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6 Ways to Help Create Caring Instead of Callous Leaders
I have the opportunity to coach a lot of middle managers. Quite often they are middle-aged men, and I’m working with them because there is some issue with how they lead (or actually don’t lead) others.

Through some type of feedback mechanism, these men are described mildly as “aloof” or “disinterested” (always related to how they are with people, not necessarily the tasks or functions of their job) to more extreme words like “jerk” or “a**hole”.

I’m brought in most of the time to try to fix their “personality”. Making them more caring and a better leader of people is my assignment.

If the goal is to help them grow and care, I’m up for the task. But the reason they are described in these unappealing ways is often not what it seems. It’s not a personality issue or another fixed trait issue where someone is born less or more caring because of their disposition.

Sometimes it’s a skill issue, meaning they just don’t know what they don’t know. They want to be a leader of people, but they’ve never been taught how to do this. This means I often help by providing tools, questions, and activities for self-reflection and awareness to help them facilitate positive leadership practices with others.

It’s never personality. It’s sometimes skill.

But it is almost always an issue of time.

You see, middle managers are often pulled in a million different directions. They are hurrying to do something for their boss, to be at the next meeting of which two-thirds or more of their scheduled workday is packed with, to complete a project, to approve someone’s PTO in an inefficient system. Or trying to make it home in time to help their spouse, care for a child, or make it to another meeting of an organization they are involved within the community.

You see they aren’t callous, cold, or a jerk because they are born that way or don’t know how to be caring, they are these things because they are ALWAYS in a hurry and their task list is NEVER done.

Quite simply, they don’t have time for their people or don’t feel like they do. So when someone that reports to them comes in and needs to talk to them about an issue with the project they are working on or an issue with a co-worker, or to check on their PTO request for next week that hasn’t been approved yet, they appear at the best aggravated with the person, and at the worst, they act like a downright jerk to him or her.

In a classic study aptly titled “The Good Samaritan Study” Princeton researchers examined what conditions impact a group of seminary students actually helping someone. Personality and religious evaluations of each individual in the study were included. Some participants were told they were late for the task they were assigned to do (which was either to talk about the parable of the Good Samaritan or to talk about seminary jobs). Others were told they had a few minutes to arrive where they needed to across campus for their assignment.

In route to give the talk, participants encountered a man obviously in distress. Some helped him, some didn’t.

Which ones helped the least? Personality didn’t impact helping behaviors and neither did “religiousness” like a Samaritan. Those that helped the least were the ones in a hurry. In low hurry situations, 63% helped compared to high hurry where only 10% helped. That’s a huge difference.

Found in a summary of the conclusions of the study are some key insights:

Ironically, a person in a hurry is less likely to help people, even if he is going to speak on the parable of the Good Samaritan…. Maybe that ‘ethics become a luxury as the speed of our daily lives increases’. Or maybe peoples’ cognition was narrowed by the hurriedness and they failed to make the immediate connection of an emergency.

Many subjects…. were in a conflict between helping the victim and meeting the needs of the experimenter. Conflict rather than callousness can explain the failure to stop.”

So, if you are a leader of a middle manager, or honestly anyone this day in age where margins of time seem to be non-existent, work hard to:
1. 1. Make sure they know that the most important function of their job is leading those they manage and that the majority of their time should be spent on activities that grow others. Help those you lead prioritize people over projects. Quite simply, the best way to do this is by your example. Do you see a man in distress and stop to help? If you don’t, the people who are watching you won’t either.
  2. Set up conditions that allow people for margins in their day. Cancel some meetings and give them permission to block time off for focused work where anyone- especially you (the experimenter)- doesn’t bother them or set-up expectations that create a constant state of hurry.
  3. Give people permission to say no.
  4. Help people learn and apply proven time management strategies and principles. I particularly like training around Covey’s principles in The Seven Habits of Highly Effective People and First Things First.
  5. Eliminate as much bureaucracy as you can. Don’t make people have to get permission from you to do everything. Put systems in place that increase the autonomy and flexibility people have and allow for fluid communication channels where people don’t waste time having to track people down or wait on decisions from above.
  6. Most of all, model these principles for the people you lead. If you are always in a hurry you are setting the expectation that they should be too.
What is the number one reason you become less caring than you should be as a leader?
January 21, 2020
Don’t Hoard Your Organization’s Wealth
“Knowledge is power. Knowledge shared is power multiplied.” – Robert Boyce

Organizations contain a wealth of knowledge. Some organizations spread that wealth, and some hoard it. Those that share the wealth of knowledge maximize their potential success.

I’m currently reading The Starbucks Experience by Joseph Michelli and even though my brother and sister-in-law are both former partners (that’s what Starbucks calls their employees), I had no idea just how strong of an emphasis Starbucks places on knowledge at all levels of the organization. From formal training and incentives for completion, requiring partners to sample all core products twice per year, providing every partner with one bag of coffee each week so that they stay familiar with products, and encouraging partners to share their knowledge with customers to help educate them on products, Starbucks understands the value knowledge adds to their business, the partner experience, and the customer experience.

Starbucks has over 11,000 locations worldwide, and a level of financial resources for training that most organizations don’t have. So how can smaller organizations help employees share the wealth of knowledge?
- Encourage a learning and teaching environment. Studies show that up to 90% of what we learn is through informal training. But most organizations focus their attention on formal training such as classes or certifications, with limited funds to support these efforts. When I chose a career in HR I knew very little about it. I was fortunate to work for a company that encouraged a learning and teaching environment. While I was encouraged to get certified, most of what I learned about HR I learned through those that I worked with. When client issues arose that I didn’t know how to handle, I was encouraged to seek the help of senior team members. As I advanced in the organization, I became that senior team member that others sought out for help. Ask yourself “what is one thing I taught someone this week?” and “what is one thing I learned from someone this week?”
- Cross-train and up-train staff. Giving employees insight into other areas of the business has many benefits. One way to do this is through cross-training, giving employees the opportunity to walk in other’s shoes so to speak. It helps create an understanding of the various departments and positions within the organization, encourages communication and collaboration, and increases employee engagement. In addition to cross-training, organizations need to plan for their future and up-training is a great way to prepare employees for advancement. As the saying goes, a leader’s job is to help develop their staff to one day take their place. Too often organizations create a succession plan but fail to prepare employees for advancement.
- Utilize internal resources. Training doesn’t have to be costly. A great way to reduce training costs is to use the resources you have within your organization. By providing internal training, an organization ensures that the training is relevant to the organization’s business and employees are better able to relate to the training. A great way to provide internal training is to have employees lead lunch and learn sessions. Employees are given the opportunity to share a glimpse of what they really do and share their expertise with their peers. It’s also a great way to help employees understand how the work of an individual or a department contributes to the overall goals of the organization.
While the return on investment may not be measurable using metrics, the sharing of knowledge has many benefits for employees, organizations, and their customers. The sharing of knowledge creates a culture of collaboration, improves employee morale, increases productivity, and contributes to organizational growth. Organizations see an improvement in problem-solving, decision-making abilities, customer delivery, and reduction in the loss of know-how due to turnover.

Does your organization share its wealth of knowledge or hoard it?
January 9, 2020
The Confusion Over Cannabis
Written by: Lorrie Coffey, Horizon Point Consulting

Ten states plus DC have legalized marijuana for recreational use. Thirty-four states have legalized it for medical use. And CBD oil is readily available in most states.

But marijuana is still classified by the Drug Enforcement Agency as a Schedule 1 drug, which means it is still illegal to grow, buy or sell, possess, or use under federal law.

Oh, and while CBD shops popped up on every street corner as soon as the Farm Bill was signed back in late 2018, the Farm Bill did not legalize the general production, sale, or use of CBD oil. It only legalized it under certain circumstances outlined in detail in the Farm Bill. It is still classified as a Schedule 1 substance and thus is in general illegal under federal law. (The possession or use of CBD oil is reportable against federal security clearances.)

According to a 2017 study conducted by Statistical Brain, 56% of U.S. employers surveyed conducted pre-employment drug screens.

What does all of this mean for those employers that drug test? How can marijuana be both legal and illegal at the same time? Should employers continue to maintain a drug-free workplace policy? And what’s the legal liability if they do?

Unfortunately, the answer isn’t necessarily clear cut. While many states have legalized marijuana use in some form or another, very few states have offered any guidance to employers on how those laws impact drug-free workplace policies. So how do employers navigate through what I’ve come to refer to as the cannabis conundrum?
1. Do your research. Understand the laws in your state regarding marijuana use. Don’t believe everything you hear. For example, medicinal marijuana is NOT generally legal in Alabama. Yet. A bill was signed in June by Gov. Ivey to create a commission to study legalizing medical marijuana. Their findings are due in December. Look up case law to see if your state has set any precedents through court decisions regarding employers and employees. Find out if there is a state-supported drug-free workplace program (available here).
2. Get in line with your state. If your state does have a drug-free workplace program, make sure that your program is in line with state guidelines. Most states that have a program provide very detailed information on how to get your organization’s program approved or certified. Most states that do have a program offer a discount (usually 5%) on your Worker’s Compensation insurance if you are a certified drug-free workplace employer. And once you get certified, make sure you stick to the program. If you do, you’ll ensure that you are within the state law with regards to drug testing and how you handle positive tests.
3. Multi-state employers beware. If you have locations in multiple states, be sure to research each state. What’s acceptable in one may not be in another. You’ll also need to take into consideration if the employee works and lives in two separate states, if they travel extensively for work, or if they telecommute.
4. Evaluate why your organization drug tests. Here’s my unpopular opinion. If an employee enjoys marijuana on their own time in most cases it isn’t impacting the organization. Now, if an employee enjoys marijuana on their own time on their way to work and shows up to work under the influence, that can impact the organization. It may impact productivity, brand image, and most importantly could pose a safety risk to the employee or others. Understand why your organization drug tests when they test and ask yourself if the reasons are bona fide. If the answer is no, it may be time to rethink your policy.
While many states have legalized marijuana, they have not restricted the rights of employers to maintain drug-free work environments. However, that doesn’t mean that you as an employer don’t still need to be cautious before acting. And don’t be afraid to seek outside assistance if you’re still not sure how to maintain your drug-free policy or how to handle an employee situation. That’s what the experts are there for.
November 21, 2019
Size Doesn’t Matter When It Comes to Competing With Your Big Business Competition

Written by guest blogger: Marissa Perez, Business POP

There are several misconceptions about running a small business; some think entrepreneurs have all the time in the world since they create their own schedule, while others think huge risks are a daily task needed to see success. As a small business owner, you know these aren’t true, but you still may have misconceptions of your own, one of them being that you can’t possibly compete with your larger competition. You won’t be taking down Amazon anytime soon, of course, but you can still compete with the best of them.

Find Smart Ways to Cut Costs

Cutting costs can be viewed negatively, but the key is to do it in a way that doesn’t decrease quality or jeopardize safety, such as cloud computing or dropshipping. By using cloud-based software, you no longer have to buy and install the software and updates or pay a team to run it, and you reduce the amount you spend on storage space and large servers. If you’re spending a lot on the supply end, consider dropshipping, in which a supplier handles the inventory and shipping. It’s a low-risk option with low or zero overhead for you and no need to pay for inventory until a transaction is made. Plenty of products make good dropshipping businesses, so do some research. You can reduce the costs of marketing campaigns as well by taking advantage of the budget-friendly (but effective) advertising campaigns on social media platforms like Facebook, Instagram, and Twitter, or create your own business filter on Snapchat.

Keep Your Website Updated

When people are searching for your business online or even just discovering you for the first time, the first place they go to is your website, so make sure it stands out. You can use some of the popular website builders like Wix or Squarespace to easily create a professional website with content, product pages, and a contact page, but you are often limited on the design and templates and may have trouble getting the graphics to sync up. This is where it makes sense to hire graphic designers who have experience with graphic design tools, as well as web and mobile design, to make your website stand out on a visual level. You’ll find various rates, some as low as $35 an hour and some on the pricier side at $100 an hour, so be sure to interview candidates. Pay attention to their portfolio, reviews, the scope of work, and the timeline for completion.

Once they start designing, ask them to include a blog page and show you how to quickly update it to enhance your customer engagement, credibility, and SEO. Plus, you can kill two birds with one stone by posting the link on your social media profiles.

Jump on the Technology Train

It might sound cool to say you have an accountant, but there is accounting software that can do the same thing both instantly and for a better price, helping you keep track of invoicing, payments, expenses, bills, and payrolls, among other things. On the same note, it would be awesome to defer things to your HR team, but as a small business you probably don’t have this luxury, leaving you to do it yourself, but this can eat up as much as roughly 35 percent of your time, according to a study cited by FinancesOnline. With HR software, you can better oversee your talented employees, track goals, and comply with those confusing legal requirements including taxes, healthcare, and insurance. Automation increases efficiency too, making it simple to create your own custom reports and even enabling employees to log on themselves to request time off instead of giving you a sticky note that you are sure to lose.

It doesn’t matter how small your business is, you still need to keep up with your competition. You can compete with some of the bigger competitors too. With hard work and a few changes along the way, you’re another step in the right direction.

November 14, 2019
Can I Get Your Attention?

I’m the mother of three boys. Two teenagers and one about to hit that “preteen” stage. Most days I want to bang my head against the wall. I feel like I need a support group for moms of teens. I miss when they were little and hung on my every word. Now I’m lucky if I can get them to take the earbuds out long enough to hear anything I say.

We recently went on vacation and I forced them to put their phones away and engage in conversation with me. That request got me dirty looks and eye rolls. Then we started playing twenty questions on our four-hour drive to our destination, which led to lots of laughs, some light-hearted banter, and even some great conversation. And the best part, they even ASKED to play again on our way home a few days later and voluntarily put their phones away!

I will readily admit that I hate technology. I think that while it’s a necessary evil and has definitely advanced our society and most of the tasks we do daily, it has also created a disconnect between us as people. We struggle in every aspect of our lives just to get someone’s attention, to get them to look up from their phones, computers, video games, or whatever screen they are glued to. According to a 2016 Nielsen study, adults spend over ten (10) hours per day staring at a screen!

A Careerbuilder study showed that 55% of participants surveyed said that their cell phone was their #1 distractor at work, followed closely by the internet and social media (both of which can be accessed on a cell phone). Is allowing employees to have cell phones on their person during work hours costing your organization, both in productivity and in lost customers? In just the last few weeks I can count multiple times when I went to a retailer or fast food restaurant and had to wait because the employee was distracted by their cell phone.

This inability to give and receive undivided attention extends into leadership as well. In his blog post Attentiveness (One of the Overlooked Leadership Skills), Jason Barger talks about the distracting times we live in, the expectation to always be multi-tasking, and valuing the individual moments. Those leadership skills that are most valued are those that tie back to leaders who give their undivided attention, who truly listen, and who show interest.

Steven Madenberg’s compares our lack of attention to how Charlie Brown and the gang always heard their teacher, Mrs. Donovan (who knew she had a name?!) in his blog post Leaders and the Gift of Undivided Attention. How often do we walk away from a conversation and realize we only heard half of it because we were distracted?

I recently had a manager come to me upset that during a candidate interview another manager on the panel was visibly texting on his cell phone. We talked through coaching that manager on appropriate interview etiquette. A couple of weeks ago while eating lunch at Panera I heard the gentleman at the booth behind me talking on the phone. He was conducting a phone interview and ended up having to end the call because he was distracted by the lunch crowd in Panera. He didn’t set himself up in a position to be able to provide that candidate with his undivided attention and as a result, may have given the candidate a bad impression of the organization.

Think back over the last few weeks, what are some situations in which you realize you were distracted? What could you have done differently to ensure that you were giving your undivided attention?

October 17, 2019

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