Teamwork and Leadership Bloggings

Why should leaders tell stories?

One of the best opportunities leaders have to build immediate trust on teams is to tell stories. Great leaders are strong communicators. Some of the best leaders I ever had were great storytellers and communicators.

Why should leaders tell stories? Because stories can convey emotion, humor and learning. They are interesting, captivating and memorable. They can be inspiring, motivational and life changing. People relate to stories and generally love them.   

I recommend leaders strive to tell one story in every meeting that they faciliatate. Make the story relevant and educational. Punctuate every story with learning. Explain to those listening how what you told them relates to something you want them to learn. It is also important that leaders learn how to tell stories. The more effective leaders are at telling stories, the more trust they will create in those they lead. It really works. For a more detailed post from this blog on how to collect and tell stories, click here.

"There have been great societies that did not use the wheel, but there have been no societies that did not tell stories."

~ Ursula K. LeGuin

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Mike Rogers

Video Clip of Perhaps the Worst Leader you Have Ever Seen

After a break of developing teams in both Nevada and New Mexico last week, I came across a fairly new reality show on television titled "Tabatha's Salon Takeover." Wow! I found it to be a great reality show on team and leadership development.

 

Tabatha is a salon/team development/leadership consultant and coach who goes into hair salon businesses and attempts to transform the look of the salon and the team. In this particular episode she is working with an owner (Nikki) who is perhaps the worst leader you will ever see. Nikki is in denial that she is the problem, but clearly she is. At one point in the show (not in the following clip though) she states that she doesn't care about her employees. That they aren't her family or friends, they are basically just hair dressers. She doesn't believe in positive reinforcement and she spies on her staff with cameras!

 

I have included a brief clip of Nikki and Tabatha below. What would you say to Nikki?

 

Tabatha's Takeover airs each Tuesday 10/9c on Bravo.

Mike Rogers

A Few Related Posts

Beware Managers and Employers – You better treat your employee's right or else…

Leaders Ought Not to Be Hateful

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Do leaders have an obligation to be honest when they morally screw up?

Integrity is in short supply these days among big company and government leaders (big surprise isn’t it?) In fact it’s an issue with “larger than life” sports figures as well (I am full of surprises this morning). Tiger Wood’s recent debacle got me thinking, when leaders morally screw up do they have an obligation to be honest? Now, I don’t want to debate whether Tiger Wood’s is a leader or not because I think he was (wink, wink with an emphasis on was). However, why does it seem that honesty is the best policy only when people get caught? I have heard celebrities, caddies, fans and others say “everyone makes mistakes.” Or Tiger is taking accountability for his actions. I have seen a few big corporate sponsors take action. But I wonder why the symphony of sympathy is always played in defense of others when they get caught? Wasn’t this more than a onetime mistake? And I wonder if sponsors would have been so quick to pull back if these indiscretions were not widely known; of course not.

Okay, time to get on my high horse a little – heehaw. I am tired of “leaders” taking the easy path to forgiveness (and I am talking about corporate as well as government leaders). If you lack integrity, you no longer have the right to lead – period. Be honest or else give up the reigns (remember I am on my high horse) to lead. If you lack integrity you have already eroded trust and the ability to inspire people (unless your morally deplete yourself). So the question is, do leaders have an obligation to be honest when they morally screw up? Of course they do. But they have a much bigger obligation to be honest before the screw up! It’s called integrity.

Mike Rogers

For More Posts on Building Trust Click on Any of the Following

Leaders Ought Not to Be Hateful

Leaders, put down the BlackBerry! Or else…

Beware Managers and Employers – You better treat your employee's right or else…

What does gossip at work have to do with a toothbrush and teamwork?

Gain Trust or Bust

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Leaders Ought Not to Be Hateful

Over the weekend two fierce rivals met in football. Brigham Young University (BYU) and the University of Utah have met on the football field since 1922 to compete and claim victory. It is a spectacular rivalry that consumes the state of Utah the week previous to the game regardless of either team’s record.

On Saturday these two teams met in what turned out to be a storybook overtime ending - 26-23 BYU victory. But the post game remarks by star quarterback Max Hall were anything but storybook. At the end of the game in response to the question whether he felt he had redeemed himself after last years lost in which he threw five interceptions Hall is quoted as saying “"A little bit, yeah. I don't like Utah. In fact, I hate them. I hate everything about them.”

“I hate their program. I hate their fans. I hate everything. So, it feels good to send those guys home. They didn't deserve it. It was our time and it was our time to win. We deserved it. We played as hard as we could tonight, and it felt really good to send them home and to get them out of here, so it is a game I'll always remember."

There is a little more to this as Hall explained “"I think the whole university and their fans and organization is classless. They threw beer on my family and stuff last year, and did a whole bunch of nasty things. I don't respect them, and they deserve to lose."

Hate is a strong word, especially from a leader. Leaders must be in control of their emotions. Now, let me make it clear, I am a BYU fan (though I cheered as hard as I have ever cheered for Utah’s win last year against No. 4 Alabama in the sugar bowl). But Hall was anything but a leader after the game Saturday night. Though he led his team to victory after throwing the winning touchdown pass, unfortunately his leadership stopped there. He let down the fans, his teammates and the entire university with his comments.

Hall later apologized. Certainly he can be forgiven, but he will lose respect in the eyes of many. It is unfortunate when leaders in any organization express their disdain and hate towards anyone, including competitors. Hate never motivated anything but more hate. When people hate, they lack common sense and creativity because anger consumes them. Leaders must be careful in what they say, even in the heat of the moment. Here are four “refrains” I would suggest for any leader.

1. Refrain from gossip, it is a poison and will result in lack of trust. See one of my recent posts on gossip at work by clicking here.
   
   
2. Refrain from talking negative about co-workers and/or their reports or your reports. You will quickly lose respect in the eyes of those that follow you and be perceived as a non-caring leader.
   
   
3. Refrain from talking negative about your manager or anyone above your manager. Doing so will clearly demonstrate that you don’t care about the organization as a whole and will result in a lack of trust and respect. If you have an issue with how things are being done, then express it to those who need to hear it and can do something about it.
   
   
4. Refrain from talking negative about the competition, give them the kudos they deserve and find creative ways to be better, but never give into the temptation of drumming up negative emotions through negative talk. Contrary to some popular opinions, it does not boost team morale; it creates unfocused and uncreative energy.

How have you ever been affected by negative talk? Do you have any examples and/or stories?

Mike Rogers

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Leaders, put down the BlackBerry! Or else…

I was inspired to write this morning’s post after I read an article in the Harvard Business Review Blog titled “How to Deal With a BlackBerry Junkie.” You can access the article by clicking here.

There are some of us (and you know who you are, right?) who are in denial that they are addicted to these devices. A little while ago I was chastising one of my children for texting while we were having a family discussion. I accused him of being addicted and that it was rude and inconsiderate. I am embarrassed to say that my children quickly reminded me that it was no different than the five times I had pulled out my Blackberry that night during our discussion to check e-mail – touché. I tried to defend myself, but it was seven against one! All I got were blank stares except for a few smirks across their tiny little faces, I really wasn’t convincing anyone.

Leaders in business, church, home or wherever else you may be leading, be careful. Technological distractions and any other distractions for that matter can erode trust quickly and label you as not caring. Not too long ago I was sitting in the office of a friend of mine. We were carrying on a pleasant and meaningful conversation, so I thought. All of a sudden, the focus was not on me any more, it was on his computer screen. I sat across the desk, so I couldn’t see what he was looking at, but his hand was moving his mouse at a fairly decent pace as his eyes darted back and forth across the screen. I continued to talk and then realized that it was clear that what I was saying was no longer important to him. After that our relationship was never the same. My trust in him was eroded at that very moment.

I wish I could say this was an isolated event, but it wasn't. I have been the recipient of distraction and inattention in one on ones with leaders, consulting with executives, and meetings with senior leadership teams etc… etc… Now before you say or think, “Gosh Mike, maybe you’re just kind of boring to listen to,” it’s not just me. I have seen it happen with others who I thought were saying some pretty interesting and important things.

Leaders, be careful. Nothing sends the message that you don’t care more than paying attention to something else besides the person speaking. Nothing sends the message more that what you are saying doesn’t really matter to me, than paying attention to something else besides the person speaking. It is a fact that we have more things to keep us distracted than ever before, but let us ensure that those who follow us know they are important.

Do you have any stories about distractions in meetings or conversations with others you would like to share? We would love to hear them. Please comment below and share.

Mike

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Our Four Most Popular Posts - Click on One Below

 

1. Things you don’t say to your wife. Or boss? Funny Video
2. Inspirational Leadership Video Story (True Story)
3. Part II – Time Management Tips That Could Change Your Life
4. Team Building Exercise – Call me by name and throw me the ball…

Beware Managers and Employers – You better treat your employee's right or else…

I will never forget an experience I had several months back. I was asked to provide some consulting and development for a highly dysfunctional senior leadership team. We were discussing some of the morale issues their staff was having when one of the senior leaders said “I don’t think morale and motivating people really matters. Given the way things are people should just be lucky they have a job.” After picking my jaw up off the floor I responded: “you better think it matters because when this thing turns around guess where your employees will be going; right out that door to your competitor!”

I wouldn’t be writing this blog post if this was an isolated event. I am beginning to hear this type of thing all of the time now from employees who feel they are being treated poorly. Just last week an employee who works for the government and has been at the same job 20+ years said he has noticed a huge change in the way management was treating its staff.

Beware managers and employers. You better treat your employees right or else. An article in Human Capital Magazine recently talked about employers being unprepared for a mass exodus of leaders and employees from organizations in 2010. Click here for the full article. Here is a survey and quote from the article that managers and employers would be wise to pay attention to.

“an Aequalis survey of 280 job-seekers showed that 45% now lack trust in senior management, 62% are experiencing lower morale, and only 22% have said they are not moving at the first signs of an economic recovery.”

"Many employers have taken advantage of the economic conditions, but at what cost?" Boulton said. "Human capital is key to a business's ability to grow, yet it's clear a significant number of existing staff are not happy."

Does any of this surprise you? In order for companies to stay sound in a difficult economy, good financial responsibility during the height of prosperity is the key. In order for companies to retain their most important asset, their people, they better treat them well at the height of difficult times. Now is not the time to cultivate the attitude of believing employees “should just be lucky they have a job.” Remember what goes around, comes around. It will bite managers and employers at some point.

I am interested in hearing what you think? Have you noticed a difference in the way employees are being treated?

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Mike Rogers

Our Four Most Popular Posts - Click on One Below

 

1. Things you don’t say to your wife. Or boss? Funny Video
2. Inspirational Leadership Video Story (True Story)
3. Part II – Time Management Tips That Could Change Your Life
4. Team Building Exercise – Call me by name and throw me the ball…

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What does gossip at work have to do with a toothbrush and teamwork?

One of the most difficult challenges of any leader is to create a work environment where people get a long and feel safe from negative confrontation, backstabbing and gossip. I have had the opportunity to work with and develop many leaders and teams over the years; one of the great poisons to teamwork is gossip.

Several years ago I was brushing my teeth when one of my kids informed me that my two year old son had used the very toothbrush that I was using! That may not gross you out, but I am a germ freak of sorts. I know some of you use the same toothbrush your spouse uses and having your kid’s use your toothbrush is hunky-dory with you. However, it isn’t okay with me. I immediately dropped the tainted toothbrush and threw it in the garbage. I would never use that toothbrush again – yuck! Now, my kids could have said they were joking. They could have said my two year old never used it, but it didn’t matter. That toothbrush would never be the same again.

Gossip does the same thing. Whether it’s true or not, it taints a person’s character and reputation forever. And the person spreading the gossip becomes less trusting to others. It affects teamwork.

There are things that leaders can do to mitigate it, but it isn’t easy. Here are three suggestions that have worked for me.

1. State it. Leaders have the responsibility of teaching and setting direction. Some of a leader’s time teaching and setting direction should be talking about the unacceptable activity of gossip.

2. Prevent it. Teams that spend time together, build relationships and improve their understanding of each other are less likely to gossip.

3. Nip it. Research shows that if gossip is immediately challenged, the gossip will stop.

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Our Four Most Popular Posts - Click on One Below

1. Things you don’t say to your wife. Or boss? Funny Video
2. Inspirational Leadership Video Story (True Story)
3. Part II – Time Management Tips That Could Change Your Life
4. Team Building Exercise – Call me by name and throw me the ball…

Mike Rogers

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Obstacle #9 Lack of Trust (Teamwork Tuesday)

About a month ago I asked the question on several LinkedIn Groups “What is so difficult about teamwork?” I received well over 200 responses. My intention was to rank each of them and then figure out ways we can create better teamwork.

 

To access the posts on all of the teamwork barriers click here.

Today we will discuss obstacle number Nine – “Lack of Trust.”

1. Lack of a competent leader (27)
2. Lack of goals and goal alignment (26)
3. Individuals focused on themselves and not the team (21)
4. Lack of understanding of team members (20)
5. Lack of clarity on team roles, and/or the purpose and vision of the team (15)
6. Lack of focus on team rewards and appreciation (12)
7. Lack of spending time together as a team (9)
8. Poor communication (8)
9. Lack of trust (7)
10. Lack of accountability (6)

Trust is the foundation to every solid and functional team. Without trust team members will hold back thoughts and opinions for fear of conflict with negative consequences, won’t be as committed, won’t ask for help, will misjudge the intentions of teammates and so forth and so on.

While most would agree that trust is critical on teams, why is absent so often?  And what do we do about it? 



Mike Rogers
http://www.secondg.net

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Gain Trust or Bust

The best leaders are trusted leaders. Without trust leaders have adversaries not followers. Those they lead will engage in politics, gossip, criticism and many other poisons that destroy their teams.

Stephen M.R. Covey in his well written book entitled “The Speed of Trust” states there are four core components that make us believable to ourselves and to others. They are 1) Integrity 2) Intentions 3) Capabilities and 4) Results. You need all four to build trust and lead effectively.

 

Mike Rogers

www.teamworkandleadership.com
www.secondg.net