Tag Archives: Crisis Management

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

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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

5 Friday Faves – Leadership, Keeping House, Mentors, Wonderful Defects, & a Phenomenal Guitarist

Blog - Friday Faves

Fridays come so fast. So here we are again. My top finds this week (and there were so many great reads and experiences this week, it was hard to narrow down to 5). Hope yours is a lovely day and a stretched-out weekend.

1. On Leadership – Brian Dodd creates great lists. In this week’s blog, he published 24 Steps to Successfully Leading Through CrisisOf his 24 steps, these are my favorite (but do read all of them):

  • To Successfully Lead Through Crisis You Must Provide Stability – Stabilizing the organization gives your people a sense of security.
  • To Successfully Lead Through Crisis You Must Become A Giving Engine – Rather than focusing inward and solely on the issues you are facing, look outward and turn your attention to others.
  • To Successfully Lead Through Crisis You Must Offer Hope – This tells others success is in their future.
  • To Successfully Lead Through Crisis You Must Offer A Plan – Hope is not a strategy.  There must also be a detailed roadmap showing why hope exists.
  • To Successfully Lead Through Crisis You Must Change – The behaviors which got you in the crisis will not get you out of the crisis.

Also not to miss is Paul Sohn’s Top 30 Must Read Posts on Leadership October 2015.

2. Keeping House – I struggle with keeping order in my house, even though now it is only Dave and me. No one else to make the mess but us. Ann Voskamp, farm wife, mother of 6, and best-selling author, wrote about keeping house this week – 6 Ways to Speed Clean to a Clean Enough House. Her photographs of life are so gorgeous that it’s hard to imagine things out of place or not camera-ready. Yet, even Ann had to come up with a system of order which she shares in this blog. My two favorite suggestions from her list of 6 follow:

  • Make your bed every morning. I love this one because it’s so easily done. It gives its own cheer of “Hurrah! You’re off to getting lots more done.” BLog - Keeping HouseMy husband and I have very different “sides of the bed” – he’s a bit neater; I’m a piler. Projects, bits of paper, “things to read later”…sigh…but, the bed is made. Score!
  • 30 Minute Love SHAKs“Do Surprising Home Acts of Kindness — Love SHAKs — 30  minutes of random cleaning [right after dinner], just 30 minutes of every single person who lives here seeing something that needs to be cleaned —- and everybody cleaning as quickly as they can. The point of everybody working together at the same time to surprise everybody? Everybody models the kindness of cleaning for each other, nobody gets to say what they’ve got going is too important to get in on loving each other, real progress is made because everybody is working fast and together, spurring each other on — and we all get to say we are on the same team.” I love this! Might start with 15 minutes with the love of my life. What do you think, Dave?

3. Mentors Jon Acuff rarely has guest bloggers, but this week he shared his spot with Lewis Howes, author of The School of Greatness. Howes writes about his personal experience of connecting with top mentors. Having been a professional football player, he might have been tempted to just ask them out for coffee. No, he did something altogether different. He offered to serve them in any capacity they would find helpful. Don’t miss his wise counsel on this.

“Don’t ask for anything. Just offer to be of meaningful service, in any capacity that will help the mentor in achieving what is important to them. Offer to work for free. Say yes to anything. Hustle hard. Show them you are grateful and willing to learn. Keep your word.” – Lewis Howes

4. Wonderful Defects – This week, I discovered Paul Phillips and his blog He’s Taken Leave. He tells a beautiful story of an old beautifully marred violin and bridges that to our own propensity to comparing ourselves to others.

“As with the old violin, the comparisons with others prove nothing.  Each person who walks through my door is a masterpiece of unique design. Every one, a treasure.  Every single one. Fearfully and wonderfully made (Psalm 139:14). I can almost hear the music again.”

Blog - Old Violin - wqxr.orgPhoto Credit: wqxr.org

5. Phenomenal Guitarist – This guy. Nathan Mills – related? Yes. I get to be Mom to this amazing young man… Because we are related and it’s not always comfortable for him how effusive I am about his music…I restrain myself. Once in awhile, it feels down-right wrong not to share with you something about him. Right now, he’s fairly new to that larger world of music, but he’s playing, teaching, arranging, and composing. One day, you will know him…and be able to enjoy his music beyond YouTube, social media, or local performance. Mark it down.Nathan at guitarPhoto Credit: Duy Nguyen

What are your favorites from this week? Would love to hear about them. Share in comments, please.

Blog - Fall Back YardOur back yard this week – Fall