Beyond Leadership is Horizon Point’s line of resources for managers of people. Managing ourselves is a distinct set of behaviors from managers the work of others, and we are here to help. Read stories in this category if you are ready to take the next step into people leadership (or if you’re looking for articles to send someone else…).
So when Pat McAfee made his appearance on Gameday this year to replace a former Georgia football player that looked really good in a suit (more my jam), I was like what the heck?
I watched him for a minute, determined he was there to sensationalize, pull in a different type of audience, and create some new dynamic I wasn’t into. I thought I’d lost a little bit of respect for the Saturday morning football institution, even if Corso is still there picking his favorite team, glorified mascot head and all.
But my husband keeps showing me clips of McAfee’s show. (To note, tank tops aren’t my husband’s jam either. He’s even more buttoned up than I am when it comes to stuff like that.)
“You’ve got to watch this,” he’s said at least three times to me in the past two weeks. Usually when he says this, it is because he’s watched it and he knows I am going to take some organizational psychology/leadership lessons from it and run with it.
As I’ve watched, the popular host isn’t really sensationalizing anything- unless you take into account his frequent foul language- which is also, you guessed it, not my jam. He’s teaching leadership and organizational psychology 101. Lessons I try to teach myself and others each day. Like:
“Take care of your people.” Pay people what they are worth. You trying to short change everyone around you only leads to you short changing yourself.
Stand up for what you believe in and don’t back down when people criticize you for it. Ignore the outside “noise” both the good and the bad.
“Humility drives you to success.”
You have to customize your leadership to the people you are leading.
Humor helps. Deploy it often.
Surround yourself with the GOATs of the world and listen to them. Learn from them. As I’ve watched and not just listened to the show, you see how attuned McAfee is to listening to his guests. He’s not silently interrupting- trying to think about what he is going to say next while someone else is talking- and he’s not literally interrupting either. He’s sitting there with his ears and mind on and he’s soaking it all in.
If you want to listen to the episodes that my husband keeps putting in front of me, here is the two most recent examples:
My family and I had the opportunity to travel to Costa Rica this summer to serve with Voz de Liberta (Voice of Liberty). They are “a non-profit NGO that is dedicated to sharing the message of hope to prisoners, former prisoners, their families and victims throughout the country by providing comprehensive assistance.” It was amazing to see the work they are doing, in particular in the APAC (faith-based) prison they run.
Through my time there, I found that the prisoners taught me a thing or two about how to do training well:
2 by 2: We sat in on a training class on the gospel of Mark. There were two instructors facilitating the class of about twelve people. When I asked the director about this, he told me that all their training classes are taught by two facilitators. When I asked why, he simply stated that it provides for diversity of thought and delivery that is beneficial for the participants and the facilitators. We may see this as inefficient in the United States, but it seemed to be a model that makes the training more effective.
At HPC, we frequently send two trainers, so that one person can learn from a more seasoned trainer or two styles or levels of expertise can be shared. Each person brings different experiences, learning styles, and personalities to the group, and with two trainers it is more likely for a diverse audience to be reached effectively with a team approach.
Everyone can and should lead. I hope you noticed in the first lesson that the classes are not taught by outside facilitators. They are taught by the inmates themselves. The team at Voz de Liberta (three full time people and more than eighty volunteers) are constantly equipping the inmates to lead. This makes their ministry not only scalable but also more effective.
The model of training in the prisons is also designed to multiply leaders/facilitators. Each training class facilitated by two people is designed to identify two more people to be trained to be trainers. The mindset here is that everyone is valuable and capable of leading with the right training and tools.
In addition, in the faith based prison, everyone takes a turn leading what they call “motivation” that occurs before lunch everyday. There are about 90 prisoners in the faith-based prison and they take turns leading the motivation that involves roll call, announcements, and prayer. We were fortunate to be there on a day when a prisoner was slowly but faithfully calling roll. The director leaned over to me and explained that he was learning to read and was currently taking first grade classes in the prison. I would guess he was about 45 years old. With a smile, he worked through all the names and then started on the announcements. It was a privilege to witness.
I think so often we separate the educated from the uneducated, the haves from the have nots, the young from the old, the prisoners from the non-prisoners, the experts from the non-experts. When we create these binary categories, we leave no room for learning and growth on either end of the spectrum. We can live on a continuum where we are constantly seeking to equip and learn from each other. I know I learned more from the man slowly calling roll in Spanish that he will ever learn from me. It’s amazing what can be done when we see people as capable first and then treat them as such.
Who, then what, then how. The training class followed a model of who (in this case Jesus and the inmate participants) in order to build self awareness. Next, it focused on now that I know who (me) I should focus on what I need to do. Then, once I understand what I need to do, I need to know how to do it and be able to practice that how over and over. This was a simple model to follow, but one that was grounded in the belief that self awareness comes first before any planning or action takes place. And that in order for the training to be effective, practice (how) has to take place in order for behaviors to change.
The experience in Costa Rica flipped the way I see many things. It did so for my husband and my children as well. I hope we will take these lessons to inform what we need to do next and then practice how over and over again.
What do you think makes training effective? How have you learned from those you least expected to teach you?
We are thrilled to be hosting the July Leadership Development Carnival. We participate monthly and find it is always filled with great insight for leaders to read and share.
As a leader, how intentional are you about creating psychological safety for your team? Check out these tips from the experts to help you build rapport and increase communication with your team. — Jennifer Miller (@JenniferVMiller)
Conflict itself is born from a perspective that we must make either-or decisions; that we can’t have more than one option; that two different things cannot co-exist. In these situations, the result is generally less favorable than if the parties explored & solutions. Focusing on & requires a commitment to exploring mutually beneficial results, not necessarily the same results. — Priscilla Archangel (@PrisArchangel)
As someone who works in a team or leads a team, you have probably heard that gossip is always negative. It should be avoided at all costs… Gossip is defined by the Oxford dictionary as “Casual or unconstrained conversation about other people.” And Dave Ramsey, a welll-known financial expert, has been outspoken about the “No-Gossip” policy for his people at Entreleadership – for them it has been a significant part of defining their culture. However, there is recent research that has shown gossip can actually have positive effects on team morale, culture, and performance. — Sean Glaze (@leadyourteam)
There are many opportunities for leaders to engage employees in meaningful two-way communication. Mastering it helps build a stronger company culture, among many other benefits. Explore these tips and methods known to be effective. — David Grossman (@ThoughtPartner)
We often pride ourselves on knowing what people think without fully listening. Overcoming this habit is critical to good communication and creating better relationships. — Marcia Reynolds (@marciareynolds)
Are conflicts resolved or managed? Conflict resolution means that a conflict is solved, settled, or finalized. While managing conflict means that the conflict is mediated, handled, and coped with: in short, there is an agreement to disagree yet move forward together on areas in common. Read on to learn how to manage conflicts to success. — Diana Peterson-More (@DianaPMAuthor)
Each day offers us a chance to make a difference, to shape the future, and to inspire greatness in others. Let us seize this opportunity with passion, purpose, and unwavering dedication. — Brenda Yoho (@BrendaYoho)
What if your organizational culture was nonviolent and compassionate? You and your performance would thrive. And so would the company. Here’s inspiration from the research. A nonviolent, compassionate culture helps to build a better world. — Marcella Bremer (@MarcellaBremer)
One of the skills an experienced big mountain backcountry skier practices is testing the snowpack for avalanche risk. “I think it looks good,” won’t cut it. We have to pull out the shovel and test the pack to ensure we can venture down in a safe way. Otherwise, we risk life-threatening conditions and danger. “Where’d he go?”
It’s similar when it comes to your business. You can glide along thinking “I think it looks good,” but without regular testing and evaluating of the conditions, you can end up in an avalanche of trouble.— Jon Verbeck (@jonverbeck1)
Discover the transformative power of courageous leadership. Dive into the essence of courage, embrace vulnerability, and challenge the status quo. Discover practical strategies to inspire others and drive extraordinary results. — Bill Treasurer (@btreasurer)
In this article, Art Petty provides advice for professionals who are feeling stuck in their current careers and are looking to make a pivot. He offers tips on how to identify your interests and skills, research new career paths, and create a plan for your transition. — Art Petty (@artpetty)
Leaders often have good intentions when they try to help their employees develop their careers. However, sometimes their well-meaning actions can actually have the opposite effect. This article explores some of the ways that leaders can unwittingly thwart career development, and offers advice on how to avoid these pitfalls. – Julie Winkle Giulioni (@Julie_WG)
The truth is that some companies are laying off, some are ramping up hiring and some are doing both. Those that have downsized in the face of economic stress need to “backfill” with qualified internal candidates. Those that are financially healthy or on a growth path, will be looking to “buy” qualified talent from the outside. And recent data suggests that more and more companies are looking to “borrow” qualified talent from the growing independent consultant pool. But whether they are backfilling, buying or borrowing talent, they are all facing the same challenge — finding the most qualified candidates. And how do they do that? My client experiences suggest that they too often use what I call “faulty filters.” — Bev Kaye (@BeverlyLKaye)
Leaders who are self-aware and honest about their weaknesses, challenges, and mistakes are less likely to behave in small-minded ways. That’s because they don’t waste time defending their egos and need to be right. — Ken Byler
In the post-pandemic world of attracting top candidates, companies are finding that decent salaries and competitive benefits are not enough. Company values are increasingly important to job seekers. — S. Chris Edmonds (@schrisedmonds)
Using a customer’s name is a simple yet powerful way to improve their experience with your business. It’s an effective way to make them feel valued and acknowledged, which can lead to increased loyalty and customer satisfaction.
When a customer hears their name, it creates a sense of familiarity and personalization. It makes them feel like they’re more than just another faceless customer, and that you appreciate their business. By using the power of a customer’s name, you can also build rapport and establish a connection, which can lead to better communication and understanding between the customer and your team. — Steve DiGioia (@stevedigioia)
One of the heartbreaking findings in the World Workplace Conflict and Collaboration Survey was the number of people who said if they were faced with this workplace conflict again, they would quit, or quit sooner. Here are a few powerful questions to help you decide. — Karin Hurt & David Dye (@letsgrowleaders)
Thank goodness it didn’t take long for me to shift my perspective and see the way that my Horizon Point Team members valued connection as much as I did. According to Gallup analysis, “it finds that engagement has 3.8x as much influence on employee stress as work location.” — Emily Addison (@emaaddisonhpc)
Leaders seeking greater equity in the workplace need to understand the broader implications of the pay gap for women and under-represented leaders more broadly. Unequal pay leads to more than short term disadvantage for the employee and their family, but a lifelong financial deficit, which can become a generational burden. — Dana Theus (@DanaTheus)
It’s much easier to measure the effectiveness of leaders by looking at their quantifiable deliverables—monthly sales targets, net promoter scores, business objectives met, on-time deadlines, projects completed. While those are all critical, truly exceptional leaders also perform at high levels with skills that aren’t directly tied to tangible outcomes. This article covers some additional measuring sticks for evaluating your true impact and worthiness as a leader. — Sara Canaday (@saracanaday)
Most managers are one-trick ponies, meaning they default to using a single leadership style in all situations. Randy Conley shares how flexing your leadership style to match the situation builds trust and positive relationships with your people. — Randy Conley (@RandyConley)
Lisa Kohn of Thoughtful Leaders Blog presents The beauty of going slow to go fast – and how to do it where she shares that while it may seem counterintuitive to slow down and take pauses when your to do list seems to have a mind of its own and overwhelm is a constant state, it’s often exactly what we need. It’s not always an easy shift. But it is possible. — Lisa Kohn (@ThoughtfulLdrs)
Thanks for joining us for this month’s Leadership Development Carnival. We hope that you enjoyed it!
I’ve been experimenting with the Ink and Volt One On One Pad to help me organize my thoughts. I organize around these 4 four pillars:
Current work
Future work (business development and proposals out)
Short and long term development priorities for the person I’m meeting with
Personal needs/support
I use our Insightly software to refresh my memory on what everyone has going on with the first two (the software calls these “Projects” and “Opportunities”) before the meeting. I record these things on the Ink and Volt pad. I also take a look at each person’s task list in Insightly before the meeting. Doing this always makes me keenly aware of how on top of it everyone on our team is. They are always juggling multiple priorities to meet multiple current and future client needs by living two of our other values- Passion and Productivity.
Usually, the person I’m meeting with that is driving hits all of these pillars without me having to. If they don’t, I circle back around to things I have on my list once they are finished with theirs. Sometimes the meetings are more focused on one of these things more than the others, but I always try to hit all of them. Some people gravitate towards needing to talk about one pillar over another and it is my job as a leader to make sure I follow their lead on the needs they have.
One-on-ones should lead to a greater team dynamic. We used to spend way too much time in our whole team quarterly planning meetings talking through current projects. Invariably, one or two team members were focused on the project but the others weren’t. We were wasting other people’s time talking through every project and every proposal as a team. While it’s valuable for everyone to understand each other’s work load, spending thirty minutes of a half-day team meeting on one project in which only part of your team is involved is a waste of time and effort. Therefore, we have made sure that when a quarterly meeting is coming up, we have one-on-ones the week before if possible. Needs that involve the whole team come up during the one-on-ones and then can be discussed at the whole team meeting where collaboration needs to take place.
Finally, one-on-ones should focus on open feedback and communication. If tough issues aren’t coming up from time to time (both personal and professional) in these meetings, then something isn’t being done right. One-on-ones should be a place where psychological safety is being demonstrated- both ways. If all conversations in one-on-ones are surface level and tactical, then no one is growing.
We also spend one or two one-on-one meetings a year facilitating our Leaders as Career Agents process which dives deeper into development priorities, and at times, we schedule a longer meeting if we need to take a deep dive into a specific project, proposal, or issue.
How do you make your one-on-one meetings the best they can be?
With 4th of July being the unspoken week of summer vacations, it’s time to consider- does anyone every really truly go on vacation now days? By a true vacation I mean no work is done. None. No emails, no voicemails, no finishing up a project, starting a project or even thinking (and therefore procrastinating) on a project.
In a world of constant connectedness, I’d venture to guess most people don’t actually unplug completely from their work. According this article, more than half of Americans plan to work while on vacation.
But if you are headed on vacation or on vacation now (wait, does reading this count post as “working”?) here are some tips for unplugging while on there:
Get your stuff done before you leave. Practice productivity before going which will eliminate the need to work while away.
Schedule time when you get back to catch-up. Block your calendar for a day or two after you return with no meetings or scheduled activities to eliminate the pressure of having to get through 987 emails when you return with no time to do it.Post-vacation laundry can be a beast. Don’t forget to schedule time to catch up on the household items that need to be attended to as well after returning from vacation.
Eliminate the temptation to check in with work. Don’t take your computer with you, go where there is no internet connection (is there such a place now?) and if you have a phone dedicated just to work, leave it at home.
Set clear expectations with colleagues/clients before departing. Tell them how long you’ll be away and establish that you will not be checking in via email, phone or text. Ask that they respect your vacation time and reciprocate by respecting theirs. Set up automated out of the office responses with a date of when you will be able to get back in touch. Date it at least one day after you return.
Take for pleasure reading with you and schedule for pleasure activities. Take that novel you’ve been dying to read (or movie you’ve been waiting to watch) or that cooking magazine you’ve been trying to look at for the past three months and haven’t ever gotten to. Book the massage you’ve been wanting. By taking time for pleasure reading and scheduling for pleasure activities, you’ll eliminate the desire to turn to business reading and/or checking emails. You simply won’t have the time or desire to do it when you are enjoying something else.
Realize that vacations are more often than not a time connect and build relationships with those closest to you. Most of us don’t take our vacations solo. If you are venturing out on a vacation this week, more than likely family member(s) or close friend(s) will be with you. Vacations are a time to rejuvenate as individuals, but also a time to rejuvenate the relationships that mean the most to us but may have been neglected somewhat by competing work demands. You’re on vacation, so don’t let work get in the way of relationships (you shouldn’t ever let this happen, but that that’s a topic for another day). Don’t let your spouse or your kids define the time away by the number of hours mom or dad spent checking email.
How are you unplugging on your vacation? Tell us how you do it and we’ll reward you with a $50 Starbucks gift card to help you unplug (or replug) more! We’ll pick a winner on Tuesday, July 8th.
Some of the ways I’ll be unplugging while taking a little 4th of July sabbatical:
