Category: Self awareness

By Scott

Leadership from #Ford: Remember your roots . . Look to the future

As we looked out over the Ford complex they affectionately call The Rouge, my daughter said “It is really cool how they are committed to the environment and creating such a nice place to work”.  My comment back was “Yeah, but remember how dirty and polluted this place used to be.  They ruined air and water for a long time.”  Her response, “But it looks good today.”

We toured the Ford complex in Detroit where they make the F-150 truck, and there is a lots there to talk about.  Ford does a great job sharing the real history (including beating of union organizers) and painting a vision for why this facility means so much to the company and the people.  It is also amazing to watch people build a great product in an extremely clean and nice environment.  Worth the time if you are in Detroit. We live in a knowledge economy, but I still get the chills watching people assembling a physical product.

My big take-away from the tour is how both my daughter and I heard the same message, saw the same things, but initially had a different perspective.  I wanted to make sure she saw the past and she wanted me to see the present and future.  Who is right?

Knowing and acknowledging the past is important.  George Santayana once said Those who cannot remember the past are condemned to repeat it.  It provides context for decisions today and gives us a strong Why for current direction.  People need leaders willing to talk about history.

Living the in past is a problem.  Constantly reminding people of past sins as a form of punishment or reason for not believing in a future vision is being a bad follower.

Leaders, acknowledge the past and challenge yourself and others not to live in it.  Followers – ditto.  Many thanks to my daughter for reminding me of that.

By Scott Patchin

Don’t Be Mean – Part Two . . the 5 step solution for leaders

I am a big fan of Mary Jo Asmus of Aspire Collaborative Services.  She is a great coach and passionate about developing leaders that make a difference.  She is also thoughtful and nice.  The kind of person you trust as soon as you meet. 

I had the privilege of doing a two guest posts on her blog around leadership development and coaching. 

Here is the link to the second part of the post: 

I am a big fan of Mary Jo Asmus of Aspire Collaborative Services.  She is a great coach and passionate about developing leaders that make a difference.  She is also thoughtful and nice.  The kind of person you trust as soon as you meet.  I had the privilege of doing a guest post on her blog around leadership development and coaching. 

Here is the link to Part 2 of the post.  http://www.aspire-cs.com/don%e2%80%99t-be-mean-part-2

If you missed it, here is the link to Part 1 of the post.  http://www.aspire-cs.com/don%e2%80%99t-be-mean-part-one?utm_source=twitterfeed&utm_medium=twitter

By Scott Patchin

Don’t Be Mean – Part One

I am a big fan of Mary Jo Asmus of Aspire Collaborative Services.  She is a great coach and passionate about developing leaders that make a difference.  She is also thoughtful and nice.  The kind of person you trust as soon as you meet.  I had the privilege of doing a guest post on her blog around leadership development and coaching.  Here is the first part of the post.  http://www.aspire-cs.com/don%e2%80%99t-be-mean-part-one?utm_source=twitterfeed&utm_medium=twitter

By Scott Patchin

Resilience – What we can learn from the military

Chief of Staff of the Army, Gen. George W. Cas...
Image via Wikipedia

Do any of us in the private sector experience any more stress than a soldier in battle?  We all know the answer.  No.  Which is why it is worth taking 300 words to explore an effort to help soldiers build their resilience.

Resilience is the word of the year for the discussion around assisting people to manage through a stressful business environment.  I found a great clinical discussion in the Harvard Business Review around resilience (link).  I like clinical approaches to topics because they provide great information about what works, what doesn’t, and an outline of the critical steps/pieces of a solution.  They learn and I apply.

Here are the key pieces of the Comprehensive Soldier Fitness (CSF) program.

  1. Test for psychological fitness – Identify strengths in four areas:  emotional, family, social, and spiritual fitness.  All four have been found to reduce depression and anxiety.
  2. Learning – A mandatory course on post-traumatic growth and optional on-line classes on the four fitness areas.  Mandatory class covers five areas: Understanding a normal response to trauma, learning techniques for controlling intrusive thoughts/images, how to talk about it, see the trauma as a fork in the road, and transforming the trauma into new/reinforced principles of life.
  3. Train key leaders – Called Master Resiliency Training (MRT), the goal is to teach them how to embrace resilience and pass on the knowledge.  This last piece focuses on:  Building mental toughness, Building on our signature strengths, and Building relationships. 

I am not sure where this study will go, but when 900,000 people go through something and someone is measuring the outcomes and sharing the learning it should have a lasting benefit.

How can we apply this today? What do you see from their approach that reinforces how you lead today?  How you coach or mentor?  How you can create your own CSF program? How does your own awarness of self make you more resilient?  or less . . . . .

On a side note: I am glad someone is looking out for the health of our soldiers.

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By Scott Patchin

To Know Yourself – Know your Art

The Mona Lisa (or La Joconde, La Gioconda).
Image via Wikipedia

Seth Godin made the comment “Art is not in the eye of the beholder.  It’s in the soul of the artist.”  One thing I always see when talking with people about careers is their art.  It is the heart of their story, and if I don’t see it I make them talk until it oozes out of them.  It is there, it just needs to be named.  Here are a few artists I have met recently:

The construction project manager who takes over a project that is behind schedule and over budget.  The work –  many hours and many difficult decisions.  The Art – completed, on time and on budget. 

The entrepreneur who is fanatical about taking care of the customer and giving back to the community.  The work –  two jobs through the first two years of being in business.  The Art – twenty people, a just completed 100% growth year, and numerous awards recognizing the big heart of this small company.

The administrative assistant who sees the workplace as something to be organized.  The work – anything to make sure meetings go smoothly, things get fixed, emergencies get handled, and nobody ever sees her sweat.  The Art – an amazingly well run department where things just happen smoothly and finding things is easy and logical. 

The administrative assistant who realizes everyone needs a friend at work – and a occassional kick in the pants.  The work – always willing to listen and connect with people in the organization, even while getting her work done.  The Art – some call her mom, some call her friend, I call her the pulse taker and doctor – in any case she is a cultural definer.

Final point, the art takes work.  Funny thing, the artist does not see the work, just the art. 

Today, look around at the artists and make sure they know you see their art.  Challenge others to create some art.  What art are you creating and sharing today?

By Scott Patchin

Want to develop as a leader? Focus on these three adjectives

Leadership is not easy.  It does not get any easier by the endless number of competency models, development programs, books, blogs, and opinions that seem to get thrown at new leaders.  In case you were wondering, I don’t have an answer on a sure fire way to become a great leader in the next 300 words.

What I offer is a solution to something I see in leaders at all levels, and that is an incredible talent for getting work done but a struggle building relationships with peers and their team.  Here are three adjectives that should be part of the selection and development of any leader.  If people are willing to use these words to describe a leader then they are  doing something right.

  • Transparent – What are your priorities?  What are you worried about?  Often the speed at which you are operating and the dozens of things you are dealing with at any one time make it hard for people to know what you are thinking. 
  • Consistent – Respect comes before like for leaders.  Do people know what to expect from you around vacations?  Lunch breaks?  Professional development requests?  Deadlines?  Personal calls?  Celebrations?
  • Authentic – Regular people laugh, cry, have bad hair days, and sometimes have to say they are sorry for something they did or said.  Leadership models too often paint a picture of someone who sounds more like Superman or Wonder Woman.  Leaders do all the things regular people do – with a balance of providing strength, energy, and passion for an effort.  This one is probably the toughest.

So what do these adjectives look like in practice?  Here are a few tips:

  • When taking over a new team, take time to find out what they do and don’t pretend to have all the answers.  (authentic, transparent)
  • Develop standard events around communication, performance discussions, follow-up to questions/issues, and celebrating special events. (consistent)
  • Get to know the outside lives of your people and let them get to know yours. (transparent)

There are many more, but hopefully this starts the discussion.  Feel free to share some important things that I might have missed.  I don’t know everything. (transparent, authentic)  🙂

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By Scott Patchin

Lessons in Leadership – Learning delegation from a child

Last night my youngest daughter delivered these faithful words at 2am – “Daddy, my tummy hurts.”  I turned on the light and asked her “Tell me about the hurt?”  Her response was pretty simple “I think I am going to get sick.  I need to go to the bathroom.”  My response “Go ahead.”  I will spare you the details of the next 20 minutes, but I judge the endings of these things based on how much work I end up having to do.  In this case, I was just needed for comfort.  Whew.

As I think about that event today, I realized that my daughter is growing up.  She got up when she felt bad, came to tell me, and with very little help from me other than a slight nudge, she took care of herself.  We have raised a child that is showing signs of maturity and independence.  It feels good.

One of the big challenges of leaders is growing individuals and teams that show that kind of independence.  I have always been struck by all the different ways people have created to measure the effectiveness of a leader.   Too often we depend on a test or a psychologist to measure how well individuals and teams are developing into independent thinkers. 

Here is a simple one to measure how independent your team is today.  Take a piece of paper and every time someone on your team comes to you with a need for help today make a mark.  If they bring the answer or you are able to get them to provide their own answer, circle that mark.   At the end of the day what does the sheet say about your leadership style and their ability to solve their own problems?

Your development plan – more marks with circles tomorrow because you ask what they think the answer is more often. 

When they leave with their own answer, you are becoming a developer of people . . and a leader.  Trust me, it will feel good.

By Scott Patchin

Finally Friday! – Why it is the best day to connect with your people

Friday’s are great days.  As you look out in your office everyone has expectations of the coming two days that will tell you a lot about where they are in life.  Here are a few messages you might hear and what they actually are telling you that is significant to know about them:

  1. “It will be great to get out of here” says – I have worked hard all week and it is a nice break.
  2. “It will be great to get out of here” says – This place is killing me and any time away is like gold.
  3. “I can’t wait to spend time with my family” says – I love work, but family time is important to me.
  4. “It will be quiet, the kids are with my ex” – It will be alone time to either do what I love or miss being connected with the significant people in my life.
  5. “Oh a little of this and a little of that.  What are you doing?” says – Usually you don’t care what I do outside of work.  So why ask now?
  6. “Nothing” says – Usually you don’t care about what I do outside of work.  So why ask now?

So what do you hear when you ask?  If what they are actually saying is unclear, why not ask another question to allow them to share a little more.

Listening on Friday does commit you to ask again on Monday to see how the weekend turned out.  Eventually the last #5 and #6 will go away.

What does your answer tell me about where you are?  Is it the same place you want to be next Friday? Happy Friday.

By Scott Patchin

Developing Resilience – 4 Ways to Process Pain

Lifting a Mini car Above my head. Total weight...
Image via Wikipedia

The top three most stressful events in life are:

  1. Death
  2. Divorce
  3. Job Loss

Right Management, an outplacement company and division of Manpower tells those experiencing #3 to do three things right away:

  1. Exercise
  2. Get a schedule
  3. Journal

When I share this with people trying to process a career shift or a plan #3 often stands out and evokes the question “Why?”.  The reason -pain needs to be processed to add to the tools/weapons that build resilience for future events.  Are you dealing with some event below the top 3 above.  Here are other ways to process pain/challenge:

  1. Executive coaching – A safe place to process, reset, and plan to move past it.
  2. Peer network – Few things are more comforting than knowing you are not alone in your challenges.  ALL managers and above NEED to develop this for themselves.  Don’t wait for your employer or HR team to do it for you.
  3. Read how others have done it – Like #2, finding a person with a good perspective can be comforting and will help you process things.
  4. Spouse/Best Friend – Having a ‘here is where I am’ discussion with someone who cares for and understands you is priceless.

Being alone with a challenge is not a good place to stay.  Go find a friend.

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By Scott Patchin

The Law of Leadership Transparency – 3 ways to apply it

 A business owner shared his survival story from the latest downturn.  When I asked him “What is different about your business now versus three years ago?” his answer made me step back.  He said “Now, my business comes before my people.”  He went on to explain when he hires he tells people up front that he is doing everything he can to keep them busy, but if the business drops off he will have to  send them home.  He also makes it clear that his best people, regardless of tenure, will be kept on as long as he can.

He learned the law of transparency, which is Be open and honest about things you want to face with someone if you expect/need them to help.  

Here are three ways to apply this law:

  • Performance discussion – If this does not feel like a conversation the law is not being applied.
  • Making a sacrifice to manage through a negative event – If people have to sacrifice then they need to know what is happening.
  • Recruiting – What is broken that this role needs to be fixed?  Say it and ask for the help before you offer the job.

Transparency can be taught, but it first has to be valued. 

Leaders who use it effectively are rewarded with trust and respect.