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Can You Lead with Heart and Get Results?

February 14, 2018 By Patti Cotton 1 Comment

A business can’t exist without meeting its bottom line.

But neither can a business exist without its people.

You’ve probably been in the room when budget is discussed, and someone diagrams the tension between dollars and people to get to an answer. The thought there is, too low on dollars, and we aren’t investing enough in infrastructure; too low on people and they won’t be engaged and produce.

But this is the wrong question.

What if I told you that in order to make your business perform at higher levels and meet the future more successfully, that you invest in people first, every time?

Can you really lead with heart first and get results?

Many misunderstand and think that leading with heart means taking on a maternal approach to leadership and offering a shoulder to cry on. Not so.

Leading with heart means leading with authenticity and service. It means putting people first. It’s having the ability to build trust and followership through influence and a genuine sense of service (and not because of position or power).

When you lead with heart, you get results.

Why?

Putting people first, building bonds, fostering their growth, and supporting their interests results in greater motivation. Your people become more highly engaged, and take more initiative. And this means more productivity. It means your workplace will experience a culture of creativity and fun.
All of this leads to a healthier and happier bottom line.

Instead of leading your decision-making with the dollar sign in front, keep your people as first priority.

What are the characteristics of leading with heart? Here is a short list to help you reconnect head and heart:

1. Lead with authenticity.

If you are attempting to emulate someone else’s style of leadership, or you haven’t taken the time to explore and discover your “inner leader” – your strengths, values, and personal mission – then you aren’t operating at your most powerful and best. Your natural gifts allow you to contribute at highest levels. Don’t play the comparison game – do the work to discover who you are as leader so that you are genuine in your approach to life, work, and relationships.

2. Serve with a sense of purpose.

Develop your why. Why do you do what you do? Why does the business exist? How do you and the business change things for the world? If you haven’t taken the time to answer these questions, then you don’t possess the drive that comes with purpose. Serving with purpose allows you to step outside yourself to connect and see how you can serve others. And that’s heart.

3. Develop capacity for love and caring in the workplace.

This may sound counter-intuitive. Yet, we are talking about the ability to build deep bonds and trust with others. This may sound rather esoteric, but stop to think for a moment: when human beings carry wounds and personal agendas fueled by a disconnect in character or poor experience, they step back, reticent to connect with others at a deep and personal level. This keeps others from trusting them, and staff will serve their leader out of fear and not out of love. If this is the case, motivation and engagement will take a deep dive – and so will your bottom line.

4. Foster growth and empowerment in others.

This may seem to be a given, but stop and think: are you someone who directs others and tells them what to do, or do you practice active listening and asking careful questions so that they can develop their personal growth? Are you someone who finds it difficult to trust others to get the job done, or do you take safe risks that allow others to flex their skills and learn to acquire greater tools?

5. Model and teach collaboration.

It’s easy to get the job done; it’s more challenging to allow others to participate and bring them along in the process. Do you find yourself saying, “Oh, I’ll just do this right now and we can move on,” or do you recognize the value in teaching collaboration? What else might get in your way of modeling collaboration? You’ll want to break through this so that you can create a powerful culture of team.

6. Confront courageously and in love.

Learn to love conflict, and to seek reconciling it wherever possible. Modeling this for your business will allow others to support reconciliation instead of forming silos and carrying the stress of unresolved conflict. Poor communication and conflict account for 87% of all productivity loss in the workplace. Learn to confront with courage and by being tough on issues and tender on people.

7. Celebrate creativity, fun, and initiative.

Are you having fun yet? Do your employees show they are enjoying what they do? If not, you will want to look at fostering a spirit of creativity and allowing more brainstorming and collaboration on areas you have considered closed. Cultivate the ability in yourself and your people to consider various perspectives outside the norm. Remember – the most amazing inventions have been born out of thinking outside the box. And thinking outside the box means stepping outside of it.

If you can master these seven steps, you will truly be on a strong path to leading with the heart. And in a world where technology continues to grow and impact our ability to lift each other up, cultivating the human spirit in love is more important than ever before.

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Is Your High Performer Ruining the Company?

February 7, 2018 By Patti Cotton Leave a Comment

Do you have a high performer that acts out, but you hesitate to correct him or her because he or she generates so much business for the company?

You may discover that your favored “race horse” is actually costing you more than you know.

What can you do?

I have seen this before – and if the high performer is willing, and you are ready to support the change, you may be able to turn this around.

Sam was an executive vice president who generated the lion’s share of the revenue for his organization for over five years. Leadership coined him “the race horse,” and at one time wondered if he should be the next CEO.

The customers were real fans, and Sam’s team was extremely loyal.

There was just one problem: Sam didn’t like to work with the other vice presidents or their managers. He felt they slowed his progress, which meant they weren’t consulted when he took on a new project – even when it affected their area. Sam often went around department managers if he needed help with something from one of their employees.

In the past, leadership pushed back on these other executives, worried that if Sam was asked to work with them, he would quit. However, over time, leadership noticed a growing resentment and conflict due to Sam’s work-arounds and inter-team avoidance tactics. Productivity was taking a deep dive.

Sam was surprised when his CEO introduced us, stating that he didn’t see the problem since his revenue generation was better than ever. However, since I had met with the CEO previous to this meeting, and we had quantified the loss to the organization because of Sam’s approach, the message was clear – Sam was actually costing the business a lot of money. His team and members of other teams were fighting, and turnover was on the rise.

Wanting to save his job and his reputation, Sam agreed to work with me to turn things around.

He had several great qualities, but lacked two key leadership traits that would stop his career in its tracks – the ability to empathize, seeing things from multiple perspectives; and the resulting ability to develop and nurture rapport with others for trusting relationships.

We co-created a development plan that addressed these two behaviors specifically, and worked together over the ensuing months to apply and integrate his learning so that it became a part of his nature. Sam agreed to a bold approach in this – he allowed me to help him talk to some of his colleagues and team members so that they played a part in his success. He shared that he was working on his leadership, and asked them if he could get intermittent feedback from them as to how he was doing as he and I worked together.

This paid off exponentially. Not only did Sam learn how to eliminate old counter-productive behaviors and replace them with more effective ones, he acquired some great advocates in his colleagues and teammates through his willingness to receive and use the feedback they provided.

Sam wasn’t promoted to CEO at that organization. He did get an offer, but instead, chose to accept another CEO position a few states away. I wish him well. He has earned the promotion.

Do you have a “racehorse” that does not play well with others? What might it be costing you?

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

How to Fall in Love with Conflict

January 31, 2018 By Patti Cotton Leave a Comment

Most executives tell me they hate conflict and run quickly from it. And if they can’t escape it, they report handling it poorly. After all, who likes tension?

I’d like to offer an alternate paradigm – how would you like to fall in love with conflict?

I can give you some compelling reasons why – and some tips on making the shift toward welcoming conflict as a growth opportunity.

Need some convincing?

Here is why you want to shift the way you think about and approach conflict.

Conflict will always be present.

I like to say, “Where there are two or more people gathered together, there will be conflict!”

Why? Varying perspectives, beliefs, convictions, agendas… This means you can’t run and hide forever, unless you choose to be a hermit.

Conflict is an opportunity to strengthen working relationships.

If handled well, separating issues from personalities, it can become a way that two opposing parties become a unified team solving a problem together.

Conflict opens doors to new and creative possibilities.

Ever heard someone say, “What’s the third good option?”

This means, can we move from “either, or” (your way or my way), to another solution that might give both of us what we need…that might solve the issue even better?”

How do you get to the point where you actually love conflict when you encounter it?

The tricky thing is most of us fear conflict until we learn how to handle it, and we tend to run to our own platform of emotional safety.

In order to move from fear to a state of openness, you will first want to recognize what conflict can do for you, your relationships, and potential outcomes.

Here are five tips to get you started so that you can truly begin to fall in love with conflict:

1. Begin to shift your personal views about what conflict is.

Begin recognizing that conflict can be an exciting opportunity for dialogue and reaching shared agreement around issues that are important to you and to solving problems.

Conflict is usually a simple combination of (1) two or more people, or different parts of the same person; (2) a disagreement over unresolved issues, process, outcomes, or facts; and (3) negative emotions around strong convictions or one’s opinion on said issue/process/facts.

There can be more variables to creating a conflict, but these three are all you need to get a conflict started. If you find yourself in conflict and can remember the anatomy of conflict above, it will allow you to take a deep breath as you begin to approach it.

2. Recognize that personal triggers around conflict may or may not be valid.

Each time a conflict arises, you probably get two triggers – an emotional one and a physical one.

When this happens, your mind makes up a story to support your bodily sensations and emotions, such as, “This is unpleasant and doesn’t feel good. Leave immediately.”

What you are experiencing is the safety mechanism your brain developed for you from an early age so that you feel safe. However, now that you are an adult, it’s time to re-examine this conditioning, because some of these triggers are no longer useful or valid.

For example, when you were small, you may have felt rejected or inappropriate for speaking up in at the dinner table. But now that you are older, not being able to speak up in groups or social settings may be debilitating for you.

So, as you move forward and experience uncomfortable sensations and emotions, ask yourself if these triggers are valid for the situation, or if you need to take a deep breath and re-examine what is happening.

3. Set the stage for collaboration with others in the conflict.

Change your language about conflict as it arises with others. When the air is tense, it’s helpful to remind yourself and others that this is actually a growth opportunity. Be a leader in setting this new framework with statements or phrases that include, “I’m feeling some tension, here. Can we talk together about the issue that’s stirring the pot for us?” Or, “I feel passionate about this, and it seems like you do, too. I think we can come up with a creative solution. Are you game to sit with me so we can work this out?”

Notice that I am avoiding any finger-pointing in these phrases. I am also using a lot of “we” phraseology – can “we” work this out, can “we” sit down together… By using this kind of language, you are implying that you are collaborative, on the same team. This is when great things can happen.

4. See pause points as growth opportunities.

Are you and the other person in the conflict stalled at a certain point in working things out?

Say so.

Call this out, as though you are noticing an elephant in the room. When tension mounts, so can voices, platforms, and personal agendas.

On the other hand, when you are able to name the tension in the room, this allows the other person to relax a bit, as well. You might ask them if they would like some water or coffee, or to stretch their legs a bit. Get up and stretch yours. This will provide some regrouping of energy and emotion, so that when you come back together to sit and examine the matter at hand, you can do so more even-handedly. And handling things in this way is great growth.

5. Thank the other person for being willing to work things out with you.

At the beginning of your conversation together, and again after you have reached an outcome or conclusion, let the other party know that you appreciate their willingness to explore things together. You want to help them see that working things out with you is collaborative, even-handed, thoughtful, and respectful. You want to encourage them to come back next time so that the two of you can arrive at some great solutions together.

If you can begin to approach conflict with these five steps, you have not only set the stage to work things out, but to forge deeper, more meaningful relationships and greater outcomes.

Where do you feel you excel in conflict management? And where would you like to be stronger?

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Three Ways to Help Your New Employee Execute Well

January 24, 2018 By Patti Cotton Leave a Comment

Do you sometimes wonder if one of your managers made a mistake with their latest hire?

How can you tell?

The new hire’s transferable skills check out. Their attitude is positive. Team morale is high. And you can clearly tell the new hire is highly engaged and ready to go.

But he or she is not getting the work done.

Why is this?

There’s a handy, quick mental process I like to go through with leaders when they are second-guessing a latest hire.

Is it really the new hire, or is it your management?

Here is how you can tell.

1. Does the new employee show a clear understanding of their role, responsibilities, and your expectations?

Be careful not to downplay this. I have worked with many great companies whose new hires may receive a job description and a desk as their orientation. The manager counts on the team to fill in the blanks for the new person. If your company takes this casual stance, you are losing money and a potentially great employee.

What does the new hire’s manager truly expect of them and their area of responsibility? What are the goals set for them? Timelines? Metrics?

2. Does the new hire have the right tools and resources to do the job?

Again, most leaders will respond with an immediate “yes.” But they are basing this on what they think the employee needs to do the job. Has he or she been asked the question, “What do you need in order to achieve your goals here? Do you have the tools and resources you need?” Just test this. You may be surprised.

3. Has the immediate supervisor developed an accountability system with their new employee?

Can the employee access their immediate supervisor on a regular basis for help and questions? Does he or she get the regular feedback needed so they know they are on track? The opposite is more prevalent than you would hope.

In fact, according to one study by Dresser & Associates, HR, Payroll, and Management Solutions, only 7% of managers and 10% of senior executives in the workforce are held accountable consistently for developing their direct reports through performance management processes.

How do you compare?

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

How to Pull Your Business Results Out of a Rut

January 17, 2018 By Patti Cotton Leave a Comment

You are a great leader and you treat your people well. You are doing all the right things – coaching and mentoring, teaching people how to solve problems, giving regular feedback… You practice the five daily good management habits we talked about last week (if you missed it, here is the link).

Your employees are happy, and you are well loved. Those who work for you express how fortunate they are – and those who don’t, wish they could.

So why are your business results in a rut?

Five things may be standing in your way. Here is a quick checklist for you and your executive team to use. Where might you be stuck?

1. Do your teams and individual contributors understand how the company vision relates to their area of responsibility?

This seems elementary, and your employees may be able to articulate the vision. After all, it is “front and center” in all your materials, your meetings and retreats. But do they understand how their area of responsibility relates to this vision?

If your staff doesn’t understand why their area of responsibility exists to support the forward motion of the entire enterprise, this needs to be where you start. When people cannot grasp how their individual contributions help to make a difference to the whole, people may be comfortably happy, but they will not have that focused sense of purpose related to the business. Eventually, this disconnect will foster complacency or a lack of motivation that will lull your employee base to under-perform.

2. Do the goals provided to your teams and individual contributors support the company vision, goals, and objectives?

Many a great business has grown quickly and taken on projects and initiatives that may no longer be valid to the goals and objectives you have at present.

I recently worked with an enterprise who asked for my help in increasing productivity and revenue. While performing some due diligence, I discovered that part of the workload assigned to many of their employees was not supporting the direction of the company. This situation occurs often and can be identified and corrected to support higher performance and better results by conducting a yearly work audit using your company’s strategic plan – but that’s another entire article!

3. Do your employees have clear action plans that support their goals?

Has your executive team worked with their reports to outline clear plans of action for the year that relate to meeting goals?

This exercise not only ensures that each employee knows what he or she should be doing to support the company direction, it can also be used as a tool to teach them how to think more strategically, solve problems, and hold themselves accountable (not to mention, a great trust-building exercise).

4. Are the metrics assigned to these goals the ones that matter?

This is where a lot of businesses stall. You need to measure in order to assess progress.

However, too many businesses commit to too many change initiatives at the same time, rendering them overwhelmed and stalled. You may collect a lot of very useful data, then, but won’t do anything with it, wasting time, energy, and money. Consider selecting 1-2 key areas or business approaches that will give you the most return, and work on these until you have incorporated them into your business culture and way of operating. Once you have done this, reassess, decide where next to improve, and repeat the process.

5. Are your employees able to execute well?

Do you have the right staff in place, and are they able to perform well so that the action plans become excellent results?

This is where we go back to the daily management habits of successful leaders (see last week’s article on this, here). Are you providing the right tools and resources for them, and are you operating with mutual trust and accountability? This is where we separate the good from the great – and what I’ll be writing more on, next week.

Where in the five points above, do you and your company excel? And where might you do a better job? I look forward to your comments.

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.