We Need to Talk About Our Peoples’ Engagement at Work

Employee Engagement_3x5 Leadership

Would you confidently state that your people are highly and consistently engaged at work? I think many of us would naturally respond with yes, myself included, but we unfortunately see too many data points that prove otherwise.

Within my military experience, I’ve found that the #1 identifier on how engaged Soldiers are with their work and training at any given time is counting the number of cell phones currently out distracting them from training, work, and the unit’s mission. This is a universal problem though; we can walk into any large business within any industry and see similar disengagement challenges. During my recent holiday travels, I was fascinated to see the extent of employee disengagement that permeated across multiple airports.

The bottom line is that many of our people are not actively engaged in their work or committed to our team or organization. In Gallup’s 2017 State of the Global Workplace report, only 15% of employees worldwide are engage in their jobs.

That’s a problem. And it’s a leadership challenge. Continue reading → We Need to Talk About Our Peoples’ Engagement at Work

An Organization that Reflects Together, Learns Together

Organizational Reflection_3x5 Leadership

To succeed in today’s complex, technology-saturated operating environments, organizations must become agile and adaptive. To remain so, organizations need to commit to being learning ones.

Just as reflection is an essential part of our individual leader development, learning organizations require a formal approach to “organizational reflection” to continue to learn, adapt, and succeed. I consider organizational reflection as a process that calls select groups of members to spend critical time away from their routine work to think on and capture important insights on organizational issues at many different levels in order to interpret experiences and organizational structures, clarify lessons learned, and think on the essential ways such lessons must be applied in the future.

Moreover, just as personal reflection requires us to deliberately allocate time and focused attention to thinking, so too must organizational reflection. Leaders must ensure time and space is dedicated to this collective level of learning to help make sense of our organization’s experiences and decisions, clarify what we’ve learned, and determine how and why we must apply this in the future toward improved effectiveness. Continue reading → An Organization that Reflects Together, Learns Together

The Best Of: A Three-Year Anniversary Celebration

3 Year Post_3x5 Leadership

Well, 3×5 Leadership is three years old today. I’m both thrilled and humbled by this landmark. I’m thrilled in seeing what this crazy experiment has accomplished both in my personal leadership growth and in helping others make people and organizations better. I’m humbled by the amazing community of support. I offer a deep, heart-felt thank you to fellow leaders, friends, and followers. You make our leader development community and me better.

To celebrate, I want to highlight the top three things across five different topics from this past year. (3 things x 5 topics…see what I did there?). I hope these resources can inspire you and improve your developmental journey as we head into 2020.

Thank you and as always, lead well, friends. Continue reading → The Best Of: A Three-Year Anniversary Celebration

2019 Holiday Shopping Guide for Leaders

Xmas Post Pic

While I’m no Oprah with an internationally famous “Favorite Things” list or Ellen with the 12 days of Giveaways madness, I do recognize the challenges of holiday gift giving — and professional and military leaders are no exception. To help inspire some thinking on gifts for those challenging professionals on your list, below are some of my favorite items from 2019 and ones I’m excited about in 2020.

Most of these items don’t fit the typical “military tactical leader” list of field gear or gadgets. Instead, they more reflect my current operational environment in a “broadening assignment” with less field time and more professional business workplace environment. Yet, I believe many can benefit from these items no matter their field of work or environment. Continue reading → 2019 Holiday Shopping Guide for Leaders

I Will Go On: Leadership and Resilience

IRAQ-WAR-US TROOPS

“I can’t go on. I’ll go on.”

—Samuel Beckett

Earlier this fall, I attended a GEN (Ret.) Martin Dempsey lecture to West Point Cadets on leadership and building a meaningful life. His first visual to support the lecture was this simple line from novelist, Samuel Beckett, with a black and white photo of a WWI Doughboy assaulting from a trench. Dempsey’s argument: you, as a leader, must be the period between those two thoughts. You must lead and inspire your Soldiers from a place where they think they cannot go on toward a resolute “I will go on” – in life, our professional missions, and in our own continued growth and development. I’ve thought on this point often since that lecture. Not only must leaders model resiliency themselves, but also develop it in others. Further, I continue to reflect on the fact that in a lecture on “building a meaningful life,” Dempsey’s first point addressed the importance of personal and collective resiliency. Continue reading → I Will Go On: Leadership and Resilience

Reimagining Your Organizational “Improvement” Program

Reimagining Your Organizational Improvement Program_3x5 Leadership

By Andrew Bordelon

“Embrace the inspectors!” may sound like part of a naïve motivational speech from a commander preparing his/her unit for an upcoming inspection from higher headquarters staff. However, CAPT (R) L. David Marquet and the Sailors of the USS SANTA FE submarine welcomed inspections during his command with remarkable results, as elaborated in his book Turn the Ship Around!. This kind of embracement is not common among US military units. Eyes roll and breaths sigh as leaders discuss command inspection visits. Command inspections tend to surface deficiencies and fill up red boxes on extensive PowerPoint brief slides to a commander’s supervisor. Some commanders are determined to never fail an inspection and keep their units “green” during status updates. Either mindset is focused on remaining in compliance with Army regulations. Hence, the Organizational Inspection Program (OIP) could easily be renamed the Organizational Compliance Program by those units with the wrong attitude toward inspectors. But the inspection implementation offers an opportunity for remarkable results and growth at any level. Leaders can instead consider the OIP a unit’s Organizational Improvement Program and seek ways to instill continuous improvement within a unit – a mechanism to be an enduringly learning organization. Continue reading → Reimagining Your Organizational “Improvement” Program

The Five Types of Developmental Communication

5 Types of Developmental Communication_3x5 Leadership

Any time I interact with someone I lead, I see it as a deliberately developmental opportunity. Through our interaction(s), I aim to grow their knowledge, skills, and/or abilities in some way. Any time I am communicating as a leader, I am engaging in one of five types of developmental communication: setting expectations, giving feedback, teaching, coaching, or mentoring.

I leverage the appropriate type based on the person, the situation, and context. Should I be giving targeted feedback in this moment or should I be helping them better understand by providing perspective as a mentor? Should I set clear expectations or would it be better to coach them through determining their own ideas and plans?

These types can be applied at the individual level (one-on-one) or collective (to a small group, your whole team, etc.). Further, these can all be done in formal or informal settings. For example, feedback can be given formally in a scheduled meeting where you provide planned and thought-out feedback on performance for an evaluation report. Or, it can be offered informally in the moment if someone is failing to meet basic standards or expectations.

As leaders, we must determine and enact the most appropriate type of developmental communication to maximize our peoples’ effectiveness and growth. Continue reading → The Five Types of Developmental Communication

Are Our Loyalties Misaligned? We Must Define Our Levels of Loyalty.

Levels of Loyalty_3x5 Leadership_from Cadet Issue

We don’t talk about loyalty very much and what it means within our teams. Thus, many leaders and our teammates are unclear about what loyalty truly means and what it should look like in our organizations. But this value is vital as it is part of the essential bedrock that mutual trust is built upon. Our teams will not get very far in results or development without loyalty to one another and to the organization. There’s an issue if we are unclear about such an important organizational dynamic and value.

The U.S. Army establishes loyalty as one of its seven core Army Values; this is how the Army defines it.

Bear true faith and allegiance to the U.S. Constitution, the Army, your unit and other Soldiers. Bearing true faith and allegiance is a matter of believing in and devoting yourself to something or someone. A loyal Soldier is one who supports the leadership and stands up for fellow Soldiers. By wearing the uniform of the U.S. Army you are expressing your loyalty. And by doing your share, you show your loyalty to your unit.

It is interesting how this definition offers several things and people that Army Soldiers must be loyal to: The Constitution, the Army as a profession and organization, the subordinate unit(s) we are members of, and our fellow Soldiers. What happens if our loyalty to one of those conflicts with our loyalty to another? I believe we can find ourselves in situations where our loyalties battle against one another, forcing us to choose loyalty to one thing/group over another or an individual versus our unit.

This is why it is important to define our levels of loyalties – being clear on what and who we are loyal to, and which loyalties take precedence over others. Continue reading → Are Our Loyalties Misaligned? We Must Define Our Levels of Loyalty.

Shared Leadership Series: Developing and Diagnosing Your Team

Shared Leadership Series_3x5 Leadership

This is the 4th and final part of the Shared Leadership Series.

Patrick Lencioni states in his book, Overcoming the Five Dysfunctions of a Team, that teamwork comes down to courage and persistence. Both are required to enact the things explored in this series as we build and lead effective teams; doing so is incredibly hard, often emotional, and always takes a lot of time. But teamwork remains one of the most sustainable competitive advantages that have been largely untapped in organizations. Lencioni asserts that “as difficult as teamwork is to measure and achieve, its power cannot be denied. When people come together and set aside their individual needs for the good of the whole, they can accomplish what might have looked impossible on paper.”

Through this series, we’ve addressed several important aspects of team development and performance ranging from being clear on a team’s outcomes, to psychological safety, and team cohesion and use of power. If you have not checked out the previous parts of this Shared Leadership Series, I encourage you to start with part 1 here.

Now, I want to end the series by packaging the different topics of shared leadership and team effectiveness into a singular, coherent model to help us better analyze and implement these ideas within our own teams. The GRPI Model of team development, originally offered by Richard Beckhard in 1972, is a great way to mentally organize important aspects of our teams’ development and performance. Continue reading → Shared Leadership Series: Developing and Diagnosing Your Team

Shared Leadership Series: Important Team Dynamics for Leaders’ Attention

Shared Leadership Series_3x5 Leadership

If we require a sense of “shared leadership” among a team of people to be effective leaders in the 21st century, as argued in part 1 of this series, it is necessary to develop and grow our team for improved performance, member satisfaction, and to ultimately ensure team viability. In line with Peter Drucker’s famed quote that “culture eats strategy for breakfast,” the first aspect that leaders must target is the team’s culture. In the previous part (part 2) of this series, we addressed three critical team culture artifacts that leaders must emphasize for team development: psychological safety, high learning orientation, and perceptions of organizational justice.

Complete team success relies on three essential outcomes: team performance, member satisfaction, and team viability. All three rely on effective and efficient interactions between team members as they accomplish their mission and day-to-day tasks. Formally, this is referred to team dynamics. As we can see in our own lives, different personalities and ways of doing business among members can impact the team’s ability to accomplish its mission and tasks; gossip and drama are often clear signs of the damaging effects of poor team dynamics. It’s important to improve a team’s dynamics and the processes it uses to do work. I believe leaders should focus on three important aspects of their team’s dynamics: team cohesion; the use and balance of power, authority, and influence; and ensuring that team and individual member purpose, shared values, and goals are clear and consistently communicated. Continue reading → Shared Leadership Series: Important Team Dynamics for Leaders’ Attention