Look Inside

When turn-over is high, find out why.

It's easy to blame the economy, and maybe that does have something to do with it. It is also easy to blame other exterior causes. If you can't fix those exterior causes, what can you do?

Look inside. Turn-over means that someone who works FOR you would prefer to do something else. Turn-over means that the team has tension you're not addressing. People need to work someplace, but if they choose NOT to work for you, the thing you can change is you.

Listen. Talk about it. Connect with everyone on your team more often. Fix processes. Pay fairly. There are so many things that you can do, and you do have to DO them.

When turn-over is high, find out why -- and fix it.

-- doug smith

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Build and Connect

The world is full of "buts" in search of more "ands." In improv. In leadership. In life. Let go of the fear and build on what's here. -- doug smith

Sizing Our Influence

Our influence is usually smaller than we want it to be but greater than we realize. That's a good thing because humility helps our influence grow. -- doug smith

Acceptance vs. Endorsement

Accepting a truth does not mean endorsing it. Sometimes it really is what it is. Until you change it. -- doug smith

We're All Imperfect

It is challenging to be a perfectionist. Continuous improvement is noble and necessary. Perfect is impossible. I picture myself, as John Wesley said, on the road to perfection and never quite there. Imperfection is a condition, not a punishment. We all make mistakes. Let's just fix them. -- doug smith

Be Careful of Your Measures

Peter Drucker once said "what gets measured gets done" and there is much truth to that. Point people in the direction you want and they will do their best to get there. Just make sure, very sure, that you are measure what you really want and doing it without creating paths to cheating your way there. Given an incentive, people will find a way to achieve it. Most will work fairly but some will be tempted to game the. system, to stack the deck, to churn the number on their own behalf. That's not what you want. Ask yourself this question: how can we measure quantity and quality without gaming the system? Until you've answered that question, you'll never know how accurate, or useful, the measure is. -- doug smith

Diplomatic Strategy

I'd like to follow Abraham Lincoln's approach of turning enemies into friends. That wasn't easy for him and clearly did not always work. It doesn't always work for me, either. If someone is determined to remain your enemy it is tough to change their minds. Difficult, but not impossible. The temptation is to chase them away, or to run quietly in the opposite direction and hope that it works out on its own. It seldom works out on its own. If you chase your enemy away you won't know what they're up to. Keep the conversation going. Find out what their goal is. Look for common ground. Hey, I know that is not easy. But, how well has the alternative worked so far? And how how far can you run before your enemy finds you? -- doug smith

Instincts?

Many leaders like to rely on their instincts. It's easy. It feels right. With enough experience, sometimes those instincts are spot on. But not always. If you want to trust an instinct make sure that you now and can trust the source of that instinct. Is it real? Is it relevant? Is it recent? Feelings are great, but show me the data every time. -- doug smith

Some of What It Takes

Leadership is hard. Challenges peck away at us, demanding response. I don't have all of the answers (who does?) but this might help a little. A little advice to myself that I am happy to share. It takes clarity to know where you are going, creativity to inspire new ways to get there, compassion to help those who are in you way, and courage to stay the course even in the face of opposition. Which of those strengths do you excel in the most? What's your secret to leadership success? -- doug smith

Shake It Up

Inspiration has its own time table, but sometimes we have to shake up the clock. Maybe instead of waiting for inspiration we should meet it halfway. How else will it ever find you? -- doug smith

Portable

Leadership, no matter how much it is intended to be permanent, is temporary. A day comes when the direction changes, the dance shifts, and the once stable boss is lost. Lost in direction, lost in relevance, lost in the times. What if we kept our leadership portable? Leadership could be fluid, flexible, and responsive as it remains centered. As circumstances change, our leadership must flow with it while finding the strength of a foundation without the chains of stagnation. That's not easy but it's part of the art of leadership. Partly science, partly art, leadership requires us to know when it's time to stand and know when it's time to flow, and yes even know when it's time to go. Portable is more powerful than authority if authority is not portable. We don't need to ask for change in order for change to change us. -- doug smith

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