Expected Perfection

How much latitude do you have in your job to make mistakes? Seriously, do you feel nervous or anxious about it (beyond the normal frustration of overlooking something or making a small error)? 

Are you supposed to be superhuman at work and never make a mistake?

Fail Quickly! Ha!
Okay...let's just stop right here for a minute. Quick show of hands, how many of you get excited about failing really quickly with your new ideas in front of your leaders and employees?

Anyone? Hello?

Right. Neither do I.

Sure, I get the whole "go for it approach." I've spent years trying new things. 

However, I've been able to lead that way because I worked in this organization and now work here and both places afforded me lots of flexibility to be creative, succeed, and yes, sometimes fail without repercussions. 

It's that last part - without repercussions - that often stands in the way of failing quickly as a good thing.

Never Fail
When the world thinks you're supposed to be perfect...every time...how do you survive? 

How do you dare to push and twist and turn and risk and gamble on new ideas to stay competitive and relevant if you're going to be punished if you fail?

Three steps is what it takes.
1. Use language that aligns to your business, not human resources. Demonstrate why your idea adds value to the business, not some lame HR jargon filled spiel.

2. Know what you're talking about. Don't throw around terms and strategies you don't fully understand. Be confident.

3. Act with conviction and do it. Don't be timid or scared.  Behave as if the other skeptics in the room are out of touch, not you. Take the risk. Don't worry if you're alone. That's how this works.

How About You
Don't you think it's time you pushed that idea forward that you've had rolling around in your head for so long? I do too. Get your plan together and go for it. If you want a sounding board, call me at 727.809.4425 and we'll talk through it.

I'd love to hear from you.

No Excuses.

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The House of Shame

For every time I didn't speak up...

shame.

For every time I didn't challenge the bigot...

shame.

For every time I had that sinking feeling in my stomach but remained still...

shame.

For every time a leader crossed the line and I looked away...

shame.

For every time the group went too far...

shame.

For every time I heard my conscience question, but I didn't answer...

shame.

And for everything I've learned from failing so long ago...

thank you. I am no longer silent.

I'd love to hear from you.

No Excuses.


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inspiration

Answer My Fall

So much of our online personas are filled with "exciting" projects, "beautiful" locations, and "fantastic" people.

...and those are just my updates!

Real Life is Different
All kidding aside, those posts that we share actually are exciting, and beautiful and filled with fantastic people. It's what we don't post sometimes that impacts our lives far more than what we are willing to share.

I'm Good at Falling
As I grow...ahem...a bit older, it is clear that stumbling, and candidly falling flat is part of  how I roll. You might falter once in a while too.

How About You
How do you get through it? What are the strategies you use to not let a fall define you? Who are the people that you rely on...who you know will simply come along, pick you up, and push back out into the world?

I'd love to hear from you.

No Excuses.

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The Threat is Real

For as long as I can remember I wanted to be in leadership roles. More than that, I chose leadership roles...or they chose me...from a very early age. Full credit goes to my parents, both leaders in their professional lives who instilled that passion, and responsibility in me.

There was only one path for me.

Wanting vs Earning
Despite my desire to move as rapidly through the ranks as possible, I learned another lesson very quickly once I entered the workforce. Leadership opportunities are earned. They are not an entitlement...have little to do with academic background...and have absolutely nothing to do with a new generation promoting that they are different somehow. (tip: every generation is the same...we all want decent jobs, working for decent leaders, and to have some time for our personal lives too. Sorry to blow the cover on the myriad stories that shed 'insight' into Gen X, Y, Z, etc.)

So, the realization for me was that I became laser-focused on what was necessary to earn a leadership opportunity. 

Laser-focused...albeit in an unconventional way.

Barriers
As I reflect back on the biggest challenges I faced along the way it is obvious they boiled down to one major category. It was clearly the most detrimental threat to my journey, and sadly continues to get in the way today.

What was this problem?

Me. I was the threat.

How About You
There is a fix for this persistent threat:  taking action. If I've learned anything over the years it is that I must continue to push, take risks, and recognize that I'm going to stumble (sometimes quite publicly) in order to overcome my own weaknesses.

We can't be good at everything, but we can constantly improve if we're willing to make decisions, learn, and continue moving forward. It's not easy though is it?

I'd love to hear from you.

No Excuses.

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Bound to Fail

I think it’s interesting that we default human nature to negative behavior. Think about it for a minute. People take the easiest path…and it’s human nature. Employees do just enough to get by…and it’s human nature. Leaders sit back and avoid conflict because….well…it’s human nature.

And we almost expect things in life to go poorly…we’re bound to fail…it’s human nature.

I’m calling B.S. on human nature. There is a huge difference between courage (which is the human nature I prefer) and laziness. Laziness is not human nature…it’s a choice…it’s an excuse…and makes people look like fools.

Self-Confidence First

When was the last time you heard someone characterize a leader’s courageous style as their “human nature?” We all know…albeit only a few leaders…whose courage seems to come naturally. 

They have no fear when it comes to trying new strategies. They don’t worry about consequences the way we think they should. 

They are rule breakers…they don’t care about norms…they just see endless possibilities.

It’s in their nature.

Bound to Win

So how do we move from “life is horrible” to “I am so committed to helping my organization win that I’ll try anything?” What is the secret that moves us from the hapless masses that quite candidly are a waste of our time…to moving in to the rarefied air of being confident, fearless, and loaded with so much courage we scare those around us?

The answer is quite simple…but the execution is difficult for most. Corporate pressure and politics cloud our ability to think clearly. They become derailers that move us away from winning for our organizations. You must do what you are scared to do…what you think is too politically complicated…and what may compromise your position. 

Others may mock you along the way. So what?

Others may openly question if you’re doing the right things. So what?

You may even end up feeling quite alone along the path to progress.  So what?

How About You

You are NOT bound to fail. You are bound to take risks…to try new things…and make a real difference.

Do not falter.

Do not look back.

Do not rejoin the hordes of leaders stuck in 1995.

Lead. Today.

Thanks for being here.

Jay

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Team Building Fail

One of the hidden failings of leaders comes disguised as a perfectly legitimate request of the human resources team:

"I'd like for HR to do some team building for my employees."

Now you may be wondering how this seemingly normal, and perhaps even complimentary request could be considered a failing on management's part. Well friends, more often than not this is an epic failure.

Dig Deeper

Before any team building session is conducted a series of questions need to be asked in order to ensure the needs of the group are identified, the challenges they're currently facing are clearly articulated and the desired outcome of the leader making the request is made clear.

What often comes to light during this process is that the behavior of one or two employees is the real problem. The group is not in need of team building at all, in fact a program that is promoted as a team building exercise may backfire on the leader because it won't be a secret to any of the employees as to what is really going on. 

Step Up

Credibility is the primary issue at play in this situation both for the struggling leader and now for Human Resources as well. Here's the problem...because the leader doesn't have the courage to do their job and hold the problem employees accountable for their behavior, the entire group has to  participate in a team building program they don't want or need.

"Everybody knows who the problem employees are, and everybody knows the leader looks weak as hell by not doing their job."

Maybe it is fear of confrontation, or maybe they just don't understand what is really going on, but in the end it is the leader whose credibility suffers; and, if HR agrees to provide the team building in that scenario their credibility will be compromised too.

Say no to team building, and provide real employee relations support to the leader because that is what they need from human resources.

How About You

Do you jump at the opportunity to provide team building thinking that the leaders in your organization believe you're the best? Before jumping on the 'HR-Ego-Express' you better ask some questions first. I'll bet you that the leader definitely needs your help, but not in the way they think they do.

I'd love to hear from you.

No Excuses.

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Impossible To Fail

"To guarantee success, act as if it were impossible to fail."
  - Dorothea Brande

How might you lead differently today if you knew it was impossible for you to fail? Would you try that new strategy that's been kicking around in your head but you haven't had the courage to put into action? Would you confront someone who needs to be spoken to? Would you make a difference today?

Impossible to fail. I like that.

I'd love to hear from you.

No Excuses.



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Leadership Debt

I expect an awful lot from my team. They need to perform at a high level each day, limit mistakes as much as possible, and handle the unexpected and annoying twists and turns (usually from me) that come up on a regular basis.

And they do it all extremely well.

Not Enough Deposits?
One of the things that weighs on my mind is whether or not I'm making enough deposits back into the workplace. What is my ultimate responsibility anyway? Is it high-fives, slaps on the back and grand proclamations? Or maybe, its to create an environment where my team can push themselves, take risks, and fail without fear of negative consequences.

I worry that I'm withdrawing so much energy and effort from them that they don't get a chance to come up for air. Or maybe I'm just over thinking the whole thing.

But I don't think so.

Managing Debt

In my personal life I work hard to keep my income and expenses balanced as much as possible (sure I do). The ritual of bills, paychecks, and smart decisions is a regular part of life. But what about the workplace?

Does that ritual at home carry over to my work; or, have I pushed so hard that I've forgotten how important balance is regardless of whether or not a positive environment is in place?

How About You
What does your leadership debt look like? More importantly, what would your team say about it? Maybe its time to consider how hard we push our teams...before we push a bit too much.

I'd love to hear from you.

No Excuses.



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