Leadership Advance

Leadership Thoughts for Life Long Learners

Archive for the month “July, 2012”

Mirror Mirror on the Wall

Yesterday I was struck yet again with the fact that many of the best lessons we learn in life come from ordinary things.  I had such an experience yesterday while I was getting a haircut.  As I made my way to the chair the stylist asked a question that causes stress to rise in just about any guys mind, “How do you want your haircut?”  The answer to this question is the same as every other time; I desire my hair just how it is, just shorter.  Then the stylist asked how much hair I wanted her to cut…. a half inch… and inch?  So, in the best way possible I gave her some pointers and she told me she would cut it and then I could take a look at it and let her know what I thought.
When a few moments were completed she turned my chair around for the final REVEAL.  I looked straight into the mirror in front of me and checked out the front of my hair.  After a quick perusal I looked in the mirror as it reflected an image of the back of my head from another mirror.  The stylist then asked me a question that stirred my thoughts, she said, “Is this what you were thinking?”  In that moment the stylist was looking for me to evaluate the work she had done and give her feedback as to whether everything was exactly how I desired it to be before I left.  To be honest, she really didn’t even need to ask me for feedback because if it didn’t look right I would have immediately said something and had her fix it.  I have to live with my haircut- it affects everything about me, so feedback is not just crucial it is necessary.

This leads me to a simple thought, you wouldn’t even think about getting a haircut, or dressing in the morning without taking a glance in the mirror to get some perspective as well as some feedback as to how you look.  Feedback is crucially important to our confidence.  If feedback is that important, why do so many organizations never create a feedback loop into their culture?  Many organizations operate by a leader casting  a vision of some compelling future and then handing the task of creating that future in the hands of everyone else.  The problem with this is that it leads both parties frustrated.  The leader is frustrated because what is created never ends up looking like what they had in mind and the team players are frustrated because they create something based upon their interpretation of what the leader said, not necessarily what the leader visualized.

I am challenged to become better at creating a feedback loop in the culture of the organization I lead.  Providing feedback is not only important to the overall stress level of the organization, but it will also be a game changer to build confidence in the culture moving forward.  As a leader are you providing feedback, or are your expectations of others performance based upon a dream in your head and not an idea which has been properly communicated with sufficient feedback along the way?

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Inspire Me!!!!

Motivation can not be taught, it can only be inspired.  For this reason, I would rather have one individual that is internally motivated with little experience over ten professionals that lack drive.  The world in which we live is filled with people that promise 10 step plans to motivate those who refuse to be motivated. Additionally, companies spend large percentages of profit for the sole purpose of keeping a sales force motivated, and on and on the cycle goes.

I am convinced the problem is not a lack of motivation, but a lack of inspiring work.  People desire to be game changers.  They desire their life as well as their work to matter…. to somehow make a difference.  The desire to matter does not come from some external ideology or corporate tag line, but rather it is born in each of us from the day we take our first breath until the moment we take our last.  It is something internal, not external.  Motivation is temporary, Inspiration is eternal.

Many leaders have bought into the idea that you can somehow motivate inspiration!  They do this by rallying the troops and pushing people to limits far beyond any healthy boundaries all for the sake of desiring something inspiring to happen. This has created a culture of hype, with little substance or meaning. The product of trying to motivate inspiration is do more, be more, try harder.  This leaves people feeling inadequate and under an elusive goal that always seems to never be achievable.

A much better way to approach people is not by pushing or even pulling them, but rather by inspiring them to something greater.  Nothing pulls people out of mediocrity quicker than the inspiration found through the recognition of our meaningfulness in the grand scheme of the greater story!  Possibly a better approach to loyalty and motivation would be to inspire people rather than demand from them.  In what ways have you communicated their significance in the story of life change?  The world doesn’t need another manager trying to motivate.  The world needs a leader willing to take a risk and live life on an adventure that could possibly change the world forever!  When a leader does this, they will not have to demand allegiance or motivation, they will have to turn people away from desiring to be a part of the meaningful story that is being written.

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