Category Archives: Leadership

Courageous Conversations – Do You Speak Up for Others on the Small Things and the Big Things?

June 27, 2020 bloomineverygarden Leave a comment

For some people speaking courageously is in their DNA, for others (like me), it can be very hard to have a “courageous” conversation to advocate for yourself or for others. Advocate can sound like really official – in very basic terms, it’s speaking up for others and speaking up for yourself. Very often we anticipate it as a difficult conversation.

I am intentionally framing it as a “courageous” conversation” not a difficult” conversation. Because words matter, it fundamentally changes whether you even choose to have the conversation, the energy you bring to it, and how you navigate it. Here’s the difference – courageous is defined as “the quality of mind or spirit that enables a person to face difficulty, danger, pain, etc. without fear.”

I realized when talking to my daughter about this recently, there can be a long-lasting impact when we don’t speak courageously on behalf of others. This applies to dehumanization and racism that exists in our society, or the conversations and situations that happen in our lives every day where people’s confidence and self-worth are injured by the words, attitudes, and actions of other people.

When we allow people to be unkind or devalue others and to avoid the possibility of conflict, because we consciously or unconsciously desire to preserve a relationship, or maintain a position of power or influence, we are silently supporting injustice. We have to choose courage even if it leaves us vulnerable. It is the sacrifice we choose so that others may live (with the confidence to fulfill their hopes and dreams).

People can speak and behave in ways that hurt others under the guise of . . . . “I speak my mind . . .I’m just speaking the truth . . .I’m direct . . . This is not my issue if they’re too sensitive . . .That is their issue if they took it that way . . .” etc. etc. etc. When we stand-by and say nothing, we lose an opportunity to share the impact of their behavior on others. It is likely impacting their lives and careers in ways they may not recognize, or they may be attributing their challenges to other people and not their own behavior.

I have been subjected to inappropriate words, attitudes, and actions in ways that have been hurtful to me. I haven’t always had the courage to address the conduct of others that was just wrong — in a professional setting or in my personal life. There were times when I needed someone, especially friends, to speak courageously on my behalf and they did not. I am at a turning point, and I am stepping into courageous conversations with purpose and thoughtful intention, not just for others but for myself.

Be the one that speaks courageously on behalf of others – whether they are in the room or not in the room. We all have that compass on the inside to guide us or we can choose to see the discomfort, embarrassment, or pain in the eyes of others.

Don’t look the other way.

©Bloom in Every Garden 2020. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Leadership

Leadership – The Benefits of Empowering Your Team – For Them and For You

August 2, 2015 bloomineverygarden 1 Comment

Empowerment is based on the idea that giving teams the resources, authority, and opportunity, as well as holding them responsible and accountable for outcomes of their actions, contributes to their competence and satisfaction.

Empowerment requires . . .

Leadership to share information and delegate decision making, so their teams execute in a way that drives excellence in service and performance so that they take the initiative to anticipate and solve problems.

Empowerment takes . . .

Leaders who are flexibility on “how” things get done and can accept different outcomes that accomplish the same goal.

Empowerment exists when . . .

Leaders listen to understand, respect and value input, and trust their team’s experience, instincts, and capability.

Empowerment increases . . .

Leadership capacity for other activities and tasks that require their attention.

I recently had an experience that gave me an opportunity to empower my team and I almost missed it.

A client manipulated a process and the team unknowingly authorized it. For a variety of reasons I recommended we stay the course and address the issue at another time. The team did not agree and recommended a different course of action with a solid rationale behind it. I recommended again that we stay the course. They asked me very directly if I would allow them to take personal ownership of this situation. I realized they were very capable of handling it, changed my position, and gave them the authority and responsibility to handle it. They were successful – and the outcome was better than anticipated.

What I learned –

I had to be willing to change my mind and relinquish my position
I had to trust the team and not second guess the decision
I had to be ready to support them if they needed it

Think about your team and how you can empower them – it will ultimately empower you.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Leadership

Leading Volunteers (Part 3 of 3) – Retention

July 15, 2015 bloomineverygarden Leave a comment

Volunteers are often balancing work, family, and even multiple volunteer commitments – they are making choices about how they spend their time. A volunteer’s decision to stay — and be highly engaged and committed — is based on much more than loving what they do. Here’s what they would say . .

What Matters To Me . . .

I Serve With Great People
Roles & Responsibilities Are Defined, It’s Clear Who I Go To For What
I Understand What Is Expected Of Me
If There Is An Issue Concerning Me – It’s Addressed Promptly And Directly

I Feel Valued When . . .

My Time is Respected And Well Spent
I Have the Tools & Resources To Perform My Role
I Am Kept Informed – I Know What Is Happening And Why
My Efforts Are Acknowledged And Appreciated
I Can Make Suggestions And Raise Issues
My Leadership is Accessible And Responsive
My Capabilities and Interests Are Understood
I Am Given Opportunities To Grow Should I Desire To Do So
My Leadership Recognizes The Demands And Challenges of My Role

What matters to volunteers is not very different than what matters to employees – but the game changer is there is no compensation to compel them to stay. Make retention a priority in your volunteer strategy.

Leadership

Leading Volunteers (Part 2 of 3) – Managing Performance

July 15, 2015 bloomineverygarden Leave a comment

Managing volunteer performance is important — especially for volunteers serving in a leadership capacity and for volunteers serving in capacities closest to those you serve. This is often a challenge for leaders who do not want to appear unappreciative for the volunteers’ contributions; or avoid a tough conversation that could result in the volunteer deciding to leave. Ultimately it’s better for the organization to be short-handed vs. “wrong-handed.”

The basis for managing performance is the job description and specific goals and objectives established with the volunteer.

Where To Start . . .

Be clear about the intent of managing performance: it is to ensure everyone is effectively delivering the mission of the organization; and to help everyone be better and do better – it is not to penalize or find fault
Communicate the process during the interview and onboarding process, it can make volunteers more conscious of their performance
Consider 360-degree feedback: feedback is collected anonymously using an online tool, and compiled and delivered to the volunteer in a way that provides a better understanding of their strengths and areas for development

Specific performance issues have to be acknowledged and promptly dressed. What’s most important is to understand why before determining a course of action.

Is it a single incident or does it represent a pattern of behavior?
Is it a misunderstanding of responsibilities or expectations? (e.g. Are they are clear on the what, but maybe not the how?)
Is it organizational fit – is there a fundamental gap – can it be reconciled?
Is it an issue of burn-out? (Will lightening their load or an extended break re-energize them?)

Or . . .

Is it job fit – would they be more effective in another role?
Has the scope of the role grown beyond their capacity (Do they need help?)
Is there potential that can be developed? (Are there specific experiences, training, or self-study that will make a difference? Do they need a mentor?)

Consequences of not addressing performance issues:

It risks a negative experience for those you serve with rippling affects to your brand and reputation in the community
It may cause other volunteers to serve with less enthusiasm and commitment – or leave entirely
It may create challenges recruiting & onboarding new volunteers
Trust and confidence in leadership is affected

Managing performance is a leadership skill and training is often necessary to provide strategies/tools/techniques to ensure consistent application across the organization – which is essential.

Leadership

Leading Volunteers (Part 1 of 3) – Talent Acquisition

May 24, 2015 bloomineverygarden Leave a comment

Thoughtfully and purposefully selecting volunteers is the basis for a rewarding experience for both the organization and the volunteer.

Take the time to develop job descriptions and define the skills, experience, commitment and behaviors that roles require. It’s the basis for screening, interviewing, and managing performance.

Actively seek new talent (before you have an opening) to manage organizational growth, succession planning, or a sudden vacancy. Your leadership and best volunteers are “talent scouts.”

Make application screening a top priority, speed of response and professionalism of interactions are critical. The process has to be well defined (who, how, & when) including application intake & acknowledgement, application review, reference checking (if applicable) and communication with the volunteer.

Consider a team interview process using a interview worksheet for each interviewer to assign a score for each aspect of the role outlined in the job description. Discuss their motivation (which drives their commitment) and how they expect to contribute.

Trust your instincts – is there an overwhelmingly positive impression or an unexplained cause for concern?

Placement makes all the difference, consider where the volunteer will best serve the organization now and in the future. Beyond qualifications & organization fit – how well can this individual’s personality and style fit the team they will work with?

Close the loop and provide prompt feedback – the volunteer should not have to wonder where they are in the process.

Invest in onboarding, revisit the job description and commitment, confirm availability for scheduling, plan training, describe how they can share ideas/feedback, and schedule introductions to the team. Also schedule a touch point 30 days after they start to ensure things are on-track.

Remember the volunteer is watching for indications of how your organization operates as a signal of what their experience will be serving with you. The quality of their experience will impact how they talk about your organization – especially to other potential volunteers. Their experience should make them even more excited and motivated to join your team.

Leadership, Your Career

When Your Leader Needs Leadership

February 16, 2015 bloomineverygarden Leave a comment

There are times when your leader may need a fresh perspective, guidance, or the truth.

They may seek your counsel, or you may decide to engage them if they are . . .

Under Fire – managing a crisis under immense pressure to make tough decisions quickly
Near the Brim – demanding above and beyond the organization’s capacity without recognizing the level of resources and effort required
All Over the Place – creating confusion and inefficiency due to a lack of focus and clear priorities
Out of Tune – exhibiting a pattern of behavior, decisions, and/or communications that’s disconnected them from the heart and soul of the people in their organization

When They Seek Your Counsel:

Listen carefully and playback for clarity
Confirm their intentions and goals
Offer options they have not considered – don’t hesitate to ask for time to develop a point of view
Recognize there are broader considerations & implications that may determine the path forward

When You Engage Them:

Engage face to face to observe their reaction and adjust your strategy (no email!)
Consider when you will have their attention and focus – timing is everything!
Connect it to what they value (their performance, team results, etc).
Organize the facts and collect enough data points to support your position
Develop possible solutions and offer to be directly involved (be more than just the messenger!)
Keep your delivery concise (with supporting information should you need it)
Be realistic about the outcome – and open to how and when your leader chooses to respond

Leadership, Your Career

Leadership – Who’s On Your Team?

January 17, 2015 bloomineverygarden Leave a comment

Is Your Team Positioned To Fulfill Its Purpose At The Highest Level Possible?

Consider your team’s purpose and goals (near-term and long-term), what skills, talents, and experiences are required? Are there gaps?

The Thinker . . the creative engine – has vision and thinks big!

The Architect . . translates the vision into the design and a plan.

The Butterfly . . actively seeks different experiences and brings that perspective to the team.

The Connector . . has the relationships and networks to reach valuable resources.

The Doer(s) . . executes specific tasks and instructions with a quality and detail focus.

The Challenger . . expresses contrasting point of views and isn’t afraid to be honest.

The Believer . . they’re committed – no matter what it looks like, “they don’t stop believing!

Don’t Forget Chemistry – How individual styles and personalities complement one another will ultimately impact how effective the team will be.

Leadership, Your Career

Leading Your Team Through Change

January 17, 2015 bloomineverygarden Leave a comment

When managing organizational changes, leaders can focus the majority of their time on planning and executing the change and a much smaller portion of their time on preparing and engaging their people. Some leadership models do not encourage transparency and engagement, leaders may avoid what they believe will be difficult conversations, as long as they can.

Just the opposite is true, engaging your team as early as possible (and before rumors start) can deliver a great return – and make a difference in the team’s focus and productivity. It can also retain valuable talent during and after the transition.

You Have to Know Them – their skills & capabilities, interests and aspirations, level of commitment, and the extent of their willingness & flexibility.
You Have to Tell Them – share what is changing and why — and more importantly what your organization hopes to achieve as a result. Their immediate concern will be how it will impact them – sometimes you won’t have all the details, explain the process that will be used and when you expect those decisions will be made.
You Have to Hear Them – listen carefully to their words (or absence of them) and the emotion behind them (often fear and anxiety); re-state what you’ve heard for understanding, acknowledge their concerns and their emotions, and respond with honesty & compassion to set expectations.
You Have to Involve Them – ask for their help in designing new solutions or solving problems, it demonstrates value for their experience at a time when they may feel uncertainty.

. . . And They Should Know What To Expect from You . . . the best way to position your team for change is to build a culture of trust and respect for your leadership every day.

Leadership, Your Career

Leadership Under Pressure – Maintaining Your Focus

October 12, 2014 bloomineverygarden 1 Comment

How do you maintain your focus, composure, and momentum as a leader when you’re under pressure?

Be clear about your purpose which will define your priorities – be mindful of your motivations and intentions
Be respectful and honorable even when you are not treated that way; remember you are responsible for your behavior and everyone else is responsible for theirs
Acknowledge the pressure and give yourself permission to take a pause for a “personal huddle” – remind yourself of your gifts & talents and the experiences that have prepared you to succeed
Establish a filter and decide what justifies an investment of your time and attention; everything that happens does not require a reaction or a response – recognize and dismiss the distractions
Organize yourself and take the time to develop a plan – compile all the mental reminder, lists, post-its notes, and notepad entries in one place
Seek wise and trusted counsel – you don’t have to solve everything on your own
Communicate clearly and often – it reduces repeat questions, it minimizes confusion caused by the absence of information, and makes you more productive
Be solution oriented when issues surface – spend about 60 seconds on what happened or didn’t happen; shift your attention quickly to “how do we resolve this?” and be open to the possibilities

©Bloom in Every Garden 2014. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Leadership, Your Career

The Emergence of Compassionate, Authentic and Servant Leadership

July 16, 2014 bloomineverygarden Leave a comment

Leaders can be consumed by delivering results. In business –
it’s driven by increasing dividends to shareholders, in education –
it’s the pressure of rigorous student testing requirements and
performance measurements, in the non-profit arena – it’s constant fundraising and meeting donor expectations.

I am so excited about the evolution underway in leadership
validated by science and emerging research. Leaders be authentic, compassionate, care about the well-being of those around them and their community – and deliver superior results!!

This leadership concept has been clouded by assumptions that these qualities demonstrates weakness, avoids resolving difficult issues and having hard conversations, and does not drive a high
performance culture.

Thought leaders from both the academic and business community are weighing-in and the data tells a different story. These models of leadership drive a higher level of customer focus and innovation,
quality, profitability, productivity, efficiency and build results
focused teams.

Companies who practice these models of leadership are clearly leaders in their industry and are among the Fortune’s Best Companies to Work For. The reality is that data correlated to results is the proof that opens business minds to consider a different approaches to leadership.

How Are Those Leadership Models Defined:

Compassionate Leaders understand and use power responsibly. Compassionate Leaders understand people’s motivators, hopes, and difficulties to create the right support mechanism to allow people to be a good as they can be. They take responsibility for the growth and development of others.

Authentic Leaders are genuine in their intentions and understand the purpose of their leadership is serving their customers, employees, investors and not their self- interest. Authentic leaders have high levels of emotional intelligence (EQ), a deep sense of oneself and one’s impact on others. They lead with their hearts, as well as their heads.

Servant Leaders focus primarily on the growth and well-being of the people and the communities to which they belong. They share
power, put the needs of others first, and helps people develop and perform as highly as possible. Servant Leaders follow these
principles: service first, community building, persuasion
not coercion, followers willingly follow, and leadership is a journey.

I would also suggest that spirituality and faith is an important
guiding force for these leaders, and a desire to build something much more important than results – long lasting relationships and legacy.

References

Christina Boedker, The Rise of the Compassionate Leaders: Should You Be Cruel to Be Kind? https://www.businessthink.unsw.edu.au/Pages/The-Rise-of-the-Compassionate-Leader–Should-You-Be-Cruel-to-Be-Kind.aspx

Emma Seppala, Ph.D, The Unexpected Benefits of Compassion for Business. http://www.psychologytoday.com/blog/feeling-it/201304/the-unexpected-benefits-compassion-business

Bill George, Peter Sims, Andrew N. McLean, and Diana Mayer; Discovering Your Authentic Leadership. http://hbr.org/2007/02/discovering-your-authentic-leadership/ar/

Bill George, Mindful Leadership: Compassion, contemplation, and meditation develop effective leaders. http://www.billgeorge.org/page/mindful-leadership-compassion-contemplation-and-meditation-develop-effective-leaders

Megan Schmidt, At Your Service, Servant leadership culture builds efficient and results-focused teams. https://greenleaf.org/wp-content/uploads/2012/10/ASQ-Quality-Progress.pdf

Greenleaf Center for Servant Leadership. What is Servant Leadership? https://greenleaf.org/what-is-servant-leadership/

Additional Resources:

Daniel Goldman, Author, Emotional Intelligence. http://www.danielgoleman.info/

Modern Servant Leader, Fortune’s Best Companies to Work for With Servant Leadership. http://modernservantleader.com/servant-leadership/fortunes-best-companies-to-work-for-with-servant-leadership/

The Greater Good, The Science of a Meaningful Life. Compassionate Leaders are Effective Leaders. http://greatergood.berkeley.edu/article/item/compassionate_leaders_are_effective_leaders

©Bloom in Every Garden 2014. Unauthorized use and/or
duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Bloom in Every Garden, Season, and Circumstance of Your Life