Invisible Boundaries

Balance.
Crossing the line.
Setting expectations.
Role clarity.

Boundaries.

Work/Life Boundaries at Work
Okay, I need to say right away...I struggle with this. In my mind, I need to be available, on-call, and ready to jump into the action at any moment. That's what leaders do, right? 

We're available!

We've decided to forgo a large part of our personal life for the greater good of the organization!

We're role models of leadership effectiveness!

Well, I do love being all of those things...but I'm learning that I don't love being all of those things, all the time.

Boundaries at Home
Where is the balance point between committed leader, and committed person outside of work?

Where is that fine line that separates "dedicated" from hurtful intrusion? 

Is there a sign I should be looking for; or, perhaps that sign comes in the form of a tangled plan that is influenced by our work?

There is no easy answer. One of the thrills of leadership, for me, is the action and drama and sudden intensity that requires a savvy response as the "world" is getting all worked up. But when that world is always worked up it can begin to negatively impact our personal lives.

That's not good...for us as people, or as leaders.

How About You
How do you find the 'life balance' that integrates all of your responsibilities? Where do you draw the lines that ensure you don't give too much of yourself away?

I'd love to hear from you.

No Excuses.

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Deciding to Win

Consider your situation right now...personally or professionally. 

Have you achieved your goals? 
Are you hustling with a company that you love? 
Have you found a sense of inner peace...with all of the successes and failures and near-misses and disappointments and noise that are part of "peace?"

Hoping to Win
It's funny how our early dreams of future lives...filled with hope for personal satisfaction and professional success...somehow never seem to get to an end point. It's as if we can...never...quite...get...there...regardless of how hard we (have convinced ourselves that we continue to) try.

There is a tired, but accurate phrase, that says 'hope is not a strategy.' However, it appears to be one of the most common forms of self-evaluation, self-esteem, and overall measure of one's worth.

I vote that we use hope as part of our thinking, but pursue a different path when it comes to actually getting things accomplished.

Deciding to Win
Now consider your situation again, but this time let's use a different lens. One that is not based on workplace hustle, personal bliss, or finding the perfect job. Instead, let's take an inventory of what you have accomplished over the last couple of years.

What bold moves have you made in your career?

How does it feel to be on the other side of major life decisions that caused so much stress, but are now behind you?

What else is different now, but you were in such a hurry to focus on the next thing that you've forgotten how much of a difference you've made?

How About You
As it turns out, winning is not a place, or title, or partner. Winning is what you decide it is. So, will it be the endless pursuit of...pursuing? Or, will winning be something entirely different for you?

I'd love to hear from you.

No Excuses.

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New You? No Chance, Right?

This is not a New Year's resolutions post. Here's why...I don't think you're going to keep any of yours. January 1st has nothing to do with changing your life.

I'd rather talk about a hardcore commitment story. It's about someone who struggled with weight, self-control, their career, and self-esteem.

Until that someone decided to completely commit to a new life.

Early Excuses
In the beginning it wasn't hard to justify the behavior. When you're young you can bounce back from bad food choices, lack of exercise, and being undisciplined at work. The excuses come easy, and there is always 'plenty of time' to get back on track.

Along with the excuses came professional highs and low, and a waist line that seemed to follow. At some points reasonably fit...and at others...well...not so much.

Manic Excuses
As the realities of getting a bit older set in, the hyper-focus on fitness took control (in a bad way.) The workouts, without regard for injury or fatigue, became the norm. So did the pain from overuse injuries. Again and again and again.

As the self-esteem went down...the weight went back up.

Surely this must be bad luck! Or life's cruel twist? But there was more to come. 

One day, most unexpectedly, a phone call came through describing a dire situation. Not soon after, the Father was gone at 61. This was a devastating loss which sent this cycle into overdrive. Food, excuses, training, injury, low self-esteem.

Repeat.
Repeat.
Repeat.

How About You
I'm happy to report this person is doing extremely well today. A complete and total commitment to a new way of living was not just necessary, but required.

The focus on eating clean, training hard, a disciplined approach to work, and respecting the limits of what one's body can handle (usually) are now part of a consistent and high energy approach to life.

In short, I'm doing better than I have in years.

So, as you look forward, regardless of the date on the calendar, I hope you too will find the balance, discipline, and drive to dominate every part of your life. I believe in myself now...and I believe in you too.

I'd love to hear from you.

No Excuses.

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As I Lay Dying

Have you every felt completely stuck in your work? You know the feeling...projects are not on track the way they should be...leaders are doing lots of talking but very little leading...and it looks like deadlines are going to be missed.

So many issues hitting all at once.

The Cycle of Doubt
I would be lying if I told you I didn't suffer from a cycle of doubt every once in a while. First comes a series of challenges that are quickly followed by the pressure and frustration of the work not being executed the way it should.

I hate that.

Next is that sense of desperation as the pieces seem to be spilling out everywhere without any coordinated plan that is actually being managed. Many leaders tout their own skill set, but very few actually execute effectively. 

Titles do not equal skills. Ever.

The Cycle of Success
Hitting a low point every once in while does have it's advantages, although I would prefer never to get there myself.

Renewed Focus
Sometimes we need to simply change the way we frame our desperate situation. Consider the low point you're feeling as the laser focus you needed to drive forward. The issues are clear...now focus exclusively on those issues. As you begin to resolve them one by one you will feel not only a sense of satisfaction, but a sense of real control.

Energy
Have you ever noticed that when things start to go well you feel even more enthusiastic about the work you're doing? Progress brings with it a new infusion of energy. Embrace that adrenaline rush and keep pushing.

Work
Now it's time to leverage your focus and energy and build a reasonable plan...and for God's sake execute that plan.

Results
As your hard work pays off be sure to recognize the results you and your team are achieving. Part of every plan should be a few moments to formally acknowledge the successes along the way.

How About You
You're not laying there dying. You are a beast. Get the hell up, dust yourself off, and go kick ass.

Now.

I'd love to hear from you.

No Excuses.

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The Second Flame

I’m tossing a challenge out today. I think you’re up for it. It involves focus, commitment, energy, and desire. It will mean more than just being a good team player, or coach, or leader. It will mean sacrificing your time…almost all of it…to do one thing.

Win.

You…Today

Today we’re all about being busy. Really? Everyone is busy. What is your first reaction when you hear someone complaining about being busy? Do you think they can’t manage their workload effectively? Maybe they don’t understand how to protect time on their calendar to do their work, instead of being stuck in meetings all day. Or the classic, that they are in fact busy but never actually get any work done. There is a huge difference between busy and productive.

Busy…for the sake of busy…is failure.

The Challenge

Before I get to the challenge, it is important to clarify that you must be motivated to be the best you can be in your job. Not pretty good…not giving it your best shot…not using a bunch of lame excuses as to why things didn’t work out quite the way you hoped.

You must be absolutely committed. 

If you’re still with me, and I hope you are…here’s my challenge:

You and I will go all out in our work for the next 90 days. We will push ourselves, we will rely on each other for motivation, we will hold each other accountable, we will do whatever it takes...

…and we will win.

Let’s face it. Non-stop, clear the decks sacrifice is not sustainable forever. We will need to recharge our batteries. By committing to a 90 day onslaught we will be able to totally commit, and at at the same time know we will have a chance to catch our breath before too long.

How About You

It’s time to do more that get a second wind this fall. It’s time for a second flame! I’m fired up about having a kick-ass 90 day sprint. Are you up for it?

Let’s win!

I’d love to hear from you.

No Excuses. 

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The Only Corporate Strategy That Matters

I think I've said the word culture 1,000 times in the last twelve months. I'm not kidding. It's such an important part of every organization that I'm surprised more companies aren't doing something about it.

Values

I realize there are lots of executives talking about culture, but it is rare when they execute on a culture strategy. However, talk is cheap and we've all built up a tolerance for the corporate values messaging that bombards us at every turn.

"Seriously, has anyone ever heard a company espouse their commitment to providing crappy customer service with their team of pathetic employees?"

So what is the opportunity to differentiate your company from the competition if you truly have a culture that is unique, and dare I say different from others in your industry?

Money Talks

Start with investing in it. It is easy to determine where an organization's priorities are simply by checking their financials. Are culture, brand, and developing a revolutionary talent strategy high on that priority list? If so, the results will blow away the competition.

Talent is code for people. Culture is code for people. Brand is code for people. Success is achieved by people. Are you with me?

That's how commitment works. That's how execution works. That's how success is realized in the modern world. It's the people that make the difference and make the values proposition come to life.

          

How About You

If you're tired of talking about culture and want to differentiate your organization's commitment to culture, check out this site. Then go, lead the way in your own company and make a real difference.

I'd love to hear from you.

No Excuses.

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The Most Important Thing

"Someone needs to speak with Steve. His behavior is getting worse in our meetings, and I'm afraid he's going to alienate his colleagues to the point of no return."

"Sharon is not giving us an answer. I think she's unclear about whether or not to commit to the project. Something needs to happen...the whole process has stopped."

"Why does that team struggle with their part of the strategic plan? We need them to get moving so we can all meet our deadlines. This is getting ridiculous." 

"We have a variety of options...we need to make a decision..."

Lots of Things
The world of work is filled with pressure. One day we're learning about a colleague's irrational behavior, and the next we're trying to roll out a new culture change initiative across the enterprise. In between we're juggling deadlines, talent shortages, and how we can lead a new employer branding campaign.

Leaders have lots of things to do.

Focusing On A Few Things
For as much as I love Wunderlist (read here --> could not live without it!) there is a certain reality to how much we can realistically expect to get done each day. 

Somehow I'm able to have a longer list than I have hours in the day, but that doesn't stop me from loading up that app with all sorts of things I need to do.

When I sort through my priorities however, there is a very short list that actually demands my attention. Those are the items I focus on, and then reprioritize the others as best I can.


The Most Important Thing
As I power through the demands, expectations, and stress I feel each day, it is crystal clear to me what the most important thing is that must be done. It isn't a task or related to a major strategic goal. It is something that should happen frequently and with conviction.

I need to make decisions. You do too. 

Waiting for every bit of information to come in means you've missed your opportunity. Showing how indecisive you are actually means your team is losing confidence in you. Leadership is about being bold, driving change and being confident. 

What culture do you create when you live in the dreaded world of analysis-paralysis? I'll tell you...it's a world where no one will follow you. 

How About You
Instead of worrying, over-thinking, and wondering if you might make the wrong decision; try this instead --> do something! Show your colleagues, employees, and customers why you are the leader. That won't happen if you're hiding...it will happen when you stand up and make it happen!

I'd love to hear from you.

No Excuses.



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The Best Meeting I Ever Attended

Yes, there was only one...and it really was the best meeting I ever attended. It was well organized, had a clear agenda, stayed within each topic's timelines, engaged every attendee (all 75 of them!), and delivered a high quality work product at the end.

It was the best meeting I ever attended. And now I lament the fact that my master list of "best" meetings  is so short that even thinking about mentioning a "couple of best meetings" feels like I'm lying through my teeth.

Shouldn't All Meeting Be That Good

No, they shouldn't. The meeting I'm talking about was special, with a diverse group of attendees. It had strategy, emotional stories, clearly defined objectives, and passion. A boat load of passion. Most meetings are not intended to change the (organization's) world. Most meetings are meant to keep organizations on track...moving forward...reporting out results...sharing ideas...communicating information...right?

Oh yes, and then there's the other 75% of meetings that suck.

Hating On Meetings

Okay, I'm a meeting-hater who spends the overwhelming majority of every business day in meetings. I'm a pretty organized guy, but that doesn't mean I'm always perfectly prepared. I'm guilty as sin of  not holding others accountable when meetings drift and meander, but that doesn't mean I don't actively participate in every meeting.

What's a meeting-hater to do? Stop going? Stop scheduling? Stop participating?

Hating on the Meeting-Hater

When I think about that special meeting one key point seems to keep coming back to me. No matter how I try to twist the truth, or write my own revisionist meeting history, I can't avoid the reality. I was fired up going in to that session. I felt like the outcome of that meeting depended on me...personally...doing a good job.

I was one of the meeting organizers, I had an important role to play before, during and after. This meeting meant something to me. 

Hmm. I wonder if I took that same approach with every meeting I attend if they might go better? Maybe my energy, enthusiasm, preparedness, and commitment could change the outcome of the meetings that I so easily feel comfortable hating? I wonder if my colleagues and team members would notice?

How About You

Have you ever been to a meeting? If you have, and particularly if you've attended more than one, you may have noticed that not all meetings are the same. Maybe if you and I commit to making each one effective we might just change the world? Or, at least our organizations.

I'd love to hear from you

No Excuses.

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#DisruptiveHR

Making the commitment to change the culture of an organization is a bold step. It requires the courage to publicly say that you are not satisfied with how things operate today, and that a change is not only on a wish list, but that it is now mandatory. That is a bold step.

Leaders First
I've had the opportunity one other time in my career to embark on an intentional culture change initiative. It was a long process that ultimately resulted in the desired change. Lots of hard work, and new behaviors particularly from leadership, were the key drivers of the shift. From my perspective, the employees were eager to improve the company, they simply needed leadership that not only articulated the desired change, but simultaneously included the employees while they proved they could walk the walk. Many leaders struggle with this balancing act.

HR's Role
One of the great advantages of working in Human Resources is that we see the entire organization, not just the "department" we're assigned. Couple that perspective with the insight we have from dealing with issues across the enterprise and suddenly human resources is perfectly positioned to be an effective disruptive force for change.

Let me say that again...

"Human Resources is perfectly positioned to be an effective disruptive force for change."

When was the last time you heard that? More importantly, when did you believe it? Never, that's when.

Next Steps Are Hard
As the journey begins it is essential that HR leadership buys in to the vision of how great the organization can become. Not because they're supposed to, but because our organizations are full of bright employees who can see through bureaucratic doublespeak faster than an old school command and control leader can spit it out.

If HR is going to play a central role in the change effort, then HR has to change how it normally behaves, works, interacts, and challenges others. That can be scary. Welcome to the real world! Positive change does not come about because we all simply work harder.

The results we want to achieve are realized because we literally change how we work. Are you able to stop preaching about change and start adopting it in your HR practice?

If the organization is going to achieve the results necessary, human resources (and I submit all of the leaders who plan on staying with the institution) will have to change. The status quo + maximum effort is no longer a viable option.

How About You
Do you see yourself as a disruptive force for change? Or, do you see yourself holding others accountable for not buying into the culture change initiative using your same old approach?

I'd love to hear from you.

No Excuses.



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Do Milestones Matter?

Don't be this guy...


"Welcome everyone.  Thank you for coming to the 1,000th annual awards banquet for surviving another year here at You-Are-Expendable, Inc.  I just want to say how proud I am of each and every one of you for the....uh...stuff that you do in your jobs.  You are really something.  Now I'm going to call each of you up by name to receive your certificate of longevity here at Expendable.  Forgive me if I can't pronounce any of your names correctly.  Let's begin..." 


Milestones Represent More Than A Date
One of the phrases that drives me crazy is when an employee is characterized negatively because "they've been here forever."  Are you kidding me?  The employees that have been with your company "forever" are the ones that have been through thick and thin.  They've experienced so many changes you couldn't begin to count them.  They've managed through changing leadership, staff that come and go, and technology that was only a  dream when they first came on board. They are the company.  

Be Sincere, Or Be Gone
The next time you are standing in front of a group of employees, whether it's 5 or 500, make sure they know how truly important it is to you that they have remained loyal for so long.  By the way, it's not just the employees that have been loyal.  Their spouses, kids, partners, and friends have all put up with last minute schedule changes, overtime, emergencies, and new projects that needed extra time.  Make sure they know that you know about them too.


How About You
Do milestones matter?  You bet your life they do. What are you going to do the next time someone criticizes someone for being a "lifer?"  I'm hoping you get in their face and let them know that the "lifers" are the loyal ones that helped make your organization what it is today.

I'd love to hear from you.


No Excuses.




pic courtesy of CT