Month: June 2020

leadership dot #2927: off kilter

June 20, 2020June 19, 2020by leadership dots by dr. beth triplettLeave a comment

The jewelry icon Tiffany & Co. hired Gene Moore as its Artistic Director and window designer, seeing the storefront as the first opportunity to “spread the Tiffany magic.” Moore became known for his use of incongruous objects to showcase the incredible jewels, juxtaposing diamonds and emeralds among keys, bricks, broken glass and metals.

Always in his displays, Moore would include some imperfection: a key placed upside down, a knife turned backward in the place setting or something else out of kilter. He would receive phone calls about the “mistake” which he used as an informal poll about the window’s effectiveness. “It was the only way I could check to see if people were watching,” he said in the documentary Crazy About Tiffany’s.

Moore was creative not only in his display work but in his measurements. It may not have been scientific but the intentional misplacement of items worked to provide him with some feedback to indicate the intensity by which his windows were being viewed. Take a lesson from Moore and think outside the (iconic blue!) box to gauge the response to your efforts.

Crazy About Tiffany’s, 2016, on Hulu

leadership dot #2926: Juneteenth

June 19, 2020June 18, 2020by leadership dots by dr. beth triplettLeave a comment

A year ago, June nineteenth went unrecognized by many people who were unaware that it commemorates the day the last slaves in the U.S. were told of their freedom when word finally reached Texas 30 months after the Emancipation Proclamation was signed.

But the recognition of the date has gained much more prominence as part of the current race equity revolution. This year, employees at Nike, Twitter and other corporations have the day off in observation; the Juneteenth flag is flying over the Wisconsin State Capitol for the first time in history, and several marches and rallies are planned for the day.

If you’re not familiar with the story, you can watch a short video here or read more about what has been called America’s Second Independence Day here.

You know when a social change is taking place by observing the little things that are altered. In the span of less than a month, Band-Aid has announced that after 99 years of only making its product in white flesh tone, it is now committed to offering new products in a range of light, medium and dark blacks and browns. Quaker Oaks is retiring the Aunt Jemima brand after 131 years. Other brands, such as Uncle Ben’s Rice, Cream of Wheat and Mrs. Butterworth have also committed to changing their imagery. Change happens slow, then it happens fast.

At one time, not that long ago, any of these changes would have been unthinkable. Hopefully, next year it will be equally unimaginable that most people fail to recognize this holiday and the history it represents.

leadership dot #2925: contribute

June 18, 2020June 17, 2020by leadership dots by dr. beth triplettLeave a comment

In my class last night, we discussed a case entitled “Just Trying to Help.” A manager was assigned a new project, and another manager had previous experience with something similar. The core question was whether he should speak up and offer his input. Most agreed that he should. But at what point does it become “butting in” when he should back off and let the current manager take the project in the direction she prefers, even if it seems destined to fail?

I included the case in my syllabus because I think it’s a central question for many of the aspiring managers who are enrolled in my course. On one hand, it’s natural to want to help but if the culture isn’t receptive to cross-collaboration by speaking up you could be labeled as interfering or worse. I have been in too many situations where those who keep their mouths shut and continue to do just their own work – however mediocre it may be – are rewarded with longevity in the organization instead of being chastised.

A key element is to consider how the “advice” can be framed as a genuine offer of help. Instead of making the recipient defensive, positioning it as an optional gift – a way to make them look good instead of you – can go a long way in furthering the conversation. By imparting a legitimate “take it or leave it” mentality – meaning that you truly are accepting if the recipient totally ignores the feedback you are sharing – can also help lessen resistance and open the door for sharing.

It reminded me of a teaching trick: instead of asking “Who has any questions?” professors are encouraged to rephrase it to “Ask me two questions.” It sets the expectation for dialogue. Similarly, managers assigning a new task can encourage collaboration by asking the group “Name someone not on the task force who has experience or resources that could help this project.”

The bottom line is that there needs to be openness in multiple dimensions: employees willing to take a risk to speak up and offer assistance; project managers receptive to input from multiple sources; and managers who create cultures open to making the organization stronger, no matter whose idea it is.

leadership dot #2924: Jane

June 17, 2020June 16, 2020by leadership dots by dr. beth triplettLeave a comment

In 1957, when researcher Dr. Louis Leakey received a grant to study chimpanzees in the wild, nothing was known about their habits or how they behaved in their natural habitat. He wanted to send an unbiased researcher into Africa to observe the chimps and ended up selecting his 29-year old secretary who had no training or scientific degree.

This secretary turned out to become the acclaimed Dr. Jane Goodall who studied the chimps for 60+ years, creating the longest continuous study of any animal in their natural habitat in history.

Leakey saw in Goodall three key characteristics: a love of animals, an open mind and “monumental patience.” The third quality was especially important since it was 5 months of sitting and observing before the chips accepted her and actually behaved normally in her presence.

Two lessons for you to consider from this hiring: 1) it is incumbent upon the hiring manager to deeply consider what traits would make someone successful in the open position. By compiling a list of attributes – vs. just a list of qualifications or responsibilities — the manager has a much higher likelihood of hiring the right someone. Leakey knew that temperament was more important than credentials for this job.

2) Oftentimes, the best candidate does not fit the standard mold. Just as Dr. Leakey was seeking someone unbiased by prevailing theories about the chimps, you are well-served to be open-minded about the background of your new hire. It is often those who come to the position with unique experiences that bring new insights and innovate.

Knowing what you are truly looking for takes reflection time, but ultimately pays great benefits for the hiring manager, the employee and the organization. The next time you have the opportunity to hire, look for your own Jane.

Source: “Jane” movie, 2017, Hulu

leadership dot #2923: counsel

June 16, 2020June 16, 2020by leadership dots by dr. beth triplettLeave a comment

A colleague of mine asked me to review an important memo before she sent it. After I sent back a few comments, she replied: “Thanks. I usually know the answer when I send it to you, but it always helps to hear you say it.”

For some reason, we trust the counsel from others more than ourselves although it doesn’t have to be that way. It is great to have another set of eyes, but if you don’t have a mentor at your disposal consider the advice you would give someone if they asked you the question you are asking yourself. I’ll bet you are surprised at how often the two align.

Pretending that you’re giving advice to others is a valuable technique not only for work projects but for relationship issues, decisions about home issues or how to approach most problems. If a trusted friend asked, it’s likely we’d quickly have advice to offer. The key is following our own suggestions instead of just giving them.

leadership dot #2922: cover letter

June 15, 2020January 16, 2021by leadership dots by dr. beth triplett1 Comment

New graduates, COVID-impacted employees and the normal churn of job seekers cause a lot of people to be working on cover letters these days. A strong cover letter is a magic elixir that can help you stand out from others applying for the same job. It’s your opportunity to share the characteristics and traits that make you special – and that aren’t listed on your resume.

Too many letters are just a narrative version of the bullets already spelled out on the resume, rather than taking advantage of the opportunity to provide a sales pitch. When writing a cover letter, do so from THEIR perspective – what can you offer THEM? How do you help them solve THEIR problem? Yes, it’s nice that you want to move to that city or you’d be excited to work there, but they are hiring you (in other words, giving you money) to meet THEIR needs, not because you think you’d be great.

Consider the difference between:

I read the listing for XYZ position and want to express my interest in taking this job. I have a degree in ABC and am excited about the opportunity to join the QRS team.

vs.

It is with great enthusiasm that I submit this letter of application for XYZ job. I believe I possess the drive and integrity you seek which will allow me to serve your clients effectively and to help QRS become the provider of choice in X industry.

By focusing on the company, you maintain your role as a SELLER (not a buyer) and can frame your letter in such a light. You can share information beyond what is on your resume, focus on the future rather than your past and make the critical connection between what you have done and what you can do.

Too many people spend all their time on their resume and use the same cookie-cutter cover letter for all their jobs. Don’t make that mistake. Whether you’re applying for a job or the one reading the letters, ask yourself if the letter answers the question: “How will this person do the job differently than anyone else?”

If the letter isn’t clear about the answer, you should stop there and hire someone else.

For more on resume writing, see my handout here.

leadership dot #2921: for all

June 14, 2020June 13, 2020by leadership dots by dr. beth triplettLeave a comment

I’m not a vexillologist by any stretch, but on the occasion of Flag Day, I became curious about some of the history and etiquette surrounding our nation’s symbol. There are many rules about the folding, displaying and disposing of a flag – all to show proper reverence for something that is considered the most sacred symbol of the country. You can read some of the rules and some trivia here.

For 243 years, the stars and stripes have been the official flag of the United States of America. The origin of the flag is lost to history – no one is quite sure of the specifics – but George Washington is to have said that the stars were added to “represent a new constellation in the heavens” as a nod to succession and independence.

On this Flag Day, take a moment to reflect on the ideals on which the country was founded. It seems an appropriate time for everyone to recommit to the pledge and to fulfilling its promise of liberty and justice for all.

“I pledge allegiance to the Flag of the United States of America, and to the Republic for which it stands, one Nation under God, indivisible, with liberty and justice for all.”

leadership dot #2920: hold

June 13, 2020June 12, 2020by leadership dots by dr. beth triplettLeave a comment

I received a notice from the library that the book I requested was in – but that it was quarantined for three days and I couldn’t get it until Monday. I wish I didn’t know that it was there! Now, all weekend when I’m out in the sun, I’ll be wishing that I had that book I’ve been wanting to read that is just sitting there in the library “de-germifying.”

I’m not questioning their decision to be on the safe side and quarantine it – but I can’t understand at all why they notified me before it was ready. It feels like a “Nah, Nah, Nah” from my childhood days – taunting someone with an item they want that you won’t let them have.

This pandemic is hard enough on everyone but as businesses and services begin to reopen, let’s not lose sight of operating from the customer’s perspective. Good service – as defined by the customer — is still the goal.

leadership dot #2919: toward

June 12, 2020June 11, 2020by leadership dots by dr. beth triplettLeave a comment

When the University President* spoke to my class, I asked him if he had any leadership advice for my students. His reply: “walk toward the heat.”

He recounted times in the early days of his presidency when the press about both him personally and the institution was less than favorable and how he was tempted to stay home and avoid addressing it. Instead, he headed to the popular activities in town, the crowded restaurants and the busy spots on campus to face the issues head-on. Now, 25 years later, he still attributes that practice as a fundamental lesson for students and continues to engage in it himself.

Think about this mantra the next time someone or something turns up the heat in your world. It may be tempting to ignore the ruckus or to hide behind a shield such as social media or email but a quarter-decade of wisdom says that is the wrong action to take. Instead, have that tough conversation with your partner or employee; continue to attend public events instead of hiding out in your office; put the tough topics on your agenda instead of letting them fester.

You have no hope of dousing a fire if you allow it to burn unattended. The mere act of walking toward the heat will go a long way in extinguishing some of the flames of fury.

*President Jeff Bullock, University of Dubuque

leadership dot #2918: values

June 11, 2020June 10, 2020by leadership dots by dr. beth triplettLeave a comment

Many companies are suddenly crafting statements that denounce racism and affirm their commitment to equality and inclusion. Such proclamations are easy to do, but writing about your values or posting them on a wall is a far cry from actually living them.

Values need to become a foundation for other actions throughout the company and must be brought to life for all those who work there. Watch for signs of how the values are made real: with strategy alignment, hiring decisions, budget allocations, time spent, transparent information sharing, vulnerability, rewards, priorities, promotions and in the stories that are shared.

Even if you are not in management directly, everyone who works in an organization has the ability to make the values real – or to call out those who disregard them. The undersecretary of defense who publicly submitted his resignation or the employees at Facebook who are resigning have taken drastic steps to highlight the misalignment of values, but there are smaller steps everyone can take to challenge the gap between what is said and what is done.

You don’t always have to pick up a sign and protest in the street to make a difference. Sometimes, what is needed most is for you to speak up in your own organization first.