A mid-level manager may often hold the key to developing a healthy and effective organization, by finding ways to identify talented and experienced people. By giving them the tools to create solutions that fit who they are, as well as the culture of the organization, managers can achieve better overall solutions to issues they face. It also can generate long lasting energy and buy-in. Success breeds succuss. Allow others to stretch their leadership legs, support them where necessary and watch them grow. You now have leadership that runs deep within the organization, and can push upwards, encouraging all levels of leadership. The top leadership often responds by upping their own game.

Here is a case study of recent activity by a ministry organization that benefited greatly by relying on experienced people “in the trenches.” Click on this link, Developing Leadership That Runs Deep.  For another fine example of how this be done in more structured setting see our interview by Al Snider, Command Seargent USAF Retired at Leadership with Al Snider, USAF (retired) Segment 2

I’ve known for a while what really motivates me. I am drawn to causes like preserving the environment, like teaching math in new and exciting ways, like encouraging young men and women to think outside the box, and make a better future for themselves and their own families. I love to be with and work with people who think the same way. I am starting to understand why. Maybe you can relate.
One of my favorite speakers is Simon Sinek. His strength as a thinker is boiling things down to their simplest elements. I recently found a video clip of his that is entitled “Start With Why.” He describes three basic focuses that most companies rely on to do what they do. And of course, he gives an out-of- the-box way to think about it. I would love to hear what you think about this clip. How would you apply Sinek’s ideas in your professional and personal lives? Let me know if it changes anything you do going forward. Check out Simon Sinek’s video at Start With Why.

In a recent session of Business Builders Round Table our discussion topic was people skills. In his book Leadership Excellence Pat Williams writes that those in leadership need to have people skills. But what exactly are people skills? It sounds pretty unspecific to me. How would you describe people skills? A little help here! Leadership is the ability to accomplish goals through other people. Leaders are able to leverage themselves by training, motivating and rewarding others to do the work that needs to get done. That’s why leaders need people skills. But what does a list of people skills look like? Pat Williams gives us a convenient list that leaders should keep in mind: Be visible and available. This takes time, and can be inconvenient. It’s a tough one!

• Be engaged in listening. Active listening, not just telling. One great way to be engaged is to ask questions, like, “What do you think?” Next, “How would you make the call on this one?” You may get a better solution than you could come up with at the spur of the moment. It also may provide a “teachable” moment.
• Empower your people. Plug them into the problem solving process, whatever it may be. Some call it building equity with your direct reports.
• Delegate. Give employees opportunities to develop their own skills in problem solving. Keep in mind that to delegate is to create an environment where people are free to fail, as well as succeed.
• Don’t avoid conflict – manage it. Encourage unfiltered discussion. When there is tension, defuse it by bringing it into the open. Quash hidden agendas.
• Tell your people the truth. Bad news does not get better with age.
• And lastly, if you can accept your people, foibles and all, their strengths and even their weaknesses, all other people skills will come naturally. Some would call this agape love. I have worked with some people that I found hard to love. But I could appreciate them, wish the best for them, and encourage them. Sensitivity and empathy are two other words I think of.  Like family I guess.

Well, there you have it. Not just a list of things called people skills, but a list of things to do in order to positively influence the people around you. Some would call it leadership!

Check out Pat Williams’ great book:

Lead Well By Learning To Ask Questions

I once thought that as a leader I should know the direction to lead, know all the right answers, be able to encourage and motivate my employees, my direct reports, and answer well to supervisors above me. After a short term with this mind set, I found myself exhausted. I felt pressure and stress. Perhaps you have been there, too. My solution was to quit my job and go to work for myself. What I found, however, was I faced the same issues.

In my later years I have come to understand that the depth of life is too great to ever know all the answers. Much of the time the right direction to move is very poorly known. What I have come to know, is that the more questions I ask, the more clearly I can see ahead. I still self employed, but the volume of information, knowledge and wisdom I gain from others is greater than I could ever acquire on my own. All by asking questions.
Questions are powerful when used by leaders and managers of others as well. By employing questions in their leadership roles, they encourage participation of those they manage, they build teamwork and spur innovative thinking. They empower others to engage in the enterprise, building relationships and building equity within an organization.

Questions wake people up. They are forced to respond, if only in their minds. Questions increase communications skill within an organization, especially listening and persuading.

The key for any leader and manager is to build a culture around asking questions, clarifying with questions, pushing the boundaries with questions. Willingness to hear questions in an organization will create a safe environment where people can be challenged, solutions and be sorted, and decisions will be improved. Patrick Lencioni, in his book The Five Dysfunctions Of A Team describes the need for “unfiltered debate” for affective team decisions. A culture encouraging questions can help make that happen.

As a leader I encourage you to start asking questions, clarify the responses by asking again, and encourage your fellow workers to do the same. Create a culture of asking questions. You will develop a dynamic organization, flexible enough to meet the needs of a ever changing market place, and help others to develop their own leadership capabilities. Questions – who would have thought they could be so important to a thriving organization?

Casting the vision

What is the vision you hold for your business or organization? Is it big, is it bold, is it more than you could ever do alone? Whatever that vision may look like it needs to drive everything you and your team do on a day to day basis regarding your business or organization.

Your vision needs to hook your emotions, and even harness the emotions of others. Pat Williams, in his book Leadership Excellence, says, “If your vision doesn’t cause your pulse to quicken, if your vision isn’t so huge and awe-inspiring that it seems almost beyond your reach, then it’s not truly a vision.” When you are emotionally charged by your vision, you will do almost anything to make it reality. A strong vision will keep you driven when you are out of energy or discouraged; it will keep you on course when something else wonderful comes alone. Casting the vision is one of the most important things effective leaders do for themselves and those they lead. That is why a strong emotionally charged vision is so important in anything we choose to pursue.

But having a vision is just the first step. It is nothing without the subsequent  steps that make our vision work for us. Andy Stanley, founding pastor of Atlanta’s North Point Community Church, understood the steps to harnessing a vision for his church. He wrote a book about it entitled Visioneering. I like that title, because it suggests something much more involved than just having a mental picture in our mind. Making our vision work for us will take intentionality, purposefulness, and perseverance. Very much like an engineer who has a vision of a bridge, makes detailed drawings of that bridge, and then creates step by step plans to make the vision become reality.

Do you want to learn more about “Casting the Vision” and how to implement your own vision for success? Join BusinessBuildersRoundTable.com for our first series of purposeful executive and leadership development. We call it Four Cornerstones of Leadership. Open to everyone who has a vision to carry out, or is in search of one, sessions kick off on Tuesday, August 19, 2014. This is a mobile telephonic class that can make a real difference in helping you identify and cast your vision. All calls begin at 6 PM Central Time, wherever you live or work. Hope to have you with us.

 Click Here for Details

PRESS RELEASE

FOR IMMEDIATE RELEASE
Contact:  Rod Giles
Email:  rod@rodgiles.com

918-740-4393

Cornerstones of Effective Leadership
A Professional Executive and Leadership Development Peer Learning Group
Facilitated by ROD GILES, MA/MBA, LifeQuest Christian Life Coaching
Beginning August 19, 2014, 5:00-6:15 pm

Business Builders’ Round Table introduces Cornerstones of Effective Leadership, a professional development opportunity for executives, emerging business professionals, small business owners, non-profits and entrepreneurs. Encouraging participants through engaging teaching and discussions, Rod Giles, MA/MBA of LifeQuest Christian Life Coaching facilitates this multi-session Peer Learning Group experience.  Leadership fundamentals, team building, and communications will be covered.

Participants help orient the agenda so that the real life problems they are facing can be addressed. They become mentors and coaches themselves, supporting  each other as they seek practical applications  and “just in time” workouts for real life problems. The genius of the group is harnessed. Business Builders Round Table offers learning and application in a convenient, fun and cost effective format.

This program will include four group coaching sessions as well as ancillary material including  articles, videos, interviews and other links.  Participants will engage in these real-time group mobile coaching sessions over secured lines.  Location is no obstacle to attend. Each participant will receive a one-half hour of private coaching session around a topic of their choice. Participants experience how personal life coaching can impact their work.

Mr. Giles is rolling out Business Builders Round Table, “Facilitated Peer Group Learning” to expand his private practice in executive and leadership development as a life coach. Business Builders Round Table is formatted for like-minded professionals who seek personal and professional growth from all occupational arenas. Future modules are planned that will includetopics such as bringing coaching skills to management, strategic thinking, a leader’s first 100 days agenda, building organizational health and others.

Watch for your personal invitation coming soon. Share with others who may be interested in attending.

Additional Information:

The What and the Whys

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