Category Archives: Workplace or Marketplace

Monday Morning Moment – Thriving Under a Narcissistic Boss and a Not-so-random Inspiring Other Story

If you can spell narcissism, then you have made a study of it somewhere along the way. Possibly trying to figure out how to work successfully with a narcissistic colleague or boss…

[Hard topic for a Monday morning but you will have a sweet story at the end.]

Many years ago, in nursing school, the term narcissistic personality disorder came to my awareness during our coursework on mental health. It is defined as “a mental condition in which people have an inflated sense of their own importance, a deep need for excessive attention and admiration, troubled relationships, and a lack of empathy for others. But behind this mask of extreme confidence lies a fragile self-esteem that’s vulnerable to the slightest criticism.”

Someone can be narcissistic in temperament and behavior without having a full-on personality disorder.

10 Signs Your Boss or Manager Is a Narcissist – Preston Ni

The experience of having a narcissistic boss or coworker is not mine personally. In fact, this dark topic isn’t one I’d prefer to cover…except for an interesting happenstance this past week. So…here we go.

One favorite podcaster you have seen referenced here in the past is Carey Nieuwhof. Last week he published a leadership podcast which showcased a conversation he had with Erwin McManus.

Carey Nieuwhof Leadership Podcast 212: Erwin McManus on How to Spot a Narcissist in Leadership, Overcoming the Need for Approval, and What He Experienced at the Global Leadership Summit 2018

McManus (starting at minute 35 in the podcast) talks about the high incidence of narcissism in top-tier leaders (CEOs, etc). His focus is on megachurch pastors and the battle against pride. His observations were spot-on in many ways. “Humility is best-expressed in a willingness to decentralize power. The more decisions you make, the less humble you are. You can never know you are humble; you can know if you do humble things.”

In Nieuwhof’s shownotes, he highlighted these points by McManus:

A Narcissist has:

A high need for praise because the world needs to be about him.

A view that there is no one in the world who can do something better than she can.

A Narcissist doesn’t:

Ask for help because he doesn’t believe anyone else could ever solve a problem that he can’t solve.

Take risks because if she fails it will completely violate her identity.

Accept responsibility for failure, because in his mind the failure was someone else’s fault.

McManus’ take on narcissism was so insightful, I did something rare – publishing a comment on the podcast. Somehow that comment, commending Carey for such an insightful interview on narcissism, got swallowed up in other comments on how hurtful their associations with Mr. McManus had been. Where my original comment went is a mystery, but as others commented, bouncing off my own, I was drawn into their pain.

Whether or not Mr. McManus struggles himself with narcissism is not the focal point here. As I listened to the podcast again, he never denies his own particular bent. I don’t know him so I can’t say. As a successful mega-church pastor, he, like others, has had his critics (covered in another Nieuwhof podcast).

What is clear, in this interview and the comments below, is the huge emotional cost to those who come under such a leader.

5 Signs You Might Be a “Christian Narcissist”

Leadership coach Lolly Daskal has written an empowering piece for those who work for a narcissistic boss. Daskal poses two options for those employees – either quit or “stay and deal”.  Here’s how to stay, in 10 points of action, according to Daskal:

  1. Understand the source – Quite probably your boss is not going to improve. You have to start with that understanding.
  2. Respond, don’t react. Don’t allow yourself to be drawn into a conflict. The narcissistic boss has skills on how to stay on top of any situation. Learn to respond in a way that “keeps you in control of options and choices. If you feel yourself reacting, step away and regain back your control.”
  3. Set clear boundaries. These are for your own benefit. They are a reminder to you of what is right and reasonable in terms of your own operations. Boundaries are essential. You set them for yourself.
  4. Don’t allow them to get under your skin. “Use emotional intelligence to manage your thoughts and actions…remember that any cruel behavior and words reflect badly on the narcissist, not you.”
  5. Don’t feed the beast. “The more you feed the bad behavior the worse it will become. Narcissists surround themselves with only two types of people: those who enable them and those who bite their tongue. Anyone who doesn’t fit into one of these two categories will certainly be fired or banished.”
  6. Don’t empower those who don’t deserve it. “Refuse to follow those you don’t admire, those you don’t trust, and those who lie. Just do your job to the best of your ability and with respect, honor and integrity.”
  7. Fact check everything. Wisdom is to always confirm the facts… especially as far as your work and your work relationships are concerned. No matter what your boss tells you about a situation or a coworker or other work team, as much as you can, be sure you have the facts…before you go too far in your own assessment or putting together a solution.
  8. Don’t argue. The last thing you want to do is argue with a narcissist, because everything you say and do will be held against you. Don’t argue or engage but instead make them invisible–the last thing a narcissist wants.”
  9. Don’t be provoked. Keep your cool. Stay calm.
  10. Stay focused on what’s important. “Working with a narcissist boss means a constant pull to play by their rules and for everything to revolve around them, with no accountability or responsibility when things go wrong. It’s easy to feel angry and frustrated. That’s when you have to take a step back and reconnect with your purpose in being there.” – Lolly Daskal

A Mild Case of Narcissism? – Dana Robert Hicks

As a writer, topics can almost force themselves to be written. I wrestled with this one because maybe it isn’t relevant to most of you….which would be a very good thing. Unfortunately, this topic wouldn’t let go. Then last night, I came across a piece written sometime ago by Joni Eareckson Tada, an advocate worldwide for persons with disabilities. At 17, she became a quadriplegic after a diving accident. That was over 50 years ago.Photo Credit: CBN News

This incredibly gifted and giving woman is the epitome of a person without a bent toward narcissism. She ever points to God and others … empowers others…gives others a voice. She has an accurate understanding of herself, honest about her strengths, weaknesses, and limits. She is diligent and determined to have a positive impact on the lives of those around her.*

[*See article by Carey Nieuwhof below.]

If you’re struggling with figuring out how to thrive under a narcissistic boss, either get out or figure it out. Lolly Daskal’s advice and that of others can help…as well as the refreshing stories of folks like Joni. The light of a life well-lived, no matter the circumstance, can break through any dark place we find ourselves. We can all aim for a life well-lived whatever our work situation, for sure.

Postscript:

“If I were to nail down suffering’s main purpose, I’d say it’s the textbook that teaches me who I really am.” – Joni Eareckson Tada

Whatever our struggle with a difficult boss, we can take that struggle and let it shine a light on our own issues; our own bent and character. If you feel blocked at work somehow, you can respond in bitterness or betterment. You can take heart that learning what being blocked does to your heart and mindset moves you to an understanding of how to grow in ways that no one can block.

Reflections on the 50th Anniversary of My Diving AccidentJoni Eareckson Tada

Joni Eareckson Tada

Joni and Friends

Joni’s Favorite Quotes on Suffering (We would do well to make copies of these and put them at eye-level at our work stations. Perspective.)

What Self-Aware Leaders Know that Others Don’t – Carey Nieuwhof

Monday Morning Moment – “What Are You Doing These Days?” – the Utility Infielder

Photo Credit: Service Desk Show, James West

When I was a little girl, the question “What do you want to be when you grow up?” was easy to answer. I wanted to be a nurse. Being on the serving end of helping people in crisis was the stuff that even populated my nighttime dreams. It was my passion as a child.

In my teen years, teachers and other adults commended me on my writing. For years, kind people who actually read what I read have asked, “When are you going to write that book?” A much harder question for me than the earlier one.

Photography, music and drama clubs were my loves in high school and college, mixed with a budding political activism. That activism was baby steps at first, with rallies and protests. Long conversations over coffee on Saturday mornings. Nothing requiring much commitment. Our military conflicts were confusing to me (with seemingly never an end in sight). In my youth, I would write to soldiers serving in far countries…doing my small part to encourage them and humanize their situation. I still have a box of letters from those soldier pen-pals.

My girlhood goal was to do nursing overseas…among the poorest of the poor. Those strong youthful dreams directed me first to Emory University for nursing and grad school. Then a few years later to Yale University to teach. In the between time, my “poorest of the poor” turned out to be on the oncology unit of Grady Hospital, in Atlanta, Georgia’s inner city…

The “what do you want to do when you grow up?” question took on a life of its own. As did the question: “What are you doing these days?”

Depending on the season of life, it was cancer nursing, home-schooling mom, cross-cultural living, facilitating a cultural exchange program, teaching ESL, communications strategist/social media manager, and finally freelance writing.

Now…after all these seasons and address changes, the question, “What are you doing these days?” is mystifying. I almost feel a bit ashamed that I haven’t landed anywhere as a specialist in anything.

Just this morning, a friend posted on her Facebook page a TED talk that encouraged her…and it also encouraged me.

The speaker on the TED talk was writer, creator Emilie Wapnick. She describes herself as a multipotentialite which she defines as “someone with many interests and creative pursuits“.  Wapnick is the founder of the website Puttylike…out of which has evolved a fascinating global community of other multipotentialites.

In her TED talk, Wapnick describes three “superpowers” of these multipotentialites. They are:

  • Idea synthesis – “combining two or more fields and creating something new at the intersection”
  • Rapid learning – multipotentialites “go hard” at learning. They have been beginners many times, therefore, they aren’t afraid to try a new way. They “rarely start from scratch”.
  • Adaptability – “the ability to morph into whatever you need to be in a given situation”.

Why Some of Us Don’t Have One True Calling – Emilie Wapnick TEDx

The Fine Art of Bringing Together Unrelated Ideas Emilie Wapnick

Now whether being a multipotentialite applies to my career journey…or yours, it is so refreshing to to be reminded that going in multiple directions professionally can be a normal and good thing.

I love “both/and” situations, and there are lots of them out there, if we open our eyes to see them. A few careers back, I had the opportunity of being a cancer nursing specialist, but looking ahead, being an expert in any given discipline is unlikely. Being decent, however, (maybe even good) at both this…and that is possible. Being a generalist works for me… However, I can still aim at being a versatilist (see below). How about you? Where are you in your career?Photo Credit: Gartner, Shi Wen, HR in Asia

Talent Archetypes: Specialists, Generalists, and VersatilistsShi Wen

You may have never heard the term multipotentialite or versatilist, but in America, especially in the summer, you may have heard of a utility infielder. “A utility infielder (UI) is a baseball player, usually one who does not have a regular starting role on the team and who is capable of playing more than one of the four defensive infield positions:   second base, third base, shortstop, and less typically first base. Utility infielders are generally considered excellent defensive players who do not hit well enough to remain in the starting lineup,[2] but can fill in at multiple defensive positions to give the various starters a rest, or replace a starter late in a game to provide improved defense when the team is winning.” – Wikipedia

Photo Credit: Dan Ryan, Ryan Search & Consulting

Why You Want to Be a Utility Infielder – Dan Ryan

A utility infielder is definitely someone you want on your team. I’m married to one. Multipotentialite, versatilist, utility infielder. Whatever this person’s title, he or she brings their own special strengths.

Some days, dark days, I despair of some of my career choices and wonder if I’d been more focused, or less inclined to chase after this opportunity or that dream…would I have been more effective? Would I have made a greater difference? Today, and more days lately, I am content with the roads taken. Some of us have laser focus and sharp skills. Others of us are more like the Swiss Army utility knife. Both are indispensable. Both/and.Photo Credit: CBT Nuggets

The Value of an Adaptable Skill Set – Leadership Made Simple

5 Ways a Compliance officer Is Like a Swiss Army Knife – Compliance Experts

Getting Ahead at Work: Are You a Hammer or a Swiss Army Knife? – Carlos Portocarrero

Monday Morning Moment – Picking a Lane – It’s Never Too Late – Deb Mills – an example of a multipotentialite who is excellent in all his pursuits, best I can tell.

Monday Morning Moment – 10 Characteristics of a Good Leader – What Do You Say?

Photo Credit: Wolfgang Lehmacher, Quora

Too often we focus on what makes for a bad boss rather than looking at those good leaders in our lives. For the last several days, I’ve been asking friends what makes for a leader of excellence…one who  brings excellence to the table and also brings it out in their teams.

Before I asked these friends…from various disciplines (education, health care, private sector, and non-profits)…I developed my own list. As they talked about the good leaders in their lives – either past or present – their characteristics resonated with mine below.

10 Characteristics of a Good Leader

  • They enjoy their personnel. – Story after story of bosses who made the workplace more pleasant by their sheer enjoyment of their colleagues and teams. They were present. They didn’t have to have the room’s attention. They clearly just took pleasure in the folks with whom they worked (up and down the chain of command).
  • They know their personnel. – Leaders were described as excellent when they really knew their employees. They not only asked about the progress of work but how the individual was doing as well. They knew successes and failures. They knew the families. Maybe not in so many details, but it was obvious, by their interest that they genuinely cared about their employees…as well as what they were doing on the job.
  • They treat their personnel with dignity, even in hard conversations. – When conversations were disciplinary or corrective, these leaders still respected boundaries and showed care. No raised voices, no demeaning, no putdowns, no threats.
  • They reel in stress, instill confidence, and bring perspective. – Along with the above, when outcomes weren’t as hoped or when difficult change had to be executed, these leaders kept drama out of it. What was communicated was that we would get through this…together. Now, that wasn’t always possible, as when downsizing has to happen, for instance, but every effort was taken to care for those most negatively impacted.
  • They sacrifice for their personnel. – Business coach Ron Carucci wrote a post earlier this year entitled 3 Ways Senior Leaders Create a Toxic Culture. He talks about how easy it can be for leaders to become isolated from the majority of their employees, so focused on the success of the company…or their own success…that employees below them are neglected in the process. Time and time again, friends talked about how leaders would interrupt their own schedule…even travel or meetings…to deal with some difficult situation with a team or employee. This is a rare circumstance, I’m sure, but what a trust-builder, right?
  • They develop their personnel. – None of us know really what kind of person we can be until we have proven ourselves through experience and training. I hear so often about the problem of “not enough leaders”. Good leaders develop their personnel with broad generous strokes. Then, in time, they will discover who may very well be of the caliber to be in the line of succession for their jobs…avoiding the crisis of “not enough”.
  • They provide platforms for their personnel to shine. – One comment I received repeatedly was “She believed in me.” or “He knew I could do it.” Being challenged and then given the resources to be successful/effective were huge for folks describing good leaders.
  • Their decisions make sense to their personnel. – Because good leaders keep their teams up-to-date with vision, plans of execution, outcomes, then their decision-making brought no confusing after-shocks. Besides, good leaders instill trust, so buy-in comes more naturally. Often because leaders allowed their teams to speak into the decision as well. This is huge.
  • They extend their reputation to their personnel. – By this, I mean that good leaders share – with those on their teams – the responsibility and rewards of engineering a product or service. It’s not just the upper echelon leaders who collect the kudos. It’s the organization as a whole.
  • They show up when their personnel need them. – Lastly, this characteristic seemed to carry a high emotional ring to it with those I questioned. When an employee is in a tough situation, with an unhappy parent, or a litigious customer, or just having a really bad day, these leaders don’t leave it always to someone else. If they are needed they come…one way or another. “He always had our back.” “She knows me so she knew how hard it was for me that day.” For leaders to show this kind of character requires margin in their lives and willingness to let go of some other piece of their work to show up in this way. Again, I’m thinking these situations are rare, but they reflect a level of leadership that we all appreciate.

Photo Credit: Lone Wolf Technologies

Good leaders are others-focused. They have fought off the natural tendency of being self-focused and self-promoting. They are self-aware (they know themselves and know how they may be perceived by others). They have trained themselves in the habit of putting others first. This discipline is the cut of the fabric of excellence in leadership.

Now, I didn’t go into the other critical parts of a leader’s responsibility – that of keeping the business of the organization running well. This was all about what goes into the kind of leader we are glad to work for. When it comes to bottom-line and performance, Carucci in his article shows research that demonstrates the profitability of keeping priorities (like those above) and focusing positively on personnel. Photo Credit: Assad Schuitema, Care and Growth

“If a video camera captured your leadership team in action for a full day, how would you feel about that video being used as training for the rest of the organization? Serving on a leadership team should be viewed as a privilege. And along with that privilege comes a responsibility to behave in ways you would be proud to have the rest of the organization emulate.” – Ron Carucci

What do you think about what makes for a good leader? Please comment below. Whether you comment or not, take a moment to consider those leaders in your life that have made a tremendous positive impact on your worklife…and through that, your personal life as well. Maybe you’re a good leader because of the influence of those who mentored you.

Have a great Monday!

3 Ways Senior Leaders Create a Toxic CultureRon Carucci

Want to Be a Better leader? – 5 Powerful Ways Kindness Can Help – Peter Economy

What Is the Essence of Leadership? – Quora

Monday Morning Moment – the Endearing, Enduring Multipliers in the Workplace

Photo Credit: Amazon.com

[Adapted from the Archives]

For several years, we had the great privilege of living and working in Cairo, Egypt. My husband directed a Middle Eastern Studies program. I helped him oversee the comings and goings of bright, energetic 20-somethings. When the work, heat, or press of city life became too much, we would escape to the Sinai and the Red Sea. Usually the resort town of Ras Sudr was our quick and quiet get-away, where we could take a weekend just to clear our heads with blue skies and salty sea air.

This time, we went for a week to Dahab, on the far side of the Sinai. r_seaman@hotmail.comPhoto Credit: Egypttailormade.net

Dave was finishing his time in this director role and would take a short sabbatical in the US. We would then return to Egypt, this time for a regional consulting job, guiding the expansion of these study centers.

We were tired, and a consulting job was a dream, with the prospect of just giving a hand to other directors – not nearly the intensity of being responsible for so many young people.

Driving the long road to Dahab, through the calming desert of the Sinai, kids in the backseat, Dave got a phone call.

Whoever it was on the other end, (Dave hadn’t called him by name), the conversation, from my side, was warm and affectionate at first, and then serious. As they talked, visible goose bumps rose on Dave’s arms. Goose bumps on a hot deserty day in Egypt?! I knew no one had died from his side of the conversation, but something huge was clearly being introduced by the caller.

When the call ended, I got the details. Dave spoke quietly so the kids wouldn’t be distracted by a call that could change the course (and geography) of our lives. The person on the other end of the conversation was his dearest mentor – a man for whom he had the deepest respect, even love. On the phone call, he had asked Dave to consider not taking the job of consultant but to take a job with him where he would have even more leadership responsibility. Supervising many more than a couple of dozen 20-somethings in one city. This job would require him to provide leadership to about 100 people spread over 6 different countries AND we would have to move from our beloved Cairo.

Thus, the goose bumps.

Dave did walk away from the “easier” job of consultant to take on the much larger, scarier job his mentor asked of him. We did eventually break the news to our children that we would be moving away from Cairo to a whole new country of possibilities and friendships. It was a stretching move for us (more so than our original move to Cairo), and it was a job and situation we would never have aspired to…were it not for this mentor…this multiplier of leaders.

Liz Wiseman has written the most incredible book on leadership – Multipliers – How the Best Leaders Make Everyone Smarter . Her book describes this mentor of my husband as if she knew him personally. Wiseman is the president of The Wiseman Group, a leadership research and development firm, headquartered in Silicon Valley, California.

Blog - Liz Wiseman

Photo Credit: LiveIntentionally.org

I first heard her speak at the Global Leadership Summit. Her presentation centered on a more recent book Rookie Smarts. This engaging young woman clearly has had multipliers in her own life and has obviously learned from some diminishers as well.

On the inside cover of Wiseman’s book Multipliers, she defines the terms “Diminishers” and “Multipliers”:

“The first type [diminishers] drain intelligence, energy, and capability from the ones around them and always need to be the smartest ones in the room. These are idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum [the multipliers] are leaders who use their intelligence to amplify the smarts and capabilities of the people around them…These are the leaders who inspire employees to stretch themselves to deliver results that surpass expectations.” – Liz Wiseman

Have you ever been in a job where you felt your wisdom, understanding, experience were being drained right out of you? As if you were getting stupider and stupider? That can happen…or at least the sense of it happening is so strong it might as well be real. Some of this we must own ourselves, and some of it is owned by our leaders.

[Sidebar – It’s not like diminishers are evil people. Possibly, their focus is so tuned to the endgame that people and processes get lost in the pursuit. I believe if ever they have an “aha!” moment, maybe through the multipliers in their own lives, they could change their habits and disciplines…especially those who become accidental diminishers – in video at minute 28:35.]

This mentor of Dave’s was/is a Multiplier. For much of Dave’s professional life, this man has “popped in” and pressed my husband to reach farther than he might have in his career.

I want to be this sort of leader myself – this one who inspires confidence in others, who sees the possibilities, who risks by giving over control to another, who stirs thinking and enlarges the lives of those in his/her circle of influence…a circle that’s widely inclusive.

Being a leader is a humbling, stretching experience and, for the sake of those under our watch in the workplace, we want to offer the best leadership possible. We can all fall into habits over time that diminish others. Forging disciplines that keep us from doing so is wisdom. Note them from Liz Wiseman’s book:

Photo Credit: Wikimedia Commons

Wiseman also talks about leaders as change agents – do we reserve the right to make the final decision every time or do we wrestle through decisions with those most affected by them? The latter can definitely be more messy but is also more effective and honoring.

“Multipliers invoke each person’s unique intelligence and create an atmosphere of genius—innovation, productive effort, and collective intelligence…He’ll outstretch all your capabilities to make it happen. He is highly demanding, but you feel great. You know you are signing up for something that will challenge you on a daily basis for many years to come. You will challenge yourself and all your capabilities…Exhilarating, exhausting, challenging, gratifying. He’s a big source of energy. He is a source of power and a tail-wind for what we do.”  – Liz Wiseman

Thank you, Liz Wiseman. You are a wise woman (I’m sure you get this all the time…couldn’t resist). Thanks also to that unnamed mentor and multiplier in my husband’s life…and to all those multipliers in my life’s journey.

Read Wiseman’s book. [If you watch this video, you will want to buy the book…if I haven’t already sold you.] I’d love to hear your stories of multipliers in your life…and any diminishers that you learned from but (hopefully) were not diminished in the season you were together…maybe you became a multiplier in that person’s life. Journey strong, Friends.

Multipliers – How the Best Leaders Make Everyone Smarter by Liz Wiseman with Greg McKeown

Photo Credit: Leadership Natives

Leadership Natives – About Multipliers

YouTube Video – Leaders as Multipliers with Liz Wiseman

Multipliers Quotes from GoodReads

Monday Morning Moment – How an Accidental Diminisher Becomes a Multiplier – Deb Mills

2013 Global Leadership Summit Session 3a: Liz Wiseman

Brian Dodd – 4 Leadership Lessons From Mt. Rainier and the Inc. 500 Fastest Growing Business List – another example of a Multiplier

Monday Morning Moment – 6 Basic Elements of Leading Well – Dave Mills

Leadership is a process that has been a great interest all my adult life. There’s this man I know well who actually spends concentrated time studying about leadership, both through books and observing it in practice. He has had the experience of being a leader of few and many. He has managed teams, budgets, and action plans. Other times, he has led only by influence, without authority. He is my go-to person on what is good leadership – which is never a finished product. Leadership changes as organizations and cultures change.

Yet, the basic elements of leadership that builds leaders and, at the same time, gets the job done are foundational.

The man is my husband. He, from time to time, has also been my boss in the workplace. Dave Mills wears many hats. He most recently applies himself to risk/crisis management, security processes, and strategic partnerships. Making leadership development happen is his professional happy place.

In the training he does on Leading From the Heart, he lays out these 6 Basic Elements of Leading Well. With permission, they are excerpted in brief below:

  • Be clear about what you want personnel to do (What)
  • Make sure they know why it is important (Why)
  • Make sure they have what they need to do the job (How)
  • Give them a way to know how they are doing
  • Follow up regularly on priorities and progress (accountability)
  • Make sure they know you care about them

This is intended to help leaders understand what they need to provide for people to thrive in their work. This doesn’t address vision or strategy; it focuses on the people part of the process – the interaction between leaders and those we are responsible to lead.

For someone to thrive in a job, they need all six of these in place.

6 Basic elements of leading people:

1. What:  Be clear about what you want them to do.

People tend to underestimate the amount of communication effort required to achieve clarity.  This requires repeated communication to hammer home a clear understanding of the task. A feedback loop where you ask the team member to explain the assignment back to you is essential.  Even when they can do that, you still need to revisit it regularly.  Do not short-change the work involved to achieve clarity.

[This is very different from micro-managing. This is empowering through comprehensive, understandable information-sharing.]

2. Why:  Make sure they know why it is important.

Do not assume that employees understand why the task is important.  Make sure that is clearly communicated.  If they already know the importance, it helps them to hear it so they know their leader understands the importance.

This is often neglected.  Sometimes it is because it is assumed that the person knows why the task is important.  Sometimes it may be obvious why it is important.  However, it is worth unpacking that together to reinforce the importance of the task and your confidence in the person to successfully carry out the assignment.  The most common scenario is probably just to ignore the issue and never bother to help the person understand why their work is important.  This is one of the points in Lencioni’s three characteristics of a miserable job.  He calls it irrelevance.

3. How:  Make sure they have what they need to do the job.

When you assign a task you must be sure that the person has what is needed to do it.  This may involve resources, like access to equipment or funding.  It may be knowledge.  It may be connections to other people.  There may be a training need.  Or it may be capacity.  Do they have the capacity to take on the task you are assigning to them?  Make sure they have capacity, or free them up from something else, or give them someone to help them with the task.  Also recognize that sometimes at the beginning it may not be clear where the gaps are.  This is something that should be regularly revisited with people – Don’t forget to ask them if they have everything they need.

[This is another area where micro-managing would stifle rather than empower employees. Give team members the authority to get what they need to get the job done.]

4. Give them a way to know how they are doing.

People need to know what a good job looks like.  At the end of a day they need to be able to assess whether or not they did a good job that day.  What are the most important outcomes that you are expecting from them?  Have you expressed these in ways that can be quantified?

5. Accountability: Follow up regularly on priorities and progress.

Check in with them regularly, with intentionality, about progress and priorities.  The leader must take responsibility for driving this.  The frequency depends on the employee and situation, but there should be a regularly set time.  This needs to be a one-on-one conversation with each direct report to discuss what progress has been made since the last check-in and what are the priorities to be focused on until the next check-in.

Not only do you give them a way to assess their own performance, you regularly review their progress and provide feedback on how they are doing.  This is a good opportunity to revisit whether or not they have everything they need to accomplish the assigned work.  This is where coaching and accountability happen.

6. Heart level connections: Make sure they know you care about them.

Relationships are key to leadership.  You need to be intentional and deliberate about building heart level connections with those you lead.  There is an enormous amount of research indicating the importance of this.  If you do all the other parts of the process well and fail on this one, your people may endure your leadership but they will not thrive.  On the other hand, if you are not so great on some of the other parts but do this one well, people will cut you a lot of slack if they know you care about them.  Relationships are the oil that keeps the work machinery going.  Like having something with a lot of moving parts – as long as the oil is there, it runs smoothly.  If you throw some sand in the works, it doesn’t run so well and over time it will grind down to a point where it doesn’t work at all.

Caring about our employees (direct reports, in particular) involves investing in their development. Proactively looking for ways to help someone improve and grow in their work is a very caring and practical thing to do.

[Be careful that you, as a leader, don’t presume a relationship exists. This is only effective when the employee experiences the relationship as positive and caring.]

– Dave Mills, Leading From the Heart

___________________________________________________________________________

What do you think? Any element you could use as a leader or team member? In our work (both together and in work independent of each other), Dave and I also believe that leadership development – intentional and proactive – should begin at orientation. The tendency in the workplace is to load development on those already in authority. Entry level and mid-level employees don’t always have benefit of the care needed to provide opportunity to grow and develop in their areas of expertise. It is something to consider on the order of company core values.

Lastly, I just wanted to give a shout-out to some of the folks who have demonstrated excellent leadership to Dave…as well as those in relationship with him who have developed as excellent leaders themselves during the time they worked together. These make for long and rewarding relationships across a lifetime of work.

[Just a few of those remarkable ones are in the following images]

Monday Morning Moment – What You Think of Others Matters – Workplace Wisdom – Deb Mills

Monday Morning Moment – Trust Me – Sharing Economy, Idling Capacities, and Trust with Rachel Botsman

Photo Credit: YouTube, Rachel Botsman

Trust me. If you ever have the opportunity to hear thought leader Rachel Botsman speak, don’t miss it. Don’t miss her.

Who Can You Trust?: How Technology Brought Us Together and Why It Might Drive Us Apart – Rachel Botsman [Botsman’s latest book]

I discovered Rachel Botsman just a few weeks ago and, of course, wrote a bit about her work.

The concept of “shared economy” and “idling capacities” isn’t new. However, when I heard her use those terms in a TED Talk, my heart about leapt out of my chest. This resonates so with my idea of work and workplace, in terms of valuing people and resources as well as maximizing outcomes.

Rachel Botsman defines these terms as:

Sharing economy – “an economic system that unlocks the value of underused assets through platforms that match ‘needs’ with ‘haves’ in ways that create greater efficiency and access”. – Rachel Botsman

Idling capacity – “untapped social economic and environmental value of underused assets – tend[ing] to fall into three categories: physical stuff, labor assets (time, skills, human potential), and capital assets (crowd-funding, crowd equity, peer-to-peer lending platforms)” – Rachel Botsman

She talks about this broken system of supply-and-demand. “How can we extract more value from existing assets?”

These ideas are captured in a short video of her speaking here.

I see idling capacities and underused assets in all areas of my life… maybe it’s because I struggle with my own idling or being “idled”. That is not for this conversation. What matters more is how to get folks “in the game”, so to speak, who have so much to bring to the table. Yet, for whatever reasons, are idling. At their work station. In meetings without voice. Working at an idling pace when they have capacity for so much more.

Are you aware of such a situation? Share it in Comments below.

A sharing economy breaks down organizational silos, even departmental and team silos, and creates an environment where assets (people, products, places) are maximized. It can be a messy fuzzy-boundaried process. If organizational leaders are willing to give some latitude to the process and the people “idling”, a much healthier and more efficient workplace could be birthed.

Botsman introduces how technology has spurred the evolution of the sharing economy.

Photo Credit: Rachel Botsman

In considering how to have a more expansive mindset related to applying available resources to a problem, we have to be willing to do some difficult things. There are those who will have to give up some control. In a sharing economy, there’s no such only one “smartest person in the room”. Trusting other people on our teams with chunks of decision-making along with the work both conserves and optimizes.

We have to be willing to think outside that proverbial box and ask questions like “what more can we do with….” or “who else can we include….” or “what is it we don’t want to leave out”.

I love those kinds of questions!

Maddening for some, I know. I get it…

For today, I just wanted to introduce this subject…still very much a preschooler in this arena. However, I see it as so influential positively in today’s workplace. So fundamental, too.

Build in idling for reflection, rest, and recalibration…but don’t leave assets in that state for very long. It devalues people and delays product development.

Even when we have the technology to streamline processes and move projects to completion, we have to understand how technology affects trust. Botsman has a quick summation here:

Again, this is just the start of learning in this area for me…Will stop for now. Any thoughts on what you have read or watched?

YouTube Video – TED Talk – The Currency of the New Economy Is Trust – Rachel Botsman

YouTube Video – TED Talk – We’ve Stopped Trusting Institutions and Started Trusting Strangers – Rachel Botsman

Thinking – Rachel Botsman

Slideshares – Rachel Botsman

Rise of the Shared Workplace in the Sharing Economy and How the Sharing Economy Is Influencing the Workplace

YouTube Video – TED Talk – How to Trust People We Don’t Like – WorkLife with Adam Grant

Monday Morning Moment – Sizing Up Your Future Employer

Graduation. Moving from student to employee. It’s an exciting time, riveted with possibility and weighty decision-making.

[Yep…our kids, one by one entering their next season of life.]

As parents, we hope, first off, that our children secure jobs in their field, in this competitive and changing workforce. Given that, it would be lovely for them to be in a company or organization where they can thrive and grow.

Work-life writer Simon Sinek and organizational psychologist Adam Grant have addressed this issue – this issue of looking for employers who genuinely care about their employees and invest in them. Photo Credit: Aspen Ideas Festival

It’s definitely something to consider as our graduates are applying for jobs. This pursuit of an employee-friendly employer should continue throughout our professional lives. At the end of our careers, who we are as people and what we were able to accomplish in work will be strongly impacted by our employers. Think about it.

I came across a piece written by Kaitlyn Wang last year. She summarized a talk Sinek and Grant gave at the 2017 OZY Fest.

Simon Sinek and Adam Grant on the Best Ways to Size Up a Potential Employer

In their talk, Wang writes, these two workplace thought leaders talked about the out-dated leadership value of customer always trumping employee. If in bottom line thinking, employees are under-valued and under-utilized, eventually the product, service, and customer will also suffer. To me, that is just common sense…and, to hear Sinek and Grant, that workplace scenario is changing.

For the new graduate (and any one of us looking for that future employer), two ideas are offered as telling of company values and leadership philosophy:

  • Ask the interviewer if they LOVE their company. Not like but love. See what their response reveals.
  • Ask the interviewer to tell a story about something “that would only happen at that company”.

How would you adapt these two ideas?

Even before the job interview, we can learn clues on the culture through the messaging on the company’s website and social media. What matters to those in charge? What is clear or not so much about employee engagement?

Something to consider…

Simon Sinek and Adam Grant on the Best Ways to Size Up a Potential Employer – Kaitlyn Wang

Millennials, Motivation, and the Changing World of Work – Video – Aspen Ideas Festival

50 Smartest Companies – 2017

The Happiest Companies to Work For in 2018

Top 10 Companies for Worker Satisfaction – Lily Martis

100 Best Companies to Work For

5 Friday Faves – Answered Prayer, Avengers on Classical Guitar, Financial Security, Community, and Moms

Friday Faves – let’s jump right in!

1) Answered Prayer – This week has been wave after wave of answered prayer…so much so that I’m without words…almost. Many times when we pray, we have to wait…sometimes for years. I have prayers on deposit with the Lord that (at least on this side of life) are still “in waiting” for his perfect timing. We pray on. Then we have the acute occasion when we seek a quick and crucial response. My brother spent a night this week in ICU because of a hard fall to concrete. How grateful I am for people who stand “in the gap” for each other in prayer, no matter the time of day, or whatever is going on in their own lives. For hours we prayed and waited for news that he would recover…and tonight he sleeps in his own bed at home. Just. Like. That. Photo Credit: Pixabay

Answered prayer does not always turn out the way we want. When our mom got cancer, we all prayed she would be healed. Her prayer, through the three years of fighting that dreadful disease, was a constant “for His glory”…only. Her prayer was answered in the positive, countless times. Our prayer was answered with healing in Heaven. Still, we praise God with all our hearts for how we saw Him draw near to her in the hard places. Her tender communion with God in those days was the sweetest I had ever seen in her life.

What might we see altered in this world, were it not for our prayerlessness. This week, because of my brother and othersacred turns of events, I am again reminded of great and present value of prayer. Not just in what we secure from God’s hands…but the journey with God Himself.

2) Avengers on Classical Guitar – I haven’t seen the film yet, but it’s on my summer film list. Like with other arrangements of Beyond the Guitar, I look forward to hearing this now familiar melody rise and fall in the background of the film itself. Since Nathan’s Fortnite Dances video debuted, his viewership and YouTube subscriptions have taken off.  Become a subscriber or Patreon supporter to be a part of the team that guarantees we see more and more of this young classical guitarist’s creative work. His arrangement for Avengers follows:

3) Financial Security – Sociologist and elder rights advocate Dr. Brenda K. Uekert has written a fascinating piece on losing her job in her 50s and the financial safety net that got her through that time. Take the time to read her story, but here are her 6 safeguards to consider in our own financial journey.

  • Pay off your mortgage.
  • Max out retirement contributions.
  • Max out accumulated leave.
  • Be wary of dabbling in individual stocks.
  • Shore up your taxable accounts.
  • Be careful in your spending, in general.

The simplicity of this is its own brilliance. Thank you, Dr. Uekert.

Fired in My Fifties: The 3 Best and Worst Moves that Determined My Fate – Brenda K. Uekert

4) Community – I write about community often. It’s hard for me to imagine maneuvering through this life without the constancy and care of community. For the last couple of weeks, some of us have been briefly in the life of a homeless woman who, it turns out, was just passing through Richmond. Her story had the sad markings of one who had either lost community from no fault of her own or had burned bridges with community across the years. She had to reach out to strangers because there seemed to be few else who would or could help. The margin we have to thrive in life, thanks to community, was difficult to even discern for her. I have no idea where she is right now. We did what we felt we could do, hopefully without being a toxic influence in her life…and now she has moved on.

It reminded me, all over again, how thankful I am for real and deep community. I pray that for us all.Community Group, Movement Church

5) Moms – This weekend we celebrate Mother’s Day in the US. For some, it is an uneasy day… Not all of us have had loving, nurturing moms. Not all of us have become moms…or not yet anyway. Mothering can also be a painful experience. I think of dear friends who are estranged from some of their children…and other friends who have lost children, either through miscarriage or death.

Mother’s Day can be painful. Even in the pain, celebrating mothers ever how we can is a good thing. None of us would be where we are today were it not for mothering, whether good, bad, or just imperfect.

Today I remember the two women who have had the most impact in my life as mothers, and it is all for good. My mom and Dave’s mom.

As with all of us, through the years, other women have captivated us with their love, their servant hearts, and their wisdom. I celebrate them as well.

My friend Carol Ann Lindley captured the hard and even awful when mothering didn’t happen or go as we had hoped. Read her words:

I am all for celebrating moms…I look forward to celebrating my two miracles every year. I cherish it because I waited so long. I rejoice with my friends who have endured long years of waiting and have the chance to celebrate. I am aware of some who will be missing a mom this year. Mother’s Day is special because motherhood is such a gift.

But don’t forget to look around and remember the ones who ache this Sunday because they hoped that this year would be different. The ones who watch the celebrating and remembering from a distance, hoping to join in next year. I never ever resented the celebration…I just longed for the chance to celebrate the fulfillment of my heart’s desire.

I have had some hard Mother’s Days. I have had the “maybe next year it will be me” Mother’s Days. And I have had the “I’m missing a baby that I lost” Mother’s Day. Today, I am thinking of our 3 little ones who are celebrating with a different Momma. But I am also rejoicing over God’s two miracles that I have the privilege of being Mom to.

No one said Motherhood would be easy. In fact, the journey to Motherhood is hard. The day to day mothering of littles is hard. And I’m sure I will face other hard days in the future. But it is a precious gift from God and I rejoice in it every day.

So, you Moms who are enjoying this Mothers Day. Don’t feel bad. When I was waiting, I never wanted my Mom friends to skip out on Mothers Day. Enjoy and it and give your kids extra kisses. And look around and see who you can hug and encourage. I had those people on those hard days and their acknowledgement of my “hope deferred” made all of the difference.

And you Moms who are waiting for your babies or are missing your babies. I’m with you. I know how you feel. This is a hard day. But I can promise you that God is faithful and will not waste your tears. The desire to be a Mom is a good one and you are not wrong to feel sad today or to feel like a little piece of your heart is missing. If I could hug you, I would. And I am definitely praying for you.

Here’s the verse that pretty much sums up my journey:

Proverbs 3:5-6

Trust in the Lord with all your heart,
and do not lean on your own understanding.
In all your ways acknowledge him,
and he will make straight your paths.

Carol Ann Lindley

Happy Friday! Happy Weekend! Happy Mother’s Day. Here’s to being gentle with each other and lavishing love on those around.

Bonuses:

YouTube – Dr. Seuss Does Advance Directives: A Tim Boon Poem – ZDoggMD

Bobos in the Church – Scot McKnight

Bobos In The Church

Stop Making Hospitality Complicated – Brandon McGinley

Why So Many Americans Are Lonely – Quentin Fottrell

Boss Doesn’t Trust you? Here are 4 Likely Reasons Why – Randy Conley

Brave Global – a Catalytic Movement for Girls

Photo Credit: The Kindness Rocks Project, Facebook

Monday Morning Moment – Adam Grant on 3 Traits of the Highly Functional Workplace

Photo Credit: Pixabay

I love Mondays! It’s ripe with possibility…and prospects of new beginnings. The tricky part of the start of any week is not settling into your work station and returning to the “same ol’, same ol'” – whatever that might entail. Even when we are excited, or at least hopeful for what’s next, we can default to usual rhythms and routines. They are familiar and comfortable (at least on the surface). Neuroplasticitythe brain’s ability to restructure itself after training or practice – can be both our enemy AND our friend.

If you love your work and you see how you fit integrally on your team, and you love your team, that is fantastic! Celebrate that every day! For you, I would just love if you could take a minute and comment below. What do you see at work in your situation? What do you do yourself to nurture that workplace experience?

[Even if you love your job, would you be willing to consider how you could help other teammates to have your experience and move to the top of their professional game?]

Adam Grant is one of those guys who loves his work…and shares generously with all his readers and TED Talk and podcast viewers/listeners.Photo Credit: Flickr

WorkLife with Adam Grant: A TED Original Podcast

Adam (he makes it feel comfortable to refer to him by his first name) is an organizational psychologist and professor at Wharton Business School. He’s authored excellent books and is now moving into a new role as pod-caster. He has affirmed much of what I believe about workplace culture and its impact on day-to-day function, employee engagement, and outcomes/product.

Author, entrepreneur Damon Brown interviewed Adam Grant and posted recently on the traits of companies which are the most highly functional. His findings weren’t surprising to me, but I’d like to hear what you think.

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

3 Traits of the Most Highly Functional Companies:

  1. These companies make a high priority of helping their employees discover both their weaknesses and strengths, together with their coworkers. The goals relate to outcomes, sure, but, as part of that, the professional development of each employee, as well as team cohesion and a “best practice” level of collaboration. How refreshing when both department heads and all stake-holders turn a mirror on themselves for the sake of both the individual and the whole. Having this core value could turn a company on its head…in a good way!Photo Credit: Pixabay
  2. Adam Grant has discovered that many high functioning organizations have flexible hierarchies. You might walk into one of these work meetings and not be able to tell who the “big boss” is. Also, when a decision is made, it is not always top-down. Sure, the decision is given authority from the top, but the process clearly demonstrates and validates the employees closest to a decision (and the impact of the decision) to make that decision. Again, please comment below if you work in such an environment. For me, the whole idea of this is so reasonable and wise. By the way, even if your hierarchy is currently rigid, what would it look like, if you began working toward flexibility? What could be your next steps?Photo Credit: Pixabay
  3. Highly functioning organizations use the word “family” in describing themselves. Not in a smarmy, feel good way, but in actual experience of community and belonging and care. We as colleagues can make this happen within a team, whether it is a top-down experience or not. We communicate and demonstrate, in good faith, that we have each other’s back. We show genuine care for each other and don’t allow ambition or personal preference blind us to the needs of the rest of our team. This actually can eventually have a cross-team impact…if we are patient. If you wonder how, just search on-line for Adam Grant – he has both written and spoken volumes on this.

All three of these traits, or patterns, point to a vision that is highly peopled. It is not just driven from the top. Nor is it owned by one work group over another. A shared vision, in the truest sense of its meaning, gives room for all players…with their varying strengths and weaknesses. There is space for leaders and those who prefer to follow (excellent leaders or even those not-so-much), for the persuaders and those willing to consider the persuasion, for the decision-makers and those who want to speak into the decisions. Your over-all vision might be right but engaging all employees in going after that vision makes for highest function (especially for all you efficiency folks out there). Highest function and greatest care for each employee. That is a vision all of us could share or even own.Photo Credit: Flickr

What all this says to me is that people matter. Not just the most brilliant, bombastic, or brand-worthy, but everyone in the organization. Maybe you already work in such a company. if not, you …each of us can move it in the direction of such a company.

After all…it’s Monday. Who knows what could happen by the end of the week?

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

WorkLife with Adam Grant – Podcast – The Problem with All-Stars

Why Our Brains Fall for False Expertise, and How to Stop It – Khalil Smith

Infographic: 1 of These Four Strengths Is Your Superpower – Damon Brown

Self Sacrifice Won’t Get You Ahead. Wise Leaders Do This Instead – Damon Brown

Monday Morning Moment – the Essence and Ethics of Spin in Our Work, Our Politics, and Our Community

Photo Credit: MaxPixel

When I was in college, many years ago, a statistics course was required in my nursing program at Emory University. It was essentially a non-math course, more on critical thinking. The textbook was Darrell Huff‘s classic How to Lie With Statistics.

If you haven’t read this little book, you should at least track down some of the quotes from it:

“If you can’t prove what you want to prove, demonstrate something else and pretend they are the same thing. In the daze that follows the collision of statistics with the human mind, hardly anyone will notice the difference.”

“Nothing has been falsified—except the impression that it gives.”

“Even if you can’t find a source of demonstrable bias, allow yourself some degree of skepticism about the results as long as there is a possibility of bias somewhere. There always is.” – Darrell Huff

A fairly naive, trusting girl from a small Southern town became a bit more savvy after reading that book. Savvy but not yet skeptical.

The skeptical came and went with the years following.

When we lived overseas, local friends often broached the topic of American politics, a much less threatening topic than talking about their own government. Because I thought I knew our government, I would wax on about the positives of living under such a one. Our friends would smile at the seeming absurdity that our politics were less corrupt than their own.

Then we came home to the US…

I’m learning more and more about spin…or turning a message to the advantage of the one delivering it.

“I would define spin as the shaping of events to make you look better than anybody else. I think it is . . . an art form now and it gets in the way of the truth.”Benjamin Bradlee

Definition of Spin – Richard Nordquist

We’ve been back stateside many years now, and I have come to realize that none of us are immune to using spin to persuade. We can actually become very expert at it, almost without knowing. In fact, to be both honoring and honest, we must be vigilant and guarded regarding spin. In both avoiding its use and not reacting to its use. How might we react? Two negative ways: either becoming morally outraged because it smacks of lying, or by our own slick checkmate spin in return. Neither of these move the conversation or relationship to a healthy place.

The “What you see is what you get” kind of integrity sounds really old-fashioned these days. Not even smart. We are bombarded by messaging that sounds so true, so right (or so wrong it has to be true). We sometimes miss or disbelieve the bias that also exists.

Somewhere between the truth and a lie, there’s “spin.”…You too can spin if you look at data, filter it through your biases, and preach it like gospel. The rationale is that it isn’t really lying, just putting a bias on what is already true. So what’s wrong with it? – Mark S. Putnam

Before you choose to spin yourself into trouble, understand that in the context of ethical communication, you should be clear, truthful, and honest in what comes out of your mouth. Spinning is like any other kind of dishonesty, it’s wrong. It makes good old fashioned lying sound clever and trendy. It can be said that stupid people lie and smart people spin. – Mark S. Putnam

Ethical Communications: Spinning the Truth – Mark S. Putnam

Some authors use very different words to describe spin…

Harry Frankfurt, American philosopher and educator, wrote a book On Bullshit. [He also wrote a followup book On Truth.] I’m not keen on this word, at all, but Frankfurt casts a sympathetic eye on the one compelled to use spin. Any one of us could find ourselves floundering here:
 
Bull**** [Deb’s edit] is unavoidable whenever circumstances require someone to talk without knowing what he is talking about. Thus the production of bull**** is stimulated whenever a person’s obligations or opportunities to speak about some topic are more excessive than his knowledge of the facts that are relevant to that topic. This discrepancy is common in public life, where people are frequently impelled — whether by their own propensities or by the demands of others — to speak extensively about matters of which they are to some degree ignorant.”
“When an honest man speaks, he says only what he believes to be true; and for the liar, it is correspondingly indispensable that he considers his statements to be false. For the bull****ter, however, all these bets are off: he is neither on the side of the true nor on the side of the false. His eye is not on the facts at all, as the eyes of the honest man and of the liar are, except insofar as they may be pertinent to his interest in getting away with what he says. He does not care whether the things he says describe reality correctly. He just picks them out, or makes them up, to suit his purpose.Harry G. Frankfurt, On Bull****
Finally, educator and attorney Kendrick Macdowell wrote a short and insightful piece on spinning versus lying:

There is a difference. And in my view, a critical difference. It is this: lying is cynical and deliberate disregard for the truth; spinning is benign disregard for the truth that never employs false facts.He further speaks of the origin of spinning: misdirection. (“Okay, other than that, Mrs. Lincoln, how was the play?”) Focus attention away from the unpleasantness onto something positive, even preposterously positive — without lying. Or maybe focus on something more negative as misdirection. Macdowell takes the high road on distinguishing spinning and lying (and if you read the rest of his take, you may also). He concludes with: “We’re a better people when we have a nose for spinning and know how to challenge it on the merits.”

Spinning Versus Lying Kendrick Macdowell

Photo Credit: FreeGreatPicture

Unlike spiders who rarely get caught in their own or other spiders’ webs, even the best spinner of deceit can eventually be exposed. Spin happens. Sometimes over the course of a career, when ambition or fear of failure prompts us to color our findings, or message, in a favorable direction. Wisdom for all of us is to recognize spin, and to reckon that we are all vulnerable to its use or misuse. Wisdom is not calling it lying and also not extolling it as smart. Wisdom is to discipline our communications by being tireless students of our community, our company, the market… and then bring as truthful message as we can that has benefit for all involved.

[Have you had the occupational hazard of needing to use spin in a situation? Or have you been more on the receiving end of a spin campaign? Help us learn from your situation by commenting below.]

YouTube Video – Harry G. Frankfurt: On Bull****

CNLP 178: Scott Sauls on Unhealthy Ambition, Envy and Isolation in Leadership – Carey Nieuwhof

YouTube Video – What Is SPIN? What Does SPIN Mean? SPIN Meaning, Definition & Explanation

YouTube Video – The Language of Politics – Stephen Fry’s Planet Word – BBC – Euphemism/Verbal Slipperiness