Monday 26 December 2016

Seven Ways To Be A Collaborative Leader Of A Team


Edward M. Marshall's book, Transforming The Way We Work -- The Power Of The Collaborative Workplace, remains relevant today, more than a decade after Marshall wrote it.

Particularly useful is the book's section that teaches readers how to be a collaborative leader.

Marshall says that there are seven different, important roles and responsibilities of collaborative leaders when leading teams, and those leaders should select the appropriate style to meet the team's needs.

The seven roles are:
  1. The leader as sponsor -- You provide strategic direction, boundaries and coaching for the team. You also monitor progress and ensure integrity in the team's operating processes.
  2. The leader as facilitator -- You ensure that meetings, team dynamics, and interpersonal relationships function effectively. You also ensure internal coordination of activities among team members.
  3. The leader as coach -- You provide support and guidance and you serve as a sounding board.
  4. The leader as change agent/catalyst -- You hold team members accountable, make the unpopular decisions, energize the group to action and enable breakthroughs where possible.
  5. The leader as healer -- You play the role of the mediator and serve as the catalyst to bring people together.
  6. The leader as member -- You serve as part of the team, taking full responsibility for the success of the team and actively participate in the team's activities.
  7. The leader as manager/administrator -- You serve in a traditional role of tackling the daily administrative responsibilities, processes, and systems essential to managing the boundaries within the larger organization or key stakeholders.
Within any collaborate workplace, leaders will find themselves fulfilling all seven of these roles at different times, and sometimes fulfilling a combination of the seven styles at the same time, while working with work groups and teams.

Four years after Marshall wrote, Transforming The Way We Work, he penned, Building Trust At the Speed Of Change. Marshall won an award for excellence in organization development from the American Society for Training and Development. He holds degrees from Claremont McKenna College, Syracuse University and the University of North Carolina. 

Friday 23 December 2016

Nine Ways To Be A Stronger Career Mentor And Coach

Author Paul Falcone offers the following great advice for how to become a stronger career mentor and coach by helping your subordinates grow and develop in their own careers.
  1. Encourage others to engage in random acts of kindness.
  2. Find creative ways of surprising your customers.
  3. Focus on making bad relationships good and good relationships better.
  4. Look for new ways of reinventing the workflow in light of your company's changing needs.
  5. Think relationship first, transaction second.
  6. Realize that people can tell more about you by the depth of your questions than by the quality of your statements.
  7. Separate the people from the problem.
  8. Always provide two solutions for each question you ask or suggestion you raise.
  9. Employ right-brain imagination, artistry, and intuition plus left-brain logic and planning.
And, one of my favorite pieces of advice from Falcone:
  • Convert "yes...but:" to "yes...and" statements to acknowledge the speaker's point of view and to share additional insights.

Wednesday 21 December 2016

How To Create SMART Goals


Too often, businesses don't have clearly defined goals and even less often specific plans to reach those goals.

When you set a goal for your business, be sure it is SMART:
  • Specific
  • Measurable
  • Attainable
  • Relevant
  • Time-related
Share that goal with your employees, so they understand all of the five attributes of the goal.

And then for your plan (sometimes called "program"), keep these tips in mind:
  • Realistically assess the obstacles and resources involved and then create a strategy for navigating that reality.  For me this year, that meant adjusting my race schedule this summer to accommodate a nagging hamstring injury.
  • Plan for more than just willpower.  Instead, plan by taking into consideration your business environment, your employees' schedules and workload, and everyone's accountability so that all these factors will work together to support you to achieve your goal.


Tuesday 20 December 2016

10 Questions Every Leader Should Ask


Here are 10 important questions business leaders should ask, according to Ken Blanchard and Garry Ridge, authors of Helping People Win At Work:
  1. Does my business have a clear, meaningful, and easily understood vision/mission?
  2. Do I have the right people in the right seats on the bus?
  3. Do I have a BHAG (big hairy audacious goal), and have I communicated it to my employees?
  4. Are my values driving the behavior I want in my organization?
  5. Am I creating a culture that increases employee engagement?
  6. Am I cultivating a spirit of internal and external learning?
  7. Do my employees know what an A looks like, and am I supporting them to get that A?
  8. Are our products/services creating lasting, positive memories for our customers?
  9. Do I have the best, most timely data and information to help my business make good decisions?
  10. Are our key performance indicators the right ones, and are we measuring what matters?
And, one more questions to ask is:
  • Do we celebrate success?

Monday 19 December 2016

Four Business Books To Read In 2017

To find the best business, communications and leadership books to add to my "to read" list for 2017, I reached out to some of the best experts in the field. Individuals I admire and respect.

Here is what they read this year and recommend adding to your 2017 "to read" list:


Paul Smith
Organizational Storytelling Speaker, Trainer/Coach, Author


"As a storytelling trainer and consultant, I’m constantly asked by companies to help their managers 'tell a better story.' When I dig in to find out what the issues and needs are, about half the time I conclude that it’s not actually storytelling that they need. What they need is the ability to craft a simpler, more logical, and more compelling argument that they can deliver in a presentation or in a memo. The Elegant Pitch teaches that and does it well," says Paul.

Twitter: @LeadWithAStory

Paul’s books:
Lead with a Story  (Amazon #1 Bestseller in Business Communication)
Sell with a Story  (Amazon #1 Bestseller in Sales and Selling)
Parenting with a Story


Debbie Laskey
Expert in Brand Marketing, Social Media, Employee Engagement, Leadership Development and Customer Service Marketing


"There are so many how-to lead books on the market that it’s almost impossible to siphon out quality from the imposters, but Willett’s book stands apart as a must-read. Here’s the main theme of the book: While many people are destined to become leaders, how many actually create cultures of excellence where others aim to become leaders? As Willett explained, 'It is your job to provide each person you lead with inspiration, guidance, discipline, correction, training, and most of all, the opportunity to make mistakes and to excel.' Want to learn more? Visit www.leadtheunleadable.com," explains Debbie.

Debbie has served as a judge for the Web Marketing Association’s annual web award competition since 2002, and has been recognized as one of the "Top 100 Branding Experts."

Twitter: @DebbieLaskeyMBA



Nathan Magnuson
Leadership Consultant, Coach, Speaker, Thought Leader

Extreme Ownership, by Jocko Willink and Leif Babin.

"I loved the gripping military stories but also the business tie-ins. The key message is that leaders can't lead until they accept the responsibilities that come with the job. I'd recommend this book to anyone faced with a critical job or project that will require 100% commitment," says Nathan.

Twitter: @NathanMagnuson
Nathan’s e-book: Trusted Leadership Advisor



David Grossman, ABC, APR, Fellow PRSA
Communications and Leadership Speaker, Consultant, Author

"This year, I re-read Lencioni's classic, The Five Dysfunctions of a Team," says David.

"Trust continues to be one of the fundamental issues organizations, teams, and leaders face. His elegant model and its components have stood the test of time, and are even more relevant today as leaders often work to build high-performing teams without addressing the most fundamental building block - vulnerability-based trust."

David is Founder and CEO of The Grossman Group, an award-winning Chicago-based communications consultancy focused on organizational consulting, strategic leadership development and internal communications.

Twitter: @Thoughtpartner

David’s e-books include:
The Mistakes CEOs Can’t Help But Make and the Fixes They Can’t Afford Not to Make
The Definitive Guide to Taming the Email Monster.

Friday 16 December 2016

Three Leadership Skills Building Tips


Be Decisive
A manager who can't make a decision or who can't make a timely decision will frustrate his/her employees. Equally bad, a lack of decision will impede the progress of the manager's team.

Some managers make endless requests for data as a way to postpone their having to make a decision. Employees end up spinning in circles, slicing and dicing the information far beyond what is truly needed for the manager to make a decision.

Some managers are simply afraid to make a decision in fear of making a "wrong" decision. These managers don't necessarily request needless data, but simply just never made a decision.

Successful managers (true leaders) gather the data from their employees, make any necessary follow-up requests (probing beyond what their employee may have researched/gathered on their own), and then make their decision...knowing that in virtually all cases most decisions are not black and white "right or "wrong," but are the best decisions made at that time for the current circumstances.

Good managers also know that most decisions can be tweaked along the way as their teams carry out their tasks impacted by the decision.
 
Find The Truth
If you're a parent of two children you already know that when the two are fighting and child #1 tells you what happened, you then ask child #2 what happened, and most often the truth is somewhere in the middle of what the two children have told you.

Surprisingly, many managers, even when they are parents, don't use this parenting "discovery" skill in the workplace. Instead, they often listen to only one side of a situation. Whether it is because of lack of interest or lack of time, they don't proactively seek out the other side of the story.

The unfortunate result is those managers form incorrect perceptions that can often lead to poor decisions and/or directives.

So, the next time two employees are at odds, or when one department complains about another department within your organization, take the time to listen to all sides of the situation to discover the truth that's in the middle.
 
Send A Written Thank You Note
Nearly all employees want to do both a good job and please their supervisor. When they succeed, send them a thank you for a job well done.

A short note (handwritten is particularly good) thanking them for a good job is extremely powerful. Particularly for new employees on your team. Or, for employees new to the workforce and early in their careers.


Include in your note a sentence regarding what they did especially well and how their specific action made a positive impact. Remember, be as specific as possible in what you write.

Be sure to send your note soon after the job was completed. If you wait too long (more than a week), the note will lose its impact.

Send your note in a way it can be easily saved by your employee. Even employees who have been on your team for a long time will likely save your note.
Finally, reserve your sending thank you notes for the big jobs, large projects, extra special work. If you send thank you notes too often they'll lose their effect.

Thursday 15 December 2016

Four Ways To Be A Humble Leader


From John Blakey's new book, The Trusted Executive, published just a couple weeks ago, here are these four tips from Jim Collins for how to be a humble leader:
  1. Demonstrate a compelling modesty, shunning public adulation and never be boastful.
  2. Act with quiet, calm determination and motivate others through inspired standards, not inspiring charisma.
  3. Channel ambition into the company, not the self, and set up successors for even more greatness in the next generation.
  4. Look in the mirror, not out of the window, when apportioning responsibility for poor performance.

Wednesday 14 December 2016

Five Key Interview Questions


If you are leading an organization and are the last person to interview a candidate, focus your questions more on trying to see if the person is a cultural fit. Here are a few questions to pose to potential new hires (from the book, Advisory Leadership:
  1. What motivates you?
  2. What are you passionate about? (Finding out what people are passionate about and why is a great window into someone's personality.)
  3. What are you telling your family/spouse about our company? (This question often takes candidates off guard and results in some often very honest answers.)
  4. What did you enjoy most/find most challenging in  your last position? (There are no right or wrong answers, necessarily. This question is a great assessment of the candidate, especially when considering certain roles.)
  5. What opportunities do you see for yourself here? 

Sunday 11 December 2016

Hold Getting-To-Know You Conversations With Your Direct Reports


To help you bring out the best in your team, you need to get close and understand their skills, abilities, and motivations. So, the authors of the book, Your First Leadership Job, recommend you hold getting-to-know-you conversations with each of your direct reports.

Ask these open-ended questions. Let each team member know the purpose of the meeting in advance. And, don't cheat by adding in work-specific questions.
  1. What do you enjoy doing most as part of your work? Why?
  2. What do you  miss most about the jobs you've had in the past? Why?
  3. What things about your current job do you enjoy the least? Why?
  4. How do you cope with or relieve stress?
  5. To help you do your job, what could I change about: Your work environment? The content of your work? How you get your work done?
  6. What form of recognition do you prefer or not prefer?

Saturday 10 December 2016

How To Create A Cycle Of Success


The Cycle of Winning has five parts: Decide, Overdo, Adjust, Finish, Keep Improving. These are the five actions that winners take to get on track and to help stay on tract. Theses actions create Serial Winners, explains Larry Weidel in his book, Serial Winner.

"Serial Winners leverage a cycle of winning action to make progress," says Weidel. "They do something every day that puts them on a course for the things they want in life."

"As you read [the book], you'll realize that you're already doing some of these things. But one or more of them will jump out at you -- the things you're missing," adds Weidel.

In the book, Weidel presents a step-by-step process that you can apply to your life, career and in your business.

Larry Weidel

For example, Weidel teaches:
  • Don't Hesitate, Decide -- Serial Winners make up their minds to being and then they keep moving. They know the clock is ticking and they need to continually make decisions and take action. If you don't go for what you want, you'll get whatever life hands you.
  • Don't Just Do It, Overdo It -- Serial Winners launch into every project with a mindset and plan to overdo it at the start. The extra momentum they build by overdoing helps them break through road blocks and allows them to handle bigger challenges over time.
  • Don't Quit, Adjust -- Serial Winners recognize that there's more than just one second chance. People get chance after change -- as long as they don't quit. Everyone faces hurdles, obstacles, failures, tragedies, and disasters on the path to the things they really want. Serial Winners chose to continually  make adjustments and win anyway.
  • Don't Just Start, Finish -- Serial Winners earn the great things in life -- trust, respect, loyalty, opportunity -- not by trying but by finishing. Each time they finish, they become stronger, wiser, and more capable of winning in the future. And, they benefit from all of the new opportunities that appear. To win, and win again, you must persevere until you finish.
  • Don't Settle, Keep Improving -- Serial Winners capitalize on the momentum of success by constantly seeking improvement. The "Always Be Improving Principle" is the difference between wining occasionally and winning consistently. It defines Serial Winners. If you want an exciting, fulfilling life, you have to keep improving.

How To Lead Through The Language Of Leadership


Communication expert Bart Egnal reveals why jargon is so prevalent in the workplace, and why it usually undermines those who use it, in his new book, Leading Through Language.

Step by step, Egnal demonstrates how effective leaders reject fuzzy terminology in favor of the language of leadership. And, by language of leadership, he means using language that clearly and powerfully brings ideas to life for the audience.

The book has two parts. The first part examines why jargon exists and discusses its implications for leaders.The second part teaches how to use language that conveys ideas with energy, clarity, and conviction.

Egnal also explains that before you think about language you need to adopt a leader's mindset using these six principles:
  1. Begin with vision. You must define the vision as a possibility that others can embrace or aspire to fulfill.Yet, it must be concrete enough that people can grasp it as something clear and achievable.
  2. Define your own conviction. When you speak from a place of conviction, your language becomes personal, authentic, and powerful.
  3. Move from information to inspiration. The number one reason speakers fair to inspire their audiences is that they focus on information rather than ideas. Leadership is not based on transferring information; it is based on transforming people.
  4. Be courageous. You must be ready to deliver ideas that challenge your listeners to adopt new approaches.
  5. Make it an everyday process. When you think about leading in every interaction, you will not reserve the language of leadership for "command performance."
  6. Be audience-centric. You must engage your audience by showing them what's in it for them.
Finally, Egnal shares this good advice from Anna Tudela, Vice President at Goldcorp:
  • Eliminate "minimizing" modifiers that so many of us use without realizing it. These modifiers undermine your ability to project confidence.
So, avoid these modifiers:
  • Just
  • Sort of
  • A bit
  • Perhaps
  • Probably
  • I think
  • I'd guess
  • We might
  • It could
Egnal is President and Chief Executive Offer of The Humphrey Group, a global firm focused on building leadership communication skills.

Friday 9 December 2016

Ten Sample Guiding Business Principles


I really like these 10 guiding business principles that San Antonio, TX headquartered insurance company USAA lives by:
  • Exceed customer expectations
  • Live the Golden Rule (treat others with courtesy and respect)
  • Be a leader
  • Participate and contribute
  • Pursue excellence
  • Work as a team
  • Share knowledge
  • Keep it simple (make it easy for customers to do business with us and for us to work together)
  • Listen and communicate
  • Have fun
You can find more examples of companies with impressive guiding principles in the book, 1001 Ways To Energize Employees.

Four Ways To Make Your Executive Coaching Experience A Success


If you are a leader already engaging with an executive coach, or contemplating engaging one, here are four ways to make your coaching experience a success, as reported in a relatively recent issue of Fortune magazine:
  1. Find the right match. Find someone to push and challenge you. To encourage you and to hold you accountable.  Be sure the person you engage with is a person you can trust and can talk to easily.
  2. Be aware of your company's expectations. If your boss hired the coach to work with you, make sure your boss, and your boss's boss, share their expectations and hoped-for outcomes with you. Then, make sure your coach knows that those things belong at the top of your goals list.
  3. Get your money's worth. Work with your coach on issues or questions that have a direct correlation to success in your job. 
  4. Be sure your coach sees you in action. Allow your coach to observe you interacting with your peers or direct reports. This also gives your colleagues a sense that you're seen as valuable and promotable.  And, it shows them that you're working on improving yourself.

Tuesday 6 December 2016

Connecting Silos in the Canadian Digital Infrastructure

Note: this article is cross-posted on the Simon Fraser University site


I was recently travelling across Canada by car driving past grain elevators and wide open spaces, giving me time and space to reflect on a number of ideas. The prairies typically give a driver lots of time to ponder a wide variety of themes, but one in idea in particular was how we as a nation work together remarkably well on national digital infrastructure, despite the vast seemingly empty plains.

For example, after almost two years as President of CUCCIO (Canadian University Council of CIOs) I have had the opportunity to observe the how the organization interacts with rest of the Canadian digital ecosystem. Late last year Universities Canada published “Canadian Universities and the Digital Future.” In that document they posed the question, “What do Canadian universities need to become digital leaders?” Their answer to the question consisted of a five actions based on their digital technologies survey from the fall 2015:
  1. The sharing of best practices and evidence-based technology investments.
  2. The development of national strategies and greater coordination among all levels of government, service providers, and universities. 
  3. Improved collaboration both within and between institutions.
  4. Improved capacity for institutional change management. 
  5. More sustainable and flexible funding models and resources. 
What is particularly interesting is how the CUCCIO organization is already delivering solutions in each of these five action areas and directly assisting Canadian Universities to become digital leaders. I would like to address each action separately.

1. The sharing of best practices and evidence-based technology investments.

This first recommended action is CUCCIO’s founding raison d’etre. This type of sharing is why we felt compelled to created CUCCIO in the first place. As Chief Information Officers responsible for our institutions’ digital infrastructures, we derive enormous value from both participating and contributing to CUCCIO. Every CUCCIO meeting is an occasion for the IT leaders of universities across Canada to share digital best practices and technological learning experiences, while also taking the rare opportunity to pause and reflect on the future. CUCCIO meetings create the unique atmosphere and environment necessary for the all leaders of university digital infrastructures to freely share experiences, ideas, successes, and failures in a mutually supportive, non-judgemental, and unconstrained environment.

2. The development of national strategies and greater coordination among all levels of government, service providers, and universities. 

As President I have seen CUCCIO interact with an astounding array of government and national IT organizations. We work closely with Compute Canada on national computing initiatives, including the wildly successful 2016 CANHEIT & HPCS co-hosted conference. The Executive Directors of CAUBO and CANHEIT work together regularly on a wide variety of higher education administration activities. The Leadership Council for Digital Infrastructure was created in 2012 at a forum initiated and facilitated by CUCCIO. Leaders from CUCCIO meet regularly with leaders of parallel international organizations through CHEITA (Community of Higher Education International Technology Associations). CUCCIO contributes on a constant basis with CANARIE through their CIO Advisory Council. Research Data Canada works closely with CUCCIO for support and several CUCCIO members are directly involved. Finally, CUCCIO is our national voice with the largest technology vendors including Microsoft, Amazon, D2L, Gartner, and the Educational Advisory Board. With almost 60 universities participating in CUCCIO, there is no other organization in the higher education sphere in Canada that is so broadly and deeply connected.

3. Improved collaboration both within and between institutions.

Fundamental to the success of CUCCIO is its ability to mobilize IT resources from across Canada to solve particularly critical national digital infrastructure issues. The CUCCIO Security Special Interest Group (SIG) is instrumental in sharing best practices around national IT security issues, and coming together to communicate immediately about emerging security threats to the community. Project management tools and techniques are shared nationally through the CUCCIO Project Management SIG and the recently created Client Services SIG will help improve customer experiences throughout our digital infrastructure. Via ad hoc conference calls to deal with emerging issues, the CUCCIO Executive Director brings together the right mix of people with digital infrastructure skills to help resolve impending issues such as reacting to protection of privacy challenges or rampant ransomware attacks. Finally, CANHEIT, the annual sharing of higher education digital technology ideas, experiences, and changes is facilitated and seed funded by CUCCIO.

4. Improved capacity for institutional change management. 

I would argue that you cannot “manage” change, but you can socialize change in a mindful and conscientious manner. This realistic approach to change requires help and support. It requires sources of experience and lessons learned. It requires an open community of like minded change leaders who are open to sharing their learning moments and scars. Access to nearly 60 university digital leaders via CUCCIO is like a security blanket for change. Technological change is an inevitability, and no matter what changes, there are very few times I am doing it alone. I always have someone else in the CUCCIO community that is travelling a similar path. I can always learn from their experiences, and glean vital help and advice from them.

5. More sustainable and flexible funding models and resources. 

Funding is always a contentious issue, particularly if the arguments are devoid of data. But CUCCIO has been leading a national benchmarking initiative for several years. The data from this work is invaluable in understanding the digital infrastructure investment in each university. This body of knowledge has been constructed using appropriate factors that account for digital infrastructure environments that vary by several dimensions across Canada. Quite successfully, the CUCCIO benchmarking helps us all understand what are comparable and appropriate costs throughout the national infrastructure. This understanding forms the basis for justifying any proposed funding models and allocating appropriate resources. Fact based benchmarking also helps the entire community improve our negotiating stance with vendors, leading to contracts where our national digital infrastructure can have greater control over key issues such as data management and privacy.


Clearly CUCCIO is central to helping Canadian universities become digital leaders. I strongly urge everyone involved with CUCCIO and everyone who works with CUCCIO to spread the message about the strategic significance of the organization in the Canadian digital ecosystem. Much like isolated grain elevators on the prairies in a deep winter storm, without CUCCIO, the higher education digital infrastructure in Canada would simply be a sparse set of silos devoid of connectivity and community.


~

Read Good To Great


Near the top of virtually every list you'll see of the best leadership books, you'll find, Good To Great, by Jim Collins.

The book, five years in the making, and published in 2001, addresses the all-important question of: Can a good company become a great company, and if so, how?

Some of the lessons from the book are:
  • "Leadership is equally about creating a climate where the truth is heard and the brutal facts confronted."
  • "Leading from good to great does not mean coming up with the answers and then motivating everyone to follow your messianic vision.  It means having the humility to grasp the fact that you do not yet understand enough to have the answers and then to ask the questions that will lead to the best possible insights."
  • "Good-to-great companies use technology as an accelerator of momentum, not a creator of it."
  • "Engage in dialogue and debate."
  • Good-to-great companies are those who have the ability to get and keep enough of the right people.
Good To Great's lessons are for entrepreneurs running small businesses, for CEOs of large businesses, and for leaders and managers within businesses at all management levels.

The five years of research that Collins and a team conducted to prep for the book consisted of examining 1,435 U.S., publicly traded companies and their performance over 40 years.  The book focuses on 11 good-to-great companies.