CAN LEADERS BE HUMAN?

This is my first post in several months. I have been preparing to retire from the Navy at the end of this month. I very much appreciated all of the emails and messages asking when I was going to post again. I am hoping to gradually get my posting schedule back to a daily status. I hope you enjoy my blog and will continue to support it. Thanks!

The media has been full of incidents where leaders have made poor decisions. The disturbing thing to me is that these so called, leaders, have acted like they cannot accept responsibility for their actions. They instead try to re-direct their actions, blame others, or act as if they have no knowledge of the events. I've spoken several times on this blog about social media and the dangers of using it improperly. Whether it be sending inappropriate pictures via twitter, or posting pictures of your spring break party on Facebook. You have to understand that you are under a microscope as a leader. Especially if you are an elected official.

What do you do if you discover that you've made a mistake or shown bad judgement?

1. Accountability: You must hold yourself accountable, just as you would one of your employees. If you cannot, then don't expect your employees to respect or work for you.
2. Responsibility: Acknowledge your mistake. Do not try and hide it or blame it on someone or something else. It shows much more character when you acknowledge your mistakes, then it does to lie about or try and cover them up. It also shows your employees that it's OK to make a mistake. 
3. Learn from it: To me this is one of the greatest tools that a mistake or bad judgement can give you. Learn from it, understand why you made the decision you did. Understand how you could have made a better decision. 
4. Take action: Once you have learned from your poor decision making, take the appropriate steps to ensure that it doesn't happen again. Whether it is not hitting the, "Send" button or defending your incorrect understanding of American history. 

I understand that it's easy to look in on someone else and say, "Just take responsibility for your actions" I have made my share of mistakes as a leader, and on a personal level. I have always made a point to take responsibility for my actions, hold my self accountable and to try and learn from it. It's not fun, it's embarrassing and can cause pain to others. In the long run though, it causes growth and stronger relationships. More importantly, it creates better, human, leaders. 

Why is it important to have accountability as a Leader? Does it show strength or weakness? Why or why not?

Thieves, liars and accountability

Accountability, are you holding yourself accountable?

Learning Styles

Last weeks post, "Stupid people" was a post written more out of frustration then anything. I received some great comments on it and I'm appreciative of them. I had this post in mind, as a follow up, when John left this great comment last week,


"I have also worked with stupid people, at least I thought I had. I learned early in my career that all those stupid people really aren't stupid; some are just different. I had one lad assigned to my platoon in the Army (many years ago now) that really just didn't get it. Fitz was always wrong. That is, wrong until the day I finally figured it out. Fitz wasn't wrong - he saw the world differently than the rest of us. I learned that when someone made what looked like a stupid mistake to stop a minute and ask myself: "How would Fitz have done this?" I learned to look at the world through other's eyes when the situation called for it - all became better after that"


John made a great point. Sometimes the way we are looking at things, doesn't mean that's the way they are. We all learn differently, we all respond to different stimuli, we all see things differently then others from time to time. Does this make us stupid? No, I don't think so. Can it be challenging, yes, indeed. How we handle each of our relationships is a true work of art. We can't package up a, "one size fits all" leadership or teaching approach. That's why there are thousands of different theories and books on how to lead and on how to teach others. 


To be good leaders, we have to understand how to adapt our style to that of how each of our people learn. I have found that most of the time, honey gets you more than vinegar, and that patience is the main ingredient required to teach others. 


What are some ways that we can help our people learn or get better at a procedure or task?

• Communication: I've found times that when someone is not performing their job or task up to par it is usually due to the fact that the process wasn't properly communicated. Something got left out, or they where rushed through the process, etc..

• Learning style: Talk with the person and find out what ways help them learn the easiest. Some people are more visual, or they learn easier by doing it themselves, or by watching someone else demonstrate the process. Whichever way works, doesn't matter, just as long as the end result is accomplished, and that is the person learns what they need to know to be proficient at their task.

• step-by-step: Once the process or task has been properly communicated, I like to follow up by taking them through the process step-by-step, explaining the step and why it falls where it does. I also like to explain why the step impacts the rest of the process or which step has more effect on the rest.

• Have the expert show them: Whoever on your team has mastered the process or task, have them go through it with the person that's having the trouble. This helps the "expert" learn how to teach and mentor, while it allows the person having the trouble see how you want it to be accomplished. 

• Have someone with a different teaching style teach them: There have been times in my career when I've not been able to teach or communicate properly with someone when trying to help them learn or get better at a task. I've often went to one of my peers and asked them to try and help the person get better. Having a different person explain, show and teach can often times make a world of difference. 

• Have them write up a Standard operating procedure (SOP): Another good way to help someone learn a process, is to have them write their own operating procedure for the task. It helps them slow down and really look at each step. Often times it causes them to concentrate on the associated documentation with a more, fine tooth comb, approach. It also let's you see what they know about what they are doing in each step or task. 

What are some of the ways that you have found that help other's learn a new task or process?

Related post: I know how, why don't you?

The new Leader

Photoexpress/Sophia Winters

New to Leadership and Management?
No matter where you are in your journey as a leader or manager, you had to start off somewhere. If you are new to leadership or are striving to be a leader here are some tips to get you going as you start your journey as a new leader.

• Confidence: Understand that you would not have been hired or promoted to this position unless the top brass felt you could do the job. So, have confidence in yourself and your abilities. Seek counsel from those that you trust and that have been in leadership before. Pick their brains and get every morsel of knowledge from them. 

• Know what's expected of you: If you haven't already, get with your supervisor and find out what they're expectations are of you. Find out if there are any issues or concerns that management is expecting you to address or fix. Make sure you understand what the companies goals are and how you/your people fit into the overall picture.

• Observe: No one expects that your going to come in and have all the answers. Use this time to observe your people. Watch how they interact with one another, how they work together. How they utilize the processes and work controls that are in place. This will enable you to get a good idea of who is good at what and what things might need to be adjusted to increase efficiency. 

• Interview each of your people: Yes, this is time consuming, it will pay out huge dividends in the long run. Do more listening then talking. Let people tell you what they think and feel about their work and that of your department or company. You will find some real insight straight from the trenches when you do this. It will also show your people that their new leader cares and wants to make a difference with their help.Good way to establish trust and to start the buy-in process from your people.

• Come up with your game-plan: You've talked with your boss, you've observed your people and then talked with each of them. Now is the time to come up with your vision and objectives. Remember, you don't have to re-invent the wheel. Make small adjustments and then observe how it affects your people and processes. If you start to change too much, too fast, your people will fight back. People don't like change, even if it's for the better. So ease them into it.

• Communicate: Clearly communicate your plan to your people and your superiors. Don't try to come up with the most intricate plan. Try and lay out a plan that is simple, they understand, they can execute and be successful.

• Don't forget where you come from: Last, but not least. Don't forget what is was like to be in the trenches. Remember the leaders that inspired you to do more and remember the leaders you didn't like and why. Use both as examples of how to, or how not to,  lead your people. 

These are just a few suggestions that you can utilize when faced with being a new leader. Finding a good mentor is also extremely helpful. Whatever you do, don't give up. Performing as a leader is the best way to learn leadership. 

What are some other tips for a new leader to consider or utilize?