Here is a lightning fast rundown of my favorite finds this week:
1)The Speech of a Great Leader – I wanted to quickly point you to Rams coach Sean McVay’s speech accepting the NFL award of 2017 Coach of the Year. He never made it about himself. He expressed gratitude for man after man in his organization (and also his mom and girlfriend). Great leaders make it about everybody else.
Also…just wanted to share this video of the Philadelphia Eagles:
2) Free USA3 – The Winter Olympic Games has its Opening Ceremony today. How beautiful to watch this display of international cooperation! To see all the athletes representing their nations is quite a sight. This year, as well as a few other times, North and South Korean athletes have walked together in the parade of nations. We will want to applaud.
Just yesterday, I was reminded of another sober reason not to celebrate. Three Americans are still being detained in North Korea. Businessmen. Educators. Americans. Held without reason. Sentenced without a trial to hard labor. Months ago…
Sol Kim, the son of detainee Tony Kim, posted a video on Youtube about the plight of these three Americans.
Please do what you can if you are at the Olympics or on social media talking about the Olympics. Use #USA3 as a hashtag.Raise 3 fingers if you are present at the Games, when you cheer for our US athletes.
A Quote: “There are so many ways of being despicable it quite makes one’s head spin. But the way to be really despicable is to be contemptuous of other people’s pain.” – James Baldwin
A Newly Discovered Product: Probably over 10 years ago, at Christmas time, in Cairo, Egypt, I attempted to make caramel. A Brazilian friend of mine told me how. Take unopened cans of sweetened condensed milk and cover them with water and heat on the stovetop for 3 hours. Really simple. Unless you fall back asleep after putting the turkey in the oven in the pre-dawn of a Christmas morning. At some point later, I awoke to a loud pop! On my way to the kitchen, another pop happened. When I arrived the white walls of our kitchen looked like the side of a Guernsey cow. The water had boiled out, and the cans had exploded. Golden brown caramel was splattered over every surface of the kitchen…on Christmas morning. I never made caramel again.
This was a lovely find this week:
and…Spring is coming:
Have a weekend of making memories with those you love. See you soon.
Today’s Friday Faves blog comes to you on Saturday. It’s been that kind of week, full to busting. Along with it were fun times with friends, poignant occasions to serve people in crisis, beautiful sunrises and sunsets (plus a Blue Moon), and a few moments of quiet calm to process it all. I hope your week was memorable.
Writing helps me remember (even if it’s a few lines in a journal or on an old-school calendar)…maybe your memory is better. Here are five of my favorite discoveries for the week. Please share yours in Comments below.
1) Right Bus/Wrong Seat – Writer, seminarian Chuck Lawlessposted recently on dealing with employees who appear to be on the right bus, but in the wrong seats. He wrote about church culture but
his counsel reminded me of work situations as described by business leader and writer Jim Collins. – in his book Good to Great: Why Some Companies Make the Leap and Others Don’t. Collins focuses on the importance of having the right people “on the bus”. Then he pushes deeper in employers or leaders getting those right people into the right seats. We can find ourselves wondering at times if we’re in the right company when really the question could be that we may not be in the right job within that company. Collins’ approach puts people over product, but he knows the better product will come out of better-positioned people. Right bus/right seat.
Have 100% of the key seats on the bus filled with the right people. This doesn’t mean 100% of ALL seats have the right people, but 100% of the key seats. If you think there might be a “wrong who,” first give the person the benefit of the doubt that perhaps he or she is in the wrong seat. Whenever possible, give a person the chance to prove himself or herself in a different seat, before drawing the conclusion that he or she is a wrong person on the bus.
Spend a significant portion of time on people decisions: get the right people on the bus, get the right people in the right seats, get the wrong people off the bus, develop people into bigger seats, plan for succession, etc. Develop a disciplined, systematic process for getting the right people on the bus. With each passing year, ensure the percentage of people decisions that turn out good versus bad continues to rise. – Wendy Maynard, Jim Collins
2) Live Streaming – I am really not fond of paying the high ticket prices required these days for celebrity entertainment. What intrigues me more are the younger (or newer) artists pushing into the public’s eye through live streaming. In 2015, KrueTV was launched, and it has made a huge impact on where I go for music. A live streaming app. Where I get to watch, listen to, and chat with artists who are just beginning to hone their craft. Rough sometimes, but so fresh and very much “in the moment. Beyond the Guitar streamed on Krue from early on. Photo Credit: Screenshot, KrueTV
The bad news came this week that Krue’s creators are going a different direction. Another app will eventually come, but Krue will be shut down soon. It made all of us sad, all of us who enjoy the streams there.
Turning that sad into action, the artists continue to stream on Krue for now and commiserate with each other and their fans. Also sorting out what live streaming app to jump on next.
I was surprised to find out that there are several now. GigFM. StreetJelly. Twitch.TV. One of these apps will become my next favorite, depending on where these favorite artists land. Because it’s not just their performances, it’s also the community around them. Never would I have thought, in all my life, that this would become important to me. Online communities. Gamers understand this, but it’s new to me.
3) Words – Any of you who continue to stick with me on this blog know I love words. If you walked into our home, you would see them everywhere. Bookcases in every room. Words on the walls.
Books by my bed and beside my computer. Notes on top of my keyboard. Words that can remind, instruct, encourage.
In my resolve to read more, this year of 2018, I’m currently in the middles of a strange and fascinating book. It is The Elements of Eloquence: Secrets of the Perfect Turn of Phrase by Mark Forsyth. It’s a book about the English language and what makes us love and remember certain phrases by how they are written. I will probably write about this book later, but here are some words that have caused me to think…this week.
4) Mommy Blogs – The blogs I subscribe to are usually about leadership, the Bible, or living cross-culturally. However, lately, “mommy blogs” have come to my attention, thanks to the young women in my life who read and write them. This week, I discovered Liz B. who writes Life in a Coffee Spoon. A mom of two who also works outside the home, she posted this week on the challenges of life that literally drive her to write in order to process it all. Photo Credit: Pixabay
Her writing is like that coffee – real, strong, and just right for when you need it.
5) The Inevitabilities of Life – This has been one of those weeks when life has been full of the inevitable – sickness, hard news, death. There are also the inevitabilities, thankfully, of new babies, good news, and happy anniversaries. This has not been a week of those.
[There was a time just a bit ago that I didn’t take any meds. Then…it happened. The inevitable, I presume.]
Still in the middle of all the hard, I’m struck by the great gift of community, the strength of true friendship and family, the power of prayer. The presence in our lives of a loving God and those we can lean on – good neighbors, first responders, trusted colleagues, and those sainted strangers – all, in their time, are there for us, as we are for them. The leaning in and showing up – in the inevitabilities of life. It’s really quite beautiful…and takes so much of the sting away.
“These things I have spoken to you, so that in Me you may have peace. In the world you have tribulation [trouble; suffering], but take courage; I have overcome the world.”– Jesus – John 16:33
So there are my 5’s this week. What are some of yours? Have a safe and splendid weekend, hopefully with those you love or in your own good company.
In Which I Am Learning to Live with the Ache – Sarah Bessey
Quote: I am an historian, I am not a believer, but I must confess as a historian that this penniless preacher from Nazareth is irrevocably the very center of history. Jesus Christ is easily the most dominant figure in all history. – H.G. Wells
“I think my plays offer (white Americans) a different way to look at black Americans,” he told The Paris Review. “For instance, in Fences they see a garbageman, a person they don’t really look at, although they see a garbageman every day. By looking at Troy’s life, white people find out that the content of this black garbageman’s life is affected by the same things – love, honor, beauty, betrayal, duty. Recognizing that these things are as much part of his life as theirs can affect how they think about and deal with black people in their lives.” – August Wilson
So…what if we see the value of multiethnicity in our organization, is it apparent in our makeup?
A quick assessment can come out of the 80/20 rule: when one racial group accounts for 80 percent or more of the membership (or organization).* In the US, if our company has 100 employees, and 79 or fewer are white, we are moving in the direction of being multiethnic in our makeup. Easier than counting through employees, just look at the makeup of the leadership team. That readily speaks to the direction of the organization.
I’m not talking quotas here, at all. Racial diversity is probably not the ultimate goal. It can, however, be a part of the goal.
If we are part of a mono-cultural (a racial majority) organization, there is benefit in asking these questions: Should we look more like the rest of the world? What do we communicate when we don’t? What problems do we make for ourselves in keeping the status quo? What positive impact can we have on the present and future, if we do act, moving toward multiethnicity, with intentionality?
For starters, let’s examine the components of a multiethnic organization – color, culture, compromise, and community.
In his book, Loritts paints a clear picture of color and culture as he defines 3 types of cultural expression.
C1 – Persons within a certain ethnic group who have assimilated into another ethnic group. Loritts uses one such example from our TV pop culture of a few years ago: Carlton Banks of The Fresh Prince of Bel Air -and the It’s Not Unusual dance. On the surface, these persons would seem to easily blend into an emerging multiethnic organization. They bring racial diversity without rocking the institutional boat. Will just considering skin color get us to goal?
C3 – At the other end of the spectrum, the persons within an ethnic group who absolutely refuse to assimilate within other ethnic groups or cultures. Again, from the same 90s TV show, Loritts uses a different character as a light-hearted example: Fresh Prince Will Smith Dancing. C3s do not blend into the majority ethnic group and have no intention of doing so. What they bring to an organization is ethnic definition.
Hang in there with me. Especially if you’re thinking this has nothing to do with competence or corporate excellence. There’s more.
C2 –Those persons who have the unique ability to go from one culture to another, without compromising or losing who they are in the process.
Who did Loritts give as a person we can all recognize as a probable C2? Denzel Washington. When you look down the 30-years-plus of Washington’s films, he chose to portray a wide range of characters at which we watched and wondered. C1s, C3s, and, of course, C2s. Washington is a black man with the wisdom and understanding of one who will bring his best to any situation, without losing himself.
This breakdown of cultural expressions made me take a long, hard look at my own life – if not my preferences, definitely my default. I’m a C2 wannabe in a C3 life AND organization. In earnest, I do want to be a C2, but too many actualities in my life point to the fact that I’m not there yet…but “there” is my goal.
We need C2s to grow into truly multiethnic organizations.
Compromise – To move our organizations toward a goal of multiethnicity, compromise, in the best sense of the word, will be required. As we look at our makeup and our market, we must ask hard questions of ourselves. What are we really willing to invest to get to a multiethnic leadership and true organizational partnership across cultures?
If leaders are interested in exploring and reaching beyond their particular demographic, they must understand that a lot of it has to do with …leadership. This is something that has to be flowing out of the leader. This intentionality and staffing will always prove to be a major catalyst for change. DeYmaz also issues a call for intentionality when it comes to developing diverse leadership teams…Bryan Loritts says the ideal candidate for a leadership role is what he refers to as a C2 leader. “A C2 is a person who is culturally flexible and adaptable without becoming ethnically ambiguous or hostile.” As an example of a C2 individual he points to actor Denzel Washington,as someone with the unique ability to play a variety of culturally-different roles while remaining true to himself in the process.* – Jeff Fehn
Community – With intentionality and the willingness to give space to other ethnicities and cultures, our organizations can look like and identify with the world we serve. Our products and identity can communicate both excellence, relevance, and highest humanity as we become more multiethnic. In fact, while we may strive toward diversity or multiethnicity… really the goal needs to be multiculturalism…enriching and empowering each other personally and organizationally.
While cultures are defined by their distinctiveness, community and interaction rely upon commonalities to establish unity. In order to have intercultural relationships, some accommodation must be made on one or both sides of the cultural divide. But the act of accommodation represents, to some degree, a compromise and loss of cultural values. – Mark Naylor
A truly multiethnic organization will be multicultural.
What is gained in formulating goals that bring together ethnicities and cultures with processes that encourage positive compromise and rich community? I’d say…the world.
Where will these kids work, serve, and do community one day?Photo Credit: Flickr
[Postscript: Pat Lencioni’s most recent post popped up in my email this morning, a day after my weekly post went up. He adds one other “C”: Conflict – check out his read on Diversity’s Missing Ingredient.]
If you search within my website for author and productivity coach Benjamin P. Hardy, you’ll find he’s a favorite of mine. In fact, this blog will be my 15th highlighting his prescriptions on getting where we hope to go.
Today is his 30th birthday. Happy birthday, Buddy! It is just a tad annoying that this guy is so young and yet has done the hard work of getting to this peak place in his life. However, it’s a bravo and high five because, in truth, he practices what he preaches. I have learned from him and been encouraged by him to reach for what some days feels impossible. So thanks, Benjamin Hardy!
This morning, as much as I love Mondays, was one of those rare mental low, “life seems small” starts to the week. It didn’t last long thankfully. One reason is the ritual I have (which he also strongly emphasizes) – waking early, high-protein breakfast, quiet time (for me in Scripture & prayer), exercise, and goal-setting. Mind you, I am not always successful in this, and at times, the goal-setting part does me in. That’s why his birthday post today was providential.
This blog was a longer than usual read (17 minutes) but had a huge positive push for me and I will share highlights and takeaways. Maybe you can read it in full at lunch. Worth your time.
Don’t be put off by what sounds a bit like an infomercial from some jazzy motivational speaker trying to see you his product. His astuteness related to productivity is matched by his generosity in sharing with whomever wants to benefit. Hardy does have a book coming out in March 2018 – Willpower Doesn’t Work: Discover the Hidden Keys to Success. I look forward to reading it.
Anyway, quickly, back to the epiphany ushered in by his blog. Here are the quotes to set foundation:
“You get in life what you tolerate, as Tony Robbins has said. And most people have developed tolerances for distraction and addiction. They’ve become okay with it. They’ve settled for that reality….the root cause of their problems is always themselves. Even if the actual problem is something (or someone) in your environment, it’s up to you to make that change.”
“To quote Oliver Wendell Holmes, Jr., ‘A mind that is stretched by a new experience can never go back to its old dimensions.’”
“When you act, then you start to get clarity. In order to achieve your goals, you need to become the person who can have those goals.”
“Most people are very disconnected from themselves. They are living in an addictive and reactive state. In those few moments when people purposefully pull themselves from their mesmerized state of unconscious, peak experiences happen. They are predictable. You can create them. What if you made being in a peak state a priority? What if you literally needed to operate at peak levels on a daily basis in order to achieve your goals? What if that was your standard?”
“Being in a peak state means you’re operating at the level you want to be, so that you can achieve ambitions beyond anything you’ve done before.”
“…a ship without a sail. They go wherever life takes them. Theirs’ is a random and unconscious evolution. Their behaviors are reactive and without much consequence. It doesn’t matter if they blow several hours roaming around on the internet. However, if you want to set a new path in your life, you need to make a powerful and definitive decision.”
After my walk this morning, and an incidental conversation with a good friend (read answered prayer I didn’t even know I asked)…a peak mental state, as described by Hardy, emerged. I have more focus, resolve, and confidence.
Some of Hardy’s takeaways for me today are:
Shake off negative, small life thoughts, and put yourself into a peak state mentally…then make that decision/goal. (He gives how-to’s in his post.
Keep that decision ever before you (in whatever way is most effective). I’m visual – it’s written and posted as a frequent reminder.
Invest in that decision (brings skin into the game…yours). Commit in such a way that there’s no easy way out. Invest yourself in your own future. [For some, this probably makes perfect sense…it’s hard for me to do; that investing in my own development.]
Put yourself in proximity with the people who will most invest in you and your goals and who care enough about you to tell you the truth. Take the time to do the work of gathering that sort of team.
Be honest with yourself about what needs to happen to reach that goal, then do what you have to do to be prepared for that goal to happen. [I know, it sounds both hard and exciting, right?]
Be grateful; stay humble. Be grateful; stay humble. Be grateful…
Fight for the goal you’ve made. You made it in a peak state, such that you know that you know that you know it’s your right direction (a word from God, a burning passion, a deep longing). You fight for it; no one else will care the same as you care about it.
Benjamin P. Hardy is living the life. He still contends with deadlines and sick kids and freezing cold days. He’s not my hero or anything… BUT as a complete stranger, he encourages me not to give up, and to take this day as the precious gift it is and not treat it like it’s small.
Reactive, distracted, addicted…doesn’t win today. Hope the same for you!
If you’re like me, you might not know what that even means – Assassin’s Creed. It’s a popular videogame set in the Caribbean during the 18th century. Lots of swashbuckling, sword-wielding pirates, I suppose. The best part of this game for me (since I never played)? This guy playing this arrangement on this guitar:
Follow Beyond the Guitarhere. Every week, more music, just for us.
2) Carey Nieuwhof on Leadership Development – Carey Nieuwhof is a pastor, writer, podcaster, and leadership coach. His thinking on leadership development goes beyond the church straight into the secular workplace. He has much to offer to anyone wanting to raise up qualified leaders. His own wisdom and experience as a leader and student of leadership make him a worthy mentor. Then there are also his choices of leader interviews for his podcast. I’d like to point you to two he interviewed and then posted among his Top 10 Podcasts of 2017.
Adkins on intentionality: Leadership development requires intentionality. If you think that leadership development is going to naturally happen over time, you’re wrong. Usually leaders are also ambitious doers, and striking a healthy balance between doing and developing is only something that happens with intentionality.
Adkins on building leaders from within the organization: Are you building people or buying them? If you look at your staff and realize that you bought most or all of them, then it’s time to reevaluate your leadership development culture. There is a time or a place to buy staff, but a healthy leadership culture also produces leaders from within.
Groeschel on feedback: Create a culture where feedback is craved rather than avoided. The higher you rise in any form of leadership, the harder it is for people to tell you the truth. As a leader, your posture sets the tone throughout the organization. If you don’t ask for feedback and receive it well, you’re limiting your own growth and the growth of everyone working around you. Not only will people refrain from telling you what they think, they will also fail to hear constructive criticism for themselves.
Groeschel on delegating: Delegating empowers other leaders in your church. Lead pastors try to hold on to too much because of issues with trust and control. But delegating empowers other leaders and breaks down the limitations that come with one person carrying the load. Overtime, pastors should give up more than they could ever think possible.
3) Snow Days – Love snow days. The sparkle of sun-lit snow. The profound quiet. How all the other colors around us pop against the white background. The breaking up of routine. The pot of a favorite hot on the stove. Movies, books, fires in the fireplace. Mmmmmm.
Thankful also for all those folks out there who keep working – you medical and emergency staff, you power and water company employees, you whoever you are who still get out there in the deep cold. Thank you!
4) Internet Discoveries –The internet is replete with fascinating subject matter. The danger is being drawn off task by chasing rabbits that pop up during a “quick check” of Twitter, Facebook, etc. Here is one that happened to me this week and, as it happens, enriched my life (even momentarily). Photography is my hobby, so when the Master Class with Annie Leibovitz came up in my Facebook feed, I watched the teaser. Photo Credit: Wikimedia Commons
In the video, she talked about photographing Pulitzer Prize-winning poet Robert Penn Warren. He had cancer at the time and would later die from it. If you love poetry, maybe you know his work. Or that of his daughter, Rosanna Warren. I didn’t know them until now.
Studying some of Robert Penn Warren’s biography and reading father’s and daughter’s poetry was a highlight of this week’s finds.
Poetry inspires me but I am not a student of poetry. This was a momentary, fascinating find. Have you had one of those finds this week – incidental, serendipitous? Please share with us (Comments below).
5) Cost of Security – Anyone who travels on airlines (especially since the 2001 9-11 bombings) knows something of the cost of security. There have been too many other public attacks since then, moving us to give up personal privacy and freedom for the sake of safety and security. We have all been in these conversations; some of us even in on the decision-making related to security protocol.
So what makes this a find of the week? This statement made around a table of friends earlier this week: “Convenience and habits are the enemies of security.” It got me to thinking about what we are willing to give up, in terms of convenience and routines, to fortify our security (and the security of others, actually). Things like passwords and keys are not easy to keep up with, but they are essential in today’s world. Photo Credit: Slideshare
Routines or habits that make us more vulnerable might need changing. Like going back and forth to work the same time/way every day. Or running alone. Or being the last one out of the building. When we have routines in our public life, we tend to become less situationally aware. If we all do the work of assessing our own security situation and become more in tune to potential hazards, then we may avoid losing more personal freedom and privacy to other agencies given the task of keeping us safe.
Something to think about…and I have this week. Tightening up some habits and tweaking some routines.
Shyndigz – a dessert restaurant (always a pleasure, not just for the sweets but the surroundings. A beautiful experience. Photo Credit: Screenshot from Shyndigz website
Gel Pens – Celebrating these wonderful little inventions. About the time our daughter moved from pencil to pen, we were living in Cairo, Egypt. In the Korba district of the city, we found a lovely little gift shop called EveryMan’s. This was the place and the season, mid-90s, that we discovered gel pens. I was reminded of the wonder they are this week during our mid-week small group meeting. We were all women in attendance with just Dave as our only guy (which was unusual). At some point, the conversation turned to gel pens (oh, we were writing New Year’s resolutions), and we all sang their praises. Dave commented, “I feel like we wouldn’t be having this discussion if there were more guys here.” Probably…their loss, his gain to be in our mix that night.Photo Credit: Pixabay
It’s Friday. Well…it was. As I write, it’s pre-dawn on a snowy Saturday morning. Our first snow of the season fell last night, and more is expected today. Our youngest son and I took in the VCU Holiday Gala last night, walking to and from the parking deck in falling white loveliness. It’s been a family tradition for us for a few years now, but with precious babies and a heavy work schedule for Dave, it was just Dan and me. Still, so much fun.
That’s pretty much how this week has been. Unexpected alterations of days and the emotional highs and lows that came with them. Still…Friday came (and went…oops!). Welcome to Saturday, and hopefully you will find something here to lighten your load, make you smile, or remind you that we are all in this together.
1) Star Wars Christmas –Beyond the Guitar continues to surprise and delight with his latest arrangement. A mashup of Star Wars themes and Christmas carols. So fitting in this season and as Star Wars: The Last Jedihits the big screen in a few days. Shout-out to the video directors – Tyler Scheerschmidt and John Shutika. If you love all things Christmas and Star Wars, you’re in for a treat:
2) Jimmy Stewart’s Prayer – What should come to mind is actor Jimmy Stewart’s classic portrayal of the consummate good guy, George, in the film It’s a Wonderful Life (1946). However, a short film entitled Mr. Krueger’s Christmas(1980) has a particular scene in it that is riveting. In the scene, Mr. Krueger finds himself present, along with the shepherds, at the birthplace of Jesus. It’s reported, Stewart did this scene in one take saying he only had one take in him. He talks to Jesus in this scene and at one point drops to his knees, overtaken by the moment, and stammers, “I love you…you are my closest, my finest friend.” Take 4 minutes and watch this sweet scene:
3) Hamburger Joint – We all have our favorites, right? What’s yours? I have a few favorites, but when we lived and had babies in Kingsport, Tennessee, it was Pal’s Sudden Service. Both of my biological children probably have Pal’s hot dogs and fries in their original DNA. Their business model (see links below) is very forward-thinking without settling for trendy. Not just about the quality of the food but also about service and employee training. Pal’s is a total carry-out restaurant. You order not over a speaker but face-to-face with someone. By the time you round the building, in your car, of course, the food is ready. It’s so good, I doubt many folks get back on the street without grabbing a one of their fries out of the bag, and definitely not without their first long sip of Pal’s sweet tea. So good. Have you ever experienced Pal’s? Or another favorite? Please comment below.Photo Credit: Pal’s Sudden Service
4) Liz Wiseman on Accidental Diminishers – Who hasn’t read Liz Wiseman‘s book Multipliers: How the Best Leaders Make Everyone Smarter? Well, maybe you don’t need to read it. If you work with two or more people, this gem of a book is an excellent assist in helping you be better able to work wiser with those two or more. Revised since the original publishing in 2010, Multipliers continues to be timely. in a recent Leaders Get Read podcast, Wiseman was interviewed again about the the two ends of the spectrum at work – the multiplier and the diminisher.Photo Credit: Slideshare
Give it a listen especially if you haven’t read the book – she gives a great synopsis of the concepts. At 18 minutes into the podcast, Wiseman talks about the accidental diminisher. Those times when all of us, even being well-intended, do or say things that diminishes another person. I do that sometimes in tweaking a plan or decision made by another colleague or friend. Tweak, tweak, tweak. It happens in my direction when someone, even one who I know cares about me and what I bring to the table/relationship, communicates that I’m not needed or my input isn’t desired. Tricky. On a good day, this actually frees me to focus on other things; on a bad day, it causes all kinds of anxiety, insecurity, and paranoia (it’s true…hard to believe, I know).
5) Pulling Up – Given my #4 fave, this has been a week where I have struggled with some low points. There were occasions where it’s possible I was an accidental diminisher (very sad face here) with people who should never be diminished. [Well, no one should ever be diminished. Full stop.] Then, also had a few experiences of being diminished myself. For me, in such situations, a downward spiral begins in my thoughts and emotions. Maybe you struggle with this as well. Often this shows up at bedtime and I find myself trying to sort out how to fix a situation. Finally sleep comes…and resolution begins when I “pull up”. Dave coined this phrase with me, and the family has taken it on as a reminder too. As with an out-of-control plane spiraling dangerously toward the ground, the pilot has got to figure out a way to “pull up”.
Bring every thought captive to what is truth. – “We tear down arguments, and every presumption set up against the knowledge of God; and we take captive every thought to make it obedient to Christ.” – 2 Corinthians 10:5
Focus your thoughts on what is true, honorable, right, admirable… – “Finally, brothers, whatever is true, whatever is honorable, whatever is right, whatever is pure, whatever is lovely, whatever is admirable — if anything is excellent or praiseworthy — think on these things.” – Philippians 4:8
Pulling up may mean going to that person to sort things out. It can also mean just correcting course in our own thinking.
Photo Credit: Micah Eckerd – Actually friend Joshua Griffin took the shot, but this is ALL Micah. Just makes me smile. A friend & a tree.
Harvesting Olives by Machine – If you’ve ever seen olive trees harvested by hand, such a machine would be amazing to have. We had an olive tree in our yard in North Africa, and just the work of pulling olives off that one tree gave us pause – thinking of all the olive groves near us and the hundreds of trees loaded with fruit.
OK, any of us familiar with Chick-Fil-A restaurants know the yummy goodness of their chicken sandwiches and waffle fries. However, the stand-alone deliciousness of the food can not actually be separated from the quality of customer service. If I lived in Lenoir, North Carolina, for instance, I would drive across town to dine at operator Mike Sheley’s Chick-Fil-A. His character, kindness, and community commitment infuse his staff. “It’s my pleasure” is part of their heart language and also our customer experience.
My loyalty to Southwest Airlines is similar. The free bag check and cheap fares definitely matter as I choose what airlines to book. Then there is the customer service as fleshed out in Southwest employees like Candace Hewitt. She reached out to me, sitting at the gate, in a time of grieving over two years ago…and she still does from time to time.
That’s the kind of employee that inspires customer loyalty to a company.
Companies these days are often focused sharply on business processes that streamline innovation and the quality and availability of the product or service. Competition is a constant stressor.
What if we are missing the opportunity to nurture our hidden customers? The employees themselves.
Thought leader Michael Lowenstein researches and writes extensively on this. This making employees “ambassadors” of our companies. For those interested in exploring what he and others recommend, I’ve included links below.
In brief, if you’re thinking this might be an issue to address, here are Lowenstein’s recommendations for building such a workplace philosophy and ethic:
Some years ago, my colleague Jill Griffin and I identified nine ‘best practices’ for generating employee behavior which extends beyond loyalty to contribution and commitment.
1. Build a Climate of Trust – That Works Both Ways 2. Train, Train, Train and Cross-Train 3. Make Sure Each Employee Has A Career Path 4. Provide Frequent Evaluations and Reviews 5. Seek To Inform, Seek To Debrief 6. Recognize and Reward Initiative 7. Ask Employees What They Want 8. By All Means, Have Fun 9. Hire The Right Employees In The First Place
To build more of the first best practice, employee trust and empowerment, into the company culture, consider the following:
• Insure staff trust and empowerment are key values in the firm’s mission and vision statements • Practice effective story-telling • Create company rites and rituals that help reinforce the rewards of employee trust • Maintain a free flow of information between management and staff to reinforce the trust factor and help prevent negative communication and gossip. • Actively expose all employees to customers’ perception of experience value • Teach senior managers the importance of ‘walking the talk’ and inspiring employee trust. – Michael Lowenstein
Whatever our company or organization, cultivating practices which enhance employee loyalty will yield the fruit of customer loyalty. Whether or not we can measure that, in the end, the former is a worthy goal all on its own.
Sanborn uses his experience of a mail carrier named Fred as the hero of his story. Fred, because of his commitment to personal care and service, elevates a seemingly mundane job into the stuff of excellence and fulfillment. On the long drive over, I opened the book and re-read the bits of wisdom we can learn from such a person’s character. We actually have such a mail carrier in our daily lives, and the mail delivery when he is on vacation is very different than when he is on the job.
[Our leader guy friend is a deep thinker who actually referred us to one of his favorite books as well: The 33 Strategies of Warby Robert Greene. When we returned home we promptly ordered it and will be reading it by mid-week. Our friend can easily read the little book we gave him in a quick evening. My re-reading it on the drive over stirred its wisdom in my heart and my desire to share it with you as well. One day, I’ll share what Robert Greene teaches us from The 33 Strategies of War.]
The Fred Factor includes five distinctive features:Photo Credit: SlideShare
We can determine to deliver excellence in our action and attitude at work, no matter our situation. Mail carrier Fred demonstrated that and modeled the content for Sanborn’s book.
Just to give you a taste of his writing, I list four quotes from the book:
1) “When those who know are able to show, those who learn are able to grow.” – Mark Sanborn
A clear lesson here is to note your personnel who have shown mastery in their work and make opportunities for them to mentor those who are eager learners. It is a perfect win-win. Leadership development is an often-discussed topic but isn’t always executed in effective ways.
2) “When people feel that their contributions are unappreciated, they will stop trying. And when that happens, innovation dies.” – Mark Sanborn
Excellent employees don’t need appreciation or acknowledgement to keep them at the task. However, over time, they will weary of the task (and the vision meant to inspire innovation) if they don’t see how what they do fits in the larger picture. One strategy that prevents stagnation or disengagement is going back to 1) – teaming up mentors and those ready to learn.
3) “You are the spark that sets others on fire when you initiate.” – Mark Sanborn
Initiative is rewarded in a culture where there is freedom to create and ownership of work. Control is at a minimum and inclusion in problem-solving is high. For us as employees, nurturing our initiative is huge. For us as leaders, we do ourselves and our employees good when we guard against waning initiative.
4) “Faithfully doing your best, independent of the support, acknowledgment, or reward of others, is a key determinant in a fulfilling career.” – Mark Sanborn
At the end of the day, for all of us, we are the masters of our own work, in terms of excellence. The greatest challenge to how our day goes is our own attitude. We all know this. Still, it’s easy for us to allow the negative impact of others diminish who we are or what we do. We are wise to keep learning on the job, especially from folks like Fred (and writer Mark Sanborn).
The Energizer Bunny is an iconic symbol of its own message: “It just keeps going and going…” Such is our belief in high capacity employees and volunteers. In fact, the default is never imagine these tireless folks could run out of steam.Photo Credit: Sarah_Ackerman, Flickr
They don’t usually. However, there are situations when their “keep going and going” is out the door.
[High capacity: Nieuwhof describes these folks as those who “can attract other capable leaders; don’t drop balls; love a challenge; constantly overperform”.]
This content is easily generalized to the workplace.
Before we launch into Nieuwhof’s observations, let’s celebrate high capacity folks for a moment. Even as you read this, you may be thinking of a colleague or fellow volunteer who immediately came to mind. That person who stays long at-task after others have lost interest, determined to figure out the solution or finish the project. That person we count on to be “a rising tide that lifts all boats”. That person who carries the ball or puts all she has in the game as if the outcome depends on her. Dependable, tireless, and visionary. Like in the classroom, we in leadership roles too often focus on others more than these because 1) others are either more needy or more demanding, and 2) we figure these “energized” ones don’t need our oversight.Photo Credit: Pixabay
We communicate core values in this, whether we’re aware or not. Nieuwhof’s insight and counsel are much-needed in a high-pressure workplace or organization. For leaders who themselves are already stretched, we count on our high capacity folks to stay at the work they love and we focus our energy elsewhere. Actually, the return on such our investment here, as prescribed by Nieuwhof, would work to our advantage.
The challenge isn’t big enough. – When the role is too well-defined and task-oriented with little scope for a broader impact, high capacity individuals may lose interest. It’s less that they have to matter (to the larger organization) but that their work matters…and they can see that by the trust given to them in the challenge.
Your vision, mission and strategy are fuzzy. – Nieuwhof defines these as:“Mission is the what. Vision is the why. Strategy is the how.” If high capacity individuals are clear on the why, they can engage with the mission and go all crazy with the generation and execution of strategy. Leaders are wise to set vision and then let loose these folks to get after it.
You’re disorganized. – Plenty of us struggle with being organized. It can come with the chaotic schedule of leaders and managers. As we work with our high capacity employees and volunteers, we are wise to focus on providing them with what they need to be successful (direction, resources, right people at the table – including those in charge, on occasion). As time-consuming as this may seem, the outcomes will always be worth it.
You let people off the hook too easily. – Nieuwhof doesn’t mean this in a mean-spirited way. Without intention, we can find ourselves modeling a low-accountability, slacker-friendly work ethic. Not because it is what we value but because our own heavy work-load keeps us from moving our personnel (or volunteers) to the next level of performance. We talk about it (in meetings galore) but we struggle to truly expect it in a real (work)life situation. We keep depending on our high performers to carry the bulk of the workload. High capacity individuals don’t necessarily mind the work but they crave high standards. They see the value and want it for themselves and for those they work alongside. Again, not in a mean way but in a genuinely caring way.
You’re not giving them enough personal time. – Ouch! Where on our full to busting schedules are we going to insert time to touch base with our high capacity folks? We’re talking minutes here – fractions of time in a workweek – that will yield way more than we think. Dropping a meeting or two off our schedule to add face-time with these individuals will speak volumes to how you value them and what they bring. “Unless you’re intentional, you’ll end up spending most of your time with your most problematic people and the least amount of time with your highest performing people. Flip that.” – Carey Nieuwhof
You don’t have enough other high capacity volunteers (or employees) around them. – We make a grave error in judgment when we think our high performers just want to be left alone to do their work. These individuals are often energized by others like them. They welcome opportunities to learn from and encourage each other. Turn over large projects to these folks and give them the authority and resources to run them together. Then give them the perks of such responsibility – they present on the project; their names are linked to the project; they travel to represent the project. Is it because high capacity individuals need the recognition or significance such a collaboration gives them? No. They have already had the satisfaction of doing a good work with valued coworkers. What this does is to say to the company, organization or world that their bosses truly know and publicly value their contribution. That matters.
A lot to chew on on a Monday morning. Thanks, Carey Nieuwhof. Please write another piece on how you apply this wisdom in your own workplace.
[By the way, y’all, don’t miss the Carey’s commentary on his 6 reasons AND the comments at the end of his blog – so good!]
Friday! Tonight, in the Richmond area, we have our first hard freeze this Fall. That means Dave finishes picking our peppers from the garden. He hopes the greens will survive. It’s a beautiful day – sunny and breezy – with showers of brightly colored leaves covering the grass. Both stained glass windows and patchwork quilts come to mind in this feast for the eyes. Hope your Friday is as lovely. Here are my faves for the week. Enjoy.
1) Concerning Hobbits – The Lord of the Rings film trilogy was a very big deal in our growing-up family. When these films came out, we wanted our kids (then middle-school and high school aged) to read the books first. The Hobbit and The Lord of the Rings novels by J. R. R. Tolkien. Surprisingly, our kids did, along with their dad re-reading these classics. They were captivated by the stories and the courage and endurance of the characters. The Hobbits were especially endearing as they were tiny folk, carried along by a grand mission. Much beyond their physical abilities but not beyond their great hearts.
This past week, Nathan Mills, at Beyond the Guitar, arranged the film theme Concerning Hobbits. Composed by Howard Shore, this melody captures the sweetness and hominess of the Hobbits. There is a rise to crescendo in Mills’ arrangement that also speaks to the willingness of the wee Hobbits to rise to battle when necessary.
I’m reminded of the Hobbit Samwise Gamgee’s role in the novel and film. Two quotes follow – one about him by the author and one by him:
“One tiny Hobbit against all the evil the world could muster. A sane being would have given up, but Samwise burned with a magnificent madness, a glowing obsession to surmount every obstacle, to find Frodo, destroy the Ring, and cleanse Middle Earth of its festering malignancy. He knew he would try again. Fail, perhaps. And try once more. A thousand, thousand times if need be, but he would not give up the quest.” – J. R. R. Tolkien
“There’s some good in this world, Mr. Frodo, and it’s worth fighting for.” – SamwisePhoto Credit: Pinterest
2) Flag at Half Staff – It seems our country’s flag is at half staff too frequently these days. This month we remember our military on Veterans Day and many businesses and private homes will display the American flag in honor of these men and women who served our country.
When a flag is flown at half staff it usually relates to the death of someone significant to all Americans.Photo Credit: Wikimedia Commons
This tragedy has reminded us again of the brevity of life, the great value of life and community, and how important it is to reach out always to our neighbors. We grieve with our neighbors in Texas.
Yesterday our flags were at half staff for them:
Governor’s Flag Order for the Commonwealth of Virginia
Pursuant to President Trump’s Presidential Proclamation to lower the United States flag, I do hereby order that the flags of the United States of America and the Commonwealth of Virginia are to be flown at half-staff over the state Capitol and all local, state, and federal buildings and grounds to honor the victims of the attack in Sutherland Springs, Texas, on November 5, 2017.
I hereby order that the flags shall be lowered until sunset, November 9, 2017.
3) Relational Shock Absorbers – I’d like us to consider for a moment the great gift of relational shock absorbers. Those people in our lives who are safe. Those people who sometimes take the brunt of our outbursts or brooding, without returning evil for evil and without inserting their own drama into what we’ve created. I am NOT talking about people who “just take” our bad behavior out of fear or insecurity or their own struggle. That’s codependence and doesn’t help heal either party.
What I am talking about is those in our lives who are rock-solid in their care for us, who recognize that we are not our best selves at that moment, and who refuse to think ill of us. They don’t make whatever issue is going on…about them. Relational shock absorbers are those in our lives who give space and grace, who hug instead of withhold, who listen for the truth behind the tantrum, and who love us forever. No trade-ins. Ever. Our mom was one of those in our lives…I have a long list of others. Give a shout-out to some of yours in the Comments. Photo Credit: Vimeo
4) Leader Smarts – It is so easy for us to become better at our work if we want it badly enough. Pursuing higher education in leadership or business administration is definitely one way. Or searching out leadership mentors online is another way accessible to all of us. Marcel Schwantes is one of my go-to guys, especially related to servant leadership. In a recent piece for Inc., he makes a case for why employees quit, and what leaders can do to keep them.
5) Making Family Happen – Everybody’s busy. I get that. So how do we make family happen without it being an undue burden on our loved ones, either our children or theirs?
I’m trying to figure this out and would love any wisdom from you willing to share (please comment below). Just this past week, we experienced a generous dose of “making family happen”.
Dave and I traveled to Georgia for a family visit, and it was a sweet touch-point with many we loved there. Like our trips to visit our Delaware family, this one brought all sorts of beauty and kindnesses which will sooth our hearts for many months to come.
In all our married life, we have never lived close to family – sometimes states away, and sometimes countries apart. I have always missed that drop-in nearness with loved ones. Now with both parents gone, my hope is that we next generations will carry on relationships that matter. The traditions may change some, but as long as there are sweet memories…that’s a big part of making family happen. I’m very thankful for a brother and sister-in-law who made family happen for us this past week…and all the younguns who could.
As the holidays of Thanksgiving and Christmas quickly come, I hope for all of us that we can lean in – to God and each other. Photo Credit: Wikimedia Commons