hours, job descriptions and roles. As the workplace has evolved, our definitions and expectations are shifting shapes. The formal and somewhat rigid business boundaries that we see depicted in films set in the 1950’s through the 80’s seem antiquated. Here in casual California, the business suit is no longer the requisite attire for men. Changes in our social culture and the positive influence of many, many more women working have contributed to a more holistic workplace. In short, we are becoming more comfortable being our whole selves at work. We can celebrate our personal hobbies and our children’s achievements, acknowledge family responsibilities, personal crises, and health challenges. I, for one, am glad of this evolution to a more authentic world of work where we are not one dimensional. I see evidence that the complex, holistic, yet still intelligent and intensely focused companies often outperform the more formal ones. When people can be more authentic, they bring more of themselves to the workplace, and have more to give.

Food for Thought ~

Leadership in this new era is a far greater challenge than in the hierarchical management era and in the organizations that still follow that model. Those are indeed simpler to manage. The holistic organization with its collection of real, multi-dimensional human beings presents a far more complex set of leadership issues. I believe the rewards are well worth the effort.

Question of the day ~

How would you describe your workplace? Are people able to be authentic and multi-dimensional? What leadership challenges does this present for you?

On a Personal Note ~ In memorium:

My mother, Mildred Smiser Vyverberg, gently passed away on June 11. She was a teacher at two universities, my first and foremost role model, and a peach of a human being. Thanks, Mom.

A Cautionary Tale

Here’s my new article on leadership in the NorthBay Business Journal ~

SELF-AWARENESS ESSENTIAL FOR LEADERS

A business owner recently told me about a proverbial wake up call he had received: a key employee had resigned, citing difficulties with the owner as one of the reasons. As the exit interviews unfolded over a period of days, the owner learned that the employee had accepted an attractive job offer with a competitor. Ouch. The good news is that the business owner is using this opportunity to take stock of his management and leadership style. He wants to see what he can learn from the situation.

Click here to read the rest of the article

Food for Thought ~

Leaders must be ever willing to learn and grow personally and professionally. We must be strong enough and confident enough to be a student, to continuously hone our skills toward mastering the art of leadership.
Self-awareness is an essential foundation in that process.

Question of the day ~

What resources do you utilize for developing your self-awareness and your skills as a leader: reading, classes, coaching, counseling, personality testing, trusted friends/advisors? And from another perspective, what’s the cost of insufficient self-awareness?

Robert Louis Stevenson said: “You cannot run away from a weakness; you must sometimes fight it out or perish. And if that be so, why not now, and where you stand?”

What Followers Want from Leaders

We’re going to switch perspectives today, and look at leadership from the followers point of view. The Gallup organization has been studying leadership for decades. In 2005 – 2006, they conducted a study of 10,000 US adults, asking them to think of and then describe a leader who has a positive influence in their daily life. The results were dramatic. Four themes emerged as the words that best described the everyday leaders in their lives.

Food for Thought ~

The four themes (and most frequently used other words) were:

TRUST (honesty, integrity, respect)
COMPASSION (caring, friendship, happiness, love)
STABILITY (security, strength, support, peace)
HOPE (direction, faith, guidance)

Question of the day ~

As a leader, which of these words do you think your followers would use to describe you?

Memorial Day is an opportune time to reflect on what we want from all the leaders in our lives.

Sharing Information – Part III

Ask Mary ~

People at my office are talking about the lack of information coming from their managers. Where does a manager draw the line on what information to share and when? Our managers seem “too busy” to share information that will help staff function at their best.

Answer ~

Stewart Fox, a veteran school administrator and leader, offered these insightful comments:

“I have read with interest your last two posts. I think the best work on how information works in an organization has been done by Margaret Wheatley. I love her analogy about information being the energy that fuels an organization and withholding it inappropriately saps everyone’s energy. I come down heavily on the side of everything on the table. I do realize that some information must be used carefully, but I think too many leaders go overboard and are too secretive.”

Organizations where the leaders have the confidence and the skill to generously share information with employees are becoming the preferred “employers of choice,” especially for Gen X and Millennials. Being overly guarded breeds distrust. Keep the energy flowing with information.

Food for Thought ~

As a leader, how comfortable are you sharing information with your employees? Do your managers/supervisors have the necessary skills to communicate effectively? If not, what can you do to improve the situation?

Remember ~ information is neutral. It’s what we do with it, how we interpret it, and the value we place on it that gives it meaning.

Sharing Information – Part II

Ask Mary ~

People at my office are talking a lot about the lack of information coming from their managers. Where does a manager/leader draw the line on what information to share and when? Our managers seem to be “too busy” to share information that will help their staff function at their best.

Answer ~

Indeed, one of the roles of a leader is to provide the information staff need to do their jobs. This week let’s look at the other side of the coin, because employees have a responsibility as well. If the information you need isn’t coming to you in a useful and timely manner, then determine the appropriate time, place and person to speak to about it. Managers and leaders usually have a very full workload, and may not realize or understand what you need, so don’t presume it’s a lack of caring or consideration. Give your manager/leader the benefit of the doubt and make a respectful request. Remember, too, there’s a difference between needing and wanting information. It’s a fact of organizational life that some information will not be shared with everyone. Prepare to present your request by doing your homework to explain the situation, the use and value of the information you need. Then help develop a systematic plan for information-sharing that works for all parties concerned.

Food for Thought ~

“Tell me and I’ll forget. Show me and I’ll remember. Involve me and I’ll understand.”
Native American Proverb

Sharing Information – Part I

Ask Mary ~

Answer ~

Yes, it is the job of leaders/managers to provide the information their staff need to do their jobs. One of the definitions of management is “accomplishing objectives and goals by coordinating, supervising and directing the work of others.” Thus, making time for communication is inherent in the leader’s role. Establishing information systems and networks and disseminating information efficiently and effectively are essential management functions. However, there are always situations and issues that require judgment as to timing and level of detail. The fact that employees are grumbling about this may be an indication that opening up the information flow would be a good idea. Or it may be a yellow flag that other issues need attention. Building the overall trust level would help employees have confidence in the judgment of their leaders/managers and better accept the times when they may not have all the information they desire.

Food for Thought ~

“Employees are looking for work that gives their life meaning. They are searching out organizations whose values and vision are in alignment with their own; whose leaders empower rather than exploit; and where they will feel a sense of community and ownership.”
Richard Barrett

Teachership

Today is National Teacher Day. Although no doubt intended to honor teachers in our school systems, I want to expand that to honor leaders who are teachers, ergo my made-up word, “teachership.” It is my conviction that good leaders are also teachers. They share information, support learning, encourage their students, and see to it that the business/organization itself grows and develops. We frequently hear people say “It’s easier to do it myself.” Although it’s often true that it’s easier, that doesn’t mean it’s smarter.

Food for Thought ~

Leaders need to include the time and effort that teaching requires into their time managment and planning. Consider it one of the important hats a good leader wears in the course of a day. And there’s a benefit to the teacher as well ~ learning to be patient, thoughtful and articulate. Recently, one of my clients told me about how fortunate she has been to have a boss who has also been a teacher and mentor to her.

Question of the day ~

Do you make time for teaching part of your duties as a leader?

Executive Decision vs. Group Decision

Ask Mary ~

When should a leader make unilateral/executive decisions in the interest of efficiency vs. using a group decision-making process with authentic buy-in and respected, credible results?

Answer ~

The only way to answer this briefly is to make a broad assertion, so here it is: Good judgment is the sine qua non of good leadership. And deciding when to make an executive decision vs. when to initiate a group decision-making process is a perfect example. This also illustrates the point that leadership is situational; there are no formulas. A leader must consider the circumstances, timing, and the decision-process alternatives in every situation, weigh the costs vs. benefits of the various alternatives, make a decision on how to make the decision, and then take action. That’s where the good judgment comes in. Both types of decision-making are useful and appropriate methodologies. (By the way, these are not the only techniques for making decisions, but they do represent two very different approaches.) Sometimes a leader has days, weeks, or even months to make a decision, sometimes only minutes or possibly just seconds. Some issues are more complex and important than others, and worth a greater investment of resources. Some issues are better served by a group process; some aren’t. The key is knowing when to use which decision-making method.

Food for Thought ~

“Wisdom is knowing what to do next. Skill is knowing how to do it. Virtue is doing it.”
David Starr Jordan (1851 – 1931)
Educator, Ichthyologist, Peace Activist, President of Indiana University and the first President of Stanford University