When Is It The Leader's Job To Build Creative Confidence?

When Is It The Leader's Job To Build Creative Confidence?

by Elisa SpainNo Comments

Do you divide your team  into “creatives” and ” practical” people? If so, are you  missing out on the creative ideas of the other half?

If you ask David Kelley, founder of IDEO, and winner of countless innovation awards including Fast Company’s Top 25 Most Innovative companies, he will say yes.

David maintains that human beings are naturally creative and it is fear of judgement that stifles creativity in most of us. He asks, what might happen if we were to overcome that fear of judgement and unleash our creativity? Perhaps the secret lies in what psychologist Albert Bandura calls guided mastery – a process whereby we  identify a fear or phobia and by forcing ourselves to overcome that fear, we release our creative abilities.

How might you as a leader create an environment that enables your employees to build their creative confidence? Perhaps a simple starting place is with more legitimate brainstorming – following the brainstorming rules – no idea is a bad idea!

If you want to take this further, are you willing to expose your team to guided mastery? Sound too touchy-feely for you?

Before jumping to judgement, take a look at this 12 minute TED Video where David tells stories from his legendary design career and his own life, and offers ways to build the confidence to create.

Elisa K. Spain

Another View On Leadership, Is Boring Better??

Another View On Leadership, Is Boring Better??

by Elisa SpainNo Comments

When discussing the  characteristics of great leaders – words  like inspirational, charismatic, brilliant, innovative often come up.

Boring, on the other hand, is not typically a descriptor of great leaders. Which is why when I saw this article by Joel Stein, entitled Boringness: The Secret to Great Leadership, I paused…

While Joel writes a humor column for TIME Magazine, and therefore one might take his comments to be tongue-in-cheek, he makes some points worth considering.

Here’s a summary of Joel’s observations while preparing for his latest book.

The best leaders tended to be quiet listeners who let others make the decisions. They weren’t particularly charismatic, or funny. They weren’t the toughest guys.  They weren’t driven by a need to be liked or single-mindedly focused with intensity. In short, a bit boring.

On the other hand, the best leaders in Stein’s research were humble, calm, reflective and self-confident. They were passionate about only one thing, the mission of the team. The boring leaders in Stein’s research spent their time helping their teams achieve the mission and giving them feedback on their progress.

Here’s a quote from the article that sums this up well:

“Everyone at Captain Buzz Smith’s  firehouse knows they are doing things exactly right. And that seems to make them both proud and assured. They would do anything for Capt. Smith. Not because they love him — I’m not entirely sure that outside of the firehouse he could inspire them even to switch TV channels — but because his deep belief in his mission makes them also believe in that mission.”

What do you think, is it possible to be a boring leader and a great leader?

Elisa K. Spain

 

Does A Business Have To Grow?

Does A Business Have To Grow?

by Elisa SpainNo Comments

This is a topic often discussed amongst my Vistage members. Some want to grow, others like the idea of maintaining a controllable size. There is no one-size-fits-all answer. What I do know is that businesses are organic, and therefore static is not sustainable. We’ve all seen businesses disappear over time when the owner was not engaged, unaware of changes in the industry, lost a key employee, a new competitor entered the market with a game changing idea, etc.

If you accept that static is not sustainable, what to do?

If you find that you like the entrepreneur culture, with everyone playing a part in the business, be intentional about it. While you may not want fast growth or a large company, a business has no choice but to continue to evolve and grow, even if it is at a steady pace. If you are in this place, here are my questions for you:

  • Do you have a diversified client base?
  • If not, what steps are you taking to diversify and reduce this risk?
  • Where is your business and your product(s) in the business life cycle? If you are in a mature industry, with mature products, what is your “digital camera” and what are you doing about it? see March 11, 2012 blog, Innovation vs Discipline: Kodak vs Fuji 

If, on the other hand, you have the opportunity to scale and want to, be intentional about that as well. The challenge for many entrepreneurs who want to grow is making that transformation from an “entrepreneur culture” to a professionally managed culture. If you are an owner with a growth plan, here are your questions:

  • Do you want to be the CEO of a professionally managed company? Does the thought give you energy and play to your genius?
  • If you would rather leave the management to someone else, is there someone on your team that could be your COO?
  • Are you open to accepting that your business is going to change and some of the people will have to change as well?
  • Are you willing to invest the time and the money to get there?

Whichever path you choose, make it an intentional one.

Elisa K. Spain

Leadership Quote: The Key Is Not To Prioritize What Is On Your Schedule..

Leadership Quote: The Key Is Not To Prioritize What Is On Your Schedule..

by Elisa SpainNo Comments

This month’s leadership quote:  The key is not to prioritize what’s on your schedule, but to schedule your priorities. – Stephen Covey

We often hear time management tips about taking time to plan your schedule. What we often hear is to prioritize what is on the schedule. What Stephen Covey reminds us with this quote, is to pause, choose our priorities and then schedule them.

As a leadership coach, I recommend the following 5 step approach to my Vistage members and coaching clients:

  1. Start with the wheel of life, what are my “spokes”?
  2. What do I need to feel in balance with each of the spokes on my wheel? Remembering that balance is different for each person, see 2/5/12 blog: The Ever Elusive Search for Work/Life Balance
  3. What are my 3 or 5 year goals for each spoke?
  4. What actions do I want (need) to take this year to move me toward those goals?
  5. Each day, when planning the day, ask this question: How do I want to spend the 16 hours I am not sleeping so that I complete the actions I set for myself this year?
Glory Days: Don't Let Them Pass You By…

Glory Days: Don't Let Them Pass You By…

by Elisa Spain2 Comments

Thank you Bruce Springsteen for this quote.  It seems today that the chorus of “glory days” conversation has increased. Perhaps it is because we live in a world of constant change and there is a longing for a slower pace?

My response to this is, the glory days were only golden in retrospect.  Every period of time has had its opportunities and challenges – it is only with hindsight that we see the value of a particular period in history.

Next time you find yourself longing for glory days, I encourage you to ask yourself the following questions:

  • What is it specifically that appeals to me about the past period?
  • What can I create today to give me the same feeling?
  • How can I be an effective leader today?

Elisa K. Spain

 

Why "Big Picture Only" Leaders Fail

Why "Big Picture Only" Leaders Fail

by Elisa SpainNo Comments

As discussed in last week’s blog, there is a difference between management and leadership.  Leadership is “doing the right things” and focusing on the big picture certainly falls into this category. That said, when leaders focus solely on vision and strategy and not on execution, put simply, nothing gets done.

Successful leaders know that they must set a vision so there is a destination that their team can rally around.

Once the vision is defined, setting a business strategy to achieve the vision provides  guidance for evaluating opportunities. With a strategy in place, we can ask the questions:

  • Is this opportunity consistent with our strategy?
  • If not,  AND there is a reason to do it anyway, what do we need to adjust in our strategy?

The final step is goals and action plans and a monitoring process to ensure results. It is this key step that is often missed and leads to failure. This is why Vistage members share their vision, strategy and goals and are accountable to each other for all three.

Robert Sutton, best selling author of Good Boss, Bad Boss, says it well:

“While managers are people who do things right and leaders are people who do the right thing,  I argued this distinction was accurate but dangerous because it distorts how too many bosses–at all levels–view and do their work. It encourages bosses to see generating big and vague ideas as the important part of their jobs–and to treat implementation, or pesky details of any kind, as mere “management work” best done by “the little people.” Even if left unsaid, this distinction reflects how too many bosses think and act. They use it to avoid learning about people they lead, technologies their companies use, customers they serve, and numerous other crucial little things.”

For more from Robert Sutton, click here.

Elisa K. Spain

Leadership Vs. Management – Does It Matter?

by Elisa Spain5 Comments

Recently, one of my Vistage members asked the group this question: “What is the difference between leadership and management?”

He heard a lot of responses and the one that said it best was this one…

“Leadership is doing the right things, management is doing things right.”  from management guru Warren Bennis

What does it mean to do things right? Here are my top 5:

  • Leadership is setting the direction
  • Leadership is inspiring when there are tailwinds and when there are headwinds
  • Leadership is being intentional about your culture
  • Leadership is  accountability
  • Leadership is  making tough choices

And here are my questions for you:

  • What else would you add to this list?
  • If you and your leadership team did your job well as leaders and managed the agreements you have with your team, how might the role of management evolve?

 

Elisa K. Spain

Leadership Quote: We Are What We Think…

Leadership Quote: We Are What We Think…

by Elisa Spain1 Comment

This month’s leadership quote: We are what we think. All that we are arises with our thoughts. With our thoughts we make the world.  – Dhammapada

We hear quotes like this  from Vistage speakers, about the power of positivity, about trusting the universe and focusing on what we want to accomplish, about being mindful of how we show up.

The power is there; the challenge for us as leaders is to remember that what we think does, in fact, make our reality.

Here are some questions to consider:

  • Am I taking time each day to focus on the outcomes I want?
  • Are my thoughts consistent with the outcomes I want?
  • What am I doing each day to be mindful of how my thoughts become my outcomes?

Elisa K. Spain

Diverse Leadership Teams – Why Bother?

Diverse Leadership Teams – Why Bother?

by Elisa SpainNo Comments

Diverse leadership teams are hard…they are harder to build, are unlikely to come to consensus and are more likely to have conflict.

So, why bother?  Because… they are harder to build, are unlikely to come to consensus and are more likely to have conflict, they make better decisions. Research studies prove this out.

Before we go any further, let’s start with some definitions; here’s mine:

  • Homogeneous groups have similar backgrounds, preferences and personality styles
  • Diverse groups contain individuals with a variety of backgrounds, preferences and styles
Notice, I didn’t mention gender, race, ethnicity, sexual preference. Why? Because categorizing frequently leads to stereotyping and while stereotyping might be a shortcut to achieving diversity, it may not. In fact, it may instead simply lead to stereotyping as evidenced in the failure of diversity training.  Here’s a recent post on this topic by a fellow leadership coach, Peter Bregman, Diversity Training Doesn’t Work.

 

What to do?
As with any critical decision, start by asking yourself the #1  leadership question: What outcome do I want?
Diversity is not always the best approach. Homogeneous groups are easier. Because of their similar backgrounds, preferences and styles they are likely to agree and move forward quickly.
  • If the goal is getting more of what you already have, then a homogeneous group may be the way to go.
  • If the goal is innovation and critical thinking, you are more likely to get there with a diverse group.

If you decide you want to build a diverse team, ask yourself the following questions to get started:

  • Do I know the backgrounds, preferences, and styles of current team members?
  • What actions do I need to take to learn this information about my current team?
  • What are the gaps in the current team?
  • Who in my organization could I add to the current team to increase the diversity?
  • If I am hiring team members, what qualities would add to the diversity?

If you would like to read more on the  results of diverse groups, here is an article by two Kellogg professors to get you started: Better Decisions Through Diversity.

Elisa K. Spain

 

Laws Of Success: Discipline Is The Bridge… What If We Could Put It On Autopilot?

Laws Of Success: Discipline Is The Bridge… What If We Could Put It On Autopilot?

by Elisa SpainNo Comments

How many times during the day do we pause and remind ourselves of what the intention of the day was?

What if instead, discipline became a habit? What would the impact be?

When I read a recent post by Tony Schwartz, author of Be Excellent at Anything, I was reminded of this quote:

“Discipline is the bridge between goals and accomplishment.”      -Jim Rohn

Tony describes it this way:

“Put simply, the more conscious willpower we have to exert each day, the less energy we have left over to resist our brain’s primitive and powerful pull to instant gratification. According to one study, we spend at least one-quarter of each waking day just trying to resist our desires — often unsuccessfully.

Conversely, the more of our key behaviors we can put under the automatic and more efficient control of habit — by building something he  calls “Energy Rituals” — the more likely we are to accomplish the things that truly matter to us.

How different would your life be, after all, if you could get yourself to sleep 8 hours at night, exercise every day, eat healthy foods in the right portions, take time for reflection and renewal, remain calm and positive under stress, focus without interruption for sustained periods of time, and prioritize the work that matters most?

The solution is to learn how to co-opt the more primitive habit-forming regions of our brains, so that rather than reinforcing our negative impulses, they become the soil in which we build positive rituals that serve our long term interests.

So how do you get started? Begin, by slowing down. Speed is the enemy of reflection, understanding and intentionality. When we slow down, we can begin to notice both what’s driving us, and how to take back the wheel.” Click here for the full article.

For further reflection on this topic, I am reminded of these previous EKSleadership posts:

 

Elisa K. Spain