Tag Archive for: Articles by David Irvine

Breathe New Life Into Your Organizational Culture

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This beautiful little blog from a public service team leader, a participant in one of my workshops, inspired me so much that I thought I’d pass it along.

Breathing New Life Into The Public Service: It Starts With You. That’s the title of the conference I recently attended. Best-selling author, David Irvine was the speaker for the day. He speaks about leadership, organizational culture, accountability and well, life. He inspires me and challenges me almost as powerfully as my faith. I heart David Irvine.

Now, about breathing new life into the Public Service and about how it starts with me. Sigh. I was thinking about passing on what I learned from the conference about organizational culture and how it’s up to me to make it a great one. I could also talk about accountability and how it’s about people being able to count on me. Or about leadership and how I can’t be promoted to be a leader,

I have to earn it.

There’s so much I learned that day and I’m so pumped about it that I want to just blog about it all.
In my eight pages of notes from the session about culture, leadership, accountability and authenticity, there is one thing that I have learned. It’s so simple and so seemingly easy that you might fall off your chair when I tell you. Either that or tilt your head and go, “Really?” Yes. Really.

So here it is. Friends, I’ve simply learned to PAUSE.

In the everyday challenges of work and life, I have learned to pause.

On my way to work, someone cuts me off. Pause.

Someone complains my ear off about something they don’t plan to change. Pause.

I get back my 360 degree feedback. Pause.

I present something I’m passionate about and someone rolls their eyes. Pause.

Pause. Pause. Pause!

It’s fascinating what we can do within an itty-bitty pause.

Within that pause I can choose to embrace full rage and let it ruin my whole day, or shrug it off and let it go.

Within that pause I can choose to participate in boy bashing, work bashing and boss bashing, or exercise my right to excuse myself from a potentially toxic conversation that helps no one.

Within that pause I can choose to find out who gave me a 3.5 (out of 5) score on leadership abilities and hurt them very badly, or humble myself and accept the fact that I’m not perfect and I have oh so many “areas of improvement.”

Within that pause I can choose to let that eye-rolling dude break me down or use him as a stepping stone to break through my insecurities.

Within that pause I can choose to complain or do what I can to help fix the system.

That little pause breathes new life into my reactions. And when I breathe new life into my reactions, I breathe new life into my work… and breathe new life into my team… new life into my department… and yes, breathe new life into the Public Service.”

Making An Investment In Your Personal Character

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“We never know what’s wrong without the pain. Sometimes the hardest thing and the right thing are the same.”
Isaac Edward Slade, from The Fray.

I heard a very interesting story a while ago, told by Gary Kuzyk, Director of Labor Relations with the City of Hamilton. It so happens that when he started his first job as a young eager lawyer, with a significant student debt, he had dutifully arranged for the student loan repayments to be debited from his bank account. When he observed, however, that the first three payments had not been withdrawn, he called the loan office. After making him wait an interminable length of time on the phone, the clerk came back on the line and sternly announced that his file had been sent to storage and his loan was shown as having been paid in full. She seemed annoyed that he would have put her to the trouble of having to verify something that he must already have known.

Gary then described his reaction in this moment as envisioning himself as the classic cartoon character with an angel on the one shoulder and a devil on the other, each advocating opposite responses. He listened to the angel, and told the clerk that there must have been a mistake, that his loan was indeed not paid. She only grudgingly agreed to pull the file from storage. The bank eventually fixed the mistake, and it took him four years to pay off the loan.

I’ve told this story in a variety of settings since I first heard it. There is always at least one person in every group who tells me that Gary should have thanked the clerk, quickly got off the phone, and been grateful for his good fortune. Gary actually goes on to say that he was indeed grateful for his good fortune – because of the incident, not because of its outcome. Paying that debt may well have been the best investment Gary ever made, because it was an investment not in his chequing account, but in his character account.

In our society is a great vault filled with an inheritance left by those before us – many who died for our freedom. That vault is the bank of opportunity. The men and women who have paved the way to our freedom have given us a promissory note. But without character, we cannot access the account, and the cheque we expect from society will eventually come back marked “insufficient funds” because there is nothing to draw from within ourselves.

Regardless of our economic status, at the end of the day we all must look at ourselves in the mirror. What we see is the result of the decisions we have made. Character – the courage and capacity to meet the demands of reality – is required to make a withdrawal from the account of opportunity. Without personal character, we become spiritually and psychologically bankrupt, unable to access the resources required to meet the demands of existence.

What is your experience of investing in your character? What are the results?

Being A Force Of Nature: Leadership At Any Level

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George Bernard Shaw, the Irish playwright, philosopher, and a co-founder of the London School of Economics, said that,

“This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; the being a force of nature instead of a feverish, selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.”

You don’t need a title to be a “force of nature” in order to embrace leadership. I’ve seen people with no title whatsoever who are changing the world. Here are my seven keys to being a force of nature.

  1. A vision. What is your dream, your highest aspiration? What gets you up early? What inspires you to stay late, to learn the extra skills, to go  the extra mile? This could be a higher purpose, a mental picture of a new reality for yourself and others that you are excited about.  In short, do you possesses a vision for the future?
  2. Passion. “The history of mankind is the story of people selling themselves short,” wrote Abraham Maslow. You are more than you believe and passion is a key that unlocks the door to new possibilities. Influencing others starts on the inside. Passion begets passion.
  3. A decision. A choice to do your part however big or small that may be, to be a part of the solution, instead of a part of the problem. Decisions are what change lives. You can change the course of your very existence with a single decision.
  4. A commitment to serve. To make the world better by your presence. There appears to be two kinds of people in the world: Those who help, and those who hinder; those who give and those who take; those who lift, and those who lean; those who contribute, and those who consume. Which will you be?
  5. Love. Being a force of nature, at least a positive force, means that you are driven by love. If you are uncomfortable with the word “love,” call it caring, because impacting others means caring for people, not manipulating them.
  6. Authenticity. Great leadership – influencing others with love – cannot be reduced to technique; great leadership comes from the identity and integrity of the leader.
  7. Strong Character. There is no real excellence in this world that can be separated from right living. Character is the courage to face the demands of reality. It is integral to being a force of nature.Character means means standing on strong moral ground – uncompromising principles – and then being accountable – being a person who can be counted on.

What are your keys for being a force of nature? How are you a change agent by being a force of nature?

Protecting Your Employee Talent: New Challenges For Organizations

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As the economy turns, how do you protect your employee talent asset? After eighteen months of layoffs, wage freezes and increased workloads, employees are feeling tired and disheartened, ready to jump ship for better opportunities.

According to a recent survey by Right Management Inc, six in ten employees intend to pursue new job opportunities somewhere else in 2010, and another 21 percent say “maybe” and are already networking toward it.

This is a time you have to be conscious of and commit to re-earning trust. Even your engaged workers are aware of opportunities elsewhere, and your best employees are mobile. People are always attracted by career development opportunities, attaining work/life balance, or working for a creative culture. If leadership doesn’t provide these things, then workers will seek them elsewhere.

Although there is a sense of entitlement with these demands, the good news is that this pressure can push our organizations to be better places to work.

How are smart employers going to inspire workers to stay and be engaged? By being in touch with employees. Here are a few ways to establish and rebuild trust.

Pay attention to your top performers – those that you want to keep – and don’t take them for granted:

  • Provide meaningful work. Restate the organization’s vision and how the contribution of these leaders – regardless of their position – is connected to the overall organizational goals.
  • Seek their input on how they feel about their job, management, and the organization itself.
  • Find out what they need to move from being worried to being completely engaged. Listen carefully to their ideas for making this a better place.
  • Support them to determine their future goals and highest aspirations; what matters most to them, and provide action plans to help them reach those goals.
  • Help them take on responsibilities that are aligned with their talents and passion.
    Recognize your key people. Make it a point to let them know how much they are valued and how much value they bring.

Be transparent:

  • Share corporate and financial information at monthly meetings.
  • Have “up close and personal” sessions, giving staff company news and updates, and allow time to field questions on any topic, from the organization’s growth to peoples’ vacation plans.
  • Let people know where you stand and why decisions are being made – enlist their input.
  • Get your key employees involved in critical decisions and discussions wherever possible. Help them feel they are a part of something and are needed to succeed.

Ramp up your commitment to mentoring, and ensure that people are getting the support they need to succeed, grow, and develop pride.

Expose your best employees to senior leadership through opportunities for mentoring.

Consider job rotations to give employees experience in other areas.

Allow high-potential workers to handle special projects or work on high-potential accounts.

Support your best people in taking risks.

Reconsider rewards.

If your company was forced to implement pay cuts or a wage freeze that you can’t afford to reinstate, find other ways to compensate staff: days off, flexible working hours, or even product discounts. Get to know what motivates individuals, and do what you can to show your commitment to them.

Remember that your best people are the ones that can always get a job anywhere, but if they trust you to have their best interests at heart, they will be committed to the organization. More than anything, people want to belong and contribute to something that is lasting. The payoff is that as you see signs of life in the economy, you will see signs of life in your employees. It is inspiring to have people wanting to step up, rather than step out.

Building A Work Culture By Design

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David Packard, one of the co-founders of Hewlett Packard and creator of the HP Way said,

“It has always been important 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.”

He and his business partner, Bill Hewlett, understood the vital importance of culture when they built a company with the intent to have a competitive advantage. They understood that if you are committed to attracting and keeping the best people, providing the best possible service to customers, getting a grip on results, and staying profitable – long term – then you better be committed to building an aligned culture.

The passion and promise in our work is to build cultures of trust that attract, inspire, and unleash greatness.

What we have learned about culture includes:

  • While goals give you direction, culture gives you the energy to get there.
  • You already have a culture, even though you may not be aware of it or able to clearly articulate it. Culture answers these questions: What is my experience of being here? What is our way of doing things? What do we value? You are going to have a culture anyway, so why not have a great one.
  • If you are committed to attract and retain the best talent, culture will be the most important investment of your time and resources. This is because your best people have a low tolerance for compliance and insist on engagement. The talent pool is not only shrinking, those within it are educated, connected, and grounded in the idea of personal choice.
  • They want to be appreciated, acknowledged and loved. They want opportunity. They want to work with people who are non-judgmental, willing to give them the benefit of the doubt, willing to listen and mentor, willing to trust and willing to stand for their success. A tall order but that’s the new reality.
  • Culture is not what people say, but how they behave. It is shaped one person at a time, usually starting at the top. People are watching all the time and if it is perceived that there is more reward for delivering organizational results than there is for how those results are achieved, then people will either disengage or disembark.
  • You can either create your culture by default or design. If you are committed to create your culture by design, somebody has to make the decision about the kind of culture you are going build, and everybody needs to understand the process you are using to build it.
  • While it is always easier to build than it is to change one, changing a culture is always possible.

Ten Steps To Building An Aligned Culture

Leaders of a culture or subculture live at any level of an organization. They are what we call “culture makers.” Culture makers are people within a culture who are committed to building a better environment around them, and thus are deciding to be leaders (with or without a title). These could be entrepreneurs, divisional leaders, department heads, non-profit or team leaders, committed employees at any level, or even parents. It is these culture makers that we focus on to build an aligned culture. So here, in abridged form, is our process for building an aligned culture.

  1. Define your culture. Decide on the scope of the culture that you are committed to build – that lays within your sphere of influence. Is it your company, department, division, community association, team, family?
  2. Define your leadership team. Identify your 5-6 key leaders – allies that you will depend on to build your culture. These will be people who have the positional power, capacity, and commitment to make it happen. Be sure you have a Chief Emotional Officer on your team: a person with the positional power as well as the passion (a monomaniac with a mission) to take accountability for the culture.
  3. Get alignment at the top. Identify your core values that you, as a leadership team, are committed to living. Have an “offsite” leadership meeting to ensure that you are all committed to living the values, first with each other and then with your entire culture. If you are a “subculture” – a culture within a larger system, you will want to take the larger organizational cultural value statements and make them real for your culture.
  4. Develop a team “code of conduct” with your leadership team. Once you have decided upon your core values, you will need to develop a process that outlines your promises to each other: how you will hold yourself and each other accountable for living these values. This is about turning values into specific expected behaviors.
  5. Assess Alignment – And Connect to Reality. Decide on a process for assessing your current alignment between your “vision,” your “claim,” and your “reality” as an entire culture. In order to do this you will need to pay attention to the “visible” culture and the “real” culture – your current reality. You may need to take the time to get into the hallways, the coffee conversations, etc. to get to the grapevine and current reality.
  6. “Roll out” your values with your entire culture. Once you are clear about the current alignment, meet with your entire team. With your leadership team at the front of the room, outline your vision for this culture, your core values, your assessment of the current reality and the degree of alignment you see between your vision, your claim, your reality, and your leadership code of conduct. Explain how you expect to be held accountable for living these values as positional leaders – your promised actions as a leadership team.
  7. Have each of your leadership team members define – and build – their own leadership teams.  Meet with each member of your leadership team and help them define their own leadership teams and go through the same process with their respective teams. This will continue throughout the culture until, ideally, every person is eventually assigned to a “leadership team” or at least closely affiliated with a leadership team.
  8. Engage your employees – at every level. Begin and sustain the process – and build trust – through the power of courageous conversations. Create conversations around your values. Turn conversations about values into mutually agreed upon actions and promises. Tell the story. Shine the light. Acknowledge when and where individuals lived one or more of your values. Repeat the message.
  9. Define how you will convey to stakeholders outside the culture how you will live your values. How will you convey your values to your customers? What needs to be written in your marketing materials/website, etc.?
  10. Get your values into every system. Bring values into your hiring processes, your performance management system and HR practices. Only promote leaders who are living the values. Make it tough to not live the values.

Are You A Boss Or A Leader?

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“One’s self is at the base of everything. Every action is a manifestation of the self. A person who doesn’t know themselves can do nothing for others.” —Eiji Yoshikawa, Japanese historical novelist

When you think about the bosses you have had in your life, you’ll find there are at least three kinds:

  1. Those who help you to become a better, more engaged employee and get your work done more effectively;
  2. Those who hinder you and make it more difficult to get your work done;
  3. Those who inspire you, help shape your character, and actually change your life. These kind of leaders don’t just make you a better employee, they make you a better person.

How is it that some bosses are merely bosses, while others become a true leader and may even end up serving as mentors? Why do some bosses merely manage the work, while others influence and build your moral fiber, model and teach new attitudes, behaviors and values, and create a constructive legacy for future generations? What is the distinction? And what can be done to turn people from a boss into a leader?

All organizations need bosses to manage the workflow and keep projects on schedule. But most organizations are over-bossed and under-led. It is our premise that the distinction between a “boss” and a “leader” ultimately lies in one’s presence, not in one’s position.

Leadership cannot be reduced to technique or position or power. Leadership comes from the strength of one’s authentic presence — the identity and integrity of the leader. At the core of all great leaders is an integrated human being. Simply put, being an authentic leader is synonymous with being yourself. It is that simple, and it is also that difficult.

Influencing others begins with knowing yourself. Leadership – the capacity to inspire and engage others toward a vision – is about presence, not position. This means you don’t need a title to be a leader; you only need a decision: to make the world a better place by your presence.

While most leadership development programs focus on the “practices” of leadership, ours focuses on the presence that lies at the core of leadership practices. While you can learn the tools, we help you develop yourself as the tool user: who you are as a person. With a stronger, more integrated presence, you become a better leader in every area of your life: at work, in your family, and in your community.

Regardless of their title, or even lack thereof, great leaders make the effort to understand what motivates them and what their priorities and personal values are. They strive towards alignment of what they do with who they are. This leads to discovering their authentic power and a truly rewarding and fulfilling life. When you discover this power, you will not only find the key to real leadership; you will find the key to life. A life aligned with your authentic self is life with greater balance, inner peace, vitality, meaning, and overall well-being. Leadership that is authentic helps those you love and serve reach unimaginable potential.