Some Recognition and a Little Fun

Originally shared in A Daily Dose Of Leadership on August 5, 2020.

The last blog covered ways we can help the more DRIVEN folks be more included in the team we’re working to build and I closed by sharing that they only represent around 10% of the population. The next step we can take in making our diverse teams truly inclusive will address another 30% of all the people we’re likely to interact with on any given day, the INSPIRING ones!

While this group is often just as Fast-Paced as the DRIVEN group I just touched on, control and results won’t be what provides them with the fuel they need to feel like they’re a valuable part of the team. This People-Oriented group can certainly accomplish great things but they’re far more likely to give it their all when they really enjoy the team they’re a part of and they can have some degree of fun in the process!

For those of us who are wired to just get things done, these Interactive folks can at times seem...

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You Don’t Have to Control Every Single Thing

Originally shared in A Daily Dose Of Leadership on August 4, 2020.

Over the last few weeks in this series, we’ve taken a look at how things can spiral out of control throughout an organization once Ethical Fading begins, then we dug into the real definitions for diversity and inclusion as we looked at why both really matter when we’re working to build a world class organizational culture. I published an article on LinkedIn yesterday called Don’t Just Say It, Do It! that was intended to set the tone for what we’ll be looking at through these next few blogs showing how to take tangible steps toward achieving authentic inclusion in every part of our team.

While there’s certainly no magic pill that can solve every problem you or I will ever encounter, just changing how we communicate with each individual on our teams can make a significant impact in building a culture where everyone truly feels more included! When orders are being barked from top down,...

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Part of a Winning Team

Originally shared in A Daily Dose Of Leadership on July 31, 2020.

Have you ever noticed how quick folks tend to be to associate themselves with a sports team when that team is performing well but how those same folks can tend to distance themselves in the bad years. Phrases like We’re going to the playoffs can be fairly common during the good years, but those are often replaced with things like They’re just really bad this year when things aren’t looking so good. 

It’s not at all uncommon to hear both of those things said by the same person, about the same team, in back to back seasons! But why?

I believe each and every one of us have a deep desire to be part of something bigger than ourselves. According to Abraham Maslow’s Hierarchy of Needs, the desire for community must be met before we can really begin to feel accomplished personally.

OK Wes, what does this have to do with the topics we’ve been working through over the last several blogs?...

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Not Just More of the Same!

Originally shared in A Daily Dose Of Leadership on July 30, 2020.

Before I pick up where we left off, I want to share some feedback I received from the questions I closed that last blog with. My challenge was for you to think into how you’ve been proactive about including the people on your team who may not have the same background as you and to consider what you can do to help someone who may have been on a proverbial island become a part of the team.

Truth be told, my thought process with that was geared to the BC (Before Covid) era… Here’s what a great friend sent in response: “I think you could do an entire lesson on the questions you just asked. In the last few months, I’ve been more intentional about reaching out to my co-workers through text, phone calls, emails, and Zoom to stay connected to them. I struggle though to get the message across to Senior Management that I have felt like that proverbial island since I work in an office by...

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A State of Being Included

Originally shared in A Daily Dose Of Leadership on July 29, 2020.

We looked at what it takes to build a truly diverse team in the last blog. But just having a group of people with varying skill sets and experience doesn’t promise there will ever be a high performing team…

I’ve been in a number of situations where I was always the odd man out. Now before you write me off by saying that doesn’t surprise you, hear me out…

Have you ever been part of a work group where, regardless of your expertise or performance, you just never seemed to fit in because you didn’t come from the same school or didn’t attend the same church? Maybe it was because you had only been with the organization for a few years while nearly everyone else around you had been there for decades. How a scenario where a significant portion of the management team had all come from one other company and anyone without that history was a bit of an outsider? And what if your...

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A Wide Range of Different Things

Originally shared in A Daily Dose Of Leadership on July 28, 2020.

It’s a rare day right now where we can scroll social media or turn on any other media source and not see something that speaks to the need for more diversity throughout society. While I agree with that sentiment wholeheartedly, I’ve grown extremely concerned about the way that message is being shared and how limited that message often is.

Just prior to this post, I shared an article on LinkedIn called Why Do Diversity & Inclusion Matter? where I included the definitions of each term that popped up in a quick Google search. Both definitions were simple and straight to the point… 

With each being defined so simply, why have both become so complicated in the workforce?

Let’s start with what diversity looks like…

In so many cases, it seems like too many people look for varying skin color to determine whether or not a team is diverse. I’ll circle back to that shortly, but...

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A Line in the Sand

Originally shared in A Daily Dose Of Leadership on July 25, 2020.

Let’s take a look at A Line in the Sand…through the last several blogs, we’ve looked at a few different scenarios where organizations made some very public statements about the future actions they would be taking to better serve their employees and their client base. The challenge in each of those scenarios was that people in high profile roles within those organizations were under tremendous public scrutiny for the exact thing the company’s were now taking action to prevent. And this so often causes us to ask are you sorry you did it or are you sorry you got caught?

I closed the last blog by suggesting that some organizations go so far as to set specific criteria regarding how much funding can be spent on questionable behavior, or even to suppliers that engage in less than above-board practices. Truth be told, I had never really given this much thought. If I don’t have a good feeling...

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Sorry You Did It or Sorry You Got Caught?

Originally shared in A Daily Dose Of Leadership on July 23, 2020.

I closed the last blog by promising to share an example of a large organization that developed a very specific rule to force compliance on what had become a significant issue and how it’s become a bit of a joke for many outside that organization in years since. We’ll get to that shortly…I also left you with something to consider so let me paint a picture around that for you.

Those of us who have children have all, with the small exception of those who are raising saints, had to discipline them for unacceptable behavior. That’s just part of being a parent… In most cases, our child apologizes for their actions, we enforce whatever the punishment is, and we move on. Sometimes the behavior is corrected, but there are also times where it pops back up; possibly a month or more later, but maybe far sooner…

When that behavior is being repeated, and the child continues to offer the same...

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An Infection That Festers Over Time…

Originally shared in A Daily Dose Of Leadership on July 22, 2020.

In October ‘05, I was hit nearly head on by a kid who was apparently training to race at Indianapolis. While I was able to walk away from the incident (it definitely wasn’t an accident because he clearly chose the behaviors that caused it), I was transported to the local ER and diagnosed with a significant case of whiplash. Prior to that, I had a little bit of experience with chiropractors and had a good friend who owned a practice in town. Rather than immediately filling the prescription I was given at the ER to mask the intense pain I was experiencing, my next stop was at my friend’s office to begin treating the issues that were causing that pain.

While it did indeed take a while to get as close to normal as possible, I noticed significant relief in just that first visit – without the opiates that had yet to gain the attention they have today. Over the weeks that followed, Dr. T continued to...

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It's Never a One-Time Event

Originally shared in A Daily Dose Of Leadership on July 21, 2020.

Have you ever heard a horror story telling how a once revered organization was being accused of things that only seemed possible in poliTICKS or some corrupt third world country? We all have! Quite honestly, it’s tough to avoid hearing such stuff… I’m very intentional about not watching any type of national “news” shows, and rarely anything local either, but they still just seem to pop up in one place or another!

The most recent example that’s getting all kinds of attention is the debacle formerly known as the Washington Redskins. The name change is one thing; but even that appears to be far more of a reaction than anything resembling proactive concern for anyone it may or may not truly offend. Let’s be honest here, Dan Snyder has a strong history of offending even the most loyal Washington sports fans so I highly doubt he just started caring now.

And how about all the...

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