A Big Ego

Your department in shambles?  Your employees lack enthusiasm?  Are they no longer offering any new ideas and seem to lack innovation?  Is your office full of bickering and finger-pointing?

One of the biggest mistakes made by managers is the thinking that the blame is all on the employee, questioning their drive, discipline and engagement. Quite possibly it has everything to do with something a manager directly did or didn’t do that has caused the employees to turn for the worst.

20140423-140708.jpgAn inflated managerial ego causes us to think that we can do no wrong. After all, I could not have made it to the top of the corporate food chain if I didn’t know what I was doing…if I didn’t know how to lead. When things are not changing, managers must first take a look at what they’re doing to encourage change or what they’re doing to block it.

No Autonomy
We can’t preach that we want our employees to think independently or decisively if we undercut on every decision they make. When given a task or project, it’s best for the manager to offer suggestions and tutelage, and if it still fails, we all have a learning experience and the motivation to make it better. The old “If you want it done right…” mindset makes employees feel as if their ideas are being dismissed. And why would they continue to be vocal knowing that their ideas and efforts are all for naught? Instead, let’s teach them how to succeed, and be sure to be available and approachable if they need assistance along the way.

Mixed Messages
Publicly saying one thing and then acting on something totally different is a sure way to turn employees off. Consistency from leadership is key to consistency in their shops and key in earning credibility with their crew. Rules and policies are in place to help manage this, but when employees make good decisions based on policy or past precedent and then managers come behind them and overturn it (sometimes as favors to other managers), the employee looks stupid and shaky. And when you have different rules for different people, there may as well be no rules at all.

Managerial CYA*
Part of being a leader is sometimes taking a figurative bucket for their people. When a division does well, it’s “we”. When something falls through a crack it’s “them”. Once employees have enough tire marks on them, they’ll do less to stand out and just enough to stay under the radar. The only thing being encouraged in this scenario is them being encouraged to stop trying to make a difference. When people stop trying to make a difference, we are stuck with the status quo.

20140423-140714.jpgIt’s the little things that make huge differences and it’s the little things that those in charge do that employees pay the closest attention to. Employees can tell when their managers don’t have their back, and more importantly they know if they’re being used or undervalued. Once these trusts are damaged, it’s very difficult to regain them.

Managerial ego must be set aside to save team cohesiveness and to boost productivity. When those that lead think that no one can do it better than them, they’ll find themselves forced to do it themselves.  Unfortunately for them, a prerequisite to being in charge is having someone willing to follow your lead.  When employees don’t believe in who they are supposed to follow, they’ll simply choose their own path…oftentimes right out of the door.

* CYA = Cover Your Ass

Does Your Performance Eval Stack Up?

Check out my latest post over at Performance I Create, where we are discussing everyone’s favorite time of the year, Performance Evaluation time! Here is a sample:

performance-evaluationIf you’ve ever dreaded delivering a Performance Evaluation or if employees would rather get a root canal than sit through their review, your evaluation may need to be updated. The only reason for a manager to dread the process is if they know the feedback will lead to push-back and conflict. Employees hate them because they are tired of hearing opinionated fluff.

Please click HERE to view the remainder of the article and please share!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

Now What?

I am fresh back from a wonderful conference in Baton Rouge, Louisiana (LASHRM) and I am still pumped up and excited about my profession.

As I emptied my conference bag and began sorting through all of the pamphlets, pens and notes, I reflected and thought to myself, “Now what?”

We go to all of these conferences for development , fellowship, and to meet our Social Media peers and friends in person, but what good is all of that development and fellowship if the organizations that we return to don’t see and reap any benefit?

What are we going to do? What are we going to change? How are we better and will the colleagues we work with daily see it? Or are we just going to hoard all of the cool stuff we learned and keep all of the free pens and water bottles to ourselves.

I saw something special in that convention center, and because of that I’m motivated to share until my colleagues get tired of me.

I had the pleasure of working with my Performance I Create colleagues as the Social Media team for the event. We had a ball, sharing session content, promoting social media, blogging, etc. As the River Center staff began breaking down the exhibit tables and attendees were clearing out, we thought that our work was done. Just then a volunteer approached us and said that there were a couple of attendees that really needed to talk to us. Agreeing, a couple of us walked out to where our Social Engagement Portal was (that staff broke those tables down fast!) and we were immediately hit with a series of questions about how “Social” could help them in their workplace. They wanted to know how to move their thoughts from ideas to execution…and which tools and mediums would be best for what they were trying to accomplish.

connectAs we engaged them (my colleague did most of the talking, ahem), you could see light bulbs not only coming on but exploding. The concepts we spoke of were not complicated. They just needed some of that stuff that we teach and talk about to come off of the screen, out of the blogs and made plain to them in person…right there in their hands so that they could grab it and implement. What they needed was the knowledge that we had gained from doing…ideas that we got from conferences….strategies that we picked up from our peers. They needed it to make sense and tie in to what they were dealing with every day in their organization…and that if they had questions afterwards that they could reach out and get support.

“Don’t just help light bulbs come on, help them explode!” – Justin Harris, 2014

That’s what stuck with me. That’s what made me realize that it’s not that the people upstairs from me don’t care to do things differently, it’s that they don’t know exactly where to start. They have ideas, but they need help planning. Those of us that say we’re experts are needed to reach out occasionally and break it down for them. Because sometimes our messages are too big and they can’t run with that load. If we break the messages into manageable chunks, focus on process instead of the presentation, we’ll see more people grab hold and put the stuff in action.

So it starts in my shop. Being the change that I talk about and helping others to implement. Helping others to get involved and learn more about the tools of our trade. Because the Resources that we have are no good if we are not sharing them with other Humans.

Don’t Argue With Fools

Offices are being taken over. Not by members of a specific generation, not by social media, not by unskilled workers, but by negativity.

stop-negativity-300x199Negativity and lack of cohesiveness is hurting our productivity even more than skill gaps and generational work habits. Negativity is universal and affects our offices no matter the stage of one’s career. And while dirty politics, snide remarks and insults are being treated more like personal issues than personnel issues, the lack of employee professionalism speaks more to a lack of management and leadership in that space.

We have all done it, snickered about a fellow employee, and then compliment them when they walk by. Participated in a session where management or a process is being bashed without helping to keep things appropriate for sake that we’ll be talked about next. And while no one can keep people from talking negatively, there are ways to harness the negative energy and to use it to build up your office.

Listen to Jay-Z
In a song entitled, The Takeover, the great philosopher Jay-Z stated “A wise man told me don’t argue with fools; Cause people from a distance can’t tell who is who…”

take_a_good_look_at_yourselfParticipating (sounding just as unreasonable or negative) in these conversations without attempting to provide solution makes us just as bad as the negative employee. From a distance, it looks like total participation. When you are the bigger person, those that constantly stir the pot will either acknowledge your positive suggestions or not speak that way when you are around.

If people are always using you as that type of sounding board and telling you unflattering things about coworkers, management or the organization, you must ask yourself, “Why do they feel so comfortable telling me this?” Are you encouraging it? If you didn’t stop them and their negativity at the door, in essence you are saying, “Ok, come on in and stir up trouble!”

Acknowledge and Learn
While the delivery method of complaints can be a cause for concern, what is just as or more important is what the employee is saying and/or feeling. Why is the staff lashing out? We know that our employees clam up when asked straight forwardly, “Tell me how we can improve our office?” or “How can things be better?” So if employees have plenty to say outside of that meeting space, we need to pay attention to it, admit that there may be validity to the issues that are being raised and use them to improve self or how things are managed in the office.

When leaders catch wind of concerns or problems, management malpractice occurs when the manager does not professionally and authoritatively approach the source and root of the issue. Ignoring it or relying on someone else to eventually say something furthers the notion that management does not care, so we’ll just keep griping amongst ourselves.

Act Expeditiously
An important quality for a leader to have is the ability to respond to an issue or crisis quickly…or better yet, proactively before it becomes a crisis. Managers loose more credibility and respect when they avoid the tough conversations and sit on their hands in the midst of negativity. If not a part of the solution, this manager is a part of the problem…and that lack of action is probably what the employees are talking about in the first place.

“Take focused and decisive action. They will follow you.” – Justin Harris, 2014

New rules and procedures alone will not a change make. Management has to step up, show commitment and be firm in what will and will not be accepted in the office. There must be leadership by example and demonstrative respect of people, ideas and the organization. This change requires those with power to come out from behind their desk and to interact with their people, so their knowledge of what is being said is no longer 3rd and 4th hand info, but a first-hand glimpse into the disconnect…so that it can be attacked first-hand.

The Development Scale

Over the past year I’ve had the pleasure of working with an outstanding group of practitioners, thinkers and writers in the field of Human Resources. At Performance I Create, we have dedicated our energies to helping people in a variety of workplaces enhance performance, develop themselves and the people that they work with.

We are proud to have taken our message to another level by publishing our first eBook, The Development Scale: Leading The Right Shift To Self and Organizational Development.

Please click HERE to visit Performance I Create and download your FREE copy of our first eBook project.

Thank you for your constant support of my work and those of my fellow contributors. Please spread the word and enjoy!

Unlocking Your Full Potential

I look for analogies and learning opportunities in everything. And while making sure not to miss any teachable moments with my children, I often find myself over-analyzing the shows they watch on television and pointing out the life and work lessons in them. I’m actually amazed that my son is still willing to watch his shows with me.

Saying that, one of my son’s favorite toys/shows is Lego Ninjago. Short synopsis, the four main characters are young ninjas that are charged with battling evil doers trying to take over the city of Ninjago and surrounding areas. Early in their development, their Sensei (Wu) taught that each of them had special and unique powers/abilities that they must find within themselves and tap into. This process was often referred to as “Unlocking Their Full Potential”.

Throughout the season, the four ninjas competed with one another, fought alongside one another, trained and eventually believed in their abilities enough to evolve into the Ninja masters they were born to be. But just like with any team, drama and issues arose because some evolved and unlocked potential before others. So as expected, egos were bruised, jealousies arose and self-doubt set in.

Don’t we all know someone like that? People that are so talented and driven…but never quite realize and/or unlock their full potential. Is that you? Carrying so much promise inside, only to have that potential stifled by fear and uncertainty. Do we too often put our dreams on the shelf and under-perform because we’re worried about what others will or won’t say about us or how are teammates might react.

After 13 episodes, the formula for successfully unlocking one’s full potential looked something like this:

SenseiwuteaAccept Tutelage
When someone is available to teach and mentor, take advantage of it! We miss our opportunities to grow and evolve sometimes because we fail to listen to those that have been in our shoes once before. Sometimes we have to just shut up and listen. There are no new issues, just different people having them. There is wisdom out there to be obtained, we just have to be receptive enough to apply the principles that we acquire from those that have been there before.

Patience Is Still a Virtue
In seeking to unlock full potential, one must understand that just because others around them are moving up and ahead, the time still might not be right for you. Be happy that promotion is in the neighborhood and stopping at your neighbor’s home. Being happy and celebrating others for their good fortune will make your wait better and may even bring about something even bigger and better for you! We must be careful of what we ask for because we just might get it before we are ready for it. But that wait makes receiving it just that much better.

Ninjago GroupThere Is Strength In Numbers
We shouldn’t have to go through everything alone. As strong as we are, we still occasionally need support and someone to help us fight through our development difficulties. From cheerleaders…to people to bounce ideas off of…to people to emulate, we need a good team. And don’t worry about your ideas or opportunities being taken from you, as true potential can’t be stolen from you because it’s predestined to be yours. There is no need to be guarded because those around can’t take what’s rightfully yours…and celebrating your successes are a lot more fun with a great group of supporters.

Each of us has something special on the inside that is just waiting to come out and shake the world up. The only thing holding it back is us. Once we listen and learn how to tap into it, exercise patience and surround ourselves with the right influences, there’s no telling how far we can go and how much evil we can defeat.

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When The Wheels Fall Off

Check out my latest post over at Performance I Create, where I highlight the unsung heroes of our organizations. Here is a sample:

Pit Crew…you never really pay attention to them. Names unknown, they focus on doing their job so that others can do theirs. They don’t get the credit they deserve. They are forgotten about in victory and only thought about when things go wrong…Unsung heroes that keep organizations running, on track and winning, while all of the praise goes to the high-profile employee…

Please click HERE to view the remainder of the article and please share!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

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