29 October 2020
We have a new, furry family member at our house. Her name is Greta, and she came to us last December as a ten-week-old pup who was totally shy and had no inkling of canine etiquette. Greta is a beautiful, standard schnauzer who is true to her breed. She is extraordinarily smart and equally as stubborn. I fondly say that Greta vacillates between angel and imp!
During our near eleven months with this precious pup, we have relied heavily upon our wonderful trainer to teach Greta (and for our trainer to teach us how to teach Greta…) the importance of impulse control. Mastery of impulse control is vital as it trains our pets to show respect to others.
Greta has matured a lot in this regard. She is learning that it is not polite to bark at walkers, joggers, and cyclers. She is learning to “stay” until given permission to leave her assigned place. Greta is working on her impulse control to stay calm when dogs are approaching… especially the ones that are larger than she! At long last she has controlled her impulse to lunge at loud trucks, including those mean-sounding and scary-looking garbage trucks. Yes, impulse control is important for Greta, and its mastery could conceivably save her life.
During the past few months of Covid-19’s new normal, I have spent a lot of time walking Miss Greta. As I have seen her grow in her ability to control her impulses, I have also thought a lot about the need for human beings to do likewise.
Regrettably, we witness daily the ongoing deterioration of basic respect across our nation. Why is it that horn honking and road rage appear to have gotten much worse? And what about name-calling and hate speech? Social media provides great value in so many ways, but it has also opened an easily accessible venue where people have become emboldened to spew mean-spirited, derogatory comments.
Next week, the presidential election will officially take place. Regardless of the ultimate outcome, more than half of Americans will likely be ecstatic, and the remainder will be furious.
As mature adults, there is no more important time than right now for us to think about the importance of our own impulse control, especially as we interact with those who do not share our political views. How easy it would be, either in our joy or in our disappointment, to make statements that may be hurtful to others. Is any good accomplished through such insensitive actions? Absolutely not!
Of course, those supporters whose candidates win their races have every right to celebrate, and that is simply fine. However, what is not acceptable is to express that joy by demeaning the opposing candidates or “rubbing it in” via hurtful diatribes. As for those individuals whose candidates do not win… well, we learn a lot about a person’s character in how he or she shows up when things do not go according to plan. Losing while exhibiting grace speaks volumes.
In the weeks to come, “we the people” must take great care to exercise impulse control. In so doing, we can better show respect to one another. And yes, it is possible for us to “agree to disagree” if civility and love reside at our core.
While Greta is still learning to control her impulses, let us take a little tip from this young pup. If through positive discipline a dog can learn “how” to show respect to others, then so can we human beings!
Just remember that those who look up to us are watching our actions. They will hear what we say, and they will see what we do… especially in the days and weeks to come. Our ability to control our impulses at this time in history can teach valuable lessons for the generations who follow.
America, it is high time that we restore decency, civility, and respect into every aspect of our lives. May we all commit to learn from a puppy by showing a little more respect to one another… starting today!
8 September 2020
A few weeks ago my husband and I decided to order dinner from one of our favorite restaurants. We have long patronized this particular culinary establishment because the food is consistently excellent.
Because I had some difficulty placing the order online, I called the restaurant for assistance. As I explained my plight to the individual who answered the phone, the employee said, “Let me get you to the manager. I’m just the chef.”
I expressed gratitude for this individual’s assistance, but before he passed on my call to the manager, I shared the following: “Let me encourage you to stop thinking of yourself as being ‘just the chef.’ My husband and I are loyal customers of your restaurant, and YOU are the reason for our loyalty. YOUR excellent food is why we continue to return for more.” It seemed he was caught off guard for a moment, and then he shared, “Wow! I really appreciate that!”
This experience resonated with me. Throughout my career as I have assumed new roles, I have encountered employees who demonstrated similar, self-deprecating attitudes… “I’m just a Housekeeper”… “I’m just a Facilities Tech”… “I’m just an Administrative Assistant”… and on and on. I cringed with horror and sadness when others would say to me, “I’m just a peon.”
You might wonder what is wrong with individuals who demonstrate such self-effacing beliefs. I would argue that the problem is not with the employees, but rather, the problem is with leadership.
It is the responsibility of leaders to connect the dots for all employees so they can see the direct link between the necessary, important work they do every day and the overall mission and goals of the organization.
A hospital cannot provide safe care to patients unless the Housekeepers are carefully and faithfully cleaning the rooms, the equipment, and every space where patients and guests will visit.
A facility is not going to function efficiently and effectively unless the Facilities Techs are proactive in preventative maintenance and consistently loyal when they are called to come in at 1:00 AM for the repair of unexpected outages.
As for Administrative Assistants, these employees are crucial to the success of leadership and the organization at large. Whether the Admin is ensuring the optimal coordination of the assigned executive’s schedule, soothing the angst of angry customers or organizing the logistics of special events for employees, these vital individuals make a deep imprint… positive or negative… upon the reputation of the organization.
The same can be said for all employees regardless of their respective roles. Every employee has an impact upon the organization’s reputation and success.
As for the Chef… I’m certain that customers don’t choose restaurants based upon the site leader, but rather based upon the food’s quality.
And so I invite you to ponder how much you are doing every day to ensure your employees do not think of themselves as being “just a ________.” It’s your opportunity and indeed your responsibility to ensure that all employees understand the importance of the work they do and that they see the direct connection between that vital work and the organization’s success.
My experience has shown that when employees hear from leaders that what they do is valued, they will turn cartwheels of great performances that can help to further the success of the organization …. and its leaders.
Within Gracious Leadership: Lead Like You’ve Never Led Before, I share how my father taught my brother and me early on in life that every person is to be respected, valued and appreciated… regardless of their circumstances. Yes, every person matters!
26 August 2020
Throughout my adult life, jogging has been my physical fitness activity of choice. I love breathing in the fresh air, seeking to stay healthy and taking advantage of our little “friends” called endorphins. Admittedly, I also love to jog so I can enjoy a bowl of ice cream or a piece of caramel cake without feeling too much guilt. For me, a three-mile run is just perfect. It doesn’t take too much time, and it’s a good enough cardio workout to make my cardiologist happy.
While I have never desired to run a marathon, several years ago I decided to train for a half marathon. You might even consider this goal to be a Bucket List aspiration. In any event, I trained as best I could, given a hectic work schedule at the time. Prior to the actual race, the longest distance I had run without stopping was 8 miles. I thought…. If I can run 8, I can make it through 13!
I was supposed to jog the race with a work colleague, but she regrettably injured her leg prior to the event and was rendered unable to run.
So there I was on that cool Saturday morning in April, ready to tackle this race all by myself. I wasn’t too concerned, however, because I planned to listen to my favorite music on my Walkman.
Ready, set, go!
The start of the race was both exciting and chaotic. The adrenalin rush brought smooth sailing early on. Then as the crowd started to thin out, I realized my Walkman was not working. Well, this was not good as I needed the music to keep myself distracted from the fatigue that would be inevitable.
After about 6 miles, I started feeling sorry for myself. There I was with no running buddy and no music. The most challenging half of the race was still ahead. So I started to focus upon other runners who were close by, but who looked like they were struggling. I jogged to catch up with them to chat for a moment and to encourage them.
Hydration was vital, and both water and Gatorade were greatly appreciated. Yet I noticed when I completely stopped for this liquid refreshment (as opposed to merely slowing down), it became more and more difficult for me to start again.
As I began the last few miles, I couldn’t help but notice the spectators who were lining the streets. They were holding signs and enthusiastically cheering, “Keep going! You can do it!” Every single word of encouragement from complete strangers provided a bit more energy to finish the race.
And I did finish the race in two hours and twelve minutes. While this performance probably won’t be meaningful for anyone else, for me, it was a major victory. Done! Mission accomplished in completing a goal I had never previously attempted.
So what lessons did I learn about leadership from my Bucket List experience?
Leadership Lesson # 1: You can do things you’ve never done before and go farther than you ever imagined in pursuing your goals. Don’t let the fear of failure stop you. You just have to try!
Leadership Lesson #2: You should anticipate obstacles and seek to remove them before they present a problem. Why had I not realized in advance that a Walkman might not have good reception in the midst of skyscrapers and thousands of runners? I should have used other technology available at the time.
Leadership Lesson #3: You can achieve more faster if you are surrounded with a great team. When my jogging partner was injured, I should have been proactive in finding others with whom to run. There’s simply something magical about the positive outcomes that can happen when team members share mutual support for one another.
Leadership Lesson #4: Encourage others, even if you don’t know them. Everyone can benefit from a kind word, particularly in this day and age. Strike up a conversation with a stranger and focus upon them as opposed to dwelling on your own challenges. Be an encourager, especially when others appear to be struggling.
Leadership Lesson #5: Resilience matters. When you’re tired, try to persevere. I found that it was easier to keep going and benefit from momentum as opposed to stopping and having to exert more energy to start up again. I am amazed at the commitment of healthcare employees and so many other essential workers who have demonstrated incredible resilience in the battle against Covid-19. Countless lives have been saved because of their dedication to “keep on keeping on”.
Leadership Lesson #6: When your goal is accomplished, be kind to yourself and celebrate. Take a break to rekindle your passion for the purpose of the work. Savor the moment. In my case following the half marathon, a much needed long, hot bath was certainly in order to soothe my sore muscles.
Through that special Bucket List experience, I actually ran two half marathons in one day…. my first and my last! I’m certainly grateful to have had the opportunity to run this particular race, and I was extraordinarily grateful to have finished.
And now I’m back to my three-mile comfort zone and loving it! I must confess, however, that as much as I enjoy jogging “in the moment”, the very best part of running for me is… when it’s over!
So please excuse me now…. My treadmill is calling me once again!
28 July 2020
Last week my husband and I were out for a routine bike ride. We were waiting to cross a busy road. The traffic signal changed, indicating it was safe for us to proceed. As we were riding across this busy thoroughfare, a car turned left in front of us. The driver was not watching, and she clearly did not see us. No doubt she was in her own world… her zone in which she was solely focused on her agenda as opposed to being mindful of what else was going on around her. Thankfully, we were aware of our environment, and we avoided harm.
How easy it is for us to get into a zone in the workplace. We quickly get sucked into our routines and become so focused on our own agendas and what we must accomplish that we develop blind spots as to what our employees are experiencing.
When I was a hospital president, I made it my practice to shadow employees and physicians so I could observe the realities of their daily work. This commitment to shadow forced me to get out of my zone and to see the broader environment from the perspective of our staff.
As I literally walked a mile in the shoes of nurses, my eyes were opened widely as to the challenges they faced. Shadowing Emergency Room physicians on the third shift gave me a clearer perspective regarding the wide variation in the care they provided. And shadowing a Nutrition Services employee gave me a bird’s eye view of the inadequacy of our kitchen space and equipment. In the latter case, this observation resulted in our tripling the size of the kitchen and dining facilities, allowing our staff to provide vastly improved food and better service to our patients and staff.
Businesses throughout the world have been adversely impacted by Covid-19, resulting in rampant restructuring and layoffs. Employees at all levels must now do more with less, and as such, they are facing challenges like never before. During these unprecedented times, leaders may have a greater propensity to get absorbed in the busyness of their business. This is precisely when well-intentioned leaders can find themselves in a zone where they become less aware of the ever-increasing struggles of their staff.
In Gracious Leadership: Lead Like You’ve Never Led Before I talk about the importance of Shadowing as an important way to show employees they are respected. Through Shadowing, leaders in any industry have a great opportunity to empathize with their employees at all levels and in so doing, to identify ways to become a better place to work.
Whether you commit to watch out for cyclists on your way home or if you promise to incorporate Shadowing within your To Do List at work, becoming more aware of your broader environment shows others that you seek to empathize with them and that you respect them.
What one thing will you commit to do today to get out of your zone and to become a fully respectful, peak performance leader?
27 February 2020
For the past few years, I’ve made it my routine to go to Starbucks for a Café Latte or a cup of hot tea. Every time I patronized one particular location, I drove past a business with a parking lot sign that read, “CEO Parking Only”.
This sign was troubling to me as it didn’t send the right message to employees and customers. Although not intentional, the sign promoting special treatment for the CEO did not convey a “customer first” mentality.
Every time I drove past this sign, it reminded me of a planning session from a hospital I had the pleasure of leading.
We were embarking upon a $100+ Million construction project for our campus. The architects were eagerly seeking employee and physician input on important aspects of the expansion. Although clearly not as exciting as the ideation sessions for new clinical spaces, patient room design and other interior aesthetics, we were encouraged to think carefully about the configurations for the redeveloped parking lots.
I shall never forget that during a particular planning session with physicians, a proposal was presented that showed physician parking close to the entry of a medical office building. This was a common practice for healthcare facilities, and it represented a continuation of the norm for our campus.
One physician shared his frustration that patients walked farther than doctors to gain access to the facility. He lamented that many of these patients were not in good physical condition, and it concerned him to see them struggle as they walked to the building. The physician acknowledged the need for several parking spaces to be designated for doctors who would be called in for emergent situations. And then he made a passionate plea. “Patients will be grateful for a thoughtful medical staff that puts patient needs first. Let’s move physician parking farther out and let patients have the top priority spaces!”
Long story short… as a result of that planning session, physician and administrator parking was moved, and patients received the priority spaces they needed and deserved. To my knowledge, not one single physician complained about this change that could have been perceived by some as an inconvenience.
What an important message this action sent to our patients, our employees and to the community. This departure from the status quo took place because one young physician had the courage to speak up when asked for feedback. Through his fresh insight, he easily convinced his colleagues to do the right thing by living our “patients first” philosophy, even with parking.
As you guide your teams to peak performance, be mindful of the need to ask for feedback from your employees and other key stakeholders. Just remember that those who are closest to the front line will likely have the optimal view of your customers’ reality. And it is new stakeholders who are best equipped to bring a fresh perspective.
Encourage your team members on an ongoing basis to challenge the status quo. Just because, “We’ve always done it that way” is not good enough for today, and it’s certainly inadequate for tomorrow.
Have the courage to challenge old practices. In so doing, your team can create excitement internally and send the right message to your external stakeholders who have the choice of becoming (and remaining) your customers.
As for the “CEO Parking Only” sign, I noticed when I drove by this week that THE SIGN IS GONE! While I have no idea what prompted the removal, hats off to this organization for making this needed change. I’m confident that I am not the only Starbucks patron to have noticed!
For more insights on tools and techniques for seeking feedback from your stakeholders, be sure to read the chapter entitled “Gracious Leaders Seek Feedback” within Gracious Leadership: Lead Like You’ve Never Led Before. The book is available on Amazon in hardback, Kindle and Audible.
19 January 2020
On this special day we celebrate the life and work of Dr. Martin Luther King Jr., an uncommon man who ranks among history’s most influential and impactful leaders. Also, on this special day, I’d like to share with you an adaptation of a story I was asked to convey during the 2011 Martin Luther King Day Celebration in Westerville, Ohio.
This story is about the influence of another uncommon man, a man who lived in Carthage, Mississippi, a small town of 3,000 people…. a town located approximately 25 miles from Philadelphia, Mississippi, the community where three Civil Rights activists were murdered in 1964.
When this man graduated from high school, his father gave him $64 and told him “Son, this is all I have to give you. Go get yourself an education.” This man went to Tulane University where he joined the U.S. Navy’s V12 Program. The Navy afforded him the opportunity to complete some of his collegiate studies at Harvard University. He then returned to Tulane where he finished his undergraduate degree. He ultimately received a law degree from the University of Mississippi.
He moved to Carthage and fell in love with a beautiful young woman whom he married. They looked forward to starting their family, and he began the practice of law.
This man considered himself to be a simple, country lawyer. He frequently smoked cigars; he drove a Ford Pick up truck. He had a deep, slow Southern drawl.
Who was this man, and what did he represent during the turbulent times of the Civil Rights Movement?
This man was both loved and hated by the residents of Carthage. Why? Because this man didn’t accept the racial bias that permeated his community and his state.
This man believed that all people should be treated equally, fairly and respectfully. He and his wife were often the only white people who attended NAACP gatherings. This country lawyer and his wife were invited to dine one evening at the Mississippi Governor’s mansion where they met a certain young Senator from Massachusetts. Along with his wife, Jackie, this Senator (JFK) was on the campaign trail for the Presidency of the United States.
This Mississippi attorney represented his local school board when the federal mandate was issued that the public schools were to be integrated. He was the person who told the School Board that integration was the right thing to do, and he is one of the individuals who personally escorted the first black student, first grader Debra Lewis, to her desk at Carthage Elementary School.
This man was stalked by the Ku Klux Klan. The Klan burned a cross in front of his law office; they burned down the barn on his farm. This man had to meet with the FBI, and he had to carry a gun because the KKK threatened his life, his wife’s life and yes, even the lives of his children.
This man was blamed for having caused integration in Carthage. This man didn’t cause anything. What he did do, however, was to advocate for equity and justice for all people, even when it was not popular, and the stakes were high. The influence of this uncommon man made a long-lasting impact on his community. In fact, at his death, the local newspaper wrote an editorial about the impact of his leadership in trying times. Not surprisingly, this op-ed was entitled “An Uncommon Man.”
This man …was my father… yes, he was my dad.
As a child growing up in the South in the 60s, I well remember Cliff Bailey’s drug store and soda fountain. One of my favorite things to do on Saturday was to walk “to town” to get an orangeade.
One of my most vivid memories was from one particular Saturday afternoon. I remember being afraid when I saw from within Mr. Bailey’s drug store windows the hooded Klansmen, filled with hate, circling the court square, inviting people to attend the KKK rally they were hosting that night. That same night I remember riding in the car along the Pearl River with my father and my brother as my father assessed how many people were attending the rally.
In my mind I can still see the huge flaming cross that burned in the dark of that night. On another night I remember hearing angry people slamming car doors and storming across my family’s back yard as they purposefully tried to frighten us… and they certainly scared me as I remember rolling off my bed and crawling underneath it to hide.
My brother recalled that from time to time we would look out of my father’s bathroom window and see an unknown car. We later learned that the car’s inhabitants were seeking to protect our family from harm.
When our schools were fully integrated, a greater divide occurred in our community. Half of the students went to a newly created private academy and the other half remained within the public-school system.
The “white kids” who stayed with the public schools either drove or were bussed daily to what had previously been the black high school… Jordan High School. I was a freshman at the time. The environment was initially tense, awkward and uncomfortable. Yet the students, black and white alike, began the process of understanding and embracing our new way of life at school.
As our students began to adapt, we found ourselves seeking a commonality of purpose. It was the sport of basketball that seemed to provide the entrée to the unity we desired.
I remember clearly our first “away” basketball trip. The games were over well after dark, and our athletes had boarded the bus for the drive back to Carthage. The tension on the bus was thick, and the silence could have been cut with a knife.
I don’t remember if we won the games that night. However, I vividly remember a much greater victory. As the bus departed the Edinburgh High School parking lot, one of the Black athletes started softly singing the song “Under the Boardwalk.” A few other students joined in unison and within a matter of a minute, all the athletes united in song. This singing represented a special kind of harmony that transcended music as it was symbolic of the unity we would collectively strive to share for a lifetime. The times were far from perfect, and the weeks and months to come would be difficult; but for us, it was a profound beginning.
I can only imagine it was this type of beginning that existed within MLK’s dreams and for which my father longed.
I share this story with you as a reminder of our responsibility as role models, just like my father, to live the dream of the great Dr. Martin Luther King, Jr.
In looking back over my life, the recollections of my father, my childhood and my high school experiences remain among the most impactful memories…. Not because my family was subjected to threats… but because I had a role model father who stood up for what was right, fair and just, even and especially when it was not popular.
Look around you. Today our communities should be overflowing with role models. As leaders within our schools, our places of work and our communities, we have opportunities every day to serve as role models. Role models should not teach others to be afraid or to take the easy way out. Like Dr. King and like my father, role models are to teach others to be courageous and do to what is right, even and especially when it is not easy.
Let us role model for others that integrity is something never to be compromised. My father told me it takes a person a lifetime to earn a reputation of integrity and only a fleeting moment to lose it.
Let us never judge others by their ethnicity or their lot in life. Let us be relentlessly focused on treating every person with the respect and compassion that God expects us to extend.
With so many different cultures now represented in our nation, let us call upon the wisdom and the promise from John 4:35 which says, “Look, I tell you, lift up your eyes, and see that the fields are white for the harvest.”
All of us know we have a great place to live in America… one of the very best in the world. Just imagine how much better our country can be as we consistently share with all people the respect and compassion we are called to extend without regard to color, creed, economic status or other aspects of diversity.
I am grateful for today’s celebration of life of one of the greatest role models of all time. I humbly thank you for allowing me to share the story about my father and my family and the life lessons learned along the way. I look forward to “our” journey as we collectively seek to perpetuate the dream of Dr. Martin Luther King, Jr.
20 November 2019
Don’t you just love Autumn? The glorious leaves are at a peak, and we eagerly anticipate precious time with loved ones while enjoying “family favorite” Thanksgiving traditions.
Another eagerly anticipated aspect of Fall is Rivalry Weekend. During this special time, college football teams across the nation participate in the once a year opportunity to face their fiercest rivals.
As a child my family loved to watch our beloved Ole Miss Rebels take on the archrival Bulldogs from Mississippi State. For both teams, this was the one game of the year that really mattered. My parents taught me early on how to cheer “Hotty Toddy!” with great enthusiasm.
When I moved to Ohio, I learned to shout “O-H-I-O!” and to understand that the game between the Ohio State Buckeyes and the Michigan Wolverines would be the hottest rivalry game of the year.
Having been a college athlete, I have always been mesmerized by the impact of enthusiastic cheers. The accolades from raving fans can be the lifeblood of any team.
I invite you to take a moment and imagine that it’s Rivalry Weekend. Your favorite college football team is undefeated, is ranked in the AP Poll Top Ten, and is clearly expected to win. It’s a beautiful Autumn day, and the stadium is overflowing with fans. The coin is tossed, and your team receives the opening kickoff. Your receiving player runs the ball all the way down the field for a touchdown and …. NO ONE CHEERS.
In the next series, your team intercepts the ball and runs it back to score again and … NO ONE CHEERS.
The same outcomes are repeated time and time again until the game is over and… NO ONE CHEERS… not even the coach.
Because your team was supposed to win. Winning was an expected goal, and for that reason alone, affirmation was not necessary.
Now how ridiculous is that!!!?!!
Yet, this same pattern sadly takes place every day in Corporate America when leaders fail to praise their teams for a job well done. These leaders believe that because the team was expected to achieve stated goals, accolades were simply not necessary.
Leaders who fail to praise their team members for great performances are robbing their teams of the opportunity to build upon positive momentum. They run the risk of having disengaged employees who ultimately feel unappreciated for the contributions they made to organizational success.
A study by the John Templeton Foundation found that 60% of employees say they either “never” receive gratitude at work, or if they do, it occurs perhaps once a year. This is grossly inadequate for the modern workforce!
Millennials are projected to comprise 50% of the employee base by 2020, and evidence indicates they require “in the moment” affirmation for a job well done as opposed to hearing compliments only during performance conversations. Plus, Gallup has reported that “employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.”
Are you taking for granted the efforts required for your team to achieve its goals? Or, are you being purposeful in systematically and sincerely expressing appreciation to your team members for achieving their goals?
Perhaps it is not a coincidence that Rivalry Weekend and Thanksgiving occur during the same week. In this special season when gratitude should be front and center, I hope you will seize the moment to remember that sincere expressions of appreciation are not only needed within our homes and on the football field, they are needed now more than ever before within the workplace.
I hope that starting today, you will become a Gracious Leader who is grateful for the great performances brought forth by your team!
Have a Happy Thanksgiving! And good luck to your favorite team during Rivalry Weekend!
18 September 2019
Today my heart ached deeply when a colleague shared a horrific story about an area high school student whose life may have been permanently impacted by harsh and inappropriate comments from the student’s football coach. The team had lost an important game, and during the first team practice following that game, the coach screamed at one particular young athlete, berating him in front of the other players and essentially telling him he was worthless. That’s right… worthless!
We entrust our children and grandchildren to coaches. They are supposed to be role models, teaching our highly impressionable young people values that will help them succeed, not only on the sports field, but also and more importantly, in the game of life.
Words matter, and it’s simply not acceptable to allow such toxicity to poison the hearts and souls of our students. Yes, harsh words cut deeply. Such messages regrettably have the potential to lead to the unimaginable when students who are teetering on the ledge of despair decide that life is not worth living because they have been convinced they are worthless.
As a student athlete, I was blessed to have had a basketball coach who set the bar extraordinarily high. He expected excellence, and he received excellence by teaching us to give our very best. When we delivered, he was our most enthusiastic cheerleader. When we didn’t deliver, we knew that practices would be long, hard and intense. Yet those most difficult practices filled with abundant tough love never included harsh comments that might have impaired the self-worth of any athlete.
As I am entering the fall season for Gracious Leadership keynote presentations, I have found myself again particularly burdened about the incivility that permeates our country in organizations of all types.
Just last week I was researching the incidence of bullying in our schools and found the statistics to be astonishing. According to The American Society for the Positive Care of Children, one of three students reported having been bullied by other students, and one of three students confessed to having been a bullier. I shudder in wondering how much higher the bullying statistic would rise if we included the impact of bully coaches and/or other toxic leaders in positions of authority over our children.
When you and I sit on the sidelines, we promote bully behaviors by permitting them through our silence. As parents, what will we do now to provide boundaries to the bullies of our children who try to explain away their untenable words and actions by masking them as character-building moments? As leaders in the workplace, what will we do now to confront the bullies who reign with terror in our midst?
Indeed, the time is NOW to find our voices and garner the courage to stop the bullying epidemic in our nation. This call to action happens one person at a time. Dr. Martin Luther King, Jr. shared profound wisdom when he proclaimed,
“Our lives begin to end the day we become silent about things that matter.”
The stakes are too high to be silent in the face of the damage that is being done every day by bullies and other types of toxic leaders. Whether it’s on a sports field, the playground, in Corporate America or within other types of organizations, just remember that we are teaching by example. Today’s followers will become the leaders of tomorrow, and they are highly likely to live what they learn and then to lead accordingly.
For a variety of articles regarding the impact of bully coaches and tips on how to deal with them, I invite you to Google “bully coaches.”
13 May 2019
Listen to the podcast below or find it on your favorite podcasting app via the show’s page.
One of the people whom I love, I’ve heard speak, and read her book on leadership, is Janet Smith Meeks. She is so passionate about how we can lead. She wrote a book called Gracious Leadership. You should check it out. It’s really good. She lives it. She wants to change the world for the good. She’s a leader because she influences those around her.
And I’m am so thrilled to have interviewed her for this episode. This episode is part two of my two part interview with her.
This is THE podcast that advances women toward economic, social and political achievement. Hosted by Betty Collins, CPA, and Director at Brady Ware and Company. Betty also serves as the Committee Chair for Empowering Women, and Director of the Brady Ware Women Initiative. Each episode is presented by Brady Ware and Company, committed to empowering women to go their distance in the workplace and at home.
For more information, go to the Resources page at Brady Ware and Company.
Remember to follow this podcast on Apple Podcasts and Google Podcasts. And forward our podcast along to other Inspiring Women in your life.
19 April 2019
Some time ago I attended a banquet with hundreds of energetic participants. In the midst of the keynote address, the fire alarm was activated. An emphatic, automated message directed everyone to “Evacuate the building immediately!” Participants looked at each other with confusion as a property representative quickly proclaimed, “There is no need to leave the facility.”
The automated alarm brazenly repeated its earlier message to evacuate the building. Seconds later the property representative again said, “Do not leave; this is a false alarm”.
By this time, some attendees left the event while others opted to stay. The mixed messages led to mixed results as attendees did not know which directive to follow. Thankfully it was soon proven that the automated message had indeed been a false alarm.
I was one of the many attendees who opted to stay, and I’m so glad I did. The memorable keynote was inspirational; the event was very well executed by its sponsor; and attendees enjoyed wonderful conversation with colleagues… all of which were desired results that could have been derailed due to the mixed messages of evacuate versus stay.
In the midst of the confusion, it occurred to me that similar situations frequently take place in Corporate America when leaders send mixed messages to their employees. These mixed messages contribute to teams’ falling short of achieving the right results.
One of the Key Ingredients of Gracious Leadership is that “Gracious Leaders Require Accountability”. Within this chapter, I share my conviction that:
Accountability starts and stops with leaders as it is the leaders’ responsibility to be crystal clear with employees regarding expectations.
When leaders send mixed messages to followers regarding the work to be completed, it’s like blindfolding employees, spinning them around, giving them darts and telling them to hit the targets. The desired results are not likely to occur.
I have found that when employees receive clear messages regarding what is expected of them, they are actually relieved because they know exactly what they are to accomplish. There is no confusion about the work to be done… no evacuate versus stay… no peddle-brake, peddle-brake which can cause employee whiplash in the workplace.
When expectations are not clearly expressed, leaders should not be surprised when employees are frustrated and teams fail to deliver. In these situations, it is actually the leader who has failed the team because he or she was not purposeful in defining expectations in advance.
Let me be crystal clear. Mixed messages prevent us from optimizing our most precious and expensive organizational assets … our employees!
As you communicate with your team every day, I invite you to embrace the reality that accountability really does start and stop with the leader. Avoid mixed messages at all costs and be completely clear with your team members regarding the work you need them to accomplish.
For more information about accountability tips that are applicable within organizations of all types, please see Chapter 12 in Gracious Leadership: Lead Like You’ve Never Led Before available on Amazon or on my website.