Posted in Leadership Posted in December 9, 2013
As South Africa and the world celebrates Nelson Mandela’s life, now is a good time to reflect on the life of a great man and what he has taught us.
Mandela gives us a sense of where we may start:
”The first thing is to be honest with yourself,” he said ”You can never have an impact on society if you have not changed yourself. Great peacemakers are all people of integrity, of honesty, but humility.”
In his blog from earlier this year Phil Dorado quotes from Richard Stengel’s Time magazine article titled “Mandela: His 8 Lessons of Leadership”.
A short but powerful read that gives us some great questions to ask ourselves and pointers on the examples we should be setting.
Posted in Leadership Posted in November 18, 2013
Susan Scott wrote about changing the world one conversation at a time in her book Fierce Conversations – we all know them, the talk we should have with someone but it sits there unsaid.
In this TED talk she turns her attention to leadership. Her 19 minute talk is humorous but with a deadly serious message for all of us about the need for radical transparency.
She explains 3 apostrophes she had (you have to watch it to understand!)
- Careers, companies, relationship succeed or fail gradually then suddenly one conversation at a time
- We have an abnormal fear of the truth – we hold within us what we really think and feel and pay the price for it
- The progress of the world is dependent on the progress of individuals showing leadership and talks about how some of our best practices just don’t stack up.
If you are pressed for time, the first 5 minutes will still entertain you and challenge your thinking.
I cannot recommend this one enough and I hope that you are moved to start changing your world one conversation at a time!
Posted in Hospitality, Leadership Posted in September 17, 2013
A great blog from Seth Godin.
For me I really read in it one of the contradictions often faced in hospitality and the way we run our businesses.
We want out people to serve guests and take initiative, but we put controls in place that limit their ability to do this. In the worse cases when initiative is taken outside of the “rules” there can be negative consequences and all future initiative is dead in the water.
Once more it is about trust and if we can create a more trusting environment with engaged employees we just need to get out of their way while they deliver great service. It is not easy, and of course there are some basic rules that have to apply, but as Godin points out if it is controlled too tightly in an effort to avoid mistakes, it is self defeating and we restrict the ability of our people, who are our brand, to serve the guests.
So what is the answer? Godin says “Hire better people. Trust them more. And be prepared to make it right when they don’t.” He certainly gives us something to think about.
Posted in Leadership Posted in September 3, 2013
A subject that is often discussed and debated. This short blog by Vineet Neyar provides three simple tests for someone to assess whether they have moved from management to leadership.
Click though to the article and learn more about the tests he describes.
- Counting value vs. creating value
- Circles of influence vs. circles of power
- Leading people vs. managing work
Some questions to help your reflection:
- Where do you stand?
- What about the leaders in your team?
- What is you takeaway from reading this?
- What will you do differently?
Posted in Leadership, Recommended reading Posted in August 20, 2013
If you are unsure how coaching is viewed and used and what its benefits are, this article by Gretchen Gavett summarising recent research by Stamford University/The Miles Group Survey gives some useful insights to how 200 CEOs, Board Directors and other senior directors view the subject.
Posted in Leadership, Recommended reading Posted in August 12, 2013
“Formidable leaders find the tough questions, and then, instead of being afraid to ask them, eagerly decide to seek out the answers. They dig in deep to the details that matter and ignore the ones that merely distract. They bite off more than others can chew but consistently avoid biting off more than they can (because they care so much, it hurts to admit that you’ve reached the end).”
Follow the link to read the full blog. If you have not already, I would recommend subscribing to get Seth’s daily blogs; they always get you thinking and give some great insights to business and our own thinking.
Posted in Leadership Posted in July 31, 2013
Lencioni has the absence of it at the base of his pyramid when identifying team dysfunction. Colin Powell describes it as the essence of leadership.
In this blog on team building Gordon Tredgold reinforces the notion that team members have to actively work to build trust.
“If you want to build strong teams, then you need to use the right glue to create the strongest glue we have is Trust, and Trust is created by emotional bonds.
These are the bonds which can bind us for a lifetime and can see us through the toughest of challenges.
But to make emotional bonds we need to able to be vulnerable with one another, to be able to show weaknesses, or our softer side, and this is something which takes an enormous amount of trust.”
His advice about spending time sharing personal stories being more worthwhile than some of the team building exercises we undertake is spot on.
Posted in Leadership Posted in July 18, 2013
Former US Secretary of State Colin Powell explains why he believes trust is the essence of leadership
When I ask teams to paint the picture of what a great team looks like, trust is in that picture. It is not always labelled as such, but it is there.
In under 3 minutes Colin Powell gives a comprehensive and engaging description of why he believes creating conditions of trust is the essence of leadership. He identifies what a leader must do:
- have a clear mission and statement
- give selfless service
- prepare and train their people
- give people the tools to do the job
- take risks with their people
Patrick Lencioni in his book the Five Dysfunctions of a Team shows the dysfunctions in a pyramid; the absence of trust is at the base of that pyramid, in other words nothing is going to happen without trust. The question of trust would be an interesting discussion for the Australian cricket team at the moment!
If you are unsure about the impact of lack of trust try this exercise. Think of a time when someone did not trust you. It might be that they did not give you the full story about the business, or they did not delegate work and micromanaged everything you did. Now ask yourself how did you feel? I do this exercise with individuals and teams the some common answers that come up are:
- not confident
Yet these managers expected their people to trust them. Trust, like many things in life, has to be given to be received.
Posted in Leadership Posted in May 13, 2013