Category Archives: Connection & Engagement
Success doesn’t come easy. It takes planning and focused effort to enable yourself and your team to attain those goals.
One of the most overlooked and neglected factors into any success for your team is to ensure the proper landscape is in place that better enables those goals to be met. That landscape is your culture.
Just as a great landscape sets the stage for painting a beautiful picture or taking a breathtaking and rewarding hike, having the proper landscape for your organization will enhance the success that you strive to attain.
Having the proper landscape for your organization will enhance the success that you strive to attain
Lolly Daskal’s post a few months ago stated “Culture sets the stage for success” is true. It not only brings people together but allows performance to thrive. Michael Lee Stallard’s book Connection Culture outlines how great cultures allow people to have more commitment and find better success corporately and personally. It’s no mistake that Connection Culture’s Twitter handle is @ConnectToThrive. Stallard outlines that a connected culture possesses the following 3 key aspects:
- Vision – a share in the mission and where the team is headed
- Value – everyone feeling important and a contributing member
- Voice – people having input and being truly heard
These aspects help remove barriers that impede cooperation, productivity, ambiguity, and rogue agendas. It’s the removal of these impediments that allow individuals to perform, both more freely and with more commitment. They also can create incremental success where people feel more support and freedom to solve problems, go the extra mile, and look after the organization’s best interests because the organization has looked after theirs first and foremost.
Conversely, neglecting and allowing a poor culture will set up a toxic landscape where people will default to a survival mode, meet minimum performance and justify their actions why they did not do better.
In any organization – business, sports team, community program, church and even family – having the proper landscape of culture that allows people to feel valued, have a voice, and share the vision will create a far better environment where they will most likely naturally work harder and be more deeply engaged. Setting the right culture is essential for anyone wanting more success from their grouping structure.
How will you set the landscape for success for those you impact this year?
In our automated, tech, and email driven workplace, it’s hard to think that business is about people. But consider these thoughts:
- You don’t conduct business (B2B or B2C) with companies, but with people you trust.
- The very first business exchanges centuries ago, before technology and systems, revolved around people first.
- In every transaction, there is at least two people that are affected.
- In your efforts to move up and become wealthy, there are people that share in your success and depend on you to help them succeed as well.
- Acquiring the world means nothing if people are not there to support you. Acquiring people to support you means everything even if you do not have the world at your disposal.
- Don’t lose who you are as a person for things that are temporary.
- Every industry has one common denominator – people. The systems, business models, technologies, and products or services differ company to company.
- Profits are temporary. People are permanent.
If we kept in mind that every action we conduct in our business has the opportunity to impact other people – for good or for ill – we could make a positive and transformative impact in our sphere of influence. So keep in mind
Business Is People
Over the weekend I came across a series of content by a leadership author who heavily discounted what they would proclaim as so-called leadership experts.
As I mulled over their claims, I realized how many people in higher levels of leadership discredit others because their credentials don’t seem to be to their standards.
Let’s calibrate our understanding of what experts are:
- a person having a high level of knowledge or skill in a particular subject (Cambridge Dictionary)
- having, involving, or displaying special skill or knowledge derived from training or experience (Merriam-Webster Dictionary)
We should also review the definition of a leader:
- a person who manages or controls other people, esp. because of his or her ability or position (Cambridge)
- a person who leads (Merriam-Webster)
It is essential here to point out that in none of these definitions (or others) is there a criteria for PhD’s, MBA’s, being on a board of directors, authoring books, teaching at universities or needing any other qualifying experience or education.
Unfortunately people who look down on others in this fashion tend to do so from an aura of superiority, resting on their own laurels. Experientially these people tend to be the least teachable and most difficult to create an engaged team that will trust and rally around them. They place themselves in a position of higher criticism and use their sole judgement to assess who is worthy of credibility.
And what these folks do is exhibit the same poor leadership behaviors that they denounce in their content. They place roadblocks into building another person up or giving them a platform for voice and value in what they know.
Here are some real-life situations in which someone has discounted another’s opinion because it didn’t meet the person’s prejudices:
- Engineering experts who told Henry Ford his V8 engine idea was impossible
- A restaurant executive who discounts others input because no one who is not a chef can talk about food at their knowledge level
- Critics of Gary Vaynerchuck simply because he struggled in school and just rants about social media
- Tenured university professors who discount the education and real-life experience of adjunct faculty
- Football leaders and experts discounting Tom Brady in their scouting report
- Leaders of all kinds of levels and organizations who devalue the input of front line managers
Leaders and experts don’t need to have letters behind their name or have high-level positions.
As I have mentioned before, teenagers and the person you meet in everyday life can be effective leaders. All someone needs to be an expert is experience and the application through study and practice of their daily sphere.
The greatest experts in the field of leadership will tell you lifting others up, giving them value and a voice, and offering them a platform to showcase their talents is what true leadership is about.
Being an expert and leader is more than just letters after a name. It’s about the application of real-life principles to teach, lead and positively influence your sphere.