Tag: thing

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Lessons Learned #2

The second best thing I learned this year (and a funny one, too):

Brain Teaser – There’s a current Broadway musical set during World War I about a horse that serves in the military. Sound familiar? That’s because Steven Spielberg is releasing the movie version on Christmas Day. I’m amazed how an idea suddenly appears in more than one place at the same time. In three novels I read by different fiction writers the plot revolved around a particle that may travel faster than light. If that quantum physics conundrum that could shatter Einstein’s theory of relativity is a mystery to you, the best joke I heard this year won’t be all that funny: “‘We don’t allow neutrinos in here,’ said the bartender. A neutrino walks into a bar.”

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Lessons Learned – #7

This is the seventh most important thing I learned in 2011:

Musical Interlude – As Rudy Vallee began crooning over the new medium of radio in 1929, Frank Sinatra and Billie Holiday were 14. When Elvis Presley recorded “Heartbreak Hotel,” Bob Dylan, John Lennon, Joan Baez, Paul Simon, Aretha Franklin, Carole King and Brian Wilson were 14. When the Beatles appeared on “The Ed Sullivan Show” in 1964, Bruce Springsteen, Stevie Wonder, Gene Simmons and Billy Joel were 14. Music tastes are greatly influenced at that age. Our youngest hits 14 soon. She prefers Lady Gaga over Justin Bieber. That’s good. I think.

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Lessons Learned – #8

Here is the eighth most important thing I learned this year:

Wins Galore – Last week Sports Illustrated honored college basketball coaches Pat Summitt and Mike Krzyzewski as its sportspeople of the year. I recently heard Coach K tell a story on Sirius XM about his 1989 Duke team. Christian Laettner had a bad turnover that cost the Blue Devils a game. Senior stars Danny Ferry and Quin Snyder immediately went over to console the freshman, who would go on to lead Duke to national titles his junior and senior seasons. “That’s collective teamwork,” said Coach K. “No blame. No criticism. No finger pointing. We always win and lose together.”

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Confrontation Station

One impressive thing I find in working with large organizations – those with HR departments – is a focus on conducting regular performance reviews with employees. Many of these include creating development plans to help direct reports improve in needed areas. Smaller companies? Not so much. It seems every time I ask a small business owner, “When was the last time you conducted employee reviews?” the answer is, “I need to do that.”

There are two sticking points that seem to get in the way of accomplishing this important task. One is time. That’s a given in both large and small organizations. There is always something else to do. Who has hours available to review eight or 10 people? The other challenge is strictly internal: aversion to confrontation.

Most of us simply don’t like to address hard issues. After all, if we call someone out on a behavioral trait, several things could happen: 1) They could react – with anger, with tears, with the silent treatment; 2) They could leave – it’s easier to move on than to change; or, 3) They might not like us – and who enjoys being the bad guy. Makes sense that the way to prevent any of this is to avoid the issue altogether.

Of course, then there is no growth and you continue having employees with the same challenges. You’ve substituted frustration for confrontation. A better way is to change your mindset. Instead of thinking of employee reviews as a ‘time to point out what Susie does wrong’ exercise, look at them as the opportunity to have a candid and open discussion around how to help Susie improve.

If you’ve never done reviews, here’s a simple process to implement them:

1) Spend one hour thinking about your employees’ individual strengths and opportunities for improvement – make notes on each person (a common form would be a good thing to use);

2) Schedule a 30-minute meeting with each employee, letting them know the purpose is to help them identify ways to be a better contributor and to seek their input on how you can be a better leader… and when you get together allow them to share first (you may have to prompt them with a few ‘What do you do best?” and “How can we improve?” questions);

3) Acknowledge their answers (no need to defend your shortcomings or respond to their suggestions, just say thank you and let them know you’ll consider), then share your thoughts – be sure not to focus on just negative things… complement their positive attributes;

4) Agree to two or three things they want to improve over the next three-to-six months – then check in with them every few weeks to see how they’re doing… following up is essential to keeping them on track.

Take this approach and you’ll see reviews are more about helping your employees grow and learning ways you can better serve them. Instead of confrontation, you’ll discover cooperation.

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Direct Comments

One thing I enjoy is collecting quotes – about leadership, about success, about inspiration. I’ve been doing it for more than a decade. Whenever I come across a good one, I drop it into a Word document. So far, there are 19 pages and more than 300 inspirational citations from famous people. Often, when I’m looking for motivation or a spark for new ideas, I’ll open up the file and start reading.

Here are three of my favorites:

“If everyone is thinking alike then somebody isn’t thinking.” ~ George Patton

“Don’t measure yourself by what you have accomplished, but by what you should have accomplished with your ability.” ~ John Wooden

“Do something every day that scares you.” ~ Eleanor Roosevelt

I’ve wondered if these sayings attributed to legendary people came ‘off the cuff’ in a newspaper interview, were published in a book or carefully crafted in preparation for a speech. I’ve also thought about how many things these leaders must have said during their lifetimes… and they’re remembered for just a few words. (See: Truman, Harry S. ~ “If you can’t stand the heat…”)

Yet a few words are all it takes to communicate a wonderful thought. Recently we were in a restaurant and, returning from the restroom, I poked my head in the kitchen. (Hey, I’m a coach… curiosity is what I do!) Written in large letters on a white board – surrounded by names of employees, schedules, specials and which menu items to push – were four words that speak volumes: “Earn your job everyday.”

With four people looking for work for every single opening in this country, that’s a great motivator for employees. Put more directly: “Phone it in, and you’ll be gone.” I guess the true power of a memorable quote is the carefully chosen words that convey the desired message.

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