Leadership Culture

Leadership Culture

I recently took a management team through a session on leadership culture. It is important to understand that a leadership culture can look differently in any organization. The end result should be how the organization is positively impacted when you have a group of people acting and behaving like leaders. More importantly you don’t have to be at a senior level to be a leader. You need leaders at all levels of an organization. They help raise the bar on performance by taking smart risks and pushing the limits to what can be done. This is how organizations continue to challenge the expected and exceed expectations. If you do not have people breaking from the pack then the status quo becomes the norm and growth is difficult. However, at a senior level you should have a pack of leaders and not individual leaders. I am not sure I have heard a management team called a “pack of leaders” but that should be the mentality. This pack of leaders operates with the same guiding principles, vision and common goals. They act as a collective and their influence and impact is exponentially magnified through out an organization when they act and behave like a leadership team. Senior leaders acting together brings a sense of unification and builds trust within an organization. It creates consistency in messaging. Clarity on objectives and how to achieve those objectives. They take the grey areas and turn them into black or white. I have often said that people do not understand the impact that they have on others. You impact others by what you say, what you...
Dealing With Poor Performance

Dealing With Poor Performance

What makes an employee a poor performer? They must not care or don’t have what it takes to get the job done! This may be the case but most of the time there is far more to it. People managers will deal with this situation many times in their career. “Do I invest in this person to get them where they need to be or do I cut bait now and move on?” Re-hiring is costly and underestimated by many companies. Most companies don’t put a cost associated to the interview process, lost productivity, culture impact and increased workloads. This is not a reason not to re-hire. It just needs to be in the mix when decisions are being made. We have all made a few bad hires but for the most part we should trust the hiring process if it thorough, proven and detailed. If you do trust that process then poor performance is probably due to other reasons. Before a people manager makes any decisions they need to ask themselves some questions: Did I set up the employee for success with the proper training and support? Has my communication on expectations been clear and understood? Is the issue capability or compatibility? Is this a short-term issue or has a long-term pattern developed? Have I had one to one’s that detailed the performance issues? Have I clearly outlined what they need to do to improve performance in the one to one’s? Have I seen improvements after those one to one’s? Could something outside of work be the cause? Could I be the issue? The exercise is to ensure...
How Can You Improve Execution If There Is No Bar?

How Can You Improve Execution If There Is No Bar?

Raising the bar can mean many things. The bar could be a target, a goal or an accomplishment. I am talking about raising the bar on execution. Let me explain myself. I have written in the past about coaching and people development and the impact that it has on your life and your career. Great coaches have systems and processes. More commonly known as “standards”. These standards set “the bar”. They are the specific details around “how” you are supposed to do something. “How can I improve if I am not sure how I am supposed to do it in the first place?” In the sporting world having standards in place are a given for successful coaches. However, this can be a fundamental flaw in any business model. How often have you heard employees indicate that their training consisted of the handing over of the keys, an account list and a token “Call me if you have any questions.” Don’t get me wrong, there are many successful people out there that learned the ropes on their own and can thrive in that kind of work environment. I know there are countless studies out there on the ROI of training and the practise of following a set of standards and my experience validates the effectiveness if it is done right. To give you a visual, I am sure you have all seen what happens when five year olds play soccer for the first time. The coach sends them onto the field and it is complete mayhem. Kids running in all directions, some picking dandelions, some looking up at the sky and...