Have a great day of learning & growing YOU........
"...Consider it pure joy whenever you face trials & struggles - because you know that these produce perseverance. Let perseverance finish its work so that you may be mature and complete, not lacking anything. If any of us lacks wisdom, you should ask............" James 1: 1-5
CONSENSUS - failing at this = failed (ineffective) teams, organizations and communities!
...............................is it just a management fad, or worse yet, a leadership program or gimmick? Some, maybe most have never seen true consensus, I fear. Consider these words: CONSENT, CENSUS -these derivations of CONSENSUS may give us some hint of its real meaning. For REAL LEADERS (and their teams, organizations or communities), here are a few dynamics to understand:
A WAY OF LIFE… not just something to try now and then, for IT to be successful, IT must be a way of life. It must be your (the LEADER) way of life in leading others successfully!
MAJORITY RULES… not really about majority rules. What we must understand as facilitators (real leaders) is that when we think that it is about what the majority wants….we are very likely going to be satisfied with voting. It’s as if, as long as we have a majority, then we have a decision! Wrong. The problem with this is ….where there is a majority, automatically this means we have a minority (thus winners and losers). Losers are the ones that will be heard to say later, “I told you so, …I knew it wouldn’t work, …and other such remarks” This is a clear indicator of no consensus from the beginning! Why?....because we did not practice consensus-seeking, we just accepted Majority Rules.
DEMOCRACY…this is closely aligned to the Majority Rules dynamics. Managers and Supervisors might fall into this same trap, thinking we are going to be a democracy and respect what most want?! Sounds good, but as we explained in the above paragraph about Majority Rules, …it is NOT consensus.
BUY-IN…. What does this term mean? We have bought-in to the solution. Consider the word BUY, what does it mean and when do we BUY? We buy when we can see the resulting value is worth the commitment of resources. Annnnnd when we ‘buy’, we therefore OWN. OWNERSHIP is just another word for CONSENSUS & BUY-IN. This is what the buy-in concept is all about, and why it is so critical to team, organizational & community success (and not just another buzzword to toss around).
TIME is potentially the biggest killer of the consensus process. Do we truly understand the value - and are we committed to its (CONSENSUS) importance - that we are willing to take the time to let the process work?
CONSENSUS HAPPENS WHEN…
We ALL have the ability to see and understand the solution, and therefore support it in execution.
Reasoning, understanding others, being understood have ALL occurred. ‘ Seeking to understand (seek first to understand before being understood, S. Covey), must be an approach taken by ALL.
REAL LEADERS FACILITATE (vs dominate, dictate or drive toward a predetermined opinion)…
Leader's opinions are expressed last or go last, if at all!?!…meaning that the leader is the CONSENSUS-PROCESS LEADER. When the leader is set on imposing his/her viewpoints and solutions up front & throughout the discussion - the process is likely going to be compromised, be biased, and fail to reach real consensus! One of the reasons why leaders, managers, city leaders or pastors even … typically don’t make good consensus-process leaders is because they do have a ‘dog in the hunt’, etc.
REAL LEADERS facilitate, ensuring ALL 1) focus on the process and goal, 2) attack the problem/issue vs attacking of people, 3) help in creating a non-threatening environment, 4) hear the possible options & alternatives, and 5) are brought into the culture of pursuing what WE want vs.winning/losing mentalities…
CONSENSUS!!! ALL THINK < ALL UNDERSTAND < ALL REASON < ALL BUY < ALL SUPPORT> ALL MAKE IT HAPPEN…
[excerpt from Intro of my book on SIGNIFICANCE Starts Now]...
"...Sooner or later, I am convinced everyone wants or desires to discover clarity of purpose. At some point we all seek significance both in our lives and what we do. ‘They’ say
WITHOUT PURPOSE, WE WITHER & DIE.
I believe this statement more and more as I age, experience life and observe people in my life. This writing is about significance in the approach we take in moving toward our purpose; it is about the journey.
It is said that wisdom comes with age and experience. As we all age, we all likely begin to understand and agree with that statement.
My hope is that this book can and will lead to some younger than me; some‘youth’ realizing the ‘HOW’ to lead lives of significance, substance and even worldly success...."
Leaders cause issues down-line frequently by not clearly establishing (and communicating) expectations on many levels. Instead, we do a lot of assuming “he/she surely knows to do that …they must know that I need that information, etc”
Here’s a recommended practice to alleviate some of this sort of thing. Let’s call it a weekly update, maybe an expectation you have of your down-line leaders every Friday? This could effectively be done in person (20 min) or in an email. These categories might be given a rating, numerical, color-coding, GO/NO GO, and/or comments.
Lastly this practice prevents the leader from spending (wasting) time chasing info, wondering about, checking up on, hoping for updates etc. It also keeps your down-line leader from being jerked around from your ‘out of the blue’ calls, questions, interruptions, etc. This is wasteful – many leaders do this (lots). Create the practice & expectation - then hold them accountable to do it! This also helps to encourage a change in communication flow from traditional top-down to a bottom up flow……..
KEEPING THE LEADER FED UPDATE
* Ongoing / current projects status
* Lingering issues subordinate is waiting on leader to resolve
* Top 3 issues, concerns or challenges
* People (those they lead) updates - personal, professional, performance, problems
* IOU’s stated from both directions
* Topics ‘we need to discuss’
NOTE: in all cases, if no change, then ‘no change’ is said/written; however it is still listed. This keeps it visible to both & WE both know it is not forgotten. This keeps us from assuming and all the negative stuff that can lead to…!
As my book ‘KNOWINGLY LEADING – 25 Conversations for Success’ speaks to - we need to have conversations vs. assuming we all think the same, behave the same, practice the same, time manage the same, etc!
"People don't care how much you know until
first they know how much you care."
Thanks to the help of Chuck at c2 Data Solutions, I am now going to be blogging on my website. There is many ways that you can follow my blog.
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I have attached Chuck's business card if any of you wish to contact Chuck.
There is the question of whether or not our life’s purpose should be about seeking happiness. Hmmmm…. Whether you think this to be a worthwhile life pursuit (or not); this thought came from some conversation on the topic:
TRUE (PERFECT) HAPPINESS = ?!? I believe I would identify TRUE (perfect) HAPPINESS, if achievable, to be only possible if/when EVERY RELATIONSHIP IS PERFECT & TRUE!
Likely many other things come to mind in countering this idea; such as happiness = money, job, material items, toys, a Royals winning World Series, possessions and other stuff. None of these can lead to true happiness if at the same time each & every relationship is not right...
(For me, this includes a relationship with God; and that relationship being solid as well)
Every couple of years I pursue further defining LEADERSHIP into a set of competencies that could be used for my work/coaching with leaders.
I never attempt to state my list as the perfect list, just the best I can come up with after 20 yrs in the biz of LEADERSHIP DEVELOPMENT.
Individually as well as organizationally, there needs to be such a list/target. Rarely does such a target exist and even rarer is one really used to hire, grow, coach, correct, promote, etc.
Without a target, how do we measure leadership effectiveness? Of course this really explains a lot about the work-world and the void in real effective Leadership)!
So here’s my latest. If you have a moment to ponder LEADERSHIP, I would love to hear your thoughts about my ‘targeted list’?
· Ponder if the list is all inclusive?
· How do you rate YOU accordingly; how do others see you?
· Are you even seeking to grow YOU (and leaders you are responsible to grow)?
1. LEADERSHIP EFFECTIVENESS
2. RELATIONSHIPS (360 / horizontal / vertical)
3. BUSINESS MANAGEMENT
4. RESULTS (accountability, bottom line, get it done)
6. LEARNER (teacher, self-improvement, open)
8. ORG-SYSTEMS & PROCESS FOCUS
??? The BIG Q for all you Leaders is this: What does your target look like; not just ‘winging it’ are you?!?
A day ago......this cactus was just very dead-looking and overnight this bloom appeared.
These thoughts hit me as I was thinking of the coaching I am doing with one of my clients:
Although I will hopefully always be working with INDIVIDUAL/ORGANIZATIONAL LEADERSHIP DEVELOPMENT, ...so much of my biz these days is the coaching of individuals in their life's significance. So many 'have much but feel so little' in areas of productivity, peace, happiness, contentment, work, family, relations, self-improvement and well maybe, MOVING FORWARD POSITIVELY!
ARE YOU WHERE YOU WANT TO BE PERSONALLY & PROFESSIONALLY?
Here if I can help.....
The following is an excerpt from my third book on Leadership – ‘The Conference for Leaders’. It is an opening talk at a Leadership Conference where the audience is being challenged to be open to learn...
“…take a look at this box that I am putting up on the screen. I’ll only show it to you for a moment. It’s a box with a hole in it. Quickly examine the picture and decide which surface the hole is in.”
I allowed the participants a few seconds to view the slide, and then clicked to a blank screen. I then asked “So, where did you see the hole?
“How many think the hole is in the front of the cube, in the lower right-hand corner?” I asked, and several hands were raised. “How many think it’s in the front of the cube, somewhere towards the center?” I asked and other hands were raised. “How many think it’s in the back somewhere?” I asked, and still other participants raised their hands. “Okay,” I said.
“Now, look again” and I projected the slide for a few more seconds. “This time, did you notice that the hole was somewhere…different?” Lots of hands were raised, as people in the audience realized that they could not only see the hole on the first surface they saw it on, but on two or three other surfaces, as well. “Okay look one last time,” I said, and turned the slide back on for good. I asked the participants to visualize the hole on every possible surface, front center, front lower right, back surface lower right, in the top surface looking down, and so on.
“Here’s another thought,” Maybe it’s just a ball floating, and there’s no hole at all!” Everyone laughed, and some people talked amongst themselves and pointed. Some people even argued with each other about what surface the hole was on and whether it was a hole or a floating ball. I regained their attention. “What does all this mean? What’s the point here?” I asked as he strolled up and down the stage, taking a few responses from the audience. He continued, “All those interpretations you suggested are correct.
This is an exercise that encourages seeing things from a different perspective with an open mind. However, the main lesson in looking at this box is what you just experienced. After seeing it in one or maybe two places initially, you were eventually able to see it in four, five, or even six possible places. Think about this, now—why were you able to? What enabled you to see other possibilities?”
I paused and listened to a few responses that were shouted out and then went on to answer the own question.
“It’s because you were willing to try to see a different perspective!
I can remember not really liking this song....
If you like the song, hopefully you have heard this version >CLICK HERE!