How good is your relationship with your boss? If you're going to have a boss, you going to have to get along. I've had some terrific bosses who spent extra time building relationships with me and making sure that I had everything I needed to lead my teams effectively. Not every boss will do that. When they don't (and even when they do) it serves you well to initiate the conversation. Build the relationship. Get to know your boss so that your boss can get to know how invaluable you truly are. Every supervisor needs a robust, mutually supportive relationship with their own boss. -- doug smith
Who's in charge? A call is unanswered, a customer is unattended, a product is out of stock, a car is our of fuel...every day we find ourselves in situations that lack leadership. Fill that gap. Take charge. Get things done. It's what high performance leaders do. -- doug smith
Aren't you glad that you are past your mistakes? Oh you, and I, will certainly make more mistakes but hopefully we are long past who we used to be. Character grows from doing the right things. Wisdom grows from learning from your mistakes. Whoever we once were, it's our job to grow beyond that into someone better. Grow. Keep growing. Set and work on goals that push you onward. Grow so much that who you used to be scares you. Because who you are becoming is so much better, and you just barely escaped what was. -- doug smith
Teams are tricky. Just when you think you've got your team figured out, configured properly, fully set and ready to go, it changes on you. Every time someone enters or leaves your team, you've got a different team. That's what makes recruiting, hiring, orienting, training, and development so important. If you don't develop your team the way you'd like them to develop, they'll change in ways that you might not care for. Team dynamics require us to build a team as a group, and also as a one-team-member-at-a-time proposition. It's a project just juggling all of the pieces. It's a big responsibility and as a team leader there is no ducking that responsibility. I've tried -- you can't do it. Teams need their team leader's attention every single day. One on one conversations. Highly productive meetings. Occasional fun (and frequent sense of humor). Coaching to motivate when someone gets stuck. Prodding to get productive when someone gets lazy.
Who have you helped achieve a goal today? What if we could achieve our own goals faster by first helping others to achieve their goals? What if our greatest capacity-builder was to serve? Some of the people who have helped me the most (maybe all?) are people who I was fortunate enough to work with and help. It is NOT a quid pro quo situation -- we don't do favors just to receive favors (oh, I know that some people do but that's not what I recommend here,) we serve because in serving we grow. In serving we expand. In serving we build relationships that are resilient and strong. The payoff is not certain. The payoff is not immediate. But, the payoff is worth it. And, even if it wasn't -- there's no satisfaction quite like that of helping someone else to achieve and important goal. Who can you help to achieve a goal today? -- doug smith
It's a question so often asked: what do we do about people who just won't do their job? What's happened to any sense of work-ethic? It's not gone. There are still plenty of people who are dedicated and hard-working. Ambition is alive and well, and work-ethic thrives among many. Still, those who seem to just phone-it-in (often with their phones in their hands scrolling away) seem to have multiplied: they're everywhere. It is frustrating to work hard while standing next to someone who is hardly working. But that's not the way it has to be. There is joy to be found in the work, even if some people are not trying very hard to find that joy. People who won't do their jobs have not yet discovered the joy in their work. If that makes you sad, imagine how hard it makes them. Part of our job as leaders is to help ignite that spark of joy in people, to help them discover the joy of work -- any work. Some people do show up already motivated, and some people do not. Our
How strong are your boundaries? How do you feel about limitations? When those limitations are placed on us by other people we tend to rebel. We don't like being told what to do or what not to do. Boundaries can feel like chains, even when they are well-intended. Some boundaries are necessary. Not everyone has sense enough to avoid hurting other people, so we need protections from those types of people. But, some boundaries are needlessly restrictive: doubting ourselves, diminishing our self-esteem, holding us back from trying new things that we could enjoy.., Self-imposed boundaries are worth auditing for effectiveness: is this what we really want? Boundaries that stand needlessly in the way of our goals are not serving us well at all. I've had some boundaries that kept me from getting what I wanted until I realized what the wall in front of me was: me. How about you? How are your boundaries? You are bound by your own boundaries before anyone else ever notices them. It's n
It's much harder to tell someone how to change than it is to show them. And, they're much more likely to believe what you show than what you say. Change first, and then others might follow. -- doug smith