Month: February 2019

leadership dot #2439: statesmen

February 18, 2019February 16, 2019by leadership dots by dr. beth triplettLeave a comment

If it feels like President’s Day revolves more around mattress sales than a true tribute to the chief executives, it comes as no surprise to those who proposed the date. Originally celebrated separately as Washington’s Birthday and Lincoln’s birthday, the Uniform Holiday Act combined the two and designated the third Monday in February as the new date.

Even at the bill’s inception, lawmakers realized that creating more three-day weekends would have residual benefits beyond reflection on the persons the holiday honored. According to the History Channel, “while some argued that shifting holidays from their original dates would cheapen their meaning, the bill also had widespread support from both the private sector and labor unions and was seen as a surefire way to bolster retail sales.”

So today, as you head out to participate in commerce if you have the day off, take a moment to reflect on the service of those statesmen on your currency. Washington, Lincoln, Hamilton, Jackson, Jefferson and Franklin all played an influential role to lay the foundation that has kept our democracy alive for two centuries.

Do something today to make note of their sacrifices and legacy besides shopping for a mattress. Here are some fun facts to get you started.

leadership dot #2438: close knit

February 17, 2019February 16, 2019by leadership dots by dr. beth triplettLeave a comment

Pantone, the company that specializes in color, has recently found a way to share its expertise in a new market. Pantone has paired with Caron yarn and now offers a new selection of yarn that comes pre-packaged in a color palette – pairing shades that the average person may not have combined, but that Pantone knows will make a beautiful product.

Caron could have made its own mix of colors, but instead relied on the credibility of Pantone to add a distinction over other generic yarn offerings. It seems like a wise move for both companies.

Who is an expert outside your field that could enhance your organization? Maybe it’s time you knit your interests together in a colorful partnership.

leadership dot #2437: two stars

February 16, 2019February 15, 2019by leadership dots by dr. beth triplettLeave a comment

I recently stayed in an older hotel and it really brought to light how much facilities have evolved:

I needed to move the nightstand to access an electrical outlet.
There was no refrigerator, coffeemaker or mini-bar.
The television was modest sized and did not provide access to premium channels.
The towels weren’t plush and the cosmetics weren’t designer brands.

It was a clean hotel and provided satisfactory accommodation for one night – something that would have been the standard just a few years ago. Now the landscape has changed as facilities continue one-upmanship of adding more and more amenities to attract travelers.

Assess your organization from the eyes of someone new. Are the basics that you provide still an industry standard or have you experienced entropy over time? Do you have a feature that sets your organization apart or have others caught up to your innovations? Do your customer-facing facilities or publications look tired?

It’s one thing to intentionally plan to be a two-star hotel and target that market, but another thing entirely to be a four-star hotel that has fallen behind. Take a moment and candidly assess how many stars your organization would earn today.

leadership dot #2436: 1:1

February 15, 2019February 14, 2019by leadership dots by dr. beth triplettLeave a comment

I have always been a big believer in the value of meeting with your employees one-to-one. My mantra was that updates could happen informally in the hallway, but for real professional development to take place there needed to be scheduled meetings that went beyond the nuts and bolts of daily operations.

In my supervisor workshops, I frequently encounter supervisors who wonder what there is to talk about if it isn’t about logistical items or tasks. Here is a list of topics that I have shared:

New skills to develop
Interests that aren’t being utilized
Biggest challenges
Long-term thoughts on what could be done
Evaluation/debriefing of recent activities
What changes could be made to the supervisor/supervisee relationship
What could be stopped/eliminated
Lessons from something read/listened to/learned lately
What is good that can be made great
Feedback/progress since the last evaluation
What’s the next milestone
WHY are you doing XYZ
Why are you NOT doing XYZ
What do they wish they had the time/resources to do but aren’t
How is their staff doing/how to help your employee supervise
The organization’s strategic plan – what is it, how can they tie in
What is a priority
How to effectively deploy resources, what resources matter most to them
Ask: “How can I help you be successful?

I believe there is no better use of your time than to have these types of discussions with those whom you supervise. Make it a priority to meet one-to-one with your staff on a regular (dare I say weekly) basis. Start today by scheduling time on your calendar for this critical capacity-building function.

leadership dot #2435: languages

February 14, 2019February 13, 2019by leadership dots by dr. beth triplettLeave a comment

On this Valentine’s Day, you may be wondering how to express your love to those you care about. Author Gary Chapman can help! He has defined five Love Languages that identify preferred ways of receiving affection. Knowing your preferred “Love Language” and that of others may help you to communicate in a way that is most meaningful.

A simple quiz can help you understand which of the five Love Languages resonate most deeply with you:

Acts of Service: Having someone offer to help and ease your burden
Quality Time: Someone being present and giving you their full attention
Receiving Gifts: Receiving a thoughtful token gift that is tailored to your interests
Physical Touch: Hugs or literal pats on the back
Words of Affirmation: Hearing someone share why they love you or why you are important

Chapman has also adapted his languages as a guide for how people can express appreciation to others. In his 5 Languages of Appreciation in the Workplace, he offers suggestions on how to apply the concepts to show gratitude to coworkers in a way that resonates with them. The quiz could be a fun icebreaker to discuss at your next staff meeting.

Whether or not you know someone’s preferred Language, it’s important to remember that different people favor different ways of receiving affection or appreciation from you. Become conscious of how you deliver your sentiments and mix up the ways you show others you care.

The 5 Love Languages by Gary Chapman, 2009
5 Languages of Appreciation in the Workplace by Gary Chapman and Paul White, 2011

leadership dot #2434: refund

February 13, 2019February 12, 2019by leadership dots by dr. beth triplettLeave a comment

The news lately has carried several stories about people lamenting that their tax refund is much smaller than usual. For some people, the total amount of taxes paid could be equivalent or less than the aggregate tax paid in previous years, but how it is paid – and thus, the amount of refund earned – is really what is at issue.

Employers, marketers and others should note this phenomenon and incorporate lessons from it into their policies and behaviors. A little payment over a long time doesn’t amount to much in the mind of the payee – but it does accumulate (such as in a retirement plan). The converse is true – that a little increase in pay doesn’t seem significant in the employee’s mind – but a bonus check with the same amount in one lump sum seems to have more heft and buying power. A small, incremental improvement isn’t noticed but one large renovation or change creates enhanced impact.

If a small difference seems to be swallowed up in the scope of the whole, people should use this to their advantage. Do small things that add up to good and you won’t notice it or hold back small rewards until they become a big win and gain more from the same amount.

leadership dot #2433: autonomous

February 12, 2019February 11, 2019by leadership dots by dr. beth triplettLeave a comment

A recent article predicts that widespread use of autonomous cars is still at least a decade off – in large part because of weather. The cameras and sensors can’t see through snow or rain and they do not know where to go if the lane lines are covered — thus human intervention is required.

It sounded a lot like supervision to me: employees can “drive” on their own if conditions are ideal, the lanes are well marked and the curbs are in place, but when facing unlined roads, challenging weather or unforeseen obstacles, suddenly “autonomous” isn’t appropriate anymore.

As a supervisor, you should work like the researchers and identify situations whereby your “vehicle” can operate with reliability on their own and dedicate extra attention to the conditions that are likely to cause uncertainty and require your intervention. Autonomous may be the goal for cars and for employees, but so far, neither can operate effectively on their own.

Source: Why autonomous cars aren’t coming anytime soon by Tom Krisher for the Associated Press in the Telegraph Herald, February 10, 2019, p. 7D.

leadership dot #2432: ice

February 11, 2019February 9, 2019by leadership dots by dr. beth triplettLeave a comment

First, the Midwest was besieged by snow, then frigid temperatures and then ice. I think most believe that ice is the worst of all the conditions – first, because you have no control when driving on it, and second because there are so many times when you can’t even tell it is there.

Ice is the invisible hazard; it seems like the road or sidewalk is clear, but a thin layer of danger lurks that makes forging ahead almost impossible.

In many organizations, there is a toxic employee that acts like ice. On the surface, things appear to be normal but what is underneath impedes progress. Others proceed as if conditions are fine – as if there are no objections to a change – but then slip and fall because of the unseen ice, or at best they are only able to move forward at a significantly reduced pace.

Those in the organization who act like rain or snow and make their presence (and opinions) visible are far easier to deal with than those who remain icy silent. It is often what is not seen or what is left unsaid that causes the real damage.

If you’re an organizational leader, you need to proactively apply the equivalent of sand or salt to mitigate the impact of ice on your efforts. Don’t let people skate by who create the invisible barrier to your progress.

leadership dot #2431: thin mints

February 10, 2019March 16, 2021by leadership dots by dr. beth triplettLeave a comment

It started out as an ordinary enough phone call: “Hello, Aunt beth; I’m selling Girl Scout cookies. Would you like to buy some?”

After I listened to the menu of options, I agreed to buy three boxes.

“Would you like another box to make it an even $20,” my niece asked.

“Ok.”

“And can I interest you in adding some Thin Mints to your order – you wouldn’t want to forget those!”

I admired the persistence of this young saleswoman and thought that if nothing else, the Girl Scouts were teaching assertiveness.

I wonder how many times you have settled for the initial “order of three” instead of asking for what you really wanted. The next time you have a desire, couple it with the courage to express it – and put your request out there so it has the possibility of being answered. Thin mints, anyone?

leadership dot #2430: positive spin

February 9, 2019February 8, 2019by leadership dots by dr. beth triplettLeave a comment

Many companies offer surveys at the end of a transaction as a way to gather feedback, and often offer the customer a chance to enter into a sweepstakes as an incentive to participate. The SurveyMonkey Contribute app has added their own twist to this and allows clients to spin a wheel and instantly learn whether or not they have won a prize.

As with most contests, the majority of spins don’t yield a win, but SurveyMonkey Contribute has found a way to make the experience fun in spite of that. The wheel features pictures of fruit and each corresponds to a clever way of saying “you lost”. Examples include: “Cherries are the Pits” and “Goodness Grapes”. (I believe the winners can “Go Bananas” – but I have not personally experienced it!)

How can you take an ordinary survey – or form or registration — and put a positive spin on it? Even those who don’t win will leave with a smile.