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ARE YOU A MESSY LEADER, If You Are, Just Fix It

/ Denis Baker / Leave a comment

A leader is one who knows the way, goes the way, and shows the way.” This timeless quote by John C. Maxwell beautifully encapsulates the essence of leadership. But another facet of leadership isn’t often discussed: the transformative power of positive and encouraging leadership.

Let’s consider a situation that many of us can relate to. You’re at work, and you notice an employee on their phone. Your initial reaction might be reprimanding them, but what if the call is from a family member informing you of a loved one’s passing? This is a classic example of messy leadership. Was it the employee’s fault for being on their phone, or did the leader’s lack of communication lead to the situation?

Leadership isn’t always black and white. Every decision carries potential consequences, and not everyone will agree with your choices. Timing also plays a crucial role. Acting hastily could lead to pushback while delaying action could give the opposition time to grow.

To illustrate this, let’s revisit a personal anecdote. My wife and I were planning a trip to Europe for our anniversary. We were torn between Italy, Germany, Greece, Spain, and Scotland. I chose Scotland, believing it to be Europe’s most beautiful and calm place. However, I made a grave error: I didn’t check the validity of my passport.

As our departure date neared, my wife called to inform me that my passport was about to expire. I tried to assure her I would get a new one, but she was adamant that it wouldn’t arrive in time. The result was a canceled trip, and I lost the money I had paid upfront for the flights and hotel. The mistake was mine, and the consequences were severe.

This incident made me realize the importance of effective communication and attention to detail in leadership. These qualities apply not just in professional settings but also in personal relationships.

After this incident, I observed and evaluated leaders in action, particularly those who exhibited messy leadership. I identified six common characteristics of such leaders:

  1. Lack of credit for employees’ work
  2. Lack of trust in employees
  3. Overworking employees
  4. Blaming employees in disputes
  5. Micromanagement
  6. Focusing on employees’ weaknesses over their strengths

Each of these characteristics can lead to a toxic work environment and decreased productivity. By contrast, focusing on employees’ strengths can lead to a positive and productive work environment.

In conclusion, while leadership isn’t always straightforward, it’s crucial to avoid the pitfalls of messy leadership. By prioritizing communication, trust, and recognition, leaders can foster a positive and productive work environment. Remember, leadership is not just about giving orders; it’s about inspiring and encouraging others to reach their full potential.”

Some of you may be SHOCKED with this information. If so, then you are a MESSY leader. It’s ok, chill out. Because now you have the information and opportunity to become a SUCCESSFUL LEADER!

If you are struggling with this article, GET OVER IT! YESTERDAY ENDED LAST NIGHT; move forward, making sure you are a successful MESSY leader by ensuring you treat your employees in a very positive, influential way.

EVERYTHING RISES AND FALL ON YOU!

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.

INFLUENTIAL LEADERS ARE EFFECTIVE COMMUNICATORS

/ Denis Baker / Leave a comment

10 Principles to Becoming a Better Communicator

“In many ways, effective communication begins with mutual respect, communication that inspires, encourages others to do thier best.” – Zig Zigler

The way we interact with people impacts the results we achieve. This is a lesson I’ve learned from my own experiences. It’s an area I’ve been working hard on.

When I think about influence, I imagine the initial interaction, the subsequent communication, and the outcome. Over time, I’ve realized that influential people and those with excellent interpersonal skills can quickly adjust their approach to suit the situation, leading to practical outcomes.

To become an influential leader, you must learn to anticipate people’s reactions and use the right tone and inflection to motivate them to respond appropriately. Remember, leadership is all about influence.

So, we must develop a communication style that drives influence.

We all communicate, right? But what does it mean to communicate effectively? It’s more than just talking. It’s about connecting.

In his book Everyone Communicates, But Few Connect, John Maxwell emphasizes that communication goes beyond words. A study by UCLA Professor Albert Mehrabian found that face-to-face communication consists of three key components: words, tone of voice, and body language.

To become an effective communicator, you must maximize the use of these three components. Adhering to these leads to positive interaction and a more remarkable ability to influence.

How can you become a better communicator and an influential leader? Here are ten principles to help you improve:

  1. KNOW AND UNDERSTAND YOUR AUDIENCE. Effective leaders understand that they are responsible for their reactions and strive to create a non-threatening atmosphere. They focus on the message they need to deliver and how to have it effectively.
  2. BODY LANGUAGE MATTERS. Great leaders pay attention to people’s reactions to their message. They are adept at recognizing changes in body language, including facial expressions and body stances.
  3. HONESTY IS THE KEY. Influential leaders are honest and factual in their communication. They don’t exaggerate or lie to make their point or look good to others. They value transparency and admit
  4. BE GUNUINE. Don’t try to be someone you’re not! People will see through it. Your position or prestige doesn’t change who you are. Stay true to yourself.
  5. SPEAK WITH CONFIDENCE. If you believe in something, say it with conviction! Don’t use words you don’t understand or can’t define. Influential leaders speak with authority, especially when discussing their expectations.
  6. TREAT GROUPS AS INDIVDUAL. Leaders often have to address groups. Influential leaders know how to make every individual feel special, as if they speak to them directly.
  7. LISTEN ACTIVELY. Great communicators listen to understand, not to respond. They focus on the speaker and absorb their message fully.
  8. SPEAK CLEARLY AND CONCISELY. Avoid unnecessary jargon and keep your message simple.
  9. SHOW EMPATHY. Understand and share the feelings of others. This shows that you care and build trust.
  10. PRACTICE, PRACTICE, PRACTICE. Effective communication takes practice, like any skill. Keep refining your style and improving your skills.

By following these principles, you can become a better communicator and, ultimately, an influential leader.

I have become a passionate leader within many companies, organizations, and associations. In addition, I am a passionate influencer committed to teaching and communicating practical and relevant influencing techniques to create strong, effective leaders. I gained my passionate, influential leadership style through many experiences with good and bad leaders. My goal is to provide insights to influence that are practical and relevant to your daily personal and professional lives. With over 25 years of relevant and practical leadership experience in various industries, including oil and gas, chemical, petrochemical, construction, and multiple manufacturing settings, I have developed a unique teaching and speaking style that resonates with participants and attendees. Denis is a Certified Executive/Business Coach, Trainer, and Keynote Speaker through the John Maxwell. He holds a BS in Fire Protection and Safety Engineering Technology from Oklahoma State University and is a Certified Safety Professional (CSP).

LEADERS HAVE TO FOCUS ON THEMSELVES BEFORE THEY FOCUS ON THEIR TEAM

/ Denis Baker / Leave a comment

“Efforts and courage are not enough without purpose and direction.” – John F. Kennedy.

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Denis Baker

THE REAL LEADERSHIP WORLD

I have had many conversations with workers who complained about their supervisors, managers, and even high-level leaders about the lack of and the gaps in their leadership. If a worker complains about the lack of leadership, then it becomes a perception that it is TRUTH. I intend to provide realistic information on why leaders don’t focus on themselves but on how to focus on themselves.

I have witnessed this a lot lately. I have experienced and interacted with many low-based leaders in high-level positions in the last few years. These people believe that they are leaders simply because of their jobs. With companies providing training and book discussions, they do not think they have to attend but force their team to follow.

Here is a good example: I recently conducted a leadership training class titled “How to Build an Effective Safety Culture.” This class was developed for all locational leaders to attend to create a strong safety culture. Most departmental managers and line supervisors participated in the course when the training began. However, what I noticed was that not all senior-level leaders participated. This was a large manufacturing site where the location had a President, Vice-President, and several Directors. NOT ONE person in these roles participated in the training! When I interacted with a senior-level person, I asked why they didn’t attend, and most of their comments were, “I was busy,” I don’t need that information.”, and “That is for our supervisors and managers; why would I need to attend that class?” I replied, “Hmmm, that provides me your leadership capability.”

Take Jim, a Director of Plant Operations at a large manufacturing facility, for an example. He was handpicked to lead the plant to create and support extensive changes to significantly increase the quality, lower the budget, and reduce injuries. His approach was to start holding people accountable. However, no leadership training or coaching was available for those promoted from production to leadership roles. People became frustrated and annoyed with Jim and began leaving and looking for other opportunities. When I asked him, “Why,” he said he didn’t feel we should develop leaders through training and coaching. “Because they got their role because they were good leaders.” Hmm, well, that is different from how it works.

LEADERS HAVE TO DEVELOP THEMSELVES FIRST

Why do leaders fail so much these days? The problem is that it is easier to identify the faults and weaknesses of others without seeing your own, even when they are apparent. Here are four reasons Leaders fail.

They Lack Self-Leadership Qualities. They are poor self-leaders. They need self-awareness, motivation, empathy, and accountability to succeed at the executive level.

Confidence Turns to Arrogance. When a person is promoted or hired, they often want to prove they are strong leaders. Their pressure is real. Leaders must produce results. They forget that they are there to serve others. 

They Can’t Build a Team. One thing a leader must build is a high-performance team. Without a high-performing team, the leader will struggle. I often say, “You can’t be a successful leader if you can’t build a team.”

They Fail to Communicate Effectively. Leaders must communicate effectively. Why? Workers want to hear the truth, even if it is hard to hear. Leaders fail when they aren’t transparent and don’t share the “why.” Leaders must articulate the vision, set direction, and repeatedly share the message to maintain respect.

Leadership is a journey; your path will build your skills through experience, coaching, and mentoring. You improve by being self-aware, improving your communication styles, paying attention to details, and showing humility.

“Successful people become great leaders when they learn to shift the focus from themselves to others.” – Marshall Goldsmith

CONCLUSION

I’ll share this story with you because it illustrates this information.  

A group of suppliers was once given a tour of a mental hospital. One of the visitors in the group had made some very insensitive and insulting remarks about the patients.

After the tour, the visitors were introduced to and met with various members of the mental hospital staff in the cafeteria. The unkind visitor chatted with one of the security staff, Bill, a kind and wise ex-policeman.

“Are they all sick and crazy loonies in here then?” the insensitive and rude visitor asked.

“Only the ones who fail the test,” replied Bill.

“What is the test?” asked the man.

Bill replied, “Well, we show them a bath filled with water, a large bucket, a cup, and a spoon. We then ask them what the quickest way to empty the water in the bath would be.”

The man said, “Oh, I see… that is pretty simple – the ‘normal one’ knows it’s the bucket, right?”

“No, actually,” replied Bill. “The normal ones say pull out the plug. Should I see if there is a bed free for you?”

It is easy for leaders to get so caught up in seeing the weaknesses of others that they lose sight of their own development needs. However, before we look to develop others, it is wise to do our inventory. 

So, as you progress in your assessment to eliminate the four reasons leaders fail, assess your leadership style and capabilities and identify, “What personal leadership development gaps should you be filling?” Just remember, Leadership development is as much about you as it is about them!

I create sustainable injury-free cultures by proactively influencing leadership and engaging employees with technical resources, prolific communication, training, and robust engagement-centered programs. I am a diverse, passionate, and influential leader in multiple industries focusing on behavior change coaching. I have experience with the union and non-union workforces. Each career progression has resulted in personal and professional growth. I am a strategic and visionary influencer, from the field or manufacturing employees to the boardroom. I am a results-oriented leader committed to building relationships and trust by adding value.

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.

AS A SAFETY PROFESSIONAL, CAN YOU BECOME A SERVANT LEADER

/ Denis Baker / Leave a comment

I have been in the Safety Profession for many years. But when I was new in the profession, I focused more on people meeting my expectations, needs, and wants rather than me meeting their needs and wants. I focused on doing big things and getting ahead of EVERYONE! 

All my initial training and education focused on compliance. I was expected to walk the facility and identify compliance issues and look for people not following company policies. Back in my world, the model of leadership was all top-down. Sometimes I ended successfully, but most times, I was unsuccessful because my thoughts were based on the numbers and bonus. That wasn’t the successful method of being a safety professional.

When I started to research leadership and ultimately became a certified executive coach, trainer, and keynote speaker for the Maxwell Leadership Group, I ended up reading a quote by Zig Ziglar that says this, 

“If you help people get what they want, they will help you.”

He was talking about leaders serving others, which rocked my head! When I kept reading, the term “servant leadership” came up. I did not know what that meant. However, I figured it out as my wife, and I served in the children’s church. We were serving the children to understand the bible and how to live a successful life and help others to succeed. 

So, let’s get into the information about servant leadership. 

What is a Servant Leader?

I believe the best description and definition is how John Maxwell defined what a servant leader is.

A servant leader is someone “whose actions and motivations reflect a selfless commitment to a cause, an organization, or their teammates” (Kouzes & Posner). Compare this to a traditional leader, whose actions and motivations focus more on driving results and growing the organization.

The great thing about true servant leaders is that they also get results and grow the organization. John Maxwell calls it the Law of Addition, from his book, The 21 Irrefutable Laws of Leadership—leaders add value by serving others.

Now my question to anyone reading this blog is this. 

Can a Safety Professional Become a Successful Servant Leader?

Well, my answer is…………………………… YES!

With everything I’ve learned and keep learning about leadership, I have changed how I approach being a safety professional. I focus on building solid relationships with all people within the organization. I began to focus on this quote by John Maxwell.

“People don’t care how much you know until they know how much you care.”

John’s quote got me thinking about changing my approach to the leadership group and the hourly workforce.

I began focusing on the hourly workforce because they determined the company’s success. To be successful, I should spend a lot of time on the ground and build relationships with all of them. I tell safety professionals that we should spend at least 70% or more (depending on your role) with the workforce. 

With my career in new roles and jobs, I started focusing on the workforce by spending much time on the floor and learning how they work. I focused on six components to generate my servant-leader mindset.

6 Components of How I Became a Servant Leader within My Safety Profession

To develop yourself as a servant leader, consider these six components to embrace your philosophy. 

  1. I Don’t Rely on My Position or Title: I’m grateful for my accomplishments, but I don’t rely on them to build me as a leader. Instead, I work to earn respect by following up on what people have asked for and by serving others to achieve their success. Leadership is not about a title; it’s about your passion for people.
  2. I Believe in People and Their Potential: As a passionate safety professional, I care about people. That is the right thing to do. But there are also practical reasons for believing in people. The more I support people and help them achieve success, the more I serve them, and the more their potential safe activities increase. That creates a secure win for everyone.
  3. I Try to See Things from the Workers’ Perspective: It’s possible to lead and serve others only when you know their behaviors, minds, and desires. Therefore, I intentionally connect with people and try to see from their point of view to serve them better. This creates a situation of helping solve problems and building more confidence in performing their jobs safely.
  4. I Actively Work to Create an Atmosphere of Encouragement: When you are willing to serve people, a culture of cooperation emerges where it’s “one for all and all for one.” That makes the environment positive and develops a sense of value and trust.
  5. I want to Listen and Take Action to Meet their Expectations: I focus on what they say, need, and desire when interacting with others. Listening is much more complicated than talking. I struggle to listen to people because I know all the answers thoroughly. But I’ve learned that I can succeed when I listen and act. With actions, you will gain respect and trust.
  6. I Determine My Success by How Much Value I Add to Others: When you decide to serve others, the team’s safety and success will become your success. I remember when I changed my approach and thought process. It felt like my world immediately expanded, and I began achieving success through the increased safe behaviors and commitments from the workforce.

I believe this is true—The degree to which you serve as a leader will determine your effectiveness.

I have met many safety leaders who exhaust themselves, day and night, looking for ways to get ahead and make it to the top. And to be clear, I don’t see anything wrong with desiring to progress in your career and achieve more success. However, you will only succeed if you focus on others.

John Maxwell says, “You’ve got to love your people more than your position.” That’s what servanthood is all about—putting the needs of your people before your aspirations.

Considering how you can become a person focused on others and not yourself will build your ability to become a servant leader. I am still consistently building servant leadership by working to serve others specifically on what they need and want. Sometimes I get frustrated and struggle with my want to serve them. However, I learned that being a strong, successful leader requires strong influence through your relationships. 

Please consider the six components and make all the necessary changes or improvements to your character. Ultimately, I want all Safety Professionals to become strong Servant Leaders, and we will succeed in reducing risk and preventing injuries!

“The best place for a leader isn’t always the top position. It isn’t the most prominent or powerful place. Instead, it’s where they can serve the best and add the most value to other people.” – John C. Maxwell.

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.

YOUR ATTITUDE DETERMINES YOUR RISE AND FALL TO SUCCESS

/ Denis Baker / Leave a comment

I’ll never forget the story my daughter told me one day. She heard this from a speaker in elementary school when she was a teacher. Although the account is likely invalid, it nevertheless paints a picture of what “attitude” is and its impact on people.

“A man finds himself accidentally locked in a refrigerated boxcar. Unable to get out, he uses a knife to etch words and phrases onto the wooden floor, such as….” It’s so cold, my body is numb,” and “I don’t have much longer….” As the hours go by, the man slowly succumbs to death. The next day, the man’s body is discovered.

His written records indicate death due to hypothermia, but the physical evidence shows that the temperature never dropped below 50 degrees. So if it wasn’t hypothermia that caused his death, then what was i

ATTITUDE, plain and simple. He was going to die, and there were no other options.

This story shows how powerful our attitude can be and how it can dramatically alter the outcome of any situation.

 As safety professionals, a big part of what we do involves behavior change. Whether from behavior observation, one-on-one conversations, investigations, or even training. Throughout my career, I’ve noticed companies focus a lot on numbers. I know many safety professionals spend much time reviewing and evaluating statistical results and KPIs. This is important and relevant information, but why are the numbers where they are? The numbers reflect the total workforce behaviors and commitment based on their attitude!

My experience, observations, and research have shown that a person’s attitude determines their behaviors resulting from their actions.

So, what happens when a person’s attitude interferes with and affects their behavior? Can a person’s attitude be changed? It can be. I have long taught that behaviors can be changed and modified through face-to-face interactions and by engaging the workforce in solving problems through expected communication, providing adequate training, and identifying their responsibility and resulting accountability. However, each person truly does control their attitude. It’s their choice.

Webster’s dictionary defines attitude as; “a feeling or a way of thinking that affects a person’s behavior.” Of course, individuals will bring their thoughts, feelings, and ways of thinking with them. But as Safety Professionals, if we can influence people to perform their tasks safely, we can generate a positive attitude.

If we dissect this definition, we discover that a person’s attitude is “the way of Thinking.” So, if I change their “way of thinking,” I can change their attitude and behaviors. If we change their behavior, then we can reduce risk and potential injuries.

YOUR ATTITUDE

In thinking about the work forces’ attitudes and behaviors, one of the biggest focuses has to be your attitude. Attitude is more important than anything else; it is more important than money than your circumstances, failures, or successes. It is more important than your appearance, talent, or skills. YOUR attitude indicates who you are and results in your RISE AND FALL!

I heard Chuck Swindoll say this,

“Life is 10% of what happens to me and 90% how I react to it.”

There is a direct correlation between attitude and behavior. As leaders, our most effective approach to success or failure is our attitude. A person’s behavior is genuinely affected by their attitude. A person’s behavior doesn’t dictate their attitude, but their attitude can dictate their behavior.

As a safety professional, YOUR attitude will determine your success or failure and your workforce’s success, loss, and safety. Winston Churchill said,” Attitude is a little thing that makes a big difference.” In addition, YOUR attitude will reflect the behaviors of YOUR workforce because YOUR attitude is contagious to YOUR workforce!

How does attitude affect your work and the safety of your workforce? The first question to ask yourself is, “What is your attitude today?” We all have days where our overall attitude could improve, but how is yours towards your workforce, your boss, or your commitment to the current expectations? Some of us have constant negative and negative attitudes, and some have mixed attitudes.

YOUR negative attitude will lead to carelessness, complacency, taking shortcuts, or even serving as a distraction from a work task. In addition, a negative attitude towards safety will generate unsafe behaviors. The National Safety Council has identified that over 98% of injuries result from dangerous behaviors. So if you have a negative attitude, you will FALL because of the incidents and injuries within your workforce and assigned areas.

THINGS TO THINK ABOUT

To determine your attitude, consider the answers to these three questions and follow the five steps below to improve YOUR attitude.

  • Do you think your attitude negatively or positively affects your workforce?
  • Think about “why” your employee left with a negative perspective.
  • How can I improve my attitude tomorrow?

Our attitude can even contribute to or detract from our achievements. A positive attitude and an overall sense of optimism are building blocks to RISE for success.

5 STEPS TO IMPROVE YOUR ATTITUDE

  1. IDENTIFY. Ask yourself your attitude and why it is in that condition.
  2. IT’S IN YOUR HEAD. Henry Ford said, “Whether you think you can do a thing or you can’t, you’re right.” How we think about ourselves, life, work, or other circumstances can drastically affect our attitude.
  3. THAT IS WHAT I DID. My whole mental and physical world crumbled when my mom and dad died recently. First, I told myself their quick deaths reflected my negative attitude toward people. Then, finally, it hit me. I wasn’t just grieving or upset; I was actively choosing to be negative. I had given up responsibility for my actions and surrendered my freedom to choose my way.
  4. TAKING BACK MY CONTROL. After losing my strong leadership approaches and ultimately losing a favorite job, I realized everything could be taken from us. Still, one thing: the freedom to choose MY attitude in any given circumstance determines my opportunity to RISE AND FALL!
  5. BE CONSTANTLY AWARE. It is essential to do a daily self-check. An excellent way to do this is to monitor your thoughts or conversations with others. If you are having more negative conversations than positive ones, it is a good indicator that you must improve your attitude. It is easy for your attitude to tip towards the negative side as stressors pile back on in your personal and professional life. There will always be issues in your life, but it is essential not to let them negatively affect you and ultimately affect your workforce.

CONCLUSION

Please take responsibility for your attitude, recognizing that it can change how you live and lead. You manage it daily, cultivating and developing positive actions, thoughts, conversations, and habits. You can make your attitude your greatest asset. It can become the difference maker in your success.

I understand this is much information, and some feel this needs to be more work to focus on. However, this was created due to my attitude failure, which has declined my ability to be a successful leader. I will admit it was hard to think through. But I know this information will support a positive change in your attitude and, ultimately, your leadership success. Just remember the choice of YOUR attitude determines……………. YOUR RISE AND FALL!

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.

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 / Leave a 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.

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 / Leave a 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.