Relationships

WE DIDN’T QUIT OUR JOBS; OUR JOBS QUIT US

/ Denis Baker / Leave a comment

I recently quit a job. No, I didn’t quit the job; the job quit me. For years, I never really understood why I left so many jobs. During my most recent departure, I struggled to understand why I left. I was making an excellent salary, so why would I leave? I started thinking about the “why” and asking myself many questions. After spending a lot of time researching my answers and determining which ones I could drive a long career with my next role, I identified these three questions that helped me recover and consider making the next right decision.

Who can help me? 

“Plans fail for lack of counsel, but with many advisors, they succeed.” Additionally, there’s another principle that is helpful to keep in mind. “Your network often determines your net worth.” The adage is true – who you know is often more important than what you know. Therefore, meeting people and asking for their advice is one of the best strategies you can implement while thinking of leaving a job, feeling the potential to lose your job, or even considering a career change. I have asked many people – “What would you do if you were me?”  The answers were all very up and down, so I often moved to make my own decision.

What is my most significant risk?

Often, losing or leaving your job or considering a career change will create a significant risk of losing money, followed closely by insurance, retirement, or family needs. This NEVER entered my head. I also felt I was making more money and getting significant responsibilities. However, the lack of clarity is an important breeding ground for fear. It’s why I know so many people hang on to their certainty while allowing their souls to be crushed at a job they hate. The first step is to identify the risk reality. For me, money was the big issue. Instead, I needed to be more transparent about the company’s culture, what they did wrong, identify their strengths, or what role my dream job was. All of this is under the banner of reducing and managing the risk of our careers.

Am I moving toward something or away from something?

I know many people who will return to a job they left because they were running from something versus moving to a new, compelling vision. I have done that also. However, when they discover problems in the new job, they often return to familiar, even dysfunctional, roles. I found the way to distinguish between the two is by thinking about which emotion you’re experiencing more: frustration or excitement. Are you more frustrated over your current situation?

Or are you more excited about the potential of what’s next? This takes some honest self-reflection, but whatever you find, the best next step is to keep moving. So how can you reduce the frustration and ramp up the excitement? Do your research and prepare for the next chapter. We all are in a branch of our novel. Preparing for that next chapter is one of the best gifts you can give yourself.

Take a step forward by answering these three questions. It will strongly influence you to consider what is right and achieve A successful effort ahead.

OLD STYLE TO NEW STYLE LEADERSHIP

/ Denis Baker / Leave a comment

I recently interacted with a group of leaders. As I spent time with everyone individually, I identified several leadership malfunctions. The one thing that stood out the most was that the beliefs they cling to need to be updated, creating limited growth potential for their team. 

I witnessed a consistent lack of leadership from the HIGHEST level down to the lowest leader. In seeing this, I realized the company focused on something other than leadership but instead on the production outcome. The culture focuses on production rather than building trust and confidence with the workforce.

Here are the four most experienced leadership beliefs that I determined created the lack of a successful leader.

1. Leaders don’t do work

They don’t sweat; they want you to sweat and get dirty and accomplish their desired goals for their success! Today’s leadership reality is the need for hands-on engagement to create trust, respect, and performance. I saw a large part of the workforce with suspicion of leaders and the loss of care.

But leaders must be seen as authentic.

2. It’s lonely at the top

Is perception different from reality? And, more importantly, what does it say about our leadership styles? The image that comes to mind when thinking of this classic leadership belief is the isolated leader.

If this is what you believe, it is time for a change. It can be either installing a new, updated leader or you focusing on personal growth and becoming a successful modernized leader. 

I witnessed several leaders living in their offices with doors closed and not attending meetings, training, or even departmental lunches. Leaders shouldn’t sit in detached isolation at the top of the organizational chart. Instead, they must immerse themselves in the organization’s culture and people.

3. It’s not what you know. It’s whom you know

The idea was that leadership development was not the result of personal growth as much as it was a byproduct of having privileged access to the ‘who’s who.”

When you consider this concept vs. today’s leadership style, it is truly laughable! I worked in the prison system back in the day, where you were promoted or given the best job based on whom you knew and their role. 

In my time with this organization, I quickly found that if you were the most influential person in a task or department but were not in a tight relationship with the head leader, you were likely not going to get the right job or play the proper role. But, if you and the leader were friends, you were promoted and given the ability to do everything the way you wanted. I had several conversations with people who informed me that many people in specific roles came and went how they wanted.  

True, leaders must always broaden their relational world, but this is to the benefit of others, not for self-advancement.

Leaders are not required to make friends, but their role is to build respect and trust.

4. You can’t teach an old dog new tricks

Yes, there has always been a thought that leaders will hit the ceiling and need help to improve or change their leadership style.  

We all say we want to change but struggle to embrace change. By doing that, we choose to unlearn. The challenge of unlearning is letting go of old ways of thinking about ourselves, others, and how things get done.

But look around today. You’ll quickly see that no matter the age, influential leaders keep learning.

Leaders must continue their personal development. And one of the most important ways to ensure such growth is to strip away outdated leadership beliefs.

So, take a moment to consider whether these limit your leadership.

Because……….. What You Believe Will Determine the Leader You Become!

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

Can I Successfully Do This?

/ Denis Baker / 1 Comment

Every leader lurks a daunting question that hurls a shadow over every significant challenge:

Can I successfully do this?

When I went to take the test for my driver’s license… When I went to work for the prison system… When I proposed to my wife… When my daughter arrived… and every new job I took, I subconsciously thought of this question….. Can I Successfully Do This?

But then, the next question is…..Or Am I destined for failure? Well, my personality falls forward to the answer to this question: ” I can succeed in everything.” Unfortunately, that has driven me to many disappointments and frustrations.

However, we must understand that almost everything that goes through our head attaches to our brain and then determines our decisions. 

We sometimes sabotage by shirking responsibility and self-medicating through addictive behavior – drugs, alcohol, gaming, etc. Others go numb, becoming “yes” men to the tyranny of mediocrity.

For those who have already made the tragic choice of shutting down and checking out, you need to realize your decisions and rethink the successful way forward.

For those still wrestling with the decision, take a step back and rethink the outcome of your choices.

As I coach or interact with leaders, I hear it in their voices and see it in their eyes and body language. People are constantly thinking Can I Successfully Do This?

YOU Can!

Let me drop in a few reasons why you are, indeed, up to the tasks you are qualified and capable of completing and can be successful.

You were MADE to DO this

What you have achieved or have been successful with in the past means you took advantage of your schooling, training, mentorship, and experience to achieve success. 

Everything we do offers challenges. And while we sometimes fail, we’re still designed to take on the challenges adequately. 

You’ve been equipped for this.

You have natural talents as well as trained abilities. It’s not that you’re superhuman. Instead, you’re a human who manages the opportunity within the hands of your past success.

You have people

You don’t have to do this alone. Some people will help you succeed. 

Maybe you’ve been let down by them, but don’t give up. These people, imperfect as they may be, are made to complement an imperfect you!

You also have people that you can help succeed. But, again, this is a requirement for all successful leaders. Remember, not everything is about you; it is about everyone!

Conclusion

Every company and organization suffers from a shortage of courageous, confident, and successful leaders. Instead, many have emphasized humility which creates false confidence for pride. But as we reveal that our thoughts, actions, and team are always working in us, around us, and through us to accomplish our success.

When you remain dependent and surrendered, you remain an unstoppable force for the SUCCESS OF EVERYTHING YOU ACCOMPLISH!

Yes, YOU Can Successfully Do This!!

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

The 5 Actions I have Seen Ted Lasso Do to Create Strong Leadership

/ Denis Baker / Leave a comment

Be careful – there are spoilers ahead if you are watching the series.

My wife gets annoyed when I watch TV shows or movies because I tend to write a lot down and think of ways to manage the content into leadership training or a bit of informative information. For example, one of my favorite TV series shows is Ted Lasso(AppleTV). In watching the show, I have identified many things Ted does or how he acts and reacts to the situation in his crazy job position that influences people.

Probably my biggest hobby is writing about leadership. I focus on things I struggle with or how I see others struggle in their approach to leading others. So I use Ted Lasso as a cheat sheet to develop information on becoming a good leader.

Just an FYI, I am referring to the show names, not real names.

If you’re looking for examples of how leaders behave—or should behave—Ted Lasso is perfect. Here are five actions I have identified where Mr. Lasso and his partners remind us of the way leaders should act:

BE CURIOUS, NOT JUDGMENTAL

This is something I sometimes struggle with. In a game of darts, Ted Lasso faces off against his boss’s ex-husband, billionaire Rupert Mannion. Mr. Mannion lost ownership of his beloved soccer club, Richmond AFC, in a divorce settlement with his ex-wife, Rebecca Welton. The billionaire challenges Ted to a game of darts and decides to wager. Here is how it goes, If Mannion wins, he can pick the player lineups for the season’s last two games. If Ted wins, Mannion is banned from the owner’s box, giving Ted’s boss relief from his harassment. While throwing the darts, Ted refers to a Walt Whitman quote, “Be curious, not judgmental.” He did this to explain why curiosity is more effective than closed-minded judgments. Had Mannion asked a question, such as, “Have you played many darts?” he would have learned that Lasso was a Dart ace.

BENCH THE BAD ACTORS 

Jamie Tartt, Richmond AFC’s star striker, is on loan to Richmond AFC from another club. Tartt is a ball hog on the field. He refuses to pass to other players, even when they have a better shot. He is a relentless narcissist who bullies and taunts his teammates off the field. Because of his lousy behavior, Ted decides to bench during the first half of an important game. I know you are thinking of the high risk of loss that now exists. However, with their coach’s encouragement, the team adapts and pulls out a win. When team members don’t follow the rules or meet expectations, even if they’re rock-star performers, it’s time for a change. Of course, these moves can result in negative consequences. However, they also result in inv higher employee morale.

ADMIT WHEN YOU’RE WRONG—AND apologies

Welton hired Ted Lasso, who had no soccer experience. Instead, he coached American football for a small college. She wanted the club to fail and make her ex-husband unhappy. But Ted Lasso’s wisdom, optimism, and commitment to changing everyone he meets softens hearts and wins over many of his critics. Throughout the season, Welton realizes how she has been changed. Finally, she confesses to Ted that she set him up to fail and apologizes. Ted Lasso forgives her, creating a more profound friendship and commitment to improving the team.

BELIEVE

Belief is a single word emblazoned on a yellow sign hung with duct tape over the coaches’ office. These words show the power of belief in oneself, the team, belief in ideals, and belief in the team’s goals. Belief doesn’t have to be perfect—it just has to exist.

KINDNESS MATTERS  

I’ve noticed in many episodes is that “kindness ” is a potent tool. Good things exist when we are kind and respectful to employees. Even when we need to hold them accountable, we must respect them and influence the change. The brutal soccer legend, Roy Kent, had a great way of influencing others through his commitment and kindness to the team players. Suppose you focus on Lesley Higgins and recognize his commitment to his family and the team. In that case, you will recognize his robust approach to handling different conversations and situations in a kind and effective manner. You should also look at Coach Beard, Lasso’s assistant coach, and watch how he successfully manages the value of wise and steadfast friends.

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

6 Networking Skills to Successfully Sell Safety

/ Denis Baker / Leave a comment

Networking is a crucial component of increasing your leadership. An influential leader prioritizes relationships with employees and leaders to successfully identify the appropriate method to sell your safety vision and expectations.

– DENIS BAKER

Networking is making connections and building relationships. As a safety professional, you are the key player in getting everyone to buy into your safety plans, expectations, and training. All of this is true, from the bottom to the top. These connections will create an atmosphere of respect and trust, and they will see your vision and desires’ positive values. One of the ways I work to build my networking capability is to focus on recognizing the success of what people do and recognizing their role. I also look to serve people and show them that it is not my success but their success in going home every day. I have learned throughout my career that if I focus on people and their needs and challenges, I will encounter solid relationships and succeed.

I will admit that sometimes networking can be uncomfortable. When I see people doing something wrong or not engaged in safe activities, I initially want to hold them accountable. However, that will not result in building a positive relationship. So instead, I will have them stop and start a conversation about what they can do to reduce the risk and ensure their safety. I’ve experienced that networking can be a long-term adventure. Still, you need to know — it is important to remember that the goal is to form lasting relationships.

Those who expect to immediately reap benefits from an initial connection can feel frustrated, insincere, or want to manipulate people. But, when you genuinely connect with people, you build genuine relationships and identify your commitment to serve them to show interest in their position, activities, and family.

Here are 6 Networking Skills to drive you to Successfully Sale of safety

Ensure you have face-to-face communication

Face-to-face communication refers to the interaction between you and the individual or group where everyone is in direct contact. Having a face-to-face conversation, you will be successful in your one-on-one or group discussions. It offers the receiver(s) and sender(s) a viable opportunity to look into each other’s eyes and evaluate their thoughts and ideas by interpreting body language, facial expressions, emotions, and tone of voice. Sometimes it becomes essential for the people you are interacting with to get a clear idea about you.

Make a positive first impression.

When you initially meet with an individual or group, it only takes a glance, maybe three seconds, for someone to evaluate you the first time. So here are things to consider;

Positively present yourself

  • Be yourself.
  • Have a winning smile.
  • Be transparent and confident.
  • Use humor
  • Be courteous and attentive.

You have to know this too, “your first impression can be impossible to reverse or undo, and that will affect the capability of achieving an effective and strong relationship.”

Have a very positive and compelling elevator pitch

You are wondering, “why do I need an elevator pitch for successful networking?” Well, every safety professional has to be able to communicate their goals and expectations to anyone. By doing this, this is how you successfully sell your desired outcomes. But, I also know that a positive elevator pitch will drive the first impression. So, here, let me tell you how to create a successful elevator pitch.

Describe who your “customers” are. In the safety profession, your customers are every employee, contractor, vendor, and visitor, regardless of their roles or positions. Show the benefits or results of following your vision and the safety processes and procedures. Appeal to the need or problem of the other person or group. Don’t only be a problem identifier, be a problem solver. Describe the results when meeting or declining safety expectations make people say, “Tell Me More!”

Elevator pitch example;

“Hi, I am your safety supporter. My role is to ensure that you and your colleagues produce safe behaviors and operate in a low-risk environment. I am here to identify what you like and what we need to address to ensure you feel safe and comfortable in everything you do.” – DENIS BAKER

Your elevator pitch should not last more than 30 seconds, or the person or group might start yawning.

Be patient

It’s hard to be patient when you want or needs people to change their ways. Lack of patience can easily lead to the development of frustration on your side. Here is how I approach the situation when connections and relationships move slowly. Suppose I attempt to aim too directly or quickly at achieving my desired goal. In that case, I move that connection forward (build a strong relationship) by spending more time in the person’s area or working on ways to get more engaged with the person or group. Most times (not all), I see positive progress going forward.

Continually follow-up

Once you connect with someone, you have to follow up. Timing is of the essence when trying to sell safety because you want to reinforce the connection before the person has forgotten your expectations and what you committed to do or check on. By following up, you strengthen your relationship with the person or group. Following up also allows you to re-evaluate the situation and identify if additional needs or concerns have shown up or been deleted or reduced.

Tips for following up;

  • Follow up within 24 hours. You want to follow up quickly so that the person remembers you or your expectations. Walk around or visit, but add additional networking opportunities.
  • When you see them, mention something they told you about their family, sport, or hobby.
  • Ask if they need anything from you or give them an update on what you said you would do or look into

LAST THOUGHT

I encourage you to network with an open mind, learn from others, and welcome opportunities to share your visions and show your commitment to people’s safety. Empowering those around you is the best investment you can make as a safety professional.

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

WHY EMPLOYEE RECOGNITION IS CRITICAL TO ACHIEVING A STRONG SAFETY CULTURE

/ Denis Baker / 1 Comment

 I was recently part of a group of Safety Professionals discussing various ideas on how we can recognize people who meet or exceed safety expectations. As we continued our conversations, I started thinking about how important it is to identify people who are committed to their safety and those around them. As I began thinking more and more about recognition, this thought came to my head. “You can’t build a strong, sustainable safety culture if you don’t know who exhibits safe behaviors.”

Another thing that hit my brain is that I realized that employee recognition is the cornerstone of effective leadership. I believe that as the competition for workers has escalated and the shortage of workers exists, one of the key ways to show that we value their commitment to safety is a critical path to maintaining a consistent workforce.

The most significant reason leaders fail to identify their top performers is thinking in ways similar to a phrase from President Harry Truman, “Just think of what our team can accomplish if no one cares who gets the credit!” – President Harry Truman.

With all due respect to President Truman, this phrase is often misunderstood. The quote is intended to emphasize the value of humble leaders. But when misunderstood, it can deprive a vital piece of leadership information.

Some people believe the words, “it doesn’t matter who gets the credit,” indicate that you should not pay attention to, or even be aware of, those who are delivering outstanding safe behaviors or the leaders who are committed to the safety of their employees. After all, many companies seem to focus on the numbers. Numbers can identify a path forward. However, most leading indicator numbers may not be very actuated. The company I recently worked for only cared if the operations team met the monthly numbers, there was no accountability to determine accuracy. If we focus on the numbers, then numbers will not develop a strong safety culture. The only thing that determines your culture is the people.

If you have interpreted “it doesn’t matter who gets the credit” to mean that individual recognition is not a good thing, step back and ask yourself these questions:

  • Do I know who is generating the best ideas?
  • Do I know who is supporting initiatives?
  • Do I know who is performing the work or tasks safely?
  • Do I know who the most encouraging person on your team is?
  • Do I know who is going out of their way to support their teammates?

If you do, give them, then give them recognition! Otherwise, if you continue to misapply the “it doesn’t matter who gets the credit” sentiment and focus on production and leading indicator numbers, you will face an enormous leadership shortcoming and lose respect and trust.

So, what is employee recognition?

In general, it simply refers to all the ways an organization shows its appreciation for employees’ contributions to the company’s overall safety and business success. It can take on many forms. Companies recognize employees for things like:

  • Achievements
  • Exhibiting desired behaviors
  • Going above and beyond expectation

From the safety perspective, employee recognition focuses on the commitment workers make to ensure their safety and the safety of those around them. So here is the safety version of recognition:

  • Achieving risk reduction
  • Exhibiting Safe behaviors
  • Identifying unsafe behaviors performed by others 
  • Safety suggestions or ideas
  • Following company health, safety, and environmental protocol and procedures
  • Meeting or exceeding accurate and effective leading indicators (observations, inspections, training)

SO WHY DOES EMPLOYEE RECOGNITION DETERMINE THE SAFETY CULTURE

From a very early age, we crave recognition from parents, teachers, and friends. Unfortunately, our desire for a positive declaration is so strong that we can even perceive a neutral reaction as a negative one. If this occurs, employees and leaders lose the desire to achieve success and will focus on what they need to do to meet minimal requirements.

This continues to hold in most workplaces. However, if we can implement a successful employee recognition program, you will see an increase in the company safety culture and also achieve:

  • a higher level of retaining top talent
  • a significant increase in employee engagement in campaigns and programs
  • higher performance resulting in higher production
  • lower risk and safer behaviors

THE FUTURE

Recognition helps the workforce see that their company values them and their contributions to their safety and the success of their team and the company. This is particularly key when organizations are growing or looking for a change. It helps employees build stronger morale and confidence and motivates them to continue working safely and supporting the company’s goals. 

So, no matter how honorable the statement “it doesn’t matter who gets the credit” is considered, we all must embrace the recognition of employees who exhibit vital safety behaviors and fully achieve the leading indicators.

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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 Core Attributes of Strong Safety Professionals and Other Leaders 

/ Denis Baker / Leave a comment

I recently had a conversation with a friend. We discussed how my Peloton bike’s consistent use was building a more robust and much more sustainable, and energetic body. As we continued our discussion, we talked about how people become athletes because I mentioned that I was becoming a strong athlete and moving in the right direction. My friend asked this question. “Are athletes born or made?” I started thinking and commenting that I felt I was not born a natural athlete but felt that I was moving toward becoming an athlete. As some of you may know, I have physical issues with my legs and hands, so anything I can do to strengthen those body parts allows me to become more robust and stable. 

Most professional athletes seem to have unique physical talents. But every athlete still must show up and work very hard to maintain their athletic abilities. The most natural athletes will never be competitive (or even in shape) if they don’t try and work hard. 

Later that evening, I started thinking about how safety and other leaders have to play the same role as athletes. Then, I started thinking about what core attributes make a strong influencer and effective leader. For the safety profession, our role falls into two categories. 

  1. Compliance – we are trained in school and learn how they apply to the many different business forms. However, compliance does not exist if workers do not exhibit the right behaviors.
  2. Influence – This is where our profession struggles. Over the last few years, we have increased the information surrounding leadership, and many of our conference speakers focus on the different forms of soft skills. 

As a safety professional, I have focused on soft skills to create a more vital influencer and effective leadership. I have found that many leaders—at least those people will follow—are SELF-MADE. The ability to effectively lead people comes from only the leader’s choices.

Influential leaders come in all kinds of shapes and sizes. Some are extroverted; others may be introverted. They may focus on the big picture and become strategic thinkers or active doers.

So, as I continued to think about what main focuses create a self-made leader, I identified three (3) core attributes that will make a person a strong leader. 

Any leader can be effective if they can effectively exhibit these three core attributes

1. Full EmbraceFully Embrace Leadership: Many people in leadership roles don’t lead. Leadership is tiring and requires much work. Being a “boss” or dictator isn’t leadership. To lead, a person must identify and engage people’s will and influence them to ensure they all move in a common direction.

Many people view the role of “leader” as the next rung on the ladder—a reward or a position earned. But unfortunately, they don’t always see leadership as something that only exists through action and relationships.

Influential leaders actively inspire a compelling vision among their team. They are cultural architects and role models. They accept that the path to excellence is often on the other side of discomfort.

They work hard to build their leadership through influentially adding value, showing respect, and creating trust with their team and those they encounter

2. Focus on Serving Others: People who end up in leadership roles are often motivated and ambitious drivers to meet their goals and objectives and get things done. The question is, for whom?

The most effective leaders are motivated to serve others. They focus on delivering value to others and support their team or organization to reach their highest level and exceed expectations. 

Many leaders tend to focus on themselves, their vision, legacy, goals, and advancement. When this happens, a leader’s attitudes and behaviors shift from multiplicative to self-opportunistic. Unfortunately, this path will only result in poor performance and a reduction or failure in the respect and trust created previously.

The difference shows up mostly in results. Are the people around them growing? Does the workforce indicate changes in their behaviors? Are people more confident and independent than they were before? Is the culture sustainable? These are all signs of servant leadership

3. Create the Right Vision: Leaders lead to what they see. They can’t lead if they don’t know where to go. Influential leaders must create their vision through the interactive engagement of their team and those who play a part in the results. Leaders validate the vision and then fully communicate. Anyone claiming to be a leader but who doesn’t know or have the vision only fills the leadership seat but doesn’t know how to drive the bus. 

Why Does This Matter?

It can be easy for leaders to get sucked into the weeds. Often, they drift towards a part of the job they enjoy and have the knowledge and experience. But unfortunately, sometimes, leaders and executives do not understand how to embrace authentic leadership, serve others, and drive their visions.

As a test, think of a vibrant organization with a consistently solid and sustainable safety and operational culture.

Here’s what you will see:

  • The leaders of those organizations are actively doing the work of leadership. They’ve embraced it.
  • They lean towards serving vs. seeking to be served.
  • They radiate the vision.

If you aren’t sure, flip it. Can you think of a vibrant organization with a consistently strong, sustainable safety and operational culture led by a leader?

  • Is inactive, absent, or lost in the weeds?
  • Insists on being the “the boss” or maximizing their perks?
  • Has no vision, no sense of direction, and communicates no purpose?

It will not exist.

Answer these three questions to determine your path forward

To what degree do you believe you:

  • Embrace leadership as a responsibility and role?
  • Provide servant-hearted leadership?
  • Have and communicate a clear and compelling vision regularly?

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

THE SAFETY PROFESSIONAL’S BIGGEST FAILURE……. problem-solving

/ Denis Baker / Leave a comment

Safety Professionals are excellent problem identifiers but horrible problem solvers! 

If the above statement offends you, that is probably a good thing. Safety people are excellent compliance experts and can identify almost everything that can cause unsafe behaviors or at-risk conditions. But sometimes, you struggle to give advice or help solve the issues. To become more effective and influential, you need to overcome the biggest professional problem……solving problems.

Sometimes you can’t solve the problems because you think you should never solve anything. Well, let me say this, 

“the wise Safety Professional will stare down each problem or potential problem that comes across their plate, and before expending an ounce of energy on trying to solve it, they first consider these three questions….”

1. Is this a problem to be solved or conflicts to be managed?

Before you decide to tackle whatever potential problem, first recognize if you really can solve it. Not every difficult situation that lands in your hands are a problem you will ever be able to solve. You can’t solve the problem of disruptions if a leader isn’t holding his workers accountable. However, you can identify the everyday actions they must follow to protect their people. You can minimize these by good preparation, but you can’t solve them. These are conflicts you must learn to manage.

2. Why is this a problem?

Why is this a problem? Is it a problem? Why do I care? Often, we will identify issues that can be compliance issues or put workers at risk. Before attempting to solve the problem, ask the leader or worker if they think your identification is a problem. If the answer is yes, ask for their suggestion or input to fix or eliminate it. If they say no, give them the “why” on what makes it a problem or concern. Ask this question to get desired feedback.

“I think I might be missing something here. Can you clarify what the problem is we are trying to solve?”

3. What can we do to solve the problem?

So you identified a problem, and the leadership and workforce agreed that it was an issue, or you gave them the “why” it was a problem. Now we need to provide the “what.” This can be a suggestion, discussion, or directional approach. However, there must be an identified way to solve the identified problem(s) when the conversation is made. Always figure out just what the scale and scope of this problem are. And put the appropriate energy and resources to fix and eliminate it.

NOW WHAT, SAY WHAT

Remember to reflect on this quote when dealing with problems. 

 “The problem is not the problem. The problem is your attitude about the problem.

– Captain Jack Sparrow

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

WAYS TO INCREASE YOUR INFLUENCE AND SELL SAFETY

/ Denis Baker / Leave a comment

Two shoe salesmen go to a remote island to break into new markets. After a few days, one salesperson calls the office and says, ‘I’m on the next flight. I can’t sell shoes here. Everyone goes barefoot.’ The other salesperson sends an email to the boss minutes later: ‘Get ready! The prospects are unlimited. Nobody wears shoes here!’ 

When you read this, you might have thought about how the first salesperson didn’t take advantage of the many shoeless people and how the second salesperson will be very successful. But, heck, maybe some of you are thinking, who cares, what does this have to do about safety. 

Let me respond…..

1. The first sale person is going to be out of work

2. The second salesperson will be financially secure and promoted quickly

3. The third thought, SALES HAS EVERYTHING TO DO ABOUT SUCCESSFUL SAFETY PERFORMANCE! 

If you go to Webster’s Dictionary and look up the word “sales,” it says “to exchange a commodity for money.” However, I believe safety and sales both fall in the same categories. I believe safety can be redefined as sales, and I know the only way to get workers bought in is for them to accept expectations and programs through your influence. 

When we think about it that way, there’s nothing creepy or sneaky about it. As we talk about influence, we are talking about building relationships, making a difference in people’s lives, and exchanging our services to safety values so people can go home every day.

The difference between average safety professionals and successful ones is staggering. Average safety professionals will hit their goals and objectives occasionally or meet some goals or some objectives, but not all. However, successful safety professionals meet their goals and objectives —EVERY time — in addition to establishing a consistently strong safety culture. 

The idea behind this topic is to provide information so that you can understand that safety professionals provide service to our customers. Meaning we serve our workforce and the company leadership. Safety professionals have little to no authority, so everything we believe or want has to be sold to every person. After reading this blog, you will walk away thinking of various tips and ideas to become a more efficient safety professional. Doing this will result in much more significant results.

If you want to exceed your current successes, read the 8 Identified Habits of a Successful Safety Professional. If you need to achieve higher performance, I strongly suggest you consider implementing and integrating the 11 Tips to Becoming a Successful Safety Professional. Following these habits of successful safety professionals will help you become one of the top-selling safety salespeople on your team — or even the organization.

SELLING HABITS OF SUCCESSFUL SAFETY PROFESSIONALS

  1. Identify and stick to your character – A clearly defined character is crucial to an effective sales process. And a safe person who sticks to that persona effectively generates buy-in. In addition, an effective safety professional must research and become very familiar with the processes and products along with all levels of employees. This gives you the right direction in your selling process.
  2. Use a measurable, repeatable sales process – Low-performing safety professionals let intuition guide them. High-performing safety professionals use a process that’s optimized to move as many prospects as possible from “connect” to “achieve.” Low-performing safety professionals sometimes let things slip through the cracks. High-performing safety professionals know the state of every person and what motivates people, what actions they’ll take next, and when. 
  3. Know your direction – Being able to sell our ideas is half the battle. Understanding what you’re selling is the other half.  People want more access to information (the why) than ever before. To gain their trust and add value, you have to know clearly know what direction to go and why it’s valuable to your workforce.
  4. Find shortcuts and hacks – Once an excellent safety professional identifies a successful strategy or technique, they use it — again and again, until it stops working. This is very smart. Safety professionals are constantly working against the clock, which means the more time they spend experimenting, the less time they have for actual selling. 
  5. Practice active listening – Most every safety professional I have interacted with struggles with listening (including myself). Successful Safety professionals are entirely present when they talk to people. They’re not thinking about another deal, looking at their phones, or sending funny memes to their team members. Instead, they’re engaged — and as a result, their conversations with buyers are deeper and more meaningful. Active listening may be one of the most complex skills since we typically care more about what we have to say. However, it’scritical. Not only will you build stronger relationships, but you’ll unlock information that’ll help you position yourself in the most efficnet direction. 
  6. Work hard – It’s 5 p.m., and your counterparts have already left the office. The high-performing safety professionals are still in the office. They are tired and some have families, but they’re still sending emails, scheduling meetings, and walking through the facility or site. The idea is that you must be engaged with the workforce and continually sell your ideas. You cannot change a culture from behind a desk.
  7. Follow up – Many safety professionals fail to effectively follow up after agreeing to help get things done or looking at options. When you fail to follow up, you have lost all respect from that person or group. 
  8. Personalize your message – Instead of following a script and approaching each associate with a “one-size-fits-all” mentality, high-performing safety professionals are committed to learning as much as they can about a person, group or process and will tailor their message. These safety professionals understand their workforce’s unique pain points and explain why following and following their direction is crucial.

TIP TO BECOMING A BETTER SAFETY PROFESSIONAL

  1. Shadow your colleagues – Want to improve your performance? Identify the best safety professional within your company and ask if you can shadow them. Receiving coaching from your peers is a great way to get better at your job while building solid relationships with your coworkers.
  2. Practice your people skills – Successful safety professionals have excellent people skills. Its doesn’t matter if you have an extrovert personality or an introvert personality. What matters is your ability to build strong relationships, build respect, trust, and add value to people. Small talk is a great learnable skill — and one that’s crucial to your success. So whether you’re at a job site, plant, or in a meeting, practice making other people feel at ease. 
  3. Be a team player – So much of safety pop culture glorifies the lone wolf. But the best safety professionals know it takes a village to build a successful team.
  4. Know when to stop – Are you wasting too much time on discussions that just aren’t going in the right direction? If it is, end the conversation and walk away. The next step is to analyze why it went wrong and identify options from now on. Then, you must follow up and try to sell it again. 
  5. Be transparent – The days of telling associates anything is over. Don’t promise anything that doesn’t or will not exist. You could earn temporary success, but it won’t stay for long, and you’ll end up with bad reviews and a poor reputation. 
  6. Always solve problems – Who is your customer? Your employees! Safety professionals tend to be excellent problem identifiers but horrible problem solvers. Don’t identify issues and not provide solutions. A consultative safety approach allows you to be honest with your customers about their need to reduce risk and improve safety. 
  7. Roll with rejection – You won’t win every deal, and some people won’t like you. That’s part of being in safety. And while it’s essential to be thoughtful about how you can improve, it’s crucial to move on quickly from rejection. Experts suggest viewing rejection as proof that you’re pushing the limits. So, examine why you weren’t successful, ask for outside opinions when appropriate, and move forward quickly and positively to bigger and better performance.
  8. Take breaks – In safety, activity is often correlated with results. However, the more we roll out, the more stress and anxiety we create. Please focus on the top 3 things that will up the level of safety and follow those until they are well embraced and offering results, then consider additional options.
  9. Believe in what you’re selling – It’s easier to be passionate about — and sell — a safety idea when you genuinely believe in it. The most effective safety professionals follow the processes and believe in their values. Find happy testimonials from employees if you feel “meh” about something you’re selling. Examples of how your ideas have improved people’s safety — both big and small — will reinforce your motivation and give you proof that you are doing the right thing.
  10. Build personal relationships – One of my mentors is one of the best salespeople I know. He has taught me how to become an effective and successful salesperson, and I have used it in every company I’ve worked for. He is one of the most vital relationship builders. Everywhere he goes, he connects with people— not from a LinkedIn perspective, or the “let’s exchange business cards” way, but in a genuine, the humanist way that makes you want to talk to him again. As a safety professional, relationships are your success. You don’t need Don Draper level of charisma; on the contrary, a desire to help goes a lot further than a magnetic personality.
  11. They prepare ahead of time – An effective safety professional prepares and gets buy-in and approval before rolling anything out. That means they research and gather all the information they need before the first meeting. After that, you must go in with a contingency plan. This way, you are prepared for challenges or questions and can effectively respond to avoid losing the sale.

SO WHAT, NOW WHAT

There are many ways to succeed in safety. However, your ability to be an effective salesperson will result in success. By implying the habits mentioned above, you will provide a positive sales experience to your workforce. Demonstrating that you have the passion, knowledge, self-determination, and flexibility can take you from an average professional to a high-performing success story.

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.

MY FOCUS THIS YEAR IS BUILDING STRONG RELATIONSHIPS

/ Denis Baker / Leave a comment

Build relationships by influencing what you expect, reflect what you desire, Become what you respect, and mirror what you admire.”

UNKNOWN

It’s a new year!! Many of you have come up with new year goals on improving and changing things. It could be eating healthier, getting more sleep, hitting the gym, or improving personal growth. But, let’s admit, this is a typical American tradition to forget or quit early into the new year. My goal is to focus on building stronger relationships with my coworkers throughout the entire year. 

But how do I build strong relationships with every coworker? Relationships give us the ability to build respect, trust and ultimately allow us to influence. As you look at your relationships at work, there is no one you spend more time with than those you work with. 

Building relationships doesn’t mean you have to create a friendship. It means your colleagues must have confidence in what you say and suggest. I was recently put in a different role where it is critical to have strong relationships with every team member.

Building relationships doesn’t mean you have to create a friendship. It means your colleagues must have confidence in what you say and suggest. I was recently put in a different role where it is critical to have strong relationships with every team member. Even though I have focused most of my last 15 years on growing my leadership, I tend to want things my way, and everyone else doesn’t know what they are doing or talking about. So, I want to change my approach to ensure I build a strong relationship with each person. 

Here are 8 things I am focusing on to build stronger relationships.

  1. I will focus on people through my perception.  Your self-awareness, self-esteem, and self-perception establish the foundation of all your relationships. How you view yourself and life shapes how you see and relate to others.
  2. “People don’t care how much you know till they know how much you care.” Caring about people isn’t automatic. Not everyone cares. I’m sure you’ve run into people along the way that it’s clear that they don’t care. You can’t learn to care, it’s not a skill, but you can decide to care. 
  3. I will really listen. This is a game-changer. One of the most remarkable ways to build relationships with anyone is to listen genuinely. I am often in a hurry to give my viewpoint. I always want people not to “STOP TALKING, QUIT WASTING OXYGEN.” So, when you slow down for a minute or an hour and truly listen, you communicate that you value that person. 
  4. Hurting people hurts people. When your response to a situation is greater than the issue at hand, the real issue is always about something else. Strong leaders figure out how to get to the real issue.
  5. I will admit when I’m wrong, ask for forgiveness and forgive others quickly. Taking responsibility for your actions is the core to achieving solid relationships. If you make a mistake, own it. If you treat someone poorly, ask forgiveness. You might be correct, but if you need to win, you’ll lose in the long run.
  6. I will determine how to add value to people. You can add value to people in simple ways. Adding value is no more complex than the idea of how you contribute to them. It can be as simple as a kind and encouraging word, and it can be as involved as a lifetime of mentoring. Your relationships with others will give you the knowledge of how to add value to them. 
  7. I will strive to encourage my colleagues. We all know the answer but let me ask anyway. Have you ever been encouraged too much by anyone? Of course not. Your encouragement will create a strong relationship and increase your leadership.
  8. I will build Trust through my strong relationships. When it comes down to relationships, Trust is critical. But, unfortunately, at times, we will reduce Trust. Trust is like having a pocket full of coins. When I build Trust, I place more coins in my pocket; when I reduce Trust, I lose coins. The idea is to never run out of coins in your pocket, and you will maintain a level of Trust. This reflects your character and, ultimately, who you are.

I identified these focus items by reflecting on the last couple of years, identifying what I do well in building relationships and what I need to improve on. Some of these will be easy to achieve; however, many will challenge me this year. But I desire to make this year a successful year in building solid relationships and exceeding expectations. 

Let me strongly encourage you to consider these 10 focus items and make the necessary adjustments to achieve an intense year!

“A relationship is not perfect, you will fight over and over, but as long as you make-up, everything will be alright.”

UNKNOWN

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

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.