http://www.teamfusion.net/index.php/site/index/ en marjorie@teamfusion.net Copyright 2010 2010-03-02T01:32:00-06:00 http://www.teamfusion.net/index.php/site/how_to_accept_generosity_from_your_team/ http://www.teamfusion.net/index.php/site/how_to_accept_generosity_from_your_team/#When:02:32:00Z Don’t you find that it’s easier to help others but not accept help from others?  Why do you say ‘NO’ when people offer to help you?  Why do you refuse generosity from others? There are many possible reasons that you may struggle with accepting and asking for help.  Some likely rationale includes: 1. You don’t believe that you are worthy of help and generosity. Accepting help from others is a form of taking care of yourself.  By allowing others to lend a hand, you are sending a message to yourself that you deserve assistance – which will in turn attract more kindness and assistance. 2. You don’t want to inconvenience others. Think about this: Most people don’t offer help unless they are sincere and are in a position to do so.  While accepting offered help is hard because you might have a fear that you are putting someone out, ASKING for help may be even more difficult.  You’ve got to trust that people do the best they can, and are more likely able to help if you say yes.  If you ask for help and suspect they aren’t able to, try to separate their lack of interest from the validity of your request. You can only be responsible for your own behavior.  If you have a balanced and humble approach to asking for help, then there is nothing to feel guilty about. 3. You think you can do it better than anyone else. You’ve heard the saying, “If you want something done right, you better do it yourself.” If you are a person who lives by this motto, you may find yourself juggling too many things because you need a sense of control.  And, control is something difficult for most leaders to release. There is the predicament between wanting to have your hand in everything to ensure things are done correctly and resenting the responsibility and burden.  Does this sound familiar?  If so, ask yourself the following questions: • Why do I need to have things done my way every time? • What is the worst that can happen if something is not done my way? • What can I let go of and what do I need to hold on to? Sometimes you have to make a difficult choice between something being done perfectly and giving yourself a much-needed break. Sometimes you simply have to pick your battles in order to save your sanity! Two Techniques to Accept Help and Generosity First, create an affirmation statement that addresses your obstacle to accepting help.  For example, “I will let go of micro-managing the project and focus on the outcome through status updates.” Make the statement a reflection of your personal feelings about the situation.  Repeat it daily, especially when you find yourself in need of help. Second, start behaving as though the desired change has already happened.  In this case, try to act like a person who asks for and accepts help easily. You can: 1) Ask for help a few times a week, with the conscious intention that you are doing so to grow.  Start with the easier things to ask help with before jumping to the larger requests. 2) Accept offered help a few times a week, reminding yourself that you are worthy of help and don’t need to control every aspect of a task. Think of it this way:  Kindness that you show to others will flow back in your direction if you allow it.  As a leader you do not always need to be strong.  Give your team the opportunity to serve you from time to time.  They will surprise you, and you will be given a breather to regroup when you may need it most. Until next time...lead like you mean it! Marjorie 2010-03-02T02:32:00-06:00 http://www.teamfusion.net/index.php/site/punxsutawney_phil_and_teamwork1/ http://www.teamfusion.net/index.php/site/punxsutawney_phil_and_teamwork1/#When:22:18:00Z Originally posted 2/4/08—and it still applies… Believe it or not, I spent last weekend in Punxsutawney, PA celebrating Ground Hog Day along with 20,000 otherwise normal people!  Why?  That’s an absolutely brilliant question, and one for which I have absolutely no brilliant explanation other than I thought it would be fun --- once. The idea began as a lark – an invitation from good friends for a once-in-a-lifetime Adventure – and ended up showing me what can be accomplished when leadership pulls together around one common goal creating a unique moment in time. Activity at Gobblers Knob officially began at 3am and continued until 7:30am when Punxsutawney Phil made his prediction of another six weeks of winter.  The majority of the crowd arrived by bus and was entertained with great music, dancing, contests, stories, periodic time checks, three marriage proposals, and a fireworks show. The event was playing off the strengths of 23 gentlemen, known as ‘The Inner Circle’ (http://www.groundhog.org/index.php?id=39), which made the experience exceptional.  Imagine a team of 23 interacting and directing a crowd of 20,000.  Here are my observations of Punxsutawney Phil’s Inner Circle team. High-functioning Team Characteristics 1. Members took time and focused on each individual guest request. 2. Members were highly visible during the entire day – not just for Phil’s prediction. 3. Members were flexible – job sharing and rotation was common and expected.  (Phil’s “handler” also did commentary at the Ground Hog Zoo and was a photographer.) 4. Members spoke to each other directly with respect and humor – avoiding sarcasm and put downs. 5. Members had the same agenda – all communication was consistent; each supported efforts of other team members. Your team may not be responsible for putting on a big event for 20,000 customers, but your team does need to perform.  It takes the concentrated effort of every team member to consciously build better working relationships. My question: Who is in your Inner Circle that gives you diversity in strengths, style, and thinking?  You would do well to study the behavior of Phil’s elite team. Until next time...live like you mean it! Marjorie 2010-02-03T22:18:00-06:00 http://www.teamfusion.net/index.php/site/support_a_grieving_team_member/ http://www.teamfusion.net/index.php/site/support_a_grieving_team_member/#When:15:36:00Z In Memory of my Step-Dad, Robert Meyer (1927-2010) - You will be missed! Most leadership programs begin with a description of the attributes of the leader.  A leader has vision, courage, and inspires others.  All of that is important but, for me, leadership is also a journey toward wholeness. Your leadership journey starts by looking inward to understand WHY you are here and WHAT it is that you are here to do.  Before you can lead others, you have to discover yourself.  A leader today cannot impose himself on others; he makes himself available to others.  Nothing is more powerful than someone who knows who they are. It is in the knowing of yourself that you have the ability to help a team member who is suffering.  Most organizations have clearly defined funeral/bereavement leave for any death, sometimes even non-family members.  One study conducted by the University of California concluded that “employees did find support from the workplace.  Co-workers and supervisors attended funerals, provided food, helped with travel arrangements, and sent flowers or cards.” Yet, grief does not heal within the typical 3-day leave.  What else can you as a leader do to support a team member going through the grief cycle? Consider: • Temporary reduction in workload • Providing a good listening ear.  Sincerely ask how they are doing. • Offering to transfer employee closer to family, if possible • Give a book on grieving • Collect cash to help offset unexpected funeral expenses • Make phone calls to ‘just check in’ • Provide additional time off if they are having an especially bad day trying to cope with grief • Do not pretend everything is fine and nothing happened • Do something concrete rather than just making an offer to help • Allow them to take Sick Leave (rather than Bereavement Leave) if your company has a strict interpretation of the word “family.” These days, many folks have been raised by aunts and uncles rather than biological parents. Elizabeth Kuhbler-Ross said, “The most beautiful people we have know are those who have known defeat, known suffering, known struggle, known loss, and have found their way out of the depths.  These persons have an appreciation, sensitivity and an understanding of life that fills them with compassions, gentleness, and a deep loving concern.  Beautiful people do not just happen.” Remember, grieving is a long process.  Employees who are allowed to fully grieve are more likely to return to work sooner and concentrate better than those who lack support.  And, a good listener who does not pass judgment or make gratuitous suggestions is priceless.  Be that priceless leader! Until next time...lead like you mean it! Marjorie 2010-01-20T15:36:00-06:00 http://www.teamfusion.net/index.php/site/whats_your_major_leadership_anxiety/ http://www.teamfusion.net/index.php/site/whats_your_major_leadership_anxiety/#When:19:47:00Z All of the great leaders have had one characteristic in common: it was the willingness to confront unequivocally the major anxiety of their people in their time. This, and not much else, is the essence of leadership. (John Kenneth Galbraith) Today this quote landed in my Inbox and it got me thinking.  Are GREAT leaders really willing to confront the major anxieties of their team? Perhaps its Mr. Galbraith’s use of the word “confront” that bothers me.  There are several programs available dealing with confrontation (very good ones, by the way) that you can tap into.  Yet, isn’t that why organizations are buying these programs—because their leaders are unskilled at confronting the behaviors shown by team members? Some leaders are hesitant because, well, people get so...emotional.  Sometimes you just don’t know how to respond in that kind of situation.  But there is hope...go back to the quote. It is in your willingness to listen to the anxieties of your team that you can become great.  When you show that kind of empathy consistently, your team will trust you more and be better prepared to overlook your flaws when you don’t always get things right. THOUGHT TO PONDER: What issues are facing your team that are causing them anxiety? If you don’t know, go ask them. If you do know, are you guiding them through it? Until next time...Lead Like You Mean It! Marjorie 2010-01-05T19:47:00-06:00 http://www.teamfusion.net/index.php/site/your_3_year_vision_plan/ http://www.teamfusion.net/index.php/site/your_3_year_vision_plan/#When:16:08:00Z Recently, I came across the concept of creating 3-year Vision Plan instead of just creating a list of goals for the upcoming year. This visioning is a more holistic way of looking at what you want in your life.  It encompasses more than just business goals.  It incorporates how I see my entire life – family, financial, spiritual, relationships, health, and education goals. Looking at each area, and how they all work together, has made a huge positive impact on which tasks I work on daily.  The excitement of accomplishment is restored because I can see forward movement.  The interesting thing about visioning 3 years out comes after you do it regularly.  I found that the 1 year goals now did not seem like a stretch. The question you need to ask is:  “What DO I want my life to look like in 3 years, if I had time to create it?” It gives you a different perspective on being present in THIS moment, and being excited about your journey 3 years from now. So now each year, I create a 3-Year Vision Plan of what I want my business to look like.  I write it in the present tense (as if its 3 years from now and the goals are complete).  Goals are definitely important.  But imagining the whole picture – everything you want your life to be – gives you an active role in your future. What does this have to do with your leadership role?  Plenty!  You cannot lead simply from intellect.  It skews the balance in all aspects of leading people.  Not every team member will connect with you on a purely intellectual level.  You need to connect through your mind, body, heart, and spirit.  Your success depends on it. MIND: Provide ways for you and your team to learn. BODY: Provide different physical ways to increase thinking.  For example, conduct brainstorming sessions with the group standing around flipcharts posted around the room; walking the mall with someone taking notes; take stretch breaks every few hours away from your desk. HEART: Provide opportunities to connect empathetically – caring about the well being of each team member. SPIRIT: Provide space to find your “voice” and inspire others to find their.  (My thanks to Stephen Covey and his 8th Habit for this one!) Your Simple Goal Setting Activity: Sometime this week, create your 3-Year Vision Plan dated January 4, 2013. Include: • What do you envision for you and your team in January 2013? • Write your Vision Plan by being very specific, realistic, and stretch yourself.  Incorporate the Mind, Body, Heart, and Spirit into your Plan.  Identify business areas for your team.  Some examples: productivity, customer service, profitability, rework costs, employee turn-over rates, morale, quality assurance, vendor relations, expense reduction.  Identify other areas for yourself.  Such as family, fun, hobbies, community involvement, finances, church, relationships, health/wellness, professional development.  Add as much as you need to as you see yourself living 3 years out. • Record the measurables and tangibles so you can track your progress during the next 3 years. • Write in the present tense – as if it were 3 years from now. • Share your Vision with the team (at least their part in it).  Better yet, get their input while you’re creating the Plan. Until next time...Lead Like You Mean It! Marjorie 2010-01-04T16:08:00-06:00 http://www.teamfusion.net/index.php/site/communicating_a_persons_worth/ http://www.teamfusion.net/index.php/site/communicating_a_persons_worth/#When:21:06:00Z Stephen Covey said, “Leadership is communicating people’s worth and potential so clearly that they come to see it themselves.” So I ask you, Leader, in what ways are you communicating your staff’s worth and potential to them during a normal work day? The worth of a team member speaks to their value, significance, and importance to the team.  In other words, how they contributed to the success (or failure) of a project.  I’ve found that it is much easier to point out the deficiencies in performance.  Why?  Because your customers are more than happy to point out when something goes wrong or isn’t done correctly.  Sidebar:  Be grateful for the customer that complains because you now have concrete information on what to fix! On the other side of the coin - the great work performance - is also easy to identify and acknowledge.  As managers we usually heap lots of public praise and recognition on our star performers.  Sometimes, we even reward their excellence by giving them even more work.  (This is not a great reward by the way.) My problem is how to recognize the worth with the “edge” of the coin; or, those employees who do their job but are neither stellar nor dead weight.  They play a part but don’t stand out.  They contribute but don’t seek attention.  You might be asking yourself, “Why bother with learning how to make a person feel worthy and live up to their potential?” Simply, one of the greatest gifts you can give another person is the gift of feedback.  When you have two-way communication (both giving and receiving feedback) you validate the effort that individual made on behalf of the team.  Another set of eyes witnessing your work struggles and triumphs increases confidence to attempt even bigger things.  When the ‘other set of eyes’ is your manager it means even more. How to Bring out the Best in People so they see their Worth and Potential: 1) Expect their best from the start. 2) Understand individual team member needs. 3) Create an environment where failing isn’t the end of a career. 4) Establish clear guidelines on acceptable - and expected - standards of performance. People like to know what needs to get done, how to do it easily and efficiently, and be acknowledged for the part they played—even if they are wallflowers. Cheer on your team and reap the rewards. Until next time...lead like you mean it! Marjorie 2009-12-17T21:06:00-06:00 http://www.teamfusion.net/index.php/site/leadership_through_learning/ http://www.teamfusion.net/index.php/site/leadership_through_learning/#When:17:45:00Z "Leadership, like swimming, cannot be learned by reading about it.” -Henry Mintzberg I consider myself a life-long learner...love to read business books, attend workshops, speak at conferences, do webinars, etc.  A popular philosophy about a decade ago was, “Knowledge is Power.” Terrific—this aligned with my thinking!  Top Leadership Books include: 1.  Most things by John C. Maxwell - ‘Leadership 101’, ‘The 21 Irrefutable Laws of Leadership’, “The 21 Indispensable Qualities of a Leader’ 2.  ‘Leadership and Self-Deception,’ Arbinger Institute 3.  ‘Strengths-Based Leadership,’ Tom Rath 4.  ‘Primal Leadership: Learning to Lead with Emotional Intelligence,’ Daniel Goleman 5.  ‘The Leadership Challenge,’ Kouzes and Posner 6.  ‘Good to Great,’ Jim Collins 7.  ‘Servant Leadership,’ Greenleaf, Spears, Covey 8.  ‘Principle Centered Leadership,’ Stephen R. Covey 9.  ‘What Got You Here Won’t Get You There,’ Goldsmith and Reiter 10. ‘First Break All the Rules,’ Buckingham and Coffman This list is just the beginning of knowledge you can acquire on the topic of leadership. Now the interesting part begins… What do you do with all the theories, tips, and techniques contained in the pages of these volumes?  You can contemplate and consider the words of these thought leaders, and never attain any leadership skill. You need to decide which theory is most authentic for your personality and style (or create your own!) and go out and PRACTICE leadership.  It may be at work - regardless if you have the official title - , home, neighborhood, church, or you volunteer for a cause.  My point is: Get out and try some of the leadership practices you want to. Remember, you cannot lead if you’re at home surfing in your Lazy Boy recliner.  Knowledge in Action is Power. Until next time...lead like you mean it! Marjorie 2009-11-10T17:45:00-06:00 http://www.teamfusion.net/index.php/site/can_you_make_a_decision/ http://www.teamfusion.net/index.php/site/can_you_make_a_decision/#When:16:14:00Z "Be willing to make decisions. That’s the most important quality in a good leader.” -Gen. George S. Patton, Jr This quote reminded me of an earlier blog post I wrote on Decision-Making.  Here is the encore post: Decision: A determination arrived at after consideration; a report of a conclusion; promptness and firmness in deciding; determination. (Merriam-Webster Dictionary) If it were up to me, decisions would be made completely by “gut feelings” which proves the necessity of having multiple personality styles on your team.  My more emotional method of making decisions is not the best approach in a business setting. Teams need to discuss what is important and the method / process for reporting conclusions in order to make wise decisions for their organization.  Here are the key components to make better decisions. 1.  Be Clear You Understand the Context of the Decision • Clarify the decision.  Does everyone know exactly what is being decided? • Know the deadlines.  Does everyone understand the consequences if a decision is not made? • Collect relevant data.  Does everyone comprehend how past and pending decisions relate to each other? 2.  Decide Who Needs to Be Involved in the Decision ASK: • Who has the authority to make the decision? • Who is ultimately responsible for the results? • Who will be affected by the decision?  Immediately and in the future? • Who has critical information we need to make the decision? 3.  Choose a Decision-Making Method There are multiple methods for making a decision such as a team vote, one person decides (best used in an emergency situation), or by a subgroup of the team (such as experts).  Each of these methods has strengths and weaknesses, but I will focus on the one method most often used by teams…CONSENSUS.  Watch for details in the next blog post. Until next time...Live like you mean it! Marjorie 2009-11-05T16:14:00-06:00 http://www.teamfusion.net/index.php/site/where_do_you_stand/ http://www.teamfusion.net/index.php/site/where_do_you_stand/#When:17:05:00Z The ultimate measure of a man is not where he stands in moments of comfort, but where he stands at times of challenge and controversy. --Martin Luther King, Jr. What are your management comfort zones?  When managing teams, my comfort zones are: (1) knowing the job responsibilities of each position (2) giving feedback and coaching (3) conducting performance reviews (4) holding creative staff meetings Completing these activities comes easy to me, and I’m energized when conversations with team members flow and honest dialogue is established.  And, there are times when these seemingly “easy” conversations turn nasty. For example, you may be doing a performance review and the team member is not agreeing with anything in your assessment of their past performance.  It feels like they are combative and defensive.  This situation can be both challenging and controversial; challenging in that you need to use all your interpersonal communication skills to reduce any conflict, and controversial around the differences in opinions. Your reaction to challenges outside your comfort zone is what your team is judging you on.  They are assessing your leadership ability on resolving potential clashes.  How do you behave when confronted?  Use these 3 simple techniques to remain grounded: First: Put your poker face on. Keep your facial expression neutral.  Breathe slowly.  Don’t judge by jumping to conclusions. Second: Ask smart questions. Start filtering your response by finding out what you don’t know.  Keep your tone of voice low and use slower pacing of words.  Use open-ended questions to uncover facts about the situation.  (Reminder: These questions typically begin with the words Who, What, Where, How) Third: Get agreement from them that you understand their viewpoint. Getting agreement does not mean you agree with their opinion.  Your goal is simply to understand the other person’s perspective, and communicate that you’ve heard their side.  You comprehend their situation, but you may not support it totally. It’s easy to be seen as an effective leader when things are running smoothly.  And, it’s during times of trouble that your true leadership characteristics are tested and decided. Reflecting on MLK, Jr’s statement, where do you stand in times of challenge and controversy? Until next time...live like you mean it! Marjorie 2009-11-04T17:05:00-06:00 http://www.teamfusion.net/index.php/site/get_grounded_or_you_will_fail/ http://www.teamfusion.net/index.php/site/get_grounded_or_you_will_fail/#When:17:14:00Z I simply cannot believe it’s been 5 months since I last posted a blog!  It’s not because I was doing nothing.  In fact, quite the opposite is true.  Here’s a quick rundown of what has transpired since May:  listed and sold my Milwaukee home, added a Keynote Speaking component to my business, added another miniature schnauzer to the family (it’s only two of them but my learning curve was huge with the addition), and relocated Team Fusion to Atlanta.  I was a bit busy to say the least. I initiated all this activity and admit these were my choices.  Imagine my surprise when things did not come together exactly as planned! Have you made decisions for yourself or your team and were astonished at the outcome?  Did you uncover characteristics within yourself you wish weren’t there?  As a leader, you cannot bury your head in the sand but need to keep pressing on so your team remains confident in your abilities. When the results are different than you envisioned it’s wise to spend some time reflecting on the situation.  I discovered: 1.  Managing energy is more important than managing time. You can accomplish more when you are at your physical/mental best.  Get enough sleep, eat nutrient-dense food, and move your body every day.  (I loathe “exercise” so now call it “movement.") 2.  Spending 25% of your time connecting socially - not one word about business! - puts your world in better perspective. Getting grounded in a community (friends, family, neighbors, clubs, hobbies, church) gives you a sense of belonging and contributing to the lives of others.  Do this consistently and not just for a few months. 3.  Mantras keep you motivated. Lately, mine has been - “Never give up; never surrender!” The minute I stopped thinking 100% about work is the minute I regained balance and perspective.  I can now address those “ugly” behaviors that crept into my daily life because I now have the energy to pay attention.  Remember, you are of no use to your team until you get grounded in ALL areas of your life. Until next time...Live like you mean it! Marjorie 2009-11-03T17:14:00-06:00