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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More Than This

"You can never think big enough"

I absolutely love this phrase. It hits every facet of life. 

It challenges how we think?

It challenges how we make decisions.

It challenges us to do more...be more...achieve more.

It helps us break through the malaise of 'how it's always been done.'

It is the push we need to see...when our own vision can't do it on its own.

What areas of your life need you to think bigger? Home? Work? Community?

I think it's time to get started.

Thanks for being here.

Jay

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Leadership Means Your Local Community Too

There is so much written about effective leadership practices inside our organizations; however, there is a crucial element of leading that has nothing to do with strategic plans, people strategies or revenue goals.

Consider the not-for-profit organizations in your community. So much important work being done, yet those organizations could never afford to hire you (in most cases.) Your ability to impact those around you is limitless, yet it is rarely hardwired into the leader expectations in the organizations where we work.

Why is that?

Is it the never-ending pressure to meet goals, hit a new 'important number', meet yet another deadline, and deliver on expectations; or, is it simply that most organizations don't care?

Perhaps that's a bit inflammatory...well...I've worked in organizations where community commitment was never discussed.

I want to be part of an organization that believes the impact we can have on the community is just as important as the one we have in the office, patient's room, or Board room. 

Imagine what it would feel like to be part of that corporate culture.

Now that is something to get fired up about! How are you going to make that happen in your world?

Thanks for being here.

Jay

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HR Can Be the Culture Game-Changer

Getting to the point today about culture.

Know your business and how it makes money regardless of tax status. How can you explain the reasoning behind some of the most difficult decisions if you don't fully understand how your organization generates revenue?

Know your people that do the work and how they feel about doing it. You need to build real connections with people and implement sophisticated listening systems to fully understand your risks, vulnerabilities and employee sentiment.

Live the culture that is posted on the wall and is discussed at orientation. Talk is cheaper than ever. Everyone is watching your behavior, make sure it reflects your organization's mission, vision and values.

Support the team you lead in actions, not just words. Show your team that you value them by giving as much control away as you possibly can.

You can't build a world-class culture if HR is not willing to lead every step of the way. It is simply impossible.

So, who's willing to be vulnerable, take risks, and show every member of the organization that they matter just as much as you believe you do?

Thanks for being here.

Jay

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