Kindness, Grace...and Work?

"It's not personal, it's business."

I've said this a thousand times...and I'm quite sure I'll say it a thousand times more before I call it a career and delete my email accounts forever.

Faith and Leadership in the Workplace
I've been writing about faith for many years here. Faith is the horsepower behind the two words that I'm focusing on in 2020: kindness and grace.

Sometimes the three words in today's title seem incompatible. 

How exactly does one demonstrate grace while making difficult decisions and driving hard on what needs to be done in the workplace? 

How do we create that sense of urgency, that "good" pressure to keep things moving and to achieve results, all while being kind to those around us?

Overthinking It
I would offer that it may not be nearly as difficult as we might think. The old school leadership style of being mean or forceful as a way to earn respect is now an embarrassing moment for everyone...at the very least...and is candidly career-limiting in the world of work today.

The opportunity to integrate both kindness and grace comes through the delivery of our messages. Yes, accountability is critical to execution. But so is buy-in, respect for the team, and a willingness to hear other voices to ensure the best path is taken.

Consider when a leader has shown you kindness and grace in your career. I bet you already pictured them in your mind before you got to this sentence, right?

Be that leader.

How About You
What are your leadership priorities this year? I have a long list of business outcomes that must be achieved; however, I plan on achieving them in a way that perhaps I hadn't fully incorporated into my leadership style in the past.

Kindness.
Grace.
Work.

I'd love to hear from you.

No Excuses.

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Blogging, Social Media and Your Questions

I get a fair number of questions about blogging, social media, personal brands and how to balance those with my corporate responsibilities. So today I thought I would answer some of those questions. 

You may not agree with me, which is great! Let's kick around our shared ideas on how to balance this ever evolving challenge as a group.

Q - I wouldn't know what to say on social media, no one is interested in what I have to say?

A - Completely untrue! Of course you have a lot to say...you do it all day long in your job. The trick is framing up the issues that impact your work, and commenting on them, writing about them, or responding to them in a professional way. Go slowly at first, then as you gain confidence you will be more comfortable adding to the global dialogue.

Q - My company is very strict about social media, and quite honestly does not appear to understand how it works. How can I get started?

A - This is a common situation, and one I've heard MANY times! First of all, remember that the safest content you can share is your own company's content. 

They have already posted it, so sharing it is not risky, it's showing that you are a champion for your employer! 

Second, there aren't any rules that say you have to take risks on social media. 

Look to your professional association websites, credible business outlets, and basic industry news outlets as a way to get your feet wet. 

Q - I've always been curious about blogging, but how would I ever come up with all of that content?

A - I felt the same way when I was thinking about getting started...that was 9 years and 850+ blog posts ago! Whoa! Where does the time go? 

When I was working through the same challenges, I made the decision to focus on leadership issues. Others take a more expanded view, and that's okay too. Think about what matters to you. Start writing down the issues that touch you personally in your work (or personal) life. That is where you start!

How About You
Are you ready to differentiate yourself from the many hundreds or thousands of people in roles just like yours? If so, starting a blog, podcast, or other strategy might be right for you. Jumping into the social media game is not nearly as scary as it seems...just look around, it has really caught on!

I'd love to hear from you.

No Excuses.

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What's Your Message?

We all send a message. Whether it's in the words we choose to say, the decisions we make, the risks we take, the way we choose to behave or the culture we promote in our organizations...we all send a message.

What message do you send? What would those around you say defines who you are as a leader? Those messages are real. Their impact on the team is real. 

Far too often leaders believe they can say one thing and do another. That is simply untrue. Our colleagues are bright, insightful people who are crystal clear on our impact. 

How is it then that leaders can convince themselves of their own reality and be so far removed from what actually is...well...real?

The saddest part is watching it all happen. So many lost opportunities to lead, when instead it's as if their internal cult of personality has to be fed.

What do you think about messaging? Is it as simple as "do the right thing" or, is there a deeper issue that needs to be explored?

I'd love to hear from you.

No Excuses.

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Visions In My Head

We all see the world in one way...our way. We convince ourselves we're seeing it the right way too.

Oh sure, we also claim to be open-minded, and willing to walk in other people's shoes too. Hahahaha...sure we do.

Lens? What Lens?
Here's my dilemma...despite my powerful self-talk machine that "tells me" I'm open-minded, I find myself wondering if that is actually true. 

Or, at least, true enough.

Think about that for a second. You've spent your entire career in HR proclaiming to be open-minded, and as it turns out you're just like everyone else. 

Your lens is firmly strapped on, and that is the way you see the world.

Time for the Humble Pie Buffet
How exactly does one figure out if their world view is much more limited than they previously believed? How much courage does it take to ask and find out?

Whoa! Not sure I'm ready for that.

But if I'm going to be effective, I need to be a lot more open to feedback from those that I trust. (see this post about your Personal Board of Directors to learn more.) 

What might we learn if we ask those closest to us for their honest take on who we are? Are we ready for that feedback? More importantly, are we prepared to make the changes necessary to align our talk and our actions?

Heavy stuff.

How About You
When was the last time you took a step back and critically evaluated your 'open mind?' 

Is that too scary; or, could it be a moment that leads you to new ways of thinking, working, and leading?

I'd love to hear from you.

No Excuses.

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I Don't Have Time for Social Media & Other Excuses

I am blessed to work with great clients across the country...and for that matter I've been blessed to work with fantastic leaders for decades. 

One of the more interesting (and humorous) things I've heard while consulting, training and designing strategies over the years is the odd list of excuses as to why those same leaders are unwilling to jump into the 21st century.

Here are some of my favorites.

...I don't have time for that

...digital work isn't real work

...social media doesn't impact anything important

...we have a business to run here

But then, sometimes leaders open up and share what they really mean.

...I'm embarrassed that I haven't kept up and I don't want to look foolish

...I know social media is critically important for my personal brand our employer brand but I don't know where to start

...I'm in! Help me learn so I can teach my team

How About You
What excuses do you hear in your organization (or, perhaps say yourself?) It's time to leave those behind and move your leadership game forward. I'll help you!

I'd love to hear from you.

No Excuses.

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Physicians Need a Personal Brand Too

A lot of time and energy is spent discussing the need for leaders, professionals, and just about everyone who is interested in advancing their careers to develop a robust personal brand.

Make fun all you want...personal brands matter in the modern world of work.

Physicians Are Actually Small Businesses
The need for us as leaders to grow our brands is critical as we navigate the relatively new and fast-paced digital world that dominates life. 

But what about physicians? Aren't they 'automatically' immune from such a need? Aren't they special simply because society needs them, and therefore by default, they already have the value the rest of us are striving to achieve?

Not.
Even.
Close.

Building a Practice = Building a Business
Some physicians are fortunate, in that they are hired into a group practice, or a health system with a built-in pipeline of patients waiting to be seen (and billed!) 

However, the competitive landscape to attract doctors, the constantly evolving models of care delivery, and the flood of younger physicians who are interested in stepping away from traditional academic medicine have turned the provider side of healthcare on it's head.

For example...several years ago one of my hospital's new Residents announced his 'match' to us on his Youtube channel. The world has changed!

Yet, how does a young, or not so young physician, build a new practice, expand an existing practice into a new market, or relocate to an area that is completely foreign to them?

How do they generate the patient volume to ensure the practice is viable; oh, and also earn a living?

Patients do not automatically arrive at the doctor's doorstep, particularly in a world of non-compete agreements, closed medical staff models, and restricted access to admitting and treating patients.

Brand, Brand, Brand
This is where the savvy physician embraces the exact same concepts you and I have used for years to develop our brands. It's not difficult, it simply requires focus and attention.

- establishing a social media presence across a few of the major platforms

- sharing meaningful content: professional, personal, thought leadership

- blogging (not giving medical advice, simply talking about health, wellness, their specialty or sub-specialty, etc..)

- engaging with followers (again, not giving medical advice, rather, humanizing themselves vs. a sterile white-coated old school presence)

How About You
Getting started is not nearly as difficult for our physician colleagues as they might think. We need to take the time with them to not only educate, but to provide real-world, and real-time support from our own experiences to show them the way.

What do you think?

I'd love to hear from you.

No Excuses.

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Rising

Some candid stuff today...and a quick 'cut to the chase.' 

I've been doing a lot of introspective work lately. As in a L O T.

Old Habits Don't Help
Turns out my world-class skill of compartmentalizing every facet of my life turned out to be a flawed strategy. Oddly enough, as I was writing this post an incredible thread blew up on twitter discussing...well...men struggling with being human vs. some sort of fake persona that is completely unrealistic and unhealthy. Whoa! That hit close to home!

So, my personal deep dive is in full swing. 

Doing the Work
It's hard work.
At times it's humiliating work.
In the end, I hope it will represent a meaningful change on many levels.

No, I'm not hitting the bottle or having a mid-life crisis. I am simply pushing to be my best self, so that I can be the best person possible for those around me.

How About You
What challenges are you facing (or perhaps hiding from?) Are you hoping to find the courage to push yourself to a whole new level..to a new quality of life? 

As for me so far...it's been totally worth it.

I'd love to hear from you.

No Excuses.

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Bullets

The corporate kind.

We take them...at least I believe we're supposed to. We take them personally, for our colleagues, and for our organizations. We don't share the majority of them with anyone.

We just take them. Straight up.

Martyrdom or Leadership
Balancing between accountability and organizational advocacy is where the fine line is drawn between company martyr and staunch advocate for your organization. Sometimes it's impossible to see that line...at least it is for me.

Sharing every stumble or human mistake is hardly worth discussing. Ah, martyrdom. So lonely, yet so satisfying in an odd way.

Conversely, when a a stumble becomes a fall, sharing becomes mandatory. Ah, the risk of being the negative leader.

Finding the Line
I'll be honest...I can't find the line. Some days I can manage it, take the proverbial bullets, and move on. Other days, I'm not sharing enough to keep the team up to speed so they can 'do better 'next time.'

Hold back?

Share? (read here...pass along complaints?)

Sure, it's easy to say it should all be shared. Yet, somehow it doesn't feel right, particularly when there is precious little to share in the first place.

When to speak up?

When to take the heat?

How About You
How many bullets do you take? Are you a strong leader who isn't afraid to take too many; or, are you the one that shares everything as soon as it comes in so you can never be 'blamed' for anything?

I'd love to hear from you.

No Excuses.

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Absolutely Positive!

I write a lot about leaders striving to be better (including me!) Often those messages are embedded in real life examples of leadership failures (including me again!).

But here's the thing...so much of what happens around us...to us...and for us...is because of...

...us!

All In My Mind
I am often 'accused' of having such a positive outlook that I don't have a real grasp of reality. I LOVE THAT! So what it is that has made the Jay-Filter so effective despite problems, stress, mistakes, pressure, even bigger mistakes, and failure?

Every corporate setting I've been exposed to (large or small) comes with a dose of the aforementioned challenges. Dwelling on those problems, for some, is a competency they have perfected after years of practice.

I don't love that.

However, finding the opportunity in every problem that blows up in our face...seeing the potential...interpreting the chaos as a challenge to be world-class...is something that has made an enormous difference in my life, both personally and professionally.

Stop It
Have you practiced your negativity skill a bit too long? Is complaining about everything that is wrong with the world your comfort zone?

Why?

Does it make you feel better?
Does it improve the operations of your organization?
Does your team create amazing results because of the negative environment?

Um, no, no and no.

How About You
Life is full of negative things...that isn't going to change. What can change however is what you do about them. 

Get fired up!

Laugh off the madness, and charge ahead (even if you don't know what to do next)!

...and most of all...find the good each day! It's all around you!

I'd love to hear from you.

No Excuses.

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Rockstars Want to Work for Rockstars, So Build Your Personal Brand

Recently I had an opportunity to be a guest on Jeff Hyman's terrific podcast - Strong Suit! Jeff and I roared through the show so quickly I couldn't believe it ended so fast.

Here's the kickoff to the show...click the link below and give it a listen!

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STRONG SUIT - we only recruit rockstars

If you hope to have even a prayer of recruiting Rockstars, you'd better be one yourself. 

Because they simply won't consider working for someone they can't learn from, grow from, and one day replace (you, when you're promoted!)

So to do that, you need to communicate to candidates that they'll be working for a top performer...

Check out podcast here!

...and as always...

I'd love to hear from you.

No Excuses.

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Flowers 'AND' Weeds

I put a lot of energy into (trying) to be a positive person. I'm talking...fired-up, today is awesome, I love everybody and everything...kind of positive. It's not fake, or insincere. It's who I am.

Being Human
Despite my commitment to being Mr. Positivity, I often do battle with an old nemesis when it comes to maintaining that positive focus:

My brain.

The self-talk machine that we all carry around in our heads can be a powerful foe. It's as if we've been hardwired to "go negative" when things happen. Right?

So many questions...
- Why did this happen?
- What could I have done differently?
- Will this create more problems for me down the road?
- Who is this going to impact?

But, wait a minute here. It's as if our brain is trying to trick us into watering the negative weeds that grow in our heads.

And the 'talk' persists...
- I am a failure.
- I am no good.
- I am embarrassed.
- I am losing it.

When does it stop?!

'AND'
I think the old adage of "powering through" in these moments doesn't really apply here (or anywhere for that matter.) Powering through negative feelings is simply not realistic or healthy.

Perhaps there is another way to reconcile that self-talk? 

AND.

Instead of the self-defeating messages we seem to have playing in a loop, maybe we could try a different approach.

"I made the wrong decision for the team; AND I am still a valuable member of the organization."

"I wish I had said something different in that moment; AND I'm thankful that relationship is still as strong as it ever was."

"When I look back, I can think of so many other things I should have done; AND I recognize that no one gets everything right...I'm human just like everyone else."

AND gives us perspective.
AND shows us a more complete picture of our world.
AND allows us to water those amazing flowers in our lives.
AND changes everything.

How About You
Maybe it's time you added one simple word into your self-talk monologue? It might make a really big difference.

I'd love to hear from you.

No Excuses.

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Who was the last?

person you complimented on your team?

person you mentored?

person you helped during a tough time?

person you supported to receive a promotion?

person you were courageous enough to give honest feedback to?

person you held accountable?

person you told was a huge influence in your life?

person you noticed struggling and reached out? 

person you told you couldn't do it alone?

How About You
Who was the last person you thanked for everything they've done for you?

I'd love to hear from you.

No Excuses.

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Market Garden Leadership

I hear a lot of big talk from leaders. Epic plans! Grandiose statements about "doing this" and "delivering on that!" 

Big talk is important. It can inspire others to follow you. It can motivate teams to take that extra risk to achieve breakthrough results. It can be...something special.

It can also be a colossal failure.

Plan the Big Talk
I've tried lots of bold strategies in my career. Some were wildly successful, and others....well...not so much. One phrase, however, proved to be true in each scenario whether it was a winning idea or a losing one: preparation and execution.

The common trap of over-preparation often leads to inaction, which I've railed against many times before on this blog. We can never be fully prepared; rather, we just have to be as prepared as possibly without delaying the second half of this phrase.

Execution.

Execute (and monitor closely) the Big Talk
Simply putting together a good plan is not even remotely close to actually leading the effort. High success rates require leaders understand what is happening, recognize when the situation starts to drift from the original intent, and most importantly, not be afraid to jump in and literally lead the project across the finish line.

Too many leaders cower in fear when the anticipated outcome is "suddenly" at risk. They freeze up hoping to blame others instead of making real-time decisions to keep things moving forward.

Oh, how arrogance and fear get in the way of success!

How About You
When have you seen a leader struggle with the execution of a plan? Have they frozen in place when that plan seemed to be in jeopardy; or, did they have the resolve to pivot and personally ensure the correct decisions were made?

What did you do while they struggled? Did you jump in to help...or, stand idly by?

I'd love to hear from you.

No Excuses.

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"Who" Is Your Recruitment Strategy

I hear lots of discussions that go something like this...

P1  "So, what is your recruitment strategy?"

P2  "What do you mean?"

P1  "You know, are you using LinkedIn more, or spending money on Indeed?"

P2  "Oh, yea, we're looking into that, and definitely use LinkedIn. Yes, we're obviously doing that. So, what are you doing?"

Me  Take me now, Lord.

What
All too often talent acquisition leaders get caught in the trap of narrowly defining their strategies as a series of "whats." Sure, we need a well thought out plan, but what is missed repeatedly is that the organization's employees are the heart of any contemporary approach.

What recruitment video is on our website? (as in only one...fail!)

What digital application process will we use? (and how can we force it to mirror our broken manual process...fail again!)

What steps can we take to get the Marketing Department to pay attention to us? (even though Marketing Departments do not understand employer brand...a fail hat trick!)

Who
TA leaders have a unique opportunity to differentiate themselves from their competition if they use a "who" vs "what" filter as they develop their recruitment strategies. Consider for a moment the pride that you feel in your team, your company, and the difference you make. You have stories to tell! 

Stories are not "what" things...stories are based on people, the "who" making the magic happen each day.

When leaders focus on profiling their employees on videos and blogs, and distributing those stories across a variety of social channels guess what happens?

The competition has a heart attack, and you get the candidates you need!

Simple.
Effective.

...and only requires one thing...

Courage.

How About You
Is it time to have a very different conversation about your strategic plan? I'd love to help. Oh, and don't worry, I have enough courage for the both of us.

I'd love to hear from you.

No Excuses.

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I've Arrived!

The desire to 'play' at the highest level is a powerful aphrodisiac. Whether in sports, academia, research, entertainment, or climbing the corporate ladder, the laser focus to get to the top is sometimes a hindrance to our success.

Chasing Glory
For many professionals, that first taste of a high level role feels like winning a career championship game. The new found power can often be confused with having "arrived." 

Is that big promotion an end point to a long quest? 

Is that breakthrough job offer an affirmation of what you've always believed you could be?

If the answer was yes, the risks to future success just became exponentially more complicated. You see, chasing the glory of career success is actually a never ending series of milestones and new beginnings.

Years of hard work and professionalism can lead to exciting opportunities. Those opportunities, in effect, are a reset of everything you once knew. The previous behavior, routine, and internal peer network all change. 

You have to be open to change too.

Learning the Role, Not the Tasks
The most important step many successful new leaders miss is the ramp up phase into learning "how" to do their new job. Not focusing exclusively on the tasks listed on their new job description.

Think about that for a second...learning the role, not the work.

How does a junior executive behave? What interpersonal skills are now mandatory, regardless of what feels comfortable? 

Is a fragile ego going to be put to the side in order to do the work, make decisions, and earn respect? 

Or...will the previous goal of "most popular rising leader" be the label that supersedes all else?

How About You
Who do you know that is very talented, yet has not invested the time to learn their role? How are they doing? Could they use your trusted consultative support?

I'd love to hear from you.

No Excuses.

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When Employees Make Mistakes

Question: How many of us have team members that have stumbled?

Answer: All of us.

Reactions, Fear and True Colors
Mistakes are one of the most important opportunities for leaders to demonstrate to the rest of the team what they are all about. Are anger, harsh words or the proverbial cold shoulder part of your leadership playbook "to make a point?" Guess what? 

You are an abject failure. 

Strong words? Yep. 

Accurate? Hell, yes.

If we take a moment and put ourselves in the place of our employee who has made the error, we must realize they are feeling more anxiety than we are. They have failed. They are "in trouble." They may even have put their employment status in jeopardy.

Now, which one of us is more stressed?

In that moment when we feel a surge of energy, and the myriad consequences are rapidly processing through our heads...

...that is exactly when we need to show who we are as leaders. Our true colors.

Being Evaluated
What is often forgotten in our haste to react, to correct the error, and to normalize operations, is that not only is the employee watching our every move; but so is the rest of the team.

If you still believe that employees are not discussing when and how they are held accountable for their mistakes you are completely out of touch with reality.

Instead, consider those moments as the perfect chance to balance accountability with compassion. Take a moment to consider what you will say, and how you will deliver the message. I call this the "one second rule" - literally, give yourself one second to decide.

The manner in which you treat the employee will be shared, discussed, and evaluated either positively or negatively. Quite honestly, I'm counting on that discussion to occur. It is an opportunity to give real insight into one's leadership style under a very private set of circumstances that is not readily visible.

How About You
Do you want to be known as some sort of prehistoric leadership dinosaur that "goes off" on people? Or, would you prefer to be known as the leader who is fair, approachable, but still firm when necessary? 

One last question..have you ever made a mistake? How did you want to be treated?

I thought so.

I'd love to hear from you.

No Excuses.

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I Don't Have the Time for My Personal Brand

The questions, and the obvious struggle, seems to be popping up everywhere I turn. Colleagues and clients alike are starting to understand just how important having a personal brand is for their career.

Now, for those of you that think "personal brand talk" doesn't hold any weight; really impact the world of work, or make a difference in the trajectory of your career, please stop reading and go back to watching Happy Days.

It's a digital world now...are you with me?

Time or Priority

Here's the chatter...

"Jay, I wish I had the time to work on this stuff....I work hard, love my job, but know I should be doing more for myself....and I know it will help my company too..."

And here's my response...

"How about we replace the word 'time' with 'priority?' It goes something like this...I haven't made my brand a priority." 

How does that feel?

Getting Started Is Easy
I'm not sure how the "mystery of a personal brand" started, but candidly friends, there is no mystery. If you can copy and paste, text, or click a share button you are well on your way.

3 Steps to a Fast Start!
- Make sure your social media accounts are up to date (LinkedIn, twitter, Instagram, etc.)

- Identify 10-15 sources of content you would like to share (always include your employer's content)

- Share content across your social channels throughout the week

BOOM!

You're off and running!

How About You

Let me help you get started. Reach out when you're ready, and we'll get you set up and rocking in no time! 

Let's do this!

I'd love to hear from you.

No Excuses.

Leave Me Alone, I Know What I'm Doing

"Arrogance destroys the valuable, and absolutely essential relationships a leader has with other team members. Even more devastating is the feeling arrogant behavior creates in others. People have no desire or motivation to follow an arrogant leader." 
- Peter Barron Stark

Landing The Big Job
There is something very exciting, and candidly hard to describe, about starting a new job, particularly one that is much bigger than the previous one. The exhiliration, the opportunity, and the pressure to perform all coalesce into one big burst of energy.

In most cases, new leaders struggle a bit in the beginning, not because they lack the skill set necessary to do the job; but, because they simply try too hard to prove they are worthy.

This is a dangerous misstep if they take things too far.

Consider these important points:
- the organization survived and thrived long before you arrived
- make sure you understand the effort, risks, and courageous moves that have been made prior to your arrival
- moving too quickly, in word or deed, can jeopardize your credibility very quickly 

Remember, you are new...not all powerful. You are being evaluated at every turn.

Go Slow To Go Fast
I learned a valuable lesson when I worked for Johns Hopkins when the new CEO joined the organization in Baltimore. He is passionate about leadership, and leadership behavior. During his first six months on the job, he did one very important thing...

...he listened and learned.

He told me that he was not there to change the culture, or fix something. He was there to take that incredible organization forward in new and exciting ways. 

But he had to learn about the organization first, and take action second.

That my friends, is a very different philosophy than acting like an arrogant know-it-all savior that has just arrived to solve all of the problems in an organization.

How About You
Who do you know that is talented, motivated, and excited to make a real difference? Are they moving a bit too fast? Perhaps it's time to pull them aside and provide the coaching those of us who've been at this a while can provide?

I'd love to hear from you.

No Excuses.

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