A Little Impact

How do you do it? Make an impact each day. Is that concept on your radar; or, has life slipped into a familiar routine that taking extra steps each day just doesn't register anymore?

I used to be there. One day was the same as the next...work simply flowed along...and time passed.

And then I realized I felt...different. Something was missing. 

Sure, I was trying to do a good job at work...but...

Then I was reminded that it's not all about me. Shocking, yes, but it turns out to be true.

So in the summer of 2022 I decided to reach out (nearly) every day to check in on others. 

Nothing complicated.

Nothing overly emotional.

Nothing connected to an expectation.

...just genuinely checking in on other people to see how they are doing.

I'm four years in now and have checked on hundreds of people. Many of them more than once.

I'm not chasing recognition here; it's actually a call-to-action. You have time each day to send a text or direct message.

Do it.

That message might come at just the right time for the person on the receiving end.

Thanks for being here.

Jay

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Still Fired Up!

Still love the work.

Still love the people.

Still love making organizations better.

Still love making the people feel valued.

Still hate negativity.

Still hate...hate.

Absolutely still love getting others fired up too!

What fires you up about the world of work?

Thanks for being here.

Jay

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Go.

Opportunity.

What are you waiting for? 

Go for it.

Go scared.

Go anxious.

Go slowly.

Go quickly.

Go.

Its right in front of you.

All you have to do is decide.

Go.

Now.

Thanks for being here.

Jay

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Influencer (not that kind)

Formal leadership roles afford plenty of cool advantages ranging from significant authority inside the organization and the chance to lead in our communities as well.

Beyond that however is the opportunity to be an influencer. Not the social media kind (although social media should play a major role in your influencer strategy.) I'm not talking about the policies you'll create or meetings you'll attend, but they are important too.

My focus here is on the leadership behaviors that do not appear on a report, productivity log, or balance sheet.

I'm talking about real influence.

The outcomes are clear when influence is properly executed. But how does one achieve it beyond the normal authority-based approaches?

Here are a few actions for you to consider:

• Be as visible as possible throughout the organization (not just a drive-by)
• Bring the energy consistently
• Take the appropriate risks to achieve breakthrough results
• Embrace social media as a powerful tool
• Value each relationship of your colleagues every at every level
• Show kindness consistently

Seems simple enough, doesn't it? Yet how many leaders get too caught up in one 'important meeting' after another; and somehow, the opportunity to demonstrate how caring, accessible and inspiring they can be slips away?

How are you an influencer in your organization beyond your title?

Thanks for being here.

Jay

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Momentum

Momentum is an odd thing. It can sway your emotions, energy, focus and results in a matter of moments. In sports we can feel momentum shift at various points during a game, match or race; and in business suddenly we 'sense' that our plans are working...the demeanor of those around us has changed...that things just feel different.

I love positive momentum.

And yet, human nature has a way of creeping into our psyche. It stirs up a list of negatives that can slow down or even derail momentum.

What if it didn't have to be that way though?

Imagine...having momentum on our side at all times and avoiding the negativity bias that impacts us all. Wait, what? How is that possible? 

You need a strategy. Here are a few actions you can take to rewire your thinking when negativity bias hits:

1. Thought Labeling: observe the thought but do not judge or react

2. Identify Cognitive Distortions: look for patterns when you feel extreme negative thoughts

3. Examine the Evidence: is there proof this thought is true or is it just a fear

4. The Friend Test: what advice would you give a friend experiencing these same thoughts

5. Redirect Focus: suppressing negative thoughts often make them stronger, redirect yourself

6. Cultivate Gratitude: ask yourself what you can be grateful for and rewire your thinking

7. Consider Alternatives: explore positive realities for negative thoughts as they arise

What processes do you use to stay positive, and, to maintain momentum in your life?

Thanks for being here.

Jay

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Give Me Three Steps

I’ve been thinking about what it takes to move from identifying problems in the workplace…long entrenched ones…to solving them and how difficult that can be for so many organizations. Sure, it’s easy to say things need to change, but often only a new face replaces the ‘source’ of the problems.

New faces cannot solve problems alone however. There must be organizational commitment to improve and that frequently involves change on a meaningful scale.

Let’s be honest, changes around the periphery are not real improvements…they are just easy adjustments…and easy does not get the job done.

From my perspective there are three clear actions required if meaningful problem-solving (read here —> lasting change) is to occur:

1. Crystal clear identification of the problem, process or person

2. A specific set of actions that will immediately begin to move the needle

3. A commitment to sustain the change even when it starts to feel uncomfortable

No clarity?

No commitment?

No results. 

It’s that simple.

What do you think?

Thank you for being here.

Jay

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I Was Hoping You'd Change

A quick story....years ago I worked at a health system, and at the time was leading the employment and employee relations teams. One of the long-time IT managers had a growing problem in his department between two of his team members. When I asked him what he was doing about it (the issue had deteriorated so badly that I was made aware) he simply stated "they are adults and should be able to figure it out."

Sigh.

Yes, they should be able to...and...no, they absolutely are not able to. That is why you need to lead the team, build rigor into the leadership culture, and not hide behind your insecurities and hope for the best.

Show of hands: how many of us have been frustrated with leaders that won't hold their team members accountable?

I believe I see everyone's hand in the air. 

But why? This was a real issue in my organization thirty years ago...how can this still be a persistent problem today?

I do know the answer, and it's a simple one.

Fear.

Fear of confrontation.

Fear of looking ineffective in the eyes of others.

Fear is a real thing. Sadly, many managers are not equipped to address those fears (at least not yet.) That's where we as HR leaders come in...we need to support the managers so they will have the competence and confidence to handle difficult issues.

What do you think? Are your leaders people leaders; or, do they simply manage processes and hope everyone plays nicely together?

Thanks for being here.

Jay

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