MY ONCE/YEAR POST ABOUT:
How's your life going??????
These dynamics interest you:
Life, Significance, Purpose, Where you're going..., Priorities, YOU, Learning, Faith, New beginnings?
Seven Days in Utopia is a pretty good movie with some good lessons. Watch the whole movie or skip the golf part and just watch a couple of minutes of the ending (link below):
*You will see why I inserted this pic/image here..
PRETTY HIGH STANDARD, for ALL of us, (below) good words!
More specifically, a focus for:
"...honorable, lives a life above reproach (criticism) and faithful to his wife. He exercises self-control, lives wisely (?), respected for integrity and solid reputation - people speak highly of him. He enjoys others and invites them into his world (home) and teaches as well... He is not a heavy drinker, does not idolize money and is not violent. He is gentle, not quarrelsome; manages his family well and children respect/obey; wives are solid and not into gossip/slandering. (Timothy, 3:1-13)
New Year, good time to begin our growth huh!?! ...just reading and sharing my friend.
Leaders absolutely can cause conflict among their people, within their team and between staff members! This happens and does happen at all levels within organizations – from executive/senior to front line operators. This all can and is relevant to a team of managers or a team of operators.
Here’s one common scenario (others to follow later): Leader (manager, boss) is vague with expectations and/or allows people to define their own roles. They do what they wish vs what the job function requires (assuming job requirements/expectations even existed). Thus since expectations are unclear - or for other un-known reasons – the leader fails to hold staff members accountable. The leader fails to provide any feedback which would keep each and every person going in the right direction, the process working as it should and generally all the parts fitting into the overall scheme of things.
ASSUMPTION BEING USED HERE: Each and every team or group of people in the workplace have roles (jobs, duties) that are required to be done in regard to the overall design of the operation. Each part is required to be accomplished (according to plan) to make the work process function smoothly and productively. This makes sense huh?
Time rolls along…
At least half and likely the majority of your folks do their work above and beyond expectations. This is because ‘most’ are solid performers, have strong work ethic, they have loyalty to the mission/goal, and are supportive of the team and team members.
Time rolls along…
On the other hand, there are those who slack, (OR) interpret their job expectations and duties in a way other than what/how it was designed. Maybe they even ‘mess with’ or overlap into other team member’s duties or areas of responsibility. This may be intentional or not, regardless it’s a problem developing.
Time rolls along…
Leader feedback and coaching to keep all going in the right direction could prevent where this is going. The leader doesn’t have time for correction, confrontation or evaluation; so people just continue on their current paths --- toward conflict. As time moves along -- those not doing (what everyone knows they ought to be doing) are becoming an irritant and issue to the overall success of things. Additionally the individual staff members become agitated toward each other because ‘I’m doing my job and you are not…’ The conflict begins to grow…
People begin to bring you (Leader) these issues but you just send them on their way with promises to deal with it; suggestions on how he/she just needs to get along; or maybe even a recommendation he/she just go do their job and not worry about it…
Time rolls along…. You see where this is headed don’t you?!?
People are left in conflict because of what the leader is failing to deal with; they have no recourse but to attack the problem (co-worker or staff member). BTW - we tend to leap to these kinds of conflicts as just another 'personality conflict'. But oh yeah, they were fine working together before this 'leader-caused' conflict came between them!!!
***And know this ol’ great leader – people know when YOU are not doing your job. Even as they continue to attack each other because of the unresolved conflict, they know it is really about YOU not doing YOUR job. Leaders can cause conflict among his/her people…
Want to know other ways Leaders (thru ineffective leadership) cause conflict?
MAKE THOSE FLYING MONKEYS FRIENDLY?!?!
Background.....there has been a ''MONKEY'' concept flying around in management circles for years - unsure where or who originated it. It makes the correlation between ''actions, issues, suggestions and/or problems' and - monkeys!
The accountability and responsibility of these 'monkeys' is the issue/focus of this management concept and challenge. POINT: Leaders and really any of us can take on someone's monkey by such a seemingly innocent well-intended statement like,".hmmmm good idea (or) that is a big deal, we should take a look at that..."
You see, YOU may have just taken this monkey on YOUR back - even if you didn't intend to?!?! You see where this is going huh? Right, if you drop this (monkey) or forget about it - the other person (monkey-originator) is waiting on YOUR action! If you are one of those important people like a CEO, President, Manager or any leader - they are likely positive you have just taken it and this is going to be dealt with.................................
Monkeys - which we might picture as those mean ol' flying ones from the Wizard of Oz - could be flying around your organization, team or workplace. There could be LOTS of them, ....UN-checked and UN-resolved, ...creating a culture or atmosphere of: NO ACCOUNTABILITY, MANAGERS NOT CARING, BLAME, BAD ATTITUDES, DECLINING MORALE, etc!
....I suspect (actually I am positive) these follow-up Qs and suggestions regarding this concept could make HUGE impacts toward your organization's view of you, your leadership team, accountability, morale, culture and well, your bottom-line.
The first step in Problem-Solving is awareness. Are you now aware of a problem that exists within your People-system; and more specifically in your vertical and horizontal working relationships? What will you do to make these monkeys land and become friendly monkeys?
***I have some ideas but will leave it with you for the moment (or feel free to holler if I can help you think through all this). TIP: Take on the personal habit of ensuring clarity with monkeys:
1) if someone brings you one, before they leave, "...remind me about this if you don't hear back from me by Friday" (OR) "this is still your monkey!".
2) If someone seemingly is taking one from you, ask, "...Are you taking this monkey?, (OR) ...when do you want me to follow-up with you?"
3) Go teach and discuss this concept with your leaders and management.
4) Go create a management tool to track monkeys at every level!!!
THIS ALL I TOTALLY BELIEVE TO BE TRUE
"...Add quality relationships to your world, ...fix those needing repair, ...maintain, build & strengthen those you have now..."
Those who know me realize these are words I constantly speak; to include in my work with Leaders & Leadership - relationship, relationship, relationship...
I ran across this video clip/Ted Talk that speaks to this with research validating it all.. A 75 year old study of 'what makes life good'. Take a listen, pretty interesting:
In 2016 find a way (intentionally) to add new quality relationships to your world - I coach leaders to add ONE PER MONTH! So here once again, "....fix those needing repair, ...maintain, build & strengthen those you have now..."