The Life Changing Value of Choosing

Working with CEOs over the last dozen or so years, I observed several common traits in those who successfully grow their businesses. I have written in the past about the importance of having a vision, having the right people, and having strong execution. Another more subtle characteristic shared by successful leaders… They seem to have an incredible “capacity”.

Webster defines capacity as…

  • the potential or suitability for holding, storing, or accommodating 
  • an individual’s mental or physical ability
  • the faculty or potential for treating, experiencing, or appreciating
  • the facility or power to produce, perform, or deploy:  maximum output

It’s this facility for maximum output that I am referring to. The ability to take on more, to handle more stress, to be present regardless of outside circumstances, to simply do more. It’s more than ability, it’s well, capacity.

And, here’s what I observe… while these leaders may very well be able to handle more and do more than others, it is also their ability to choose. To make a choice, to say no more often than they say yes; and most importantly, they accept that when they choose, they may disappoint someone. And, they allow themselves to be okay with that.

Why Vistage Works

Elisa K. Spain

The Gift of Feedback

Feedback is a gift. It is an opportunity for personal development and ultimately leadership development. And, it is hard; Very hard.

Not sure which is harder, giving feedback or accepting it. Recently I was with a small group of Vistage Chairs, several of us long tenured, and we were discussing this very topic. In fact, we spent a couple of hours working with each other to improve our skills at both. I mention long tenured, as a reminder to myself, that no matter how skilled we think we are at this, it is hard, and requires constant practice.

Here are the reminders I heard…

When giving feedback:

  • You can earn trust with truthful, specific, positive feedback (TSP as speaker, Michael Allosso, calls it)
  • When giving constructive feedback, ask first if the receiver is open to feedback
  • Even better, wait until the feedback is asked for
  • Own your experience, share feelings and observations; be specific
  • Use neutral language e.g., my experience of you… or When you do…, I feel…
  • Remember the purpose of feedback is to share your experience of another person, not to “fix” the other person

When receiving feedback, remember it is a gift

  • Ask for feedback, and be specific about the purpose, e.g., I want to become more effective at…
  • Listen and digest
  • Try not to defend or respond except to simply say, thank you.

Why Vistage Works

Elisa K. Spain

 

The Quality of Bending Easily Without Breaking

When I began this blog about flexibility, I googled the definition and the first definition that came up was this: the quality of bending easily without breaking. 

Which begs the question, how can we as managers find a way to bend our expectations to accommodate different styles of work, without breaking our culture?

It’s become a new trend for CEOs to require folks, who previously worked at home, to come to the office. The reason given is culture.

But, what about the high performing employee who prefers to work on their own schedule, at least for a few days a week? What are the consequences to this person’s performance when they must adhere to this new structure?

The thing I am reminded of each day is despite our common humanity, our styles vary. Some of us like structure, others feel more comfortable with variety. While the need for flexibility is attributed as a common trait amongst millennials, my experience, as with most of our differences, is that personality style is the driver. For example, introverts prefer a quiet work environment, extroverts want people around them and want to engage throughout the day.

Which brings me back to the question, what do each of us need to do to bend our expectations and structure to accommodate different styles without breaking our culture? Perhaps if you ask, your team may have the answer.

Why Vistage Works

Elisa K. Spain