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.
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?
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
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!]
Welcome to Friday, Folks! It’s a breezy, warming Spring day. Almost summer. Hope you have a safe and refreshing weekend. Here are five of my favorite finds this week. Please comment below what your favorites are this week. Blessings!
1) Psychological Tricks – Whether we are aware or not, we apply mental processes to our interactions. For better or worse. How we sit in a room, for instance. If we have a problem with someone, we are tempted to sit across from them, rather than beside them. This is actually counter-intuitive because people are less apt to attack the person seated beside them. Another action I’ve learned over the years is to never have a two-on-one difficult meeting. If the meeting requires the presence of three people, the person being disciplined should have one of those persons seated beside him/her, almost as an advocate. The meeting will then be less threatening and potentially more productive. Distractions, like posture and unnecessary verbiage, are easy for us to control with practice.
Saying “I think” or “I feel” is redundant and draws down the power of the message that follows. Also slumping or folding arms across your chest can communicate something other than your intent and again weakens your message. Communicating effectively is worth the study into our own quirks and applying psychological “tricks”. Not to manipulate but to increase message clarity. An interesting article I discovered this week is 15 Clever Psychological Tricks That Everyone Should Know and Start Using Immediately. Rapid read.
[Sidebar: Don’t be put off by a few grammatical errors. The piece doesn’t appear to be written by a native English speaker.]
Click here for Schwantes’ commentary on each. Leaders too often think they do well in these areas and thus do not discipline themselves to keep tooled. Unfortunately, if not checked, weaknesses in these areas will permeate a company.
Nieuwhof posted about a growing problem in leadership – Why Busy Leaders Make Bad Leaders. We expect to be busy as leaders because we have loads of responsibility. So why is it that some leaders seem to have the time to be the kind of leader Schwantes notes in his article above? Leaders who delegate and don’t need to control processes or employees are those who most see the value of employees and their impact on the product and customer satisfaction. Read his article linked above. Here is how he closes:
Busy people love to act like they have no choice and they’re oh-so-slammed. Until you catch them binge watching Netflix, or lingering over an iced coffee checking Instagram, or talking for 30 minutes at a workmate’s desk about nothing in particular.
I’m not trying to be judgmental. I’m all for iced coffees and Instagram. It’s just there’s a cognitive dissonance in many of us between what we believe and what’s true.
You have the time for what matters. After all, every leader gets 24 hours in a day. You have the time to get the most important things done. You just didn’t make the time—you spent it doing something else. – Carey Nieuwhof
3) Parenting – Parenting is a tough job and advice abounds. I am cautious in recommending parenting books and articles because the sense of guilt for parents is already sizable. Every child is different and every situation is as well. Having said all that, I do see hope in simplifying one’s family life and environment…just so both the parent AND the child can breathe.Photo Credit: Simplicity Parenting
If all we do is throw away toys as a way to simplify our children’s lives, we are not really dealing with the issue of chaos in their lives. Too often, we replace material possessions with the pursuit of experiences (what we may call social, athletic, or academically enriching). Experiences, especially where our children learn to serve and value others, can be life-transforming. However, we must be careful that experiences don’t continue to cause our littles to be over-stimulated making them addiction-prone in later years. Needing more, more, more to be satisfied.
Check out Payne’s website, and listen to his lectures both on his website and YouTube. I love when parents write comments (on Amazon reviews, for instance). Some have experienced his prescriptions as heavy and guilting, creating their own form of chaos. The major take-away of all parenting advice must be what speaks to you and your child’s situation. The rest is its own clutter.
4) Egyptian Food – I’ve spent the last several days in the home of a very good Egyptian friend. She is an incredible cook. Egyptians are known for their hospitality and it was lavished on me in that visit. We had many of my favorite Egyptian foods, and my friend is an outstanding cook. In celebration of that, I wanted to extend to you the recipes of three of those dishes: Macarona Bechamel, Koshari (or Kushary), and Basboosa.
5) Pressing On – A friend of ours, Marlo Salamy, writes a blog about life, God, and her family following the death of their youngest, Anna, to cancer in 2007. I’m always touched by the honesty and faith reflected in her writing. In this week’s blog, What Matters, she writes about how we might act in the potential lost moments of our lives. Her illustration is from the tornado that blasted through Joplin, Missouri, when over 100 people lost their lives on May 22, 2011. The video posted in the blog makes you think. Wow!
All of life is stewardship. Doesn’t it make sense? Our jobs, our relationships, our personalities, and our future have multiple layers. When we think of stewardship, rather than ownership, or entitlement, or giftings, or personal rights, we take on a much broader, healthier view or life. Writing about it previously here, I wanted to focus more, this time, on our workplace.
In 1993, Peter Block wrote a revolutionary book entitled Stewardship: Choosing Service Over Self-Interest. He updated and expanded it twenty years later (in 2013). Block defines stewardship as “the willingness to be accountable for the well-being of the larger organization by operating in service, rather than in control, of those around us. Stated simply, it is accountability without control or compliance”.
Words mean things. When we use the word “steward”, we loosen our grip on ownership – of our job, title, product, and work relationships. However, we do not loosen our commitment on personal responsibility. This is the gem of stewardship – a gem in the workplace that can be mined by each one of us.
Years ago, in nursing school, we used Virginia Henderson’s definition of nursing which focused more on facilitating the patient’s return to caring for him/herself than on the “giving care” component we often think of with nurses. Nursing as stewardship. When our children came along, we as parents would need to decide whether to home school or put our children into a private or public school. Another parent gave us wise counsel: Whatever your decision, you are responsible for your children’s education, some of which you may contract out to other teachers or institutions. We, as parents, were stewards of our children’s education.
In the workplace, we have heard the word steward used in the service industry: union shop stewards, ship stewards, stewards on airlines, stewards of estates. However, the stewardship that Block describes can proliferate at all levels, especially if our leaders set this value and mindset. What if an organization determined to have an inclusive model of accountability where all employees operated by serving, rather than controlling, those in their influence (colleagues, customers, vendors)? What if we chose to apply ourselves to the work before us, with deep personal care and commitment, rather than under a boss’s control or need for our compliance?
Stewardship as a concept and value is both time-tested and trendy. Check out REI‘s commitment to customers in delivering quality outdoor gear…and also to its employees. Stewardship.Photo Credit: Slideplayer
My first encounter with this word, stewardship, was as a child hearing the parable of a master preparing to leave on a journey. He entrusted the three servants with some measure of his wealth (talents). Their master had given each varying amounts of money, according to each servant’s ability. The master would be away for some period of time and meant for his servants to “steward” the money. Two servants invested his money in such a way that each doubled the amount entrusted them. The third servant, fearing the master (and possibly lacking confidence in his own ability), hid the money entrusted to him. He only had what he’d received in the beginning to give back to the master. The first two servants were rewarded for their faithfulness, care, and initiative, but the last cautious, fearful servant suffered the consequences of his inaction.
There is much to learn about stewardship from this old story. Stewardship is taking personal responsibility and interest in quality of service or product and depth of relationship. Like in the story, it could mean taking risks ourselves or with each other (especially leaders entrusting other team members with decision-making and design). It means empowering others in discussions and details that we might prefer keeping for ourselves (except that we are stewarding toward a larger outcome). It means making investments in others and in the over-all organization. Stewardship is the embodiment of employee engagement…all-in, whatever it takes, for that greater good. Lastly, the story spoke to rewards for those diligently stewarding what was placed in their care, and the consequences of those who refuse to be engaged…which leads to a place nobody really wants to go.Photo Credit: Quotesgram
Leaders and managers who are willing to give up control and who genuinely care about their employees and customers become true stewards themselves. They set the standard for stewarding across a company. Whether leaders are on board or not, any of us can still have ownership of a new-old way of thinking and practice. We can steward well what is our responsibility or under our influence. Again, this type of “ownership” is not about owning the job, the product, or the relationship. Stewardship is the owning of our personal responsibility – our piece of what could be excellent, and our piece of what’s not going well, and applying our experience, knowledge, giftings, and heart to benefit all touched by our service. Our stewardship.
What are your stories? Do you see the impact of your stewardship? Of the stewardship of others? Could you see how this might color the culture at your workplace? Is your company one where top-down, bottom-up, people care about each other and what they’re doing? It shows…if you are, or if you’re not. Stewardship.