“A person who feels appreciated will always do more than is expected.”
I don’t know about you, but I can’t think of anything that keeps me inspired and committed to do what I do more than receiving a small, personal note from someone on my team. Even the humblest appreciation note that reveals the impact I have been able to have on someone else stirs strong emotion and joy.
Last week, I had the great fortune to listen to a lecture by author, Dan Coyle. Both his lecture and his book, The Culture Code (which I highly recommend), emphasize a concept of belonging cues. These refer to small, consistent behaviors that leaders enact to show others that they belong. It communicates that “I value you, your contributions to the team, and that what we are doing is important;” these build psychological safety.
Additionally, I listened to a wonderful Intentional Living & Leadership podcast episode with guest, Ryan Hawk, over the weekend (Ryan is the host of The Learning Leader Show, one of my favorite podcasts). In the episode, the host, Cal, and Ryan discussed how leaders sustain excellence. Ryan’s answer boiled down to the need for leaders to be thoughtful and intentional in their leadership. I couldn’t agree more.
In recently starting a new academic year at West Point, NY, I engaged in the important process of initial counseling with my Cadet staff. Over those 25 conversations in getting to know the Cadets better, setting duty expectations between us, and clarifying their developmental goals, I was surprised by a common thread among a majority of them – many wanted to figure out their leadership philosophy. I asked the Cadets their perceptions on a leadership philosophy and what exactly they are looking to create. I quickly found that the comments centered on wanting to first learn what a leadership philosophy is; “I know it’s important and I want to find out how to make my own.”
This is common in the Army and I’m sure other professions experience something similar. For the Army, when young officers prepare to assume command of a company, the process of creating their leadership philosophy is often identified as a mandatory step before formally assuming that role. I think others can relate to having a new brigade commander or some similar role assume command to then immediately publish their leadership philosophy memorandum to all subordinate leaders.
What I’ve found over the years is that everyone, at least within the Army, finds this concept of a leadership philosophy as super important, but are not overly clear on what it actually is, what it should look like, or how we publish or implement it.
So, to help provide some clarity, I offer a model for a leadership philosophy. It’s offered as a model (not the model) as a means to help us better conceptualize and implement this “big shiny object” of leadership that we place a lot of emphasis on, but may not quite know what exactly to do with. I hope we are able to find some ways to best adapt and apply something within this piece to improve our leader effectiveness. Continue reading → Defining Our Leadership Philosophy
Finding new and creative ways to connect with your employees can be difficult. It feels like everything has been done and tried already. But there’s a lot to be said about doing things in fresh and relevant ways. Figuring out how your employees want to be connected with and be engaged, for example, is an important part of effective leader communication. However, it is often overlooked with knowing confidence by many.
We naturally make a lot of assumptions about the people in our charge. It’s time to start getting at the heart of the matter of work by connecting with employees in a new way: the way they prefer. Instead of using tried and true methods of engagement to get people riled up and motivated, simply ask them, “What motivates you to be engaged?” and then work with that. Continue reading → Four Ways Leaders Can Connect with Their Employees