Category Archives: Workplace Culture

Monday Morning Moment – The 3 I’s of Leaders Who Get Things Done and Loyalty Won

Photo Credit: ITD Assessments

Happy Monday Morning! Let’s talk about leadership. It’s one of my favorite learning curves. Not so I can tell others how to lead (a terrible temptation – like it’s my job…sheesh) but more to celebrate those who lead well. Leading well doesn’t necessarily come with the job description…more, it comes with the three “I’s” in this piece. Leading well is learned and developed through life for all of us. So no discouragement here. I am thankful for those who lead (me and others) well, for sure. So here we go, and here’s what inspired this post.

Earlier this morning, while working at my desk, I could hear the excited tones of a phone conversation. You could tell by the rise and fall of the voice that his office door was open and he was walking around. It was fortunately impossible to hear the content of the conversation – muffled by physical distance – but the intensity of the conversation was clear. Positive, urgent, engaging intensity!

While I was passively aware of the happy drone of the above conversation, a piece by writer, pastor Eric Geiger popped up on my Twitter feed. He shared the 2 Qualities in All Great Leaders. His focus was intensity and intentionality.

It inspired my thinking and stirred me to add a third “I” to his characteristics – inclusivity. [I love alliteration – happy it worked.]

Intensity – Geiger emphasized: “The passion of the team will rarely rise above the passion of the leader.” As leaders, we need intensity in our direction in the execution of our vision. This is a high-burn characteristic and can, over time and tension, lose the heat and edge necessary for razor focus. Intensity can give way to a sense of “We all know what needs to be done” or “Keep doing what you’re doing”… without the urgency that keeps us from mission drift in our work. Intensity is a heart issue – with a high sense of personal responsibility. We lead like the future depends on it…as well as today. To keep intensity in our leadership requires intentionality and inclusivity.

Intentionality – Geiger’s take on intentionality is brilliant: “Leadership without intentionality results in chaos for the people on the team and for those being served…Intentionality means having a clear understanding of your mission, your culture, and where you are headed. Great leaders fight the drift away from intentionality and toward a plethora of competing directions.”

Intentionality is not just an ongoing earnestness to serve a team or organizational vision. It is the dogged determination of a leader, fixed on the goal, to bring every resource to bear on reaching it. This is less task-orientation and more a resource-orientation. Less an “urgent need” focus (although urgent needs matter as well) and more a big picture focus. A daily plan for execution…or we too easily veer into the ditch.

Inclusivity is what I add to Geiger’s excellent qualities for great leaders. By “inclusivity”, I mean a leader’s openness to bringing varying opinions and expertise to the table and providing a vehicle to do this on a regular basis.  It is the messier, less controllable aspect of leadership. A proverb comes to mind when thinking of workplace inclusion or inclusivity:

“Where there are no oxen, the manger is clean, but abundant crops come by the strength of oxen.” – Proverbs 14:4

Writer pastor Jason Jackson‘s brief commentary on the proverb above supports inclusivity:

“Oxen are the tools for an abundant harvest. Their cost and inconvenience does not compare with their productivity.

Solomon is not simply giving a lesson in agriculture. Here are two principles:

  1. get the right tools [people] for the job you need to do, and
  2. the cost [to the leader] of the right tool is worth it.”

Leading Through Inclusion: Traits to Help Us Be Better Leaders – Maja Egnell

Inclusivity reminds us of the great lessons on leadership we have from Jim Collins. He has written extensively on great companies and great leaders. Collins urges leaders to not only get the right people on the bus, but also the right persons in the right seat.

Leaders of Great Companies Ask: First Who, Then What? – Wendy Maynard

Inclusivity is a lot of work for the leader but it creates a much more empowering and impactful workplace and a better outcome in the end. When decisions are being made or products/services are being developed, who needs to be at the table? Same folks each time may not get us where we hope to go. It definitely will not urge a team toward the goal, or the vision, or an engaged sense of belonging.

Photo Credit: John C. Maxwell, Brainy Quote

Here’s to intensity, intentionality, and inclusivity in our leaders. Thanks, Eric Geiger, for your inspiration this morning…as well as that guy on the phone down the hall.

2 Qualities in All Great Leaders Eric Geiger

6 Questions That Reveal If You Are an Inclusive Leader – Ryan Jenkins

6 Reasons to Be an Inclusive Leader – Ryan Jenkins

3 I’s of Effective Leadership (Integrity, Influence, Impact) – Naphtali Hoff

The Three I’s of a Great Leader (Initiative, Inspiration, Intuition) – Joy Ruhmann

5 Friday Faves – Best Of’s – Building a Great Organizational Culture, Naming Our Grief, Habits of Mentally Strong People, Book of Opposites, and the Story of God for Postmoderns

[Not much time this week for discovering or writing – here are some of my favorite faves, going  back a ways.]

1) Building a Great Organizational Culture – a Podcast – 5 Leadership Questions about Building a Great Organizational Culture – This is a great conversation between Barnabas Piper, Todd Adkins, and Eric Geiger on organizational culture. They define culture as “shared values beneath the surface that drive behavior”. Aspirational values (what takes place on the wall) are distinguished from actual values (what takes place in the hall). What is your workplace culture? “We don’t treat people like that here”. Like what? What culture do you have or hope to build?Blog - Organizational Culture - slideshare.netPhoto Credit: Slideshare.net

Also see Organizational Culture and Climate – SlideShare.

2) Naming our Grief – Grief always has a name and naming our grief helps us to heal. Having lived overseas for many years, we understand “Hellos-Goodbyes-Hellos” – both the sorrows and the joys of them. As the years go by, we experience job changes, relocations of friends and family, and deaths of loved ones. This November will be the 17th anniversary of my Mom’s Homegoing, and every day I still think of her. That grief definitely has a name. Sometimes grief feels more vague, like a sadness with a cloudy source.

When I found this piece Because Grief Has a Name by Abby Alleman, it touched my heart. She says it well:

“Naming grief is our heart acknowledging its significance and place in our lives. In this way, grief is a friend, like Sadness from the movie Inside Out. Photo Credit: Aepadillablog

It teaches us the shape of our own unique story and guides us to tastes of the ‘fullness of joy’ found in God’s presence. Acknowledging and entering grief also guards our hearts from the calcifying effects of the denial of pain, hurt or loss. Instead of resentment, bitterness or hatred, we get healing, strength and hope. We also become those who grieve well with others. This is a true gift.” – Abby Alleman

3) Critical Habits of Mentally Strong People Travis Bradberry published a super helpful article on mental toughness. He lists 15 critical habits of mentally strong people. Take a minute to go to this article for some quick, clear counsel on building up your mental muscle. – not just for work, also for anything where mental toughness (not hardness) would help.Blog - Friday Faves - Habits of Mentally Strong People - slideshare.netPhoto Credit: Slideshare.net

4) Book of Opposites Jennifer Kahnweiler has written a fascinating book on Introversion-Extroversion. The Genius of Opposites: How Introverts and Extroverts Achieve Extraordinary Results Together. My  husband is a  introvert  and I am an extrovert. We have been married 35 years and have worked together many of those years. We have learned a lot of Kahnweiler’s wisdom on our own…and after quite a few years of struggle. This book is very helpful and empowering for any partnership between introverts and extroverts.

Blog - Friday Faves - Genius of Opposites

Photo Credit: Amazon.com

Skip Pritchard wrote a great review here.Genius-card-front-1Photo Credit: SkipPritchard.com

5) The Story of God for Postmoderns – How would you answer the question, “What is the Bible all about?” If you were to prepare an answer of this question for a Post-modern, you might be disappointed. A true post-modern is probably not going to ask you that question. However, what if our friends could get hold of the idea that the Bible is not just a grand story that Christians have concocted? The Bible, in truth, is a winsomely unified story God actually tells about Himself from the first page to the last. Dr. David Teague, in the article, The Biblical Metanarrative, lays out the clearest explanation I’ve ever read of the Story of God – of how the Bible is God’s own revelation of Himself to His people. Don’t miss this gem.Blog - Friday faves - Peanuts & Postmoderns

Photo Credit: Peanuts, ParkingSpace23.com

Bonus: Phenomenal Classical Guitarist – This guy. Nathan Mills – related to us? Nathan at guitarPhoto Credit: Duy Nguyen

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. Unsuccessfully. 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 if you don’t already… Mark it down.

A video from his early days with Nathan Mills Guitar:

…and his latest arrangement (June 2019) on his Beyond the Guitar YouTube channel:

 

Monday Morning Moment – World-Class Leadership – Let’s Get After It

Photo Credit: Pixabay, Alexas Fotos

Monday’s are usually real up days for me. An opportunity for a fresh start…a new beginning. This morning I was dragging. Not really feeling it. In fact, wrestling against a flat-out negative mind-set.

What does it matter if I show up…or not?

Sure, we keep our commitments, make it to the meetings, answer the emails. However, a rut begins to form. A tuning down of expectations…or hopes. We check off our lists, but if we’re not vigilant, we find those lists lackluster…the vision dimmed.

You may never have to climb out of your own ditch, but I do sometimes. Having the help of another can make all the difference. A word of encouragement that resonates with understanding and care.

The quote below from my Twitter feed was all it took to get me back on course:

Photo Credit: Twitter, Ron McIntyre, PH McGillicuddy

A world-class organization: Happy, attentive people. Well-kept surroundings. Everyone cares about what they’re doing. A humble and gracious leader.

A world-class organization is the workplace where you want to alert your friends when a new position opens up. It’s the church you talk about all week long because being a part of it is real true community. It’s the charity you can trust with generous support.

Marketing strategist Julie Taeko Gramlich lists six characteristics of a world-class organization:

  • Delighted employees, customers, and vendors;
  • Innovation-focused, dynamic;
  • Outstanding leadership;
  • Mission-driven;
  • Operational excellence; and
  • Sense of ownership.

Gramlich prioritizes the role of the leader, whom we think of as the CEO, or the lead in product design, or the senior pastor, or whomever is at the helm.

If your boss or primary influencer is gracious, humble, generous with ownership, and driven by mission and excellence, then you have the great pleasure of working for a world-class organization. Or, for sure, it can be…

I am convinced we all lead, in one way or another. We bring to the table our own skills and our own caring for the others around the table. Mission drift doesn’t just happen to CEOs or boards of an organization.

It can happen to any one of us. This Monday morning I was reminded of the importance of staying on course, of not giving up, of genuinely caring for those around me, and of marking excellence in others and making it my goal daily…

I’m out of the ditch…one more Monday. Let’s get after it.

The Most Important Factor to Become a World-Class Organization – Julie Taeko

How to Make Your Organization an Irresistible Place to Work – Ron Carucci

Secrets of Kick Ass Teams – SlideShare – Paul McGillicuddy

Monday Morning Moment – Strengthening Decision-making with Collaborative Conversations

Blog - Collaborative ConversationsPhoto Credit: AJCarlisle.files.wordpress.com

[Adapted from the Archives]

Change is normal, and resisting change is normal as well. You may be part of an organization or company where sweeping changes are being implemented, even this week. Or maybe you are not on the inside loop of these decisions, so you are not privy to the change coming. Whether you are part of that process or not, consider how you might have a role in making change work, in your sphere of influence, among your colleagues.

You may already have read and profited from the book Crucial Conversations. Now consider collaborative conversations. Collaboration, simply defined, is “working together towards shared goals”. Collaborative conversations bring a collective intelligence to bear on the problem to be solved, vision to be defined, or direction to be changed.Blog - Collaborative ConversationsPhoto Credit: ThoughtFarmer.com

David Perkins, a Harvard professor, wrote about collaborative conversations in the workplace, using the metaphor of King Arthur’s round table. He described the beneficial nature of bringing several principal players (or stakeholders) to the table and treating each one with an equal or autonomous voice.

Perkins’ book King Arthur’s Round Table: How Collaborative Conversations Create Smart Organizations is a tremendous resource in developing this kind of decision-making work environment. An Executive Book Summary* can help you get started.

“A round table makes it a little easier to pool mental effort. A round table makes a group a little more intelligent…For a group to display intelligence in a sustained way, the members have to value their exchanges and stick together to keep making them. This depends on positive symbolic conduct [side messages sent by our words and behavior]…and collaboration… It’s not ideas, but people with ideas that make things happen.”David Perkins

“One of the simplest ways to immunize a culture against broken trust, corruption, and animosity is to build a common vision.”David Perkins

I personally thrive in such a setting and intuitively understand the value-adding nature of collaborative conversations. In researching this workplace topic, and choosing the links below, I came across a fascinating paper** by Heather Davis, a professor of RMIT University Australia.

Davis presented her paper at the 14th International Conference on Thinking (2009, Malaysia). She discussed how workplace leaders often choose “languages of war” in making and communicating decisions and creating change. Her paper is heady stuff but if you read her thoughts below you will want to read the whole paper. It gives huge support to the role of collaborative conversations.

“In [leadership’s] ‘language of zealous allegiance’, there are expectations of allegiance [in the workplace] that lay a path for uncritical acceptance and passivity. This manifests in an expectation that followers be conscripted wholly to the cause. There is little room for questioning. ‘Conscription means one important thing: there is no questioning of orders, one only executes them; “either you’re with us or you’re against us”.’ “

“Rhetoric plays out in the workplace too and can be tested by how well leaders:

  • hear and acknowledge the ‘other’ point of view,
  • see the ‘other’ as people rather than pawns or simply abstractions,
  • manage the distance, materially and metaphorically, between themselves and the people and sites affected by their decisions.”

“In the corporate world there are many examples of executives living and working in gated communities or otherwise removed by dint of corporate hierarchy or geography from the people and conditions affected by their decisions. Often, these leaders are also surrounded by people who can only agree, leading to little opportunity for double loop learning or deeply reasoned decision making processes. Whether our leaders live in gated communities is their business, but if they think, work and take refuge within a ‘gated’ mindset then we all need to be concerned. These conditions lead to hubris and have been the undoing of many leaders and corporations.”

The role of the organisation is ‘to know its purpose and not be diverted from it’ (Drucker, 1993). This is a timely reminder here – easier said than done in times of flux, complexity and discontinuous change.”

“The main difference between Perkins’ languages of war and peace are that the war metaphor is founded on exclusivity and a preference for limiting discourse to its [leadership’s] own narrowly defined boundaries. Perkins’s peace metaphor is founded on inclusivity and opening up the space for conversations and conflicting views [i.e., collaborative conversations].”

“Oppositional language and the pitting of one deeply held worldview against another will not lead to resolving the underlying problems of the workplace. Rather, space for conversations to surface underlying assumptions is required. Perkins’ language of peace metaphor confirms that that there are always other lenses to view the world through, not just the one that [leadership] prefers.”Heather Davis

Provocative reading from this Australian educator.

Bottom line: Those of us in leadership carry a great burden of responsibility. We at times must make difficult and sometimes painful decisions. Adding voices to that decision-making can generate even more challenging processes to negotiate. However, we will make more sustainable decisions for “better futures” if we bring those most affected (or most experienced or insightful) to the table. Whenever possible. That’s the gain of collaborative conversations – working together toward shared vision and shared ownership.

Stay engaged in your workplace. Don’t entertain indifference. Stay in the conversation. You can make a difference.

*King Arthur’s Round TableHow Collaborative Conversations Create Smart Organizations by David Perkins – an Executive Book Summary

**Troubling Invisible Barriers to Better Futures: Surfacing the “Five Languages of War” in the Workplace – a scholarly paper by Heather Davis, presented at the 14th International Conference on Thinking

Leadership Lessons from King Arthur – a Review of Harvard Professor David Perkins’ book King Arthur’s Round Table

The Five Literacies of Global Leadership – What Authentic Leaders Know and You Need to Find Out – by David Hames – Business Book Summary

The Perils of Indifference – a Speech by Elie Wiesel

How to Lead When Change is the New Normal – Emer Coleman

The Art of Collaboration (Collaborative Behaviors) – by Steve Dale (includes a SlideShare)

Collaboration: What Does It Really Mean? – Carlos Dominguez

What Is a Coaching Conversation? from Opening the Door to Coaching Conversations by Linda Gross Cheliotes and Marceta Fleming Reilly 

Cutting Through the Hype – What “Collaboration” Really Means – ThoughtFarmer.com

5 Choices You’ll Regret Forever – Travis Bradberry

Monday Morning Moment – Grumpy Begets Grumpy – Understanding It, Not Reacting, and Turning It Around

Photo Credit: Grant Wood, Wikipedia

My poor husband. The last month has been fairly brutal. His father had a massive stroke and died a week later. Between travel to be with his dad in his last days and travel for the funeral, Dave had a packed work schedule. In the midst of that, a friend died. After PopPop’s funeral and our friend’s funeral, we settled back into another busy work week. Interrupted for me by a vicious stomach bug. Interrupted for Dave by a vigilant attempt to avoid said stomach bug. We saw little of each other as he slept in the guest room and tried to stay clear of my germs, except for kindly offering me provisions. The day that I was for sure well, he got the same bug, even harder hit than I was.

So sick, he was forced to miss the majority of a week of meetings he had helped plan and was looking forward to. Such is life when sick.

At some point in all this, I began to get grumpy.

Don’t get me wrong…there was grace upon grace for all we experienced this month. Grace upon grace.

Still, in strain, stress, and suffering we can discover a measure of what’s going on inside our hearts by what comes out of our mouths (Matthew 12:34, Proverbs 8:13 ).

Standing Up Under Pressure – Tom Macartney

My grumpiness was a product of assumptions about how life should go and arrogance that it should always go well for me. Right?

I was frustrated that Dave had to get sick after all our safeguards against it. Also frustrated that he had to miss meetings he should have been able to attend.

With both of us recovering from heart grief and grumbling tummies, grumpiness came as a default reaction. Sadly, toward each other. [I have asked his forgiveness already, by the way., and he mine].

This happens with grumpiness. Whether we are prone to it in our closest relationships or in more casual work or friend situations, grumpy begets grumpy.

As a teenager, our middle child, Nathan, had waves of grumpiness easily turned around with some cheese or a sandwich. The quicker I assessed he was hungry (“hangry” before that became a word), the faster he returned to his usual, more fun self…once his blood sugar was on the rise.

Health Check: the Science of ‘Hangry’  or Why Some People Get Grumpy When They’re Hungry – Amanda Salis

When we have chronically grumpy coworkers, they can bring a whole team down, unless we are proactive in responding to them.

Writer and entrepreneur Will Jeakle gives us a humorous and insightful read on Three Tips for Dealing with a Grumpy Employee:

1. Recognize analysis paralysis.

2. Change the subject.

3. Put Eeyore in charge of a project. – Will Jeakle

Photo Credit: pngimg

[Click on the link above for Jeakle’s fascinating commentary on the subject. Helpful also if you are the grumpy coworker.]

One author actually talked about how being grumpy and bad-tempered can have a positive impact on your career – but I’m not sure it’s worth the risk. [So, Nathan, keep popping that protein when your grumpiness comes on.]

Why It Pays to Be Grumpy and Bad-Tempered – Zaria Gorvett

Grumpy begets grumpy if it goes unchecked. When we are grumpy to others, over and over, it is almost impossible not to react in kind. And I don’t mean kindly.

Habits can develop that lead to us isolate ourselves…especially as we age.Photo Credit: QuoteFancy

Canadian writer Ian Fortey wrote  a somewhat coarse and humorous (unless you’re its subject) piece on getting older. When he covered the general grumpiness of today’s older people, he made this observation:

“It doesn’t help that today’s old-folks were raised at a time when it wasn’t considered cool to talk about your problems in any kind of constructive way. You sucked it up and lived with it….Well, if you “suck it up” for 80 years it eventually just overflows onto everyone who walks past your house.”

Realtor and writer Gary Woltal also speaks with understanding on this same topic: The negativity [in old age] comes from regrets they harbor about missteps in their judgment, hard feelings about words inflicted upon them along the way, omissions of things they should have said and done, and just life’s disappointments…Unfortunately, I think they also believe they will have no good legacy. The fact is starting TODAY we ALL can have a great legacy if we work at it. We all should not go through life with hard hearts.

Check yourself in the mirror today and use a few role models I have used on how you want to exit stage left someday. Women or men, think of these great celebrities who left us with nary a discouraging word said about them. Lou Gehrig, Jimmy Stewart, Fred Rogers, Red Skelton, Mother Teresa. Gary Woltal

Some Day You Won’t Have Me to Kick Around Anymore – Gary Woltal

Previously I wrote on negativism and its cost and cure which you might also find helpful if you missed it first time around.

Dave and I are off to a new week…all forgiven…and hopefully not too wounded or wary from the brushes with grumpiness of the weeks prior. If you’re finding yourself in a season of grumpiness, my hope is that you can turn that ship around before grumpy begins to define you.

We all don’t have to be saints, but we can leave behind people feeling like this about us: “When you were born, you were crying and everyone around you was smiling. Live your life so that when you die, you’re the one smiling, and everyone around you is crying.”Gary Woltal

Three Tips for Dealing with a Grumpy EmployeeWill Jeakle

Health Check: the Science of ‘Hangry’  or Why Some People Get Grumpy When They’re Hungry – Amanda Salis

Monday Morning Moment – Negativism – Its Cost and Cure – Deb Mills Writer

How to Raise Happy Teenagers – Michael Odell

5 Friday Faves – How to Train Your Dragon, Expressions of Kindness, Civility, the “Uneducated Base”, and Wonder

It’s the weekend! Friday Faves on a Saturday because I was slowed down a bit by an end-of-the-week stomach bug. 3 days in this quiet space…

and now I’m back at the computer briefly. So this will be quick.

1) How to Train Your Dragon – One of the most beautiful soundtracks I’ve heard is composer John Powell‘s score for the animated film How to Train Your Dragon. Nathan Mills has taken the This is Berk theme and arranged it for classical guitar…almost wrote Celtic guitar. Just have a lovely listen:

Beyond the Guitar YouTube Channel – Subscribe so you don’t miss his music as it’s posted.

2) Expressions of Kindness – It’s hard to believe it’s been just a bit over two weeks since Dave’s father died. His passing is still so fresh, and especially, for Dave’s mom. I’m so grateful for the many expressions of kindness she has received…and we have received as well. It is a marvel that people still send cards these days. Thank you.

3) Civility – This week I came across a TED Talk by writer Steven Petrow entitled 3 Ways to Practice Civility. In his talk, he defines civility as “living by a moral code, striving to be a good citizen…citizens willing to give of themselves for the good of the city, for the good of the commonwealth, for the larger good.”

Petrow gives his three ways to practice civility or civil discourse as follows:

  1. Deescalate language. “I’ve stopped using trigger words in print. By trigger words, I mean ‘homophobe,’ ‘racist’, ‘xenophobe’, ‘sexist’. All of those words. They set people off. They’re incendiary and they do not allow us to find common ground. They do not allow us to find a common heart.”
  2. Challenge policies; challenge positions; but never make it personal.
  3. Don’t mistake decorum for civility. One can demonstrate recognized etiquette in a situation and yet still be incivil (shades of Downton Abbey’s Dowager Countess).

Behavioral economist Julia Dhar has given a brilliant talk on civil discourse in both the workplace and in family/friend situations. She used her world-class debate background in applying the principles of debate to conversation where strong disagreement exists.

Here are my notes from her talk:

  • Debaters don’t choose sides. Discipline yourself to think through how you would argue the other side.
  • Find common ground.
  • Focus on ideas not identities.
  • Open yourself up to the possibility that you might be wrong – the humility of uncertainty.
  • Engage with the best, clearest, least personal version of the idea.

In her talk, Dhar emphasized how incivility doesn’t make us more persuasive. In her summary, she drove home three points:

  • Stop talking and start listening.
  • Stop dismissing and start persuading.
  • Stop shutting down and start opening our minds.

In the article below, Dhar’s prescription for real conversation is powerful. Face-to-face is so much more effective than all the messy communication we find in social media as well as the talking head approach of our politicians and news commentators.

6 Tactics to Turn Heated Dinner Discussions into Real Conversations – Lenora Houseworth-Weston

TED Talk – 3 Ways to Practice Civility – Steven Petrow

“Evil communication corrupts good manners. I hope to live to hear that good communication corrects bad manners.”
Benjamin Banneker

The Rules of Christian Decorum and Civility – John Baptist de La Salle (1703) – just for fun

4) the “Uneducated Base” – Bouncing this idea off my husband, he asked, “And what makes this a fave?” I was reading a Facebook post by a friend of mine (actually shared from a friend of hers). His post was focused on the argument for late term abortion. He gave all his perceived positive reasons (clearly positive, in his opinion) for late term abortion to be protected. Then he closed his post by putting all of us who oppose or struggle with the direction of such legislation in one political party’s “uneducated base”.

I’ve been thinking about this all day….and this health care dilemma for several weeks now that it is a legislative and cultural hot topic.

Photo Credit: Vimeo

We all have deep-held values and beliefs about freedoms, rights, quality of life, and the role of government in the community. In situations where we agree (in America, let’s say), then hopefully our representative government will agree also, aligning with our values. When we disagree we have a partisan government where our various elected officials speak on our behalf. Sometimes it is along party lines and sometimes it is not.

In thinking back on my #3 of civility, it is challenging to even have these discussions in such a manner where both sides of a disagreement can learn from each other and make better decisions. We wrangle and blame and putdown our adversaries. We escalate the argument with name-calling and demeaning language.

Conversations – even fake ones on social media – where we resort to such mean-spirited tactics – feel so middle school. These issues are too crucial to keep any side silent. Yet, it becomes the ones with the most stinging speech rather than the soundest arguments who win the day.

I won’t give up, but, for some reason, that one hurt more than a bit.

Any thoughts on any of this? In the Comments, please…and in the spirit of closing the divide.

5) Wonder – On a lighter note, I want to just finish with the wonder of life. This little one marveling at a stained glass window.

This man, my best friend, who had a full day of Saturday chores, still making sure I had food and fluids on a day of feeling puny.

The beauty of Spring popping up everywhere. What a wonder!

Here’s to a restful weekend – full of wonder – and filled with people you love.

Bonuses:

Operational Transparency – Ryan W. Buell – brilliant!

The Long Goodbye – The Kara Tippetts Story – produced by Jay & Sofia J. Lyons – finally it’s coming out on March 22. Pre-order now.

Parents’ letters to teacher about their kids then and now – one teacher’s experience:Photo Credit: Amie Diprima Brown, Facebook

Mass Mutual’s The Unsung – the Rained Out Wedding

Monday Morning Moment – Leadership Lessons – for All of Us

Photo Credit: Army.mil

Back to work.

What kinds of kickstarts do we build into our lives to consistently do a good job? When we lead out each week, are we leading on fumes? Or are we topping off the tank to get us and our team all the way through to goal?

Leadership coach Lolly Daskal has posted what she considers the 100 Best Leadership Quotes of All Time. Of those 100 quotes, here are just a few of my favorites:

3. ”A good leader leads the people from above them. A great leader leads the people from within them.–M. D. Arnold

7. “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.” —Ronald Reagan

23. “Wisdom is knowing what to do next, skill is knowing how to do it, and virtue is doing it.” –David Star Jordan

28. “Management is doing things right; leadership is doing the right thing.” –Peter F. Drucker

74. “The task of leadership is not to put greatness into humanity, but to elicit it, for the greatness is already there.” –John Buchan

100. “The most effective way to lead is to lead from within.” –Lolly Daskal

Staying fresh is important in leading well. Hanging with our people. Bringing the vision. Seeing the work through their eyes. Assembling the puzzle (be it product or service) with the pieces that all involved bring to the table. This is leadership of the best sort.

Below are links to just three more pieces on lessons in leadership. Worth the time to read them. 5 of my favorite leadership qualities appear prominently over and over again: emotional intelligence, courage, communication, caring for the people, and transparency.

OK…Monday. We’re ready for you.

The Top Leadership Lessons of 2017 From Steve Jobs, Richard Branson, Tim Cook, and Google – Marcel Schwantes

12 Principles of Modern Military LeadershipPart 1, Part 2, Part 3Capt. Ron Roberts

6 Inspiring Lessons About Success Most People Will Learn Too Late in Life – Marcel Schwantes

5 Friday Faves – Adulting, Employee Newsletters, Sears, Mission BBQ, and the Rest of the World

Happy New Year!! Still practicing writing 2019. Here are my five favorite finds of this week.

1) Adulting – Adulting is a funny little word, but finding the cartoon below got me thinking on what those small happy things are in adulthood. In her article on adulting, Kay Steinmetz‘s quotes linguist Ben Zimmer: “Adulting tends to be used by those ‘who find themselves doing adult things for the first time and feeling like an adult’…It is very much attached to people coming of age, where they’re thrust into having to take things more seriously. [Every generation] comes to grip with aging in their own way.”

I would love to hear what makes being an adult a joyful thing for you. For me, it includes grandchildren, being out of debt, friendships that have endured time and distance, being taken seriously…and sometimes not-so-seriously (but it doesn’t matter as much). Adulting…what does that mean for you? Comment, please.

Photo Credit: Just Eat Real Food Facebook page, Hedger Humor

2) Employee Newsletters – Sounds so old school, right? Does your company even have an employee newsletter anymore? When a company has to downsize to maintain their bottom line, often communications, especially internal communication outlets, suffer. The employee newsletter is often sacrificed. Too bad, because this is a great diagnostic of the core values of a company. The ones I like best are those that are filled with employee stories, accomplishments, and dilemmas shared and solved with other colleagues. Employee newsletters can be living documents that connect people and give the reader a sense of the health of the organization. The images below are of two such newsletters. Photo Credit: Campaign Monitor

We don’t need the generic, one-page wellness coaching that we see on the inside of the bathroom stall door. We need lively, engaging stories written by those we rub shoulders with at work. These kind of newsletters give us opportunities to celebrate personal and professional benchmarks…they make our companies human.

Bananatag Internal Communications offers a webinar on How to Write Employee Newsletters. Fascinating and encouraging.

Photo Credit: HuaMConry

3) Mission BBQ – Already a previous Friday Fave, Mission BBQ is one of our favorite restaurants. Their generous customer service and quality food are unique. We are members of their birthday club and receive a free barbecue sandwich when our special day rolls around each year. Besides that, we will get an email occasionally inviting us in for another free sandwich. Today we redeemed our “Merry Christmas” freebies. The food is great, but it’s also an uplifting in-restaurant experience. Mission BBQ sets the bar high in honoring first responders and members (and families) of the military. Sweet. If you have one in your town, don’t miss it. If you don’t, can you suggest your own exceptional business (in Comments below)?

 

 

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4) Sears– Here’s to  Sears! When I was growing up, Sears was that dependable department store and mail-order business that our parents trusted. They had everything. Clothing, toys, appliances, tires, and tools. You could count on Sears for quality products and solid customer service. Photo Credit: CNN

The Sears Christmas catalog, the Wish Book, was the most delightful experience for us kids. We would pour over the pages of toys, writing down our wish lists for Christmas.Photo Credit: Pinterest

We don’t buy from Sears very often anymore. Walmart, Target, and Amazon all dominate our day-to-day shopping world. Today, I needed a particular service of Sears and drove there to find that it was closing!!

It made me sad.

“Sears was the Amazon of its day.” In years past, Sears gave wide access to merchandise, especially for those more marginalized consumers in our country – farming families and African-Americans in the era of Jim Crow. When the giant Sears shut down its mail-order business, within a couple of years, Amazon took off. The decision-makers for Sears did not take into account the influence the internet would have on consumers. Amazon is hopefully taking note of its own greatest competitor right now, China’s Alibaba. Staying ahead of the market. Forsaking the hubris that can bring down a retail giant.

What Amazon Can Learn from Sears – Yes, Sears! – Lisa Lacy [may require a subscription if you read from a mobile device. I had free access from my computer.]

Amazon vs. Alibaba – Who Is Winning? – Chris Dunne – includes fascinating infographic comparing the two (hopefully you will be free to read the whole article without subscribing).

Thanks Sears…for all those shopping years.

5) The Rest of the World – In the US, we seem absorbed by our own news…what our government is doing, which celebrity is making headlines again, what sports team will make it to the championship. Sometimes you have to search intentionally for what’s happening in the rest of the world. I try to find other news sources that don’t slosh too much bias on their reporting…it’s challenging. Worth the search.Photo Credit: Facts & Trends

Any suggestions you have on good sources for news on the rest of the world? Please share.

Rest of World News – The Times of India

The World in 2019 – Daniel Franklin – The Economist

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Have a restful weekend. Some weeks can be really long and full. Make some space for yourself and for what might come if you look up.

Bonuses

The line separating good and evil passes not through states, nor between classes, nor between political parties either – but right through every human heart — and through all human hearts.A. Solzhenitsyn

Real Productivity – Getting the Right Things Done – Hugh Whelchel – Institute for Faith, Work, & Economics

A funny take on New Year’s Resolutions by Comedian Dustin Nickerson:

Who’s In the Office? The American Workday in One Graph – Quoctrung Bui

No Star Wars movie this Christmas…we have to wait until the end of 2019:

An End-of-Year Leadership Checklist – Priority for Your Team, Your Organization, and Your Own Longevity and Effectiveness

Photo Credit: Wild Apricot

[This is the followup piece from yesterday’s Monday Morning Moment.]

It’s December. Back to the office after the snow day. The squeeze is on our calendars as we march toward the end of the year. Here’s the question: how do we truly finish strong with the hope of an even stronger start in the new year?

If it’s all you can do to just try to finish…then you do what you can, for sure. Reflecting on this year may have to come in January. We all know the pressure doesn’t change just because we have new planners to fill. If we make this a priority, it actually could have great impact on the pressures…and the people under your watch, experiencing a similar pressure. We can change it up.Photo Credit: Gryphon Networks

Here are summaries of 5 end-of-the-year checklists from 5 business leaders. We can choose one or choose from each. In brief:

Lolly Daskal, founder of the leadership consulting firm Lead From Within, is one of my favorite writers/speakers on leadership. Her end-of-the-year checklist is in the form of 18 no-nonsense questions on your own leadership and character. Penetrating and informative. Here are a few of my favorites from that list:

  • Did you act decisively?
  • Did you build others up?
  • Did you listen before you speak?
  • Did you cultivate leadership in others?
  • Did you lead with positivity?
  • Did you navigate or fix?
  • Did you value the unique contributions of others?
  • Did you lead by example? – Lolly Daskal

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Marcel Schwantes, founder of Leadership From the Core, gives a rapid read, 5-point checklist which follows. Everything he writes is golden, so you definitely want to click on the article to fill in the blanks on how you execute these points starting now and into the new year:

  1. Shine the spotlight on your employees.
  2. Give direct and actionable feedback.
  3. Get to personally know your employees.
  4. Get in the habit of recognizing and praising your people.
  5. Create and communicate a shared vision of the future. – Marcel Schwantes

[We all think we do the 5 above well. Re-assessing, especially at end-of-year is key to truly being who we think we are for those we lead.]

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“As leaders, we often move from one year to the next with little or no time spent reviewing the year just past from a purely leadership perspective.”Les McKeown

Business writer, Les McKeown, also prescribes a brilliant 5-point end-of-the-year checklist for leaders:

  1. Manage the narrative.
  2. Straighten the angels.
  3. Cull.
  4. Restock.
  5. Center yourself.

McKeown gives practical examples and exercises on how to finish the year healthy…for your benefit and that of your employees and organization. Honestly, this is creative and illuminating stuff…worth every minute of what you invest in it.

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Business consultant and writer Terry St. Marie offers a 10-point end-of-year checklist that covers all the bases. The following are my 3 favorites from his list:

  1. Read Your Fine Print – Every leader’s strengths, if overplayed, can turn out to be a negative – I call that the leader’s “fine print“; things that we need to be careful about.  Sort it all out early and become more aware of your “fine print“.
  2. Put The Right Team On The Field – Take stock of your team and their strengths and weaknesses, and ask a few hard questions:  Is everyone committed to the new year and the new plan?  Did you have some unresolved issues from last year that are still hanging out there?  Do you need to reshuffle a few things now before things get too busy? Answer these questions NOW,  take whatever corrective action is necessary, and give your team a better chance for success.
  3. Clean Out Your Ears – This one’s real simple – prepare your ears to listen, with this virtual “Q-Tip”.   Sit down at your desk, close the door, and turn off your handheld and computer.   Feel and “hear”  what it’s like to not multitask, and just take in what’s happening around you.   Make a mental note to recreate this “listening environment” every time you are in the presence of your teammates.

Don’t miss the other points of St. Marie’s checklist. Again, brilliant.

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Following are my favorite 5 of the 15-point end-of-the-year checklist formulated by the Forbes Coaches Council.

The end of the year is the perfect time for a SWOT analysis — a review of Strengths, Weaknesses, Opportunities and Threats. (Forbes Coaches Council)

Celebrate – If we don’t take time to celebrate (even the small things), we become burnt out, frustrated, and ineffective. Do something special for your team to celebrate their strengths. – (Forbes Coaches Council)

Show appreciation for your employees – Go beyond the usual card. Offer your clients and employees something of significance that you believe will make them feel special…valued. – (Forbes Coaches Council)

Get to know someone new in the company – While the holidays are full of food and stories, leaders should take the time to meet others downline in the company. Brown bag it with someone you don’t know. Invite an employee out to lunch. And talk about everything other than work! This will help you relate to others who typically don’t see you every day. This can improve the culture, as you challenge others to do the same. – (Forbes Coaches Council)

Budget for leadership development – At the end of the year, take time to add leadership development training in the next year and invest in your upcoming talent. This way, you increase employee retention and employee engagement. Plan for the future, invest in your talent.(Forbes Coaches Council)

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There you have it. My hope is that this is more encouraging than burdening. If we carve a chunk of time to do this, both privately and with our team, it will yield all kind of good with which to enter the new year. Both relationally and strategically for the sake of the organization.

A Year-end Checklist That Will Make You a Much Better Leader – Lolly Daskal (2018)

15 Things to Top Your Business Checklist for the new Year – Forbes – 2017

A Year-end Checklist That Will Make You a Much Better Leader – Marcel Schwantes (2016)

A Great Leader’s Year-end Checklist – Les McKeown – 2012

A Leadership Checklist – 10 Things to Do Right Now to Make it a Great Year – Terry St. Marie (2010)

Monday Morning Moment – Respect & Civility – and the Lack Thereof – in the Workplace and Public Life

Photo Credit: Real Wellness Doc

In the summer of 2002, we returned home to the US from living in Cairo, Egypt for many years. I was surprised at the change in our culture. People passing each other didn’t make eye contact as much anymore. There was less acknowledgement in general. Once the cell phone (and especially the smart phone) became, not just en vogue but, normative, we became even more disconnected from people around us.

Then the humor at others’ expense escalated. As did impatience at others’ foibles and perceived differences (in traffic, at the ball-field, and in the workplace).

Respect had to be earned…not just given.

Tolerance is the public message, but genuine acceptance of another is altogether something else. On any side of the argument.

What do you take of all of this?

Is it possible to restore respect and civility in a culture? First, we have to know what that even means. When unkind habits become part of our lives, we don’t always know it’s happened.

Let’s focus on incivility.  Just last week, I watched business consultant Christine Porath’s TED Talk on incivility. Her research with Christine Pearson on respect and civility was eye-opening for me. Incivility is edgy in its acceptance in our culture.

We are both shocked and even sometimes amused when people are abrupt, sarcastic or rude with others. This is dependent on our age, gender, and cultural background.

The problem with incivility is that it is contagious. It can infect a whole culture. Incivility, and disrespect, can move subtly to bullying.

Photo Credit: Patricia Bouweraerts, Martha Stout, WorkplaceStory

Author and podcaster Michelle McQuaid interviewed Christine Porath on “the cost of incivility”.  Following are my notes in brief from that podcast:

  • Incivility is defined as rude, disrespectful or insensitive behavior (whether or not the actor sees him/herself as being uncivil or disrespectful – it has to do with what the receiver hears or feels).
  • We are all biased. We may not know our behavior is uncivil. The only way we can know is to seek feedback…and truly listen to and consider constructive criticism.
  • Technology is a relationship distractor. It muddies civility. With our faces in our various e-screens, we miss verbal and nonverbal cues, make wrong assumptions, lose the tone and tenor of the conversation in front of us…and so on and so on.
  • The cost of tolerating such behavior in the workplace: performance, mental and physical tolls, personnel retention, cognitive tolls (memory, attention, creativity), and less help within a team or across departments (incivility breeds mistrust – collaboration and cooperation just don’t happen in such an environment).

Porath gives some excellent counsel on what can help in an environment that has become disrespectful and uncivil. Unfortunately, incivility is too often expressed by those with authority/power. The best organizational intervention, then, is to recruit for civility, coach and train toward civility and practice civility. Respect and civility have to be core values of the organization. See Bryan Cave Law Firm‘s Code of Civility below:

Photo Credit: Bryan Cave, Christine Porath

For us as individuals, Porath counsels to take the high road in regards to civility. Do what you can to effectually put the incivil person “in a bubble”. Then work on your own habits of respect and civility. Smile at people…genuinely, warmly, acknowledging them. Listen – tune in, invest, make eye contact. Build relationships with your team, especially those who report to you. Humbly reach out.

Porath also gave a shout-out to Adam Grant‘s advice along the same lines: to share resources and recognition; give credit; show gratitude; say thank you; share purpose and meaning. [She did the same thing she encourages us listening to do.]

Porath is the author of Mastering Civility: a Manifesto for the Workplace. Definitely on my to-read list now.

I took her quick and easy assess yourself survey and tried to be as honest and forthcoming as I could be. The result was 64 our of 100 points (“good” on her civility assessment). It surprised me – thinking it would be a higher score. Along with the number score she gives a great strengths and “things to focus on” determination and guide. Take the survey. Worth your time.

We can pull ourselves up and out of a culture that thinks it shows confidence to yell at people or that it’s ok to laugh at someone else’s expense. We have the power to rise above and to bring back health to our organization. One small respectful and civil gesture at a time.

The Cost of Incivility With Christine Porath

Assess Yourself – Christine Porath

The Price of Incivility – Christine Porath and Christine Pearson

Choosing Civility – 25 Rules to Live By – with P. M. Forni – Barb Schrader

YouTube Video – Civility: a Conversation with P. M. Forni