In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
More than ever, I appreciate how an organization uses its culture to develop ideas and concepts through its people.
Systems and processes are important but how an organization collaborates with its people is what really sets it apart. It doesn’t matter whether your organization is small or large, these tools can help everyone.
Recently I started a new job. The job and people are excellent but I found myself trying too hard and doubting my skills. This anxiety is common and can easily overwhelm a new person in any organization. I recalled the lessons I had learned from my mentors, applied them to my own situation, and sought to share them as well. Please feel free to add your own suggestions and share this post.
Rigidity usually happens slowly and without most people noticing.
If we do notice it, we usually only see it in other organizations and in other people. Most people do not even realize it is happening to them, many will deny it, but those who do are only fooling themselves.
The rigidity of thinking and action can stifle growth, success, and happiness, and even threaten survival.
August/September is a good time to look for a summer job. Any time is a good time to remember the skills, attitudes, and behaviors that make any job good for workers and employers. Hiring students is good for businesses and for charities and non-profit organizations.
New people are excited and want to do a good job. Successful organizations combine good onboarding plans with detailed development plans to give their people the skills, attitudes, and behaviors necessary to achieve the goals of the organization and their team members.
A person’s final weeks are equally important. As we have mentioned successful organizations manage hiring, onboarding, and the first weeks and months to give their new hires all of the tools they need to succeed. Successful organizations set themselves apart from their competition equally as much, by the ways they plan and manage the time when a person is preparing to leave their organization.
I notice skills, attitudes, and behavior. I help people find ways to help them achieve their goals. There are almost as many ways to accomplish this as there are people.
I have listened to, adapted, and distilled some of the very best ideas from people I have met from both the “for-profit” and the “not-for-profit” worlds. They can help make you better, more productive, and help you achieve your personal and work goals.
Working effectively with people is fundamental to any success you will achieve. You are learning to recognize and give people around you permission to reign in your ego. Be constantly vigilant to prevent walls and silos from being built around you. Finally, appreciate that you will succeed faster and longer by realizing that you make mistakes.
In my experience and observation the organization that causes the most stress and anxiety for its people and leaders … is usually their organization.
We have a responsibility to recognize, appreciate and acknowledge, and most importantly to help alleviate that stress for our people.
The closer people are to your “front-lines,” the more people “working in the weeds,” the more stress and anxiety they likely feel.
One of the most influential mentors I ever had once told me that when faced with a problem, situation, or frustration with other people, I should consider that the problem might not be the other person. Maybe it was me and/or my attitude.
Becoming a good leader means embarking on a path that never ends. People, organizations, and the leader themselves will evolve, change, and adapt in response to their changing world.
I have learned while being mentored by some incredible people. Three of those lessons helped to shape my entire philosophy of leadership, “Humility, Consideration, and Determination.”