Breaking Free from the Chains of Being Right: Unleashing the Potential of Collaborative Leadership

Broad brushes and broad strokes have their time and place. Quick coverage over a large space calls for a broad brush. When detail work is needed, a smaller, more intentionally-placed brush is needed. When we look at differences and similarities in generations, there are some common experiences that led to some common values and expectations. And, it's not always the same for everyone in the same generation. Now that we have 5 generations of citizens in the workforce, the opportunity for misunderstanding is even broader. Leaders are required to understand the big collection of characteristics. And, effective leaders are required to understand when they need to be more detailed, specific, and focus on the needs of the individual within the context of their generation and the organization overall. Some tactics to consider when navigating the waters of a quintuple-generation workforce include... **Recognition and Authentic Appreciation:** Millennials and Gen Z-ers value genuine recognition and appreciation. It's crucial to acknowledge their contributions and create a trusting, authentic environment. **Inclusive Environment and Individualized Interactions:** A one-size-fits-all approach doesn't cut it. Each person, regardless of generation, deserves to be valued as an individual. Inclusion is an exercise, not a mere numbers game, and leaders need to create spaces where each person feels comfortable and respected. **Mentorship and Purposeful Work:** Millennials and Gen Z-ers are eager for connection, mentorship, and meaningful work that aligns with their personal values. By providing opportunities for professional development, meaningful work, and genuine mentorship, leaders can retain younger talent in the workplace. As is the case with many things, it all comes down to relationships. Leaders who aspire to be effective will take time to foster relationships with others in the way that others want. Approaching a person who thrives on relationships will be different than engaging conversation with someone who values facts and data. The No More Leadership BS team represents 2 generations and has worked with all 5 over the course of their many years of varied experiences. In addition to what the team shares, we hope you consider your approach to generational needs and reach out if you'd like to run a situation by someone who is not in your chain of command and does not sign your evaluation.

Those giant goals are so fun, creative, shiny, and powerful. Wouldn't it be great if... Once we achieve this, we will be able to... The great big goals capture people's imagination. It's fun to think about all the ways to achieve a fantastical goal. Then once we start doing it, we put pencil to paper to figure out exactly HOW to get there. It's more than "Go. Do." We get to think about different paths, points along the way so we know we're on track, and intermediate successes that will open us up to the next series of successes. Some things to consider as you get to moving on your audacious goal... 1. Embrace Big Dreams, Celebrate Little Goals: Big dreams can be inspiring, but when they don't materialize, they can become burdensome. Shifting the focus to celebrating and consistently achieving little goals can bring long-term success. 2. Consistency & Flexibility are Key: Consistent small steps can pave the way to success. Embracing a flexible mindset and being open to adjusting your approach is crucial in the pursuit of your goals. 3. The Value of Coaching: Working with a coach goes beyond receiving instructions; it's about being guided to overcome obstacles and be your best self. Coaches help you celebrate progress, mitigate self-doubt, and stay focused on the journey. Whether your awesome goal is to increase your team's productivity by 25% on the year or to have an element of your fund-raiser modeled after an international disaster, you get to decide a path, and how you know you're on track from Day One to the Final Day. Every person on the No More Leadership BS team has taken a team from the baseline to the big goal. Each person has helped others do the same. The insights and recommendations, as always, come from experience supported by theory, not just ideas alone. As you join this week's journey with The Team, consider your Big Awesome Goal and then sketch out how you're going to get there and how, along the way, you'll know you're on track. (Psssst.... it's the little goals and celebrations that will help the most)

A baby taking their first steps is not a competent walker. They're also not a confident walker. After getting some practice, the baby becomes a toddler and has more competence walking and more confidence. Then they start running because they've got high confidence, but they don't quite have the competence so they have some crashes and spills. Leaders aren't babies or toddlers, but effective leaders are absolutely learning all the time. Some days they may have a lot to learn. Confidence in the new information may be low, but confidence to learn it is high based on prior experience. Once they know more, the confidence with the material goes up, and they may also realize they need to know more. Earning confidence and competence are in the same cycle. When someone has consistent confidence or consistent competence, it's possible they're no longer being challenged. Keep yourself sharp and aware by: 1. Earning Confidence Through Competence: Building confidence in a new role or task starts with acknowledging what you don't know, then actively seeking knowledge and guidance from others. Education and patience play a crucial role in developing the necessary competence, which in turn boosts confidence. 2. Taking Action That Breeds Confidence: Taking incremental steps while being aware of your progress is essential. Striving for perfection at the expense of action can be counterproductive. It's about learning, taking action, adjusting, and continuing to grow that builds true confidence. 3. Staying Appropriately Humble: Confidence and competence are essential, but so is humility. Arrogance can hinder personal and professional growth. Strive to be both confident and competent, yet remain humble and open to continuous learning. There is no leader of people who has been 100% confident and 100% competent, 100% of the time. Each person on the No More Leadership BS team has been through various learning processes in leadership. Sometimes we learn through being taught, teaching, or just falling flat on our face. In every case, understanding what worked and what didn't helps make the next opportunity more likely to succeed. As you examine your competence with your job and your confidence, where do you feel particularly strong with both? Where could you use a little more support? If you're up for learning and growing, please let us know!

"Gray skies are gonna clear up, put on a happy face." - Lee Adams Leaders are expected to know it all, do it all, be present all the time, and do it all effectively. While not every leader has an extra dose of bubbly charm, the idea of "put on a happy face," in this case, means, "Please, at least LOOK like you're not miserable." Effective leaders will put in a lot of effort to take care of their team by treating them well, pushing them to take their PTO, and reminding them that, for the love of Pete, drink some water. But who is taking care of the leader? Odds are... no one. As a leader, it is up to you to take care of yourself, otherwise known as self-care. It is easy to dismiss self-care as selfish because the person in charge shouldn't go on vacation, or golfing, or reject a request to be in another meeting. How do you know you need a little self-care? We've got some thoughts on this... - Be aware of the signs of stress and don't dismiss them. Explore and analyze your feelings to take appropriate action. - Seek outside perspective and support. Consider working with a coach, therapist, or trusted individual to gain valuable feedback and advice. - Prioritize self-care without feeling guilty. Recognize that taking care of yourself is essential to leadership, just like securing your own oxygen mask before assisting others. Recommendation: ask any fit person you know if it is selfish to stay healthy. Really. What do you think they will say? What will it take for you to give yourself permission to take care of your physical, mental, and emotional needs? As the No More Leadership BS team explores, there's a lot of obstacles to self-care, but few of them are insurmountable. Whatever you have to do to take one step toward better care is a good step. The team offers insights, recommendations, and observations to help you make you your priority.

Everyone is on their own journey. The difference in how people travel efficiently and get to their destination in good health. Leading people brings a lot of stress by nature. It can be compounded by physical manifestations of stress. This can look like physical maladies such as stomach trouble, headaches, or heart problems. Before that, stress can look like binge-eating, eating all the wrong things, giving up exercising, or consistent mindless snacking. People in leadership roles cannot be and cannot be expected to be dead-center of their height-weight bell curve. But anyone could pay attention to how their nutrition, diet, and stress all interact to paint a large portion of their health picture. If or when you are ready to make changes, here are some ideas: 1. Small disciplines lead to big changes - Just a few small changes in your daily routine, such as taking a short walk or reducing meeting times, can have a significant impact on both physical and mental health. 2. Seek outside help and advice - Don't be afraid to reach out to someone you trust for support and guidance. Whether it's a coach, mentor, or friend, an outside perspective can be invaluable in navigating your journey. 3. Value your well-being - Recognize that physical health directly impacts your mental well-being and leadership skills. By prioritizing your health, you'll be better equipped to lead and support others effectively. As humans, we are not awesome at having clear introspection. If that's the case, an outside perspective can be invaluable. Sometimes that perspective comes from a friend or coach. Sometimes it comes in the way others demonstrate behavior toward you. If you're figuratively biting people's heads off, they're not going to come to you with ideas and questions, If people change how they behave around you, it is likely a reflection of your actions, not theirs. The No More Leadership BS team have been down this road many times. We offer observations, insights, and recommendations regarding your cognitively difficult job as a leader and how that can, and does, affect your physical health and wellbeing.

"Be the change you wish to see in the world." - Ghandi "Be the ball." - Chevy Chase, Caddyshack (partial quote) There is no shortage of recommendations and phrases for leaders to make change. None of effective ones include, "Scream at people until they do something different." Yet, when leaders want to change culture, the often look at the team and try to figure out how to get them to change their behavior. Effective leaders know that to make change, it will require more effort than slogans on mugs or required email signature phrases. Some examples include: 🔸 People reflect behaviors of those around them - the impact of the "people we spend the most time with," highlights how teaching and connection shape effective learning. 🔸 Open communication and trust are essential and neither is possible without the other. Asking for more information isn't always easy, but will foster better understanding in the workplace. 🔸 Starting with the leader, it is crucial to change one's own behavior to influence change in others. Additionally, self-reflection, honesty, and seeking support will create a space where teams can grow and thrive. Repetitive behavior will earn repetitive results. If we expect different results, it is absolutely necessary to change behavior. Leaders who are not willing to change behavior will likely not enjoy different results. A team of people will rise to expectations if and only if it looks like Leadership is living them out in their work. High expectations met with low engagement will likely not lead to strong outcomes. The No More Leadership BS team has a wealth of experience regarding behavior change in ourselves and in others. We gladly share what has worked, maybe what hasn't, and openly invite you to share your stories as well. You're not alone and the best way to know that is to share your story and see folks who get your point of view, possibly for the first time!

A part of a leader's responsibilities is to ensure that the right people are in the right seat on the boat and rowing the same direction at the same cadence. It's a big ask of everyone. The question is what happens if the leader is not present. Does the team still function well or do they kind of fall apart? This consideration is a great indicator of culture and how it is lived out. If people do what they're told because a leader is there, they might be effective, but it's limited. If people continue to fulfill expectations when the leader is NOT there, this is an indicator of community in the work culture. When people support each other in a way that makes sense for them and the organization, it's more than doing a job, it's having a community of support in your work culture. Some ways to move forward include... 1. Engage Employees in Finding Solutions: engaging employees and not accepting "I don't know" as an answer when addressing challenges. Actively involving your team in finding solutions can lead to a more empowered and positive workplace culture. 2. Purposeful Questioning and Active Listening: the way questions are asked on employee responses and the need for active listening to improve organizational culture. Developing effective questioning abilities as leaders can lead to more productive discussions and a healthier work environment. 3. Measurement and Feedback: measuring the success of culture improvement efforts and suggested data points to gauge workplace culture, including absentee rates, engagement in troubleshooting, turnover rates, retention rates, and customer satisfaction. Understanding and acting on measurable data can guide leaders in making informed decisions to improve company culture. People want, no, need to be engaged and have a sense of belonging. This is true in their families, chosen relationships, and work environments. Bosses might have tricks to make people feel involved, but an effective leader will deploy strategies to engage people in meaningful ways. As an example, do not start a "Diversity Committee," and then ignore any recommendations or requests the committee brings forth. Not only is it not helpful, it will also give employees a very strong reason to disengage from that committee AND the culture as it has been demonstrated that their contribution is not valued. Engage employees in meaningful ways, not performative ways. This includes listening and asking questions. Then, Effective Leader, respond appropriately and accordingly to the feedback you receive. We've been around this block a few times before. The No More Leadership BS team offers insights, recommendations, and just a smidgen of storytelling to bring the idea of workplace community to life.

Imagine you're new to a geographically natural area. As you're exploring, you see a mountain. Is the mountain a blocker, opportunity, or something else? It depends on the nature of the interaction. When water contacts a mountain, the mountain is a barrier and the water finds the path of least resistance to the lowest elevation possible. When a person is hiking and contacts a mountain, they might go around, they might go over. If the person is an engineer trying to set a path for a train, they might go through. When you're leading your team, there will be barriers of various size, duration, and condition. There are opportunities to avoid (like water), to maneuver (like the hiker), and to dive in (like the engineer). What you choose to do is dependent upon the mission of the organization and must have characteristics and considerations for effective decision-making: 🌟 Engage Your Team: Creating an engaging environment where team members feel valued, included, and are given ownership of their roles is essential. This engagement helps them push through mental barriers and contributes to collective success. 🌟 Confrontation and Communication: Fear of confrontation can hinder team dynamics. Encouraging open and respectful communication within a team can help overcome misinformation, polarization, and ultimately strengthens relationships and productivity. 🌟 Leadership is About People: It's crucial for leaders to realize that effective leadership is not about individual glory but about the people they lead. Just as you take care of your team, remember to give importance to your own well-being as a leader. As a leader, there can be temptation to make a decision and then stick to it. If you start your path around the mountain and interrupt a bear den, best answer is to change the plan. If you get into your leadership journey and something is not working, even if you've agreed as a team, it is imperative to call out the change and make a new plan. Worst case scenario is to stay the course while ignoring credible and clear information begging you to do otherwise. The No More Leadership BS team has been around the mountain of barrier and chosen to avoid, engage, or dive in based on the situation. As you hear points of view that resonate, let us know how we're in alignment. If you think we are off-topic; bring the debate! We're all about learning through discourse. Most importantly, we hope you enjoy and learn a little from the episode!

Imagine the perfect workplace. Some folks may say that "perfect" and "work" are oxymorons. Truth be told, we humans gain a lot of non-monetary benefits from doing good work. In short, it makes us feel good. If we're going to be working, why not make it as close to perfect as possible? Back to the story - imagine your perfect workplace. What is the service or industry? How big is the market? Most importantly, how do people treat one another? If you can imagine a great workplace with a superb culture, you can create it, or at least start the process. There is no reason we should expect anything less than improvement when talking about work culture. But changing it can be difficult so people tend to stay put in discomfort they know rather than get uncomfortable with aspirational goals. Regret lives in the chances you don't take. Now in these very short paragraphs, you've decided to make some change, here are a few considerations: - Clear Communication: Setting clear and specific goals is crucial. Building a shared understanding of what the organization aims to achieve is essential. - Consistent Accountability: Holding team members accountable for their actions and behaviors, along with addressing any misalignments with the team's goals promptly, is vital for maintaining focus and progress. - Team Trust and Cohesion: Building a culture based on trust, mutual respect, and collaboration is key. Fostering open communication and creating an environment for feedback are foundational for sustained positive change. The No More Leadership BS team brings you 10 considerations for you as you think about improving your work culture. Even if you're not the CEO, you can still affect positive change. The only way to guarantee no change is to add no effort. You can make improvements for the satisfaction of yourself and your team. All you have to do, is start with intentionality.

The calendar says we've got to start over. New year, new you, new business models, new goals. Even if the calendar isn't a magical starting point, it does represent new stuff. Could be a new reporting year, a new fiscal year, or a great impetus to start fresh. When we do this, we might consider re-creating the wheel. Throw it all out and start over completely. That may be necessary, but it might be overkill. It could be the case that the wheel itself is just fine, but the tread is not right for the terrain. The wheel metaphor can be used as a status quo - no need to re-create the wheel. But the chance to make a better wheel always exists and can get people fired up for new hotness. As you move into this new year, here are some considerations for you and your team: 1. Success is never static - it's important to continuously innovate and grow. 2. Leaders must assess and refine their strategies constantly. Embrace change for growth and improvement, as change is the only constant. 3. Reflection, assessment, and dreaming big are crucial for successful planning. dreaming big, and tweaking goals for continuous improvement. There is no shortage of opportunity for improvement and the success can be measured in people served, employee engagement, and revenue. The important component is to know what your wheel is, what it's to be used for, and whether it is the best possible option for the goal you are trying to reach. As you reflect on the insights of the No More Leadership BS team, consider the degree to which your wheel (plan, approach, expectations) is calibrated to get you to where you want to be. There is no reason to re-create the wheel, but you may have a need to change nearly every aspect of the wheel you do have.