Behavior Archives - All the Way Leadership Blog

Strong leaders always engage their team members in a meaningful manner

Think about a strong leader you know. Ask yourself a question. Did she engage your team members in a meaningful manner? The answer is yes. Strong leaders do. Now think about a weak leader. Someone you did not enjoy following. Ask yourself the same question. Did he know how to engage his team? Your answer probably changed to no. It is difficult to follow someone who does not know how to have meaningful engagement with their team members.

Team members expect to interact with their leader on a regular basis

Engagement with your team members is a constant leadership challenge

All leaders engage with their team members. It is part of any leadership role. The frequency varies and depends on several factors. For example, some leaders interact with their team on a daily basis in a physical work location. Other teams work completely from home and all engagement is virtual. Some teams are hybrid. The best leaders I worked for have energetic engagement with their teams on a regular basis. Sure – you can avoid many personal interactions by either hiding in your office or packing your calendar full of meaningless meetings. Weak leaders use this approach hoping that no one will notice. Don’t be that kind of leader.

Hiding from your team is never a good idea.

Research shows that engaged team members produce much better results

There are several research studies focused on how employee engagement affects performance. Each of them seems to come to the same conclusion – engaged employees produce better results. It makes good common sense – people who enjoy the people they work with get the job done, and then some. This video provides several examples of the positive impact engaged employees will create. The obvious implication for leaders is that it is a worthwhile investment of your time to focus on meaningful engagement with your teams. Ignore it and performance will suffer.

Disengaged employees cost U.S. companies up to $550 billion a year.
The Engagement Institute

Retaining high-performing people is a constant battle

If you want to succeed as a leader you need a great team comprised of high-performing people. Finding the best and the brightest talent is challenging. Keeping them satisfied and content at work is a constant battle. Another reason that meaningful engagement is vital to your success is that your high-performers will not stick around if they feel stuck in a rut. Like you, they want to learn, grow, and take on bigger challenges and greater responsibility. I have witnessed several leaders neglect to engage their top performers on a consistent basis only to watch them walk out the door later. Don’t make that mistake.

Don’t let your high-performers get bored and leave for the wrong reasons.

Team member engagement is even more important in the post-pandemic world

Many things changed in big ways during the pandemic including how leaders engage their team members. Nowadays some people work remotely full-time, some are hybrid (a few days in the office, the rest at home), while others still go into the workplace every day. Leaders need to factor all these variables into how they engage their team members, especially if they have remote or hybrid team members. Recently there have been several studies about the modern workforce that describe why so many people are quitting their jobs (the great resignation), working less than before (quiet quitting), and leading in a hybrid work environment. Strong leaders are paying attention to these post-pandemic changes. Weak leaders are saying everything is back to normal and that the pandemic will not have a lasting impact.

Virtual teams are more commonplace in the post-pandemic workplace.

What about you?

Are you engaging your team members in a meaningful manner? Do you know how to lead in the modern work environment? If not, don’t worry – All The Way Leadership! is here to help. The next series of blog posts will focus on this topic.

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I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

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What is another horrible mistake to avoid when making decisions?

Our Brigade Commander gave the order. We would ruck march over 20 miles to start the field training exercise. His Battalion Commanders and staff recommended against this approach, but the Colonel didn’t listen. He said that is what they did in his last unit. We would do the same. His bias showed. I was an infantry platoon leader in the 82nd Airborne Division. I wondered why we were not training like we would fight – parachute assault into the field. It didn’t matter what I thought. We road marched the many miles as ordered. It sucked.

Rucking with a heavy load is exhausting.

Our Commanders bias caused him to make a bad decision

The road march was miserable. Laden with heavy rucks everyone suffered. Many paratroopers sustained injuries and everyone was exhausted by it. Things got worse from there. Over the next two weeks, many more soldiers were injured or sick as the days wore on. Morale plummeted and we performed poorly. By the end, our unit was no longer deployment ready. Our Brigade Commander got an ass chewing from the general afterward. He had made a common error in judgment – letting his bias get in the way of making a good decision.

Well-trained leaders listen to others before making decisions

A horrible mistake is making badly biased decisions

We all have biases. They are based on many things – your background, your experience, your knowledge, and a wide array of other facets. As leaders, having biases is not the problem. Making badly biased decisions is where we get ourselves into trouble. Cognitive bias comes in many different types. Researchers have identified several that can affect our ability to make good decisions. I am going to focus on two that deserve attention – confirmation bias and the bandwagon effect.

What is confirmation bias?

Wikipedia provides a clear definition. “Confirmation bias is the tendency to search for, interpret, favor, and recall information in a way that confirms or supports one’s prior beliefs or values. People display this bias when they select the information that supports their views, ignoring contrary information, or when they interpret ambiguous evidence as supporting their existing attitudes.”

Confirmation bias is a trap for leaders

Many leaders fall into the trap of confirmation bias. Rather than seek input to make a good decision, they start with the answer they want and look for data to support their answer. I have witnessed many strong leaders make this mistake. I have done so myself. Confirmation bias may be based on your experience or relying on an approach that worked previously. If the decision is similar or the same as previous ones in your career it might work again. But, be careful. The more experienced you are as a leader the easier it is to let confirmation bias rule your decisions.

I like this representation of confirmation bias

How do you overcome confirmation bias?

The easy answer for overcoming confirmation bias is to gather sufficient data and listen to your stakeholders’ perspectives. That is a lot easier said than done. Gathering data takes time, and your stakeholders may have wildly different ideas than you. Strong leaders gather all the inputs they can and factor that data into their decisions whenever possible. I recognize that in some scenarios time is not your friend. You need to make decisions quickly. In that case, I recommend talking with at least one other person about the decision before you make it.

Get input from others to avoid confirmation bias.

What is the bandwagon effect?

In a word it is groupthink. This site provides a more detailed definition: “The bandwagon effect is a psychological phenomenon in which people do something primarily because other people are doing it, regardless of their own beliefs, which they may ignore or override.” Another term for it is herd mentality.

The bandwagon effect is a problem for some teams

I see the bandwagon effect all the time in the workplace. A leader offers a solution and everyone agrees with it way too quickly. Rather than debate the idea or ask insightful questions – everyone falls in line. The bandwagon effect is a real problem for some teams because the group is relying on the ideas of the leader rather than thinking for themselves. This leadership model is sometimes called the genius with a thousand helpers. Geniuses are rare and this approach does not scale well since the leader needs to weigh in on everything. Strong leaders are aware of the bandwagon effect and take steps to avoid it becoming the norm.

Followers need to think for themselves rather than simply agree with the leader.

One way to counter the bandwagon effect is to let others go first

If you are wondering what is an effective way to negate the bandwagon effect as a leader. It is to let others go first. Ask your team members for their thoughts, perspectives, and ideas before voicing yours. It is hard for strong leaders to always be patient, but this approach helps you make better decisions. One of your team members may have the best solution and you will never know unless you ask.

Strong leaders ask their team memebers questions for input.

One caveat – a bias towards action is a good thing

There is one bias that I believe is a positive attribute for leaders – a bias towards action. Too many leaders are hesitant to make decisions and waste a lot of time thinking about problems rather than doing something about them. Yes – complicated challenges and strategic issues may take time to resolve. But I much prefer working with leaders who are doers rather than overthinkers.

You miss 100% of the shots you never take.
Wayne Gretzky

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I hope you join me on this journey to raise up the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

What is a horrible mistake to absolutely avoid when making decisions?

Our Battalion Commander figured no one would notice. He was deployed, and so was she. They just happened to be in the same unit. Work forced them to spend a lot of time together. He decided to start an intimate relationship with this Army Major. Two big problems – he was married, and she was his direct subordinate. Others did notice that they were rather casual around each other. Too casual – so they looked into it. My battalion commander was caught red-handed in an extramarital affair which is unacceptable behavior for an officer, especially a West Point graduate. He was removed from command and sent back to the States in shame. A twenty-year career down the drain because of his horrible decision. He knew better.

A bad personal decision can take your career off a cliff.

A horrible mistake is making poor personal decisions

There is a marketing campaign that says whatever happens in Vegas stays in Vegas. Clever slogan. Unfortunately, this is not true for leaders. The horrible mistake you should absolutely avoid when it comes to decisions is making poor personal choices. What does that mean? Do not lie, cheat, or steal. You will get caught at some point. Pay attention to the choices you make after hours as well. Some of you may say that it doesn’t matter. I believe that is a naive perspective. It does. I remind the leaders I work with before every holiday party – to have fun, but don’t become legendary. Don’t drink so much that others talk about you for years to come.

A marketing slogan – not a leadership principle.

We live in the age of transparency

For better or for worse, we live in the age of transparency. If you are a leader and do something stupid, like sleep with a subordinate, people will find out. Nowadays almost everyone has a phone that includes a camera and microphone. It is easy for someone to record your bad behavior and share it with others. If you sexually harass your employees it will be revealed at some point in time. What should leaders do? Think before you act. I am not saying that you need to live a monk’s lifestyle. Rather I am saying to be smart when it comes to making personal decisions. If your parents or spouse will be embarrassed by what you are about to do…don’t do it.

Phones and cameras are practically everywhere nowadays.

Many leaders fall into this horrible trap

I could list leaders who have fallen into that trap. But, I don’t need to do that. We all know a leader who made a poor personal decision and paid the price down the road. For example, I have watched leaders get fired after a corporate off-site or holiday party because they decided to get drunk which led to unacceptable unprofessional behavior. It probably seemed funny to them at the time, but was it worth it? The answer is no. I cannot emphasize this enough – be smart when it comes to your personal decisions to include what you post on social media sites. The last thing you want to do is explain a stupid tweet you posted long ago when you knew better but did it anyway.

Some leaders don’t learn from their poor personal decisions.

One caveat – enjoy yourself when you are on vacation

I am a big fan of relaxing and having a good time when you are on vacation. Let your hair down and enjoy yourself. If you are a strong leader and work hard at your job, you deserve to take a break from the daily grind every now and then. Just make sure that you don’t go overboard and end up making poor personal decisions you will regret.

The opportunity to step away from everything and take a break is something that shouldn’t be squandered.
Harper Reed

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The perspective of Colin Powell on how to define leadership

We recently learned the news that General Colin Powell passed away. I am reposting an article I wrote about his trusted perspective on leadership. General Colin Powell will be missed. Given the challenges we face in the world these days, we desperately need more leaders like him who lead the way when it mattered most. RLTW!

Who was General Colin Powell?

General Colin Powell was one of the greatest US Army Generals in the last century. According to Wikipedia Powell was a professional soldier for 35 years. He held a myriad of command and staff positions and rose to the rank of 4-star General. Powell completed multiple combat tours in the Vietnam War. General Powell served as National Security Advisor (1987–1989), as Commander of the U.S. Army Forces Command (1989), and as Chairman of the Joint Chiefs of Staff (1989–1993), holding the latter position during the Persian Gulf War.

Army Gen. Norman H. Schwarzkopf consults with then-Chairman of the Joint Chiefs of Staff Gen. Colin Powell during Desert Shield and Operation Desert Storm. Two great modern American Generals. (U.S. Air Force photo/Tech. Sgt. H. H. Deffner)

General Powell was a pioneer

Powell was the first African American to serve on the Joint Chiefs of Staff. He was the 65th United States Secretary of State, serving under U.S. President George W. Bush from 2001 to 2005, the first African American to serve in that position. His resume as a leader is impressive. I trust his leadership perspective.

Colin Powell was the first African-American Secretary of State. (AP Photo)

What did General Powell accomplish as a leader?

The list of General Powell’s accomplishments as a leader is too long for this blog. For his service, General Powell received numerous U.S. and foreign military awards and decorations. Powell’s civilian awards include two Presidential Medal of Freedom, the President’s Citizens Medal, the Congressional Gold Medal, and the Secretary of State Distinguished Service Medal. He also wrote multiple books. I read two of them (My American Journey, It Worked for Me: Lessons in Leadership and Life). I highly recommend both.

My copy of Colin Powell’s autobiography.

How did he view leadership?

In his books, Colin Powell describes a practical view of leadership. I trust his judgment. He has more experience than most leaders. His track record speaks for itself. General Powell was highly successful in numerous leadership roles. My favorite leadership quote by him is below. It describes the specific actions that leaders should focus on to be successful.

Leadership is solving problems. The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help or concluded you do not care. Either case is a failure of leadership.
General Colin Powell

Powell and Drucker both believe what you do matters

General Powell’s leadership perspective is similar to Peter Drucker’s. According to both of them what you do as a leader is important. Powell points out that you must be able to take care of your people and solve their problems. Otherwise, they will stop following you. In other words, competency counts, and actions speak louder than words.

Solving problems is a leaders job. — Solving problems is a leader’s job.

Powell’s leadership view is accurate

You demonstrate leadership skills by solving problems. If you cannot, then why are you in charge. Also, it is one thing to tell your team members you care about them. It is another thing to actually solve their problems. If you do one without the other you are failing as a leader. We all probably know at least one leader who talked a big game, but never followed it up with actions. Don’t be that kind of leader.

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The most practical tip to be better live, on-camera

Leaders are on camera a lot more these days. The global COVID crisis impacted practically every organization in the world. Most stores, offices, and other places of work closed their doors the past few months. Millions of employees are working from home these days and participating in a lot of video teleconference calls. As a result, many more leaders are spending hours on camera – talking with their teams, meeting with their customers, and engaging with their stakeholders. It is becoming more important than ever that leaders communicate effectively live, on-camera. If they do not, it could negatively impact their performance.

The COVID crisis is changing how leaders communicate.

Communicating effectively on-camera is challenging

Leaders, let’s face the hard truth upfront – it is challenging to communicate effectively on-camera. Three reasons explain why this mode of communication can be daunting for leaders. First, you must understand the technology. Technical difficulties will ruin your day if you are clueless. Second, others can see you up close, and personal. Some of us (I fall into this category) have a face for radio, not the camera. Third, it is easy to get distracted, especially if you are on a laptop computer or phone. Trust me – if you are distracted, you can bet others are as well.

Make sure you are proficient with the technology.

What can you do to improve your performance on-camera?

Many leaders, including myself, wonder what can I do to improve my performance on-camera? How do I get better at this critical communication skill? The last thing that any of us want to do is look stupid in front of others. We can ill afford a stumbling and bumbling performance. The simple solution to this challenge – practice. The most practical tip I can give you to be better live, on-camera is to turn on your camera as much as possible. Don’t hide from this challenge.

It takes twenty hours of practice on-camera to get proficient

According to Josh Kaufman’s TED talk (viewed over 20 million times) – it takes roughly twenty hours to learn anything new. Communicating live, on-camera is a brand new skill for many leaders. Before COVID – participating in teleconference calls was more the norm, than video teleconference calls. The new normal is here. I am convinced that from now on, leaders will be expected to communicate live, on-camera a lot more than in the past. It is a reality that we leaders all face. Take it head-on by turning on your camera as much as possible so that you can become comfortable communicating on-camera. Start practicing – it will take twenty hours.

People want to see their leaders

Some of you remain unconvinced. You are asking – why in the world should I turn on my camera? You are thinking – I am horrible at communicating via a video camera, and no one wants to see me. Dismiss those thoughts. People want to see their leaders, and you should want that kind of visual interaction with your team, other leaders, and stakeholders. Remember this, according to several studies, non-verbal communication is as important as verbal communication when engaging others. Body language and facial expressions alone can communicate how you feel about a topic.

The most important thing in communication is to hear what is not being said.
Peter Drucker, leadership expert and management guru

You will get better with practice

Turn your camera on as much as possible. Practice, practice, practice. Based on my own recent experience, you will get better over time. We all know leaders who are awful on-camera. They are nervous, and so is everyone else. It is difficult to watch, much less pay attention to a leader who cannot communicate well on camera. I bet you he does not practice and does not turn on his camera unless there is no alternative. Some of us are lucky enough to know leaders who are excellent on-camera. She communicates effectively with her stakeholders. Everyone enjoys participating in her meetings. The latter leader will have a distinct advantage over the former in the future. Be that kind of leader – you can do it.

Several leaders are standing out during the COVID crisis.

Don’t turn your camera on all of the time

Let me finish by pointing out that it is not always appropriate for you to turn on your camera. At times, it is prudent to avoid being “caught on camera” in an awkward situation. Three simple examples come to mind.

You are in a place full of visual distractions – if you are working from home with your kids or pets running wild nearby. Don’t turn on your camera, unless you want to risk an embarrassing situation.
You are driving – stay safe on the road. Keep your eyes on the road, not on your phone, or laptop. Don’t ever turn on your camera while you are in the car unless it is parked, or someone else is driving.
You are late to the meeting – no one walks into a normal meeting and deliberately causes a major disruption by bringing attention to themselves. Don’t make the same mistake by arriving late with your camera live. Instead, join and decide what makes the best sense.

Kids are cute, but not during important business meetings.

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Turn your camera on as much as possible.

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How to communicate more clearly with your stakeholders

I logged into my laptop to check email. I noticed a recall message in my inbox. What did I do next? I read the note it referenced, of course. Everyone does. The only reason someone sends a recall message is that the email contains something that others should not see. I scrolled down until I found the faux pas. Wow – it was a doozy. Flaming your boss in an email is never a good idea. I predicted the sender would lose his job over this misstep. I was right. He was gone by the end of the week. He made a stupid mistake and paid the price. That leader did not understand how to communicate more clearly with his stakeholders, especially in email.

Tactical tips to communicate more clearly

All The Way Leadership! believes that clearly communicating is what strong leaders do. It is important that leaders ask whether they can clearly communicate with their stakeholders. In the last blog, I described powerful questions to better communicate with stakeholders. In this post, I am going to share some tactical tips (TTs) for ways to communicate more clearly with your stakeholders. Practical advice for new leaders.

Tactical tips are worth jotting down for future use.

TT#1 – Use a consistent pattern with your team to communicate more clearly

People like patterns. They help minimize the amount of thinking required to complete tasks. The first tactical tip for communicating more clearly is to use consistent patterns as much as possible. What does that mean? Make sure your meetings follow clear agendas. If you have any recurring meetings – follow the same flow for each one. For example, I led a proposal team a few years ago. Every morning I hosted a call with the team. We followed the same agenda and flow every single day. It helped keep all of us focused, and created efficient communication flows. We live in the age of distraction. It is hard enough already to pay attention in meetings or on a long conference call. Consistent patterns help your stakeholders know what to expect and minimize the brainpower they need to use for meaningful engagement.

Have a clear agenda for your team meetings.

TT#2 – Give your audience clear guidance about providing feedback

You need to know what your stakeholders think and how they feel. It is critical that you get inputs from others in order to build consensus and move your team forward. Make sure you give your stakeholders clear guidance about how they can provide feedback. Pause during meetings to see if anyone has a question. If you sense your team does not understand something seek feedback. Call on team members by name if no one speaks up. They will respond. The bigger your audience the harder it is to gather feedback. If you do not want questions until the end, let your audience know. Make sure you save time for Q&A if you use that technique. I am not suggesting that there is one method that is the best for getting inputs. Rather, I am recommending that you think about how to ask for stakeholder feedback so that you get it.

Q&A is an effective way to get feedback.

TT#3 – To communicate more clearly less is usually better in emails

In the office, email is a necessary evil. I do not know any leader who truly enjoys spending hours writing and responding to email messages. But, it is still in wide use these days. I do not think it is going away anytime soon. Email can be an effective way to communicate with stakeholders. It can also result in big miscommunications. My main recommendation is to keep it short. Less is usually better. No one wants to read a really long email from their leader. No – they are going to scan it, at best. Spend some time writing a clear title to the message, and put the most important content in the beginning. BLUF – bottom line upfront. Many of your stakeholders will likely read your email on their phone which makes it even more important to keep it brief. Long messages are hard to read on a mobile device. Don’t be the kind of leader who confuses your stakeholders by droning on and on in an email. Get to the point if you want a response.

There are many Dilbert cartoons about email.

Warning – Emails get legs and can spread like wildfire

One final warning about email. Be careful what you say in email messages. Remember – you have almost no control over an email after hitting the send button. Don’t flame your boss, say bad things about others, or share a strongly worded dissenting opinion. Pick up the phone instead. Like the story I started this blog with – don’t be surprised if any controversial email you send gets legs and spreads like wildfire. I have seen this happen more times than I care to remember. And for heaven’s sake – don’t hit the recall button after you realize you made an error in judgment. Everyone is going to read the note if you use recall. I guarantee it. Instead, hope for the best, brace for impact and work on your resume.

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Powerful questions to better communicate with stakeholders

She started slowly. The first slide displayed on the screen. She spoke the opening lines of the presentation with strength and conviction. She was a powerful communicator. It was a conference room packed with her leadership team members. She was rolling out the biggest change initiative her team had ever seen. This was the moment to share the plan and build consensus with them. If she did not deliver a convincing presentation the new strategy would stall. She knew what was required. Next slide. Her tone and intensity increased. The energy in the room went up dramatically. She smiled at her key stakeholders knowing full well that the presentation was working. They clearly understood her vision.

Powerful communicators connect with their teams.

I am not a communications expert

All The Way Leadership! believes that clearly communicating is what strong leaders do. First, you should ask yourself the question, can you clearly communicate with your stakeholders? If the answer is no, then you have work to do. If the answer is yes, I recommend you still spend some time thinking about the best way to communicate clearly with your stakeholders. I am not a communication expert and do not pretend to be one. If you want to go deep into that topic find someone who is. Instead, I simply advise that all leaders ponder a few powerful questions to better communicate with their stakeholders. These Points to Ponder (PP) are found below.

Avoid making your team suffer through poor communications.

PP#1- How well do you know the person or stakeholders you are communicating with?

Most leaders communicate with different audiences throughout the day. The first point to ponder is how well do you know the person or stakeholders you are communicating with. Crucial conversations with someone you do not know well is a hard thing to do. Leading a meeting with your team who you interact with on a regular basis is much different than communicating bad news to your senior leadership team. Don’t be shocked if you end up communicating with stakeholders who do not know you at all. Prepare accordingly. Simply understanding the audience can make or break your ability to communicate clearly with your stakeholders.

An excellent resource for communication skills.

Powerful communicators tailor their message to the audience

Leaders who are powerful communicators tailor their message. They think about the setting in advance. If you are meeting with your team it is probably okay to be less formal and spend more time talking. When you are briefing senior leaders about a tough topic you will want to keep your communication succinct. Don’t muddy the waters by using too many words. If you only have a few minutes on the agenda, then take only a few minutes. Don’t expect more time. Weak communicators disregard the audience. They do not prepare ahead of time and say whatever pops into their minds. Don’t be like that. I have witnessed many leaders say something stupid simply because they did not tailor their message to the audience, nor prepare beforehand.

PP#2 – Do you get a response, inputs, or feedback from stakeholders?

Leaders need to know what their stakeholders think and how they feel about many topics. Do they understand your vision? Does the strategy make sense? What are their thoughts about the implementation plan? You will not receive a response or gather sufficient feedback from stakeholders if you do not ask for it. It is critical that you get inputs from others in order to build consensus and move your team forward. If all you do is broadcast when communicating and do not spend time listening to your stakeholders then you are doomed as a leader. No one likes a leader who does all the talking. Getting buy-in and ideas from others is critical for success.

Put down the megaphone and ask for feedback.

Powerful communicators know how to ask their stakeholders for feedback

Leaders who are powerful communicators know how to ask their stakeholders for feedback. They pause during meetings to see if anyone has a question. If they sense their stakeholders do not understand something a strong leader will seek feedback. Is this the right approach? Does it make sense? The bigger the audience the harder it is to gather feedback. Some stakeholders are reluctant to engage until you ask them, especially in a large group. In other situations, you may receive more questions than you have time to answer them. I am not suggesting that there is one method that is the best for getting inputs. Rather, I am recommending that you think about how to ask for stakeholder feedback beforehand. The best leaders I worked with over the years were masters at getting the thoughts, ideas, and feelings of their stakeholders.

Don’t expect all the feedback to be positive.

PP#3 – Is this interaction a normally planned activity?

The third point to ponder is whether or not the interaction is a normally planned activity like a regular team meeting. Or is it something different than the usual setting. Perhaps a once and done type situation. For example, it is normal for a leader to talk about performance with their team members on a regular basis. Perhaps you sit down monthly with every member of your team to talk about how they are doing. These interactions are different than sharing the results of an annual review with a team member or letting him know his annual salary increase. The preparation required for normal planned activities is much different than special events. Something to consider if you want to become a strong leader.

Some topics like salaries are sensitive.

Powerful communicators prepare accordingly for special events

Powerful communicators understand that special events require more preparation than normal. They invest the time and energy to make sure they are ready for action when it counts most. For example, I would spend a lot more time preparing for a briefing to my senior leadership team than I would a routine weekly meeting with my team. The senior leaders you work with may not see you in action that often. Make the most of the interaction by preparing so that you are at your best. The last thing you want is to choke in a high stakes situation. Your leadership reputation will suffer. Strong leaders are powerful communicators. They prepare for special events and deliver the goods. It is one of the traits that separates great leaders from good ones.

Public speaking makes many leaders nervous.

Take the time to ponder powerful questions to clearly communicate

Strong leaders understand the importance of clearly communicating and connecting with their stakeholders. They ask powerful questions to better communicate with their stakeholders. Powerful communicators ponder how well they know the audience. They get feedback from stakeholders and make the most of special situations. Be that kind of leader. Ask the right questions before you communicate with your stakeholders. They will help make you a powerful communicator, and stronger leader.

The art of communication is the language of leadership .
James Humes

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Can you clearly communicate with your stakeholders?

Have you ever worked for a leader who is a horrible communicator? No one trained him, and it showed. For example, I worked for one leader who did not know how to clearly communicate. He knew it, I knew it, everyone knew it. The organization put this leader in charge of a big change initiative. He floundered, and we all suffered while this leader struggled. He did not know how to clearly communicate. All his stakeholders were left in the dark wondering what was happening. As you might imagine – it was a painful experience for all of us.

Team meetings are torture with a leader who cannot communicate.

It is tough working for a leader who cannot clearly communicate

Another time I worked for a leader who was a daily disaster when it came to communications. He would speak at meetings, and everyone would cringe. No one was quite sure what in the world he was talking about, and neither was he. The organization ended up in complete chaos as a result of this leader’s inability to communicate and connect with his followers. At times he would explode in a meeting chastising his team for not doing things the way he wanted. Getting angry did not help the situation.

More volume does not fix bad communications.

The leader who replaced him was much better at communicating

Eventually, a new leader was put in place. This leader went to work right away fixing the communication problems plaguing the organization. She was an engaging speaker. She made sure all of her meetings had a clear agenda to include opening and closing comments that she prepared in advance. Her team understood what she wanted. Trust was restored. Performance improved rapidly. I watched in wonder as she turned around a bad situation in less than 90 days. It was a pleasure working for a leader who knew how to clearly communicate and connect with her followers.

The difference between mere management and leadership is communication.
Sir Winston Churchill

A novel framework for new leaders

All The Way Leadership! created a novel framework for new leaders. Fundamentally this framework communicates that it is vital for you to possess integrated integrity as a new leader. Having individual integrated integrity means that ‘who you are’ aligns with ‘what you say’ and ‘what you do’. If you do not demonstrate individual integrated integrity your team will not trust you, and your impact as a leader will be limited. ‘Who you are‘ was covered in previous posts. Now ‘what you say’ will be discussed.

All The Way Leadership! Individual Integrated Integrity Framework. ©2020

Three key components comprise ‘what you say’

All The Way Leadership! believes every leader needs to understand that ‘what you say’ is important. ‘What you say’ as a leader is comprised mainly of three key components – communicating with stakeholders, presenting your ideas, and engaging your team members. Communicating with stakeholders is the topic of this blog. It can be difficult to do, especially if you are a new leader. Also, many senior leaders have a diverse set of stakeholders that brings its own challenges. For now, let’s focus on a simple model for communicating with your stakeholders.

What training do your team members need? — Clearly communicating with your stakeholders is vital for success.

A tool to clearly communicate with your stakeholders

As a leader, it is important that you clearly communicate to your stakeholders. It sounds easy to do. It is not. The amount of miscommunication that occurs on a daily basis in most offices is enormous. Think about how many times this week you participated in a discussion that ended without a clear understanding of what you should do next. One tool to help you is a simple framework for thinking about the best method to communicate with your stakeholders. It is found below. Take some time to select the best method before communicating, not after the fact.

Not all communication channels are the same.

Selecting the best method to clearly communicate

All The Way Leadership! recommends that all leaders take the time to select the best method for communicating. Your stakeholders will thank you later. Four communication methods are found below.

Face to face (in person) – some topics should be discussed in person. This method is best for direct communication. Conduct all crucial conversations in person, if possible. It may be impossible to talk with someone in person. A video teleconference is another option, although it is not the same since you can not read body language.
Instant message – use this method for informal exchanges. It is especially effective if you need a quick answer to an easy question. IM is much more common as a workplace tool nowadays. I know some senior leaders who refuse to use IM. That is a mistake. Don’t be a dinosaur when it comes to IM.
Text message – basically this is IM on your phone. Use this method if you have an immediate need or want to provide a quick update. For example, I will text someone if I am going to be late for a meeting.
Phone (1 to 1) – use the phone for formal discussions that you cannot do in person. Some of your stakeholders may not like talking on the phone much. They may prefer IM. Let them know to answer when you call because it is usually important.

Two methods commonly used that cause the most problems

If you are a leader you are most likely participating in multiple group meetings and conference calls a day. You probably send and receive e-mails all day long. These two methods are effective but can cause problems if you are not thoughtful.

Conference calls – an efficient method for group discussions. Several modern productivity tools make it easy to get a group together for a virtual meeting. If it is your meeting – lead the discussion. Don’t let it devolve into a circus. The video below is funny, but also accurate about what can happen during a conference call. Be prepared.
E-mails – an effective method for both formal and informal communication with your stakeholders. It is a great way to loop others into a conversation and make virtual introductions. BTW – read your emails. How do you know what is happening if you have hundreds of unread emails? Don’t ignore your inbox and hope for the best.

This video is sadly accurate about conference calls.

Why selecting the proper method to clearly communicate matters

As a leader, you will participate in many different kinds of conversations. Some will be quick like getting a status update from one of your team members. Others will be more serious like sharing bad news with your boss. Take the time you need to select the proper method for clearly communicating with your stakeholders. For example, don’t talk about sensitive personal topics on a large conference call. Save that discussion for later when you can discuss the issue with the person directly. Trust me – selecting the proper method will save you many headaches. In the next blogs, I will share tactical tips and lessons learned about communicating with stakeholders.

Sensitive personal topis are best handled in person.

What about you?

Do you pay attention to ‘what you say’ as a leader? Have you taken the time to identify the best method for clearly communicating with your stakeholders? If not, make the investment now. If so, you will enjoy the next few blogs. We are going to explore how to clearly communicate with your stakeholders to include points to ponder, tactical tips and lessons learned.

Great leaders communicate and great communicators lead.
Simon Simek

ATW! is designed to make you a better leader

All The Way Leadership!

Clearly communicating is what strong leader do

Take a moment right now and think about a strong leader you know. Someone you truly enjoyed working for. Ask yourself a simple question about this leader. Did she clearly communicate to her stakeholders? I bet the answer is yes. Now think about a weak leader you know well. Someone you did not enjoy following. Ask yourself the same question. Did he clearly communicate with you and others? Your answer probably changed to no. It is difficult to follow someone who communicates poorly.

President Reagan was known for his effective communication.

Three hard truths about your personal integrity

All The Way Leadership! believes that integrity is a non-negotiable attribute for leaders. Simply put – if you do not demonstrate integrity your team will not trust you, and you are dead in the water as a leader. In a previous post, I advised that you never forget these three hard truths about your integrity

Your team is watching your every move – what will you do to build their trust?

A novel framework for new leaders

All The Way Leadership! created a novel framework for new leaders. Fundamentally this framework focuses on the fact that it is vital for you to possess integrated integrity as a new leader. Having individual integrated integrity means that ‘who you are’ aligns with ‘what you say’ and ‘what you do’. If you do not demonstrate individual integrated integrity your team will not trust you, and your impact as a leader will be limited. ‘Who you are‘ was covered in previous posts. Now ‘what you say’ will be discussed.

All The Way Leadership! Individual Integrated Integrity Framework. ©2019

A constant leadership challenge

Clearly communicating is a constant leadership challenge that requires attention. Strong leaders invest their energy and brainpower into clearly communicating with their followers. They do it in small ways like sending thoughtful emails, not just blasting off rapid responses that are confusing. And in big ways like properly preparing for meetings and presentations. No one ever enjoys suffering through an endless meeting that accomplishes nothing. Don’t be that kind of leader. Stakeholders will skip your meetings if you fall into this trap.

People expect their leaders to communicate with them

After spending decades in leadership positions you start to notice certain patterns. One that is readily apparent is that most people do not like being kept in the dark. They want to know what is going on. Make sure you share the big news of the day with your team. Talk about the top priorities and discuss what do you expect them to do. Your team members may not like everything you have to share with them, but they will appreciate the fact that you are keeping them in the loop. Team members trust leaders who clearly communicate with them on a consistent basis. Don’t be the kind of leader who puts on your headphones and ignores everyone in the office.

Headphone culture is affecting communication at workplaces.

A strong leader will communicate consistently

Leaders know that they should spend time communicating with their stakeholders. The real question is how much communication is necessary. All The Way Leadership! believes that the key to clearly communicating is consistency. Do you meet with your team on a regular basis? Is there a well-understood agenda that you actually follow? People prefer predictable patterns when it comes to meetings. Make meetings less painful for your team by thinking about the flow and format in advance. It is your job as the leader to facilitate your team meetings. Nothing will suck the energy out of a team meeting more than if you show up and ask “what are we here to talk about?”. You should know – it is your meeting.

Boring meetings drain morale and stifle innovation.

Make sure you stay synchronized with your boss

It is important that you and your boss are “on the same sheet of music”. Strong leaders make sure they are synchronized with their boss. How often do you meet with your boss to discuss priorities and your activities? I am not suggesting that there is a right answer regarding how often you need to communicate with your boss. In some situations, it may be daily. Rather I am suggesting that you think about it, and put a system in place to execute. For example, I meet with my boss on a weekly basis, at a minimum.

Consistent face-time with your boss is important.

It is hard to get your team to do what you want if you never clearly communicate it to them

This point seems like a no-brainer, but I will mention it anyway. Mainly because I used to fall into this leadership trap all the time. I would get frustrated with my team members when they did not do what I expected. Turns out the problem was me, not them. I never clearly communicated what needed to be done. Instead, I thought they knew the work and would do it without requiring direction. Basically, I was asking them to read my mind. Once I realized that the problem was my communication style I changed my approach. Performance improved. Having shared this pitfall, I need to mention another one. That is don’t become a micromanager.

Micromanagers are exhausting

Have you ever worked for a leader who is a micromanager? It is exhausting. Yes – it is important that leaders clearly communicate on a consistent basis with their stakeholders. Yes – you need to let your team know what work needs to be completed. No – you do not need to micromanage them. I witness two forms of micromanagement on a regular basis. The first is leaders and managers constantly checking the status of tasks that they assign team members. The second is leaders who always tell their team members how to perform every task. Both are bad. No one wants enjoys being pinged by their boss all day long, or being told what to do all the time. Don’t be that kind of leader.

High performing team members don't need to be micromanaged. — High performing team members don’t need to be micromanaged.

What about you?

Are you building trust with your followers by clearly communicating with them? Do you spend time with your team on a consistent basis discussing what work needs to be done? Do you meet with your boss to stay synchronized? If not, then you have work to do. Don’t worry – All The Way Leadership! is here. The next blog post will focus on a framework for methods to clearly communicate with your stakeholders.

Wise men speak because they have something to say; Fools because they have to say something.
Plato

ATW! is designed to make you a better leader

All The Way Leadership!

How to leverage your MBTI results to be a better leader

I walked into my new workplace and noticed something different right away. There were letters everywhere. Four-letter combinations next to all the name placards posted outside of individual offices. INTJ, ISTJ, ESFP, ENTJ directly above the person’s name. It was my first day supporting a new client, and I could tell it would be a challenging assignment. From what I witnessed, this office required all leaders to share their MBTI results publically with everyone in the office. Weird – really weird. I asked one of my colleagues about the letter combinations. She confirmed my suspicion and let me know that I was in for quite an adventure. She was right.

No one wants to work at a circus, except the clowns.

Tactical tips for leveraging your MBTI results as a leader

All The Way Leadership! believes that identifying your MBTI can help you as a leader. It is important to understand who you are. At the end of last year, I described how to ponder the results of your personality type test. In this blog, I am going to share some tactical tips (TTs) for ways to leverage your MBTI results to be a better leader. After all, what good are the results if you don’t use them to your advantage.

TT#1 – Don’t “Game the Test” to get the MBTI results that you want

Some leaders question their MBTI results right away. They don’t believe the test is accurate and refuse to accept their results. They say things like, “I read my personality description and I am nothing like the person it describes”. What do they do next? Take the test over. Of course, they get a different result the next time. Why? Because they know more about how the MBTI works, and they “game the test”. They answer questions in a way that gives them the results they want. It is not difficult to determine what aspects of your personality some of the questions are assessing. Don’t fall into this trap. It is a silly mistake to make. Be honest to get accurate results.

TT#2 – Accept your results as accurate

Some leaders wonder if the test is accurate. My answer is simple. The test is as accurate as you are honest when answering the questions. If you did your best to answer each question honestly, then the results will be accurate. If you gamed the test, your results will be flakey. All The Way Leadership! trusts that you are an honest leader who is willing to look in the mirror to learn the truth about who you are. With that thought in mind – accept your results as accurate. If there are parts of your personality that are not appealing, don’t fret. We all have things we need to improve. At least you know what they are and can work on them rather than guessing.

Take your time analyzing your MBTI results.

TT#3 – Confirm your results with feedback from others

The last tactical tip is to confirm your results with feedback from others. If you are not sure if something in your MBTI results is accurate, ask for feedback about that aspect from someone who knows you well. For example, let’s say that your results indicate that you are in introvert, but you feel like you are actually a “capital E” extrovert. Ask someone else what they think. Simply say that you took the MBTI test and want to make sure the results are meaningful. I do not recommend sending the details out to your team for feedback from everyone. That approach is more transparent than you need to be as a leader and may come across the wrong way. Rather – seek feedback from people who know you well about specific parts of your MBTI results.

Colleagues are an excellent source of feedback.

Never forget – you are who you are, so deal with it

Your MBTI results are one piece of data that will help you understand who you are…really. All The Way Leadership! believes that you must possess a good grasp of who you are in order to be an effective leader. The bottom line is that you are who you are, so deal with it. You have strengths and weaknesses just like everyone else. Your personality type is not really that important. Knowing your MBTI results and factoring them into your leadership style is what matters. Next, I am going to share a few lessons learned (LLs) about leveraging your MBTI results as a leader.

LL#1 – Don’t stare into the mirror for too long

The MBTI test is one of many that a leader can use to learn more about themselves. It is a great starting point of self-discovery for young or new leaders. Other related tools include DISC, Hogan, and Enneagram. Each tool provides leaders a different personal perspective. I am not going to declare that one is better than another. Instead, it is worth mentioning that you can overdo it when it comes to these tools. Don’t take all of them at the same time and sift through a pile of data to try and figure out who you are as a leader. In other words, don’t spend too much time staring in the mirror. Leverage these various tools as you learn and grow as a person, and a leader. Take your time.

LL#2- Let others know your MBTI results, but don’t share too much

It is perfectly okay to let others know your MBTI results. They may be interested to learn that you are a “T”, not an “F” when it comes to making decisions. Also, it will help the members of your team better understand you. As discussed in previous posts – it is important that your team know who you are in order to build trust with them. Having said that, don’t overshare. I worked with leaders who provided way too many details about their personality, and why they are the way they are. Don’t cross the line when it comes to the number of personal details you share with others, especially your team, and your boss.

No one at work needs to know intimate details.

LL#3 – Ask your boss for his/her MBTI results

It is always helpful to know how your boss is wired. Knowing her or his MBTI results will give you a data point worth knowing, and pondering. In particular, I would spend some time reading from the 16 personalities web site about what your boss is like. Trust me, it will help you avoid potential pitfalls. One time I went from working for a commander (ENTJ) to a logistician (ISTJ). As you might imagine, my interactions with these two bosses were radically different. I really struggled to connect in a meaningful way with the ISTJ, even though that is my personality type. Eventually, I made adjustments and we were fine.

Always be yourself, express yourself, have faith in yourself, do not go out and look for a successful personality and duplicate it.
Bruce Lee

Bottom line – be the best version of you that you can be

I love the quote from Bruce Lee. It is a great reminder that each of us is different. There is no one exactly like you in the universe. It is okay to learn from other leaders and emulate them. But, it is important to have faith in yourself. Make the most of your unique personality. Bruce Lee did not achieve greatness by trying to be someone else. Neither should you. Simply be the best version of yourself that you can be. That alone is a success.

ATW! is designed to make you a better leader

All The Way Leadership!