7 “R’s” of Healthy Team Member Correction

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The way a leader handles correction of someone on the team is important if the desire is to keep quality people on the team. All of us occasionally need someone to help us become better at what we do. That should be the end goal of correction. All of us make mistakes.

Avoiding the corrective procedure keeps the organization from being all it can be. It keeps people from learning from their mistakes. Good leaders use correction to improve people and the organization.

It’s important that we correct correctly.

Here are 7 aspects of healthy correction:

Relationship – Corrective actions should start here. It’s hard to correct people effectively if you don’t have a relationship with them. Using authority without an established relationship may work in a bureaucratic organization, but not in a team environment. Relationship building should begin before the need for correction.

Respect – Never condemn the person. As soon as correction becomes more personal than practical, the one being corrected becomes defensive and the leader loses the value of the correction. Focus attention on the actions being corrected and not the person. (Even if the correction involves a character issue, if you intend to retain the person, you will accomplish more if he or she knows they have your respect.)

Reprimand – Make sure the action being correction is clear and the person knows what they did wrong.  Don’t wait until the problem is too large to restore the person to the team. Even though protecting the relationship is important, the person doesn’t need to leave still clueless that there is a problem.

Refocus – In addition to telling the person what he or she did wrong, help them learn from their mistakes. Spend time discussing how the person can improve in the area of performance being corrected.

Restore – Make sure the person being corrected knows you still believe in their abilities and that you have faith they can do the job for which they are responsible. Correction is never easy to accept, but the goal should be to improve things following the corrective period. People will lose heart for their work if they do not think their work is still valued.

Reinforce – Correction can be a valuable time for the team member and organization if used appropriately. It should be a learning time for the leader and the person being corrected. Use this as a time to remind the team member of the culture, vision, goals and objectives of the organization, as necessary to improve the team member’s performance. The leader should consider how he or she can improve to help the team member improve.

Replace – Some people simply aren’t a fit for the team. The problem could be them or the team.  Making the call to replace a team member is hard, but sometimes necessary to continue the progress of the organization. The sooner this call is made the better it will be for everyone. (If it reaches this point, the leader should spend time evaluating what went wrong with the relationship — was it the person, the organization, or the leader?)

Leaders, do you avoid correction? Are you using it for the good of the organization and the people on your team?

What would you add to my list?

7 Suggestions to Get the Introverts Sharing in Your Meetings, So You Don’t Miss Their Input

power meeting from above

In a previous post, I shared 7 Reasons the Introvert Is Not Talking in Your Meetings. I committed then to share some suggestions. Read that post first, or this one will be harder to follow.

The fact is we miss out on a lot of valuable input if we don’t hear from the introverts on the team, but hearing from them is more challenging. They are introverted. That basically means they typically internalize their thoughts more than the externalize them. But, in order for them to be helpful you have to hear them. They have to externalize their thoughts.

These aren’t fool proof. Not all introverts are alike, just as not all extroverts are alike. All of us are unique.

But, these might help. If you’re not hearing from some of the introverts on your team, give some of these a try.

Keep in mind, these are coming from an introvert and a leader.

First, from the previous post…

Here were 7 reasons they may not be talking:

  • Everyone else keeps talking
  • You are rushing the answers
  • There are too many people, especially extroverts in the room
  • You have them in an uncomfortable seat
  • They’ve got nothing to say
  • The conversation isn’t going anywhere
  • You put them on the spot without warning

Now,

Here are 7 suggestions to get them talking:

First – Give them proper warning before the meeting to get them thinking ahead of time and let them know you’ll be expecting their input. With time to collect their thoughts in advance they’ll be more likely to share.

Second – Give them time after the meeting to reflect and specifically ask for their thoughts. In brainstorming, give them the questions before the meeting that you’ll be discussing. In some circumstances, I’ve even given introverts the freedom to email or text me or someone else during the meeting. (I’ve led a couple meetings where we put a live Google Docs on the screen to add our thoughts. Introverts could type in their response and Google Docs would update. They seemed to share more.)

Third – Divide into smaller groups. Especially during brainstorming meetings or strategy sessions, divide out and then come back together to share. Depending on the size of the group, you could have an introvert serve on their own “team of one” during the breakout time with the assignment to come back and share.

Fourth – Let them choose their seat. Never force introverts to move to the front of the room. You can offer them the seat, but if they want to stand in the back of a crowded room, let them.

Fifth – Don’t make people talk. Don’t call out an introvert or put them on the spot for an immediate answer. Provide opportunities, but don’t force. As mentioned previously, to see if they have thoughts to share, write a question on the board and give some time to process — maybe even let the answers be written.

Sixth – Start meetings on time and with an agenda. If small talk is part of the culture — that’s okay — but give them something to read or focus on until the main meeting starts. And, don’t be upset if they are still working on their phone until the actual meeting starts.

Seventh – Give them a preassigned part in the meeting. Most introverts are not afraid of leading, even speaking in large groups (I do it every week), they just want time to prepare. Then watch them shine.

As I said in the previous post, leaders this means you must know the people you are trying to lead. If you aren’t sure — ask, do assessments, observe, get to know them.

Also, to my fellow introverts, I hear from you. Some of you cringe at the word “brainstorming”. You want a pass from anything that makes you particularly uncomfortable. I’m sorry, I can’t give that as a leader. We all have to do things uncomfortable at times — that includes my extroverted friends. Sometimes they’ll be forced to sit in silent activities on the teams I lead. Brainstorming can be an important part of team-building and idea creation. And, the team needs you. We just need to help leaders — especially extremely extroverted leaders — learn how to get us more involved.

What suggestions do you have?

7 Ways the Leader Sets the Bar

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The leader sets the bar for the organization.

If you are a leader of an organization then you have the awesome responsibility of establishing the parameters by which your organization will be successful.

Now, as I feel the need in every post like this, Jesus sets the bar. Period. He is our standard. But, it would be foolish to ignore the fact that God allows people to lead, even in the church. And, as Christian leaders, we set the bar in our church for many of the things that happen in the church.

A mentor of mine always says, “Everything rises and falls on leadership”. He didn’t make up the saying, but he’s learned in his 70+ years experience how true a statement it is. Are you leading with the idea that you are setting the bar for the people you are trying to lead?

Here are 7 ways the leader sets the bar:

Vision casting – The God-given vision to the people is primarily communicated by the senior leader. Others will only take it as serious as you do. Keeping it ever before the people primarily is in your hands.

Character – The moral value of the church and staff follows closely behind its senior leadership. Our example is Jesus, and none of us fully live out that standard, but the quality of the church’s character — in every major area of life — will mirror closely to the depth of the leader’s character.

Team spirit – If the leader isn’t a cheerleader for the team, they’ll seldom be any cheerleaders on the team. Energy and enthusiasm is often directly proportional to the attitude of the leader.

Generosity – No church — and no organization for that matter — will be more generous than that of its most senior leadership. There may be individuals who are generous, but as a whole people follow the example of leadership in this area as much or more than any other.

Completing goals and objectives – The leader doesn’t complete all the tasks — and shouldn’t — but ultimately the leader sets the bar on whether goals and objectives are met. Complacency prevails where the leader doesn’t set measurable progress as a value and ensure systems are in place to meet them.

Creativity – The leader doesn’t have to be the most creative person — seldom is — but the team will be no more creative than the leader allows. A leader that stifles idea generation puts a lid on creativity and eventually curtails growth and change.

Pace – The speed of change and the speed of work on a team is set by the leader. If the leader moves too slow — so moves the team. If the leader moves too fast — the team will do likewise.

Team members will seldom outperform the bar their leader sets for them. Consequently, and why this is so important a discussion, an organization will normally cease to grow beyond the bar of the leader.

Be careful leader of the bars you set for your team.

3 Problems with Being Too Nice as a Leader

Mister nice guy

I was talking with a leader recently. She’s an incredibly kind and gentle person. She’s smart, hard-working, and loyal. She’s a relational leader and usually brings out the best in people, so she’s had success in leadership. She is currently experiencing problems in a new position and asked for my help.

In talking through the specific situation, it quickly became obvious that she has one weakness and it is currently effecting her entire team. It’s a common weakness among leaders. At times, most of us will struggle in this area.

Her weakness?

She is being too nice!

Granted, that doesn’t sound like it could ever be a weakness. And, it has made her well-liked in the organization. She’s incredibly popular. And, she likes that. But, it also has made her team less successful than it could be. And, she knows it.

Currently, a few team members are taking advantage of her niceness by under-performing in their role. She hasn’t challenged the problems, even though she knows she should. She’s losing sleep over it, but doesn’t know what to do. The relational leadership in her, which is a positive about her leadership style, is not working with these team members.

Perhaps you’ve seen this before in an organization. Maybe you’ve been on either side of this issue. If this is your situation, you have probably even thought or said things such as, “I gave them an inch and they took a mile.” 

I am not suggesting one become a mean leader. That would be wrong. It certainly wouldn’t be Biblical leadership. I am suggesting one become a wise leader. Wisdom learns to guide people in the direction that’s best for them, the leader, and the entire team or organization. In the situation above, I advised my friend to take off her “nice hat”, at least temporarily, to address the few people causing the majority of the problems that are impacting the entire team. As hard as it will seem at first, in the end it will be a blessing for the entire team…and my leader friend.

I have learned people accept the what better if they first understand the why…so then I shared with her why I feel her default niceness is causing current problems for the team.

Here are 3 problems with being too nice as a leader:

It’s bad for the leader – The leader ends up stressing over the wrong things. Instead of worrying about the big picture, the leader is focused on a few problems with usually only a few people. The leader feels unsuccessful, even like a failure at times, as the team achieves less than desired results.

It’s bad for the organization – The team suffers because a few people mess up the system and progress for everyone else. Those on the team who wish to do the right thing lose respect for the leader. Others will follow the example of those taking advantage of the leader and lower their own performance standards. The organization loses.

It’s bad for the person taking advantage of the leader’s niceness – Enabling bad behavior is never good for the under-performing team member. It keeps him or her from identifying their full potential and from realizing personal success. They may be a superstar if they were given structure and held accountable to complete their work. And, they may never improve…and sometimes the best thing you can do for that person…certainly the team…is help them move on to something new.

Leader, have you become too nice as a leader?

Are you allowing problems to continue out of a fear of not being liked? There is nothing wrong with being a relational leader. That can be a great style of leadership, but part of developing any healthy relationship involves conflict, tough conversations and difficult decisions.

If you are not careful you can become everyone’s friend, but nobody’s leader.

Leading is hard…some days harder than others. The sooner you handle the problem (and the problem people), the sooner things will begin to improve on your team for everyone…and the sooner you can get a good night’s rest.

Without a System Nothing was done Wrong

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Several incidents lately have helped shape or remind me of an important team principle.

Team friction developed on our team recently. Nothing major, but noticeable. That isn’t unusual on teams. Teams involve imperfect people with differing views and opinions. The best teams will have friction at times. The only way to avoid some it would be to institute a more controlled environment, where opinions don’t matter. But, then friction really isn’t eliminated. It’s just silenced. For a time.

Our friction resulted from:

  • Miscommunication
  • Unclear expectations
  • Unknown objectives

Ever seen that on a team?

We all have. Those are common reasons for friction.

Here’s the principle that emerged:

Apart from a system nothing was done “wrong”.

Here’s what I mean.

Sure, the friction was wrong. Sure the miscommunication, unclear expectations, unknown objectives…all wrong. All of those, however, are natural occurrences when there is no system in place to address those concerns. Or when the system isn’t good enough. People were performing under the current systems…or lack thereof…the best they knew how.

And, systems are important:

  • If you want something repeated and done well you systematize it.
  • If you want something done better…you create better systems.

And, every system should continually be: 

  • Evaluated
  • Reconstructed
  • Refined

Systems drive progress and if you want better progress keep getting better at your systems.

So, back to our friction. As a leader, it’s important for me to realize and remind people: No one did anything wrong. We were making decisions the best we knew how under the current systems. And in the process, unnecessary friction developed. Totally natural.

What is important now is to learn and write a system. Or a better system. To keep that type of friction to a minimum.

Sometimes, as a leader, you can calm the friction on your team by:

  • Releasing people of a sense of guilt…which only causes them to be defensive…resulting in even more friction.
  • Identifying the need for improved systems.
  • Leading the process to create or develop better systems.

Here’s to writing better systems.

3 Critical Elements of Time for Every Leader

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Time is one of the greatest assets of any leader. Learning to balance a leader’s time effectively is often a key in determining the level of success the leader attains. In my experience, every leader has three critical segments where they must invest their time on a regular basis.

Most leaders tend to do one of these especially well, so by default they spend most of their time on it, often to the neglect of the other two. All three are needed. Learning to balance a leader’s time in each of these three areas will greatly enhance the leader’s productivity, so the leader must discipline for the other two.

Here are the 3 segments of time every leader must consider:

Time reflecting on past experience – If a leader doesn’t evaluate where he or she has been and what has been done, he or she will soon be disappointed with where they are going. Leaders must spend ample time in personal, team member and organizational evaluations.

Time focusing on current expectations – A leader must be disciplined to take care of the immediate needs of the organization. The busier a leader becomes, unless a leader is naturally wired for this one, the more he or she tends to naturally neglect the routine tasks required of everyone. Things like returning phone calls and emails in a timely manner, for example, remain critical at every level of leadership.

Time dreaming about future expressions – Leaders must spend time dreaming of the future. This is critical to an organization’s success, but the larger a leader’s responsibilities or organization grows the more time must be spent on this aspect of time management.

The place in the organization and season of responsibility will determine which of these get the greatest attention at the time, but none of them can be neglected for very long periods of time. Again, a leader learning to balance these three components of time is a key aspect in determining the ultimate success of the leader?

In honor of three…here are questions for personal evaluation:

  • Which of this are you more geared towards as a leader? (Please don’t say all come naturally.)
  • Which of these needs your greatest attention at this time in your leadership? (Be honest.)
  • How do you balance your time between these three areas? (Be helpful.)

7 Phrases to Outlaw from Brainstorming

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The best ideas in an organizational setting often come through brainstorming. I love getting a group together and searching for new ideas or ways of doing things.

Change spurs momentum. If you want to create some excitement around you, get a bunch of people in a room and brainstorm about some change ideas. If you are in a stuck or stale position…and want to see new growth…one recommendation I’d give is to organize a brainstorming session.

But, you’ve got to be intentional to brainstorm successfully. You need enough people to establish a variety of thought. (If you don’t have a large church staff, invite some lay people.) You need the right people…people who will voice opinions, but will be positive-minded.

You need to have some open ended questions…or issues to solve…to spur discussion.

And, then you need to establish some rules up front.

Specifically, there are certain phrases that cannot be heard in an effective brainstorming session. They are off limits. In fact, you might even give everyone the freedom to challenge when they hear one of these.

Here are 7 phrases to eliminate in brainstorming:

  • We’ve never done it that way.
  • We can’t afford that.
  • So and so is not going to like it.
  • That won’t work.
  • I don’t like that.
  • The problem with that is…
  • That’s crazy…(Or you’re crazy).

Long sighs…shrugged shoulders…or any animation that displays a sense of disgust or lack of initial support should also be discouraged.

There should be plenty of time to critique ideas before they are implemented, but for a brainstorming session you want every idea on the table. There are no bad ideas at this point. In fact, the one that may seem the worst idea of all may be the trigger for someone else’s spark of genius.

This is a great time to encourage randomness. I’ve even led us to play games prior to a brainstorming session.

New ideas are usually out there..they just need to be brought to the table. That’s the point of brainstorming.

What ideas can you add for productive brainstorming?

(Note: I am familiar that some are now saying the term brainstorming is offensive and not politically correct. I mean no harm by this post, but I used it because the term is still most people’s understanding of the process.)

3 Ways to Develop as a Leader…Without a Budget

power meeting from above

I was meeting with a young pastor recently who wants to grow as a leader. He lives in small town. He is young, but his staff is even younger. There are not a lot of seasoned leaders in his church…or at least not that he has discovered. (I usually think there are leaders who simply haven’t been tapped, but I understood his dilemma.) The church looks to him to lead.

His question. Who invests in him? He recognizes the need to grow as a leader, but he’s not sure where to find it. His church can’t afford (or doesn’t think it can) to send him to conferences or hire a coach.

What should he do?

Here were 3 suggestions I gave him:

Form a peer leadership group – There are people in the community who own small businesses. They meet a payroll. They have guided an organization to success. Even in the smallest communities, someone owns (or manages) the local grocery store or serves as the bank brach manager. For a group like this, I like to keep it relatively small, no more than 12, and 4-6 6 might be a better number. I would share stories, talk about experiences, and learn from each other. It will be mutual beneficial. I have such a group currently…and have had many times before. These groups are usually comprised of believers, but not professional ministers. I’m trying to learn leadership and management practices…not theology…in these groups.

Start a book club – Recruit leaders in the community to read a leadership book together. These can be mid level managers or senior executives. The learning is from the book being studied and the reflection of the group based on personal experiences. In this type group, the size can be as any size between 2 and 25 people. The larger groups often provide the broader range of perspective. The only cost is the book. Everyone buys their own. You can assign one person each session to guide discussion on what they learned from the book and open for discussion. With a large enough book…people will discuss, and the learning experience is rich. For this group, you might use a Christian leadership book (such as a John Maxwell book), but I wouldn’t limit the group to believers only. It’s a great way to interact with the community in a non-threatening way, while gaining valuable leadership and management insights.

Ask a community leader to mentor – There is one leader in every community (usually multiple leaders) who is further along than you are in the process of leadership. There will always be one leader in the community from whom I can learn. Always. While some may disagree with me, this usually is a believer for me, but doesn’t have to be. I want them to be honest, moral and have a good reputation, but knowing in advance their specific walk with Christ is not a prerequisite for this type mentor. (I have multiples in my life, depending on the need.) Again, I’m seeking development in the areas of leadership and management. I have other spiritual mentors.

You don’t have to live in a large town or spend a lot of money to develop as a leader. You simply have to possess a desire to grow and be intentional.

What you’re looking for is people skills…how to handle conflict…how to delegate and how to motivate and cast a vision. You can learn those things from hearing other leaders’ experiences.

What suggestions do you have?

7 High Costs of Good Leadership

Cost increase concept.

Leadership is expensive. Costly. Cheap leadership is never good leadership.

Here are 7 high costs of good leadership:

Personal agenda – Good leaders give up their personal desires for the good of others, the team or the organization.

Control – What you control you limit. Good leaders give freedom and flexibility to others in how they accomplish the predetermined goals and objectives.

Popularity – Leading well is no guarantee a leader will be popular. In fact, there will be times where the opposite is more true. Leaders take people through change. Change is almost never initially popular.

Comfort – If you are leading well you don’t often get to lead “comfortably”. You get to wrestle with messiness and awkwardness and push through conflict and difficulty. It’s for a noble purpose, but it isn’t easy.

Fear – Good leadership goes into the unknown. That’s often scary. Even the best leaders are anxious at times about what is next.

Loneliness – I believe every leader should surround themselves with other leaders. We should be vulnerable enough to let others speak into our life. But, there will be days when a leader has to stand alone. Others won’t immediately understand. On those days the quality of strength in a leader is revealed. This one should never be intentional, but when you are leading change…when it involves risk and unknowns…this will often be for a season a significant cost.

Outcome – We follow worthy visions. We create measurable goals and objectives. We discipline for the tasks ahead. We don’t, however, get to script the way people respond, how times change, or the future unfolds.

As leaders, we should consider whether we are willing to pay the price for good leadership. It’s not cheap!

I’ve identified 7 costs of leadership. Help me identify a few more.

What costs of leadership have you discovered?

12 Random Tweetable Leadership Principles

Here are 12 random leadership axioms in less than 140 characters each.

Some have been previous tweets.

  • Some people will only support you after it’s proven to be a success. They are the same people who will say I told you so if it doesn’t work.
  • Sometimes the strongest thing to do is to turn the other cheek. Sometimes it’s to stand your ground.
  • The applause we solicit are seldom genuine.
  • The best opportunities seldom come wrapped neatly in a package with a bow on top. They usually come with work. Get your hands dirty work.
  • The best leaders are often the ones smart enough to get out of the way of smarter people.
  • Part of leadership is the willingness to make hard decisions no one else on the team wants to make,
  • Sometimes a leader’s worst day is the organization’s best day.
  • The leader has a responsibility to do the right thing for the organization, regardless of whether it brings instant popularity.
  • Don’t stop doing the right thing even when the wrong thing is receiving more celebration. That party won’t last.
  • Some of a leader’s best work is not what the leader does but what he or she inspires others to do.
  • Without the right systems in place, the best visions will eventually suffer. Systematize what you want and need repeated.
  • The resistance to change comes more out of desire for personal comfort.

Feel free to tweet a few.

Do you have any to add to the list? Which of these should I expand into a future blog post?