Tattle Tale

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In every workplace or on every team we've witnessed the one person who feels compelled to bring it to our attention when another employee has done something wrong or has failed at their job. Just like I tell my kids when one of them comes to me to "Inform" me about the wrong doings of one of their siblings, don't be a tattle tale.

To be trusted is a greater compliment than to be loved. ~ George MacDonald

With kids we expect this kind of behavior from time to time. But with grown adults? Amazing as it sounds, it happens everyday in every workplace at some point. So what does the, "Tattle Tale" behavior do to the workplace?

• Disrupts Team unity: When one member of the workplace fills the need to inform on another it creates a divide in the team and workplace. It also creates distrust between the workers as well. The tattle tale is into self promotion which is directly in contradiction to the idea of team.

• Backstabbing: If not nipped in the bud quickly, others will start to follow the tattle tales lead. Your employees will start to backstab one another and create havoc in the workplace.

• Appearance of favorites: Depending on how well or not so well you deal with this individual, it could appear to others that your playing favorites with your workers. Once this perception or reality sets in, it is very hard to eradicate it.

• Stress: With everyone running around backstabbing and telling on one another, the stress level on your team and in the workplace will soar. Everyone will be watching their backs and be worried about every step they take will be analyzed and reported.

• Retention will plummet: Your employees will start to abandon ship, they will find other employment and get out of this terrible environment. Especially your top performers, they will not stay in this environment long

• Lack of loyalty and trust between workers and leadership: The workplace will split into protective cliques and be very leery of the leadership. Loyalty and trust will be non-existent and nothing of any value will be created.

The glue that holds all relationships together - including the relationship between; the leader and the led is trust, and trust is based on integrity~Brian Tracy

I know there are times when employees bring very real and legitimate concerns or problems to leadership. I'm not talking about these cases, I'm talking about the employees that are self-serving and looking to improve their standing by standing on others. Be quick to address this type of behavior or it will kill your team and workplace quickly.

Have you ever seen this type of, "Tattle Tail" in your workplace? What was the effects of it? Please share your experiences, it is appreciated. 

Untapped Resources

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Workers are leaving companies everyday in search of becoming their own boss and owning their own business. These are smart people with great ideas and the work ethic to make it happen. How can we use this resource and get them to stay, thereby unleashing their potential? 


Let's look at a few things first. I came across this story in Forbes last night. It was about the world's happiest countries. In the article I saw the following quote about american entrepreneurialism:


"Alan McCormick, a managing director at Legatum, points out that the U.S. remains the envy of the world when it comes to entrepreneurialism, pointing out that during the recession year of 2009, Americans created 558,000 new businesses each month. That's 27,000 more per month than in 2008 and 60,000 more per month than in 2007."


Now, if there are that many people starting out as a entrepreneur, there has to be a way to tap into this resource where they are, right now. These people are not going out and starting businesses that they have no experience in. I'm sure there are a few that are starting out in a new area, mostly though, it is where they have already worked and gained experience. Mr. McCormick then went on to say this about entrepreneurial societies:


"Over the last three decades, new startups have accounted for nearly all of the increased employment in the American private sector. Entrepreneurial societies raise levels of expectation and produce a culture in which human potential is released, healthy risk-taking is encouraged, and where the fledgling business ideas of today become the global-selling products of tomorrow." 


Here are someways, we can use, to unleash our people's untapped potential:

• Raise levels of expectations: Look around you, there are people that are not being challenged in their current roles. Find ways to increase their participation and increase expectations. People will jump how ever high you've set the bar, so raise it up a few notches. Let them see that status quo will not work. The punch in and get a paycheck will not be excepted either. Include them in a new project or solicit their input on what they think needs improved and how they would do it, then let them improve it. Get creative, get out of your comfort zone as a leader and try new approaches. Most people want to be entrepreneurs because they want freedom. So give it to them with higher expectations. 

• Produce a culture in which human potential is released: Build a culture of trust with your people, encourage and reward them for coming up with new ideas. Don't always shoot them down. Let them help you create more efficient ways of working. When your people know that you trust them and you start letting them spread their wings, they will soar.

• Encourage healthy risk-taking: This is an area where most leaders cringe. Don't be afraid to go out into new territory. Blaze a new path, get out of the, "This is the way we've always done things" mode. Encourage your people to come up with bold new ways to work and be efficient at what they do. Brain storm with your people and then utilize the best ideas. Once you show people that you will take their suggestions and implement them. It will encourage others to follow.

• Solicit new ideas from our people: It's simple, ask them. Encourage real communication and feedback. People will respond to this. Find a way to say, "Yes" to their ideas. Companies spend millions of dollars on contractors and outside resources to find new ideas. You have a huge resource at your finger tips, from the people who work in your area of expertise. Use it.

• Take action: Now that you have all of these awesome ideas, take action on them. Don't let them sit in your inbox or on your desk. Forward them up the chain and let your people know that you are taking action on their ideas and suggestions. 

As leaders, we have to establish trust first before any of this will work. If your people don't trust you, they will not be receptive to any of this. The other thing to remember, if you are taking all of the credit for these new ideas, they will revolt on you and shut down. Give credit where credit is due, let your people shine. You will keep your retention high and keep good people from leaving. 

In what other ways can we unleash our people's potential?

Will you just make a decision?

Major General George B. McClellan (National Archives)

"Indecision and delays are the parents of failure" ~ George Canning


You have checked all the facts, figures, and opinions of your management team, you then re-checked them, your ready to launch your new campaign. Right before you push the button you start to doubt yourself and all the information that you've used to come to this decision. The "What if's" start to bombard you, you are doubting that you are in the right position to launch.


There are many of Leaders and managers out there that have this all to common problem. Indecision, the inability to make a decision. Meet Major General George B. McClellan, he is here today to show us why indecision is a quick way to failure.


General McClellan was a graduate of West Point and had been involved in the Mexican-American war as a engineer. He had even went back to be an instructor at West Point prior to resigning his commission and working for the Illinois central railroad. In 1861 at the outbreak of the American Civil War. Ohio Governor William Dennison appointed George McClellan to Major General of the Ohio Volunteers. Based on his previous history in the military and Governor Dennison pressure, President Lincoln appointed George McClellan to the rank of Major General in the regular army. Major General McClellan had two quick victories, so to speak. One, he prevented Kentucky from seceding from the Union. Secondly, he fought a series of engagements in what is now, West Virginia, that kept the south from taking control of that part of Virginia. The importance of these two victories combined with General McDowell's defeat at the Battle of First Bull Run, had Major General McClellan as the Commander of the Army of the Potomac and by November of 1861 he was the General-in-Chief of all federal armies.


Major General McClellan went from leading volunteers to leading the entire Union Army in 7 months! Granted, the union was looking for anyone to bring them some victories and save some face after the initial wins by the south. Still, it was pretty impressive. Let's look at some of his good traits:

• Great organizer: Upon taking over the Army of the Potomac he provided them with training and re-organized them into a more efficient fighting unit.
• Great Motivator: The union army was down and out, low self-esteem, he instilled in them an esprit de corps. By all accounts from that time, his men loved him.
• Great planner: He could plan all day long, consistently taking everything into account.

Now the bad:

• Terrible execution: He had the great plan, motivated men and commanders, yet he would not pull the trigger. He always was convinced that the southern armies opposing him had greater numbers. He even felt this way when he had credible facts and information that he had the superior force.
• Poor communication with superiors: There where many times that Major General McClellan would blow off President Lincoln and other politicians of the time. Therefore, he quickly lost support in Washington,D.C. 
• Overcautious This guy had every excuse in the book why right now wasn't a good time to attack or carry out his plan. He was so afraid to fail, that he choose to do nothing. Thereby failing. 

“There is no more miserable human being than one in whom nothing is habitual but indecision” ~ William James

Despite being a good organizer and motivator Major General McClellan could not execute his own plans. His overcautious nature and inability to make a decisive decision was his ultimate downfall. How can we avoid these mistakes?

• The hardest thing about making a decision is, making the decision. You will find that there are times when you wish you had more information. Understanding that you can only go with what you know right now, you do not have the luxury of hind sight or what information may be available a month from now. Trust in your experience and the knowledge that you have on hand now. Pull the trigger, make the decision, fear of failure will keep you locked up in a perceptual state of doing nothing.

• Understand that each time you fail to act, the competition just got a reprieve. Just like in a heavy weight fight, the first one to throw and land the big punch has the best chance at winning. The competition is no different, if your delaying your action, it gives them the opportunity to attack the market and gain a larger share of it. Likewise, when you go on the offense first, they must now be reacting to you vice you reacting to them. With the speed of information nowadays, your customers are watching this unfold. No one wants to be rooting for the loser, take the initiative and attack.

"Indecision is the seedling of fear" ~ Napolean Hill

• Fear of failure will get you faster to failure then anything else. There are times to play it safe, but generally it is much more effective to make the decision and go for it. You will make bad decisions, as long as that's not your track record and you learn from it, you will maintain support. If you are continually showing that you cannot make a decision, no one, including your boss is going to stay in your corner long. More importantly, the people that you lead will not stay in your corner. When you are indecisive they have no clue what you want on a regular basis and this will cause delays. Therefore, causing stress to skyrocket in your department or company. When you have a track record of making decisions, people have a much better idea of what to expect and what you are expecting of them and are able to act much quicker.

I hope that this history lesson has been helpful to you. I know that many times people want to do the right thing and make the right call. Too many times, people hold on and don't pull the trigger. A decision is nothing more then making a decision. Yes, some decisions have greater consequences then others, rely on your training, education and experience and you will be fine. Just make a decision! Your bosses, you and more importantly the people that you lead will be thankful. Trust me.

What are some other ways being indecisive can be counter productive?

Have you worked for a indecisive leader? What was it like?


reference for George B. McClellan

10%

Following up on my article from the other day, I want to talk about the top 10% of your employees. You know,  The Go-getters, "Golden Boy/girl", top performers and your future leaders. I know that I talked about patience and mentoring of your people and not to have the same expectations for them that you have of yourself. There are exceptions to every rule.

People or Raw Material?

Photoexpress

As we approach this new year, there is talk that the economy is slowly rising. The employer market is slowly shifting to an employee market. I'm willing to bet that there are a lot of people out there holding positions at jobs they can't wait to get out of. What do you see when you look at your employees? Are they raw material or are they people?

Let them Shine!

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“Sometimes creativity just means the daily work of helping others to see a problem in a different way.” ~ Joseph Badaracco.

I've mentioned empowering our people and the fact that creativity has become one of the most sought after skills in the business world. How can we unleash our people's creativity and therefore empower them to achieve new heights of success?

Positions of Trust

Lovrencg

Going to the boss and explaining to them that they have made a bad decision is not an enviable place to be. If you've pulled them out of the fire in the past they are a lot more likely to listen. But what if you have been wrong before?