Do They Have the Right Tools for the Job?

Have you ever been expected to accomplish a task without having the tools you need to do it? I’m guessing the majority of folks I’d ask that question would be able to provide very specific details around their own example of this almost immediately! If that’s never happened to you, let me know where you’ve worked and if any of those places are hiring…

Seriously though, I’ve seen this happen in all kinds of scenarios and in basically every organization I can think of. That said, I’ve rarely known an executive - and certainly never a leader - who has intentionally given someone on their team a task without having what they needed to accomplish it. But that’s not to say it doesn’t happen at times…

One company we work with routinely has even put systems in place to empower their team members to prevent this from happening; the owner of that company makes it known that not having the necessary tools should never be the reason...

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Exemplifying Servant Leadership

When I trained teams on behavior-based safety across North America, a point we always covered was that you can’t see someone’s attitude or their emotions but we can get a solid read on their attitude and their emotions by observing their behavior. Today as Cindy and I provide Strategic Leadership Coaching for individuals from various organizations that we’ve done training for, we work with them to ensure they’re achieving the best possible results from the immediate action steps they commit to applying based on what they learned in the sessions with us. The first question I always ask them is what their team will be able to see them doing differently as they apply the steps they’ve outlined. In either case, the behaviors we choose provide the people around us with a clear picture of what we believe - our attitude and our emotions!

To this point, I’ve shared some background on the idea of servant leadership with hopes of providing a solid...

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Empowered To Accomplish The Mission

Think back to the mission statement I shared as I opened the last post; “Delivering customer satisfaction with empowered employees using continuous improvement to get it right the first time, every time.” The piece about empowered employees sounds warm and fuzzy, but what does that really look like? What would that really require?

We hear the word empower quite often these days. As with how frequently the term leadership is tossed around in describing anyone with a title or position, regardless of whether or not they actually do anything at all that truly leads anyone, many of those folks in those roles talk about empowering their people but I’m not sure that happens all that frequently…

A quick internet search shows me that empower, a verb, is defined as “to give (someone) the authority or power to do something.” 

While simple, I believe that action can have amazing results in earning our team members’ buy-in on the mission our...

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We’re Only Human...

In the most recent LinkedIn article I published called If You Want It Done Right…, I shared a comment I heard John Maxwell make recently, “A leader who empowers their team isn’t someone who believes they have to do it all themselves for it to be done right.” While that’s not necessarily as easy as it may sound, it’s absolutely something we have to begin doing at some point if we have any hope at all of moving beyond that busy-ness we’ve kicked around over the last several messages to a place where we’re building a team that accomplishes what it’s really capable of!

I closed the last blog by challenging you to really think into how much it really matters when someone on our team makes certain mistakes. If it’s a true life or death scenario, we may need to stay in complete control of the situation. But let’s be brutally honest, those are few and far between! There are far more situations where a mistake here and there...

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How Much Does It Really Matter?

As we continue digging into the idea that all of us are going to make mistakes and that can’t be what completely stops us from delegating tasks to our team members, there’s one big thing we’ll need to be able to answer: How much does it really matter?

Before we get wrapped up in answering that question, let’s make sure we’re on the same page… Some mistakes come with a higher cost, and none are more expensive than the ones that are covered with excuses! Learning from a mistake is often part of the price of learning, but making an excuse rather than accepting responsibility and finding the lesson means there will never be the slightest chance to pull value from the mistake!

Whether it’s a team member who we’re developing as we begin providing them with new opportunities or a politician who’s “set up” by a salon owner, making excuses for this mistake limits (and sometimes completely removes) our chances of trusting them...

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