The Power of Context

Context may be one of the most powerful leadership tools available. 

Think about it…not only sharing news with your team, but adding significant additional information about what the drivers are, how people reacted, and what forces are at work on a workplace issue can be game-changing. 

Let’s contrast this approach briefly with those who prefer to horde information (and believe, power, over the team). What is their internal brand? 

Controlling.

Insecure.

Zero credibility.

For me, the old-school command and control style of leadership was useless the day it was first used. 

No one will follow that leader.

No one will feel connected to that organization if they are forced to suffer under that manager.

No one will stay.

One of the fastest ways to connect your team to the organization (and you) is to overshare and explain the real reasons behind the ever-changing world of work. 

No one ever complained they were too informed or communicated with too effectively at their job.

No one.

Thanks for being here.

Jay

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Building Your Leader Brand in a Cancel Culture

Are you concerned about speaking your mind, sharing your opinion, or standing up for what you believe in due to the current external environment? 

There has always been criticism and healthy debate when we disagree, but things have changed. It’s easier than ever to hide behind a computer screen and attack. Seems like a pretty cowardly approach to me.

Real leaders have a take. They share their opinions, particularly on the sensitive and complex issues facing their organizations. The best leaders have a vision and share it…with everyone. 

Here’s the rub. When leaders are bold (read here: requirement of the job) they are immediately open to attack. The play-it-safe crowd who long for yesteryear “when things were much better” feel tremendous pressure to change. 

Playing it safe = stagnation = death.

Too harsh? Uh, no.

Think about the bold visionary leaders you’ve worked for. Imagine if you were now viewed as that person? What could you do to transform your organization? New thinking? New services? New ways to deliver value at a truly world-class level?

Don’t let the cowards hiding behind their screens get you down.

Be bold.

Share your vision.

Execute, despite the noise and naysayers.

You’ve got this.

Thanks for being here.

Jay

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Accessible Leadership

I had a conversation with a colleague recently and we were discussing leadership styles. More specifically, I was sharing what I thought was one of the most important aspects of my journey….making myself accessible.

What does that mean?

As she and I talked I was reminded of an early moment in my career when I was hired to fill a human resources management role that was a backfill due to the promotion of the previous leader to VP. I was going to be his direct report, and he was going to mentor me.

One of his approaches was to attend health system leadership meetings and return to update his team…but with a redacted version of the updates.

I didn’t quite understand why we would hold back general information from our team, so I decided to share everything (except for anything that was expressly identified as confidential.) The team (his former team) loved it. They felt more connected, understood more fully why decisions were made, and had a real sense of where the organization was headed.

A valuable lesson for me early on.

Another approach that has served me well…far more than I ever could have imagined, is rounding. This is certainly not new, yet there’s a reason it has stood the test of time and not become cliche…

…it works.

Getting out of your office (physical or virtual) and intentionally connecting with the team is powerful. Ask questions about their work, their family, their stress, their hobbies, their self-care ideas and strategies.

Engagement means a hell of a lot more than good scores on a survey. Engagement means that you make yourself accessible and human. Engagement means you demonstrate that your team members mean more than productivity metrics and revenue. 

Delivering these messages in a kind way will accelerate you past the stigma of ‘corporate check-ins’ or ‘a leadership drive-by.’ Building kindness into your approach means that you actually believe the leadership hype you’re talking about all the time.

How do you make yourself accessible? There are many more ways to go about it…and I’d love to hear yours.

Thanks for being here.

Jay

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Arsenal of Kindness

In the early phases of World War II President Roosevelt described America as the “arsenal of democracy” as he pushed to supply our allies with the necessary war materiel to fight Nazi Germany. He knew the impact our leadership could make on the world.

Effective leadership always makes the difference.

I wonder how leaders today could be an arsenal of kindness in a world of division, violence, ego, prejudice, and fear?

This isn’t a routine “be good to people” post. Rather, I’m wondering if kindness…as an intentional and mandatory behavior…is something that should be infused into leadership expectations at all levels?

A bit radical I know. Maybe a bit on the sappy side as well. I don’t care. When you’ve been treated kindly you know it. When you treat someone else with kindness and experience their reaction it hits differently than flexing your leadership muscle.

Leadership is the dynamic combination of what we say and what we do. When those things align in a positive way, something special happens.

How do you build kindness into your leadership practice?

Are you intentional about staying calm?

Are you intentional about not overreatcting?

Do you go out of your way to connect with others and express genuine kindness?

Or, is business all about revenue and productivity? Both are critical and deserve tremendous focus…but the great thing about the world of work is there is still plenty of room left for us to unleash that arsenal.

Thanks for being here.

Jay

The Awareness Gap

Polls tell us the gap between employee and leadership expectations is wider than ever. The endless quotes describing eroding engagement levels, dissatisfaction, third party activism and work stoppages all point to the end of the world as we know it, right?

As the pressure mounts on employers to stay quiet, stand on the sidelines in their own organizations, and simply watch the chaotic post-pandemic world of work play out, I feel strongly that it is time for leaders to call, in the most sensitive and thoughtful way… 

…bullshit.

One of the driving forces in employee engagement is based on survey feedback that emphatically states employees want to be developed, supported and grow their careers. Yet the push on employers is to stay at arm’s length while employees figure it out on their own?

This makes absolutely no sense whatsoever. Our employees are looking to us to share information, mentor, develop and help them achieve their full potential. True engagement happens when leaders are actively engaged with their employees on many levels. They are counting on us to have their back, listen, challenge, and yes, educate them on all aspects of the world of work.

Shame on us if we allow the ‘external noise’ to block our responsibility to our valued colleagues. Stop listening to those who would like leadership to step aside. Our candidates don’t want that, our employees don’t want that, and our organizations will be better because we stepped up and delivered on the privilege of leadership.

Thanks for being here.

Jay

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Hamartia

 “A fatal flaw.”

What exactly is a fatal flaw outside the world of epic heroes and heroines? More importantly, what is mine? I’m actually not sure I want to know; however, if I’m going to understand and confront my demons, it makes sense to try and answer the question.

Demons.

Yes, I have them. I’m guessing you do too if you’re honest with yourself. Most I’ve known about for a long time; others recently decided to enter the arena. 

Sometimes that’s rough. 

It’s interesting to reflect back over the years and recognize how the pieces fit together. The moments that seemed to be one-off events were actually part of a larger and prolonged struggle.

Self-reflection can be rough too.

So, does all of this new found self-awareness answer the hamartia question? It’s beginning too. Looking deep into my own choices, mistakes, and self-talk (that can be quite critical) is an important step. In addition to understanding my struggle, it is clear that I must be ever more present for those around me who are also struggling. (Remember, the ones who seem to have it all together might be struggling the most.)

Progress.

Simply writing this post in some small way has helped shift the momentum of the battle in my favor a bit. Something I had not anticipated. Maybe writing could help you too?

More on this later…for now…it’s time for reflection and processing of it all.

Thank you for being here.

Jay

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Judge Not…is Not That Simple

I have a strong faith perspective, at least I hope I do. It’s part of my daily life, and is something I’ve nurtured, shared, and worked hard to integrate into my leadership style as well.

And yet I find myself continuing to struggle when it comes to judging others. Sometimes I try to deflect blame by saying “it’s just human nature” or “it happens automatically.”

I can’t tell you how awful it feels to type those words, knowing that I’ve said them too many times.

Why bring this up here? Well, leadership and faith can be a powerful combination, particularly when we’re talking about building a culture based on valuing each employee’s contribution, trusting others, and creating a place to flourish professionally.

Now the connection becomes more clear. Focusing on faith-based values (whichever faith perspective works for you) almost unilaterally supports being kind, supportive and a positive force for others.

Isn’t that what the most effective leaders do? 

Yet…that demon…judgement…persists in my mind. Perhaps it does in yours too? Do you find yourself being critical of others when you’re in a “safe group?” What about the other “safe groups” that you don’t belong to? I wonder who they are discussing?

The good news is we can continue to challenge ourselves to be better. When we integrate faith from houses of worship into the workplace, we create a continuum of values that cross all parts of our lives. That consistency creates positive environments at home and at work.

As for me, I’m going to keep up the fight. I don’t want to be known as someone who was always judging others behind-the-scenes. That would be such a sad legacy.

Thanks for being here.

Jay

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