Veterans Day starts with a great story from Sid Prejean! He wrote, \”Banners went up yesterday in my home neighborhood, South Scranton, PA, honoring my Dad and five uncles, all brothers. They were all overseas in WWII at the same time. All came home.\” Happy Veterans Day to everyone I served with and to all who serve!
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(On LinkedIn) Thanks again Jerry Meyer because your post has sparked many great conversations about communicating with our people. In this situation there is no right or wrong answer, but it points to the need for leaders to know the people they work with. #people #leaders From Jerry Meyer, Smartsheet Guru, CEO Fiscal Care I got wind that an employee of ours had gone for an interview at another company. I called the potential employer, and encouraged him to hire this employee. I told him what an excellent employee he is, and how much they would benefit from hiring him. The employee found out. Looking at me like I\’m crazy, he asked \”Why are you doing this?\” I\’m no saint, and I\’m not crazy. I did it because this particular employee had maxed out at our company. I could not provide him with the opportunity he was looking for to progress in his career. There are few things that damage a person\’s morale more than coming to work day after day, feeling that you are trapped in a job. Golden Handcuffs stink. When I interview people, I always tell them that if they max out I will help them find a new job and push them out the door. I believe that it has benefited the company as much as it has benefited our employees.
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Building a collaborative culture that emphasizes the strengths of every person on the team is a key benefit of emotional intelligence (EI). EI also allows the leader-member relationship to identify and improve the weaknesses of all parties. An open communication bond in your organization will ensure that the same opportunities are afforded fairly to all parties. EI research tells us that leaders must understand their own emotions and emotional experiences, giving them the tools necessary to help other control their own emotions. The key is to reflect on one’s own emotions, the meaning of those emotions, and the underlying associations between emotions and outcomes. These skills should lead to quality relationships, effective communication, and regular feedback to create an atmosphere of trust, opportunity, and innovation. These are but a few of the benefits of EI. “The delicate balance of mentoring someone is not creating them in your own image but giving them the opportunity to create themselves.” — Steven Spielberg
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Good coaches energize people to commit to an effort and to enthusiastically put the team’s goals above their personal wants and desires. So many times, people can be ready, willing, and able to put even grievances aside when they are exposed to a vision that clearly maps out the kind of team they want to be part of. Good coaches help their teams get excited about how team success can translate into satisfaction of personal goals. Great coaches inspire goals that equally satisfy the person and the team. The book Good to Great by Jim Collins points to how corporate culture and discipline allow organizations to achieve greatness over goodness. This is about the ways in which disciplined people working well together can reduce or eliminate the need for hierarchy, bureaucracy, and excessive controls. Coaches can allow their players to pursue their goals and can align all those individual pursuits with the goal of the team. Do you think this path to success can work for you as a leader?
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The key to success is knowing your people. Work with them to find a challenge that can help them grow and prosper. Challenging people is important to motivating them. You want them to strive for something more than they think might be possible. You want to allow them to be creative in that pursuit, because that allows them to think outside the box. They may perform better than ever with this kind of freedom. Success is achieved by energizing people to give the effort and enthusiastically support the team, sometimes having to put their personal desires on the back burner. The leader’s job is to allow those personal desires to be part of the goal, so everyone gets something that they value. You may find that this approach leads to people being ready, willing, and able to put even grievances aside for a common goal that is personally and professionally rewarding. This is when you know you have created an effective team.
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The real rewards in coaching may not be realized in this season or in the next. This is true whether you are winning or losing. But one day you will see that person succeeding, not just in sports, and you will have your reward. Real success comes from seeing a person who could do nothing without your instruction grow and learn to do everything without your instruction. It comes from knowing you gave your players the keys to life and allowed them to learn how to use them.
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I am fortunate because coaching delivers so many gifts. I met Luke Christensen about 3 years ago when he asked me if he could take photos of my football team’s games. Before I knew it, I saw him taking photos at many sporting events. Fast forward to Luke the professional photographer. In true 3D fashion (Dedication, Detail, Discipline), his business is growing and he’s adding education to his resume. I was very happy to hear from him this week. “Yesterday had been 2 years since I started doing sports photography officially. Just wanted to say thank you again! That was the door opener to a career for me. From that moment I knew I wanted to do sports photography. I am now shooting for college and team (opportunities), and I leave for college in June. You can check out my work here!
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Happy that IGI Global moved up the publication date of my new book from January 2022 to October 2021. Analyzing Telework, Trustworthiness, and Performance Using Leader–Member Exchange takes a COVID perspective to address an understanding of and solutions to teleworking, trustworthiness, and performance issues. Overall, it suggests using a strategic approach that encourages participation and that is required to achieve, understand, and build buy-in for teleworking. The organizationally sanctioned program must exist. The use of LMX is beneficial in exploring the factors that contribute to motivating the target audience: employees. A culture of self-motivation is necessary to empower employees, but there must also be a culture of enforcement when needed. Finally, buy-in at all levels of the organization is crucial to the success of a telework program. The parts of the strategic approach mentioned here will be enhanced with the resources provided in this book: how to develop leaders, motivating employees, increasing productivity, using EI, managing radical change, and learning from the research provided. Viewed through the lens of a management context, these components make the recommended strategic approach possible and can deliver an effective framework for results.
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While watching the movie “Extraction” starring Chris Hemsworth and Rudhraksh Jaiswal, Jaiswal says to Hemsworth, “You drown not by falling into a river, but by staying submerged in it.” Jaiswal said he read it in a book. For me, the quote speaks to perseverance, commitment, and positivity. The quote was so profound to me that I had to Google it, and I found that it is from Paulo Coelho de Souza, a Brazilian lyricist and novelist. According to Google Books, his works have sold more than 175 million copies worldwide. Of course, I checked for other Coelho quotes and found many. Another one I like is “There is only one thing that makes a dream impossible to achieve: the fear of failure.” Dare to try.
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Dr. Brown just completed a one-year leadership development program at Old Dominion University in Norfolk, Va.
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