Archive for the ‘leadership’ Category

Leadership can be quite a journey. We have good days and bad days (and weeks, months, years). In the end, they all contribute to our learning. The good, the bad, and the ugly are all experiences that we can reflect on and learn from. Many of them “happen” quickly to us, providing us with a chance to react and do our best to change course.

Yet there are some things that we need to be intentional about improving. And one of them is us. You know, the self-development- that- forces- us- to- look- at- ourselves- and- do- things- that- will- force- us to- step- out- of- our- comfort- zone stuff.

Leaders must purposefully put themselves in a position where the discomfort of personal change (for professional and organizational good) makes them sweat. Sounds a little painful, but its one of those “it’ll be good for you” things.

We all have something we need to change about the way we behave. Some of us have lots of those. Consider the feedback you’ve received from your manager, your peers or your employees. What gives you pause?  Choose one or two big  things to work on that you are passionate about changing; don’t shy away from the tough stuff. Stretch yourself. If beads of sweat break out on your forehead, you are ready. Then: 

1. Write it down: I’m a big fan of writing out an action plan. What steps will you take? How will you know that you’ve succeeded? When do you want to achieve these goals?
2. Find a way to stay accountable: Oh, the intrusions of the ever-urgent, more important things to do. Following through is so hard. Many leaders find that a mentor or a coach can keep them on track. Many ask their staff and peers to hold them accountable. Whatever you decide, the “check in” with the people who are holding you accountable should be frequent. 
3. Take action: Take a step every day. Yes, every day. The more you “practice”, the better and faster you’ll hit your stride and form new habits (that’s when you stop sweating).
4. Get feedback: Ask those who observe you to provide specific feedback. How did you do? What can you do differently? 
5. Reflect: Post-action reflection is essential! Journal, talk with your coach or mentor, but daily reflection on the strides you make and the adjustments you still need to make is important for progress. 
6. Adjust: Make the necessary adjustments in your actions. Sometimes we “over correct” and need to pull back; sometimes we just need to step it up a notch. 
7. Do # 3, 4, 5 and 6 again: Keep it up. Keep practicing, reflecting and adjusting. You’re on your way! 
8. Celebrate your success: What will you do to celebrate? Who will you invite (hint: consider the same stakeholders whom are giving you feedback and are holding you accountable). Let me know where I can meet you – I love celebrations! 

Congratulations, you met your goals! What do you need to work on next? When will you get started?

I know this post is longer than is typical for this blog. Trust me, it will be worth the time you spend reading it. I came to know Erika Andersen through my friend, colleague and mentor, Wally Bock, who had an intuition that Erika and I would have a few things in common. We do. One of those is her wonderful book, Being Strategic, which Wally reviewed here.  Erika defines and explains “being strategic” in one of the most simple – but effective – ways I’ve ever seen.

Erika is the founding partner of Proteus International, a coaching, consulting, and training firm that helps organizations clarify and move toward their hoped-for future. Oh, and she’s a genuinely smart and wonderful person, too.

What does “being strategic” mean?

I love that you’re asking this.  One of the reasons I wrote Being Strategic was to attempt to resolve some of the confusion around that phrase.  People use it so much – and rarely explain what they mean by it.  People use it to mean everything from “considering the competition,” to “thinking long-term,” to “being manipulative and cold-hearted,” to “agreeing with me!”

The definition I offer in my book for “being strategic” is: consistently focusing on those core directional choices that will best move you toward your hoped-for future.  It’s a deceptively simple sentence – there’s a lot in there.  It assumes that you know where you’re starting from, where you’re trying to go, and how you’re going to get there – and that you keep your attention directed toward doing it.

I’ve observed over the years that the best leaders – those who are most consistently successful in creating organizations that thrive – have and exercise this capability.  They get very clear about the organization’s current state – both strengths and weaknesses – and then, based on that starting point, they envision and articulate a clear and compelling future. They select a handful of core directional efforts – strategies –that they believe will best move them toward that future, and decide tactics for implementing those strategies. And then they stay consistently focused (and keep their organization consistently focused) on using those strategies to move toward the future they’ve envisioned.

How can “being strategic” be applied to the workplace relationships leaders must create or sustain?

Excellent, authentic relationships are essential if leaders are to be truly strategic.  Even if a leader is skilled at both strategic thought and action, he or she needs to be operating within a web of strong relationships in order for that capability to have an impact organization-wide.

Here’s why: I’ve often seen truly brilliant leaders who have a clear strategic view of their organization and a well-defined strategic plan for getting the future they envision – but who lack strong relationships, especially with those who work directly for him or her.  Those organizations tend to do less well than you’d expect: the leaders’ vision and strategy don’t “translate” into the day-to-day, because the rest of the organization doesn’t understand or own it, and therefore isn’t committed to making it happen.

The process of being strategic, as we practice, facilitate and teach it in organizations, is essentially collaborative.  It works best when you work together as a team to define the challenge, clarify your current state, envision your hoped-for future, agree on the obstacles to achieving that vision – and then determine the strategies and tactics that will get you there.  No one person can see clearly enough to do all those things for a whole organization – or even a whole department.  And human beings are most committed to accomplishing those things they’ve helped to define.

Why do strategies fail? Why do they succeed?

Strategies fail for lots of reasons.  One of the most common is that strategies are, all too often, not created to move toward a defined future, but simply in response to a threat.  For example, in the early eighties, Pepsi had a strategy of “winning on cost.” It was how they thought they’d take market share from Coke, which at the time was beating them in most domestic markets.  Unfortunately, that strategy wasn’t linked to a clear vision (other than “kill Coke”), so they made some sales decisions that weren’t sustainable, in terms of impact on long-term profitability.

Here’s another one, which sounds weirdly obvious and avoidable, but I see it happening every day: strategies fail (even good strategies) when organizations stop focusing on implementing them.  And that very often happens in hard economic times.  One of our clients is in danger of this right now: they’re in the process of abandoning a strategy that’s key to their vision, and that has served them very well for a number of years, because they think it’s too expensive. (We’re trying to help, but they’re in panic mode, and that makes it hard to think clearly.)

Strategies succeed when (no surprise here, given what I’ve said so far!) key people in the organization work together to select strategies that will best move them toward their agree-upon future…and then consistently focus on implementing those strategies with tactics that are feasible, impactful and timely.

What are the most important elements of strategic thinking?

Let me answer that question in two ways.  First, there’s the process of thinking strategically, which I describe as a mental model that consists of a “pre-step” and then four steps. 

The pre-step we call “defining the challenge.”  It consists of getting clear about the problem that you’re currently trying to solve – which can be as broad as “How can we create a sustainably profitable organization that provides unique value to our customers?” or as finely focused as “How can I make sure my number two person is ready to step into my role when I get promoted?”

Once you’re clear on the challenge before you, whatever it may be, the steps of strategic thinking are simple (though not necessarily easy). They are:

-        “What is”: your current reality relative to your challenge;

-        “What’s the Hope?”: your hoped-for future, the one in which your challenge has been successfully addressed;

-        “What’s in the Way?”: the obstacle between where you are now and where you want to go;

-        “What’s the Path?”: the strategies and then tactics that will best take you from where you are to where you want to go,  while overcoming the obstacles.

Then there are the actual skills for being strategic:  becoming a fair witness, pulling back the camera, and sorting for impact.  You employ these mental skills throughout the steps outlined above.

Becoming a fair witness means getting as neutral and objective as possible about the situation.  This is especially important when you have a strong emotional investment in a particular outcome – it’s all too easy to lose your objectivity about your current reality, or what’s possible.  My favorite example of non-fair-witnessing are the contestants on American Idol who literally cannot sing…and yet have convinced themselves that they’re going to win the competition!

Pulling back the camera means mentally “stepping back from the action” so you can get more context and get clearer about why things are happening and how they’re connected.  Quite often, when someone is told they’re “not being strategic” or are “too tactical,” it means others see them as only looking at things from a very narrow, close-in frame: staying focused only on their own actions, needs and point of view.  Good strategic thinkers “pull back the camera” to look more broadly at the factors that might be impacting the current situation, or where it might be possible to take the organization, given the landscape surrounding it.

Sorting for impact means thinking about how much a particular fact, circumstance or event is going to affect your challenge.  So, as you stay in fair witness mode and pull back the camera, you “screen” the data that comes into your viewfinder against your challenge, asking, “How important is this to the problem I’m trying to solve?”  Sometimes the answer isn’t entirely clear – but far more often than not, it is…and doing this “sorting” process helps you stay focused on the things that are most essential to your success in the challenge you’re addressing.

Then you put it all together, using these three skills as you move through the model.  It may sound complex, but once you get the hang of it, it starts to feel pretty natural.

And that, for me, is the most exciting thing about being strategic – that it’s learnable. Most people talk about being strategic as though it’s something you’re born with, or not.  And too bad for you if you’re not!  But we’ve seen over the years, in teaching people to us these skills and this process, that almost everyone can improve their ability to be strategic – and thereby increase the likelihood of creating the business, the  career or the life they most want.

I love to watch Cesar Millan’s “The Dog Whisperer” program on TV. I am a dog lover and currently share an office and home with Edgar the Leadership Pug, who is wise beyond his pug-ness about how to lead his human pack. My husband and I have learned a thing or two from Edgar and Cesar’s show in order to take pack leadership back into our hands, where it belongs.

Cesar’s skill is not only the work he does with the dogs. His true gifts are in teaching the dog’s owners that well behaved canines are really about the owner’s willingness and ability to step up to being a (pack) leader. The lessons he teaches are insightful for any leader.

Note: I don’t intend this post to compare leaders and employees to dogs, but rather to emphasize that the lessons of leadership can be learned in a variety of ways. If you are a dog lover (and maybe even if you aren’t) you can learn a lot from Cesar.

Some of the leadership lessons Cesar teaches us humans:

In order to lead your dog well, you must understand how they want to be treated: Cesar shows that the best trained dogs are treated as – well, a dog would want to be treated if they were part of a pack. As an organizational leader, it is important that you get to know your people. What are their strengths? How do they want to use them? How can you best lead them?

Clearly communicate your rules, boundaries and limitations: Communicating with our canine friends is not easy, but it must be clear and in their “language”. Similarly, followers are looking for clarity in your expectations. Find a way to communicate them simply and well. Then repeat your expectations in as many ways possible.

Use calm, assertive energy: Cesar teaches humans that screaming, yelling and anger only serve to escalate the energy of the dog to that level; they are ineffective at best and can be destructive. Organizational leaders who use these techniques must also find a way to stop using these emotions that can be “caught” like viruses in the organizations they lead.

Imagine a successful scenario: Cesar works with humans to understand that their pets can, and do, change. Likewise, organizational leaders must believe that their employees have great potential and recognize when it is realized.

If you stay alert, you might find lessons in leadership where you least expect it. What are the unlikely places that you find leadership wisdom?

I’m pretty sure I’ve come close to draining my emotional bank account with Rick Chambers. He wrote an amazing piece for this blog back in November called “The Secret of Leadership: Do Nothing” that received so much more attention than anything I’ve ever written. So I asked (begged) him to write about his personal experience of being an introverted leader; his wonderful thoughts follow.

Rick is a director of Worldwide Communications for a Fortune 500 who has worked in the public relations field for more than 22 years. An award winning journalist, he is also a published author and an award-winning short-story writer. Rick is a native of Kalamazoo, Michigan. You can find out more about him on his LinkedIn profile.

Oh, and I owe him lunch (or maybe that’s plural).

A few years ago, my mom bumped into a former junior-high teacher of mine, and he quizzed her about my career in corporate public relations.

“Back when Rick was my student, if you`d told me he was going to grow up to be a media spokesperson for a major corporation, I never would have believed it,” he said.

Can`t say I blame him. Speaking to a key audience or facing the business end of a news camera is the kind of job you`d expect to give to a handsome, charming extrovert, the kind of guy who is comfortable and energized in a crowd.

I`m not that guy.

Look up “introvert” in your Webster`s, and you`ll find my picture. (Actually, you won`t?€”I didn`t show up for the photo session.) I`m the one hovering on the edge of a noisy room during a social hour, the one who collapses in his hotel room exhausted by a crowded conference, who is invigorated by a solo walk in the forest and ranks “networking” right up there with “prostate exam.”

Okay, I`m overstating it. A little. I care about the company I work for, I care about my colleagues, and I care about the people we serve. I want to do my best to build dialogue, nurture relationships and learn from them, which is what true public relations is about. Indeed, it`s what leadership is about. The challenge for me is admitting I approach those things in a different way than an extrovert might.

Such an admission came only after years of trying to remake my image. I copycatted my extroverted friends. My dad is a retired auto salesman, and I tried ripping off his mannerisms. In all of this, I failed miserably. I felt like a fake. Small talk was exhausting, networking was a chore, and I felt deeply inferior to colleagues who seemingly won friends and influenced people with ease.

But then, over time, came a realization. With maturity and sound advice from wise people, I began to learn that denying my introverted “wiring” was denying myself?€”and robbing others of the value I could bring.

An introvert`s tendency to carefully weigh answers and options is an asset in communication. An introvert`s wish for a deeper understanding of an issue or a person makes her or him a great resource, as well as considerably self aware. My introversion has made me a better writer. And understanding where I gain energy (in solitude) or expend it (in crowds) has improved the value I gain from, and give to, both.

In short, I`ve learned that neither the introvert nor the extrovert is a better leader than the other. Each is needed. Each has something to teach the other. Each brings important assets to leadership?€”assets that are applied more effectively if the leader works from a clear understanding and acceptance of how he or she is created.

I`ve learned a great deal from extroverted leaders. Indeed, I`m constantly amazed by their unique gifts. But knowing that an introvert can bring equal value is a welcome affirmation of who I am and what I provide to my career, to my colleagues and to this life.

Last year, when I had 3 or 4 readers for this blog , I published a Leadership Wish List for 2009. Most of you haven’t seen it. And, most of my wishes remain unfulfilled, but I’m quite patient. So, I’ve updated it a bit, adding some new thoughts and reposting. What would you add?

1. For leaders to slow down and be intentional about the work they do. Being swept away by “busy-ness” can be responsible for poor decisions. Reflection time, journaling, prayer, meditation ?€“ whatever ?€“ are the stuff behind the building of great leadership.

2. For followers to take an active stand against leaders who use their power to advance themselves to the detriment of the “greater good”. Followers create leaders, and get what they vote for, agree to, and follow. Its time to consider the the role we all play in ineffective and unethical leadership.

3. For leaders to “get” that they must listen, ask, delegate, empower, develop others. How different it would be if all leaders just chose one of these to add to their leadership skills (how cool would it be if we all listened more?).

4. For leaders to understand that when they do the stuff in #3, they don`t have to work so hard, and that they can focus on doing the things that will make them great (developing and communicating a vision, influencing others, etc.). Amazing stuff, that list in #3. Try it, and consider what you will do with your free time.

5. For leaders to get into the regular habit of requesting feedback from others. And then listening without judgment to the feedback, saying “thank you” and deciding whether to take action on it. Even if the feedback received is less than fully honest (not unusual), it shows others that a leader is willing to improve.

6. For the “tipping point” that is needed for all leaders to realize that they must stop micro-managing the tasks and become facilitators of process. In other words, let go of the need and the act of control. Hire and lead the right people, and stop trying to make them do things your way.

7. For organizations to focus their development efforts and dollars on their best leaders. Even in these times, organizations are throwing their training dollars around and allowing anyone to tap into them. Focus those dollars on the few who are already great (but want to get greater) and notice the amazing effect it has on business.

8. For leaders to truly embrace the concepts of “work-life” balance, not just with their talk, but with their actions. Horror stories abound of long-term “required” twelve or fourteen hour days. A leader will get the most out of people if you trust them to “get the work done” and encourage them to assure they are “balanced” between work and other activities. And?€¦.how about modeling balance yourself?

9. For leaders to learn to listen to themselves. To stop and listen to that little voice that lets them know when they are on the right track (or off the track).

10. For the press to concentrate on writing about leaders that are doing the right things. How uplifting and inspiring to hear stories about good leadership! I know they`re out there! I`ve met them, you`ve met them, and they are the quiet ones we don`t hear about that are changing lives.

11. For the word “leader” to be reserved only for those who are working for the greater good. Unethical and immoral leaders who abuse the power they’ve been given don’t deserve the title of “leader”. Those who follow and support evil leaders should remember their responsibilities too – see #2 above.

12. For organizations to start supporting and promoting the leaders who get the “people stuff”: promoting those who have been successful only on the basis of their knowledge and achievement isn’t doing our organizations any good. Leaders must have the “soft skills” as well as be knowledgable and results-oriented.

How about you? What are your “leadership wishes” for 2010?

Warning: part of this post may bring up unpleasant thoughts of gore. Ignore them, and enjoy the warm fuzzy feelings you get as you remember some of the best relationships you`ve formed in times of adversity at work.

Do you need to wait to block off time for an “off site” or a “team lunch” to spend time developing relationships with your team? Don`t wait!

When I first stepped out of college with a degree in biology, I was hired by a large pharmaceutical company to do research in a laboratory. This laboratory was screening for anti-atherosclerosis drugs in quail (this bird mimics human atherosclerosis development closely). However, I was brought in to do solo research to screen for anti-obesity drugs in laboratory rats. Much of the time I worked on my own.

Work Can be Lonely

I am an extrovert who gets her energy through interaction with people (not rats). Although I shared an office with the Ph.D. who ran the laboratory, he was an introvert who preferred to stick to himself most of the time. The solo work left me hungry for human contact.

Little did I know that I would enjoy the human contact on Quail Tuesdays as much as I did. Our laboratory and the one next door would gather first thing that morning to collect blood and dissect arteries in quail (yes, birds!) who had been on a high-cholesterol diet and dosed with drugs that might eventually combat atherosclerosis in humans. This was unpleasant work at best for a biologist who is also an animal lover. I may have been just as happy to sit Tuesdays out.

However, the unpleasant activity of dissecting quail provided the chance to sit around a table with the other biologists and have casual conversations. The work was routine, but requiring many hands to get it done, so we were able to talk and learn about each other while we worked.

The science of our work was also a topic, making Quail Tuesdays a team learning activity. I learned to love Quail Day and couldn`t wait to get to work on Tuesdays for the opportunity to learn about my colleagues as well as to learn what they knew about the science of atherosclerosis!

Developing Relationships Helps with the Work

If it weren`t for Quail Tuesdays, I wouldn`t have known the people I was working side by side on a personal level. Those days also provided us with an important connection to the work and what it could eventually mean to thousands if we discovered THE drug (we didn`t, but it was a great dream that we often discussed).

Intuitively, I knew that Quail Tuesdays were important to the overall productivity of our laboratory. Interpersonal connections are similarly important to any organization`s productivity.

In these times when your staff may be working harder and longer, good relationships and connections can make the work easier. Conversations are a part of what makes work life enjoyable and productive. What are you doing to foster great relationships in your workplace? What could you be doing that could be done together as a team, allowing time for the relationships to develop?

• the employee who just doesn’t “fit in”
• the areas of disagreement with other departments
• the customers who just can’t understand the products or services

Mr. Isaac states that we must look for coherence first – before we make judgments. This is the art of appreciating the whole, that helps us to learn to inquire into what is, not to constantly produce what we think should be. This kind of wholistic thinking also helps us to see that all of these individuals are a part of our world, and the way they see things makes sense for them – and possibly us as well.

This kind wholistic thinking has the potential to change a divisive situation into curiousity. When a leader follows their curiousity by using inquiry, the possibiliy of creating solutions that are bigger, better, and more collaborative.

When you feel those judgments (“violent thoughts”) bubbling up, be curious:

• How are these “different” ideas part of a larger whole?
• How might these ideas serve? What benefit can be derived for my leadership and our organization?

With deliberation and discipline, turning “violent” thoughts into inquiry as a way of opening up to differences can be the beginning of the innovation that most organizations seek today.

I am delighted but not surprised at today’s guest post written by Rick Chambers; it reflects what I know about him well. Rick has been a long-time colleague and friend, and one of the most insightful and generous people on the planet. You will see his fine character shining right through his writing. He’s also a humble leader and will, no doubt, be embarassed at my saying these (true) things about him.

Rick is a director of Worldwide Communications for a Fortune 500 who has worked in the public relations field for more than 22 years. An award winning journalist, he is also a published author and an award-winning short-story writer. Rick is a native of Kalamazoo, Michigan. You can find out more about him on his LinkedIn profile.

Orville was a generous, engaging man, quick with a smile, a firm handshake and a boisterous greeting. I rarely saw him in casual attire and never in a foul mood.

Knowing all this made it much tougher to see him on his deathbed.

On one of my last visits with Orville, I took my teenage son along. As you might imagine, forcing him to give up an hour of video games for an hour with a dying old man did not earn me “Dad of the Year” honors. But along he went, surly attitude and all.

The welcome we received at Orville`s bedside was unexpected. Rather than a weak wave and a gasped “hello,” he nearly came out of his bed. His voice was as strong as ever, his smile just as bright. Within minutes, he had my son sitting on the edge of the bed, hand on his arm, listening to the boy`s hopes and dreams and encouraging their pursuit.

On the drive home, the surliness was gone. My son spoke with enthusiasm about the visit. I sensed, as dads sometimes do, a teaching moment.

“What you did tonight,” I said, “meant the world to a man whose life is ending. And what did it cost you? Nothing.”

I believe that experience offers insight for leaders.

Leadership is many things. It`s visionary. It`s administrative. It`s intellectual. It`s determined. It`s steady-minded. It`s focused. It`s performance-oriented. And on and on.

But what some leaders don`t think about often enough are elements like compassion. And sacrifice. And charity?€”not in the modern sense, as in writing a check to your local nonprofit, but in its ancient meaning, that of embracing the value of others and basing your life and behavior on it. (The word for “love” in I Corinthians 13, that favored biblical passage at weddings, was originally rendered as “charity.”) In short, it`s about living and behaving with the needs of others lifted above your own.

When a colleague interrupts my work to share a personal concern, what does it cost me to stop and listen? When a co-worker faces job loss, what does it cost me to sympathize and encourage her? When someone down the hall makes a big mistake, what does it cost me to gently point it out, suggest an alternative and accept an honest apology? What does it cost me to treat others as I want to be treated, even in the face of my own flaws and failings?

Nothing.

So I encourage you, as leaders, to do nothing, too. Watch the profound difference it makes in the lives of others?€”and in yours.

A previous post about extraverted leaders explores some of theory behind Extraversion and Introversion. In brief, an extravert prefers to orient attention on the outside world ?€“ people and activity. An introvert prefers an orientation of the inner world ?€“ reflection and thoughts. In both cases, this is where people with that preference get energy. For instance, an extravert may feel energized after a party; an introvert may feel drained.

A minority of Americans are introverted ?€“ 40%. According to Jennifer B. Kahnweiler, Ph.D., a workplace and careers expert and author of “The Introverted Leader: Building on Your Quiet Strength“, that is also the percentage of introverts that we would expect in positions of leadership in organizations.

It is surprising to some, even the introverts themselves, that introverts can be leaders. Introverts bring great gifts to the world of leadership. I`ve also observed some behaviors in introverted leaders I`ve worked with that they should take notice of, which may detract from effective leadership as well.

Gifts of the introverted leader:

• Provides well thought out strategies and decisions
• Exhibits calm in the midst of calamity
• Focuses on what matters to them with great determination
• Enjoys listening to others

You can see that these strengths can be of great value in our organizations and communities. However, the introverts themselves often feel as if they don`t fit in; with some justification, since our organizations and communities tend to be largely extraverted by nature.

There may be some traits in introverted leaders that bear caution. If you identify with being an introverted leader, you might want to take notice of some of the cautions below, as they are the traits that can possibly cause trouble for you. I`ve included ways to mitigate the behaviors as well.

Introverted leaders:

Can be underestimated when they don`t allow their voice to be heard: Your opinions and thoughts are important to the conversation. If you are unable to give them the proper thought in the moment, request permission to offer your opinions later, after you`ve had time to deliberate and think them through.

May not recognize the importance of connections and relationships in the workplace: Recognize that leadership is fundamentally relational, and if you aren`t out being seen and heard, your followers will make up their own theories and stories about you and what you are thinking. Schedule the time to get out and be seen, and build the relationships you need to grow a network of support.

Might not provide the detail behind their decisions: Because introverts do so much of their thinking by reflecting rather than speaking, there can be a perception that the decisions they make aren`t as well thought out as they really are. Your followers need to know what goes into your thought process. You might consider journaling the detail of your thoughts and practice saying them so that the people who need to hear them can understand the entire picture.

Can become stressed when they don`t pay attention to their need for time alone: Pay attention to the physical symptoms that indicate that you are draining your energy and not recharging your batteries. Finding strategies that help you to maintain this balance are important to avoid stress-induced illness. For many introverts, actually scheduling solitary activities or hobbies into their calendar may be helpful.

Introverted leaders, I wish you the joy of knowing the strengths you bring to your organization and community as well as the full understanding of the cautions that may be barriers to fully using them.

This post, in a collaborative act between Art Petty and myself, is being published jointly today, both here and on the Management Excellence site.

A note from Mary Jo: Art Petty and I met through the social networking realm recently and found that we were kindred souls, of sorts. Through a Twitter conversation, and subsequent telephone discussion about the importance of the words a leader speaks, we came to this place of deciding to collaborate on a post about the topic. Though different views from different aspects of a leader`s words, we found that the collaboration worked to produce a blog post that scans the realm of The Words of a Leader.

I hope that you will spend some time on Art`s site and subscribe to his blog, Management Excellence . You`ll learn a lot from a guy who has much wisdom to impart.

A note from Art: What great fortune it is to have met someone as passionate and thoughtful and pragmatic about the topic of leadership and relationships as Mary Jo. Another wonderful example of the power of social networking!

We discovered in a casual exchange of tweets that we both shared a passion for the impact that a leader`s words have on the individuals and teams that he/she manages. The idea to collaborate on this topic was born and here in our own bit of blogging innovation is our post, complete with two very complementary and very different perspectives on The Words of a Leader. Enjoy!

____________________________________________

Mary Jo:

“We are what we think. All that we are arises with our thoughts. With our thoughts, we make the world.” ?€“ Buddha

“Thoughts become words. Words become actions. Actions become character. Character is everything.” ?€“ Unknown

“Think before you speak.” Mom

The Buddha, Unknown, and Mom were all very smart. They knew that all words arise from thoughts, and the words we speak are words that are capable of the power to build, inspire, create or destroy.

Before a leader`s words actually get formed within the mouth, there is the place of thought. The thought that creates the words might be but a nanosecond. This little bit of time can`t prevent a leader from saying something that was unintended or taken out of context. And because followers tend to be “hyper vigilant” about their leaders ?€“ anything you say has a greater impact than you may be willing to believe.

So this is the connection that a leader needs to be aware of. Thoughts become words that become action. For us to say the right things in order to take the right actions, we may need to begin with our thoughts.

Change your thoughts, change your words.

In our speed-of-light world, we must slow down in order to become aware of our thoughts, to speak and take action in a way that is congruent with our values. You can bet that Tiger Woods and other successful athletes imagine and rehearse successful outcomes before following through on them. Why wouldn`t this apply to you and the words you use as a leader? What successful outcomes do you want your words to speak of?

Imagine using words that will build, inspire and create. What are they? Imagine your words being accepted and used in the way you intend them to be. Consider the values you hold most dear. What are your values, and how will your words describe them? How will they be incorporated into the language you use every day?

Take a mental break from the anxiety, worry and judging that go on in your thoughts. Consider a reflective practice or a meditative practice that will allow you to do so. Just as an athlete must rest his muscles, it also makes sense for us to rest our minds and thoughts. Such a practice has the effect of slowing you down, allowing you to renew yourself at the level of thought. Notice your thoughts as they arise in your practice, and you have begun a process of observing that will start you on a path to improving the words you speak as you go about your everyday life. A reflective or meditative practice has arms that reach far beyond the minimal time you spend doing them.

Where your thoughts don`t serve you, change them. Negative self-talk around guilt, anger, or hatred will not serve to help you say the words that your followers need to hear. When those thoughts arise, ask yourself if they are serving to help you in your leadership. If they aren`t, what would you prefer to change them to?

Your thoughts come through in your words, even if you don`t realize it. Others do. Become aware of your thoughts and your words can be intentional, purposeful and life-giving. You will then find it easier to accept the wise suggestions of my colleague, Art, below.

Art:

I`ve often marveled at the speed that an off-handed comment from the boss can fly through an organization, quickly evolving into policy or direction. “Mary said?€¦,” or, “I just heard that?€¦ .”

Have you had the unfortunate experience of seeing or hearing a manager publicly chastise a subordinate? This abuser seems to take strength from the assertion of power while the receiver visibly shrinks in stature. Observers feel pity for one and anger at the other.

Have you had the good fortune to work for someone that seemed to draw the best out of you through constructive coaching and encouragement? This type of an impact can last a lifetime.

Have you wondered what it is about that manager that everyone wants to work for? The comments usually go something like this: “She`s demanding and holds us accountable, but we`re accomplishing things and having fun in the process.”

A License To Talk:

While the communication process comprises much more than just the words that we string together, the words truly serve to build-up people, teams and organizations. Words inspire, motivate, challenge, teach and encourage.

Or, they serve as the blunt force weapons of personal and professional trauma and destruction.

Good leaders are builders and they form and shape their words into phrases and questions that encourage learning and improvement and risk-taking and more learning. Good leaders are master craftsmen in many ways, and words are some of their most important tools.

Less effective leaders use words like tools as well, but in this case they crassly apply the words of brute force in settings where precision is called for. They use the end of a wrench to pound in a nail, and seem to disregard the damage to the surrounding area. Of course, they should have used a finishing hammer and a nail set.

Other leaders use words to shape agendas. Good politicians broker understanding and alliances through their words. Less well-intentioned leaders use words to sew the seeds of doubt and mistrust and to shape alliances that benefit one person or one team.

Words are powerful tools. Perhaps leaders should be trained and certified on their use. Hmmm., perhaps leaders should be trained in general, much as a master craftsperson would train an apprentice.

Sticks and Stones:

I doubt that many of us have spent a lot of time considering our approach to word-choice much since our playground days, where the use of words as weapons by some is first mastered. The defense of, “Sticks and stones will break my bones but names will never hurt me,” was never really a good defense, was it?

While many of us intuitively understand how powerful our words are, in my own experience
, we do a less than effective job teaching this to our apprentice leaders. Consider how many “coaching opportunities” are created as we deal with teams and individuals that push back based on the “approach” used by these early leaders. Peel away the issues and at the bottom, you`ll almost always find an issue with words.

There`s no manual for this topic, but perhaps a few well-intended “words” will help. Consider sharing this with your apprentice leaders and perhaps you`ll avoid the “he said/she said” coaching calls in favor of something more constructive.

Words of Advice for The Words of a Leader

• Listen more than you talk. Use your words sparingly. Leading doesn`t mean that you are required to talk more than anyone else. Quite the opposite.
• Think before you talk. Choose your words deliberately.
• A well-turned question is often more effective to get people thinking than a dozen statements. Manage your questions to comments ratio.
• All of your words must include respect as a foundation. As soon as respect is left out of your words, you`ve lost.
• Make certain that your words and your body language match. Given a choice between the two, studies indicate that people believe the body language over the words.
• Tough conversations on performance are part of your job. Embrace this reality and don`t sugarcoat your words. Do keep them focused on behaviors and keep the behaviors linked to business.
• Genuine words of encouragement and well-deserved words of praise are rocket fuel for individuals and teams.
• “The do must match the tell.” The words of leaders not backed by actions and support are just so much hot air.
• Be aware that your words as a leader will be amplified and distorted. Manage your words carefully.

The Bottom-Line on The Words of a Leader:

The choice is yours to lead like a master craftsman or a common hack. Choose and use your words carefully and you`ll be amazed at what those around you create.