Expectations are a part of our personal and professional life. Our parents had them while we were growing up, as well as teachers, coaches, and so forth. In the workforce, employers set expectations for our performance, typically established in the form of annual reviews or evaluations. 

Let’s be honest, expectations are found throughout all facets of life. There are just certain things people expect from us and likewise, things we expect from others.

Allow me to share a story with you.

A few years back, I recall a Friday afternoon at the airport waiting on a flight to Dallas. I hadn’t been home in almost two weeks and I was eager for the trip to be over. It was stormy throughout the western United States, but since I was flying from Boston, I didn’t think anything of it. As I checked the monitor, however, I noticed that my flight had been delayed forty-five minutes. Of course I was annoyed, but that’s how it sometimes goes when you’re traveling, right? Unfortunately, the forty-five minute delay turned into a three-hour wait! By this point, I wasn’t just annoyed, I was mad! Looking around the gate, it was clear that all the other passengers were angry as well.

 In spite of this, something started to happen at the gate. Airline workers began handing out drinks and snacks. I noticed a slight shift in the mood of the delayed passengers, including myself. In fact, I actually heard a few laughs. Eventually, we all boarded the plane and headed south. The general mood brightened when the flight attendant announced that due to the delay, all drinks were free. Sweet!

The crowd buzzed a little louder and the overall atmosphere was a cheerful one. People seemed happy and the flight, thankfully, went very quickly. Before I knew it, we were in Dallas.

The airline not only met my expectations, but exceeded them as well! My initial expectation was just to get home safely. Even though I didn’t arrive home as scheduled, I observed an airline that went above and beyond to accommodate a situation that ultimately, was out of their hands.

How is it that expectations are exceeded? Generally speaking, it’s easy to meet expectations, but what if you knew how to surpass them?

I’ve established a list of personal insights and thoughts that I truly believe will help you not only meet expectations, but exceed them. Listed below are the things I use as a reminder when I set expectations for myself.

These work for me. However, I hope my insights inspire you to try some as well in your own life. Read through these and decide what works for you and then us them.

1. I recognize disappointment is simply the gap between expectations and reality
2. I consistently strive to exceed expectations
3. The only person that can raise my standard of expectations is…ME!
4. I expect more from myself than others expect from me
5. I realize that it’s impossible to offer excuses and still exceed expectations
6. I recognize focusing is the single-most important skill in exceeding expectations
7. I constantly reflect upon the statistic that only 2% of people consistently exceed expectations and 80% don’t even meet minimum expectations
8. I understand that simply meeting expectations is average.  I don’t want to be average
9. I will never be excellent in my weaknesses
10. I expect more from myself than anyone else
11. I refuse to live in the past
12. I don’t use relationships to cover your failures or shortcomings
13. I understand respect must be earned daily
14. I continually ask for feedback
15. I only travel the high road with others
16. I give 100% at key times with key people everyday
17. I value people too much to not give them my best
18. I exceed expectations because I surround myself with those who exceed expectations

I once heard John Maxwell tell a story about his grandson, Troy. Troy had recently graduated from college and attained his first job. As they were having lunch one day, John asked Troy if he knew how to set himself apart from the rest of the other employees. He said you have to set yourself apart; otherwise, you’ll just be another employee. Here are the things John told Troy to do:

1. You must work harder than everyone else-come in early and stay late. Eat in for lunch most times.
2. Do something for somebody, even when it’s not your job-Make it a point to do something for someone everyday, even though it’s not technically under your job description.
3. Make an appointment with your leader (boss) and thank him/her for your job-Express gratitude and humility.

In my opinion, these three things will exceed everyone’s expectations. Surpassing expectations will set you apart from everyone else. It opens the door for a bright and successful future.

If you’ve heard me speak, then you have heard me say,

PEOPLE DON’T CARE HOW MUCH YOU KNOW, UNTIL THEY KNOW HOW MUCH YOU CARE!”

I also state, “People aren’t going to care how much you do or accomplish, until they know that you are better than average”.

DON’T BE AVERAGE, AVERAGE IS BORING……………….EXCEED EXPECTATIONS!

What a great time to be a leader or in a leadership role! Yes, you read that right. Let me repeat, what a great time to be a leader OR in a leadership role! Are you a leader just because you’re in a leadership role? In my opinion, NOT NECESSARILY! I know many people in leadership roles, that for the life of me, I cannot figure out how they got there.

Leaders, true leaders, possess certain traits and attributes. There are certain things that leaders are good at and do well. I believe there has to be something that sets them apart from the rest of the organization. If not, anyone could be a leader.

What if there was something that would make you more successful, more effective, and make your job easier? As leaders, it is our duty to learn what it takes to become both effective and successful. These two things, being effective and successful, can have lasting impacts.

This article will provide you with the must-haves to be an effective and successful leader. In fact, I don’t believe you can be a successful leader without first being an effective one.

What led to the creation of these top must-haves? After much deliberation, they were the result of a personal need to try something new. What I did for many years in the professional arena, unfortunately, did not work. I had good performance on occasion, but it wasn’t sustainable. I discovered that a personal approach to leadership was what I needed. One of the things I noticed in many leaders was a general lack of character. That generalization not only motivated me, but also helped me develop the “Must-Haves” from a perspective on character.

Listed below are the Must-Haves:

1. Must have an unwavering PASSION for the profession.
2. Must have a great ATTITUDE
3. Must be a PROBLEM SOLVER
4. Must take INITIATIVE
5. Must have HUMILITY

The following information is an overview of each item listed above. This is just an overview. Each item could be an article all it’s own and probably will be. However, I try to provide basic practical information for each.

1.  Must have an unwavering PASSION– Love your profession or leave it!

I am so tired of meeting professionals that hate their job, hate their profession, or those who simply chose their job because it’s easy. If that is you, find a job that you love, a profession that builds passion.

Passion fuels your will-power as a leader. Without it, you’ll lack the drive to change and overcome obstacles. Those of you who lack passion within your profession, QUIT!

Passion is what drives me to learn more and work hard everyday, so that I can rest easy when my employees make it home safely from work.

2.  Must have a great ATTITUDE– A great attitude is a positive attitude.

I think it was William James who once said, “The greatest discovery of my generation is that human beings can alter their lives by altering their attitudes.”

3.  Must be a PROBLEM SOLVER – Can’t let your problems be a problem

Leaders are good at identifying problems, issue and concerns. Whether it is conditions or behaviors, leaders can tell you what is wrong and many are very good at it! In fact, I think a lot of professionals take pride in identifying and pointing out issues. The question is, are you good at solving the problems? Be a problem solver and influence!

4.  Must take INITIATIVE –  READY………FIRE………AIM.

My staff hears it all the time. What does it mean? Shouldn’t you aim first, then fire? No. Simply identify the problem, fix it, and then make the necessary adjustments later. At least you did something. If you never take initiative, things will never get done!

If you identify a problem or something that needs to be done, who is the best person to initiate the solution? YOU ARE!

5.  Must have HUMILITY – Humility is better than humiliation

I always have to include humility in any discussion I have on leadership, regardless of whether I am focused on the HSE Profession or leadership in general.

Why? The reason is because so many leaders struggle with this. They’re under the impression that you must be tough, authoritative, and all knowing in every situation. I’m aware of this because I used to lead that way.

However, throughout all of my leadership mistakes in life, marriage, parenting, and work, I realized that leadership is about knowing what you know, and more importantly, recognizing what you don’t know. Not only is there intrinsic value in the admitting that you don’t know all things, but also external importance amongst employees who sense your humility.

Here’s a promise, employees sometimes know things that you don’t know. They may not say it to your face, but trust me; they are talking behind your back.

I love what C.S. Lewis and Lou Brock have to say about the subjects of humility and pride:

 C.S. Lewis said, “Humility is not thinking less of yourself, it’s thinking of yourself less.”

Lou Brock said, “Show me a guy who is afraid to look bad, and I will show you a guy you can beat every time.”

 A lack of humility makes us vulnerable. Without it, we open the door for negative things. People don’t want to follow arrogant leaders, they want to follow someone whom they believe in and connect with. A lack of humility withholds honest connections with others; therefore, we must act as humble leaders.

CONCLUSION

Here’s a re-cap of the must-haves for leadership.

1. Must have an unwavering PASSION for the profession.
2. Must have a great ATTITUDE
3. Must be a PROBLEM SOLVER
4. Must take INITIATIVE
5. Must have HUMILITY

This is a very quick overview of each item. Honestly, it’s only an introduction into what it takes to become an effective and successful leader. Throughout the years, these five must-haves have helped distinguish me as a leader. They are my personal aspirations and they may or may not work for you. You must evaluate your current leadership style. Identify what will complement your personality and how you can create influence that will enable you to lead.

Take time and research each of these must-haves and learn how to apply them in your current position. I am confident that you will become a more effective leader because of it.

I can recall it vividly. About 4 PM on a recent Monday afternoon, I was in my office having a meeting when my cell phone rang. I looked at it and saw that it was our service director. However, I chose not to answer and continued my focus and attention on the person I was meeting with. The phone immediately rang again. This time, I excused myself and answered the phone. The service director quickly informed me that one of our vehicles was involved in a very serious accident, one with potential for significant injuries. He stated the area manager was on his way to the scene and was currently in a conversation with the vehicle passenger

As information, as well as pictures, quickly came in from various sources, I was able to piece together a relatively accurate account of the incident. It appeared that a vehicle had attempted to make a left hand turn across traffic. A semi truck was heading in the opposite direction and tried to take evasive action by entering the opposite lane of traffic where our vehicle had been traveling. In an attempt to avoid the truck, our driver left the road and went into a field. However, he was hit by the semi, causing our vehicle to roll several times with the semi resting on the top of the upside down vehicle. Both employees were able to exit the vehicle, but were transported to the hospital for evaluation. After a series of tests, both employees were released from the hospital. One was released with no injuries and the other received sutures due to a laceration on the head. Despite the severity of the wreck, the outcome was a positive one. Our employees left the scene of the accident with only minor injuries. It was great end result to a potentially devastating outcome.

As I reflect upon this situation, I have recognized just how much leadership counts! The way one conducts them selves during a situation has a dramatic impact upon others and the overall situation. With this incident in mind, I believe it’s important to outline the leadership traits and qualities that are crucial during a time of crisis.

Listed below are the steps I took during this particular crisis. These steps allowed me to posses the poise and confidence needed to lead our people as well as the company through this crisis.

• I had to quickly define what the problem was – Sounds straightforward doesn’t it? Well, it wasn’t. To accurately define the problem, I had to sift through all of the initial information and decide what were assumptions, exaggerations, and just hearsay.

• I asked pertinent questions to simplify the situation – I focused my questions on those that would provide relevant, simple information. I wanted to obtain information that was relevant, so I could relay an accurate account of the situation to my executive group. This was not the time to figure out what caused the accident to happen in the first place.

• I had candid communications – I was frank with my executives and CEO. It was a serious incident, one with potential for devastating results. I stuck to the facts. I never downplayed the situation or made things appear different from the presented information.

• I secured authorization to make decisions – I needed to secure the support of the executive group. The first three steps above showed this to be a swift, almost non-existent need. This allowed me to make decisions and take action with confidence. For example, I flew the injured employee’s girlfriend in from California and ensured that other family members were able to meet him at the hospital. I also made sure that everyone was fed and taken care of.

• I utilized the entire TEAM– I quickly realized that I wasn’t in the best position to make certain decisions. I brought in my regional EHS director for information on the injured employee and used the area manager for information regarding the accident scene. We also utilized lead individuals to gather personal belongings, tools, and equipment.

• I made the decision to do the right thing regardless of the outcome – I had to make decisions that were right for the employees’ health and well-being. I refused to cut corners or lower my ethical standards that would sway the outcome for me or anyone else.

• I needed to be visible and provide reassurance and support – I needed to be at the location. I felt it was critical to show support and reassure everyone that we would get through this. I booked an early morning flight. However, due to weather, my flight was delayed three different times. I made the decision to drive the nine-hour trek and get there by early evening.

• I displayed support and commitment by meeting the needs of those involved – The time spent on site was a simple one. I demonstrated support and commitment by making sure the employees had everything they needed. As I was told the details of what happened, I listened. This was not the place or time to investigate. I simply bought lunch, ensured needs were taken care of, and settled all medical costs. In addition, I provided an ear to hear and listened to those around me.

These eight action steps allowed me to be an effective leader by managing the situation, adequately communicating the facts, and leading people to an effective resolution. In retrospect, there are some things that I could have handled more efficiently. However, I can take these gained insights and use it to transform me into a more effectual leader.

Our ability to lead people through a crisis is the most important tool to obtain. Whether it’s ensuring the emergency is under control and necessary resources are available, or simply being a support person where people are taken care of and the facts are communicated, your leadership counts.

I hope by outlining my personal actions during this particular crisis will help you become a better leader. If and when you find yourself in the middle of situation, remember, a leader must show value and demonstrate influence to lead effectively.

In safety, a big part of our profession involves behavior modification activities. Whether it is from a behavior observation process or from one-on-one conversations, we spend a lot of time reviewing statistical results and/or visually observing behaviors.

I’ll never forget the story my daughter recounted one day. She heard it from a speaker in elementary school. Although the story was most likely not true, it nevertheless painted a picture of what “attitude” is and the impact it can have upon a person.

“ A man finds himself accidently locked in a refrigerated boxcar. Unable to get out, he uses a knife to etch words and phrases onto the wooden floor, such as….”It’s so cold, my body is getting numb” and “I don’t have much longer…” As the hours go by, the man slowly succumbs to death. The next day, the man’s body is discovered. His written records indicate death due to hypothermia, but the physical evidence shows that the temperature never dropped below 50 degrees. If it wasn’t hypothermia that caused his death, then what was it?

If it wasn’t hypothermia that caused his death, then what was it? The answer of course, is his ATTITUDE, plain and simple. He had determined he was going to die and in his mind, there were no other options. This story demonstrates how powerful our attitude can be and how it dramatically alters the outcome of any situation. So what happens when a person’s attitude interferes and affects their behavior? Can a person’s attitude be changed? I think it can. Allow me to explain.

I have always taught that behaviors can be changed and modified through training, accountability, etc. However, the individual controls their attitude. It’s a choice. An individual will bring their own thoughts and feelings to the workplace, as well as their personal viewpoints with them. In fact, Webster dictionary defines attitude as “A feeling or a way of thinking that affects a person’s behavior.” If we take this definition and dissect it, we discover that a person’s attitude is their “way of thinking.” Therefore, if I change their “way of thinking,” I can change their attitude and ultimately their behavior. If we change their behavior, then we can reduce risk and potential injuries.

Attitude is more important than anything else. It is esteemed more than money, your circumstances, your failures or your successes. It is more valuable than your appearance, your talent, or your skill. Your attitude will make or break you. It will determine your ability to succeed in everything you do.

At my company, we hire based on attitude, not necessarily knowledge or ability (although that is very important). I spend a lot of my time teaching our leaders how to identify candidates that possess the right attitude. You see, if a person has the right attitude, then we can teach and train them for almost any position.

I am totally convinced in the phrase that states life is 10% of what happens to you and 90% of how you react to it! Winston Churchill once said, ”Attitude is a little thing that makes a BIG difference.” There is a direct correlation between attitude and behaviors. A person’s behavior is affected by their attitude. An employee will likely do what is required when the supervisor or safety professional is around. But what about the moments when no one is around? A person’s behavior doesn’t dictate their attitude, but their attitude can dictate their behavior.

Can you positively affect a person’s attitude? Absolutely! Here are several things that can make a positive impact on a person’s attitude.

• Attitude Awareness– Recognize a person’s attitude (their state of mind). It will determine the approach you take when interacting with them. Using the wrong approach could result in confrontation, rather than a solution. Bad attitudes catch on much quicker than good ones. A person with a bad attitude can affect many people very quickly. Think about it, they are in the work area all the time, interacting with those in their shop, location, etc. Remind employees that attitudes (both positive and negative) are contagious. When addressing the individual’s attitude, place the focus on the behavior instead of their personality traits. ROTTEN ATTITUDES WILL RUIN EVERYTHING! They must be addressed.

• Take Responsibility for Your Attitude– Surround yourself with those who are optimistic. You’ve heard the saying, “Bad company corrupts good character.” There is definite truth to this statement. It’s easy to get swept into a mentality that brings about gossip, complaints, and inefficiency. If you make a conscious effort to begin each day with a positive frame of mind, you will be more equipped to handle unforeseen tasks and events. Remember this…a lot goes into an attitude, but a lot more comes out of it! As a leader, this can create success or failure. You own your attitude, be careful.

• Be Consistent – Consistency in our decisions, approaches, applications and interactions formulate our credibility. Employees must understand that we are who we are regardless of the situation. You can demonstrate consistency when your yes is a yes and your no is no. Being a consistent leader will help you gain respect and credibility, both of which are essential to changing the attitudes of employees. If your employees consistently chose to not like you, at least there is consistency.

• Be Persistent – Persistence creates expectation. If you continue to be persistent in a cause, then I believe you will succeed in that cause. In fact, I believe if you are consistent in your desires, instructions, applications and requirements, you will establish a persistent expectation. Your employees will embrace that expectation. It may take a while, but eventually they will grow weary of fighting and will comply.

As I close, I ask the question again. Can a person’s attitude change? I truly believe it can. There must be willingness and a desire to change, but I believe everyone has that. The key is to figure what triggers the change. When we are aware of an employee’s attitude, we can take necessary steps to accommodate and approach the attitude. I believe we can successfully engage the employee through conversation and achieve desired results. We can also alter a person’s attitudes by taking responsibility for our own. Our positive attitude in the workplace is contagious. In addition, we must be consistent in our approach, thoughts and direction to all employees. Remember, let your yes be a yes, and your no be a no. Lastly, be persistent in your efforts and expectations. Do not waver. As the leader, pursue consistency and establish your expectations.

Attitudes can change. In fact, employees with the right attitudes will exhibit desired behaviors. Those desired behaviors reduce risk and ultimately injuries. The result? A workplace free of injuries, something of which that we all desire.

I teach, write, and talk a lot about leadership and the need for leadership in every part of our lives.  I cannot discuss leadership (in any capacity) without referring to influence.  You see, leadership is influence, nothing more, nothing less……………There can be no leadership without influence, because that is how a leader leads……………….. through their influence on others.

The more we lead, the more influence we must have on people.  Our ability to lead people is directly proportional to our ability to influence them. The more we lead, the more we influence.

I thought I would share some insights on what influence is and isn’t. As well as what it takes to become a person of influence.

 BECOMING A PERSON OF INFLUENCE:

Many “so called” leaders misinterpret what influence is.  This creates confusion.  Let me begin by sharing what influence is not.

Influence is not:

• Force – a leader cannot force a person to do something.  Well… technically they can initially. However, I always tell my staff that you will know you have influence on others, when they do what is expected when you’re not around.  Many Safety Professionals can force compliance, but can’t force behavior and attitude.  When you leave people with no choice, many view it as a challenge.

• Intimidation – “My way or the highway.” This was my leadership method and style for many years. In fact, I still struggle with this.  Intimidation (through position, in my case) can produce some results.  Don’t wear safety glasses, then you’re FIRED!!  However, this method doesn’t yield great results in the long run.  TRUST ME ON THIS ONE.

• Manipulation – “There is a winner and a loser;” “You scratch my back, I scratch yours.” Manipulation only creates unrealistic expectations and promises.  Once those promises can’t be met, your employees are done with you.  You have lost your ability to influence.

• Position – “Follow because we have to.” Your position can generate a desired outcome, simply based off of your position.  However, it is not lasting.  People need to follow because they want to.  Your position can be a great starting point in adding value to those you lead or want to lead.

SO, what does it take to become a person of influence?

 A Person of Influence:

As Safety Professionals, we influence every day. Think about it. Every time we talk, train, coach, or present, we have an opportunity to influence.  It is important to become a person of influence.  In John Maxwell’s book, “How to Become a Person of Influence,” he uses the acronym I.N.F.L.U.E.N.C.E.R. to outline what it takes to become a person of influence.

 Integrity – Enron was an energy company based in Houston. It employed over 22,000 employees and was named the most innovative company for six consecutive years by Fortune Magazine.  However, in the span of 24 days in 2001, this company with claimed revenues of over $100 billion was declared bankrupt.  What happened?  The lack of integrity in the leadership of Enron caused one of the greatest corporations in the US to fall like a house of cards. The accounting scandal in Enron had enabled it to misrepresent its revenues and hide its losses in subsidiary organizations. Soon this became public. As a result there was a massive layoff. Everyone began not only loosing their jobs, they would soon find out that they also lost their retirement funds.  

7 years later in 2008, the same greed and lack of integrity caused many giant investment banks to fall apart, sending ripples throughout the financial world. The investment bankers never learned from what happened in Enron and while the times were different, the problem was the same.  The problem was and is integrity. If you have integrity, you will be successful. I believe a person of integrity will be successful.  I heard integrity explained this way…”Integrity is what we do, what we say, and what we say we do.”

Nurtures – To nurture someone is to motivate and encourage. A person who nurtures another, will provide leadership in many aspects of their personal and professional life.  They will nurture them in the good times and in the bad times.

 Faith  – Have faith that others will do the right thing.  This has been a difficult thing for me.  I worked in the prison systems for 9 years before moving into the safety profession.  In prison, everyone had an excuse or was innocent.  I have learned to have faith in people until they give you a reason not to.

Listens – Listen to people.  When people feel they’re being listened to and heard, they feel their thoughts, actions, and suggestions are being followed up on.  Listen to what is NOT being said.  Many times, employees are not willing to come out and say what they feel, but rather give clues as to what they feel and believe.

Understands- Harry Truman said, “When we understand the other fellow’s viewpoint, what he is trying to do, nine times out of 10 he is trying to do right.”  Understanding is what drives our workforce and the people we lead. It ensures we create an atmosphere where their thoughts, actions, and desires are integrated into our vision and plans.  I frequently tell my staff to “get in the box, close the flaps and roll around a while, then think outside the box.” Only when we have experienced what our team is experiencing, will we ever be able to lead them.

Enlarges – Mentor those you lead.  Freely share your thoughts, ideas, and experiences with your staff.  Give them assignments that stretch their capabilities as well as recognition.  Give credit where credit is due.  Place your staff and employees in a position to succeed. From there, you can influence your way to leadership.  Realize you can’t enlarge everyone. Identify those who have the skill and a desire to be mentored.

Navigates – Provide direction.  Have a clear understanding of where you, the department, and company are going and clearly and concisely communicate that.  Where are you going? How are you going to get there? Have you thought about the course? Be willing to make course corrections. Stay with your people through thick and thin. They must know you have their back.

 Connects – A person of influence connects with people.  Don’t take people for granted, posses a “make a difference mindset,” stay in touch with your people, look for common ground, respect differences in personalities, find out what makes them “tick”, be sincere in your communications, and share common experience. Once you have connected with an individual, stay connected.

Empowers – Set them up for success.  Make sure they know you trust their decisions and actions.  Remember you can’t empower everyone. Make sure you are in the right position, have a working relationship, have the respect of the person you are empowering, and are committed to the process through the good and bad times.  When you empower people, you’re not influencing just them; you’re influencing all the people they influence.

Reproduces – Raise up leaders who reproduce leaders.  Influencers reproduce other influencers. Develop your own leadership potential and find others with leadership potential. Teach to be a leader and not just to perform tasks… and then MULTIPLY!!!

Our ability to influence is directly proportional to the value we add to those within our leadership realm.  If you want to lead, you must influence, because without followers you cannot be a leader.

I think it was John Hancock who said, “The greatest ability in business is to get along with others and to influence their actions.” I fully believe that is true. Influence is created by building relationships that create trust. Influence can only begin when there is trust in the relationship.

The last few months of my professional experience and interaction with company employees has been well……CHALLENGING. We’ve grown fast, adding people, increasing production. That is good.  However, growing fast means you add people fast.  Some are very good, others are well……..CHALLENGING.

As I reflect back o the last few months, I realized that I have to remember my own self-management.  I realized that being a leader is well…..CHALLENGING.  I found that leadership is truly a 24/7 job.  In fact, leaders must practice the art of influence every time, all the time.  If you sway, you will fall back into the same practices of those you lead.

Here is an example;

Due to our growth, we opened an additional manufacturing facility.  That meant we needed leaders and employees.  We tapped into a retired individual that was familiar with a lot of our executives and had significant experience in manufacturing.  It meant that he would be in charge of securing the location, ensuring the building was ready for manufacturing and recruiting people to build the product.  This was all accomplished, however the way he went about accomplishing this was not what I expected.  For one, he went to his former employer and convinced a large group to come over and work for us.  This occurred without any discussions or insight into our hiring process.  That meant that we had employees showing up for work without being fully authorized and without going through orientation, etc.  This frustrated me greatly.  In fact, I immediately grew dissatisfied and refused to accommodate him.  He continued to defy our policies and procedures and was causing a lot of dissension between employees. I found myself resisting his ideas and refusing to support him.  This was greatly affecting who I was as a leader.  It was noticeable and my attitude was not very good.  My employees closest to me were asking what was wrong with me, why was I  letting this guy get to me?

I realized that I was the problem.  That I had the knowledge and ability to immediately change this situation.  I was the company leadership example.  I mean, I train on leadership.  Employees were looking to me for direction and they were watching my reactions to this guy’s actions.

As I began to think and meditate on the situation, I realized that I had done a poor job of self-management.  I had temporarily walked away from what I know about leadership and the very things that I teach others.

I realized that a leader’s greatest challenge is self-management. I also found that my leadership must be right on for others to follow.  I must alway add value, in every situation in order to influence people.  Remember, leadership is influence, nothing more, nothing less. I needed to be a strong leader, influencing this person to follow the rules, to communicate his thoughts and desires, to provide the required feedback (positive or negative). I realized that if I lead myself the correct way, others will follow.  If I do not lead, or if you lead poorly, you’ll push people away.  Even those who you consistently influence become frustrated.  They see your frustration and act in a similar manner.  Eventually, you will push them away.   These are the very people you need as examples for those who aren’t on board yet.

As we consider self-management, I like to follow the three areas as provided by John Maxwell.    Here they are, with my flair and take.

1. Emotions – Like anyone else, leaders experience powerful emotions. However, good leaders know when to display emotions and when to delay them. I often hear people question leaders that show powerful emotions.  I say that those emotions must be timely.  They must be displayed in the appropriate situations.  The wrong emotion at the wrong time, can do significant damage.  The right emotion at the right time, can produce incredible results. Leaders must hold their emotions in check until an appropriate time and place. Remember, the ultimately goal in leadership is adding value.  Emotions can add or detract value based on the way they are displayed.
2. Thoughts – Leaders are thinkers. Thoughts are critical to making sound decisions. If you are too busy to spend time in thought, your decision making ability is affected.  A good leader must allow time for gathering and organizing our thoughts.  Throughout the day, write down those things you need to revisit. Set aside some time daily to resist those items and think through them.  In fact, I suggest that you spend time weekly removed from distraction and meditate on those items.  I really believe successful leaders are thinkers.  By thinking through things, you are able to form great questions.  I believe great questions are the sign of a good leader.
3. Energy –  Successful people are high energy people.  However, high energy levels can create problems, both for you and for those who you influence. I am driven to accomplishment.  I tend to focus on achievement.  In fact, I measure my daily performance by what I accomplished. I tend to over-achieve and overwhelm people.  In my training with the John Maxwell group, I realized that I must focus my efforts on what provides the greatest result.  To ensure I focus on the right things, I start every day reviewing my calendar and identifying the one or two activities that require the greatest amount of energy.  I focus my energy on them and sandbag the rest of the day.  No I don’t give them less effort, but I am slow and steady to complete these projects.  It is ok if they don’t get finished that day. I cannot afford to expend my energy on situations or people pulling me down as a leader.  I must always approach those in a positive manner that results in influence and ultimately, my leadership.

CONCLUSION

Being in leadership is well…….CHALLENGING!!  As leaders, we must always remember to self-manage our own actions and ensure we are always leading.  whether it is a situation or a person, the way we react is a direct result of our leadership frame of mind.  Follow the three things mention above (emotions, thoughts and energy) to ensure you are self-managing yourself.  I found if I follow these three areas, I am prepared to handle any situation that may come my way.

Jim Rhone once said, “The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.”  I think if we can take hold of this, we can all be effective leaders who are up to the challenge.

Become a good self-manager and become a good leader.

Every have a day where every decision is yours?  Even when you have people who should be making them?  Well this week has been one of those weeks for me.  I have had several decisions to make, that people should

know the answer or should be able to come up with the appropriate answer.  Heck, come up with n answer EVEN if it’s wrong!  Can we move the conference call?  Does this person need to be trained? Does this piece of equipment need a guard?  Can we start someone today and do orientation next week?

What the heck!!!  I am strategic thinker, I don’t have time for this non-sense!

Well, maybe you do.  I found myself getting frustrated,  then I realize they are looking to me for direction.  Maybe they don’t feel comfortable with their answer.  Maybe they don’t feel comfortable with my reaction to their answers.  People will answer questions and make decisions only if they feel confident in their answers or decisions.

So how do we as leaders ensure our people feel comfortable and confident to answer questions and make decisions?  Here are 5 ways to accomplish this.

1. Make Sure Everyone Understands the Expectations – Your employees must know the parameters for making decisions.  A leader’s expectations are critical to great performance.  You must be willing to outline the expectations and let your people make decisions and answer questions.  Always leave the door open for them to come ask if they don’t feel comfortable.
2. Knowledge – Do they have the knowledge to make the decision or answer the question?  I have often found myself asking questions to a boss that is met with a “are you serious” stare.  Well yes I am, I wouldn’t ask if I knew the answer.  Employees need to have the knowledge to answer the questions, if they don’t, make sure they feel comfortable coming to you for direction.
3. Less is More – There is all kind of research and data and this.  My take? Provide less “fat” in the details and let people make decisions.  encourage your employees to make decisions based on their knowledge and expertise.  If they are knowledgable or the expert, then encourage them to go to the correct resource.
4. Use Your Gut – Your “gut feeling”, we all have it.  FOLLOW IT!!!  Our “gut feeling”
   is known as intuition.  Intuition is the feeling you get from the information you have.  People ar intuitive in their areas of strength and knowledge.  If the decision is based within, use your intuition to derived at the answer.
5. READY, FIRE, AIM – My absolute favorite.  Encourage employees to make decisions based on this concept.  Professionals often times get caught up in ensuring the project, decision, etc is perforce and then never follow through or complete it.  READY, FIRE, AIM simply means that if your prepare appropriately and FIRE! Then we can easily make course corrections later to perfect it.

In the end, decisions are not always easy.  Heck, I re-wrote this ending five times!  But decisions are necessary.  Encourage your employees to make decisions on their own.  If the decision isn’t right, be supportive and encouraging in your coaching!!

As a coach, trainer, and speaker for the John Maxwell Group, I have been researching leadership issues and strategies on a daily basis. Throughout my preparation in teaching a Mastermind group in the “21 Irrefutable Laws of Leadership,” I began thinking about how much we have on our plates and how we must learn to balance it all.   I came across the six balancing acts written by John Maxwell.

I put this together in hopes that you may read it, apply it, and live it. I have, and it works! I recently read this and fully believe that it is true, “Great leaders combine an assortment of skills into a single repertoire from which they inspire and guide their team.” Good leaders are able to somehow merge and mix contradictory traits, which they effectively include in their daily activities and interactions.

Here are the six things that I have tried to instill and follow in my own life and leadership style. These are taken directly from the John Maxwell article found in Leadership Wired.

1. Leaders are both confident and modest – You need self-assurance to lead, but you also must be able to set aside your ego. Being a leader is not about making yourself more powerful. It’s about making the people around you more powerful. People follow leaders who have a healthy sense of self-worth, and are yet humbled by their responsibility. Egotistical leaders use others to advance their self-centered pursuit of perks, titles, and other status symbols. Eventually, they disillusion their people and stunt the growth of the company. Confident-yet-humble leaders derive satisfaction from serving others. These leaders unlock the potential of people and equip them to further the company’s mission and vision.
2. Leaders communicate passionately and listen patiently – Listening to others improves ideas, sends alerts to unforeseen issues, and allows for closer relationships with employees.  Listed below are some important quotes on listening. “Big people monopolize the listening, small people monopolize the talking.”  “Listening is the way to gain wisdom, because everything you say, you already know.”  Effective Leaders allow others to tell them what they need to hear, not necessarily what they want to hear.” One of the best ways to persuade others, is with your ears, by listening to them.”
3. Leaders give encouragement and they are never satisfied – Effective leaders encourage people, affirm their work, and constantly push them to even greater performances.  A group’s primary motivation comes from a passionate leader who positively expresses dissatisfaction with the company’s status, along with a sincere belief that the group can take things higher. Leaders should stretch people, but they can only do so to the extent they can demonstrate care and goodwill towards those they lead.
4. Leaders protect their people from danger, but expose them to reality – Most people want a leader who insulates them from difficulty, rather than encouraging action to overcome it. People need adversity to grow; otherwise they level out. A leader’s responsibility is NOT to protect people from EVERY difficulty, but to PARTNER with them in facing life’s trials.
5. Leaders blaze the trail and show the way – Leaders are not afraid to buck convention and strike out in a new direction. However, they get no pleasure from living as mavericks. Leaders want to link up with others, push into new frontiers, and better guide others down the road.
6. Leaders initiate changes while standing for values that don’t change – One job of a leader is to help people identify what habits and assumptions must change in order for the company to prosper.  At the same time, leaders must ask; which values and operations are so crucial to our core, that if we lose them we lose ourselves?

In short, leaders must bring about change without surrendering the organization’s identity.  Balancing everything in our personal and professional life is an intricate task.  However, in order to maximize enjoyment in your personal life and still maintain professional upward mobility, you must master the balancing act.