Tag: #leadershipdevelopment

Emotional- The Four Essential Skills

This Friday I bring to you Four Essential Skills of High-Performing Teams from the book Team Emotional Intelligence 2.0 written by Dr. Jean Greaves and Evan Watkins. I believe this book will help every organization. Who does not have emotions, feelings, moods, and behaviors? When you mix all of these together in working teams, the reciepe may be success and it may be a disaster. This book helps to develop an action plan to a pathway for high performing teams working together as they understand all of the ingredients the team has to offer each other.

The four essential skills covered in the plan are: Emotion Awareness, Emotional Management, Internal Relationship and External Relationship strategies. Each area is covered to help break down how to approach, understand, discover and apply all that is learned.

Emotion Awareness strategies are based on simply getting to know the group’s mood, emotional habits, feelings, and behaviors. Taking the time to identify these in each individual and as a team will help as the group builds together the compass to guide their efforts. It is the teams values that will be the compass to guide the group together through every obstacle on their journey. It is the beliefs which will provide the guidance in decision making and behavior. The book provides 11 strategies to achieve Emotion Awareness with your team. A great guide to building awareness!

Emotion Management strategies help respond to emotional situations, both good and bad. It is how to appropriately step in or step out of problems that can lead to escalation or de-escalation. There are 14 strategies discussed in the book to provide the team with a plan to improve in this area to support group norms and healthier ways to engage in team disagreements. The strategies are excellent in helping teams build a framework in utilizing their time together with purpose.

Internal Relationship strategies is bringing fun back into the work we do each day. Yes! We need to bring the joy back into work and building internal relationships is the first step. Building relationships should not be forced and should not seem like work. The book provides 14 strategies to support building internal relationships. It includes having fun and laughing! Relationships are critical in everything we do and this is an important piece of all the work we do.

External Relationship strategies is as important to your team as the relationships they have built as a team. The team is part of one big organization of work. The abilities to work together as a team is important, but reaching out to the rest of the organization in the common goals is critical to spotlight the work of the team, the needs and resources to continue to achieve. Showcasing each other in an organization helps to bring positives to everyone. Afterall, everyone is on the same team. There are 14 strategies to strengthen this area and to help avoid some mistakes that can occur.

We have faced many issues in the past few years, and they seem to be increasing, not decreasing. The trauma in our schools and society has left us in places where we need emotional support from each other. I encourage all leaders to embrace this approach as we continue to move forward in a world that requires us to work together to find solutions. Strengthen your teams with the support they need by providing all the resources, strategies, and tools required—# Bethesolutiondaily in a world that needs each one of you.

Learn about #TeamEQBook from TalentSmartEQ. Check out their new book, Team Emotional Intelligence 2.0: The Four Essential Skills of High Performing Teams, on Amazon–or from your favorite bookseller–today!

Put us in, we want to coach or be coached!

Coaching helps every level

The need for coaching support today is more extensive than it has ever been before. Help at each level in the organizational chain needs to be strengthened after being pushed to the limits over the past few years.

Every individual, if asked in a survey, will tell you they have been impacted over the last three years by the events happening in our world. We have experienced illness, death, lockdowns, trauma, soaring gas prices, and supply shortages, and the list can be expanded to many other issues. The critical point is trauma and the stress it has provided.

Building a support system within our organization or bringing in outside coaching will help individuals get back to their center to regain a balance. Stability is the thread we need to sew our environment back to the strength, resilience, and flexible fabric it needs to be as we work to achieve.

Who are Coaches?

Effective coaches treat individuals as professionals. Building a professional relationship knowing and recognizing individuals are capable of making decisions for themselves. People will engage in conversations when they understand coaches are not imposing practices, thoughts, or ideas on them. Coaches are partnering with them to determine the best course of action. When we try to do something different, it is a dehumanizing act, and it minimizes the effect of the potential for professional growth. Coaches need to examine who they are and how their actions affect others. Most importantly, always look at the coaching process as we help make it the best for each individual.

Important questions for coaches to ask themselves:

  • What are my beliefs?
  • What can I do to build trust?
  • How do I communicate?
  • Do I listen?
  • What action steps do I take?
  • How do I lead myself?
  • How do I lead others?

Impact of Coaches

Coaching is unique! Selecting the right coaches for the right team or individual is an essential part of the process. Matching the needs of those being coached with the individual who can provide for them is critical, but matching the personality is also an essential piece!

One of my favorite TedTalks is Rita Pierson! Her best line is, “Kids don’t learn from people they don’t like.” Adults are the same way! The first step in every relationship is building trust and finding common ground. Establishing a partnership in working together to achieve growth over time is the primary goal. Establishing a clear understanding of what coaching is will help build the foundation for a positive working relationship.

Coaches will bring a toolbox of strategies and resources to support the individual or group they are working to help grow. The method will be selected, implemented, monitored, and then analyzed. They will work on this together to evaluate the next steps. The coach’s impact will result in the efforts of all those involved. Clear communication and record keeping will help them make adjustments as they proceed. This should never be an evaluation piece but an improvement, growth, and innovative approach for individuals to take ownership of their development.

Do I need one?

If you are asking if you need a coach, the answer is yes. I have had a coach, I am a coach, and I have supervised coaches. Coaches are like your own personal trainer, cheerleader, and go-to person. They can help bring you ideas and tell you if you need to think about something from a different lens or if you did a great job communicating that idea. Coaches are so important. My area of expertise is in education, but I am available to help any leader. Please leave me a comment or send me an Email. I am willing to help you at no cost via Zoom, email, and phone. Leadership is significant, and I want you to be successful. My solution is to provide as much support as possible to those who are leading and serving others.

Solution Weekly May 22-28, 2022

How Do You?

Asking questions is something I think is essential to do. It gives your mind a chance to be engaged in thinking deeper and to explore ideas you may not have opportunities to provide time to think.

How do you? It is a question you can fill in the blank with the remaining substance of the question. I was driving to a doctor’s appointment and looking at the many things I saw along the way, and I thought…How do you? Try it out and see what you want to know more about.

Put me in Coach

It is time for the baseball season. My grandsons are busy at the ballpark! It took a little while to get things going as they were looking for additional people to be coaches for the little ones.

When we look at the time and effort of the individuals who work with the kids, it is terrific. We need coaches not only on the baseball fields but in other areas of our lives. Do you have a coach? Are you a coach? Do you want a coach? Think about what coaching can do for you and others. What questions do you have about coaching?

Trust

How important is the word trust? If you answered right away with yes, trust is vital, then I have another question. If trust is so vital to us, how do we demonstrate trust? How do we show value in the word trust? Let’s think about trust and how it is used, honored, and valued.

Thank you

“Memorial Day is an American holiday, observed on the last Monday of May, honoring the men and women who died while serving in the U.S. military. Memorial Day 2022 will occur on Monday, May 30. Originally known as Decoration Day, it originated in the years following the Civil War and became an official federal holiday in 1971. Many Americans observe Memorial Day by visiting cemeteries or memorials, holding family gatherings, and participating in parades. Unofficially, it marks the beginning of the summer season.” History Channel

This coming weekend we celebrate with family picnics, parades, and celebrations. We want to thank all of those who have served, are serving, or planning to serve in protecting all of the individuals of this great country!

What is one topic you would like to learn about, discuss or share?

Please send in any ideas you have on topics, questions, or ideas to discuss. The purpose of being the solution daily is to help find solutions. Together we can find solutions. Blessings for a fantastic week as the first day of summer is June 21st! We are almost there!

Know yourself- Do you?

I have written about growth several times. It does not matter what age you are, where you are in the process toward “retirement, or if you are retired. As an individual who is getting up each day to be part of the glory of the day, you are growing!

No, I am not talking about the scales for your weight or the tape measure for your height! Although, my granddaughter has set the goal to be 5 feet tall. I hope she makes it! The growth I am referring to is in your mind and spirit.

We are constantly doing things in our lives to enrich ourselves daily. We use the intention to focus on the things that enhance areas we desire to improve. Longevity of life is sought after, but it is the quality of the life we live that matters the most. What are we doing in the time we are blessed to enjoy?

What are the strengths you have? What are the areas you would like to grow in? Is there something new you would like to learn?

Know Yourself

“In Ancient Greece, the philosopher Socrates famously declared that the unexamined life was not worth living. Asked to sum up what all philosophical commandments could be reduced to, he replied: Know Yourself.”

Understanding ourselves is a first step in avoiding mistakes in several areas of our lives and is also essential in our abilities to establish goals. If we cannot identify our strengths and weaknesses, it isn’t easy to move forward. When we are true to ourselves, our relationships and work improve—getting to know ourselves better increases our growth over time.

The answer is hidden in the question!

Do we take the time to get to know ourselves? Are we so busy in our lives pleasing others, taking care of things, and doing tasks we forget to take note of ourselves?

Begin or end each day with a question for yourself. Keep a journal with the answer to the questions. This is how you begin to understand who you are and to get to the why of what you do. Being self-aware is critical to the success of life.

  • What is your favorite movie?
  • What is your favorite color
  • Do you like cold, hot or warm days?
  • What is the biggest mistake you have made?
  • Who or what comforts you?
  • What do you do for fun?
  • If you had only one wish, what would it be?
  • What are you worried about?
  • Name something you like about your job?
  • What is your happiest memory?
  • What values do you have?
  • What do you believe in?
  • Where do you feel the safest?
  • If you were not afraid, what would you do?
  • If you could travel anywhere, where would you go?
  • What are you grateful for?
  • What matters most to me?
  • What short-term goals do I have? Long term?
  • What is my favorite food?
  • If I am feeling stressed, I_________?
  • When am I angry I_________?
  • Who are my support people?
  • I am ashamed of_______?
  • Am I a night owl or a morning person?
  • Am I passionate about___________?
  • I like being around people, or I’m not too fond of it.
  • My thoughts tell me I am not good enough or can do it.

Keep adding to your questions to dig deeper into who you are as you get wiser in understanding how to continue to grow.

Solution Weekly May 8-14, 2022

Happy Mother’s Day to all of the Mom’s

Wishing all of the mom’s today a special blessing. It is a day to celebrate those who have given us so much! My middle grandchild had a mother’s tea at school. He did a skit with a classmate for all of the mothers, all of the kids sang, he made a hat for his mom Kentucky Derby style, a little book and enjoyed the time with his mom. So special for both of them.

This week is full of great topics! What suggestions do you have for next week? Comment with topics you would like to discuss.

Give it Your Best!

Convincing students to give their best effort is a struggle all year, but at the end of the year it is even harder! We have to persist in the face of learning challenges, learn from mistakes and all of the setbacks causing a struggle.

To gain high levels of learning we need commitment, focus and flexibility. It is the end of the year and if we have not yet captured our students commitment to learning, they have already missed so much. Why are we allowing it to continue? “It is too late, there is nothing I can do now to turn this around.” I have heard this before, my response always is: Give it your best!

Lifting Learning

Learning happens at all levels, in all places at all times. How are we helping to lift learning in ourselves, others and working to ensure learning is an essential part of life? How do we see lifting learning works in your environment? What are ways we can improve?

Different Ways-Thinking

Thinking is what we need more of today! In whatever job you go into, you need to problem solve, think critically, make connections between different areas. There is not just one way to think, but many ways. When looking at a problem, we need to see the different ways we have to think to solve.

Flexibility and Engagement

Helping our students to engage in learning is essential to reaching the academic goals we establish and to meet the needs for their learning. Our flexibility of expectations can offer significant benefits to the learning environment, but not eliminating the high expectations. I am referring to the need of choices, providing students with a clear understanding of the “how” and “why” the expectations relate to them and “what” they can do.

Know yourself? Do you?

Several points in your life journey, you are asked or you reflect on who you are. When getting to know yourself you dig deep into the depths of your heart, soul and core in an honest search. This is done in an accepting way as you look at past experiences, areas of strengths and weaknesses. We have to remember to also take time to forgive during this time. Forgiving ourselves and others helps us to move forward.

Hidden Blessings- Lesson 5 Blindspots

Lesson 5: Blindspots exist. You must get connected.

Many of us say: Get connected, utilize networking, talk with peers and join groups to gain insights. However, you cannot do all of it! If you try to be active on every social platform, you will not be present for essential parts of life. Being connected does not mean multiple devices.

I am not a perfect leader and have gained a great deal of knowledge over the past decades. I am still learning! I still have significant influences in my life I can seek out to guide me when needed. I do continue to reach out to meet new people and continue to expand my network.

Getting to know others personally is the best way. Getting likes and comments on posts on social media is engaging, but having honest conversations takes it to the next level. Deeper conversations help to find real solutions and understanding.

Maybe it makes sense to join a mastermind that Danny offers at Better Leaders Better Schools. He would love a chance to serve you and live out his mission “to connect, grow, and mentor every school leader who wants to level up.” Maybe you want to grab his book and begin an online group to share thoughts, have a Mastermind group in your area, or you may have other ideas. His take on professional development is as easy as ABC.

ABC’S of Powerful Professional Development

  • Authenticity
  • Belonging
  • Challenge

Learn more about the ABC’s from Daniel Bauer author of Mastermind, Unlocking the Talent in Every School Leader. https://www.betterleadersbetterschools.com

When you integrate authenticity, belonging, and challenge into a professional development program, anything is possible, including eliminating blind spots. Blind spots in leadership according to Robert Bruce Shaw, author of Leadership Blindspots, are unrecognized weaknesses or threats that can hinder a leader’s success. As leaders we may not know our weaknesses. Weaknesses aren’t likely to derail us from our goals. However, those we are unaware of are the dangerous ones.

Blindspots

  1. Going it alone (being afraid to ask for help)
  2. Being insensitive of your behavior on others (being unaware of how you show up)
  3. Having an “I know” attitude (valuing being right above everything else)
  4. Avoiding difficult conversations (conflict avoidance)
  5. Blaming others or circumstances (playing the victim; refusing responsibility)
  6. Treating commitments casually (not honoring the other person’s time, energy, resources)
  7. Conspiring against others (driven by a personal agenda)
  8. Not taking a stand (lack of commitment to a position)
  9. Tolerating “good enough” (low standards for performance)

Are any of the above Blindspots hitting you?

As leaders, we need to choose to identify blind spots, actively work on them and learn to overcome them. This helps everyone and impacts the experiences of everyone.

Evaluating behavior is challenging. When you are considering your own, it is more complicated. You need to be able to have different lenses looking at it. Keep these ideas in mind:

  • Seeking help from another lens. Get another individual (Coach, Mentor, School Administrator Manager, Secretary) who can help you get a feedback assessment completed by those who work with you for a better perspective.
  • Be prepared for feedback. Accept feedback constructively. Set aside emotions and egos. Look for common themes.
  • Appreciate the help. It isn’t easy to receive feedback that identifies Blindspots, but it is also challenging to provide it. Individuals who give constructive feedback are trying to help. While you will always have some who are just trying to hurt you, most want you to be the best you can be.
  • Routines create comfort. We are blind to the things around us when we become set in comfort routines. Having things done our way, how we engage others, how we react to issues, run our meetings, or support our employees become habbits. When they are not good ones, we need to make significant changes.
  • Take action by priority. Give importance to these leadership behaviors! Become better at them and continue to review, reflect and renew! When you get better, so does everyone else!

I do not think we can ever eliminate all of our blind spots; we are human. It is part of human nature to have these happen. However, we can routinely focus our efforts to self-reflect and monitor ourselves to become exceptional leaders. If we do nothing, the Blindspots will grow in their strength, and our employees will lose faith in our abilities.

The leader in you is ready to always grow! I am always here to support! We need you! Prioritize your plan for the Hidden Blessings as you work to be better today than yesterday and to continue to grow.

Hidden Blessings-Lesson 1 Feedback

I want to give credit to Daniel Bauer for the five lessons I will share. In these lessons, I will share my input as well. We will cover them in several steps. These are the Lessons he shared in his email:

Lesson 1: All feedback isn’t quality feedback.

  • Lesson 1: All feedback isn’t quality feedback.
  • Lesson 2: No matter what, follow your “true north.”
  • Lesson 3: The obstacle is the way.
  • Lesson 4: You reap what you sow.
  • Lesson 5: Blindspots exist. It would be best if you got connected.

“Brené Brown talks about the square squad. It’s a simple idea: write all the names representing people whose opinions you value on one-inch by one-inch piece of paper. You can’t fit many names on this size of paper. That’s the point. As a leader, many people will offer their opinions and judge your choices. So what. Most of their opinions don’t matter, even when that person is your supervisor! That said, your supervisor’s opinion can (and will often) impact your job. But that doesn’t make their feedback accurate or helpful. You don’t need to take it to heart.”-Daniel Bauer, author of MasterMind, Unlocking Talent Within Every School

Danny begins by referring to Brené Brown. She has dedicated several pieces to conversations of feedback. Hard conversations are never easy. I have said many times, doing the dance! We can choose the kind of dance style we want to set the tone of our conversations depending on the type of conversation, but in the end we have to give a big finish. What do we do after the feedback is provided?

“Weigh the feedback, and if it seems to “come out of nowhere” and is an outlier from the feedback you are receiving from other sources, please do not listen for your health! Trust the feedback you get from your square squad. Those people will challenge you and also want to see you succeed. The rest you can throw out, especially if it doesn’t align with the feedback you are receiving from trusted sources.”-Daniel Bauer

My life journey is full of many great experiences, beautiful celebrations, tragic losses, and challenges. It is like most lives, I believe. Our stories may contain different characters, twists, and storylines, but in the end, they equal lessons learned and blessings. At times, it may not look like it seems.

Danny received feedback from his supervisor consistently that was negative. What if you barely received feedback, it varied or when you were scheduled to receive it….the supervisor was a no show? What messages does this kind of feedback demonstrate?

The bottom line is your supervisor is in control of your evaluation and renewing a contract. Even if you dislike the feedback you are receiving, what do you do? In Danny’s case he resigned. In my case, it went a little different, but I did finally resign.

I have been known to bite off more than I can chew and take on more and more and….. I would say Okay instead of No way. For good reasons, it was for those I served: children, families, staff, and the community. Where resources were lacking, I wanted to find ways to fill them. I like to “fix everything” and always want to help others more than myself.

In 2010, I suffered the most horrific accident imaginable. It left me with a traumatic brain injury and a list of deficiencies. The accident included my daughter, granddaughter, and best friend. We all survived, and it was a miracle! My injuries were too much for me to accept, so I did not. I fought it for almost five years, approximately how long it takes for your brain to heal. I am thankful for my medical team, my bosses at the time, my supportive staff, my family, and most importantly, God for his healing.

Over the years, my diagnosis never changed. It has always remained the same. I met regularly with my medical team, and my medications stayed the same. The leadership in our district began to shift. When this occurred, I did fine at first, but the added duties continued to pile on, and the stress level increased. I was no longer kept in the loop, communications were not happening, and my medical team saw a significant change.

My body did not like this, and migraines hit hard. Blood Pressure increased to levels my doctor one day said, “You are at stroke level,” as they started an IV to treat the migraine and lower my blood pressure. Chest pains were the following symptom. Failure of the EKG testing resulted in calling in the cardiology team. Now I needed to make my boss aware.

I phoned my boss; the boss said come over to my office to talk. I arrived in less than five minutes, and the boss was a no-show. I asked the secretary where she was. Oh, she had to leave to pick up her son. Did she tell you she called me over to talk to her? No, I walked over to the Human Resource Director’s Office and explained what had happened. I told her I would text her to let her know I had come over as she asked. Then after I sent the text, she called.

“I will come back to talk to you if you need me to.” Oh, that is fine. I just wanted to let you know I had failed an EKG and now we were going to do some further testing, and they were taking me off all of my medications for now. Then nothing was ever mentioned again.

The story does not end there for Danny or me. What do you do in situations when you get feedback, no feedback, or feedback you do not understand?

Share about your experiences with feedback. You are receiving and Giving. Why is feedback important?

“Listen to what is not said”

The title of this post is a quote from the book I am writing. It comes from a former student. It is a powerful statement and hits the point of what needs to be our focus. In our world of noise, do we hear what is not being said?

As leaders of an organization, we have all learned very fast how to lead during a crisis. Decisions were made quickly, adaptations were made to accommodate so we could try to continue, and the best efforts were made. A great deal of confusion with mixed messages, fears, and emotions filled our spaces as we all worked to do our best to make the best of what we could.

Now we are working to lead out of a crisis with still remnants remaining and resurfacing challenges facing us as more pockets of issues develop. It seems to continue to be a crisis time for all of us, but are we able to, “listen to what is not said?”

The Room

When you enter a room, what happens? I am not asking that question thinking you receive the greeting as if you are the Queen of England. There is a protocol to follow with many rules for the Queen. I am asking in regards to how do you enter a room? Do you begin talking to others? How do people respond to you? Have you seen people who enter a room and everyone in the room reacts with smiles? These individuals brighten the room by entering.

Have you met or maybe you are the individual who truly cares about others. They ask questions, want to hear the answers, and genuinely care for others. If you watch them as they move around the room, it is so enjoyable to watch. Can they “listen to what is not said?”

Transform

Most of us do not think deeply about our interactions with others. We are so focused on the plate full of issues we have been served that we do not “see” or “hear” others. Trying to “listen to what is not said” is beyond our abilities in a world already so full. How can we change this so we can? There has to be a solution to help us be more in tune with each other.

One way to begin is by choosing to make it a priority. Next time we are in a social setting, make an effort to connect with another person. You can do this as you drive through picking up dinner. Make eye contact, tell them thank you and I hope you are having a great day. What about the grocery store? Can you make a connection and difference there? Simple Truths of Service by Ken Blanchard and Barbara Glanz is a great inspiring story of Johnny the bagger. This example of customer service, making a connection, and creating memories are priceless, in my opinion.

I utilized this book and a short video with staff development and students. Our students used Johnny’s technique as part of our Twelve Days of Compassion at Christmas. Students created their thoughts for the day and shared them with the grocery store near our school. They did not get to see and hear the customers, but we know we all made memories from the projects we did.

Listen

The message behind the statement “Listen to what is not said” is to notice all of the little things and signs we miss. It is easy to listen to loud voices and noise. You can see those who want to be seen. However, those who need to be seen and heard often hide in the shadows we have to seek out to “listen to what is not said.”

I talked to a friend who told me a program she is part of has been losing participants. They are not coming or wanting to participate. The leaders are not “listening to what is not said.” The participants are telling them they do not like what has changed.

The most crucial part is choosing to help be the solution for others by choosing to “listen to want is not said” to identify opportunities to help them decide to change their direction. We do not know the problems people face or the thoughts they have, but we do know we can choose to “listen” to the signs, the little things, and to know we can make a difference. It takes one choice, one word, one smile, one action, and one person to change the direction.

Make Moments and Memories

Take time today to make a memorable moment or a special memory. Here are some easy tips to do that will help brighten the day of another.

  • Write a handwritten letter to a friend and mail it to their home
  • While in the drive-up, pay for the person behind you.
  • At the grocery store, grab a little extra and drop it off at a shelter.
  • Pick up a puzzle, book, or flowers to drop off at the nursing home.
  • Volunteer to read at the local school or anything else they may need.
  • Cover a co-worker’s job so they can leave early. (Ask the boss first)
  • Pick up your kids from school early and fly a kite! So fun!
  • Take your spouse out on a date.
  • Leave a big tip for the waitress.
  • What are other ways to create a moment or memory for others?

Understand who you serve

Take the time to learn about all you serve. Understand the “why” behind creating environments of loyalty and integrity. Helping others find a place where they know they can be heard while feeling safe and good is a critical piece. Create experiences of memorable moments and memories to provide those you serve with a reason to be part of your organization. Be authentic, match your talk with your walk and have the integrity needed to maintain a positive customer service approach.

I missed the bus! Can I jump on your bandwagon?

I missed the bus is a phrase referring to being too slow to take advantage of an opportunity. In education, it was an excuse for being late to school, like the video attached to the word bus from 1992. Have you ever used that phrase?

Jumping on the bandwagon is another phrase used to join a movement or cause because it is trendy. “Everyone is doing it.” The phrase itself began back in 1848 when a circus clown named Dan Rice would use his wagon to take politicians around to conduct speeches to local people. The music coming from the wagon always attracted a crowd. Have you ever used this phrase?

These phrases may not be utilized as much today as they did in the past, but the concepts are still practiced. Leaders miss opportunities and jump on shiny new things when everyone else gets the popular item. Why do they do this? They are stretched thin and need to find quick results in a fast pace world. Many pressures are placed on our leaders to perform, meet the standards, and be better than all competitors.

As the leader of your organization, you have a great deal of responsibility. There is no more significant responsibility than taking care of those you serve. All of your team members need to know your vision, but most importantly, they need to know they can trust you. A solid foundation builds a team that knows who they are, what they are doing, and where. Our vision is our dream. What we want to achieve in the work we do is the culture created.

The culture of your environment is critical. The vision you have can be incredible, but a toxic environment can destroy it before you begin to build. Culture is how we work each day to move us forward to our vision. In our culture, this is where the actual work is done to make the vision clear for all to see.

What can you do as a leader? Let’s ask hard questions, design plans, and develop habits, processes, and purpose together. Which is more important to have a vision or a positive culture?

Vision and Culture-Both are needed

VISION

A vision is a cornerstone of the organization. It is a statement of what an organization would like to achieve in the future but is more than a goal. A vision inspires and connects employees to purpose. As leaders, we need to work together to develop a vision statement with clarity in decision making, help guide others, and make it part of our daily work. Today’s vision statements need to reflect the changes as we lead out of crisis and into the building.

CULTURE

Our culture is designed by what inspires us daily. It is our interactions together in working to achieve the vision, mission, and purpose. The core beliefs, values, and behaviors of the individuals within the organization reflect the culture. For a continuous improvement cycle to be in place, culture and vision are connected to gain purpose.

Everyone in our organization has to be all in on the vision we have and be actively participating in a positive culture to achieve the momentum needed to grow. Just like putting a puzzle together, when one piece is missing, it can not be completed. When you have one individual bringing negativity to the group and fighting against the group’s beliefs, pieces begin to pull apart.

Start your Phrase……

Jon Gordon has the Energy Bus. What can be yours? Do you need one to begin to develop what you need to lead out of a crisis and into building back the foundation for the vision and culture required to succeed? Be the Solution Daily in a world that needs you! No need for catchy phrases, just a solid foundation with core beliefs, a vision , and a design of how to get there. It is fun to think of names, phrases, and crazy ways to remember things. However, the importance of the work is what the focus needs to be on. It cannot be like it was, and we must decide what works now.

With the transitions to Covid from Covid and now additional issues facing us, we need to outline the needs in all areas to focus on our realities.

Fitting the puzzle pieces together

  • Identify all areas in your organization or company
  • What are the needs in each of these?
  • Prioritize the needs in each area.
  • Do we see common threads of need?
  • What are the top common threads?
  • Can we develop a plan to address the common threads of need?
  • How can the needs of the organization impact the service we provide?
  • Looking at the needs, how does it change, enhance or reflect our vision?

Now that we are looking at our needs, it is time to complete a deeper dive into a needs assessment. This is the best place to start when beginning to look at building a foundation for continued growth.

Just a basic format to begin to gather data on needs. Deeper dives as you go into specific areas, skills, departments, policies and procedures.

Can we work together to ask hard questions? Can we listen to all voices? I would like to have honest conversations about what we are facing. This isn’t easy because we will not all agree. Doing what is right is not what is easy; jumping on the bandwagon or missng the bus. It is in having the integrity of doing what is best for all of those involved and those we serve. Ken Blanchard, one of my favorite leaders, found that integrity is what everyone seeks out in leadership. Jon Gordon, another famous leader, has a fantastic book just released called The Sale along with his co-author Alex Demczak which is a tremendous tribute to learning about integrity. Please get your copy today. If you think you deserve to have a free copy from me, tell me what you gain from reading these blogs and how you share it with others. Please send me an email after you like the post at yohobren@gmail.com. Thanks for sharing time and space with me daily.

Think it through….

Have you experienced a setback? A situation where you feel overwhelmed, trapped, or defeated? This can stop you in your path. You can find yourself frozen in place.

Setbacks are experiences. These are opportunities to learn. These experiences may feel traumatic to us. However, it does not negate the accomplishments and successes we have achieved. It also does not reflect the challenges we have faced and overcome. We have the future still to create as we are the artist in charge of the canvas we are painting.

The choices we make will determine whether the setback confines or defines us. It allows the movement forward to achieve with experience and learning. The choice we make from the setback can confine us by limiting our actions by the doubts we have and the loss of confidence.

In our lives and careers, we will experience occasional setbacks. Our interactions with others, various agendas, and other factors we may have little control over can cause issues. These can generate reactions from disappointment, frustration, embarrassment, anger, humiliation, and hopelessness. Emotions can make it difficult to regain our balance to guide us in deciding our next steps. Fortunately, there are strategies to help us in these situations that can be implemented to help us choose to thrive after a setback.

Strategies

  • Time and space: When emotions are high, give yourself time to reflect and space to gain perspective before you react.
  • Network: As a leader, seek out others in the network you trust for advice. Mentors are an excellent source of support. Building a network is always a critical structure to build.
  • Release: Anxiety and stress need to be released before good choices and decisions can be made. Take time to exercise, meet with family and friends, and have fun social time!
  • Seek First to Understand- Covey states it best! Look at the situation, seek others’ input, and follow up with discussions and all insights. Knowing all the signs and components can help with learning and future choices/decisions.