LOVE – HATE – DISCONTENT What’s Your View of Our World?

May 14, 2019 / Denis Baker / Leave a comment

Recently, I was on a flight trying to get some sleep before arriving to meet up with my colleagues for a series of meetings. Usually, I prefer to take the first flight out so that the chances of a delay are reduced. However, I live 2 hrs from the airport and a 6 am flight is pretty darn early. So, I settled into my window seat and put on my headphones drifting off to the sounds of Ray LaMontagne. As people boarded, I realized very quickly that my flight was going to be a challenge. Two ladies sat behind me. And apparently, they began their early morning with several Bloody Mary’s.

Both women were VERY loud, vulgar and the one directly behind me would continuously slam down the tray and kick my seat. Her timing was impeccable! Every time I fell asleep, she did something to wake me up. Frustration began to settle into my soul. I would continually turn around and give her the evil eye, trying to get her attention to stop. However, I think it encouraged her to do it even more. I eventually fell asleep but awoke when she violently pulled the top of my seat backward. She was in haste to go to the bathroom and lacked a complete disregard for others around her.

I realized sleep would evade me. I took out my laptop and continued to listen to music with my noise-canceling headphones. The two of them were loud enough that I was able to hear their conversations (even with my noise-canceling headphones). I tried to ignore them, but the topics began to intrigue me. They were talking about politics, their hairdresser, husband, and boyfriend. I heard them bring up the cashier at the store and the “idiot” that made them miss a green light because he was on the phone (I would agree with them on that one). They talked about the ladies they were meeting for their birthday weekend and how annoying they were. They talked about how long it took the flight attendant to get them their drinks (I was praying she forgot). And this continued for the duration of the 3 hr flight.

As I sat there and went through all of his, I began to think about how people view the world we live. And I realized it’s all based on our perspective and the influences surrounding us.I thought about the phrase “love is, actually, all around.”

If you spend time pursuing social media, the web, CNN or Fox News, I believe you’d find that the current state of affairs is one consumed with hate and greed. Ethical values are hard to come by in the workplace, politics and within personal lives. It seems people with integrity are few and far between and that the underlying message to the young and old is that ” the world sucks, and then you die.”

I think the advent of social media and an increased interest in the 24 hr. news, we, as a society have become obsessed with the shockingly evil things that take place. The good in the world is rarely highlighted.

In the words of Hugh Grant’s opening monologue in the movie, “Love Actually,” he says this;

“Whenever I get gloomy with the state of the world, I think about the arrivals gate at Heathrow Airport. General opinions starting to make out that we live in a world of hatred and greed, but I don’t see that. It seems to me love is everywhere. Often it’s not particularly dignified or newsworthy, but it’s always there – fathers and sons, mothers and daughters, husbands and wives, boyfriends, girlfriends, old friends. When the planes hit the twin towers, as far as I know, none of the phone calls from the people on board were messages of hate and revenge – they were all messages of love. If you look for it, I’ve got a sneaky feeling you’ll find that love actually, is all around.”

As a frequent business traveler, I spend a large part of my day in and out of airports, traveling between cities, hoping to make my connection and eating high fat “travel” food. Airports provide a chance to catch up on phone calls, answer emails and work on projects. It is also a great place to people-watch.

Airports offer a simple look into society and the variation found in individuals. There are people happy to go on vacation and people frustrated because their travel plans have changed. There are some who’ve had too many drinks (remember the ladies behind me?) and others experiencing deep sadness as they travel to attend the funeral of a loved one.
One thing I’ve learned from the airport terminals and from sitting on long flights is that “love is actually all around us.”

I realize that we are not as bad as social media and the news make us out to be. Sure, I believe the world has changed. Our moral compasses have been compromised, and ethics and integrity have taken a back seat. However, in the modified words of Hugh Grant, mothers and fathers love their kids, grandparents cannot get enough of their grandkids, people will help others, and our hearts are generally kind. We do love each other, regardless of how we look, dress and the color of our hair. We ultimately know what is right and choose to make our own decisions. We are happy and sad, but we lean on family and friends to support and encourage us.

There is still a moral compass upon us, and we are a society based upon ethical business practices through the integrity of others. When someone is wrongfully influenced, leaders will arise to bring about truth and honesty. Although society has evolved over the years, I am determined to see the good that is all too often consumed with the sensationalism of hate.

You can contact Denis at dbaker@leaderinfluence.net for information on coaching, leadership, team and culture training, DISC Behavioral consulting, or to be an inspirational speaker at your next event.

3 LEADERSHIP PRINCIPLES YOU MUST GET RIGHT

February 25, 2019February 25, 2019 / Denis Baker / Leave a comment

Like some of you, leadership has been a continual growth process for me. It seems that there are some who “get it” from the get-go. However, for me, it’s been a journey. I’ve struggled with resistance from individuals. As a safety professional, the most difficult thing to change in a program is the belief that “we’ve always done it this way,” or “we didn’t budget for that.” In the safety profession, influence is the key to success. The safety profession serves an essential purpose in the work field, but it does not produce a product or generate cash flow.

Consequently, we must be able to influence others to make the right decisions for the right reasons. Success in the safety field is determined through the reduction or elimination of injuries. Ultimately, the worker and their families benefit from our efforts. Over the past several years, three principles have emerged that have helped renew my energy and commitment to influencing those who make the decisions. These principles aren’t new, but I have become more intentional in my implementation. I am deliberate in focusing on each of these principles, and because of such, I have seen significant results.

“Principle-centered people are constantly educated by their experiences.” – Steven Covey

I want to share these 3 principles with you. I believe that EACH leader should acquaint themselves with these truths to obtain powerful influence.

RIGHT PEOPLE
The first question to ask is “Am I influencing the right people?” Different people need to be influenced by various reasons and circumstances. For instance, does a production employee need to be influenced to purchase a new piece of equipment? No. The focus needs to be on finance and production leadership. However, the production employee does need to be influenced by the need to make appropriate behavior choices. If we are not influencing the right people for our current demand, then our time and effort become lost. The second question is “Do you have the right people on your team?” For leaders, the motto has been that people are your greatest asset, but that saying needs some fine-tuning. It’s not just people; it’s the right people. When you’re bringing someone aboard your leadership team, put forth ample time into the resume/interview process. Develop engaging interview questions and include other team members to ensure the person can become an effective team collaborator and has the right skillset to “fill in the holes.” A leader is only as good as his/her inner circle. These are the people that make the vision a reality. Sometimes organizations put excessive emphasis on the senior leader, when in fact it’s more than just one man.

Moreover, it’s not just whom we bring on, but also whom we hang onto. It’s hard to let an employee go or to tell a team leader that their season has come to an end. Ultimately, do what is best for the team and the overall organization.

Consider whom you are currently trying to influence, are they the right person for your needs? Do you have the right people on board and in the right positions? Focus on influencing the right people and ensure your inner circle consists of qualified, committed individuals and success will be achieved.

WELL-DEFINED MISSION
Second, it is vital to have a well-defined mission. A clear mission keeps us on track to complete critical tasks. You and your team must define a mission that supports your vision. Evaluate all the things you’re doing and make the difficult decision to cut out (even good things) that don’t fit within that defined mission. This pruning process will help you avoid “mission drift” and make your leadership more effective.

UNWAVERING FAITHFULNESS
So finally, when you have the right people and a well-defined mission, go after it with all your heart. Those who are passionate about what they want will be successful. Passion drives us through difficult times. In our ready-made culture, we want immediate results. The reality is that any constant endeavor, a marriage, business, or ministry takes time to build. I remind people that they’re embarking on an adventure that requires an investment of faithfulness. Be committed to putting the time and effort in; day by day, person-by-person, project by project.

INFLUENCE, The Key to Effective Behavior Change

December 19, 2017 / / Leave a comment

Influence is an overused word, but few understand the concept. Many think influence is manipulation, force, and/or intimidation based on their position or status within the organization. That is not influence, that is dictatorial power! Influence is an exchange of ideas, a persuasion of others to a known purpose or direction. Influence is gained through the respect of those who are to be influenced.

But what is influence? I want you to think of influence as salt. Salt is not a flashy spice like cayenne pepper or nutmeg. Salt is merely a basic. And yet, it is essential. Without it, food is bland and tasteless. Without it, decay and rot ensue. In recipes, salt serves all the other ingredients by extracting and enhancing their fullest expression and flavor.

As safety professionals. You are in a profession whereby your ability to INFLUENCE others will be critical to the protection of life and safety. You must learn to influence like salt; in the background, without being visible or noticeable. It must become a part of your character and how you operate.

Why is influence so crucial in the safety profession? Influence is essential because safety professions typically have no authority and cannot MAKE people do anything. However, to have employees follow the policies and procedures, apply their training and follow directions, and ultimately achieve success, we must learn how to influence.

In fact;

we must learn to influence WITHOUT Authority!!!

Throughout my years as a safety professional, I’ve found that there are more opportunities to influence than any other position within an organization. Think about it. Executives are relegated to an office. Managers and supervisors have assigned areas of responsibility and seldom venture outside of their designated area. They may understand the departmental dynamics, but not necessarily how it affects the rest of the worksite or organization.

YOU, on the other hand, have responsibility for the entire facility, region or area. Much of your workday is spent in the field or on the floor (or at least it should be!). Safety Professionals are expected to have a broad range of knowledge and an array of information concerning the business and are supposed to solve a full spectrum of problems. So think about all the opportunities to influence; practically every conversation, interaction, and the situation will offer a chance to influence.

However, not all safety professionals take the opportunity to influence like salt. No, a lot of us prefer to pour salt on the wound instead. Because we cover or touch all areas and all departments, we often become very familiar with organizational practices, the people and the dynamics of various personalities and relationships. In doing so, we become aware of problems, inefficiencies and identify opportunities for improvement.

This is both good and bad.

On the one hand, you can use this information to analyze the safety needs and influence for change. On the other hand, the Safety Professional tends to be solutions oriented and strives to solve everyone’s problems.

As a consequence, this mindset is often interrupted as “knowing how to do everyone’s job and do it better!” This has the tendency to isolate our position and decrease our influence. When we do things to decrease our influence, we decrease our ability to lead and ultimately get things accomplished by others. In their book, Influencing without Authority, Cohon and Bradford state “You need to INFLUENCE those in other areas, departments and division’s, those you don’t have control over.” You must learn to influence without authority.

I want to share with you an example of real influence. While flipping through a TIME magazine issue listing the 100 World’s Most Influential People. Two individuals were listed, that I suspect are known to very few. Had influence been determined by a vote, I suspect that most readers would have never picked them. Their names are Brady Gustafson and Mary Scullion.

Brady, just 21 years of age, saved his fellow Marines when they came under direct attack in Afghanistan. Though Brady himself had suffered a life-threatening injury, he fought to save his friends and fellow Marines until help arrived.

Mary works tirelessly with an organization to help the homeless in Philadelphia, stating that “none of us are home until all of us are home.” As a result of her efforts, there are now less than 200 homeless men and women in Philadelphia.

These are real stories of influence. In society, influence generally indicates power over others, the power that inevitably reflects back on the one who is influencing. But for Brady and Mary, influence has very little to do with their own glory.

Indeed their influence is not about making a name for themselves, but rather about lifting up those without names and faces who have no influence or who most of the world will never know; homeless men and women and small-town young men who defend America.

What makes Brady and Mary so influential? I believe it is their behaviors. For Brady, he decided to take a risk to save others, knowing full well the potential outcome. However, his desire to defend and protect others generated a behavior that resulted in the saving of many lives. For Mary, it is having a subtle, but effective method of support to change the way the homeless population behaves.

So how does that relate to the Safety Profession? When we consider the process of eliminating injuries, one must consider behaviors as the single most crucial aspect of a person working safely. With that as the case, changing or modifying behaviors will reduce or eliminate workplace injuries.

How does one influence change in a person’s work behavior? The answer to this question is simple. You must influence the person to exhibit the right safe behavior because it is the right thing to do. To accomplish this, you must do the following;

Realize your character will be crucial to having influence.
Give encouragement. Start every conversation or interaction with something positive.
Let them know you need them. Make sure you establish their importance in the organization.
Create a memory of the conversation. People will refer back to those memories when they are in similar situations.
Say the right words at the right time. What we say is very important in our influence.
Encourage them to make the right choices and decisions.
Remember, you are there to support and influence them. It’s not about you!
Listen to what is not being said. Make sure you listen to understand before you reply.
Find the key to their motivation. Everyone is motivated differently. You must learn how to motivate in short period of time.
Be the first to help. If there are issues, look for realistic solutions and be helpful in solving problems.
Everything is in a name. Use their name throughout the conversation. Nothing is more influential to a person than referring to them by their name during a discussion.
Encourage them to work safely. Get their personal commitment to exhibit the right safe behaviors.

Our ability to influence others is the core of changing behavior and ultimately eliminating injuries. As Safety Professionals we must focus our efforts on becoming influential through our consistent interactions with all levels of the organization.

Influential Leaders Never Use These Phrases

November 18, 2017 / / Leave a comment

Believe me when I tell you that I can offend even when it is meant for praise. We’ve all said things that people interpreted much differently than we thought they would. These seemingly benign comments lead to the awful feeling that only comes when you’ve planted your foot firmly into your mouth.I recently read an article by Travis Bradbury, author of Emotional Intelligence 2.0. It offered insight into what to say in a conversation. I thought I would share some highlights with you.

1. “You look tired” – Tired people are incredibly unappealing — they have droopy eyes and messy hair, they have trouble concentrating, and they’re as grouchy as they come. Telling someone he looks tired implies all of the above and then some. Instead say: “Is everything okay?”

2. “Wow, you’ve lost a ton of weight!” – Once again, a well-meaning comment—in this case a compliment—creates the impression that you’re being critical. Telling someone that she has lost a lot of weight suggests that she used to look fat or unattractive. Instead say: “You look fantastic.”

3. “You were too good for her anyway” – When someone severs ties with a relationship of any type, personal or professional, this comment implies he has bad taste and made a poor choice in the first place. Instead say: “Her loss!”

4. “You always . . .” or “You never . . .” – No one always or never does anything. People don’t see themselves as one-dimensional, so you shouldn’t attempt to define them as such. These phrases make people defensive and closed off to your message, which is a really bad thing because you likely use these phrases when you have something important to discuss. Instead say: Simply point out what the other person did that’s a problem for you. Stick to the facts. If the frequency of the behavior is an issue, you can always say, “It seems like you do this often.” or “You do this often enough for me to notice.”

5. “You look great for your age”– Using “for your” as a qualifier always comes across as condescending and rude. No one wants to be smart for an athlete or in good shape relative to other people who are also knocking on death’s door. People simply want to be smart and fit. Instead say: “You look great.”

6. “As I said before . . .” – We all forget things from time to time. This phrase makes it sound as if you’re insulted at having to repeat yourself, which is hard on the recipient (someone who is genuinely interested in hearing your perspective). Instead say: When you say it again, see what you can do to convey the message in a clearer and more interesting manner. This way they’ll remember what you said.

7. “Good luck”– This is a subtle one. It certainly isn’t the end of the world if you wish someone good luck, but you can do better because this phrase implies that they need luck to succeed. Instead say: “I know you have what it takes.”

8. “It’s up to you” or “Whatever you want” – While you may be indifferent to the question, your opinion is important to the person asking (or else he wouldn’t have asked you in the first place). Instead say: “I don’t have a strong opinion either way, but a couple things to consider are . . .”

9. “Well at least I’ve never…” – This phrase is an aggressive way to shift attention away from your mistake by pointing out an old, likely irrelevant mistake the other person made (and one you should have forgiven her for by now). Instead say: “I’m sorry.”

In everyday conversation, it’s the little things that make all the difference. Try these suggestions out, and you’ll be amazed at the positive response you get.

5 Ways to Defeat Complacency

November 6, 2017 / / Leave a comment

The phrase,” it is what it is” becomes the motto for many people who allow complacency to embed there lives and way of thinking. In fact, that phrase indicates complacency has overtaken their ability to transform their results.

Complacency is like a deadly virus dormant in your system. It is lurking to kill your goals, dreams, and success. It has the power to rob you blind of new experience, positive change, and personal growth. The worst thing about complacency is the infected person is usually unaware that he or she is at risk.

Complacency occurs in all of us. It is present in our personal life and career. However, success is determined by your ability to effectively avoid or move away from complacency.

To help you avoid or beat complacency, here are five ways to defeat or prevent complacency.

Let Others Have Influence – “Never mistake the power of influence.” – Jim Rohn. Leaders need to listen and be wise, vulnerable and courageous enough to allow others to have influence. I know what you are thinking, being vulnerable as a leader is a sign of weakness. That thinking is out of date. In fact, I believe vulnerability is a sign of strength, creativity, and openness. Vulnerability displaces complacency by ensuring we are allowing others to influence where and when we need it. Let’s face it, complacency embeds itself in the inability to think differently. Influence will enable us to consider options.
Challenge the Status Quo –“Today, our very survival depends on our ability to stay awake, to adjust to new ideas, to remain vigilant and to face the challenge of change.” – Martin Luther King Jr. Evaluate your goals often. As complacency sets in, our ability to think differently is minimized by our inability to process anything other than what we already know. Instead of seeing the opportunity to move forward, we wait to seek permission and find ourselves passed up by great opportunities. Lolly Daskell wrote, “Challenging the status quo takes an open mind, open heart and open will.” When we fail to challenge the status quo, we allow complacency to discourage our intentions and thus weaken our ability to contribute to success.
Be Curious – “I have no special talents, I am just passionately curious.” – Albert Einstein. What we know is all we know. Without a curious mind and curious heart, we become stagnant in our thoughts and ideas. This allows complacency to become our comfort place. John Maxwell said, “When you lack curiosity, you breed indifference.” Indifference leads to ruts and routines and creates a complacent spirit. Curiosity, on the other hand, promotes change and adventure and a desire to always improve. Curiosity requires wisdom and courage, just like the explorers who first set off around the globe. When you are in exploration mode, you may be moving forward or side-to-side, but you never go backward. You put yourself in a position to create influence rather than falling into the traps of complacency.
Kick Laziness in the Rear –“We often miss opportunity because it’s dressed in overalls and looks like work.” – Thomas Edison. Complacency results from our lack of desire to allow others to influence, challenging the status quo and the lack of curiosity. Why? Because we prefer to remain idle and do nothing. We are just lazy. We accept where we are and what we have accomplished, and there is no desire to do anything more. This creates a complacent environment where we accept our current position. We may have a desire have a desire to be better than we are, but we don’t do anything to move forward. Laziness puts our careers and relationships on hold. We become stagnant and accept our current performance as ideal. Success has no room for laziness. Become a person who desires perfection! In others words, “Just Do It.”
Keep Hope Alive At All Cost –“You don’t have to see the whole staircase, just take the first step.” – Martin Luther King, Jr. Regardless of life or business situations, hope will always shine a positive light. Hope drives our desire for accomplishment. Hope is the belief that circumstances in the future will be better. It’s not a wish that things will get better, but an actual belief, even when there may be no evidence that to support it. Talent, skill, and ability gets you in the game, but the hope is the motivation that keeps you there.

Complacency robs us of our success and achievements. It creates a way of thinking that blocks our ability to achieve the great things we desire. In fact, complacency sneaks up on us so fast that we don’t realize we’ve become complacent until someone points it out.

Take a pro-active approach to preventing complacency by evaluating your current personal and business position and taking actions to defeat and even avert complacency. Consider these 5 ways to overcome complacency.

10 Actions To Increase Your Influence With Others

September 4, 2017 / / Leave a comment

Want to be influential? Do these 10 things.

ENCOURAGE – Start every conversation with something positive about the person or group you are addressing within the first 30 seconds. People are motivated by encouraging words.
UNDERSTAND YOURSELF – When I think about what needs to happen or take place, I reflect on how my actions, my conversations, and my vision will affect others. I’ve realized that my performance is a direct reflection of my leadership.
KNOW WHAT OTHERS GO THROUGH- Understand the trials and troubles others go through by being a part of their day. Good leaders become someone who listens to their people, not to reply, but to understand. Get in tune and know the people you lead and you will increase your influence.
REALIZE EVERYONE IS DIFFERENT – They understand Good Leaders Ask Great Questions (read this book from John Maxwell). The right questions will uncover a person’s interests and what motivates them. I think it is important to connect by finding common ground and nurturing relationships.
HELP OTHERS – I have learned when we are first to offer assistance and aid, we begin connecting in such a way that our relationship allows us to influence. Zig Ziglar said, “You can have everything in life you want if you will just help enough other people get what they want.”
ADD VALUE – Add value by finding out what is important to those you lead. The value will look different in every situation. A good leader will ask great questions to identify what value looks like.
SHARE STORIES AND EXAMPLES – As a speaker, I’ve learned the importance of sharing good relevant stories. As a leader and professional, I’ve recognized the importance and effectiveness of sharing good stories with those I influence. People want to see the human side of leaders. I believe stories create a sense of belonging and connect us through life’s similarities.
NO STRINGS ATTACHED – Christopher Reeve said: “Success is finding satisfaction in giving a little more than you take.” When we give without any strings attached, we will benefit professionally and personally and professionally.
REMEMBER NAMES -Learn the names of those you meet and associate with. Few sounds are as sweet to a person as hearing their spoken name, few sounds are as irritating when you refer to someone by the wrong name. Remembering names, shows you value them.
ACKNOWLEDGE STRENGTHS – I think one of the best ways to gain influence is to recognize a person’s strengths. Areas of their personality or employment that seems to tie them well to the organization. In fact, they will want to “Exceed Expectations,” not just meet them.

We all have influence, big and small. We all have things we are gifted or talented. Things we leverage by adding value to others. Whether it is our attitude, problem-solving skills or simply just our ability to laugh, we should be sharing our knowledge, experience, and influence. Employees respond to influence. We should work hard to increase our influence by adding real value every day. Do this, and you will improve your leadership. You’ve heard it before, “Leadership is influence, nothing more, nothing less.” People respond to influence. We must work to increase our influence by adding value every day. Do this, and you will increase your leadership. You’ve heard it before, “Leadership is influence, nothing more, nothing less.”

We must work to increase our influence by adding value every day. Do this, and you will increase your leadership. To lead others, you must influence! Do these 10 actions regularly, and watch your influence grow!

LEADER INFLUENCE LLC

April 22, 2016April 24, 2016 / Denis Baker / Leave a comment

Leader Influence.net is also Leader Influence LLC. If you find the information presented on this blog helpful or intriguing, then Leader Influence LLC can take you further. The attached brochure explains our services and our desires to INFLUENCE individuals and Teams. Consider Leader Influence LLC next time you are looking for a trainer, speaker or coach.

leader-influence-2-2

AVOID SENDING THE WRONG MESSAGE, Email and Texting Etiquette for Leaders

April 14, 2016April 29, 2016 / Denis Baker / Leave a comment

You’ve been there. You get an email from a colleague that is accusatory or is downright rude and inappropriate. The email is addressed to several people. As you read the email, the words and letters begin to form sentences that spark enraged furry from deep down in your gut. Your ears turn red and your blood pressure spikes. How dare that so and so….!!! You react with self-preservation and vigilance by hitting “Reply All”. In fact, you decide your boss needs to see this, so you “Bcc” him/her. Through your fit of rage, you unleash a barrage of words that belittle and berate the original sender. You do it with a grimace and smirk along with the self-gratification the you will defend yourself and your position to the END and that NO ONE will ever question you again!!! YOU WON!!!

Immediately, after hitting the send button, you receive a text from your boss. Yes! He wants to congratulate you on a great response! Only when you open the text, it says “meet me in my office first thing in the morning.” Well, you get the picture.

Is this the behavior and response you would expect from a leader? I would hope not. However, I see these types of emails and responses every single day. And yes, I’ve been guilty of some of the harshest.

Email and texting are two of the greatest forms of communication since the invention of the telephone. They have increased productivity by huge percentages. People are now connected 24/7. We can email and text our thoughts and ideas anytime, anywhere. However, email and texting have also been the worst inventions since the telephone. Now people can email and text their thoughts and ideas anytime, anywhere. Most of the time this is without any thought or discernment. Email and texting have taken the place of face-to-face communication or a phone call. It’s become the easy way out. Well, that creates problems when connecting and building relationships.

Leaders must understand the role communication and relationships play in leadership. In order to ultimately influence people and eventually lead them, we must ensure we continue to connect and build sincere relationships. Emails and texting, perceived in the wrong way, can disconnect people and ruin relationships.

“Email and texting should never be a substitute for face to face communication or even a phone conversation.”

However, if crafted correctly, these tools can be very effective in re-inforcing your ideas, thoughts or desires.

Here are some rules and etiquette for using email and text. These rules have become very useful and effective and tend to lessen the chance of responding in a destructive or unprofessional manner.

EMAIL

When preparing or crafting an email consider the following thirteen (13) suggestions:

First consider a face-to-face meeting or phone conversation before sending an email. Especially if the subject and content is sensitive or could be wrongly interrupted.
Send the email only to those that absolutely need to know the information.
Only those addressed in the “TO” field are required/expected to respond.
Anyone addressed in the “CC” field are being included for “information only.” “CC” those that may help reinforce your message or need.
Those addressed in the “CC” field should not respond unless they have a compelling reason to reinforce the message or if they have additional information considered valuable to the group.
Make sure the “subject” is an accurate depiction of content. It should include any dates for deadlines, etc.
Content must be specifically related to your “TO” group. Be specific and clearly communicate your desires, wants or actions.
Always begin an email with a positive statement. The first 5-7 seconds of your email can determine the outcome.
There should NEVER be more than two emails discussing the same subject.
If there is continued disagreement or confusion, you should set up an in person meeting, conference call or video chat.
READ IT BEFORE YOU HIT SEND AND THEN READ IT AGAIN. Read and re-read your email. Make sure your grammar, spelling and choice of words portrays the intended tone and message.
Emails should NEVER be used to reprimand, counsel or address disagreements.
When in doubt…….have a face-to-face conversation.

When replying to emails, consider these ten (10) suggestions:

Read and reflect on the email content prior to replying. Your leadership effectiveness is reflected in your response.
Don’t automatically hit “Reply All”. This should only be used when needed, and with extreme caution. You should only use “Reply All” when everyone on the “TO” list requires your response. Most of the time, it is sufficient to only reply to the person who sent the email.
Be Careful with the “Bcc”. The “Bcc:” option allows you to “blind carbon copy” someone on an email without any of the other recipients knowing. It’s useful in certain instances, such as when sending a message where you wish to keep email addresses private, or when you are requesting information from a group and want to get the responses. However, “Bcc’ing” can also backfire! The best “Bcc” rule of thumb: Never use it for sneaky or “I gotcha” reasons!
Avoid Cursing. Cursing in an email is wrong, ALL the time and EVERY time!!! End of story. Don’t do it. What if the email is forwarded? It can also be used as grounds for harassment and a hostile work environment. What you write is there forever. I don’t care what Hillary Clinton and the White House say. Cursing in an email comes off as being ignorant or showing a lacking intelligence.
Use proper grammar. Don’t write like you speak, but instead like a professional. Remember, emails are forwarded all the time. A poorly written email going to the boss or the board can halt a career very quickly.
Respond Regardless. Everyone deserves a response, even if the email was mistakenly sent to you. A simple, “I got your email”, or “I think this was sent to me by mistake” will let the sender know they are on your radar. Be smart and respond to those emails that suggest action, etc. Information only emails don’t necessarily require a response.
Be leery of tone. Each person interprets email tone differently. A well written email can easily be interpreted as a negative with the use of various words. In addition, many people use all caps. When you do this, it usually implies YOUR YELLING AT SOMEONE. Unless that is your intention (which it shouldn’t), use *asterisks* around the word or words you want to highlight.
No cuteness. There is no room in a professional email for cuteness or emotional acronyms. No smiley faces, pink dogs, LOL, BTW
Include a professional signature. Include a signature. Your signature should include; your full name, title, work address and phone number. When using a quote or image, be careful that it does not offend. Keep everything professional and business appropriate.
READ IT BEFORE YOU HIT SEND AND READ IT AGAIN. Read and re-read your email. Make sure your grammar, spelling and choice of words portray the intended tone and message.

TEXTING

Texting is easy. In fact, I think it has become the preferred method of communication. Co-workers are texting each other as they sit cubicle to cubicle. Parents are texting children in the next room and, in some cases, from the dinner table to the media room. Texting has become a connivence, it is faster, simpler and easier. Even though the “phone” is a voice communication device, texting has become the preferred mode when using it. It is the lazy way to communicate.

Texting is also gaining acceptance as a formal method of business communication. However, when you are texting for business, it is “imperative you always abide by a specific set of professional etiquette rules”, says career coach Barbara Pachter in her book “The Essentials Of Business Etiquette.”

Here are seven (7) texting principles I found to be very helpful:

Be careful with abbreviations. Texting is meant to be a fast form of communication, so we tend to use abbreviations and shortcuts such as “np” (no problem) or “u” (you). But there is such a thing as an inappropriate abbreviation. Use only shortcuts that are widely known or recognized. Ultimately, the safest route is to type out the entire word or phrase.
Be aware of your tone. Texting is a fast and easy way to communicate. Make sure you use words that set your intended, not perceived tone. Avoid negative words such as failure, wrong or neglected. Instead, use please and thank you.
Never send bad news via text. I had an employee resign via text. I was shocked. Needless to say, that bridge was burned. Keep texting positive.
Don’t change meeting times or venues in a text. Not all people live with their phones in their hands waiting for the ding or vibration. If you change something and communicate via text, you may need to start without your party. HOWEVER, you can confirm meeting times or venues through text. Great way to get a headcount or confirm where you need to be. Just do it early to give the recipient time to respond.
Always double check when using the voice-to-text feature. Smartphones allow you to speak your message, which the phone then converts to text. But a lot can be lost in the translation. Make sure you what is showing as text, before you hit the send button.
Don’t text during a meeting or presentation. This is just rude! Even if you are doing it under the table or behind a book, the presenter can tell. As a speaker and trainer, it offended me when I see people looking at their phones.
Darn autocorrect! This bites me often. Watch the auto correct feature. A great way to beat this problem is to READ your text before you hit send.

By following these simple rules and abiding by proper etiquette, mastering the ability to craft and send effective emails and text can be easy. I crafted this blog, not only because of my shortcomings, but due to the many frustrations I often feel when I see these not used. As a student and teacher of leadership, I want to make sure I do everything possible to influence as many people as I can. I realize how we respond to emails and text can result in positive or negative consequences. I want to do everything in my power to keep it positive; I hope you will too.

EXCEED YOUR INDIVIDUAL GROWTH WITH A MENTOR

March 15, 2016March 15, 2016 / Denis Baker / Leave a comment

The longer I continue in leadership positions, the more I realize how much I really don’t know. In fact, I’m made aware of this each and everyday. I’ve learned; the more I think I know, the more I don’t know and the more I don’t know, the more I need to know! However, one thing I do know, knowledge needs to be transferred to others.

Everything you learn and receive from others is not yours; you are simply a processor of information and it must be passed on. Whether it’s a recent graduate, a technical person, or an experienced professional, I realize that my job as a leader is to transfer knowledge and experience to them. That’s what drives me.

I reflect upon my parents, youth leaders, pastors, coaches, and career professionals who imparted wisdom, knowledge, and experience to me. Without them, I wouldn’t have known how to navigate through life’s challenges. Mentors have been influential in life, impacting both my marriage and my career. In fact, I can recall an individual whom I still lean upon for guidance in my safety career. He has directed, advised, and even scolded me when needed (unfortunately that’s often). Additionally, he has pointed out when I’ve had ideas of significance or times when my attitude needs an adjustment. Everywhere I turn and in almost every conversation, there seems to be an opportunity to either mentor someone or to be mentored myself. I came across this statement the other day; “It’s hard to improve when you have no one to follow but yourself.” To me, this quote reiterates the belief that influence develops through experiences with others.

Identifying the right person to advise you is equally important to what you learn. So, how do you identify and chose a mentor? Below are 10 questions to ask before considering a personal mentor in your own life.

Are they a leader? – John Maxwell concludes, “It takes a leader to know one, show one and grow”If they haven’t experienced it, done it, or taught it, I question whether they are ready to mentor. Identify those who are successful in their professional or personal endeavors. Look for someone who is respected and viewed by others as a leader. When identifying a mentor, seek someone whom you regard highly. You don’t have to aim too though; if you’re pursuing politics…do you need the President of the United States as you mentor?

Are they open and available? – A mentor must be willing and open to share their experiences (the good and the bad) as well as personal insight. After all, mentorship is a transfer of knowledge. Will they be available to meet on a regular basis? Mentorship is best accomplished through face-to-face interactions.

Can I trust them? – Is the person trustworthy? Do they possess integrity, ethics and the same moral compass you desire? Do they have wisdom to make sound decisions and solve problems? It’s through knowledge and experience of seasoned mentors that problems and situations can be resolved in a correct manner. A wise mentor can guide you through a situation with only a few words; this in turn allows growth through your own experience.

Are they transparent, egocentric, or arrogant? – It’s important to note that even mentors make mistakes; however, does that person readily admit his or her shortcomings to you? When identifying mentors, seek those who are willing to share their experiences, even if some are unpleasant.

Do you “buy into” what this person is about? – Plain and simple, do they influence you in the right way? In other words, you must be of the same mind before allowing your mentor to influence. I know many successful professionals, but for one reason or another, I simply cannot consent to what they say or how things are done. Maybe it’s in the way they treat others or how tasks are accomplished. Don’t chose a mentor based solely upon their accolades, examine the person as a whole.

Do they honor their commitments, have the respect of others, and consistently model excellence? – A mentor must honor their commitments. If they continually cancel appointments or never answer their phone (via voicemails, emails, texts, etc.), then they are not the right fit for you. Search for those whom others respect and speak highly of. In my own experience, I’ve found that if a person honors commitments and is respected by others, then they often model excellence within their own lives.

Are they relationship builders? – Mentorship is a relationship. A mentor must convey the sense that they care about you and your future. If not, then why are they investing? Is it for self gain? I am not speaking of mere friendship, but rather about connection and a relationship where the individual is committed to helping you reach your potential. If there is no relationship, you will feel frustrated and fall short of expectations.

Do they recognize mentorship as a long-term process? – Mentoring someone requires time and effort, as well as consistency. When evaluating potential mentors, ask questions to ensure their long-term commitment.

Do they raise good questions? A good mentor will actively listen to you and assess where you stand. They must be creative in asking open-ended questions, further accelerating conversation. Remember, answers satisfy people’s understanding, but questions deepen them.

Are they willing to have those hard, uncomfortable conversations? – A good mentor will hold you accountable for your actions and failures. You need someone who is willing to expose the truth, rather than guard your delicate feelings. Expectations can be attained if you are held accountable.

The right mentor can accelerate your personal and professional development; the wrong mentor can destroy it. Nevertheless, if you are detailed, prudent and purposeful in your evaluation of potential mentors, you can ensure advancement, growth, and success in your life. Someone once said, “you pay for consultants, not mentors” and I believe that this statement is spot-on. If you “purchased” a mentor, then they wouldn’t be truly committed to you. Likewise, you can’t earn a mentor but rather, you earn a mentor’s attention.

Therefore, work hard in all due diligence to identify a mentor in you own life. I hope these 10 questions will serve as a guide on your endeavor and that you will recognize the importance a mentor has upon personal growth. I’ve heard some say, “The teacher appears when the student is ready,” but I say the following is true; “The student appears when the teacher is ready.”

REALLY, YOU LEAD PEOPLE?

January 15, 2016 / Denis Baker / 2 Comments

I read an article the other day that touched on leadership behavior. It sparked an abundance of memories, thoughts and questions that have rolled around in my head for many years. Quite frankly it made me look deep inside of my soul and check my heart to ensure my actions and motives line up with my moral convictions.

Look, leaders are people. In fact, many are good people. There is a very small percentage of leaders that act and behave poorly. I feel I’ve probably worked for more than most. My career has been full of poor leaders. Heck, there are a lot of my past and present employees that might say the same about me.

The whole reason I began my leadership journey was to do everything I could NOT to make the same mistakes or do the same things I have witnessed or gone through.

Through my experience, I have identified 9 things that define poor leaders. Here they are;

IT’S ALL ABOUT YOU– No it isn’t! In fact, we probably don’t care what you did or where you went. It is about those you lead. When every conversation and situation is about you, it limits the interaction and contribution of others. I’ve had many leaders more concerned about how situations affect them, than the one(s) involved or affected.
HEY BUDDY -Considering those you lead as friends. Not good. Leadership is about relationships, not friendships. When friends and buddies don’t perform we tend to “sweep” it under the rug or make excuses, rather than hold them accountable. This creates descension and frustration with other employees. Build relationships, not friendships. I’ve seen many leaders lose credibility over the hiring or advancement of friends or relatives many times. I am not saying you can’t hire employees from the past or those who supported and assisted you at other jobs. I was the best man at my Director of EHS’ wedding 29 years ago. However, I bet he will tell you that he is held to the same accountability level as anyone else. In fact, I expect more out of him, than most.
HORRIBLE LISTENER – blah, blah, blah……. This leader doesn’t care what you have to say. They are only concerned with what’s coming out of his mouth. Their EGO gets in the way. Hey man, you were given 2 ears and 1 mouth for a reason. You need to listen twice as much as you talk. Give people a chance to say something. Who knows, what they have to say might solve the problem.
WHAT ARE YOU THINKING? -Poor communicators can reduce and harm aculture and frustrate employees quickly. Many employees complain about the lack of communication from leadership. What are my expectations, How is the company performing?, Will there be raises or bonuses this year? As I coach leaders, I encourage them to have weekly or monthly communication meetings. This is a time where all they do is communicate key information and allow employees an opportunity to ask questions.
DON’T TEXT ME -Technology is great, but technology has created a diminishing environment of face to face communication. How many times have you received a text or email and interrupted it as negative? Texting and emails are very difficult to communicate a tone. A face to face visit is the best way to properly communicate. I can see your facial expressions and body language and I can react or change my tone or words to ensure effective communication. If you can’t meet face to face, call them, and don’t leave a voice mail to cover your items.
REALLY? –Hear’s a thought……Get both sides of the story before you make a decision. One of the most frustrating things for employees is when a leader makes decisions based on a one sided conversation. One of the traits of a leader is to be open and accessible.
However, that doesn’t mean you base your decisions on the conversations of one individual. I found many times, my accessibility and openness has allowed individuals to voice their displeasure with a supervisor, rule or practice only to find out in my follow-up conversation the individual was disciplined or held accountable for failure to comply with or follow directions, etc.
THAT WILL NEVER WORK– Being cynical is not a trait of a leader. In fact, it is totally opposite. I think cynical leaders feel threatened. They must discount or even put down a person’s ideas because they feel as if they are not a leader if they don’t have the answer. Cynical leaders say; “No, that’s not going to work” or, “I don’t know why we are doing this; this is stupid.” Look, if something is stupid, then the leader needs to fix it. If something is not worth doing or is going to create major problems, it’s your responsibility to facilitate other ideas. Regardless, you must thank and encourage those who offer ideas and opinions, not BELITTLE them!
THAT’S DISGUSTING! –Just because you can say it, doesn’t make it right. Foul language is wrong and unprofessional. For some reason, leaders feel they have the right to use foul language and tell questionable stories in front of their staff or employees. I recently had a leader use very disgusting language in reference to a football game. It stunned the group. No one knew how to react. I have had several occasions where leaders would use foul language in an email or text. Regardless of the communication, it is WRONG! Some have told me, “you have to talk in the language of the industry”. What? Come on man!! If that is the case, then we need to clean up the industry! It doesn’t matter if you are playing, it is your normal language or if you are angry, foul language is wrong, no matter what! Whether it’s anger, disgust or this is how you talk to your friends, you can’t bring it to the office.
I can tell if a person has leadership qualities by the way they talk to others.
YOU CROSSED THE LINE! –Leaders who compromise their integrity for business or profits are FOOLS! A lack of integrity from leaders doesn’t just annoy employees, it appalls them. In fact, when a leader shows a lack of integrity, employees become de-motivated. When a boss breaks or fudges the rules, cheats, lies or indulges in behaviors that reveal a lack of moral principles, he loses respect. respect, you can’t influence. If you can’t influence, you can’t lead. In addition, when a leader lacks integrity, he gives employees permission to do the same. I’ve seen leaders compromise their integrity and moral values to be validated by others. I have personally seen this take place and the destruction it causes. A true leader will never comprise their moral integrity for validations.

Being a leader is about doing the right thing and leading by example. You simply cannot have one standard for yourself and one for everyone else. Treat people the way you would want to be treated.

If some of these sound familiar, then do something to correct them immediately. The longer you continue the easier it is to continue.

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