How Does A Leader Demonstrate Authenticity?

One of the best parts of my work is the incredible people I connect with and learn from, one of whom is Geoff Topping, Chief People Officer at Challenger Motor Freight. Amazing guy. Totally authentic.

In one exchange, Geoff mentioned that he created a list of how authenticity can be demonstrated in the workplace. It so inspired me, that I want to pass it on:

Ways Of Demonstrating Authenticity As A Leader:

  1. Admit when you need help, advice, or just an ear. This is a strength, not a weakness.
  2. If you learn something, read something, try something, and it works for you, share it. Don’t take credit for the idea. Share who taught you.
  3. Have mentors, coaches, or confidants; we all have times when we need these people.
  4. If you can and are qualified, be a mentor, coach, or confidant.
  5. Admit that you are a person. We all make mistakes, get sick, and sometimes have personal situations to deal with.
  6. Care about people. Really care. If it’s going to be acting, leadership is not for you; management might be, but not leadership and that is okay.
  7. Think “People First,” which means ensuring people have the opportunity, training, and tools to succeed.
  8. Take personal inventory, and when you’re wrong, admit it.
  9. Always take time in your day or week to reflect on what you need to do better, what you are doing well, and how you can improve.
  10. Take care of your health. Your body and mind are your tools.
  11. We all get Situationally Overwhelmed at times. This is normal and different from being truly overwhelmed. Sometimes, we need to step back and look at our to-do list, tasks, problems, etc., through different glasses.
  12. Find a work-life balance or blend that works for you, but remember that yours will not work for everyone on your team; help your people find one that works for them and the organization.

Thank you, sincerely, Geoff, for inspiring me with your authentic presence.

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How To Fix An Accountability Problem

It’s frustrating when the people we work with don’t meet our expectations.
While it’s easy to blame others, people fail to perform as expected for three reasons:

  1. Communication.
    People are not clear about expectation(s). Make sure you have communicated clearly what you expect and how you will measure results. Be sure to include both operational and attitudinal expectations (how you expect people to act in alignment with your values).
  2. Capacity.
    People don’t have the competencies or adequate resources to ensure that expectations are met. Make sure you’ve made it safe to talk about it with your team and to work together to ensure that they have the capability and resources to meet your expectations.
  3. Commitment.
    People choose not to perform as expected. Be sure you have done everything you can to find out why the commitment is absent:

    • a. Is it a poor fit? Is there a better place in the organization for them or is there a better way to define their work?
    • b. Is there something going on their life that is temporarily distracting them and draining their energy? What support might they need? (Notice if their lack of commitment is out of character or if its been a long-term pattern).
    • c. Have you been clear enough and tough enough to follow through? Set your people up for success, and then ensure that you have the right people on the team.

Three Paths to Inspiring Leadership: Lessons From Olympians

“In everybody’s life, at some time, our inner fire goes out. It is then burst into flame by an encounter with another human being. We should all be thankful for those people who rekindle the inner spirit.”   –Albert Schweitzer, Philosopher and Physician

After winning a gold medal in the 10,000 meters in Rio, the Somali-born British runner Mo Farah was asked how he was able to muster the strength to pick up himself up and get back to his rhythm after being accidentally tripped on lap ten of the twenty-five lap race. “I just had to believe in myself and get through it… I promised my daughter Rhianna I was going to get her a medal and I was thinking, ‘I can’t let her down’. That’s all I was thinking about – her.”

Mo dedicated his two gold medals in London 2012 to his then baby twinsAisha and Amani. After his 2016 victory he said, “I’ve won an Olympic gold for three of my children – now I’d like to win the 5,000m gold for my little boy.”

What I love most about the Olympics are the inspiring stories – in both victory and in defeat. The parents, the coaches, the communities that raised these athletes – there’s a story behind every one of them. And then there is the inspiration in the athletes themselves. Rosie MacLennan, Penny Oleksiak and her teammates, the Rugby and soccer players, the track athletes – all have inspired an entire generation of young women in Canada.

Great leaders, like great athletes, inspire those around them. The word inspire is derived from the Latin root spirare, meaning to “breathe life into.” The need to inspire has never been greater than it is today, when many people feel afraid, cynical and stressed. Awakening the passion of others by speaking to the inner lives and deeper needs of those we serve is the work of leaders at every level and in every walk of life.

As I allow myself to be inspired by the Olympic games, my hope is that every one of us will allow ourselves to be inspired by the people around us – to enable us to inspire those we serve. Here are three pathways that inspire:

Pay Attention. The great philosopher Yogi Berra once said, “You can observe a lot by watching.” You can be inspired everyday if you s-l-o-w d-o-w-n, pay attention to what’s going on around you, and watch for inspired action. It isn’t just during the Olympics that you will hear inspiring stories. Every life has a meaningful story behind it when you care enough to take the time to pay attention. Last week I was working with a group of leaders at Emera Energy, an authentic maritime company with a down-to-earth, humble approach to business and was inspired by many of their leaders, especially the passionate young people who demonstrated commitment, ownership, and an accountable attitude. I was also inspired by how many of these leaders – mostly engineers – had mastered the simple skill of listening carefully to people. When I work with a great organization I come home inspired. What you focus on is what grows. If you focus on what’s wrong with your workplace or your life, you will soon find yourself with lots of reasons to be unhappy. But if you care enough to pay attention and focus on the goodness around you, you will find a reason to be inspired.

Choose Gratitude. I have been reflecting lately on the many people who have inspired me. I remember how George Nelson, a long-time friend of my parents and former boxer, would get up every morning and spend the first thirty minutes of his day skipping on our front porch when he and his wife Audrey visited. I always admired George, and he inspired me to get up early and start the day with some exercise. Years ago, the great motivational speaker, Zig Ziglar, inspired me to create a “Wall of Influence” – photos of the twenty-five most influential people in my life. My wall of influence has evolved over the years and as I reflect on these people, I am filled with gratitude for everyone who has helped make me who I am today through their love, their character and their example.

Care. It is inspiring to be around people who care, who choose service over self-interest, who have a sense of purpose beyond themselves, and who are passionate about making a difference in the world. People who care enough to keep their promises, to go the extra mile, and to be concerned and committed to serve the people around them make workplaces worthwhile, schools vital, relationships meaningful, and lives valuable. Caring makes all the difference. Caring is everything.

To be inspiring, you must be inspired. How do you get inspired? What inspires you? How do you inspire people around you?

Ambition, Renewal, And Why Rest Is Essential To Achievement

When my father, who was once a nationally ranked gymnast, coached me in high school track, his approach to training came from University of Oregon’s track coach Bill Bowerman. The legendary running coach, Arthur Lydiard, who presided over New Zealand’s golden era in world track and field during the 1960s, had mentored Bowerman. He introduced Bowerman to a philosophy of training that revolutionized American track and field in the 1960s.

Bowerman’s approach to training had been the same as virtually every other American long-distance running coach: push hard until you are exhausted. This philosophy was based on the belief that the harder you trained, the more progress you made. The results revealed severe limitations. Prior to Bowerman, Americans were virtually absent in the world long-distance running realm.

After returning from New Zealand, Bowerman began exhorting Oregon runners to finish workouts exhilarated, not exhausted… His credo was that it was better to underdo than overdo. He had learned from Lydiard that rest was as important as work to keep a runner from illness or injury. Bowerman realized that his runners’ training was more effective when they allowed ample rest between hard workouts. He trained and raced his men to seasonal peaks but would back off before they crashed. To incoming freshman he preached: Stress, recover, improve…

While commonly accepted now, the idea of alternating hard days in distance running training, was revolutionary at the time. And it didn’t go down so well with the coaching community. When Bowerman first articulated the hard-easy method, he was widely despised for it. Kenny Moore, one of his legendary athletes and author of Bowerman and the Men of Oregon, wrote, “The anthem of most coaches then was ‘the more you put in, the more you get out.’ In response to Bowerman, coaches were morally affronted. His easy days were derided… called coddling.” Moore adds parenthetically, “His common sense approach is still resisted by a minority, and probably always will be.”

Bowerman’s response to his critics was to “crush their runners with his.” His “Men of Oregon” won four NCAA team titles. Over his legendary career, he trained thirty-one Olympic athletes, fifty-one All-Americans, twelve American record-holders, twenty-two NCAA champions and sixteen sub-four minute milers. During his twenty-four years as coach at the University of Oregon, the Ducks track and field team had a winning season every season but one, attained four NCAA titles, and finished in the top ten in the nation sixteen times.

Bowerman also developed the first lightweight outsole that would revolutionize the running shoe. With some latex, leather, glue and his wife’s waffle iron, he created a durable, stable and light Waffle sole that set a new standard for shoe performance and helped him co-found the Nike Corporation. My dad bought me a pair of those original waffle running shoes. It was an amazing shoe at the time. Bowerman also ignited the jogging boom in America. How that happened is another great story.

Since Bowerman’s success days at the University of Oregon, the physiological foundation for the “hard/easy” system has been validated. In short, physiology has verified what Bowerman learned and applied. The trick is first to provide enough but not too much stress, and second, to allow enough recovery to replenish energy stores, heal and adapt.

As in the outdated “no rest system” for training distance runners, I wonder if we aren’t living our lives these days with an outdated belief that doesn’t take into consideration the importance of rest and renewal. In today’s world, with its unyielding emphasis on success, productivity, and efficiency, we have lost the rhythm of balancing between effort and recovery. Constantly striving, I see so many people exhausted and deprived in the midst of great abundance. How many of us long for time with friends, family, important relationships, even just a moment to ourselves, as we constantly look down at our devices and strive to achieve more? We now find ourselves compulsively checking for messages from work while in the midst of our vacations and times when we need to be connected to who and what really matters.

My challenge for you is to create some structured time over the summer to rest, attend to what is important to you, and make room for whatever you would call renewal. Whether it’s a two-week break, a one unproductive renewal day per week, or an hour a day to just to rest, take the time to simply walk in nature, spend some time hanging with kids, or sit and read a novel. Carve out some time to rest your body and mind, restore your creativity, and regain your natural state of inner peace and well-being.

We are clever people, efficient and high-powered, but in our fervor to get things done we are forgetting the simple art of living. Let us resolve that we will begin today to take a little time to relax, to be idle, to go more slowly and be more attentive to the world around us. Let us take time to be still, to be present, to notice the beauty in this world, to watch the sun go down behind the hill.

Renewal and relaxation aren’t a luxury. They, along with hard work, are a necessity to a life well lived.

Bill Bowerman knew the importance of rest in training Olympic athletes. We can all learn from the legacy he left us.

The Power Of Finding Your Genius

There’s a joke about a salesman who is driving along the highway and sees a sign, “Talking Dog for Sale.” He rings the bell and the owner tells him the dog is in the back yard. He goes into the back yard and sees a mutt sitting there.

“You talk?” he asks.

“Yep,” the mutt replies.

“So, what’s your story?”

The mutt looks up and says, “When I discovered this gift I was pretty young and wanted to help the government. So I told the CIA about my unique talent and in no time they had me jetting from country to country, sitting in rooms with spies and world leaders, because no one figured a dog would be eavesdropping. I was one of their most valuable spies eight years running.

“But the jetting around really tired me out, and I knew I wasn’t getting any younger and I wanted to settle down. So I signed up for a job at the airport to do some undercover security work, mostly wandering near suspicious characters and listening in. I uncovered some incredible dealings there and was awarded a batch of medals. Had a wife, a mess of puppies, and now I’m just retired.”

The salesman is amazed and asks the farmer what he wants for the dog. The farmer says, “Ten dollars.”

The guy says he’ll buy him, but asks the owner, “This dog is amazing. He’s worth a fortune. Why on earth are you selling him for only $10?”

The owner replies, “Because he’s a liar.”

Everyone is talented, original, and has something to offer the workplace where they are employed. The problem is that most people treat themselves and their employees like this old farmer treats his talking dog. We are so focused on the weakness and fixated on fixing that weakness that we completely miss the talents and the strengths and wonder why our employee engagement scores are so low.

The poet William Blake said, “He who knows not his own genius has none.” Leadership is, in large part, helping people discover – and unleash – their genius. Fit people; don’t fix people.

Here are five ways to tap into the genius in yourself and others:

  1. Look for people’s strengths: What you focus on is what grows. Start asking three simple questions of every one of your employees. Start to have the conversations. Give some feedback. Listen.
  • What are your strengths?
  • What do you do better here than anyone else?
  • What is unique about you?
  1. Invest in a formal inventory to discover your strengths and help others discover theirs. The best inventory I have found is: gallupstrengthscenter.com‎
  2. Track your energy. What energizes you? What depletes you? What fills you up? What’s working for you? What’s not? Today, it’s not about time management; it’s about energy management. Your energy level is a great indicator of how aligned you are to your genius.
  3. Delegate your weakness – at least whenever possible. Chances are, there is somebody in your organization that is good at what you aren’t. Talk it up. Discuss where you can pass on your weakness to somebody who has it as a strength.
  4. Let go of perfection. It’s unrealistic to expect that a hundred percent of your job be in your area of genius. What’s important is that at least a percentage of what you do is what you are great at. This is where the inspiration and the engagement lie. Keep working toward increasing the circle of strength and the time your employees spend there, and watch how engagement and productivity start to substantially increase.

5 KEYS TO UNLEASH GREATNESS ON YOUR TEAM

I meet some amazing leaders in my work. People hire me to work with their organization and I end up a better person by spending time with them. One such leader who has become a good friend is John Liston. John was formally a regional director at Great West Life, and now is the principal of Liston Advisory Group. John lives what he leads. He’s a person of strong character. He’s passionate. He cares. He cares about his people. He cares about the work. He cares about his organization. And his approach to leadership produces results. When he was at Great West Life, his was the top region in Canada in 2010, 2011 and 2012. This spring we ran a customer service program together for a police department.

In a recent conversation with John about his coaching experience with his daughter’s Under 19 Ringette team, he explained how he coaches the same as he leads. Same philosophy. Same approach. Same leadership. Here are John’s five keys for unleashing greatness within a team:

1) Hire great people. You need to know the skills you need from your people and, more importantly, you need to know the kind of attitude you want from the people around you. You can always teach skills, but you can’t teach attitude. Building a great team means knowing precisely the kind of person you want on your team. It means hiring s-l-o-w-l-y. Take your time. Ask questions and assess the right fit. If you study what most people do in business you find that they spend their time hiring for competence (resume, experience, etc.) and almost always fire for character. What John, and other great leaders do, is hire for character and train for competence.

2) Create an environment for people to be their best. When are you at your best? Typically it is when you are focused, but not worried about mistakes or failing. In John’s words, “When we win, we party; when we lose, we ponder.” This means it’s okay to make mistakes, as long as you learn from them. See the best in people. Fit people don’t fix people. Find their strengths and build on those strengths. Find a place where people can take their gifts, their passion, and their talents, and make a contribution. It takes coaching, mentoring, and, most importantly, time. When you create these environments, people “chose to” come to them; they don’t feel they “have to”.

3) Understand the why (the reason) before the what or the how. At the 1963 Washington D.C. Civil Rights March, Martin Luther King did not stand up with a “strategic plan.” Martin Luther King had a dream. He gave people a reason. What’s vital in building a team – as well as building a life – is to not confuse the means with the ends. John Liston understands this. He understands that people aren’t accountable if they aren’t motivated. If they aren’t accountable, it’s because they don’t have enough reason to be accountable. A vision is what gives people a reason to get on board. John uses the vehicle of sport to teach character. Character is the why. Character is the goal. Sport is the means to that goal. Some people get confused and think sport is about winning. Professional sport may be, but all others are about character. Winning is a by-product. It works the same in business.

4) Execute with precision. John is a master of accountability cultures. He understands that you have to inspire people, and then you have to link that inspiration to clearly defined outcomes and a precise way to get there. This is where John is tough. He models the values. While he cares about people, he has a precise, results driven process for creating an environment for people to hold themselves accountable – to themselves and to each other.

5) Celebrate success. In John’s words, “you have to know what success is, know how to get there, and know how to celebrate it when you’ve achieved it.” You have to know what constitutes success and shine a light on it. Tell the story. Acknowledge people. Catch people being successful. You have to care and you have to connect. Celebration can be big or it can be small, but most importantly it has to be meaningful.

John’s passionate, inspiring energy is contagious. It’s always been important to him to create an environment in which people have a chance to be their best, to realize their potential, and to be recognized for their achievements. John is the kind of leader people want to work for. He’s also the kind of friend people seek.

What kind of environment are you creating on your team?