The greatest breakthroughs happen because of a major breakdown.
John Hersey, a renowned leadership speaker and coach, and his wife Beverly, conducted a two-day leadership workshop at a meeting planning company not too long ago.
The first day went by smoothly and successfully; everyone learned a lot, the vibes were good, and there was the feeling that the leadership team was truly getting to know each other in a meaningful way.
During the second day, the leader meeting planners had to role-play a specific situation. The first three hours were a kind of meeting planners’ hell; it was quite uncomfortable.
John and Beverly observed the uneasiness and perceived the room was packed with fear. In their own words, “it was as though the leaders were having roots canals without Novocain.” Nevertheless, they didn’t step in; they didn’t stop the program to change paths to a more comfortable space, but instead, let this painful scenario progress.
Until, in the early hours of the afternoon, something wonderful happened. The meeting planners got through their limitations and were able to see the essence of the crucial leadership aspect they were dealing with.
It was remarkable to witness how after fighting to hang on to what they believed was the right way to lead, they all let go at once and made a major breakthrough. Everyone could feel the sense of accomplishment that filled the room.
And this is how it happens…
Contagious leaders know that they can truly cripple any leadership development effort if they jump in with a solution, if they take control of a situation that is getting out of hand, if they offer a helping hand prematurely, or if they bring chaos into order, because major growth, confidence building, and leadership development normally happens after a crisis.
In fact, it is through experiencing crisis that we grow, so, as leaders, why is it that we commonly weaken the learning experiences for our teams?
Simple, this happens when:
- Leaders are uncomfortable with discomfort. We agree that it is not easy to watch your people struggle and stumble, especially when you feel you can get involved and solve the situation.
- Leaders try to avoid stress. Stress tires you; it makes you short-tempered and impatient. It is easier to solve the problem than to deal with the team’s reaction.
- Leaders have short-term success mentality. When a true leader develops the team’s leadership bench strength he knows that short-term struggles bring long-term success.
- Leaders are coming from scarcity. If our business is struggling with success, it may be difficult to let our team stumble. We operate from a scarcity mentality.
So, the next time you perceive your meeting planning business is headed towards chaos or that your leadership team is stumbling with a problem that seems too much, do not jump in to fix it, instead, let them stumble, because later they will be able to enjoy the breakthrough that will take them farther up.
There is no room for excuses in a culture based on leadership, sadly, in ours, there is.
In our culture it is acceptable to “not have the time because I’m swamped” or to “just be too busy” to make sales calls, to face challenges directly, to be on time for appointments, to change when it is necessary, or to simply get the job done.
To make up excuses means giving up and abandoning responsibility. A company full of employees that at every level only make up excuses generates apathy, and passiveness and detachment kill leadership.
True leaders don’t tolerate excuses because these excuse no one. There is no such thing as a valid excuse for being late, for not contacting a client, or for not changing to improve a company.
However, excuses have become acceptable, are seldom questioned, and have turned into a cycle where effective feedback and leadership coaching are not welcomed.
Contagious leaders and their staff never focus on excuses; instead, they have an unobstructed vision, meaning they focus on a clear picture of the desired outcome. In their case, it is very rare that a distraction or excuse will become more important than the desired result.
But, how do they do it? Well… contagious leaders generate engaged and productive employees who in turn create involved customers.
Here we give you the 3 strategies that contagious leaders use to permanently ban the excuses cycle from their organizations or departments:
1. They commit to their company or department’s leadership goals and vision. They get passionate about them, believe in them, and visualize the result. This brings more excitement than thinking up excuses.
If an excuse clouds their vision, they acknowledge it and find the way to get rid of it.
2. They practice vibrant communication every day. Contagious leaders believe that the attitude of employees and customers is a result of communication, because when one feels involved and understands the direction the company is taking, in other words, when one writes, speaks, and lives in that direction, one makes better and more productive leadership choices.
3. They practice meaningful permission mentoring. They offer their staff thoughtful and straightforward feedback, they speak out their people’s greatness, and extend a helping hand to get people out of the excuses cycle.
Show your concern if you perceive the cycle of excuses in your organization because it is a sign of defeat, and instead… make your team remember the Nike leadership slogan: JUST DO IT! Every good leadership speaker and coach does…
Outstanding leadership is now manifesting through one of the oldest forms of communication, the handwritten note.
Writing personal thank you notes expresses how you feel about aspiring leaders and their value to your company. The hidden message behind a written note of praise is that “I truly appreciate you.”
Handwritten notes can greatly help you create a leadership culture within your organization and their benefits are huge. These notes are remembered, and they produce a feeling of distinction and individuality on the one who receives it.
John Hersey, renowned leadership speaker and coach, has heard from people who, after several years, still remember that special thank you note they received from their supervisor or CEO. Such a small, but personal touch can truly leave a lasting impression and positively impact someone’s life.
Some leaders state that it is easier to email, and maybe it is, however emails are impersonal, cold and hollow. Emails are the electronic version of a Post-It note. It is like buying plastic flowers for an anniversary; it is a gesture, but a very superficial one.
Still, other leaders say it is easier to delegate the task to their secretary or assistant, and again, perhaps it is, but in this case you are better off not sending anything.
Hersey recommends a leadership program called ‘Recognize Five’. In this program, every week or month you identify five team members within your organization or department who deserve praise for something they did or said. Handwrite a short note to each one of them detailing what they did, how it impacted the company, and say something in appreciation, then, send it to their home address.
The result of a handwritten note is increased morale, production and loyalty, which in turn bring about higher leadership retention. The costs of a first-class stamp and five minutes of your time are a low price to pay for such a positive outcome.
Each week, we will be highlighting (or “spotlighting”) someone we think demonstrates the actions, thoughts and mindset of a Contagious Leader. This week’s spotlight is on Frank Shankwitz.
Frank Shankwitz is a Prescott, Arizona resident and a 37 year veteran of the Arizona Highway Patrol. He’s a cop, always has been, probably always will be. He has seen bad things happen everyday for 37 years and you would think his outlook on life might be colored by that.
Not Frank Shankwitz!
This big man has an even bigger heart. That’s how he was able to make the world a better place for 230,000+ kids with life-threatening diseases since 1980.
Frank is a contagious leader. He saw a need, knew he could make wishes come true for kids if he found the right people to pull it together. And he did with a ‘can do’ attitude, a clear vision and uncompromising focus.
If you would like to nominate someone, feel free to send us an email by clicking here, and we would love to consider them! Please tell us a bit about them and what makes them Contagious in their leadership.
Each week, we will be highlighting (or “spotlighting”) someone we think demonstrates the actions, thoughts and mindset of a Contagious Leader.
Noah Plumb is an inspiring GoDaddy.com employee. When Eric Keosky-Smith arranged for the Fountain Hills Leaders Institute to meet with Warren Edelmann, COO of GoDaddy.com and to tour the facilities last year, we had no idea that we would still be thinking about Noah. Noah gave us the tour.
It occurred to us that we rarely hear an employee so enthusiastically rave about their company, passionately engaged with the success of GoDaddy.com as he constantly offers up suggestions to grab more market share, expand products and boost morale even more. And GoDaddy.com has had something to do with this relationship as they warmly embrace and encourage even more suggestions from Noah. Noah proclaims that he is a lifer at GoDaddy.com, he drank the cool-aid!
Noah is a Contagious Leader! Congratulations, Noah!
If you would like to nominate someone, feel free to send us an email by clicking here, and we would love to consider them! Please tell us a bit about them and what makes them Contagious in their leadership.
Change, dreadful change! It is amazing how hard we, human beings, reject change, and even more when it is forced on us.
So, don’t be surprised if, in the beginning, the people in your organization appear nervous and cynical about any changes you want to introduce, even if they clearly are for good.
In order for you to build endorsement towards the change to a contagious leadership culture, you must be receptive to the attitudes of others and put into practice a contagious leadership program that will encourage participation.
Take GE for example. When this company launched its Work-Out program to give workers, managers, and leaders the opportunity to get together, share ideas, and get barriers out of the way, in the beginning it was a voluntary program. It seemed (like) a town meeting, and many people showed up with healthy disbelief.
Before anyone was willing to take an active part in it, they had to confirm it was a safe setting, a place where they could voice their opinion without taking the risk of being accused later, and they had to believe that the ideas they were presenting were being considered seriously; thus, Jack Welch and his team defined a strategy to create endorsement.
To begin with, they asked people to wear khakis and t-shirts so that no one would look superior to others, and the leaders were directed to address ideas right there in one of three ways: approve it, reject it, or request more information.
Very soon, everyone noticed that they were serious about the program, and eventually, it was a requirement to attend.
Getting someone to get your back takes time and honest effort. If you don’t walk the walk and talk the talk, you will kill any program you start.
These are some strategies to build endorsement, right from the files of the top leadership speaker on the topic of contagious leadership:
- Define clear goals and ensure everyone on your team knows what you are planning, what you wish to achieve, and why.
- Start a vibrant communication program, in other words, communicate early, regularly, and harmoniously; and make sure everyone is informed about:
- What you are doing
- Who is doing it
- Why you are doing it
- How well you are doing
- Who is doing well
- Ensure communication is internal and external.
- Focus on successes, not on failures.
In the end, your goal should be that everyone in your organization gets your back… not for your sake and personal interest, but as every contagious leader believes, for a greater and general good.
Contagious Leaders know that they have to help their teams find passion, energy and excitement for the vision. People get excited by people who are excited. So, find ways to get excited and you’ll see the excitement around you change. It really is that simple.
So many of us long for the “good old days” when the good guys finished first. It seems as though those days have been replaced by all the “bad boys” winning the big games and gaining all the notoriety and huge pay days. Well, we have news for you; the good old days may still be with us.
We recently traveled to Baltimore to visit relatives and participate in a fund raiser for the Baer School, which Bev’s sister Debbie Kastendike, her uisband Graham and their sons Eric and Christopher and his wife Ashley are deeply involved with. The plan was to have an affair at the Legends of Sport Heroes right near Camden Yards where to Baltimore Orioles still play. A special treat would be an appearance by Joe Flacco, Quarterback for the Baltimore Ravens. With all the controversy about and around “star athletes” these days I wasn’t so sure that the QB’s appearance was anything worth getting all excited over. Boy, was I wrong!
Joe Flacco impressed each of the 200 people there, including the biggest doubting Thomas of all, me.
Joe Flacco and the Kids of The Baer School
Joe and more Kids
Eric Kastendike, Joe Flacco and Christopher Kastendike
Joe Flacco and Ashley kastendike
Joe and another Baer School Charmer
To watch him was to learn about him. He began quietly, appearing a bit shy at first. Then as we entered the room where the kids were he began to be more lively. For the last picture above he actually asked if the little girl would like to have a picture taken. He didn’t presume she wanted the shot, nor did he walk away relieved that he avoided yet another inconvenience. No, he asked if she would like a picture.
Most of these kids had no idea who Joe Flacco is, nor did they care. They only knew that he enjoyed being with them, paying attention to them, talking with them, smiling with them. They loved him for that and so did the delighted people that came to help the Baer School.
That night, we all saw a side of Joe Flacco, and perhaps other “star athletes” that made us revisit our attitudes toward all athletes. Perhaps they are not all thugs and bad boys. Perhaps a few, like Joe Flacco, are really good guys that just dress up like athletes and happen to get paid a lot of money for doing so. This doesn’t make them bad. In fact, it just helped prove a really important point for all of us. Despite what the world may look like from time to time, good guys really do finish first.
Spend your day looking to peoples greatness instead of trying to find fault and see the results:
* More fun
* More Productivity
* More Trust
* More Confidence
* More Results
Frank Shankwitz is a Prescott, Arizona resident and a 37 year veteran of the Arizona Highway Patrol. He’s a cop, always has been, probably always will be. He has seen bad things happen everyday for 37 years and you would think his outlook on life might be colored by that.
Each week, we will be highlighting (or “spotlighting”) someone we think demonstrates the actions, thoughts and mindset of a Contagious Leader.
Entries (RSS)