You nailed the interview, you got the job and now it’s time to prove your value – full speed ahead! Peter Daly and Michael Watson, authors of The First 90 Days in Government: Critical Success Strategies for New Public Managers at all Levels, encourage leaders to take a different approach to successfully navigate one of the most treacherous transitions you will face – starting a new job.
The pressure to deliver results – fast – can backfire and end up looking like the proverbial bull in the china shop. Making a lot of noise, causing a lot of action but not demonstrating your ability to lead and succeed.
To avoid a crash, Daly and Watson describe five crucial subjects or themes that new leaders need to understand before they charge forward. This will require structured on-going dialogue with your boss that they call “the five conversations:”
- The Situation Conversation – discover how your boss perceives the current standing or status of the overall organization and your unit. Your goal is to ensure a shared understanding of the challenges and opportunities you face.
- The Expectations Conversation – define, clarify, and perhaps, negotiate what success looks like for you in your new job.
- The Style Conversation – discuss and determine how the relationship with your new boss will work. How do you each prefer to communicate, what boundaries exist, how are decisions made, and how frequent do you need to interact to ensure trust and success.
- The Resources Conversation – determine what resources are available, what you believe you need, confirm how resources are allocated and begin negotiating to ensure access to critical resources.
- The Personal Development Conversation – mutually identify opportunities and expectations for continual development to ensure success in your current and future roles in the organization.
In reality these will not be distinct one-time conversations but they are a framework to help new leaders strategically approach the transition to a new role. This is a time that it is “all about you!”
Posted in change and transition, communication, goals, Leadership, leadership development, organizational culture, resources, self awareness, stakeholders
Tagged communication, culture, feedback, Leadership, performance, professional development, purpose, questions, self-awareness, success, transparency, urgent
Leading for the common good isn’t peaceful. Agreement isn’t the goal. Paraphrasing writer Walter Lippmann, “when we all think alike, no one thinks very much.” To work together for the common good a leader needs to be prepared for conflict and embrace conflict.
Liane Davey, author of You First: Inspire Your Team to Grow Up, Get Along, and get Stuff Done, reminds us that for teams to be effective and work together they need to experience tension and disagreement, wrestle with it, push back, open up, share, listen and only then move forward. It’s not a quiet process and not what we often think of as good leadership. But think about the best teams you have worked on. Was it acceptable to have a different opinion? To raise a concern? Or to even get a little worked up about the problem you were addressing? I bet it was!
If you are willing to dive into the messiness of collaboration and conflict as a necessary element of moving towards a common good, Davey recently shared three ideas that leaders can use to help their teams embrace “productive conflict.”
- Define, discuss and understand the different roles and agendas of each person on the team. Take the time to ensure that everyone understands that each person has an agenda based on their role and that each agenda is different. Not better or worse but different. And that it is normal for the different agendas to lead to conflict that is not personal but necessary to reach the best solution in the end. Make it OK to disagree based on their unique roles and responsibilities.
- Pay attention to style differences between team members. Use a tool or a facilitated discussion to clarify the different approaches team members use to learn, take in information, communicate, make decisions, or do tasks. Ensure that each style is described in a positive way and highlight the value that each style brings to the team. Finally, highlight how it is natural for conflict to arise due to style differences and that you expect people to leverage their styles to facilitate collaboration, even if it gets uncomfortable.
- Set ground rules on acceptable dissension. Have an open conversation and identify what behaviors lead to conflict that improves how the team functions and what behaviors actually destroy trust and teamwork. Describe what is acceptable and what is not acceptable and the process the team will use to hold each other accountable.
As nice as peace and calm can be, leadership is a lot messier and noisier – and that’s OK!
Posted in building teams, communication, Diversity, leading authentically, organizational culture, polarities, racial tension, self awareness
Tagged communication, community, culture, ego, Leadership, performance, self-awareness, stress, transparency
Author Dan Pontefract has released a new book that I found energizing and I encourage you to check it out. In The Purpose Effect (2016) he suggests that leaders can help their people recognize the “sweet spot” where the organizational mission overlaps with their role purpose and their own personal vision. You can read a summary of the book here – getAbstract
The sweet spot is the space where people feel engaged in their work, energized by how they can make a contribution and clearly understand the contributions their organization makes to their stakeholders. As leaders we rarely have the opportunity to be involved in the crafting of the organizational mission and vision but we can connect it to the day to day work being done and the unique aspirations of each person on your team.
Pontefract suggests that leaders focus on understanding and facilitating two-way dialogue in these three areas:
- Individual and personal goals or purpose and how they relate to the day to day work.
- what motivates the people on your team?
- how do they want to develop themselves?
- what most interests them in their job?
- how can you and the organization support their success?
- The organizational purpose, mission and vision.
- what are your organization’s values?
- how does the organization live out it’s purpose?
- what are examples of the organizational purpose?
- Role-based purpose.
- how do individual roles contribute to the success of the organization?
- where do individual roles make a difference to stakeholders?
- how can a leader recognize individual role contributions to the success of the department or organization?
Taking the time to understand each of these three areas is the first step. Then taking the time to consistently help your team members find their own personal sweet spot at work will help you bring your mission and vision to life.
Posted in building teams, communication, Engagement, goals, Leadership, leading authentically, Motivation, organizational culture
Tagged communication, engagement, Leadership, stakeholders, trust, vision
Best of 2015, first published on June 15, 2015
Thinking over the last year and some of the most powerful talks I’ve heard, I kept coming back to Sugata Mitra and his “Hole in the Wall” research. His work reinforces over and over again how important affirmation is in supporting the success of others. When you show appreciation for your team members and other colleagues, it lays the groundwork for a productive work environment and let’s face it, it just feels good. What can you do to affirm others? –Anita Rios
Last month, I was reminded of the incredible power of affirmation to turbo-charge performance by Sugata Mitra, who was speaking at the ATD International Conference. You may have heard of Mitra as the “Hole in the Wall” professor from India. While Mitra’s research focuses on children and how they learn, I think his findings have relevance for how adults learn and perform in the workplace.
If you haven’t heard of Dr. Mitra, I’d encourage you to listen to his TED talk. Through his research, he has discovered that groups of unsupervised children can learn just about anything if they have access to the internet. After winning the million dollar TED Prize in 2013, Mitra was able to fund and create five self organized learning environments (SOLE) in England and India to further test his theories about education and literacy.
He wanted to see if affirmation would further children’s learning in the SOLEs, so Mitra recruited retired teachers and other interested adults to volunteer their time one hour a week to beam into the classrooms via Skype. He dubbed these volunteers the “Granny Cloud.” Their sole job was to demonstrate interest in what the children are learning and doing, ask good questions, and provide positive affirmation. What Mitra learned was that:
- Children react well to encouragement
- Children exceed targets if encouraged
- Children like to show off to a friendly adult
In my experience, I’ve found that adults behave similarly in the workplace. We react well to encouragement and often exceed performance targets when encouraged. While I know I am an internally motivated person, I have often worked harder for a boss who is appreciative and encouraging. And I can honestly say that the teams I’ve led do better when I am actively engaged, interested in their work, and providing positive affirmation.
Does this ring true for you? What has been your experience with positive affirmation and performance?
Tragedy in Paris and Beirut. What can I do? Refugees with no where to go. What can I do? Homeless in America. What can I do? Climate change. What can I do?
Events worldwide seem overwhelming. Events closer to home also seem overwhelming. Jobs eliminated, programs closed, leadership decisions, health concerns and family disruption all tear at us and our hearts. What can one person do?
That question came up several times during a leadership program I was facilitating recently, what can I do as a leader when I work in a culture that doesn’t support change? What can I do if my manager disagrees with me? What can I do if the budget gets cut?
What can I do?
Steven Covey first answered that question with Habit 1 of the 7 Habits of Highly Effective People – Be Proactive and choose to respond to the realities of the world by focusing our energy and attention on what we can influence. He created an image of our circle of concerns and our circle of influence.
Our circle of concern contains all the realities of the world that we care about. The important parts of our lives and the world that we pay attention to and react to. Our circle of influence includes all the elements of our lives that we can actually affect through our actions. What Covey reminds us is that if we take action on the elements within our circle of influence, instead of only worrying about our concerns, we will actually be able to make a difference and our circle of influence will grow larger.
Within our circle of influence are:
- the people we work with
- the work we do
- how we vote
- where we donate our time and money
- the actions we take at work
- how we communicate and who we communicate with
- the decisions we make
- where we spend our time
A co-worker and I were sharing our concern over the Syrian refugee crisis and she mentioned that she had contacted a neighborhood group that was working on sponsoring a refugee family. A small action but one that will make a difference!
In higher education we are quite concerned over how prepared new students are for post-secondary courses and on the decreasing economic support for public higher education. Recently Chancellor Steven Rosenstone challenged us to focus on our circle of influence and consider volunteering to be a tutor in a public K-12 school or to donate one hour of our salary to a scholarship fund at a foundation. Those are examples of taking action within our circle of influence!
As a leader, what is in your circle of concern and how can you take action within your circle of influence to make a difference?
Posted in Accountability, higher education, Leadership, leadership challenges, organizational culture
Tagged accountability, higher education, Leadership, leadership development, organizational culture, self reflection, Tragedy at Work, values
By guest blogger John Kearns
Leaders in higher education lead by fiat at their own peril. So when they want to shape the culture of an organization such as a college or university or system, they need to do a lot of persuading. There’s an art to persuasion in the western tradition that goes back to Aristotle, who said there were three things you have to do if you want to persuade people to follow you. You have to prove you’re worthy of being followed. You have to convince people that your way is the right way. And you have to make people feel something.
I’ve written a lot of speeches over the past decade – for myself when I was a dean and provost, and more recently for higher education chief executives – at a time when we don’t have the luxury of ignoring the need to change. Leading today in an academic setting is all about shaping a new organizational culture. But our leaders – especially those who come from the academic ranks – tend to be more comfortable proving their worth (i.e., the verbal résumé) and stating the facts that prove they’re right (i.e., the verbal graph). That’s because bona fides and facts are the main things valued in academic research. Making people feel all the feels? Don’t be ridiculous!
I’m not saying proving your worth and establishing your facts aren’t important. They’re extremely important and a leader’s communication must include them. But organizational culture is ultimately something that’s experienced, that’s felt. Simon Sinek’s book Start with Why: How Great Leaders Inspire Everyone to Take Action is all about reminding us that leaders are much more likely to succeed in shaping an organization culture when they can explain WHY. For Minnesota State Colleges and Universities, WHY means Why we do what we do and Why we care about providing access to all Minnesotans.
But WHY also explains WHAT we do. We prioritize access: That’s why we have 54 campuses in 47 communities across the state where students from every walk of life come to learn. We protect affordibility: That’s why we don’t set tuition according to what the market will bear. We’re growing the pipeline of future college students: That’s why we work with public schools to redesign the transition from high school to higher education. And we want Minnesota communities to prosper: That’s why we graduate people in every profession, from nurses to mechanics to teachers and more.
Once an audience understands why, they’re ready to hear about what needs to happen.
John Kearns is the Senior Writer, Executive & Strategic Communication for Minnesota State Colleges and Universities.
Posted in building teams, change and transition, communication, higher education, Leadership, leading authentically, organizational culture
Tagged Change, communication, engagement, higher education, integrity, Leadership, organizational culture, values, vision
Where would you prefer to work? A workplace rife with conflict or an institution that reeks of collegiality? Easy answer, right? Yet we seem to have built cultures, particularly in higher education, that encourage conflict!
Robert Cipriano, Ed.D., professor and department chair at Southern Connecticut State University, has been researching, writing and consulting on collegiality for over a decade. He reminds us that higher education is founded on bringing together people with divergent and conflicting ideas. No wonder there is dissent!
However, to succeed and tackle the challenges facing higher education today, Anita highlighted the importance of collaboration in her recent post. Or as Cipriano puts it, “we all can agree to disagree without being disagreeable” -what he calls “positive dissent.”
In his recent book, Facilitating a Collegial Department in Higher Education: Strategies for Success, Cipriano lists a set of key activities that leaders can take to build a collegial culture:
- Help people achieve their goals
- Develop a genuine interest in each team member
- Treat people with respect and dignity – always
- Remember that relationships built on trust and fed by personal integrity are the foundation
- Recognize that poor behavior by others does not require you to respond in kind (but you do need to respond)
- Model characteristics you wish to see in your team members
- Acknowledge that leadership is more a function of people’s relationships than the position
- Recognize people publicly for their achievements
When I read this list it all makes sense, yet as an old saying goes, common sense is not always common practice! Where do you have an opportunity to practice building a culture of collegiality?