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."
The size and scope of food insecurity or hunger is a very real and a very large problem. This two-year chapter in my life has allowed me to work with so many unique and dedicated people all of whom deserve as much praise and recognition as we can give them.
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.
Is your daily focus simply on “surviving” each day? What follows are some simple ideas that can help you have your life again, achieve a better work/life balance, and “grow” your business or organization.
These are not my ideas, these are lessons learned from some of the best leaders and entrepreneurs I have met in more than thirty years in the “for-profit” and “charitable” sectors.
Loyalty, like respect, is earned; it is neither a right nor a given and it must be reciprocal. Loyalty and respect are fragile and can never be demanded; both must be built and nurtured through constant care and attention.
Learning “how” to fail might just be the most important skill that doesn’t get taught to students. As an instructor or leader, I always hoped that everyone would always succeed in everything they tried and never experience failure.
I knew and continue to learn that avoiding failure is unlikely and not always the best thing for people. Take a few moments and see what I mean.
Every organization has drama.
Drama is virtually impossible to avoid because organizations consist of people and when you have two or more people together, the potential for drama exists.
That’s not cynical, in my experience, that’s just how things work. Whether it’s good or bad depends on how the organization reacts to and anticipates drama.
Big and innovative ideas aren’t the issue, putting big and innovative ideas into reality is the issue. Many entrepreneurs, consultants, managers, executive directors, and the people working for them have shared these lessons will me.
They work. Use them, share them, and build your organization.
In a book I was listening to recently, the author praised people who take the time to clear obstacles from other people’s paths. The author’s explanation and examples had a very powerful effect on me. The book inspired me to write about people who moved “rocks” for me and for people I have known.
Leadership takes many forms; I seldom hire the hard-driving people mentioned at the start of this post. Instead, I look for the quiet leaders, the people who appreciate that their organization succeeds when all of the people who comprise our team succeed. People who care, they may not always be the ones who attempt to be “in charge”, often they are the ones who work the hardest and set the best examples; these are the ones who I hire and promote.